Errors in Performance appraisal

spillover error

Continuing to downgrade an employee for performance errors in prior rating periods

severity error

Rating individuals consistently lower than is deserved

horn error

The opposite of a halo error. Downgrading an employee across all performance dimensions exclusively because of poor performance on one dimension.

recency error

The opposite of first impression error. Allowing performance, either good or bad, at the end of the review period to play too large a role in determining an employee's rating for the entire period.

halo error

an appraiser giving favorable ratings to all job duties based on impressive performance in just one job function

central tendency error

avoiding extremes in ratings across employees

leniency error

consistently rating someone higher than is deserved

First-impression error

developing a negative or positive opinion of an employee early in the review period and allowing that to negatively or positively influence all later perceptions of performance

clone error

giving better ratings to individuals who are like the rater in behavior and/or personality