Performance Appraisal

• What is the origin of the word "appraisal"?

  It is derived from the Latin word "Appratiare" meaning to set a price or value.
• What are other names for appraisal?

  Merit review, performance interview, or performance rating.
• What is the process of performance appraisal?

  It involves observing and assessing employee performance, recording the assessment, and providing feedback.
• Why should appraisals be conducted equitably for all employees?

  To ensure fairness and consistency in the evaluation process.
• How do people respond to criticism during appraisals?

  People respond to criticism differently.
• What should be considered when counseling employees during appraisals?

  Unique approaches that match personality should be considered.
• How can employees use appraisal information?

  Employees can use this information to change their job performance.
• What should not be included in a periodic appraisal?

  Items that were not previously discussed with the employee.
• What are the effects of appraisal on employee morale?

  • Shows investment in employee success
  • Helps identify weaknesses
  • Highlights areas for improvement
  • Reminds employees of their strengths
• How does appraisal affect motivation and self-esteem?

  • Merit-based compensation makes employees feel valued
  • Formal appraisals enhance self-worth
• What are the key elements in employee performance appraisal?

  1. Technical competency
  2. Efficiency
  3. Adherence to policies
  4. Observance of safety rules
  5. Communication skills
  6. Customer service
  7. Punctuality
  8. Professional behavior
• What are the advantages of performance appraisals?

  • Foster good communication
  • Provide constructive feedback
  • Clarify job requirements
  • Refine job skills
  • Define performance expectations
  • Promote behavioral modification
  • Identify educational needs
  • Document decisions for promotions and terminations
  • Enhance recruitment and retention
  • Protect against discrimination lawsuits
  • Share organizational visions
  • Encourage operational improvements
• What are the disadvantages of performance appraisals?

  • Encourage competitiveness
  • Produce stress
  • Require financial investment
  • Consume significant time for managers
• When does a formal performance appraisal typically occur?

  At least annually on a specific date and time.
• Why is appraising everyone during the same time period viewed as fair?

  Because the same guidelines can be applied to all employees evaluated.
• What is an informal performance appraisal?

  It occurs when a manager provides significant feedback outside of formal review meetings.
• What is the benefit of informal performance appraisals?

  They ensure that the formal appraisal does not come as a surprise to employees.
• Who is responsible for developing a performance appraisal program?

  • Upper management
  • Supervisors/managers
  • Human resources staff
  • Staff employees
• Why should staff employees be included in the planning process of performance appraisals?

  • They know their tasks and job factors well
  • Their input makes them feel valued
  • Their involvement fosters support and loyalty
  • It provides opportunities for learning and advancement
• What are standards in performance appraisals?

  Formal requirements that outline expectations of job performance.
• What must performance appraisals contain?

  Specific, measurable, and realistic standards of performance.
• What is the purpose of criteria in performance appraisals?

  To serve as a standard for judging task performance.
• What are norms in the context of performance appraisals?

  Informal behaviors accepted in the workplace.
• How are appraisals often characterized in terms of specificity?

  They are often position-specific and competency-based.
• What is the goal of competency assessment?

  To identify problems with employee performance and correct them before they affect patient care.
• What does competence refer to?

  The state of having the correct or needed skills for the position.
• What are the methods of competency assessment?

  • Direct observation
  • Indirect observation
• What is direct observation in competency assessment?

  Watching the employee’s techniques during the examination process.
• What is the purpose of a custom-designed checklist in direct observation?

  To avoid subjectivity in the assessment.
• What is indirect observation in competency assessment?

  Gathering information through means other than looking at actual samples of work.
• What are the rating methods for performance appraisal?

  • Graphic Rating Scale
  • Essay Appraisal
  • Checklist Scale
  • Ranking Method System
  • Behaviorally Anchored Rating Scale (BARS)
  • Self-appraisal
  • Peer-to-peer appraisal
  • 360-degree evaluation
• What is the graphic rating scale?

  A behavioral method providing a ranking scale for performance from unsatisfactory to outstanding.
• What are the advantages of using a graphic rating scale?

  It is easy to use, understand, and revise, and is not time-consuming.
• What is an essay appraisal?

  It involves answering a series of questions about the employee’s performance in essay form.
• What is a checklist scale in performance appraisal?

  A series of questions where the manager responds yes or no.
• What is the ranking method system?

  Employees are ranked based on their value to the manager or supervisor.
• What is the behaviorally anchored rating scale (BARS)?

  It focuses on employees’ behaviors and avoids evaluating attitudes.
• What is self-appraisal?

  Employees rate themselves using the same form as the manager for comparison.
• What is peer-to-peer appraisal?

  It involves coworkers evaluating each other.
• What is a 360-degree evaluation?

  It invites feedback from all levels, including peers, subordinates, supervisors, and customers.