Which activity best supports fairness in performance management through monitoring?

• A. Calibrate ratings and monitor for disparate impact
• B. Rely on subjective impressions
• C. Hide transparency
• D. Increase dependence on a single manager

Answer: (A)

Fairness in performance management comes from standardizing how ratings are applied and watching for bias across groups. Calibrating ratings across managers helps ensure everyone uses the same standards, so a high performer isn’t rated differently simply because of who evaluated them. This alignment reduces inconsistent judgments and supports a defensible, equitable process. Monitoring for disparate impact means examining the outcomes of performance decisions across protected groups to detect if any group is disproportionately affected. When imbalances are found, you can adjust criteria, training, or processes to remove bias and ensure evaluations are based on comparable criteria for all employees.

Relying on subjective impressions invites bias and inconsistency because personal judgments can be colored by mood, stereotypes, or affinity. Hiding transparency erodes trust and accountability, making the process seem arbitrary. Increasing dependence on a single manager concentrates judgment and amplifies individual biases, undermining fairness and reliability.