How It Works
Using a pressure-sensitive form, participants respond to 18 situations and corresponding action options in connection with performance appraisal meetings. After scoring is complete, participants create a profile by plotting their scores for each of the six skill sets on a chart. To monitor improvement, the facilitator can later distribute a reproducible post-session inventory (included in the facilitator guide). By combining the results of the initial and post assessments, participants create an overall effectiveness profile.
The facilitator guide includes optional activities and the reproducible article, “How to Get Extraordinary Performance from Ordinary People” - an excellent takeaway to introduce or reinforce the learning. In addition, each participant guide provides interpretive information and an action-planning section. Uses and Applications
The PASI works well as a stand-alone instrument, or as a component of a larger training initiative. It is appropriate for use with individual managers or supervisors in a department or work unit, or all the managers in an entire organization. The PASI can also be used with prospective managers to help them prepare for their performance appraisal responsibilities.
More specific uses include:
- As part of a training program to introduce a new performance appraisal system
- As part of a management training program to improve performance appraisal skills
- As a development tool used by higher-level managers to coach lower-level managers in conducting performance appraisals
- As a comparison tool to examine the effect of training by using pre- and post-training scores
- As a follow-up activity
- As an individual assessment tool
- Identify strengths and weaknesses in specific skills needed to conduct effective performance appraisal meetings
- Compare strengths and weaknesses in these skills with a norm group of managers and supervisors who previously completed the PASI
- Learn a model for conducting effective performance appraisal meetings