What are the common errors that are made when completing a performance appraisal for subordinate officers?
What will be an ideal response?
One of the problems with performance appraisals is that police managers attempt to use them for multiple purposes. The purpose of the ratings generally affects how supervisors rate their subordinates. For example, supervisors tend to be more lenient when ratings are used for promotions as compared to when they are used strictly for counseling and improvement. Consequently, when a department attempts to use a single set of ratings for multiple purposes, it tends to distort the ratings and create a variety of problems.
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a. True b. False
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What will be an ideal response?
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What will be an ideal response?