The document outlines a performance appraisal system for RMO Nirmalendu Jena, under Dr. Sunil S Bandekar, utilizing a 360-degree multisource approach. It details the importance, components, methods, and criteria for evaluation, including specific weightages for various feedback sources like patients, colleagues, and administration. The appraisal aims to enhance employee performance and development through systematic feedback and analysis.

1. Performance Appraisal
for RMO
Nirmalendu Jena
Under the Guidance of
Dr. Sunil S Bandekar

2. Objective
To design and implement a
360 Degree Multisource
Appraisal System for
Performance Appraisal of
RMOs

3. Introduction
Performance appraisal can be described
as a systematic evaluation of
performance of several employees so
that they can understand all abilities of
a person and their development and
growth.

4. Importance of PA
• Goal setting and desired performance reinforcement
• Performance improvement
• Determination of training needs
• Enhancement of employee focus through promoting trust

5. Components of PA
Define
Expectations
Measure
and
Evaluate
Provide
Feedback
Record
Performance

6. Methods of PA
Traditional Method
• Ranking Method
• Grading
• Checklist method
• Graphic Scale Method
• Confidential Report
Modern Methods
• 360-degree Appraisal
• MBO
• Cost Accounting
Method
• Assessment Centers

7. Methods used
360 degree Feedback
Management by Objectives (MBO)
Clinical
Patient
Administration

8. Performance Appraisal Process
Clinical
Sr. Consultant
30%
Colleagues
10%
Nurse
10%
Self
5%
Administration
Patient
55%
30%
15%

9. Clinical Score Evaluation Break-up
Criteria Weightage
Patient Care 30%
Medical Knowledge 15%
Communication Skills 15%
Professionalism 20%
Responsibilty and Reliablity 20%

10. Administrative Score Evaluation Break-up
Criteria Weightage
Payroll 40%
Complaints 40%
Achievement and Rewards 20%

11. Method of Review
• Three Separate Questionnaires for each category of respondents.
• It will be filled online.

12. Online Questionnaire
For Clinical Staff: https://goo.gl/forms/sC21XoJUl0aUbPIF2
For Administrative Staff: https://goo.gl/forms/wMYLsJVS2QKiLSWI3
For Patients: https://goo.gl/forms/TkYDZtv7hFpjCCtE3

13. Preview of Data Analysis
Refer the data modeling excel sheet

14. Scoring system
• Each category of respondents will give their feedback about a
particular RMO.
• Example: If, 3 Peers filled the questionnaire their average score of
each sections were
1. Patient care : 80%
2. Medical Knowledge :85%
3. Professionalism :78%
4. Responsibility and reliability : 75%
5. Communication Skill : 70%

15. Contd.
These average scores will be multiplied by the weight-age of each
section
Review Areas Weight-age Average Scores
Given By peers
Weighted Score
Patient Care 30% 80% 24%
Medical Knowledge 15% 85% 12.75%
Responsibilities and
Reliability
15% 78% 11.75 %
Professionalism 20% 75% 15%
Communication 20% 70% 14%
Weighted score total 77.5%

16. Score from Peer Review
Respondents Weightage Weighted Area
scores
Final Score
Senior consultant 30%
Peers 10% 77.5% 7.75%
Self 5%
Nurses 10%
Patients 15%
Administration 30%

17. Scores from other 3 Clinical Staffs
• Similarly we will get average weighted score for Senior
consultant, Nurses and self.
• Lets suppose we got Average weighted scores
1. Sr. Consultant: 75%
2. Self: 92%
3. Nurses: 80.5 %

18. Net Score from Clinal Staffs
Respondents Weightage Weighted Area
scores
Final Score
Senior consultant 30% 75% 22.5%
Peers 10% 77.5% 7.75%
Self 5% 92% 4.6%
Nurses 10% 80.5% 8.05%
Patients 15%
Administration 30%

19. Score from Patients’ Review
• Let’s consider 20 patients filled the questionnaire
• We will take the average of the scores of the patients
• Suppose the average score was 83%

20. Score from Patients’ Review
Respondents Weightage Weighted Area
scores
Final Score
Senior consultant 30%
Peers 10%
Self 5%
Nurses 10%
Patients 15% 83% 12.45%
Administration 30%

21. Score from Administration
• The third review will be done by the Administration
• Suppose the Scores received by RMO are
1. Payroll 80 %
2. Complaints : 85%
3. Achievements : 60%

22. Weightage Distribution
• These scores will be multiplied by the weight-age of each section
Areas of review Weightage Scores received Weighted Score
Payroll 40% 80% 32 %
Complaints 40% 85% 34%
Achievements 20% 60 % 12%
Total Weighted
score
78%

23. Score from Administration
Respondents Weightage Weighted Area
scores
Final Score
Senior consultant 30%
Peers 10%
Self 5%
Nurses 10%
Patients 15%
Administration 30% 78% 23.4%

24. Calculation for Final Score
• Once we receive the weighted scores for each category of
respondents
• These scores will be again multiplied by the weightage given to
each category of respondents

25. Final Score
Respondents Weightage Weighted Area
scores
Final Score
Senior consultant 30% 75.0% 22.5%
Peers 10% 77.5% 7.75%
Self 5% 92.0% 4.6%
Nurses 10% 80.5% 8.05%
Patients 15% 83.0% 12.45%
Administration 30% 78.0% 23.4%
78.75%

26. Benefits
• Track performance more acutely
• Better feedback system
• Helps in designing Appropriate training and development model
• Transparent system
• Measure performance on monthly, quarterly, yearly basis