performance appraisal 2007
TRANSCRIPT
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PERFORMANCE APPRAISALReporter: Michelle Ortiz
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Performance Appraisal
Is a control process inwhich employeesperformance isevaluated againststandards.
It is the most valuable
tool in controlling humanresources and
productivity
It reflects how well the
nursing personnel haveperformed during aspecific period of time.
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Purposes of Performance Appraisal
Determine salary standardsand merit increases;
Select qualified individuals
for promotion or transfer;
Identify unsatisfactory
employees for demotion or
termination;
A performance appraisal is used to:
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Purposes of Performance Appraisal
Make inventory of talents withinthe institution;
Determine training anddevelopmental needs ofemployees;
Improve the performance ofwork group by examining,
improving, correctinginterrelationships betweenmembers;
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Purposes of Performance Appraisal
Improve communicationbetween supervisors and
employees and reach anunderstanding on the objectiveof the job;
Establish standards ofsupervisory performance;
Discover the aspiration ofemployees and reconcile thesewith the goal of the Institution;
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Purposes of Performance Appraisal
Provide employee recognition
for accomplishments; and Inform employees where they
stand.
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Performance Appraisal SystemFactors Contributing to an Effective
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Factors Contributing to an Effective Performance Appraisal System
Compatibility between thecriteria for individual
evaluation and organizationgoals.
Direct application of therated performance toperformance standards and
objectives expected of theworker.
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Factors Contributing to an Effective Performance Appraisal System
Development of behavioralexpectations which have beenmutually agreed upon by boththe rater and the worker.
Understanding the processand effective utilization of
procedure by the rater. Rating of each individual by
the immediate supervisor.
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Factors Contributing to an Effective Performance Appraisal System
Concentration on the
strengths and weaknessesto improve individual
performance.
Encourage of feedback
from the rated employees
about their performance
needs and interests.
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Factors Contributing to an Effective Performance Appraisal System
Provision for initiating
preventive and correctiveactions and making
adjustments to improve
performance.
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Method of Measuring Performance
Essay
Checklist Ranking
Rating Scale
Forced-choice comparison
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Essay Evaluation
The rater is asked to express the strong as well as
weak points of employees behavior
The rater considers the employees :
Job knowledge and potential
Understanding of companys programs, policies, objectives
etc
Relation with co-workers and supervisors
Planning, organizing and controlling ability
Attitude and perception
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Essay Evaluation
This method has the following limitations:
Highly subjective
Supervisor may write biased essay
Difficult to find effective writers
A busy appraiser may write the essay hurriedly
without assessing properly the actual performance
of the worker
If the appraiser takes a long time it becomes
uneconomical from the view point of the firm
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Checklist
A checklist is a set of objectives or descriptive
statements about the employee and his behavior.
Under weighted checklist, value of each question
may be weighted.
Example:
Is the employee really interested in the task
assigned?
Yes / No
Is he respected by his colleagues? Yes / No
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Forced Choice Comparison
This method uses several sets of paired phrases, two of
which may be positive and two negative
The rater is asked to indicate which of the four phrases is
the most and least descriptive of a particular worker
Favorable qualities earn plus credit and unfavorable ones
earn the reverse
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Multiple Person Evaluation
Methods
Ranking method
The evaluator rates the employee from highest to
lowest on some overall criteria
Paired comparison method
Each worker is compared with all other employees
in a group
For several traits paired comparisons are made,tabulated and then rank is assigned to each worker
This method is not applicable when the group is
large
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Forced Choice Method
This method uses several sets of paired phrases, two
of which may be positive and two negative
The rater is asked to indicate which of the four
phrases is the most and least descriptive of a
particular worker
Favorable qualities earn plus credit and unfavorable
ones earn the reverse
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Critical Incident Technique/ Anecdotal Recording
Manager prepares lists of statements of very
effective and ineffective behavior of an
employee
These critical incidents represent the
outstanding or poor behavior of the employees
The manager periodically records critical
incidents of employees behavior
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Critical Incident Technique/ Anecdotal Recording
Example:
July 20 Nurse A patiently attended to the
customers complaint. He is polite, prompt,
enthusiastic in taking care of the patient
July 20 Nurse A stayed 45 minutes
beyond his break during the busiest part of
the day. He failed to answer patient call
thrice. He is lazy, negligent, stubborn and
uninterested in work
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Critical Incident Technique/ Anecdotal Recording
Limitation of this technique are:
Negative incidents may be more noticeable
than positive incidents.
Supervisors have a tendency to unload a
series of complaints about incidents.
Results in very close supervision which
may not be liked by the employee.
The recording of incidents may be a chorefor the manager concerned who may be
too busy or forget to do it.
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Appraisal Interview and Feedback - Let the Employee Know
Where He Stands
To help employees do a better job by clarifying what is expected of them
To plan opportunities for development and growth
To strengthen the superior-subordinate working relationship by developing
mutual agreement of goals
To provide an opportunity for employees to express themselves on
performance related issues
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