Comprehensive Faculty Appraisal and Development

System Using Data Analytics and Data Visualization

Pratik Borse Aishwarya Chinchpure

Department of Information Technology Department of Information Technology
Pimpri Chinchwad College of Engineering Pimpri Chinchwad College of Engineering
Pune, India Pune, India
borse.pratik1@gmail.com ashwarya23595@gmail.com

Rajat Singh Deepak Dr. Swati Shinde, Professor

Department of Information Technology Department of Information Technology
Pimpri Chinchwad College of Engineering Pimpri Chinchwad College of Engineering
Pune, India Pune, India
rajatsinghdeepak@gmail.com swaatii.shinde@gmail.com

Abstract— Performance Appraisal is the process of evaluating employee contributes to the organizational growth as well as
the performance of employees, sharing this evaluated his/her career growth. [1]
information with them and discovering new possibilities to
A performance appraisal or, also known to be performance
improve them. review and performance evaluation- is a method by which
The proposed “Comprehensive Faculty Appraisal and work performance of an individual is recorded, analyzed
Development Using Data Analytics and Visualization” can serve
and evaluated in order to track his/her periodic growth. This
appraisal process takes place periodically to ensure a regular
as all in one data evaluation, report generation and data analysis check over the performances of employees and the
system with a promising audience. By using a web based organization as a whole. Also it helps estimate, how near or
far is an organization is from realizing its vision and
application for performance appraisal, the current appraisal
mission. The way in which the performance of an employee
system can be extended into a simpler, easier and more accurate is progressed in an organization determines the probable
performance appraisal system. success or failure of the organization. Thus, improving the
performance of every employee should be amongst the top
To create a comprehensive faculty appraisal system to digitize
most priorities of any modern-day organization.
and automate the process of data entry, reduce the time intended
in doing all the manual processes involved, provides easy Some important motives of a performance appraisal system
are improving employee performance, terminating an
handling, recording and retrieval of records, reduce the
employee’s contract, deciding a promotion or demotion,
resources allotted for the multiple copies of the evaluation form, validating an employee’s skills, and more. While there are
increases the confidentiality and credibility of data and improve many potential benefits of performance appraisal, there are
also a few hitches. For example, a performance appraisal
the accuracy and efficiency of the current performance appraisal
may result in a legal conflict if not executed appropriately,
system. because a lot of employees may not accept appraisal system
procedures.
Keywords— performance appraisal; faculty appraisal; data
analytics; data visualization. The main reason behind using the performance appraisals is
the improvement of employee performance, firstly at an
I. INTRODUCTION employee level and then at an organizational level. Other
Every individual working in an organization has to undergo secondary reasons include as a development in research, to
find a need of training and create personal objectives for
a very crucial process of appraisal system to attain
training, to help with communication as a means of
individualistic as well as organizational excellence. A documentation to help in keeping a record of decision
faculty system is attributed to many ways in which an

978-1-5386-5257-2/18/$31.00 ©2018 IEEE

and legal requirements and also in salary administration, for A.3 Grading Method
sharing feedback with the employee. Furthermore, appraisals In this method, grades are carefully predefined in mainly three
can aid in deciding the job criteria and selection of individuals. categories: excellent, average and poor. There can obviously
An appraisal can be a part of managing and observing the be more than three grades in order to categorize the employees
employee’s career development. more precisely. Each employee’s performance is compared
I. BACKGROUND WORK with the predefined grade definitions. The employee is then
given a grade according to his/her performance. Such type of
In the discussion that follows, each method under traditional evaluation and assignment of the grading is done periodically
and modern categories are described briefly. to keep a track of employee progress. One of the major
Performance is determined by considering relevant criteria setback of the approach can be the fact that the evaluator can
such as teaching capability, professional accomplishments, be partial towards his/her subordinates and may rate them
service to professional societies, direction of graduate students higher than the others.
as well as professional activities in the community. [2]
B. Modern Methods
A. Traditional Methods

A.1 Ranking Method B.1 Management by Objectives

This method is one of the most fundamental and straight This method was given by Peter F. Drucker. According to
forward method of performance appraisal. Here, the employee him, the performance of an employee could be assessed on the
is compared with other employees. It is one of the most basis of the targets achieved by him/her which were set by the
fundamental and easiest methods of performance appraisal in organization.[4]Firstly, the management sets the goals and
which the employee is compared with all other employees by informs about them to the employees and later, the
creating an ordered list of employees based on their worth. [3] performance of an employee is compared with these goals and
The employees are categorized from the highest to the lowest is evaluated on this basis. In case the employee is not able to
or from the best to the worst. Throughout the process the fulfill the pre-determined goals, then the organization decides
employee with highest and lowest are determined and then a new strategy or policy that should be adopted for the
subsequently next highest and lowest are determined. Thus, accomplishment of unattainable goals.
ranks are given to each and every employee based on these
marks. So, if there are n number of employees to be appraised,
there will be n ranks from 1 to n. B.2 Psychological Appraisals
This is one of the most commonly used methods of
performance appraisal, where a psychologist evaluates the
A.2 Paired Comparison
employee’s potential for future performances instead of
In this method, one employee is compared with the rest of the focusing on the previous ones. In this method, the
employees on a “one-on-one” basis, usually based on a single psychologist conducts a number of in-depth interviews,
attribute only. The person in charge for evaluating the psychological tests, discussions with the supervisors and the
employees is given a set of cards with the name of a pair of reviews of other assessments. This assessment is carried out to
employees on each card. The evaluator puts a tick marks define the intellectual, emotional, motivational and other
against the employee whom he/she considers to be better in related characteristics of an employee that are necessary to
both. The frequency with which this employee is compared predict his/her potential for the future performance.
with others determines his or her final ranking. The total
number of possible pairs of a given employee with other
employees is given by following formula:
N (N-1)/2;
Where N is the total number of employees to be evaluated.

Figure 1:Paired Comparision

Figure 3: Psychological Appraisals

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B.3 360 - Degree Feedback The Comprehensive Faculty Appraisal and Development
This is a feedback method where the details of an employee’s System with Data Analytics and Data Visualization is a well-
performance are collected from other employees such as defined web-based application with a front-end and back-end.
superiors, peers, colleagues and team members. In this The front-end comprises the web application with a user-
method, the employee is asked about himself, i.e. what he friendly interface through which the users can carry out the
feels about his own performance, and then accordingly he can appraisal process. The system administrator allocates user IDs
realize his strengths and weaknesses. Also, the peers or team and passwords to the users. The system administrator also
members are asked about assessor’s performance through assigns various roles to the users that define their access
which the employee knows what others feel about him and can rights. The users use the automated appraisal forms for self-
overcome his disbeliefs if any. appraisal. The data generated through these forms is stored at
the local Microsoft SQL server. This stored data is then
uploaded on the Microsoft Azure Cloud to ensure a secure
environment as well as data analytics and visualization
provisions. The uploaded data on the cloud is any time viable
to the system administrator for monitoring and modification
purposes. This system simplifies the job of analysing one’s
performance through the means of Data visualization
techniques such as Bar Graphs and Pie Charts etc.

C. Front End
The Front end of the application consists of the web
application which contains the faculty appraisal forms. A
faculty member has to log into his/her account first to access
these forms. After logging in, the user has to give input values
for various fields. With the help of server side scripting,
Figure 3:360- Degree Feedback calculated values will be displayed accordingly which means
that the user need not worry about calculations. The System
Administrator has the power to allow or deny access to
II. PROPOSED SYSTEM particular files on the website. This is done with the help of
the Website Administrator Tool. The data generated after
The proposed system for the Faculty Appraisal filling the forms is then stored in the MSSQL Server.
System is a web based application which can be accessed by
the faculty over the internet. This application will take care of D. Back End
capturing the appraisal data and sending it to the cloud for
further analysis. This web application will be created using The MS SQL Server forms a part of the back end of the
Microsoft Visual Studio 2017 in the form of .aspx web pages. system, the other part being the Microsoft Azure Cloud
This will basically form a website which will later be Services. The data stored in the MS SQL Server is sent to the
deployed on the internet using the Microsoft Azure Web Azure Cloud where it can further be processed. Azure
Publishing tool. The application architecture is mainly divided provides various data analytics and visualization services
into two parts viz. Front-end and Back-end. which prove very useful in evaluating the generated data. This
data is then sent back to the MS SQL Server which in turn
A. System Requirements generates a report about their performance appraisal.

A.1 Hardware Requirements:

1. Intel® Core™ i5-6200 CPU @2.30GHz (or higher)
2. 8.00 GB RAM (or higher)

A.2 Software Requirements:

1. Windows OS (7 or Higher)
2. Microsoft Visual Studio (Community 2017 or better)
3. Microsoft SQL Server
4. Microsoft Azure Cloud Computing Platform and Services

B. System Framework
General framework of The Comprehensive Faculty Appraisal
and Development System with Data Analytics and Data
Visualizationsystem is illustrated in Fig. 5. Figure 4: System Architecture

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E. Module Design
The system has been split up in different phases- Form
Automation, Database Creation, Forms and Database
Connectivity, Data Analysis and Data Visualization- for its
implementation.

Principal Form

Dean Form

HOD Form Professor Form

Figure 6: User Interface
Forms Automation
Performance Appraisal System

Associate Professor
Teaching Staff Form
Form
Database Creation
Assistant Professor C. Database Designing and Connectivity
Form
Forms and Database
Connectivity
Non Teaching Staff
To ensure smooth data transactions in the system, it was
Technical Staff Form
Form necessary to select the right database management system. The
Data Analysis Microsoft SQL database was chosen because it provided
perfect compatibility with the .aspx Web Forms. Since MS
Data Visualization SQL Database is a relational database, it was easier to design
the table schemas with the appropriate data types for different
attributes.
Figure 5: Module Design

Imports System.Data.SqlClient: This import is used to connect

the .aspx Web Forms as an SQL Client to the MS SQL Server.
III. IMPLEMENTATION myconn=New SqlConnection()
A. Introduction myconn.Open()
myconn.Close()
To design a good web-based appraisal system, the system Above commands have been used to connect to the correct
needs to be user-friendly, efficient as well as accurate. The database and tables.
entire system implementation can be categorized into four
distinct phases: D. Data Generation and Storage
a. User interface design The .aspx Web Forms contains text boxes to accept input
b. Database designing and connectivity values from the user. Once the user inputs the required values,
c. Data generation and storage they need to be stored in the database.
d. Data visualization and analytics

B. User Interface Design This was done with the help of the following commands:
cmd= New SqlComand(sqlstring, myconn)
The user interface has been designed with the help of cmd.ExecuteNonQuery()
Microsoft Visual Studio. The interface is in the form of web
pages programmed using ASP.NET, Visual Basic and C#. The
primary criterion considered during user interface designing E. Data Visualization and Analytics
was to keep the web forms simple, easy to understand and Sometimes it becomes fairly difficult to view data as tables.
validated. Hence, with the help of different data visualization methods
System.Web.UI.Page: It represents an .aspx file, also known such as, Pie charts, bar graphs, line graphs, etc. it becomes
as a Web Forms page, requested from a server that hosts an easier to understand the data. Once the data is stored in the
ASP.NET Web Application. database, we can analyze this data to generate results for user
specific queries. For example, classification can be carried out
to classify or assign a grade to the user based on the
marks/score obtained.

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 V. RESULTS

A. Login Form

Figure 7: Login Form

B. Academics Form

Figure 8: Academics Form

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D. Total Overall Score the cost of otherwise required resources exponentially. The
use of variousData Visualization techniques will make it
easier for the authorities to evaluatethe performance of a
single faculty, a group of faculty as well as a
completedepartment.
The use of Microsoft Azure Cloud services would provide a
safe and securemedium for data processing. Various Data
Analytics algorithms can be applied to the generated data
further improving the quality and accuracy of the evaluations.

VI. FUTURE WORKS

Every application demands continual transition and updating
according to the requirements and that every application
leaves a room to expand its arena of usability. The
Comprehensive Faculty Appraisal and Development System
Using Data Analytics and Data Visualization is no different.
After execution of the proposed system, the application can
readily be used for future developments. With the increase in
spectrum of users and depth of data, the system can be
reconfigured to adapt the input data and maintain its accuracy.
Figure 10. Total Overall Score
Also, according to the user requirements, data analysis using
E. Breakdown of Score Different machine learning algorithms can be programmed
into the system.
Various data visualization techniques including heat maps,
plotters, line graphs, histograms, etc. can also be conveniently
added into the existing system. Any of the above
developments are viable to the programmers due to the
system’s developer-friendly nature.

VII. REFERENCES

[1] J Dienemann, C Shaffer. “Faculty performance

appraisal systems: proceduresand criteria,” Journal of
professional nursing, 1992
[2] https://www.bu.edu/handbook/appointments-and-
promotions/evaluation-of-faculty-performance/
(as on 14/11/2017)
[3] http://www.yourarticlelibrary.com/performance-
appraisal/performance-appraisalmethods-
traditional-and-modern-methods-with-example/35492/
(as on 14/11/2017)
[4] http://businessjargons.com/modern-methods-of-
Figure 11. Breakdown of Score performance-appraisal.html
(as on 14/11/2017)
[5] https://www.lucidchart.com/pages/uml-class-diagram
IV. CONCLUSION [6] http://www.managementstudyguide.com/performance-
By using a web based application for performance appraisal, appraisal.html
the current appraisalsystem can be extended into a simpler,
easier and more accurate performanceappraisal system. This
application can be used for data storage, retrieval,
visualization and analytics as well as accurate report
generation and performance evaluation. Moreover, using a
digital medium to carry out the appraisal process can cut down

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