PERFORMANCE APPRAISAL BIASES

• Halo error


  Rater generalizes one positive performance feature or incident to all aspects of employee performance, resulting in a higher rating
• Horn error


  Manager generalizes one negative performance feature or incident to all aspects of employee performance, resulting in a lower rating
• Leniency


  Giving an undeserved high performance appraisal rating to an employee
• Severity / Strictness


  Rater uses only the low end of the scale in an effort to humble or motivate employees, but can produce a range restriction effect because it doesn't truly discriminate between good and bad employees
• Central tendency error


  Employees are incorrectly rated near the average or middle of a scale
• Recency Effect


  Rater lets their most recent interaction with an employee influence how they rate the employee's overall performance for the given time period being evaluated
• Primacy Error


  Rater allows their first impression of an employee to influence how they rate the employee's overall performance
• Similar-to-Me / Personal Bias / Stereotyping


  Rater favorably rates those they perceive to be more similar to themselves