PERFORMANCE APPRAISAL

Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does. According to Flippo, a prominent personality in the field of Human resources, "performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job." Performance appraisal is a systematic way of reviewing and assessing the performance of an employee during a given period of time and planning for his future. It is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals. By focusing the attention on performance, performance appraisal goes to the heart of personnel management and reflects the management's interest in the progress of the employees.

Objectives of Performance appraisal:
• • • • • • • • • •

To review the performance of the employees over a given period of time. To judge the gap between the actual and the desired performance. To help the management in exercising organizational control. Helps to strengthen the relationship and communication between superior – subordinates and management – employees. To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future. To provide feedback to the employees regarding their past performance. Provide information to assist in the other personal decisions in the organization. Provide clarity of the expectations and responsibilities of the functions to be performed by the employees. To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development. To reduce the grievances of the employees.

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5. 1. the management just simply does checks on the performance levels of their staff. It is often mixed with the method the graphic rating scale. Essay evaluation method is a non-quantitative technique. In this style of performance appraisal. Critical incident method: This format of performance appraisal is a method which is involved identifying and describing specific incidents where employees did something really well or that needs improving during their performance period.Performance appraisal methods:. Graphic rating scales: This format is considered the oldest and most popular method to assess the employee’s performance. Each option is in comparison with the others in the list. 3. managers/ supervisors are required to figure out the strong and weak points of staff’s behaviors. Weighted checklist method: In this style. 6. There will be a list of relevant options. Paired comparison analysis: This form of performance appraisal is a good way to make full use of the methods of options. Essay Evaluation method: In this style of performance appraisal. 2. performance appraisal is made under a method where the jobs being evaluated based on descriptive statements about effective and ineffective behavior on jobs. The results will be calculated and then such option with highest score will be mostly chosen. Behaviourally anchored rating scales: 2 . 4.

Behavioural Observation Scales: The method based on the scales of observation on behaviors is the one in which important tasks that workers have performed during their working time will be assessed on a regular basis. 180… 10. 11. 540. and finally make rewards based on the results achieved. The form is a mix of the rating scale and critical incident techniques to assess performance of the staff. 9. Performance ranking method: The performance appraisal of ranking is used to assess the working performance of employees from the highest to lowest levels. This post also information that can be used as references for such methods of performance assessments of 720. This method mostly cares about the results achieved (goals) but not to the way how employees can fulfill them. 7. employees are ranked in terms of forced allocations. 3 . For instance.Forced ranking (forced distribution): In this style of performance appraisal. Management By Objectives (MBO) method: MBO is a method of performance appraisal in which managers or employers set a list of objectives and make assessments on their performance on a regular basis. instead of making comparison of each employee with some certain standards.This formatted performance appraisal is based on making rates on behaviors or sets of indicators to determine the effectiveness or ineffectiveness of working performance. Managers will make comparisons of an employee with the others. 360 degree performance appraisal: The style of 360 degree performance appraisal is a method that employees will give confidential and anonymous assessments on their colleagues. while 70 or 80% will be in the middle level and the rest will be in the lowest one. it is vital that the proportions be shared in the way that 10 or 20 % will be the highest levels of performances. 8.

Objectives: To evaluate the performance of new lecturer’s 2. Use of facilities. Knowledge of bridging gap between industry and study. 4 . Use of illustrations and examples. Create good environment for studies. Job expectations: • • • • • • • Increasing performance of students. Completion of syllabus in time.Process of performance appraisal: 1. Should be punctual to work.

3.• Making the student industry ready. Design an appraisal program: Now here we are using 360 degree performance appraisal method for performance appraisal of new lecturers. 5 .

his/her staff will be often asked for feedback on how that manager is doing his task. the organizational culture of the company will become more honest.360 degree performance appraisal In the formatted from of 360-degree performance appraisals. • 360 degree improves such skills as listening. • People who undervalue themselves are often motivated by feedback from others. • Opinions gathered from lots of staff are sure to be more persuasive. Advantages of 360 degree appraisal: • Offer a more comprehensive view towards the performance of employees. character. • Not only manager should make assessments on its staff performance but other colleagues should do. for example customers. suppliers. for example efficiencies of teamwork. planning and goal-setting. If the assessed is a manager. In case of using 360degree performance appraisal. the performance of an employee will be assessed based on ideas of many other different people. • If more staff takes part in the process of performance appraisal. • 360 degree concentrates on subjective areas. 360 degree performance appraisal measures: • 360 degree measures manners and capacities. too. and leadership. • 360 degree supplies on the way others think about a specific staff. peers and direct reports. • Increases responsibilities of employees to their customers. 6 . • Such colleague’s feedback will help strengthen self-development. it is vital that the process be implemented by the manager of Human Resources Department so that the subordinate reviewers (or staff) are made sure that all their assessments on performance are kept anonymous. • The mix of ideas can give a more accurate assessment. • Improve credibility of performance appraisal.

• Peers. • Managers (i. • Customers.Who are all appraisers in 360 degree performance appraisal? • Subordinates. • Clients • Superior’s appraisal Here we consider above characters as: • Self appraisal • Subordinate’s appraisal • Peer appraisal.e. • Team members. superior). • Suppliers/ vendors. • Clients • Superior’s appraisal : New lecturer appraisal : Non teaching staff’s appraisal : Lecturer’s appraisal : Students appraisal : Principal appraisal 7 . 360 degree appraisal has five components: • Self appraisal • Subordinate’s appraisal • Peer appraisal. • Anyone who comes into contact with the employee and can provide valuable insights and information.

stay honest and be true. provide them with possible examples. • Be objective: In self-appraisal. goals gained. Do not give any complaint or have any negative attitude. Do not just overstate or just ignore your accomplishments or failures. such plans for the future…). You should not overstate your strong points or ignore your weak points. • Cover all the aspects: In addition to your strong points. Make recommendations for resolve the arising issues. In addition. weak points. For instance.” • Positive attitude: Within the process of appraisal. try to have a positive attitude. Do not hesitate to seek tasks in addition to such current accountabilities of your job. 8 . you should quote your achievements. do not have any personal ideas on others. such effort to resolve them. make short-term and long-term plans for your future working year. recommendations. prepare all the evidences and references. • Seek future responsibilities: Based on your job description and such valuation of the KSA’s. references or dates. • Well-prepared: Before the meeting. areas of training as well as development suitable for you.The job of the appraisers: Self appraisal (New lecturer): • Be honest: When talking about your achievements or failures. being objective is of great importance. instead of saying “I offered good service to the customers. Show your enthusiasm to make improvements in the future and calmly take all recommendations. try to quote such chances of development and improvement you would like to have. attitudes and skills as well as competencies. In self appraisal process. Prove that you are a cooperative staff. Valuate your abilities. Be focused and concise in any idea you give and if allowed. you are advised to have good preparations. failures or achievements. the failures as well as your own improvement (including new skills achieved. This will bring out chances for personal improvement while helping you contribute to the productivity of the company. Put everything needed in an appropriate order. Be willing to take accountability for your failures and accomplishments also. it will be much nicer to say: “I replied all questions within 48 hours”. the difficulties during the working period.

in what specific areas would you like to improve your job performance? i. Did you meet the job requirements? 1 2 3 4 5 4. iii. iv. ii. 9 .Self appraisal form: Name: _____________________________ Position: __________________________ Subject: ___________________________ Graduation: ______________________________ 1. Job descriptions and responsibilities: ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ How do you feel about your Job descriptions and responsibilities? 1 2 3 4 5 2. How do you feel about your performance? 1 2 3 4 5 If no.

i. Behaviour of students. 1 2 3 4 5 7. ii.5. 1 2 3 4 5 8. Employee’s Signature: Date: 10 . iv. Did you meet the job related goals? 1 2 3 4 5 What job-related goals would you like to accomplish in the next 6 months? i. iii. iv. ii. 6. List additional items you would like to discuss. Your opinion about Organization. iii.

Subordinate’s appraisal (Non teaching staff’s appraisal): 1. 4. 11 . 3. 2. Analyse the student marks in his/her subject. Adjustability with non teaching staff. Note the time punctuality of lecturer. Maintain the attendance of lecturer. 5. Look at the behaviour of lecturer with parents and office staff.

__________ c._________ d.__________ c. Name: __________________________ Subject: __________________ Please rank each member (a. 3. a. Respects towards non teaching staff and their opinions. a.__________ c._________ b. a. 0 (5=highest. 1=lowest) 1.__________ 4.__________ c.__________ 5.__________ 7._________ d. a.__________ c.__________ c. d) with a 5._________ d. Evaluation students internal answer papers and submission marks of students on time. b._________ d.__________ d. Name: __________________________ Subject: __________________ c. 2.___________ b.__________ d. Name: __________________________ Subject: __________________ d._________ b.__________ b.__________ b. Behaviour with staff students and parents. a. Is he/she regular to the college? a.___________ 3.Non teaching staff Appraisal: Name: a.__________ Signature 12 .__________ b. 4. 1. Name: __________________________ Subject: __________________ b. c. Reliable for meetings. contributes his/her effort in improvement of student performance in curriculum activities. __________ 2.

Language Fluency.Peer’s (Lecturers): 1. Behaviour with students. 5. Adjustability with other faculty. 4. Flexibility. 13 . 2. Note the behaviour of lecturer with staff. 3.

__________ 6.__________ c. a. Contribution of ideas for the Student performances improvement. b.__________ c. a. 4. a.__________ c.__________ 4.LECTURE PERFORMANCE APPRAISAL FORM Lecturer name: __________________________________ Subject: _______________________ Date: ____________________ Appraisal period: ____________________ Name of your peers: a.__________ d. 0 (5=highest. Knowledgeable about subject and her/his teaching style._________ d.__________ b. a. 1.__________ Lecturer signature: 14 . a. Respects towards colleague and their opinions. Name: __________________________ Subject: __________________ d. a.__________ c. Name: __________________________ Subject: __________________ b.___________ b. 2.__________ c. Name: __________________________ Subject: __________________ Lecture Appraisal: Please rank each member (a.__________ 7.__________ b._________ b._________ d. a._________ d.__________ d. d) with a 5.__________ c. 3. Contributes his/her effort in improvement of student performance.___________ 3. 1=lowest) 1. Behaviour with staff students and parents.__________ b. Timely evaluation of students answer papers.__________ b. __________ 2. Name: __________________________ Subject: __________________ c._________ b. c._________ d.__________ c. Coordination with all faculty._________ d.__________ 5.

5. 2. 4. 15 . Attention garbing method. 7. Punctuality to class. Behaviour in class. 3. Time management. Style of solving a problem. 6. The materials using to teach the students.Clients (students): 1. Teaching style.

a.__________ d. a. 4. Methods using to solve the problem._________ d. a.__________ 16 . 3. 1=lowest) 1.__________ b.__________ c. Name: __________________________ Subject: __________________ d.__________ c._________ d. 1. a.__________ c. Time management. Name: __________________________ Subject: __________________ Please rank each member (a. Doubt clearing ways.___________ 3.__________ b. d) with a 5.__________ 7._________ d. __________ 2.___________ b. a. c.__________ c. Teaching style. Name: __________________________ Subject: __________________ c. a. The materials using to teach the students._________ b.__________ 5.__________ b.__________ c._________ d. b. Behaviour with parents.Student Appraisal: Name of Lecturers: a.__________ 4.__________ d.__________ c._________ b. 2. 0 (5=highest. Name: __________________________ Subject: __________________ b.

Superior’s (Principal): 1. 2. Analyse the self appraisal form and know the feelings of the lecturer towards the organization and his/her job. Check out the teaching skills and behaviour of lecturer with student by visiting a class. 7. Analyse the all feedback and rating given by the student. Check out the student performance. 4. 5.  Performance appraisal to be done at every semester. Then give rank(rate) to faculty. teaching and non teaching staff. 3. 6. Analyse the all rating announce the result or hide it. 17 . Arrange interview with the lecturer and get to know the real fact.

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