Performance appraisal
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The document discusses performance appraisals, outlining their definition, purpose, types, and process. Performance appraisals are defined as a positive process to provide feedback on past performance, monitor progress, identify development needs, and agree on plans. They aim to evaluate staff effectively, set personal and professional goals, optimize skills and resources, and promote a culture of accountability and development. The types described include formal annual reviews, informal discussions, observation, tests, and surveys. The process involves preparing materials, setting up meetings, reviewing performance, agreeing on action plans and support, and documenting the discussion.
Performance appraisal
- 1. Performance Appraisal Dr Kamal Abdelgadir FRCOG Director CPD FMOH
- 2. I AM A BAD PERSON
- 3. Definition Positive Process to give feedback on past performance, chart continuing progress, identify development and training needs of the individual.
- 4. Why? -Effective method for evaluation of staff. -Set out personal and professional service needs. -Agree plans to meet needs. -Review performance. -Consider personal contribution to quality and improvement of service. -Optimize the use of skills and resources in achieving the delivery of quality care.
- 5. -To offer an opportunity to discuss and seek support for participation in activities. -Identify the need for adequate resources to enable objectives to be met. -Help early detection of deficiencies in system or individual performance. -Team roles clarification and team building. -Mutual awareness understanding and building relationship. -Resolving confusion and miss-understanding.
- 6. -Reinforcing Organizational philosophy values, aims, strategies and priorities -Delegation and additional responsibilities -Counseling and feedback
- 7. Culture -Promote culture of no blame. -Objectivity -Positive contribution -Accountability -Social responsibility and whole-person development -Corporate responsibility concepts
- 8. Types -Formal annual performance appraisal -Informal one-to-one discussion -Observation on the job -Job related tests -Assignment or task followed by review -Assessment centers including observed group exercises -Survey of opinions of others who have dealing with the individual
- 9. -Behavioral assessment -Graphology (handwriting, analysis)
- 10. The process -Prepare: Material, records, achievements, incidents, reports etc… -Inform the appraised plenty of notice, time and place -Venue -Layout -Introduction -Review activities and tasks -Agree action plan -Agree necessary support -Invite comments and questions -Record and document
- 11. Discussion Points Has the past year been good, bad or satisfactory for you and why? What do you consider to be your most important achievements of the past year? What do you like and dislike about working for this organization? What are the most difficult elements of your job? What do you consider to be your most important task next year?
- 12. What actions could be taken to improve your performance? What type of job would you like to be doing in five years from now? What sort of training, experience would benefit you in the next year?
- 13. -360 degree feedback and appraisal -More informative -Realistic assessment Strengthen corporate responsibility -Remove Bias
- 14. Thank You Any Questions?