01
True or false
1 point
A formal appraisal has summarized an employee’s work for the year. This means regular performance conversations are no longer needed until the next appraisal.
Free Practice Quiz Question List
05 Performance Management Online Quiz Questions
Use this free practice quiz with 20 questions to review 05 Performance Management, test your knowledge, and prepare for your next test or exam.
20 questions
02
Choose one
1 point
A manager wants rating criteria that make expected performance more concrete by describing examples of job-related behavior at different levels. Which appraisal method best fits this need?
- A
A rating scale that uses broad labels such as “good” or “poor” without defined criteria
- B
A rating method that describes performance levels with specific job-related behavioral examples
- C
A review that compares agreed goals with actual outcomes
- D
A record of particularly effective or ineffective incidents during the review period
03
Fill in the blank
1 point
Goals may focus on (such as completing work by a deadline), (such as following safety procedures), or both.
04
Written response
1 point
In the service-goal example, what minimum percentage of routine service requests should be resolved within two business days?
05
Choose one
1 point
A supervisor wants to avoid judging an employee mainly on events from the weeks just before a review. Which approach is most directly suited to maintaining a record of notable work throughout the review period?
- A
A rating scale, because its defined levels automatically eliminate the effect of recent events
- B
A results-based review, because it records specific incidents throughout the review period
- C
A narrative or critical-incident review, using specific records gathered throughout the review period
- D
A self-assessment, because the employee’s own recollection is sufficient evidence
06
True or false
1 point
Putting an employee on a performance improvement plan guarantees that the employee’s performance will improve.
- A
True
- B
False
07
Written response
1 point
What is the name of the plan that can formalize a performance concern, required standard, improvement steps, support, check-in dates, and consequences?
08
Choose all
1 point
A manager is using self-assessment and feedback from multiple people to understand an employee’s performance. Which practices are appropriate? Select all that apply.
- A
An employee’s self-assessment can provide reflection on accomplishments.
- B
All colleagues’ feedback should be weighted equally, regardless of how much they observed the work.
- C
Input from relevant colleagues or supervisors can add useful context.
- D
Multisource feedback makes it unnecessary to consider the circumstances in which a source observed the work.
- E
Interpret each source’s feedback according to that source’s opportunity to observe the work.
09
Fill in the blank
1 point
Effective feedback identifies the , describes the , and explains its .
10
Choose one
1 point
A manager needs to compare an employee’s agreed goals with the outcomes actually achieved. Which appraisal method is the most direct fit?
- A
Behaviorally anchored ratings
- B
An objectives- or results-based review
- C
A narrative or critical-incident review
- D
A self-assessment
11
Choose all
1 point
A manager is preparing a formal performance review. Which practices support a clear and consistent assessment? Select all that apply.
- A
Use clear criteria and evidence from the full review period.
- B
Base the assessment mainly on the employee’s most recent work, even if it is unrepresentative.
- C
Apply a consistent review process.
- D
Explain how ratings are determined and give the employee an opportunity to discuss the assessment.
- E
Use one appraisal method for every role, regardless of the work involved.
12
Choose one
1 point
Several employees must coordinate their work to deliver a shared project result. Which goal-setting choice best reflects that dependency?
- A
Use only individual goals, since shared goals make accountability impossible.
- B
Include team goals when achieving the results depends on coordination.
- C
Avoid goals for coordinated work because team outcomes cannot be relevant to performance management.
- D
Assess coordination only through informal impressions rather than goals.
13
True or false
1 point
When possible, managers should give performance feedback close to the relevant event rather than waiting until the next formal review. True or false?
- A
True
- B
False
14
Open ended
1 point
An employee has missed several important deadlines. Describe how a supervisor should respond before deciding on corrective action. Include how to establish the performance gap, investigate possible causes, agree on support or actions, and follow up.
15
Choose one
1 point
An employee did not provide a project update, leaving the team unsure about the schedule. Which response best applies effective feedback principles?
- A
Tell the employee they lack commitment and warn them to improve.
- B
Describe the missed update, explain its effect on the team, and agree on what to do at the next meeting.
- C
Wait until the formal appraisal and give a general summary of the employee’s attitude.
- D
Ask colleagues whether they think the employee is dependable before discussing the incident.
16
Choose one
1 point
A department’s results depend on employees coordinating their work, and rushing could reduce quality. Which goal-setting approach is most appropriate?
- A
Set an individual speed target and leave quality out of the measure.
- B
Measure only whether each employee completes their own tasks, regardless of team results.
- C
Set a shared team goal and include measures that account for both results and quality.
- D
Avoid setting a measurable goal because coordination makes individual performance impossible to assess.
17
Written response
1 point
What appraisal method describes performance levels using specific examples of job-related behavior?
18
Choose one
1 point
A supervisor wants to avoid letting an employee’s most recent work dominate a formal review. Which practice best supports that aim?
- A
Record specific examples of effective and ineffective work throughout the review period.
- B
Base the review mainly on the employee’s most recent project.
- C
Use general impressions to avoid overemphasizing individual incidents.
- D
Ask the employee to select whichever incidents best represent their performance.
19
Choose one
1 point
A supervisor receives feedback from colleagues, some of whom have worked closely with an employee and others who have had little contact. How should the supervisor interpret the feedback?
- A
Treat every colleague’s feedback as equally authoritative, regardless of their contact with the work.
- B
Use only the most senior person’s opinion because it is likely to be more objective.
- C
Discard feedback that differs from the supervisor’s assessment.
- D
Interpret each person’s feedback in light of how well they could observe the employee’s work.
20
Written response
1 point
What is the name of the formal plan that can specify a performance concern, the required standard, measurable improvement steps, available support, check-in dates, and consequences?