Professional Documents
Culture Documents
[Business Communication]
[Company Name]
Question 3
Performance appraisal can have many positive effects if the
employee views the appraisal as valuable and valid.
Appraiser
• Framework for sharing feedback
• Promote career planning for staff (Chandra & Frank, 2004)
• Feedback on own management style and leadership skills (Parkin &
McKimm, 2009)
Benefits of Performance Appraisal
Appraisee
• Reflection on areas of weakness and strengths (Finlay &
Mclaren, 2009)
• Opportunity to raise issues / obstacles
• Focus on developing individual performance
• Better understanding of goals and requirements
• Identify action plan for future development
• Indication for Salary increment / incentives (Parkin & McKimm,
2009)
Disadvantages of Performance Appraisal
• If not done right, they can create a NEGATIVE EXPERIENCE.
• Performance appraisals are very time consuming and can be
overwhelming to managers with many employees.
• They are based on human assessment and are subject to rater
errors and biases.
• They can create a very stressful environment for everyone
involved.
Performance Appraisal system in hospital
• Performance Appraisal are usually done annually (interim is done 6
months after appraisal is given)
• Open appraisal system as a measure of employee’s performance
(individual competency and development)
• An employee who is served with a Written Warning during the
appraisal period shall immediately receive a performance rating of
“4”. He / She will be subject to a second performance review in 6
months.
• Both the appraisee and the appraiser will sign the Performance
Appraisal Form and the employee can request a copy of the
completed appraisal form (SGH Performance Appraisal, 2011).
Total Performance Management Form
• Five parts to the form (Key Results Areas, Competencies, Overall Assessment,
Career Development and Performance Review)
• Five overall ratings (Exceptional, Exceed expectations, Meets expectations,
Needs Improvement and Unsatisfactory)
• Four parts to the form (Key Results Areas / Performance Targets, Competencies,
Overall Assessment and Career Development )
• Five overall ratings (Exceed job requirements - Outstanding and deserves special
commendations, Fully meets job requirements - Has made major contributions,
Fully meets job requirements - Has performed well, Meets job requirements in
key area - But performance in some areas needs improvement and Does not
meet job requirements - Significant Improvement required for continued
employment in current position)
Performance Appraisal Form
• Four parts to the form (Employee’s Feedback, Job Performance Factors,
Hospital Core Values and Overall Rating)
• Four overall ratings (Performance and behaviour consistently far exceed job
requirements, Performance and behaviour fully meet and often exceed job
requirements, Performance and behaviour fully meet job requirements and
Performance and behaviour are below basic job requirements. Significant
improvement is needed)
• Four parts to the form (Key Responsibility Areas, Work Challenges, Career
Development and Agreed Performance Standards)
• Five overall ratings (A* - Outstanding, A - Very Good, B - Good, C - Fair and D –
Poor)
• Performance rating is determined by weightage of Key Responsibility Areas
Key Responsibility
Competencies Competencies Performances
Areas
Core Values Core Competencies Job Performance Factors • Financial (5%)
•Teamwork •Put Customer First •Job knowledge • Customer (25%)
•Respect •Get Things Done •Planning and • Internal Process
•Integrity •Be a Team Member Implementation (60%)
•Compassion •Develop Self and Others •Job Quality • Learning and
•Excellence •Apply Knowledge •Effective Communicator Improving (10%)
•Building a Hassle Free •Change Agent
Hospital •Decisiveness
•Concern for Staff
Performance
Appraisal
Higher Management
Approach in re-appraisal
Know your organization appraisal tools well
Analyze the objective and subjective data. To substantiate rating, get ready
the subordinate’s reference records such as incident reports, anecdotal
entries, etc. (Dessler, 2003).
Root causes
Dessler, G. (2003). Human Resource Management (9th ed.). New Jersey: Prentice Hall.
Finlay, K., & McLaren, S. (2009). Does appraisal enhance learning, improve practice and
encourage continuing professional development? A survey of general practitioner’s
experiences of appraisal. Quality in Primary Care, (17), 387-395.
References
Kandang Kerbau Women's and Children's Hospital. (2010). Performance Appraisal
Form (10A1-0001).
Lovering, C. (2006). The advantages of the peer review appraisal method. Retrieved
from http://smallbusiness.chron.com/advantages-peer-review-appraisal-method-
34573.html
Parkin, D., & McKimm, J. (2009). Managing the Appraisal. British Journal of Hospital
Medicine, 70 (9), 528-531.
Rayner, C., & Smith, D.A. (2009). Managing and Leading People. London: Chartered
Institute of Personnel & Development.
References
Reh, F.J. (2012). How To Give Negative Feedback Properly. Retrieved from
http://management.about.com/cs/peoplemanagement/ht/negativefb.htm
Sullivan, E. J., & Decker, P. J. (2005). Effective leadership and management in nursing
(6th ed.). New Jersey: Prentice Hall.