PERFORMANCE APPRAISAL

DEFINITIONS
Performance appraisal is the systematic, periodic and an impartial rating of an employees excellance in matters pertaining to his present job and his potential for a better job FLIPPO Performance appraisal is the systematic description of an employees job relevant and weaknesses -SIR CASCLO

CHARACTERSTICS OF PERFORMANCE APRAISAL

Consisting of a series of step Systematic examination Based on scientific or objective study Formal and comparable in nature. Continuous process Secure information

CRITERIA OF PERFORMANCE APPRAISAL

Orientation staff pattern Functioning criteria punctuality Responsibility Loyality Competent volunteership leadership

IPR Nursing skills Monitoring patients Records Behaviour Emergency Up date knowledge Turnout Cooperation Health education

OBJECTIVES OF PERFORMANCE APPRAISAL

Judgemental objectives-:To provide feedback to employee so that they come to know where they stand and can improve their job performance. Developmental objectives:- To provide a valid data base for personnel decisions concerning placement ,pay , promotions ,etc

USES OF PERFORMANCE APPRAISAL

Bases for suitable personnel policies. For judging and effectiveness of recruitment. Assessment of individual potentials Individual development Basis for planning Boosts the morale Motivate the employees Develops the confidence

PROCESS FOR PERFORMANCE APPRAISAL

Establishing performance standards Communicating the standards. Measuring performance Comparing the actual with the standards. Discussing the appraisal. Taking corrective actions.

ESSENTIALS OF AN EFFECTIVE PERFORMANCE APPRAISAL SYSTEM

Mutual trust Clear objectives Standardisation Training Job relatedness Documentation Feedback and participation Individual differences Post operative interview Review and appeal

METHODS OF PERFORMANCE APPRAISAL

1. Traditional methods 2. Modern methods

PROBLEMS IN PERFORMANCE APPRAISAL

Errors in rating Halo effects Stereotyping Central tendency Constant error Personal bias Spill over effects Hack of reliability Incompetence Negative approach Multiple objectives Resistance Lack of knowledge

TYPES OF APPRAISAL INTERVIEW

Tell and sell Tell and listen interview Problem solving interview

APPRAISAL OF POTENTIAL
The potential of employees can be judged by:Reviewing present performance Analyzing personality traits Relooking at past experience Considering age and qualification Explaining unused knowledge and skill of an employee