Types of Judgment

Types of Judgment in Performance Evaluation

In a performance evaluation, various types of judgments can be used. Here are some examples of commonly used judgment types:

Absolute Judgment: This type of judgment involves evaluating an employee's performance without comparing it to other employees. It is based on pre-established performance criteria and the evaluator's perception.

Relative Judgment: In this case, an employee's performance is evaluated in comparison to the performance of other employees in the same position or department. It is used to rank employees in a relative performance order, such as best, average, or poor performance.

Comparative Judgment: This type of judgment involves comparing an employee's performance to a predefined standard or reference model. Evaluation scales, such as "excellent," "satisfactory," or "needs improvement," can be used to indicate the level of compliance with the standard.

Objective Judgment: It is based on the measurement of tangible and quantifiable results and achievements. This approach focuses on the outcomes achieved by the employee, such as goal attainment, sales increase, or efficiency improvement.

Subjective Judgment: It is based on the evaluator's opinions and perceptions of the employee's performance. It may include qualitative aspects such as interpersonal skills, attitude, teamwork ability, etc.

360-Degree Judgment: In this type of judgment, feedback is gathered from multiple sources, such as superiors, colleagues, subordinates, and clients, to gain a comprehensive view of the employee's performance. It aims to provide a well-rounded and balanced assessment from different perspectives.

It is important to note that different organizations may use different types of judgment in their performance appraisal processes, depending on their goals, culture, and specific evaluation criteria.

Reference: Utel University Editorial Team. (2023). Judgment Types in Performance Appraisal. Utel. México.