Resident medical officer job description,Resident medical officer goals & objectives,Resident medical officer KPIs & KRAs,Resident medical officer self appraisal
This document discusses health planning and management. It defines health planning as the orderly process of defining health problems, identifying unmet needs, establishing goals, and outlining plans to accomplish objectives. The planning cycle involves analyzing the health situation, establishing objectives and goals, assessing resources, prioritizing issues, developing plans, programming and implementing plans, monitoring progress, and evaluating outcomes. Health management methods discussed include organizational design, communication, information systems, and quantitative methods like cost-benefit analysis and systems analysis. The key steps in health planning and tools for health management are outlined.
- Socioeconomic status (SES) is a combination of social and economic factors that is widely used in social sciences to measure one's position within a hierarchical social structure. It influences health and disease.
- Several SES scales have been developed for the Indian population, including the Udai Pareek scale for rural areas, Kuppuswamy scale for urban areas, and BG Prasad scale which considers income, education, and occupation.
- Regular updates to the income criteria in SES scales are needed due to inflation and currency depreciation over time to accurately classify populations. Consumer price indices are often used to revise the income cut-offs in scales like BG Prasad to ensure they remain relevant
The document discusses indicators used to assess the health status of a community. It provides definitions of key terms like health, illness, disease, and wellness. It also defines indicators and discusses characteristics of good indicators. The document categorizes indicators as quantitative and qualitative. It describes hierarchies of indicators and provides examples of common indicators used to measure mortality, morbidity, disability rates, nutritional status, health care delivery, utilization rates, social and mental health, the environment, socioeconomics, health policies, and quality of life.
This document contains information about performance evaluation methods for medical officers, including examples of performance review phrases and key performance indicators. It discusses 12 common methods for evaluating job performance, such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback. Specific evaluation criteria are provided for areas like attitude, decision-making, problem-solving, and teamwork. Sample performance reviews and ratings are given to illustrate how each method can be applied in a medical officer evaluation.
Introduction to health planning by Dr Musa AjlouniMusa Ajlouni
1. The document discusses the concepts of planning, organizing, leadership, and evaluation in healthcare management. It provides definitions for each concept and discusses their importance.
2. Challenges in planning include setting clear goals, collaborating requirements, and overcoming resistance to change. Common barriers to effective planning are also outlined.
3. The document emphasizes that planning requires defining objectives, strategies, resources, implementation, and evaluation to achieve a desired situation. Goals must be specific, measurable, attainable, results-oriented, and time-bound.
Total Quality Management in HealthcareGunjan Patel
Now days, Healthcare systems are of fundamental interests to all level of Hospitals in our societies. Eventually, increasing importance and reliance are placed on total quality management in healthcare systems. Due to this rising importance that is also reflected in the increasing percentage of national and international resources for both private and public sector to allocated in hospital management systems. Hospitals and other healthcare organization across the globe have been progressively implementing TQM to reduce costs, improve efficiency and provide high quality patient care.
This document provides information and resources for evaluating the performance of a hospital manager. It includes a 4-page sample performance evaluation form with rating scales for evaluating administrators on various criteria like leadership, decision-making, customer service, and more. It also lists the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback. Useful online resources on performance management topics are referenced throughout the document.
This document discusses health planning and management. It defines health planning as the orderly process of defining health problems, identifying unmet needs, establishing goals, and outlining plans to accomplish objectives. The planning cycle involves analyzing the health situation, establishing objectives and goals, assessing resources, prioritizing issues, developing plans, programming and implementing plans, monitoring progress, and evaluating outcomes. Health management methods discussed include organizational design, communication, information systems, and quantitative methods like cost-benefit analysis and systems analysis. The key steps in health planning and tools for health management are outlined.
- Socioeconomic status (SES) is a combination of social and economic factors that is widely used in social sciences to measure one's position within a hierarchical social structure. It influences health and disease.
- Several SES scales have been developed for the Indian population, including the Udai Pareek scale for rural areas, Kuppuswamy scale for urban areas, and BG Prasad scale which considers income, education, and occupation.
- Regular updates to the income criteria in SES scales are needed due to inflation and currency depreciation over time to accurately classify populations. Consumer price indices are often used to revise the income cut-offs in scales like BG Prasad to ensure they remain relevant
The document discusses indicators used to assess the health status of a community. It provides definitions of key terms like health, illness, disease, and wellness. It also defines indicators and discusses characteristics of good indicators. The document categorizes indicators as quantitative and qualitative. It describes hierarchies of indicators and provides examples of common indicators used to measure mortality, morbidity, disability rates, nutritional status, health care delivery, utilization rates, social and mental health, the environment, socioeconomics, health policies, and quality of life.
This document contains information about performance evaluation methods for medical officers, including examples of performance review phrases and key performance indicators. It discusses 12 common methods for evaluating job performance, such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback. Specific evaluation criteria are provided for areas like attitude, decision-making, problem-solving, and teamwork. Sample performance reviews and ratings are given to illustrate how each method can be applied in a medical officer evaluation.
Introduction to health planning by Dr Musa AjlouniMusa Ajlouni
1. The document discusses the concepts of planning, organizing, leadership, and evaluation in healthcare management. It provides definitions for each concept and discusses their importance.
2. Challenges in planning include setting clear goals, collaborating requirements, and overcoming resistance to change. Common barriers to effective planning are also outlined.
3. The document emphasizes that planning requires defining objectives, strategies, resources, implementation, and evaluation to achieve a desired situation. Goals must be specific, measurable, attainable, results-oriented, and time-bound.
Total Quality Management in HealthcareGunjan Patel
Now days, Healthcare systems are of fundamental interests to all level of Hospitals in our societies. Eventually, increasing importance and reliance are placed on total quality management in healthcare systems. Due to this rising importance that is also reflected in the increasing percentage of national and international resources for both private and public sector to allocated in hospital management systems. Hospitals and other healthcare organization across the globe have been progressively implementing TQM to reduce costs, improve efficiency and provide high quality patient care.
This document provides information and resources for evaluating the performance of a hospital manager. It includes a 4-page sample performance evaluation form with rating scales for evaluating administrators on various criteria like leadership, decision-making, customer service, and more. It also lists the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback. Useful online resources on performance management topics are referenced throughout the document.
Job responsibility of medical officer in primary healthfarranajwa
The medical officer is responsible for leading the health team at the primary health center. They attend to patients, supervise field work, and ensure implementation of vaccination programs, immunization, and national health programs. The medical officer also conducts staff meetings, school visits, family planning camps, and provides supervision, guidance, and leadership to the health team. The success of the primary health center depends on the leadership and coordination provided by the medical officer.
The document provides an overview of India's health care delivery system. It discusses three main levels: central, state, and district/local levels. At the central level, the key organizations are the Ministry of Health and Family Welfare and the Directorate General of Health Services, which are responsible for policymaking, planning, and coordination. At the state level, each state has its own independent health care system. At the district/local level, primary health care is delivered through a three-tiered rural system of sub-centers, primary health centers (PHC), and community health centers (CHC) based on population thresholds. The PHCs act as the first point of contact between communities and medical officers.
Socioeconomic scales and their importancePriyash Jain
Socioeconomic Scales and their Importance
Socioeconomic Scales have an integral role in the healthcare system of India. This presentation explains many SES and their role.
How to Drive ROI In Your Healthcare Quality Improvement Projects Health Catalyst
At a time when average hospital’s margins are stagnating, executives should be asking tough questions about the ROI of "indispensable" technologies. Will new technologies prove their worth or drive them further into the red? How do you measure and track ROI?
We need to educate clinicians on financial metrics and finance people need to learn more about the clinical processes and outcomes. One of the historical problems with calculating ROI has been the fundamental culture divide between clinicians and finance. Gone should be the days that clinicians deliver care without knowing the financial cost of that care.
This slide set give practical advice on how to set goals, measure ROI and gives excel templates that are based on years of experience by the authors
This document provides information and examples for evaluating a cashier's job performance, including:
1. A sample cashier performance evaluation form with rating scales and factors like job knowledge, customer service, and dependability.
2. Sample phrases for evaluating a cashier's attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for cashier performance appraisal, such as management by objectives, critical incident reviews, and 360-degree feedback.
1) A soak pit is an underground chamber that allows pre-treated wastewater from a septic tank to slowly soak into the ground.
2) It is designed with a layer of sand and gravel at the bottom to disperse the flow and is typically 1.5-4m deep with a casing of coarse sand.
3) The wastewater percolates through the soil where small particles are filtered out and organics are digested, though eventual clogging of the pit is inevitable and requires cleaning.
Community diagnosis is defined as determining the pattern of health problems in a community and the factors influencing this pattern. It involves comprehensively assessing the community's social, political, economic, physical and biological environment. The purposes of community diagnosis include identifying health problems and those at risk, determining community needs, and developing strategies for community involvement. It involves collecting both measurable health data like disease prevalence and age distribution as well as soft factors like customs and beliefs. The process involves defining the community, identifying needs, prioritizing health issues, assessing resources, and setting priorities for action.
Public health emergencies DR. MADHUR VERMA PGIMS ROHTAKMADHUR VERMA
This document discusses public health emergencies and preparedness. It defines a public health emergency and outlines the criteria used for determining if an event constitutes a Public Health Emergency of International Concern. It also discusses notification procedures, verification of events, and the roles of various organizations like WHO in assessing and responding to potential public health emergencies. Key aspects of public health emergency preparedness are outlined, including health risk assessment, defining roles and responsibilities, and maintaining epidemiological and laboratory functions to monitor and detect public health threats.
Assistant production manager perfomance appraisal 2tonychoper3104
This document contains information related to performing a performance evaluation for an assistant production manager, including:
- Sample performance evaluation forms spanning multiple pages that include rating an employee's performance on factors like administration, knowledge, communication, and more.
- Examples of positive and negative phrases that could be used in a performance review for an assistant production manager, covering areas such as attitude, creativity, decision-making, and interpersonal skills.
- An overview of the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
"Medical Doctors are Poor Managers". This presentation has tried to do brainstorming for them how to operate as better Health Managers. Leaders lead from the Front. Managers control from the Behind. A Doctor in a facility needs to play the role of both Leader as well as Manager.
TOTAL QUALITY MANAGEMENT (TQM) and it's relevance in healthcare
(A potential question under health care management topic)
CONTENTS:
1. Definitions
2. Milestones of TQM
3. Rationale for quality in healthcare
4. Five attributes of quality
5. Dimensions of quality
6. Quality measurement
7. Quality management and it's principles
8. TQM view in areas of conflict
9. Deming's 14 points
10. PDCA/ Deming's cycle
11. Quality in health care organization
12. Implementation of quality improvement.
13. Quality assurance process
14. Clinical applications of TQM
15. Success story (chokpot PHC)
Happy learning!!
Health manpower planning is crucial for developing countries to ensure access to healthcare. Optm Askar works in health manpower planning in Pakistan to analyze workforce needs and develop strategies to address shortages or surpluses. The organization aims to provide data and recommendations to help Pakistan effectively allocate limited healthcare resources.
This document discusses screening for diseases from an epidemiological and public health perspective. It defines screening as identifying unrecognized diseases in apparently well people through rapid tests or exams. The objectives of screening are early disease detection to enable prompt treatment, protecting communities from diseases in screened individuals, and determining fitness for certain occupations. Screening tests should be valid, reliable, practical, efficient, and have an acceptable yield. Considerations for an effective screening program include the disease burden, available treatment, screening test qualities, and economic costs versus medical benefits. Biases like lead time bias, where screening only prolongs the time before symptoms without changing disease course, are also discussed.
This document provides an overview of operational research in public health. It defines operational research as scientific study aimed at improving decision-making and program performance. The key aspects are identifying problems, generating evidence-based solutions, and implementing more effective approaches. Operational research uses both primary data collection and secondary data analysis to help modulate inputs/processes and measure outputs/outcomes/impact of health programs. It helps solve problems, inform policies, and improve quality. Examples provided include studies on domiciliary TB care and neonatal mortality reduction programs.
Hotel guest service representative performance appraisalisabellabrown161
This document provides information and resources for evaluating the performance of a hotel guest service representative. It includes:
1. A sample job performance evaluation form with sections to rate performance factors like administration, communication, teamwork, and customer service. Ratings are on a scale from outstanding to unsatisfactory.
2. Examples of performance review phrases for evaluating different skills including attitude, creativity, decision-making, interpersonal skills, and problem-solving. Both positive and negative phrases are provided.
3. An overview of the top 12 methods for performance appraisal that can be used for a hotel guest service representative, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document discusses quality management in healthcare. It begins by defining quality and discussing concepts like quality assurance, quality control, and total quality management. It also covers patient safety, noting that a key goal is to "do the right thing for the right person the first time." Some key terms related to quality and patient safety are defined. The document asks questions about measuring quality and addressing different aspects of quality from various perspectives. It discusses certifications, accreditations, and dimensions of quality like effectiveness and efficiency. Overall, the document provides an overview of quality management approaches and considerations in healthcare.
Chief medical officer performance appraisalcameronbell328
This document contains information about performance evaluation methods for a chief medical officer, including example phrases and templates. It discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist method. For each method, it provides details on how it works, advantages, disadvantages, example rating scales, and performance review phrases that could be used in evaluating a chief medical officer. The document aims to provide HR professionals with resources to effectively evaluate the job performance of a chief medical officer.
Medical office manager performance appraisalrosegriffin6
This document provides information and resources for evaluating the performance of a medical office manager. It includes a 4-page sample performance evaluation form with rating scales for evaluating administrators on various factors such as administration, knowledge, communication, teamwork, and customer service. It also gives examples of positive and negative phrases to use in evaluations for attributes like attitude, creativity, decision-making, and interpersonal skills. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers formally assess and provide feedback to medical office staff.
Job responsibility of medical officer in primary healthfarranajwa
The medical officer is responsible for leading the health team at the primary health center. They attend to patients, supervise field work, and ensure implementation of vaccination programs, immunization, and national health programs. The medical officer also conducts staff meetings, school visits, family planning camps, and provides supervision, guidance, and leadership to the health team. The success of the primary health center depends on the leadership and coordination provided by the medical officer.
The document provides an overview of India's health care delivery system. It discusses three main levels: central, state, and district/local levels. At the central level, the key organizations are the Ministry of Health and Family Welfare and the Directorate General of Health Services, which are responsible for policymaking, planning, and coordination. At the state level, each state has its own independent health care system. At the district/local level, primary health care is delivered through a three-tiered rural system of sub-centers, primary health centers (PHC), and community health centers (CHC) based on population thresholds. The PHCs act as the first point of contact between communities and medical officers.
Socioeconomic scales and their importancePriyash Jain
Socioeconomic Scales and their Importance
Socioeconomic Scales have an integral role in the healthcare system of India. This presentation explains many SES and their role.
How to Drive ROI In Your Healthcare Quality Improvement Projects Health Catalyst
At a time when average hospital’s margins are stagnating, executives should be asking tough questions about the ROI of "indispensable" technologies. Will new technologies prove their worth or drive them further into the red? How do you measure and track ROI?
We need to educate clinicians on financial metrics and finance people need to learn more about the clinical processes and outcomes. One of the historical problems with calculating ROI has been the fundamental culture divide between clinicians and finance. Gone should be the days that clinicians deliver care without knowing the financial cost of that care.
This slide set give practical advice on how to set goals, measure ROI and gives excel templates that are based on years of experience by the authors
This document provides information and examples for evaluating a cashier's job performance, including:
1. A sample cashier performance evaluation form with rating scales and factors like job knowledge, customer service, and dependability.
2. Sample phrases for evaluating a cashier's attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for cashier performance appraisal, such as management by objectives, critical incident reviews, and 360-degree feedback.
1) A soak pit is an underground chamber that allows pre-treated wastewater from a septic tank to slowly soak into the ground.
2) It is designed with a layer of sand and gravel at the bottom to disperse the flow and is typically 1.5-4m deep with a casing of coarse sand.
3) The wastewater percolates through the soil where small particles are filtered out and organics are digested, though eventual clogging of the pit is inevitable and requires cleaning.
Community diagnosis is defined as determining the pattern of health problems in a community and the factors influencing this pattern. It involves comprehensively assessing the community's social, political, economic, physical and biological environment. The purposes of community diagnosis include identifying health problems and those at risk, determining community needs, and developing strategies for community involvement. It involves collecting both measurable health data like disease prevalence and age distribution as well as soft factors like customs and beliefs. The process involves defining the community, identifying needs, prioritizing health issues, assessing resources, and setting priorities for action.
Public health emergencies DR. MADHUR VERMA PGIMS ROHTAKMADHUR VERMA
This document discusses public health emergencies and preparedness. It defines a public health emergency and outlines the criteria used for determining if an event constitutes a Public Health Emergency of International Concern. It also discusses notification procedures, verification of events, and the roles of various organizations like WHO in assessing and responding to potential public health emergencies. Key aspects of public health emergency preparedness are outlined, including health risk assessment, defining roles and responsibilities, and maintaining epidemiological and laboratory functions to monitor and detect public health threats.
Assistant production manager perfomance appraisal 2tonychoper3104
This document contains information related to performing a performance evaluation for an assistant production manager, including:
- Sample performance evaluation forms spanning multiple pages that include rating an employee's performance on factors like administration, knowledge, communication, and more.
- Examples of positive and negative phrases that could be used in a performance review for an assistant production manager, covering areas such as attitude, creativity, decision-making, and interpersonal skills.
- An overview of the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
"Medical Doctors are Poor Managers". This presentation has tried to do brainstorming for them how to operate as better Health Managers. Leaders lead from the Front. Managers control from the Behind. A Doctor in a facility needs to play the role of both Leader as well as Manager.
TOTAL QUALITY MANAGEMENT (TQM) and it's relevance in healthcare
(A potential question under health care management topic)
CONTENTS:
1. Definitions
2. Milestones of TQM
3. Rationale for quality in healthcare
4. Five attributes of quality
5. Dimensions of quality
6. Quality measurement
7. Quality management and it's principles
8. TQM view in areas of conflict
9. Deming's 14 points
10. PDCA/ Deming's cycle
11. Quality in health care organization
12. Implementation of quality improvement.
13. Quality assurance process
14. Clinical applications of TQM
15. Success story (chokpot PHC)
Happy learning!!
Health manpower planning is crucial for developing countries to ensure access to healthcare. Optm Askar works in health manpower planning in Pakistan to analyze workforce needs and develop strategies to address shortages or surpluses. The organization aims to provide data and recommendations to help Pakistan effectively allocate limited healthcare resources.
This document discusses screening for diseases from an epidemiological and public health perspective. It defines screening as identifying unrecognized diseases in apparently well people through rapid tests or exams. The objectives of screening are early disease detection to enable prompt treatment, protecting communities from diseases in screened individuals, and determining fitness for certain occupations. Screening tests should be valid, reliable, practical, efficient, and have an acceptable yield. Considerations for an effective screening program include the disease burden, available treatment, screening test qualities, and economic costs versus medical benefits. Biases like lead time bias, where screening only prolongs the time before symptoms without changing disease course, are also discussed.
This document provides an overview of operational research in public health. It defines operational research as scientific study aimed at improving decision-making and program performance. The key aspects are identifying problems, generating evidence-based solutions, and implementing more effective approaches. Operational research uses both primary data collection and secondary data analysis to help modulate inputs/processes and measure outputs/outcomes/impact of health programs. It helps solve problems, inform policies, and improve quality. Examples provided include studies on domiciliary TB care and neonatal mortality reduction programs.
Hotel guest service representative performance appraisalisabellabrown161
This document provides information and resources for evaluating the performance of a hotel guest service representative. It includes:
1. A sample job performance evaluation form with sections to rate performance factors like administration, communication, teamwork, and customer service. Ratings are on a scale from outstanding to unsatisfactory.
2. Examples of performance review phrases for evaluating different skills including attitude, creativity, decision-making, interpersonal skills, and problem-solving. Both positive and negative phrases are provided.
3. An overview of the top 12 methods for performance appraisal that can be used for a hotel guest service representative, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document discusses quality management in healthcare. It begins by defining quality and discussing concepts like quality assurance, quality control, and total quality management. It also covers patient safety, noting that a key goal is to "do the right thing for the right person the first time." Some key terms related to quality and patient safety are defined. The document asks questions about measuring quality and addressing different aspects of quality from various perspectives. It discusses certifications, accreditations, and dimensions of quality like effectiveness and efficiency. Overall, the document provides an overview of quality management approaches and considerations in healthcare.
Chief medical officer performance appraisalcameronbell328
This document contains information about performance evaluation methods for a chief medical officer, including example phrases and templates. It discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist method. For each method, it provides details on how it works, advantages, disadvantages, example rating scales, and performance review phrases that could be used in evaluating a chief medical officer. The document aims to provide HR professionals with resources to effectively evaluate the job performance of a chief medical officer.
Medical office manager performance appraisalrosegriffin6
This document provides information and resources for evaluating the performance of a medical office manager. It includes a 4-page sample performance evaluation form with rating scales for evaluating administrators on various factors such as administration, knowledge, communication, teamwork, and customer service. It also gives examples of positive and negative phrases to use in evaluations for attributes like attitude, creativity, decision-making, and interpersonal skills. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers formally assess and provide feedback to medical office staff.
Medical practice manager perfomance appraisal 2tonychoper3004
This document provides information and resources for evaluating the performance of a medical practice manager. It includes a sample job performance evaluation form with rating scales for evaluating an employee's performance on factors such as administration, knowledge, communication, teamwork, decision-making, and customer service. The form also has sections for commenting on an employee's strengths, areas for improvement, and developing a performance improvement plan. The document further lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. It provides descriptions and examples of how to use these different appraisal methods.
Medical billing clerk perfomance appraisal 2tonychoper4504
This document contains a job performance evaluation form for a medical billing clerk. It includes sections for identifying employee information, rating performance on factors like administration, knowledge, communication, and more. Performance is rated on a scale from outstanding to unsatisfactory. Space is provided for noting employee strengths, areas for improvement, and developing a plan of action. The form also includes reviewing the employee's job description. Additional pages provide example phrases for evaluating attributes like attitude, creativity, and decision-making abilities.
Certified medical assistant performance appraisalcristianbill19
Certified medical assistant job description,Certified medical assistant goals & objectives,Certified medical assistant KPIs & KRAs,Certified medical assistant self appraisal
Ob gyn medical assistant performance appraisalmartinbilly11
Ob gyn medical assistant job description,Ob gyn medical assistant goals & objectives,Ob gyn medical assistant KPIs & KRAs,Ob gyn medical assistant self appraisal
Clinical medical assistant perfomance appraisal 2tonychoper204
This document contains information about performance evaluation forms and methods for clinical medical assistants. It includes a sample job performance evaluation form with sections for performance planning and review, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also provides examples of performance review phrases for various skills and traits as well as descriptions of common performance appraisal methods like management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The document serves as a reference for effectively evaluating clinical medical assistant job performance.
This document contains materials for evaluating the job performance of a chief nursing officer, including:
1) A 4-page evaluation form with ratings for various performance factors like administration, communication, decision-making, and a section for employee comments.
2) A list of 6 online resources for useful performance appraisal materials like sample phrases, forms, and tips for writing self-appraisals.
3) Examples of positive and negative performance review phrases for attributes like attitude, creativity, and decision-making that could be used in the evaluation.
Medical office administrator perfomance appraisal 2tonychoper6604
This document provides information and resources for evaluating the performance of a medical office administrator, including:
1. Sample performance evaluation forms for a medical office administrator with rating scales and categories like administration, communication, decision-making, etc.
2. Examples of positive and negative phrases to use in a performance review for areas like attitude, creativity, problem-solving, interpersonal skills, and teamwork.
3. An overview of the top 12 methods for performance evaluation, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback.
Medical data entry clerk performance appraisalkyleannie435
Medical data entry clerk job description,Medical data entry clerk goals & objectives,Medical data entry clerk KPIs & KRAs,Medical data entry clerk self appraisal
Medical secretary performance appraisalmolliebell246
This document provides information and resources for evaluating the performance of a medical secretary, including:
1. A 4-page job performance evaluation form for rating a medical secretary's performance, with factors like administration, knowledge, communication, and customer service.
2. Examples of positive and negative phrases for evaluating a medical secretary's attitude, creativity, decision-making, interpersonal skills, and other qualities.
3. An overview of the top 12 methods for a medical secretary's performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Medical administrator perfomance appraisal 2tonychoper0404
This document provides information and resources for evaluating the job performance of a medical administrator. It includes a 4-page performance evaluation form with rating scales for evaluating an administrator on various performance factors. It also gives examples of performance review phrases for different skills areas and lists the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident method, and 360-degree feedback. The goal is to help managers formally assess a medical administrator's work performance and provide constructive feedback for improvement.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
2. Job Performance Evaluation Form Page 2
Useful performance appraisal materials for resident medical officer:
performanceappraisal360.com/free-ebook-2456-phrases-for-performance-
appraisals
performanceappraisal360.com/free-65-performance-appraisal-forms
performanceappraisal360.com/free-ebook-top-12-methods-for-performance-
appraisal
performanceappraisal360.com/free-ebook-top-15-secrets-to-set-up-
performance-management-system
performanceappraisal360.com/free-ebook-2436-KPI-samples/
performanceappraisal360.com/free-ebook-top -9-tips-to-writing-a-winning-
self-appraisal
Resident medical officer job description
Resident medical officer goals & objectives
Resident medical officer KPIs & KRAs
Resident medical officer self appraisal
3. Job Performance Evaluation Form Page 3
I. Resident medical officer performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
Use a current job description (job descriptions are available on the HR web page).
Rate the person's level of performance, using the definitions below.
Review with employee each performance factor used to evaluate his/her work performance.
Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS (use job description as basis of this evaluation).
Administration - Measures effectiveness in planning,
organizing and efficiently handling activities and eliminating
unnecessary activities
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
4. Job Performance Evaluation Form Page 4
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill level,
knowledge and understanding of all phases of the job and
those requiring improved skills and/or experience.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening to
others, expressing ideas, both orally and in writing and
providing relevant and timely information to management,
co-workers, subordinates and customers.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Teamwork - Measures how well this individual gets along
with fellow employees, respects the rights of other
employees and shows a cooperative spirit.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Human Resource Management - Measures effectiveness in
selecting qualified people; evaluating subordinates'
performance; strengths and development needs; providing
constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Also
considers efforts to further the university goal of equal
employment opportunity.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Job Knowledge - Measures effectiveness in keeping
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
5. Job Performance Evaluation Form Page 5
developments affecting SPSU and its work activities. Unsatisfactory
NA
Leadership - Measures effectiveness in accomplishing
work assignments through subordinates; establishing
challenging goals; delegating and coordinating effectively;
promoting innovation and team effort.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Managing Change and Improvement - Measures
effectiveness in initiating changes, adapting to necessary
changes from old methods when they are no longer
practical, identifying new methods and generating
improvement in facility's performance.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Customer Responsiveness - Measures responsiveness and
courtesy in dealing with internal staff, external customers
and vendors; employee projects a courteous manner.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and personal
hygiene appropriate to position.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Dependability - Measures how well employee complies
with instructions and performs under unusual
circumstances; consider record of attendance and
punctuality.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Safety - Measures individual's work habits and attitudes as
they apply to working safely. Consider their contribution to
accident prevention, safety awareness, ability to care for
SPSU property and keep workspace safe and tidy.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Employee's Responsiveness - Measures responsiveness in
completing job tasks in a timely manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
B. EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS: Include those which are relevant
during this evaluation period. This should be related to performance or behavioral
aspects you appreciated in their performance.
6. Job Performance Evaluation Form Page 6
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
D. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE:
7. Job Performance Evaluation Form Page 7
E. EMPLOYEE COMMENTS:
F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)
Employee job description has been reviewed during this evaluation and no changes
have been made to the job description at this time.
Employee job description has been reviewed during this evaluation and modifications
have been proposed to the job description. The modified job description is attached to
this evaluation.
G. SIGNATURES:
Employee Date
(Signature does not necessarily denote agreement with official review and means only that theemployee was
given theopportunity to discuss theofficial review with thesupervisor.)
Evaluated by Date
Reviewed by Date
8. Job Performance Evaluation Form Page 8
II. Resident medical officer performance phrases
1.Attitude Performance Review Examples – resident medical officer
Positive review
Holly has one of those attitudes that is always positive. She frequently has a smile on her
face and you can tell she enjoys her job.
Greg is a cheerful guy who always makes you feel delighted when you’re around him.
We are fortunate to have Greg on our team.
Thom has an even demeanor through good times and bad. His constant cheer helps others
keep their “enthusiasm” – both positive and negative – in check.
Negative review
Jim frequently gives off “an air” of superiority to his coworkers. He is not approachable
and is rough to work with.
Bill has a dreadful outlook at times which has a tendency to bring down the entire team.
For the most part, Lenny is a personable guy, but when he gets upset, his attitude turns
shocking. Lenny needs to balance his personality out and not react so much to negative
events.
2.Creativity and Innovation Performance Review Phrases for resident medical officer
Positive review
Sally has a creative touch in a sometimes monotonous role within our team – the way she
adds inspiration to the day to day tasks she performs is admirable.
When a major problem arises, we frequently turn to Jon for his creativity in solving
problems. The way he can look at an issue from different sides is a great resource to our
team.
Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
9. Job Performance Evaluation Form Page 9
Negative review
Paul’s team feels discouraged as he often “shoots down” creative ideas without any
explanation. Paul should be more willing to listen to ideas before he rejects them outright.
Jean does not tap into the creative side of her team and consistently overlooks the
innovate employees reporting to her.
Kevin has a difficult time thinking “outside of the box” and creating new and untested
solutions.
3.Performance review phrases for decision making – resident medical officer
Positive performance review phrases for decision making
A person with good decision-making skills should be a person:
• Be able to make sound fact-based judgments;
• Be able to work out multiple alternative solutions and determined the most suitable one;
• Be objective in considering a fact or situation;
• Be firm to not let the individual emotion and feeling affect on the made decision;
Negative performance review phrases for decision making
• Be hesitant in making decision and too much cautious in making the final decision which often
results in wrong decision;
• Apply complex and impractical approaches in solving problems;
• Fail to make a short-list of solutions recommended by direct units;
• Be paralyzed and confused when facing tight deadlines to make decisions;
4.Interpersonal Skills Performance ReviewPhrases – resident medical officer
Positive review
Ben has a natural rapport with people and does very well at communicating with others.
Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
10. Job Performance Evaluation Form Page 10
Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.
Negative review
Tim does not understand how crucial good working relationships with fellow team
members are.
John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
Paula seems to shrink when she’s around others and does not cultivate good relations
with her co-workers.
5.Problem Solving Skills Employee Evaluation Examples – resident medical officer
Positive review
Greg’s investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
Frank examines a problem and quickly identifies potential solutions – and then makes a
recommendation as to what solution to pursue.
Rachel understands the testing process and how to discover a solution to a particular
problem.
Negative review
Joan is poor at communicating problem status before it becomes a crisis.
Bill can offer up potential solutions to a problem, but struggles to identify the best
solution.
Unraveling a problem to discuss the core issues is a skill Janet lacks.
Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
11. Job Performance Evaluation Form Page 11
6.Teamwork Skills Performance Appraisal Phrases – resident medical officer
Positive review
Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
Tom contributes to the success of the team on a regular basis.
Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
Mary is a team player and understands how to help others in times of need.
Peter is the consummate team player.
Negative review
Bill does not assist his teammates as required.
Ryan holds on to too much and does not delegate to his team effectively.
Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
12. Job Performance Evaluation Form Page 12
III.Top 12 methods for resident medical officer performance
appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of management
into concrete phraseology. The technique can be put to general use (non-specialist technique).
Further it is “a dynamic system which seeks to integrate the company's need to clarify and
achieve its profit and growth targets with the manager's need to contribute and develop
himself”.
MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
-----------------------------
13. Job Performance Evaluation Form Page 13
2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
-----------------------------
Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors
rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or
forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an
annual performance review session.
-----------------------------
3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a rating of the employee's performance which focuses on
the specific behavior as indicators of effective and ineffective performance. This method is
usually a combination of two other methods namely, the rating scale and critical incident
technique of employee evaluation.
-----------------------------
Rating scales for BARs
Each behavior can rate at one of 7 scales as follows (you can set scales depend on your
requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)
-----------------------------
4.Behavioral Observation Scales (BOS)
It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
14. Job Performance Evaluation Form Page 14
-----------------------------
5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
-----------------------------
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
-----------------------------
6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set objectives and statements about the employee's
behavior. For example, leadership skills, on-time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of
it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions
about it in the improvement column. Weighted checklist is a variation of the checklist method
where a value is allotted to each question. The value of each question can differ based on its
importance. The total score from the checklist is taken into consideration for evaluating the
employee's performance. It poses a strong threat of bias on the appraiser's end. Though this
method is highly time-consuming and complex, it is widely used for performance evaluation.
-----------------------------
Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign
biased weights to the questions.
• This method also is expensive and time consuming.
15. Job Performance Evaluation Form Page 15
• It becomes difficult for the manager to assemble, analyze and weigh a number of statements
about the employee’s characteristics, contributions and behaviors.
-----------------------------
7.Graphic Rating Scale Method
Graphic rating scale is one of the most frequently used performance evaluation methods. A
simple printed form enlists the traits of the employees required for completing the task
efficiently. They are then rated based on the degree to which an employee represents a particular
trait that affects the quantity and quality of work. A rating scale is adopted and implemented for
judging each trait of the employee. The merit of using this method is that it is easy to calculate
the rating. However, a major drawback of this method is that each characteristic is given equal
weight and the evaluation may be subjective.
-----------------------------
Advantages and Disadvantage of the rating scales
Advantages of the rating scales
• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.
Disadvantages of the rating scales
• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based
scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers
who were rated by different supervisors.
-----------------------------
8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation, namely, the simple ranking method and
the paired comparison method. In the simple or straight ranking method the employee is rated by
the evaluator on a scale of best to worst. However, the evaluator may be biased and may not
judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Under the paired comparison method, the overall performance of one individual is directly
compared with that of the other on the basis of a common criterion. This comparison is all
evasive and not job-specific. While some employees emerge as clear front runners, there are
others who seem to be lagging behind. This is not a popular evaluation system as employers do
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
16. Job Performance Evaluation Form Page 16
Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first,
cell second from left; B to row third, cell first from left and B to row first, cell third from left etc;
column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options.
You may want to convert these values into a percentage of the total score.
-----------------------------
9.Forced Choice Method
In this method, the appraiser is asked to choose from two pairing statements which may appear
equally positive and negative. However, the statements dictate the performance of the employee.
An excellent example of this can be "works harder" and "works smarter". The appraiser selects a
statement without having knowledge of the favorable or the unfavorable one. This method works
in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the
employees. Also, it is very costly to implement and does not serve the purpose of developing the
employees. It can also frustrate the appraiser as he does not know which is the right option.
-----------------------------
10.Forced Distribution Method
In this method, the appraiser rates employees according to a specific distribution. For example,
out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1
will be in the low category. This method has several benefits as it tries to eliminate the leniency
and central tendency of the appraiser. However, its biggest drawback is the fact that it
encourages discrimination among the employees. Another major problem with this method is
that it dictates that there will be forced distribution of grades even when all the employees are
doing a good job.
-----------------------------
Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult decisions and identify the most and least
talented members of the work group.
• They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
17. Job Performance Evaluation Form Page 17
-----------------------------
11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
-----------------------------
Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write the
essay hurriedly without properly assessing the actual performance of the worker. On the other
hand, appraiser takes a long time, this becomes uneconomical from the view point of the firm,
because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
18. Job Performance Evaluation Form Page 18
Fields/positions related to performance appraisal:
The above performance appraisal can be used for fields as:
construction, manufacturing, healthcare, non profit, advertising, agile, architecture, automotive,
agency, budget, building, business development, consulting, communication, clinical research,
design, software development, product development, interior design, web development,
engineering, education, events, electrical, exhibition, energy, ngo, finance, fashion, green card,
oil gas, hospital, it, marketing, media, mining, nhs, non technical, oil and gas, offshore,
pharmaceutical, real estate, retail, research, human resources, telecommunications, technology,
technical, senior, digital, software, web, clinical, hr, infrastructure, business, erp, creative, ict,
hvac, sales, quality management, uk, implementation, network, operations, architectural,
environmental, crm, website, interactive, security, supply chain, logistics, training, project
management, administrative management…
The above performance appraisal also can be used for job title levels:
entry level, junior, senior, assistant, associate, administrator, clerk, coordinator, consultant,
controller, director, engineer, executive, leader, manager, officer, specialist, supervisor, VP…