To: Cathy H, General Manager

From: Antoine Bui, MRI Technician

Date: March 14, 2021

Subject: Request to Conduct Research on Redesign the Employee Performance Evaluation Form.

Summary

Employee performance evaluation is one of the important tasks in human resource management.

In the healthcare industry, employee performance evaluation system has a direct relationship

with the job productivity and motivation of healthcare worker. It is a tool to give feedback on

employee's works and encourages their career development. In most organizations, performance

evaluation connects directly with the reward system. It serves as a benchmark for pay raise,

bonus, promotion, or termination. Performance evaluations were also found to have a strong

impact on employee satisfaction and turnover intention. Although, employee performance

evaluation is effective in improving productivity and reduce turnover rate, in reality, creating and

executing an effective performance evaluation system is a challenge to many organizations. In

this report, the performance appraisal system of the hospital is studied to identify the problems

with the current system and make suggestions for redesign a new one. 

What the Problem Is and Why It Needs to Be Investigated

There are several problems with the old performance appraisals system that calls for redesigning.

The first problem is because the performance evaluations system is outdated and no longer used

to its full potential. The performance evaluation form of the hospital is first developed in 2004

and has been updated every year with some minor changes, but the categories and main criteria

remain unchanged. Moreover, the performance evaluation form is designed for the use of the
whole hospital. Some criteria are too vague and not measurable. Therefore, the scales are

meaningless and dependent heavily on the subjective rating of the manager or supervisors. Some

of the categories with unsuitable scales are patient management, technical skill, and professional

development. The second problem with the old employee performance evaluations is the lack of

evaluation criteria for the employee who works from home or part-time employee. They don’t

work closely with the manager and have fluctuated hours. Hence, using the same performance

evaluation process makes it hard and inaccurate to evaluate their job performance as compared to

that of full-time employees.

What Secondary Research I Have Conducted about the Problem

The secondary research that I have conducted on the problem is how to improve the quality of

the appraisal system and the performance evaluation form. The literature review also suggests

some key features that need to be considered when redesigning the new employee performance

evaluations. The first feature is the use of the behavior-oriented scales to evaluate patient

management skills. The second feature is the adaptation of the evidence-based performance to

evaluate the staff’s patient management skill. Thirdly, previous year goal should be utilized to

provide a means to measure the ability of employees to adapt to the new technology. Finally, the

multisource feedback assessment, which uses the feedback from both co-workers, supervisor,

patient, doctor, and nurses who work directly with the staff, should be included in the

performance appraisal for part time and work from home staffs.

What Primary Research I Will Conduct about the Problem

The primary research I plan to conduct is sending out the new performance evaluation form to

employee in our department via email and ask them to complete in a week. Then the result from
the new performance evaluation form will be compared to the result of the old form to see if

there are any differences between those two.

After that, I will interview the manager and the HR department for feedback on the new

performance evaluation form and rate its usefulness and effectiveness on the scale from 1 to 10.

I will also send email to our department staffs to obtain their feedbacks about the new

performance evaluation form, whether it is user friendly and accurately evaluate their

performance.

Why We Will Benefit from My Research and Recommendations

My research promises to bring several benefit for our department and the hospital. The redesign

employee performance evaluation form will help manager and HR department gain more useful

information on employee performance and accurately apply the reward systems. Moreover, the

research will set a foundation for the hospital management to set strategy to improve productivity

and employee satisfaction. The new performance evaluation form also plays an important role in

boosting the employee motivation and achievement.

Conclusion

Our hospital is in the stage of reorganized and redeployed resources across the organization. As

a consequence, an effective performance evaluation system is a must for setting a better strategy

and improving the quality of the workforce. My research will aid the redesign and transformation

of the current performance evaluation system and provide contribution feedback from employees

for better reward system.

Executive summary

Purpose and method of this report

There are several problems with the old performance system that calls for redesigning. The first

problem is because the performance evaluations system is outdated. The second problem with

the old employee performance evaluations is the lack of evaluation criteria for the employee who

works from home or part-time employee. Hence, using the same performance evaluation process

makes it hard and inaccurate to evaluate their job performance as compared to that of full-time

employees. The purposes of this report are:

 Recommend the new design of the performance evaluation form

 Determine the effectiveness of the new performance evaluation form

I used the secondary research to develop the new performance evaluation form and sent out to

employee in our department to complete. The result will be compared to the result of the old

form. After that, I interviewed the manager and the HR department for feedback on the new

performance evaluation form and rate its usefulness and effectiveness.

Findings and conclusions

The new evaluations delivered a more in depth information than the old one. It also shows a

different in result thanks to a more accurate and proper scales. HR team members and

department’s manager also agree that the new form is easier to use and helps them evaluate

employee more efficiency. The result of this study shows that the redesign performance form

helps both employee and manager in rating their performance and know what need to be

improved.

Recommendations for redesign the new performance evaluation form

Recommendations for redesign the new performance evaluation form include:

 Expand the sample size to the whole hospital.

 Gather more feedbacks on the effectiveness of the new form.

 Consider modify performance form to suit the characteristics and needs of different

departments.