The Paris-Peoria Solution: Innovations in Appraising Regional and International Sales Personnel

Edwards, Mark R.; Cummings, W. Theodore; Schlacter, John L.
November 1984
Journal of Personal Selling & Sales Management;Nov84, Vol. 4 Issue 2, p27
Academic Journal
Current techniques, as shown in Figure 2, have some advantages, but each has serious disadvantages. The reliance of any of the commonly used performance appraisal methods provides performance measures that are not comparable across geographic boundaries. Hence, they did not allow reliable comparisons of salespeople in different locations. Essay and MBO appraisals provide no standardization and little comparability among performers. Ranking techniques have a low reliability and are aversive to raters and to ratees. Graphic ratings and checklists provide fairly good comparability but are subject to leniency bias and reliability problems between different raters or by raters in different geographic areas. BARS provides excellent comparability among performers in the same job but little comparability across jobs, because the behavioral anchors are specific to each job and are likely to vary across jobs, regions, and sales functions. The following section introduces a Team Evaluation Consensus performance measurement process. When implemented properly, this innovative PAS overcomes many of the problems associated with traditional methods.


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