Performance evaluation is a systematic process for assessing an employee's job performance and productivity. It involves establishing performance standards and then measuring actual performance against those standards in regular meetings between the employee and their supervisor. The goals of performance evaluations are to ensure quality of work, provide feedback to help employees improve, identify training needs, and determine compensation decisions like salary increases or promotions. However, evaluations can be flawed if raters let personal biases or recent events influence their ratings rather than considering an employee's overall performance throughout the entire review period.

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Write a One Sentence
Definition of Performance
Management ?

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4. Evaluation
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5. An effective performance
evaluation is important in
Organization & employee success
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6. • Performance evaluation is a systematic,
periodic and an impartial evaluation process
of the performance of each employee by
his/her immediate superior; pertaining to
his job description , his potentials to do
better performance and its relationship to
the goals of the organization
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7. Criteria for evaluation
• Objectivity --- No personal interest
• Appropriate – as per job description/
guidelines
• Reliable – notations are prepared different
occasions/persons
• Accurate – Based on running commentary
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8. Measures of performance
• Subjective – depends on personal behaviors--
- cooperation with others
• Objective – output – numbers – procedures ,
absenteeism
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9. Aims of evaluation:
• Ensure quality nursing care to patients
• Ensure the nurse is an active participant in the
organization’s goals and objectives
• Assist nurses to learn about their strength and
weakness.- improve morale
• Enable work teams to assign according to their
individual strength
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10. ………AIMS……………
• Give feedback on performance to employees-identify
training needs
• Provide communication between employee
and administration
• Equal opportunities for employees
• Salary increase, promotions disciplinary
actions etc
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11. Tools to prepare Evaluation
• The performance appraisal format
• Guidelines for evaluation
• Anecdotal notes – running commentary
• Manual s of policies & procedures
• Job description
• Letters of appreciation, classes attended
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12. Principles of Evaluation
• Based on assessment performance behavior
• Time appropriate within evaluation period
• Consistent : use similar evaluation format for
all staff( categories)
• No discrimination- age , gender, religion
,race ,disability etc
• The observations should be accurate –
running commentary /guidelines ( strong&
weak)
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13. …………………….Principles
• Based on job description
• Maintains confidentiality
• Done by immediate superior
• Discuss with employee( evaluatee)
•
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14. Common errors in evaluation process
• Central tendency- rated near the average or middle of
the rating
• Subjective assessment /favoritism
• Halo effect – person’s one good character
/performance to influence the entire evaluation –
person’s one good character /performance to
influence the entire evaluation
• Horn’s effect – Allow one negative character
/performance to influence entire evaluation
• Rater Effect – Based on rater’s attitude towards rate
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15. …..errors
• Primary or recent effect – Influenced by the
behavior exhibited by the rate during early
stages of review period(primary) or near the end
of the the review period( recent)
• Perpetual set – Assessment held by past held
beliefs
• Spillover effect – Allowing past performance
rating to unjustifiably influence the current one
• Status effect – Over rating( High level) under
rating(low level
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16. …..errors
• Partial rating – Basing the rating on the most
recent period of time, not the total
evaluation period
• Similar to me —evaluating more favouably
those who are similar to the rater
• Favoritism – evaluating friends higher than
other employees
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17. What Performance appraisals can achieve and
contribute -- when they are properly managed
• Clarifying, defining, redefining priorities and
objectives
• Motivation through achievement and feedback
• Training needs and learning desires -
assessment and agreement
• Identification of personal strengths and
direction - including unused hidden strengths
• Career and succession planning - personal and
organizational
• Team roles clarification and team building
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18. • Appraisee and manager mutual awareness,
understanding and relationship
• Resolving confusions and misunderstandings
• Reinforcing and organizational philosophies,
values, aims, strategies, priorities, etc
• Delegation, additional responsibilities,
employee growth and development
• Counseling and feedback
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19. Evaluation process
• Prepare
• Inform the evaluatee
• Venue- private – free from interruptions
• Layout- seating
• Introduction
• Review & measure
• Agree on plans – improve – staff
• Agree on supports – assistance to improve
• Invite any points /questions
• Close positively
• Record main points
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20. Ministry Evaluation
• The area H Nurse evaluate staff
Format:
• Personal data – CID
• Leaves & Absenteeism
• Warnings and punishment etc
If staff transferred to another place during the
year – evaluated in the area stayed more time
and other in-charge contribute to this
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21. Nursing personnel--- 3 parts
1. Individual performance efficiency –
(10 statements)
2. Team performance efficiency ( 4)
3. Personal ability (5)
Supervisory level has another session (4)
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Scale 4 descriptions 1-2-3-4 (4th least)
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22. While entering the system automatically score
according to all entry and the marks and % is
given
• Excellent : 100-90%
• Very Good : 75- 89%
• Good : 74- 51 %
• Weak ( unsatisfactory) : 50<
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