What type of evaluation error occurs when an officer judges based on aspects like race or religion?

Bias is a type of evaluation error that occurs when an officer’s judgments are influenced by personal prejudices or stereotypes related to certain characteristics such as race, religion, or gender. In the context of evaluation, bias can prevent a fair assessment of an individual's performance or capabilities, as it relies on subjective views rather than objective evaluation criteria.

In many organizational settings, including fire departments, it is crucial to minimize bias to ensure that all members are evaluated based on their skills, work ethic, and contributions rather than on irrelevant factors. This helps promote a fair and inclusive environment, which is vital for team cohesion and organizational effectiveness.

Other types of evaluation errors mentioned, such as frame of reference, recency effect, and contrast effect, relate to different aspects of evaluation. Frame of reference involves a person's previous experiences influencing their evaluation standards. The recency effect refers to the tendency to give more weight to the most recent information, and the contrast effect occurs when the evaluation of one individual is skewed based on performing alongside another individual instead of evaluated on their own merit. However, none directly address the influence of personal characteristics like race or religion as bias does.