What type of evaluation errors occur when the rater assesses an employee based on personal opinions rather than actual performance?

Bias errors occur when a rater allows their personal opinions, preferences, or prejudices to influence their assessment of an employee's performance, rather than evaluating that performance based strictly on objective criteria. This type of error undermines the integrity of the performance evaluation process, as it can lead to unfair assessments that are not reflective of an employee’s actual contributions or capabilities.

For example, if a manager has a personal affinity for a particular employee, they might overlook performance shortcomings or inflate ratings based on their feelings rather than factual performance data. Similarly, negative biases against certain traits or characteristics can lead to harsher evaluations of otherwise competent individuals. Recognizing and mitigating bias errors is crucial for ensuring fair and equitable assessment practices in the workplace. This understanding helps create a more accurate and constructive feedback system, which is essential for employee development and organizational growth.