Which of the following is NOT a method of performance evaluation?

Goal specificity is not a method of performance evaluation but rather a characteristic of effective goal setting. In performance management, goal specificity refers to the clarity and detail of the objectives set for employees. While setting specific goals is crucial for guiding employee performance, it does not directly assess or evaluate that performance.

In contrast, the other options are well-established methods used to evaluate employee performance. The ranking procedure compares employees against each other to establish a hierarchy based on performance, the graphic rating scale provides a visual representation of an employee’s performance across various criteria, and the behaviorally anchored rating scale combines qualitative and quantitative measures by using specific behaviors as indicators of performance levels. Each of these evaluation methods focuses on measuring how well an employee meets predefined performance standards, whereas goal specificity itself pertains to the quality of the goals set rather than the evaluation of performance.