1) Which method requires documenting specific examples of an employee's effective or ineffective behavior? a) Method of Critical Incidents  b) Graphic Rating Scale c) Forced Distribution d) Management by Objectives 2) Which performance method uses a numerical scale to rate employees on specific traits or behaviors AND explains what each number on the scale means? a) Forced Distribution b) Behaviorally Anchored Rating Scale c) Comparative Methods d) Graphic Rating Scale 3) A manager evaluates employees by setting specific goals for each and assessing their performance based on achievement of these goals. Which method is this? a) Comparative Methods b) Method of Critical Incidents c) Forced Distribution d) Management by Objectives 4) An HR team designs a scale where each level of performance is clearly described with specific behaviors. What method are they using? a) Graphic Rating Scale b) Behaviorally Anchored Rating Scale c) Forced Distribution d) Method of Critical Incidents 5) True or False: Comparative methods rank employees relative to each other instead of against a standard. a) True b) False 6) Which method forces managers to assign employees into pre-set categories, such as 'Top 10%' or 'Bottom 20%'? a) Comparative Methods b) Forced Distribution  c) Graphic Rating Scale d) Method of Critical Incidents 7) A manager ranks employees from best to worst in their team. What method is being used? a) Management by Objectives b) Forced Distribution c) Comparative Methods d) Behaviorally Anchored Rating Scale 8) An employee receives feedback tied to specific documented behaviors, both positive and negative, from the last six months. Which method is likely being used? a) Graphic Rating Scale b) Method of Critical Incidents c) Forced Distribution d) Behaviorally Anchored Rating Scale 9) From which of the following could an emloyee receive feedback under 360 degree assessments? (check all) a) supervisor b) self c) colleagues d) customers e) suppliers f) CEO 10) A performance improvement plan is designed to plan for an employee's next promotion. a) True b) False

Performance Measurement Methods

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