Performance Appraisal - Weebly

08/12/2020Performance AppraisalByDr. Ali SalehSchool of NursingThe University of Jordan1Performance Appraisal and MotivationFactors that motivation: Appraisal should be based on a standard. Employee should have input into development of thestandard. Employee must know standard in advance, and what willhappen if not met. Employee must know sources of data gathered for theappraisal. Appraiser should be someone who has observedemployee’s work. Appraiser should be someone the employee trusts andrespects.21

08/12/2020Strategies to Ensure Accuracy and Fairness inThe Performance Appraisal Develop self-awareness regarding own biases andprejudices. Use appropriate consultation. Gather data adequately over period of time. Keep accurate record keeping for length of appraisalperiod. Collect positive data and areas where improvement isneeded. Include employee’s own appraisal of their performance.– Management by objectives (MBO)—Employee andmanagement agree upon goals of performance to bereached3Strategies to Ensure Accuracy and Fairness inThe Performance Appraisal Guard against:– The halo effect: when one or two positive aspects ofthe assessment influence all other aspects.– The horns effect: when negative aspects ofperformance influence the assessment.– The central tendency when manager is hesitant to risktrue assessment and therefore rates all employees asaverage.– Matthew effect when employees receive the sameappraisal results.42

08/12/2020Performance Appraisal Tools Trait Rating Scales: a method of rating a personagainst a set standard, which may be the jobdescription, desired behaviors, or personal traits. Job Dimension Scales: a rating scale be constructedfor each job classification. Behaviorally Anchored Rating Scales (BARS): As inthe job dimension method, BUT add many specificexamples for each area of responsibility.5Performance Appraisal ToolsChecklists: Weighted scale: composed of many behavioralstatements that represent desirable job behaviors.(weighted score attached) Forced checklist: the supervisor select anundesirable and a desirable behavior for eachemployee. Simple checklist: composed of numerous words orphrases describing various employee behaviors ortraits.63

08/12/2020Performance Appraisal Tools Essays (free-form review): describes innarrative form an employee’s strengths andareas where improvement or growth isneeded. Self-Appraisals7Performance Appraisal ToolsManagement by Objectives (MBO): The employee and supervisor meet and agree on the principalduties and responsibilities. The employee sets short-term goals and target dates incooperation with the supervisor. Both parties agree on the criteria that will be used formeasuring and evaluating the accomplishment of goals. Regularly, but more than once a year, the employee andsupervisor meet to discuss progress. The manager assists the employee to reach goals by coachingand counseling. The manager determines whether the employee has met thegoals. The entire process focuses on outcomes and results and noton personal traits.84

08/12/2020Performance Appraisal ToolsPeer Review Before implementing a peer review program:– Reflect standards to be measured.– Orientation to the process before its implementation.– Ongoing support, resources, and information must bemade available to the staff.– Data for peer review need to be obtained frompredetermined sources, such as observations, charts – Determine whether anonymous feedback will be allowedor not.– Decisions must be reached on whether the peer reviewwill affect personnel decisions.9Performance Appraisal Tools360- degree Evaluation An assessment by all individuals within thesphere of influence of the individual beingappraised. E.g. involving self, manager,customer, other staff .105

Performance Appraisal By Dr. Ali Saleh School of Nursing The University of Jordan 1 Performance Appraisal and Motivation Factors that motivation: Appraisal should be based on a standard. Employee should have input into development of the standard. Employee must know standard in advance, and what will happen if not met.