question archive It is generally agreed that a legally defensible performance appraisal should include the following: Performance appraisal criteria based on job analysis Absence of disparate impact Formal evaluation criteria that limit managerial discretion A rating instrument linked to job duties and responsibilities Documentation of the appraisal activities
It is generally agreed that a legally defensible performance appraisal should include the following: Performance appraisal criteria based on job analysis Absence of disparate impact Formal evaluation criteria that limit managerial discretion A rating instrument linked to job duties and responsibilities Documentation of the appraisal activities
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It is generally agreed that a legally defensible performance appraisal should include the following:
Performance appraisal criteria based on job analysis
Absence of disparate impact
Formal evaluation criteria that limit managerial discretion
A rating instrument linked to job duties and responsibilities
Documentation of the appraisal activities.
As the HR manager, how will be sure the company meets this criteria?
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