Almost all companies utilize some type of year-end performance review for their employees. Human Resources (HR) at a university's Health Science Center provides guidelines for supervisors rating their subordinates. For example, raters are advised to examine their ratings for a tendency to be either too lenient of too harsh. According to HR, "if you have this tendency, consider using a normal distribution-10% of employees (rated) exemplary, 20% distinguished, 40% competent, 20% marginal, and 10% unacceptable." Suppose you are rating an employee's performance on a scale of 1 (lowest) to 100 (highest). Also, assume the ratings follow a normal distribution with a mean of 46 and a standard deviation of 13. Complete parts a and b. Click the icon to view the standard normal distribution table. a. What is the lowest rating you should give to an "exemplary" employee if you follow the university's HR guidelines? (Round to three decimal places as needed.) b. What is the lowest rating you should give to a "competent" employee if you follow the university's guidelines? (Round to three decimal places as needed.)

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**Performance Review Guidelines for University Supervisors**

Most organizations use some form of year-end performance review for their employees. Human Resources (HR) at a university's Health Science Center provides guidelines for supervisors rating their subordinates. For example, raters are advised to examine their ratings for a tendency to be either too lenient or too harsh. According to HR:

"If you have this tendency, consider using a normal distribution—10% of employees (rated) exemplary, 20% distinguished, 40% competent, 20% marginal, and 10% unacceptable."

Suppose you are rating an employee's performance on a scale of 1 (lowest) to 100 (highest). Also, assume the ratings follow a normal distribution with a mean of 46 and a standard deviation of 13. Complete parts a and b.

Click the icon to view the standard normal distribution table.

**Questions:**

a. What is the lowest rating you should give to an "exemplary" employee if you follow the university's HR guidelines?

*(Round to three decimal places as needed.)*

[ ] 

b. What is the lowest rating you should give to a "competent" employee if you follow the university's guidelines?

*(Round to three decimal places as needed.)*

[ ] 

This exercise involves understanding normal distribution and applying statistical principles to determine appropriate performance ratings. Using the provided mean and standard deviation, along with the mentioned percentiles (e.g., top 10% for exemplary), you can derive the specific ratings that correspond to these performance categories.
Transcribed Image Text:**Performance Review Guidelines for University Supervisors** Most organizations use some form of year-end performance review for their employees. Human Resources (HR) at a university's Health Science Center provides guidelines for supervisors rating their subordinates. For example, raters are advised to examine their ratings for a tendency to be either too lenient or too harsh. According to HR: "If you have this tendency, consider using a normal distribution—10% of employees (rated) exemplary, 20% distinguished, 40% competent, 20% marginal, and 10% unacceptable." Suppose you are rating an employee's performance on a scale of 1 (lowest) to 100 (highest). Also, assume the ratings follow a normal distribution with a mean of 46 and a standard deviation of 13. Complete parts a and b. Click the icon to view the standard normal distribution table. **Questions:** a. What is the lowest rating you should give to an "exemplary" employee if you follow the university's HR guidelines? *(Round to three decimal places as needed.)* [ ] b. What is the lowest rating you should give to a "competent" employee if you follow the university's guidelines? *(Round to three decimal places as needed.)* [ ] This exercise involves understanding normal distribution and applying statistical principles to determine appropriate performance ratings. Using the provided mean and standard deviation, along with the mentioned percentiles (e.g., top 10% for exemplary), you can derive the specific ratings that correspond to these performance categories.
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