Multiple Raters - Coursework Example

Multiple Raters’ Evaluations Combination to Measure Job Performance Multiple Raters’ Evaluations Combination to Measure Job PerformanceMultiple raters are the preferred measurements for individual performances. However, to ensure perfect results, monitoring and averaging the evaluations is necessary for better and concussive results. Evaluation of job performances may be done from various angles since it consists of a working environment. Interviews may be carried out on job colleagues to provide ratings on the individuals job performances.

The raters should be chosen from various departments to ensure validity in the answers being provided (Fisher, Weiss and Dawis, 1968). For example, rating a receptionist using multiple rater evaluations will mean that information will be collected from various sources. The raters may be other employees at the same work level, the manager, and the customers. All the provided information should then be analyzed and evaluated to prevent disparities from some of the employee relationships. An evaluation process should cater for other factors that may affect the credibility to generalize the results on an individuals performance.

Statistical aspects such as Kappa and intra-class correlation may be used to measure the score reliability (Fisher, Weiss and Dawis, 1968). The main procedure in multiple raters is to gather information from various sources in the working environment, and then use the statistical models to generalize and validate the score. It will reduce chances for error during and after the analyzing of results.There are various implications that may come up due to multiple raters and especially in workplaces to rate job performance.

One of them is that if the first source is biased, it may lead to non-credible scores. For example, evaluation of job performance in highly ranked workers from multiple workers in lower ranks may prove futile due to group culture that may have homogeneous responses. ReferencesFisher, S. T., Weiss, D. J., & Dawis, R. V. (1968). A Comparison of Likert and Pair Comparisons Techniques in Multivariate Attitude Scaling. Educational and Psychological Measurement, 28(1), 81-94.