performance appraisal
DESCRIPTION
TRANSCRIPT
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Write a One Sentence Definition of Performance Management ?
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Evaluation
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An effective performance evaluation is important in Organization &
employee success
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• Performance evaluation is a systematic, periodic and an impartial evaluation process of the performance of each employee by his/her immediate superior; pertaining to his job description , his potentials to do better performance and its relationship to the goals of the organization
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Criteria for evaluation
• Objectivity --- No personal interest• Appropriate – as per job description/
guidelines • Reliable – notations are prepared different
occasions/persons • Accurate – Based on running commentary
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Measures of performance
• Subjective – depends on personal behaviors--- cooperation with others
• Objective – output – numbers – procedures , absenteeism
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Aims of evaluation:• Ensure quality nursing care to patients • Ensure the nurse is an active participant in the
organization’s goals and objectives • Assist nurses to learn about their strength and
weakness.- improve morale • Enable work teams to assign according to their
individual strength
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………AIMS……………
• Give feedback on performance to employees- identify training needs
• Provide communication between employee and administration
• Equal opportunities for employees• Salary increase, promotions disciplinary
actions etc
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Tools to prepare Evaluation
• The performance appraisal format • Guidelines for evaluation• Anecdotal notes – running commentary • Manual s of policies & procedures• Job description• Letters of appreciation, classes attended
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Principles of Evaluation
• Based on assessment performance behavior• Time appropriate within evaluation period• Consistent : use similar evaluation format for
all staff( categories)• No discrimination- age , gender,
religion ,race ,disability etc • The observations should be accurate – running
commentary /guidelines ( strong& weak)
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…………………….Principles
• Based on job description• Maintains confidentiality• Done by immediate superior• Discuss with employee( evaluatee)•
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Common errors in evaluation process
• Central tendency- rated near the average or middle of the rating
• Subjective assessment /favoritism • Halo effect – person’s one good character
/performance to influence the entire evaluation – person’s one good character /performance to influence the entire evaluation
• Horn’s effect – Allow one negative character /performance to influence entire evaluation
• Rater Effect – Based on rater’s attitude towards rate
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…..errors
• Primary or recent effect – Influenced by the behavior exhibited by the rate during early stages of review period(primary) or near the end of the the review period( recent)
• Perpetual set – Assessment held by past held beliefs
• Spillover effect – Allowing past performance rating to unjustifiably influence the current one
• Status effect – Over rating( High level) under rating(low level
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…..errors
• Partial rating – Basing the rating on the most recent period of time, not the total evaluation period
• Similar to me —evaluating more favouably those who are similar to the rater
• Favoritism – evaluating friends higher than other employees
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What Performance appraisals can achieve and contribute -- when they are properly
managed• Clarifying, defining, redefining priorities and
objectives• Motivation through achievement and feedback• Training needs and learning desires -
assessment and agreement• Identification of personal strengths and
direction - including unused hidden strengths• Career and succession planning - personal and
organizational• Team roles clarification and team building
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• Appraisee and manager mutual awareness, understanding and relationship
• Resolving confusions and misunderstandings• Reinforcing and organizational philosophies,
values, aims, strategies, priorities, etc• Delegation, additional responsibilities,
employee growth and development• Counseling and feedback
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Evaluation process• Prepare • Inform the evaluatee• Venue- private – free from interruptions • Layout- seating • Introduction • Review & measure• Agree on plans – improve – staff • Agree on supports – assistance to improve• Invite any points /questions • Close positively • Record main points
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Ministry Evaluation • The area H Nurse evaluate staff Format:• Personal data – CID • Leaves & Absenteeism • Warnings and punishment etc
If staff transferred to another place during the year – evaluated in the area stayed more time and other in-charge contribute to this
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Nursing personnel--- 3 parts 1. Individual performance efficiency – (10 statements)2. Team performance efficiency ( 4)3. Personal ability (5) Supervisory level has another session (4) ------------------------------------------------------------Scale 4 descriptions 1-2-3-4 (4th least)
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While entering the system automatically score according to all entry and the marks and % is given • Excellent : 100-90%• Very Good : 75- 89%• Good : 74- 51 %• Weak ( unsatisfactory) : 50<
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Best of luck……………