A performance appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor. A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee's performance in a job based on considerations other than productivity alone.
In real life, neither the employees nor the managers like performance appraisal. Some employees view performance appraisal as being more valued by the top management than by themselves and their supervisors. Some managers do not like to do performance appraisals because it makes them feel guilty. As writers of performance appraisals, mangers are concerned that they may be inaccurate, be criticized for written grammar and spelling, say something illegal about the employee. Other managers are afraid of employees’ reactions to ratings.
Purposes of Evaluation Performance Appraisal
The primary objectives of performance appraisal are to maintain or improve employee performance to enhance the development of the employees. As a result of the performance appraisal, the employee should know how he or she has been performing and what he or she can expect in the coming months (McConnell, 1993). The standards use to evaluate the performance must be clear, objective and known in advance by the employees being evaluated.
Performance appraisal is a nurse manager’s most valuable tool in controlling human resources and productivity. The performance appraisal process can be used effectively to govern employee behavior in order to produce goods and services in high quality and volume. Nurse mangers can also use the performance appraisal process to govern corporate direction in selecting, training, doing career planning for, and rewarding personnel. In addition to being used for promotions, terminations, selections and compensation, performance monitoring has been found to make employees effective. It is a managerial tool that can facilitate performance levels that achieve the company’s mission and objectives.
Appraisal systems are needed to meet legal requirements including those for standardized forms and procedures clear and relevant job analysis and trained raters. When they do not, disciplinary actions including termination do not stand up in court.
Criteria for a Performance Appraisal System
The choice for a performance appraisal system for a health care facility is a complex decision. The evaluation system that is selected must exhibit a number of characteristics. It must be flexible and capable of balancing the technical, social and environmental aspects of the organization and their interaction with one another. By accomplishing this balance, the goals of the PAS will assist in the achievement of the goals of the organization with respect to the specific administrative goals, the appraisal system must accurately assess employee performance to ensure that the following interrelated goals are accomplished;
➢ All employees must be included in the system design and implementation process. ➢ The system must produce equitable compensation and career development decisions. ➢ The system must motivate the employees to perform well and develop their capabilities. ➢ The system must be consistent with the rational planning of the human resource requirement of the organization. ➢ The system must promote constructive communication between the manager and employees.
All performance evaluation should be based on...