Timeliness is also an important part of a helpful review. After a hard day's work, knowing what you have done well enables the employee to continue in that pattern. Negative or constructive feedback, if specific, is at least conducive to positive change, as opposed to no feedback at all, or feedback after it is too late to alter one's performance.
Question
Particularly given the 'two point' bias in favor of the employee's performance -- yes, the manger should review the employee's appraisal. A manager should have an idea of how the employee sees him or herself, which will enable the manger to specifically target areas where the employee is consciously, rather than unconsciously lacking in critical areas.
Question
Welch's "forced distribution" is a system to minimize the tendency for managers to give everyone a good or a bad rating -- the manager must rank all employees, from best to worst, which means even a good employee may be ranked worst, and conversely even a mediocre employee may be ranked best. The advantage of this is seen primarily when...
For example, if a manager is aware he or she is scoring 'low' he or she might reevaluate how he or she personally views what constitutes a '5' or a '3' rating.
Question
Using ratings of relative frequency means that the relative frequency of a particular rating is compared -- for example, almost everyone might get a high rating in job knowledge, so the relative frequency of getting a 5 in job knowledge might be much higher than getting a 5 in motivating employees. This targets which characteristics are rarer amongst employees, or need to be worked on as a whole by the company.
