Moderation in Performance Appraisals
The Objective of Performing Moderation in Performance Appraisals
The purpose of moderation is to ensure that Supervisors evaluate performance in a consistent way; There is a common understanding of the standards required at each level of the rating scale
The integrity of the system is protecte.
The moderation process focuses more on an inquiry about a rating, rather than being a process necessarily requiring change.
Principles Adopted in Moderation
Managers must have current and direct knowledge of staff members in order to engage in discussion. Managers cannot reference information from previous performance cycles. All anecdotal evidence provided by managers must be supported by evidence. Private information that may impact upon the individual’s performance rating e.g. health status, personal circumstances, will not be discussed in the meeting.
Criteria for Moderation
The moderators will evaluate the employee and decide on the relative rating by comparing the performance and contribution of the employee with his peers in the Department, on the following factors:
Stretch factor in the Objectives
Degree of difficulty / complexity in achievement of Objectives
Relative Contribution made towards achieving the Department goals
Any other critical incident impacting the rating / evaluation
What is the order in the moderation process?
Start the moderation discussion with a presentation of evidence from supervisors or managers on their staff in the following sequence:
Staff with an ‘excellent’ performance rating (rating 5).
Staff with a ‘high achievement’ performance rating (rating 4).
Staff with a ‘partial achievement’ performance rating (rating 2).
Staff with ‘unsatisfactory’ performance rating (rating 1).