Officer Performance Evaluation Systems. Lessons Learned from Experience
Abstract
Pertinent literature was reviewed and cognizant officers interviewed in an attempt to identify methods to improve the Navy officer performance evaluation system. The system has two major weaknesses: (1) inflation in performance ratings, which diminishes the usefulness of officer evaluations as input to decisions concerning promotion and assignment; and (2) a lack of incentives and procedures for ensuring that senior officers convey timely performance information (advice and feedback) to subordinates. Results of this study and those of a companion study (NPRDC TR 85-7) indicate that: (1) problems in military performance appraisal result primarily from attitudinal factors rather than from psychometric issues; and (2) two systems are needed--one for assignment counseling and one for performance evaluation. It was recommended that (1) the FITREP form and its procedures be modified to reduce inflation; and (2) an assignment planning conference, scheduled for the beginning of the evaluation year, be used to ensure that the subordinate clearly understands his/ her duties and priorities. Originator-supplied keywords include: Performance appraisal, personnel management, and officer assessment.
Document Details
- Document Type
- Technical Report
- Publication Date
- Nov 01, 1984
- Accession Number
- ADA147907
Entities
People
- B. Rimland
- G. E. Larson