Which strategy reduces bias in performance appraisals?

• A. Rely on self-ratings only
• B. Rely on a single rater for consistency
• C. Rely on subjective impressions
• D. Use multiple raters with structured scales and calibrations

Answer: (D)

Using multiple raters with structured scales and calibrations reduces bias in performance appraisals. When several observers assess performance, the influence of any one individual's prejudice, mood, or favoritism is diminished. Structured scales with explicit behavioral anchors force raters to base judgments on observable actions rather than vague impressions, narrowing interpretation gaps. Calibration sessions help raters align their standards so that terms like “meets expectations” mean the same level of performance across all raters, reducing drift and preventing leniency or harshness from dominating. This combination boosts reliability (consistency across raters) and validity (ratings more accurately reflect true performance). In practice, approaches like 360-degree feedback or behaviorally anchored rating scales illustrate this idea.

Relying on self-ratings only can be biased by how individuals view themselves; relying on a single rater concentrates bias into one judgment; relying on subjective impressions without structured criteria is inherently biased and inconsistent.