Abstract
Twenty-four studies that have researched the effects of rater training on the psychometric quality of performance ratings are reviewed. For comparison, training methods are categorized by (a) content of training; and (b) method used to present training. The results suggest that the most widely used rater training approach is inappropriate for improving rating accuracy. These findings are discussed in terms of Borman's Model of Performance Appraisal (Borman, 1978). Training programs that improve rating accuracy are identified.
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