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A new performance appraisal system, developed for promotions in the Royal Canadian Mounted Police non‐commissioned officer ranks, fairly differentiated among candidates. Members ( N = 6,571) illustrated their performance on core competencies with behavioral examples. Supervisors and then review boards used a BARS procedure to reliably rate performance. Both candidates and supervisors supported the system. The performance appraisal scores predicted career advancement in the organization.
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Catano et al. (2007) studied this question.
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