APPRAISAL OF JOB PERFORMANCE

The process of evaluating the performance of

employees, sharing that information with
them and searching for ways to improve their
performance.

Goal of Appraisal of Job Performance

Evaluate the performance of the staff
based on established criteria and
standards
It is concerned with both strength and
weakness of the staff
It assess, internet, correct and apply
discipline.

Peer review
- Focused on the total situation of the
performance
- Promote excellence in practice and offer
information
Self appraisal
- Evaluates its own performance
Job Evaluation
- Tool used to determine the relative worth of job.
- 4 Methods:
Job ranking
Job Grading or Job Classification
Point system
Factor comparison

Measured areas of appraisal

Adaptability
Job Ranking
- The ability to change behavior
- According to the weight given to work
Attendance
- Number of employees supervised
- Faithfulness in coming to work
- Education level
Quality of work
Job Grading or Job Classification
- Accuracy thoroughness and precision of
- This method classify job according to
work performed
predetermined scale.
Job knowledge and skills
- Simple - complex
- Training and experience in performing
Point System
the assigned job duties
- Most popular, it attempts to consider all the
Quantity of work
components of a job
- Amount of work performed in comparison
- 4 broad groups of factors:
with normal amount expected
- Skill, effort, responsibility and working
Work relationship
condition
- Quality of relationship
- Sub factors:
- Education, experience, creativity, and
Initiative
training
- Extra effort
Factor comparison
Responsiveness
- This method
- How quickly an
Critical
Phlebotomist Clerk
Medfocuses in
individual
Factor
Tech
determining the
accomplishes an
Skill
P 200
P 200
P 450
relative worth of a
assignment
Working
200
100
175
job by comparing it
Condition
to other jobs in the
Measurement of
Mental
100
100
400
organization on a
Performance
Effort
scale that assigns a
Trait rating scale
Physical
200
100
150
monetary value
- Set of standards
effort
- Wage rate to
(job description,
Total
700
500
1,175
specific job.
behavior and
Wage
personal traits)
Staffing and Scheduling
Job dimension scale
o
Staffing
- Focused on job requirement than quality
Is the setting of long-term goals and
of work
objectives for the number and types of
Behaviorally anchor rating
personnel needed to meet the labor
- Focused on behavior to improve
requirements of the laboratory
performance
Types of personnel needed
Checklist
Staffing level
- Method of rating composed of behavioral
Performance training workload projections
statement

o Staffing levels
Level of service from each unit and the
resulting workload
o Performance Training
Properly train to perform the
assignment
Begins in the orientation
Steps in the staffing Process
1. Determine the number and type of
personnel needed (depends on)
Test volume or workload
TAT (turn around time)
Testing methodology (equipment,
instrumentation, computer technology)
The amount of supervision and
support available to the person
performing the test
2. Recruiting
3. Interview
4. Induction / orientation
5. Hiring pre employment testing, physical
exam, selection/placement and evaluate
for permanent position
o

Scheduling (posting)
Matching the people presently working in
the laboratory with current workload
requirements
Issues and Factors influencing sched
decisions:
- Availability of the staff
- Type and volume of work performed
- Work place

Steps in Making Schedule

1. Select type of schedule
Type of formats
- A format that simply lists attendance,
showing who is working and who is off.
- Work assignments which the
laboratorian is to work on a particular
day

2.
3.
4.

5.

6.

7.
8.

- A combination which list both

attendance and work assignment.
Establish staffing levels staffing
requirements
Develop staffing pool Full time staff
Determine format, terminology and
schedule keys acronyms, symbols and
mark used:
X = schedule to work
O = schedule Off
V = schedule paid time off
S = shift supervisor
F = Floater person who is able to
work in many sections of the lab.
Set posting time frame
Schedule posted at least 2 weeks prior
to the end of the current cycle to allow
the staff to plan accordingly
Skeleton stage
A working draft that includes weekends
and requested time off
Serve as a working documents
Routine stage
This phase normally follows a set
pattern of X and O
Filling the gaps
Part timers
- Can work any of the open days
Volunteers
- Willing to work an usual schedule / or
an extra
Overtime
- Acute shortage of staff
- Immediate solution to an urgent
staffing problem

Definition of Terms
Job a collection of task, duties and
responsibilities assigned to a worker
Job design the process of organizing
work into jobs
Absenteeism failure to meet the
attendance set by the lab
Absence occurrence of an unscheduled
absence.