This document discusses performance appraisals. It defines conventional/traditional performance appraisals, peer reviews, and self-evaluations. It also outlines the performance appraisal process, including assessing needs, setting objectives/timeframes, assessing progress, and evaluating performance. Key goals of performance appraisals are improving performance, communication, reinforcing behavior, and identifying learning/development needs. Sources of errors in appraisals include recent behavior bias, halo effect, and similar-to-me effect. Alternative evaluation types discussed are 360 degree evaluations, peer reviews, and management by objectives.

1. Performance Appraisal

2. • Conventional (traditional) performance
appraisal: is a systematic, standardized
evaluation of an employee by the supervisors
aimed at judging the perceived value of the
employee’s work contribution, quality of work
and potential for advancement.

3. • Peer Review: the examination and evaluation
of practice by the employees associate.
• Self Evaluation: self assessment
of the employee’s own
perceptions
regarding performance
according to stated expectation.

4. performance appraisal
• It is cyclic process starts when employee is
hired and ends when he/she leaves
• Job description should identify the work
standards and the knowledge and skills
needed for the job
• Performance appraisal is informal and formal
• The informal include day to day supervising
ands coaching

5. • Coaching is ongoing face to face collaboration
and influence to improve skills and
performance
• The formal performance appraisal should
include written documentation formal
interview with follow up.
• The employee work is measured against some
standards for the purpose of determining the
level of quality of the job performance.

6. • The guide for evaluation criteria include:
Governmental standards
Professional standards
 by American nurses association
Client feedback
Opinion polls from public
Departmentally developed standards

7. • Ideally the performance appraisal measure
performance and motivates the person
although it might cause stress

8. Process of performance appraisal
1. Assessing needs and setting
2. Establishing objectives and time frames
3. assessing progress and
4. evaluating performance and then starting
over again

9. 1.Assessing needs and setting
2.Establishing objectives and time frames
3. Assessing progress and
4. Evaluating performance and then starting
over again

10. What are the goals of performance
appraisal?
Improve performance
Improve communication
Reinforce positive behavior
Communicate about the less than optimal
behavior
Provide basis for termination if necessary
Identify learning needs and develop personnel

11. What are the criteria of performance
appraisal?
• Measurement of the key performance
indicators that reflect the values of
organization culture.
• If there is no explicit organizational mission,
vision or value statement the mangers must
translate their vision and values into a clear
framework that all can understand
• The staff should follow the required behaviors
for successful performance

12. What are the sources of errors in the
performance appraisal?
1. Recent behavior bias: evaluating the
employee according to the last behavior or
according to the last period instead of
considering the whole period of evaluation
2. Horn effect: when the evaluator perceive
one negative aspect about employee and
generalized to over all poor appraisal rating.

13. 3. Halo effect: when the manager perceives one
positive characteristics about an employee or
his or her performance and generalized it into
an over all high scoring.
4. Similar to me effect: when a manager rated
the employee performance hgiht when the
person is accuratly or inaccuratly perceive to
have the same characteristics as the manager.

14. What are the alternative types of
evaluation?
• 360 degree evaluation: getting feedback from
four sources e.g: peers, physician,
subordinates and self evaluation.
• Peer review: the employee evaluate the other
employee who is at the same job classification
using objective criteria that have been
established by the organization.

15. • Management by objectives: the employee
and manager will set objectives for the coming
year. then the manger would evaluate the
employee according to the defined goals and
objectives at regular intervals at that year.

16. Thank You