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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……………