Which system has the manager and subordinate jointly agree on objectives for the next appraisal period?

Which system has the manager and subordinate jointly agree on objectives for the next appraisal period?

• A. Results-Based System
• B. Behaviorally Anchored Rating Scale
• C. Critical Incident Technique
• D. Graphic Rating Scale

Answer: (A)

The idea being tested is collaborative goal setting for the upcoming appraisal period. A results-based system focuses on what will be achieved, with manager and employee jointly agreeing on measurable objectives, targets, and the timeline. This approach emphasizes outcomes and accountability, so the performance plan for the next period is built around specific, verifiable results rather than just ratings or past behaviors. In practice, the manager and subordinate work together to define SMART objectives that align with organizational goals, decide how success will be measured, and set milestones. This creates a clear roadmap for the next evaluation and helps both parties stay focused on tangible results. The other methods are more about how performance is assessed rather than about setting future objectives. Behaviorally Anchored Rating Scale uses defined behaviors to rate performance, Critical Incident Technique collects notable events to inform appraisal, and Graphic Rating Scale provides a general rating of performance traits or outcomes. While useful for evaluation, they don’t inherently center on jointly establishing the next period’s objectives. So, the system that Best fits the description is the results-based system.

The idea being tested is collaborative goal setting for the upcoming appraisal period. A results-based system focuses on what will be achieved, with manager and employee jointly agreeing on measurable objectives, targets, and the timeline. This approach emphasizes outcomes and accountability, so the performance plan for the next period is built around specific, verifiable results rather than just ratings or past behaviors.

In practice, the manager and subordinate work together to define SMART objectives that align with organizational goals, decide how success will be measured, and set milestones. This creates a clear roadmap for the next evaluation and helps both parties stay focused on tangible results.

The other methods are more about how performance is assessed rather than about setting future objectives. Behaviorally Anchored Rating Scale uses defined behaviors to rate performance, Critical Incident Technique collects notable events to inform appraisal, and Graphic Rating Scale provides a general rating of performance traits or outcomes. While useful for evaluation, they don’t inherently center on jointly establishing the next period’s objectives.

So, the system that Best fits the description is the results-based system.