SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
1 Lecture What is
Define 2min Defination definition of
performance Performance appraisal is systematic , performance
appraisal? periodic and an impartial rating of an appraisal?
employees excellence in the matter
pertaining to his present job and his
potential for a better job
-flippo
A basic human tendency to make judgment
about those one is working with , as well as
about oneself.
-dulewicz (1989)
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
2 5 min Aims/Objectives/Purposes of Performance What is
Write Appraisal Lecture cum purposes of
purposes of disscssion performance
performance Generally, the aims of a performance appraisal are appraisal?
appraisal? to:
1. Give employee feedback on performance
2. Identify employee training needs
3. Form a basis for personnel decisions: Salary
increases, promotions, disciplinary actions,
bonuses, etc.
4. Provide the opportunity for organizational
diagnosis and development
5. Facilitate communication between employee
and employer
6. To improve performance through counseling,
coaching and development
7. To determine the job competence, i.e., to judge
whether employees are performing at an
acceptable level
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
8. To enhance staff development and motivate
personnel towards higher achievement
9. To establish standards of job performance
10. To reach an understanding about the objectives of
the job/agency.
11. To improve commitment and satisfaction
12. To provide documentation in case an employee
sues for wrongful termination
13. To help organizations determine if it is
meeting its goals.
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
Prerequisites for effective and successful
3 Discuss pre 5min performance appraisal
requisites for The essentials of an effective performance system are
effective and as follows:
successful Documentation: It means continuous noting and
performance documenting the performance. It also helps the
evaluators to give a proof and the basis of their
ratings.
Standards/goals: The standards set should be clear,
easy-to-understand, achievable, motivating, time
bound and measurable.
Practical and simple format: The appraisal format
should be simple, clear, fair and objective. Long and
complicated formats are time consuming, difficult to
understand, and do not elicit much useful
information.
Evaluation technique: An appropriate evaluation
technique should be selected; the appraisal system
should be performance based and uniform. The
criteria for evaluation should be based on observable
and measurable characteristics of the behaviors of the
employee.
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
Communication: Communication is an
indispensable part of the performance appraisal
process. The desired behavior or the
expected results should be communicated to the
employees as well as the evaluators.
Communication also plays an important role in
the review or feedback meeting. Open
communication system motivates the employees
to actively participate in the appraisal process.
Feedback: The purpose of the feedback should
be developmental rather than judgmental. To
maintain its utility, timely feedback should be
provided to the employees and the manner of
giving feedback should be such that it should
have a motivating effect on the employees' future
performance.
Personal bias: Interpersonal relationships can
influence the evaluation and the decisions in the
performance appraisal process. Therefore, the
evaluators should be trained to carry-out the
processes of appraisals without personal bias
and effectively.
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
Performance Appraisal
4 Describe tool 5 min Tools/Methods/Techniques of Performance
of Appraisal
performance The various methods and techniques used for
appraisal? performance appraisal can be categorized as the
following traditional and modern methods:
Essay appraisal method: This traditional form
of appraisal,also known as 'Free Form method'
involves a description of the performance of an
employee by his superior. The description is an
evaluation of the performance of any individual
based on the facts and often includes examples
and evidences to support the information. A
major drawback of the method is the
inseparability of the bias of the evaluator.
Straight ranking method: This is one of the
oldest and simplest techniques of performance
appraisal. In this method, the appraiser ranks the
employees from the best of the poorest on the
basis of their overall performance. It is quite
useful for a comparative evaluation.
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
Paired comparison: A better technique of
comparison than the straight ranking method, this
method compares each employee with all others in
the group, one at a time. After all the comparisons on
the basis of the overall comparisons,the employee are
given the final rankings.
Critical incidents methods: In this method of
performance appraisal, the evaluator rates the
employee on the basis of critical events and how the
employee behaved during those incidents. It includes
both negative and positive points. The drawback of
this method is that the supervisor has to note down
the critical incidents and the employee behavior as
and when they occur.
Field review: In this method, a senior member of the
HR department or a training officer discusses and
interviews the supervisors to evaluate and rate their
respective subordinates. A major drawback of this
method is that it is a very time consuming method.
But this method helps to reduce the superiors'
personal bias.
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
Checklist method: It is a method of recording
whether a behavior is present or absent, or
whether an action is taken or not. The advantage
of the checklist is the expectations of
performance are clearly identified in behavioral
language of employee. The disadvantage is that
it does not indicate the degree or frequency with
which a behavior occurs, and it is difficult to
construct.
Graphic rating scale: In this method, an
employee's quality and quantity of work is
assessed in a graphic scale indicating different
degrees of a particular trait. The factors taken
into consideration include both the personal
characteristics and characteristics related to the
on the job performance of the employees. For
example, a trait like Job Knowledge may be
judged on the range of average, above average,
outstanding or unsatisfactory.
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
Peer-review: It is a process where monitoring
and assessing work performance are carried out
by peers rather than by supervisors
5 Enlist modern 5 min Modern methods of performance appraisal
method of 1. Management by Objectives:
performance
appraisal? The concept of 'Management by Objectives'
(MBO) was first given by Peter Drucker in
1954.
It can be defined as a process whereby the
employees and the superiors come together
to identify common goals, the employees set
their goals to be achieved, the standards to be
taken as the criteria for measurement of their
performance and contribution and deciding
the course of action to be followed.
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
The essence of MBO is participative goal setting,
choosing course of actions and decision-making.
An important part of the MBO is the
measurement and the comparison of the
employee's actual performance with the standards
set. Ideally, when employees themselves have
been involved with the goal setting and the
choosing the course of action to be followed by
them, they are more likely to fulfill their
responsibilities.
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
2. 360° Performance Appraisals
360° feedback, also known as 'multirater
feedback,
is the most comprehensive appraisal where the
feedback about the employees' performance
comes from all the sources that come in contact
with the employee on his job.
360° respondents for an employee can be his/her
peers, managers (i.e. Superior), subordinates,
team members, customers, suppliers/vendors-
anyone who comes into contact with the
employee and can provide valuable insights and
information or feedback regarding the on the job
performance of employee
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
360° appraisal has four integral components:
1. Self-appraisal.
2. Superior's appraisal.
3. Subordinate's appraisal.
4. Peer appraisal.
6 Enumerate 5 min Benefits of performance appraisal
benefits of Systematic objective methods of assessing
performance the performance of employee
appraisal? Development of trustworthy relationship
between the head of the department and
faculty
establishing salary structure matching their
performance in meeting the organizational
goal
Advancement in career through promotions.
Motivation of employees to perform to the
best of their ability
Identification of employees weakness and
plan for training and development activities
Recognition and incentives for additional
performance or input
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
Ensure morale of the employees
The data can be retrieved any time through
proper documentation of the appraisal
Summary
It is a periodic formal evaluation of how well the
employee has performed his/her duties during a
specific time period.
Defination
Performance appraisal is systematic , periodic
and an impartial rating of an employees
excellence in the matter pertaining to his present
job and his potential for a better job
Traditional methods
Essay appraisal
Straight ranking method
Paired comparison
Critical incident method
Field review
Checklist method
Graphic rating scale
Peer review
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
Conclusion
Performance appraisal in nursing education is a
vital process that supports the continuous
improvement of both educators and students. By
systematically evaluating teaching effectiveness,
clinical skills, and professional behavior,
appraisals ensure that high standards of nursing
education are maintained. They promote
accountability, encourage self-reflection, and
guide professional development. Ultimately,
effective performance appraisal contributes to
better educational outcomes, enhanced clinical
practice, and improved patient care in the long
term.
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
Introduction
The employee performance appraisal is a
sensitive and important part of the management
process, requiring much skills
When accurate and appropriate appraisal
assessments are performed, the outcome can be
very positive
It is a powerful tool to calibrate, refine and
reward the performance of the employee. It helps
to analyze his achievements and evaluate his
contribution towards the achievements of the
overall organizational goals
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
SR SPECIFIC TIME CONTENT TEACHING AUDIO EVALUATION
NO OBJECTIVE LEARNING VISUAL
ACTIVITY AIDS
