On-the-job performance is always appraised, either informally through observation or formally as part of regularly scheduled reviews. Informal appraisals are subjective impressions and do not meet federal laws for fairness in personnel practices; informal appraisals, therefore, may be error prone, and so may any personnel decisions made using such appraisals. Employees deserve to be appraised using formal systems that measure the performance of job competencies identified in the job analysis and nothing more.

The Business Information Security Program (BISP) Standard for appraisal is an all-inclusive, formal organizational system because it appraises job competencies from four perspectives:

  1. From the perspective of an employee’s manager
  2. From team members (departmental employees collectively)
  3. Via a self-appraisal
  4. From an appraisal by the employees of their department—its environment, or culture

Each of these four appraisals is conducted using independent instruments and formal appraisal documents. In addition, a fifth system component is a document describing the feedback and reward procedures, which uses the information collected through the four appraisals. Although the exercises in this chapter are the last for the people front, the appraisal and feedback system is no less important than the others. And, although the feedback procedure is the last component of the appraisal system, feedback communication, ...

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