ABSTRACT
The accurate and objective evaluation of executives’ job performance has long been a matter of concern in the public and private sectors. While large amounts of money are spent recruiting and training executives, systems for assessing their on-the-job performance have tended to be subjective and trait-based in nature. More objective and job-related evaluation systems are needed to evaluate executives’ performance accurately. Such systems, in addition to protecting the employer’s interest, also protect the employee’s interests, particularly when personnel actions or financial rewards are based on performance evaluations.
