CRITERIA

• Evaluative standards for measuring employees’ success or failure (typically performance-related in I/O)

  Criteria
• All aspects of performance that define success on a job, the theoretical construct that we develop as guide or goal to shoot for in measuring performance success

  Ultimate Criterion
• Our best real-world representation of the ultimate criterion and what we use in reality

  Actual Criterion
• Degree to which actual criterion relates to ultimate criterion (the overlap)

  Relevance
• Stuff in the ultimate measure not included in actual measure

  Criterion Deficiency
• Stuff measured by actual criterion that is not part of the ultimate measure

  Criterion Contamination
• Degree to which individual can perform job tasks central to a specific job

  Job-specific Task Proficiency
• Consistency and persistence in an individual’s work effort

  Demonstrating Effort
• No substance abuse


  Maintaining Personal Discipline
• Equally weight different criteria (2) Weight criteria based on importance, weight criteria differently based on decision being made


  Composite Criterion
• Performance levels change over time

  Dynamic Criteria
• Hard, nonjudgmental criteria taken from organizational records not supposed to involve any subjective judgments

  Objective Criteria
• Soft, judgmental criteria that measures based on rankings/ratings or evaluations of others rather than on counting objective constructs

  Subjective Criteria