Figure 19-2 shows how performance a

Figure 19-2 shows how performance and competence are balanced inmixed models. In a line job, achievement of performance results may be weighted 90 percent and demonstration of competency behaviors only 10 percent. At the other extreme, an appraisal form for a service position might weight competence 100 percent. Performance objectives for a staff job might give equal weight to results and demonstration of competency behaviors. In most mixed models, achievement of performance results is quantified, past oriented, and tied to unit goals, based on a short term, and used to make compensation decisions. Competency appraisal is more qualitative (although the JND scales proposed in Chapters 3 through 9 can measure competencies in numbers as well), longer range, future oriented, and used for employee development and career path planning.