$1.$ Violate the $80\%$ rule in the decisions that were made based on the performance appraisal data? The $80\%$ rule means the rate of a favorable personnel decision $($e$.$g$.,$ merit pay raise$)$ for protected classes $($e$.$g$.,$ women$)$ is less than $80\%$ of the rate of percentage of merit raises of the comparison group $($e$.$g$.,$ men$).$

UnsureNoYes

$2.$ Use procedures for appraisal and the resultant personnel decisions that do not differ as a function of the race, sex, national origin, religion, or age of those affected by such decisions?

UnsureNoYes

$3.$ Use objective or countable $($nonrated$)$ performance data as a basis for the decision$($s$)?$

UnsureNoYes

$4.$ Have a formal system of review or appeal for situations in which the rated individual disagrees with a rating?

UnsureNoYes

$5.$ Use more than one independent evaluator of performance?

UnsureNoYes

$6.$ Use a formal, standardized system for the personnel decision$($s$)?$

UnsureNoYes

$7.$ Make certain that evaluators had ample opportunity to observe and review the affected workers' performance $($if ratings must be made$)?$

UnsureNoYes

$8.$ Avoid ratings on psychological traits such as dependability, drive, aptitude, or attitude?

UnsureNoYes

$9.$ Validate or corroborate the performance appraisal data with other data related to performance?

UnsureNoYes

$10.$ Communicate specific performance standards to employee before the appraisal period begins?

UnsureNoYes

$11.$ Provide written instructions on how to complete the performance evaluations?

UnsureNoYes

$12.$ Evaluate employees on specific work dimensions rather than on a single overall or global assessment of past performance or potentiality?

UnsureNoYes

$13.$ Require behavioral or results$-$based documentation for extreme ratings $($e$.$g$.,$ critical incidents$)?$

UnsureNoYes

$14.$ Train raters on performance appraisal procedures and possible rating errors?

UnsureNoYes

$15.$ Train personnel decision makers on laws regarding discrimination?

UnsureNoYes