This topic is helpful for the students of Nursing profession .

1. PERFORMANCE
APPRAISAL
BY-
MUKESH SINGH
DEPARTMENT OF MENTAL HEALTH NURSING

2. INTRODUTION
• The performance appraisal is a recent and modern
terminology used in every organization to revive the
work performance of their employees. It is also
otherwise known as behavioral assessment, employee
evaluation, personal review, staff assessment, service
rating and fitness report etc. However the term
performance appraisal or evaluation is most widely
used.

3. DEFINITION
Evaluation is a subjective
judgment- based on objective
measurement.
(GARDNER)

4. PUPOSE
• To provide back up data for management decision
concerning salary standards merit increases, selecting
qualified individual for hiring, promoting and transfer
and demotion or termination of unsatisfactory employees.
• To serve as a check on hiring and recruiting practices and
validation of employment tests.
• To motivate employees by providing feedback about their
work

5. PRINCIPLES OF PERFORMANCE
APPRAISAL-
• The basic principals are-
• Objectives of appraisal are informed to all parties.
• Results of appraisal are informed to all persons.
• The appraisal process and tools are developed with input from
all levels of employees affected by the job responsibilities.
• In nursing, certain principles must be followed to evaluate
subordinate’s job performance accurately and fairly as given
below.

6. PRINCIPLES OF PERFORMANCE
APPRAISAL-
• Asses the performance in relation to behavioraly
stated work goals.
• A well planned performance review session increases
the workers effectiveness and promotes satisfaction.
• An evaluation process that includes reciprocal
participation both vertically horizontally provides an
avenue for high level morale and job satisfaction.

7. TYPES OF PERFORAMANCE
APPRAISAL-
• Management by objectives.
• Peer review peer evaluation.
• 360 degree evaluation.

8. TEACHING EVAUTION MODEL-
• Polifroni Ec (2008) suggested this model-
Teaching and teaching strategy evaluation is done
by-
• Students – 2to 3 times per course.
• Peers – 2 times by 2 peers per group.

9. TEACHING EVAUTION MODEL-
• Self cared portfolio - each time class taught.
• Administrators –end of semester or year and often as
needed.

10. • Performance appraisal process includes-
• Asses institutional and personal needs and set goals.
• Develop policies and procedures for performance
appraisal.
• Establish performance standards, objectives and time
frame.
• Communicate these standards to the employees.
PERFORMANCE APPRAISAL
PROCESS-

11. PERFORMANCE APPRAISAL
PROCESS-
• Asses the performance.
• Discuss periodically the result.
• Initiate corrective actions when necessary.
• Evaluate the performance.

12. COMPONENT OF COMPREHENSIVE
APPRAISAL SYSTEM-
• Provides an over reaching framework for the process.
• Clear determination of the abilities for the position
with the individual capabilities.

13. COMPONENT OF COMPREHENSIVE
APPRAISAL SYSTEM-
• Develop of the abilities of the employee.
• Using a motivational rewards system of enhance
employee performance.

14. TOOL FOR PERFORMANCE
APPRAISAL-
• Free response reports.
• Ranking
• Performance checklist
• Rating scale
• Numerical rating scales
• Graphic rating scales
• Descriptive rating scale

15. POBLEMS OF PERFORMANCE
APPRAISAL-
• Halo effect
• Horn effect
• Central tendency error
• Self –aggrandizing effects rates worker so as to create
favorable view of manager.