Contrast error occurs when ratings are influenced by

• A. Halo effect
• B. Central tendency
• C. Contrast error
• D. Rater leniency

Answer: (C)

This item focuses on how ratings can be biased by comparisons to others rather than to objective performance. In contrast error, the evaluator uses how the person stacks up against peers in the same evaluation, not the actual job criteria. As a result, the rating shifts up or down depending on the group’s overall performance. For example, if most teammates perform well, a solid performer might receive a lower rating than deserved because the contrast with top performers makes them seem less impressive. If the group is weak, that same performer might be rated more highly simply because they stand out by comparison. This bias is different from other common rating biases: the halo effect would let a positive trait color the entire evaluation; central tendency would pull ratings toward the middle irrespective of actual performance; and leniency would skew ratings consistently high across the board.