Chapter Six : - Performance evaluation

Chapter Six

- Performance evaluation

:Content

Definition of calendar.
The purpose of evaluating employee performance.
The main axes of the calendar.
The purpose of each axis of the evaluation.
Components of the evaluation process.

Definition of performance evaluation:

Performance evaluation is the identification and evaluation of the nurse's level of competence at the present time according to specific and objective standards and methods that must be available to the job holder.

Know the performance appraisal process:

It is a process that aims to determine the worker’s performance, introduce him to him and how he should perform his work, and design a plan for the worker’s development. Performance evaluation not only defines the worker’s level of performance, but also influences his level of performance in the future.

The concept of job performance evaluation :

Job performance evaluation can be defined as the process of measuring employees’ behaviors in the work environment, their characteristics related to their jobs, and the results of their work, on a regular and periodic basis, by a person or group of people who are appropriately aware of their performance.
Evaluation is not a goal in itself, but rather a means that ultimately aims to motivate individuals, help them modify their behavior in a positive way, push them to develop their performance, and then raise the organization’s productive efficiency.
In general , performance evaluation systems aim to achieve the following goals :

- Assist in planning manpower.

- Distributing work to workers according to their abilities and skills .

- Improving the employee selection process.

- Determine the training needs of employees as well as the impact of training on performance.

- Fairness and accuracy in rewards.

- Identifying individuals who can be promoted , and discovering qualified workers to fill leadership positions.

- Helping improve the level of performance , and paying attention to indicators of inefficiency at work.

- Providing feedback to employees about their performance levels.

Performance evaluation objectives:

Administrative objectives:

Decisions of promotion, transfer and demotion .
Decisions to renew or terminate contracts .
Decisions to enroll employees in training and development programs .

Objectives of guidance and counseling:

Highlighting weaknesses and strengths.
Guiding employees to training or rehabilitation programs.
The organization reconsiders existing incentive programs and raises satisfaction levels.

Objectives of scientific research:

Verifying the integrity of the recruitment and selection processes.
Evaluating procedures and systems for incentives and employee satisfaction.
Evaluation of training programs .

Explain the importance of the calendar?

Discovering deficiencies in performance
Develop and improve performance
Achieving goals
Finding solutions to shortcomings in performance
It reveals the latent energies and abilities of individuals
Detecting workers whose abilities, aptitudes, and skills do not match the work they do
Benefiting from previous experiences.
Employing energies
Empowering individuals’ confidence in their institutions
It helps members benefit from each other

- Enabling workers to know their strengths and weaknesses in their work and working to avoid and get rid of shortcomings and weaknesses .

- A method for detecting weaknesses in systems, procedures, laws, work methods, and standards followed and their validity;

- It is useful in raising the morale of employees and strengthening connections and relations between the boss and the subordinate

It represents an opportunity for workers to correct their mistakes, work to avoid them, develop their skills, achieve the promotion they aspire to, and obtain lucrative rewards and compensation.
It is useful in reducing the rate of negatives in employees’ behavior, such as absence, neglect, and lack of enthusiasm for work.

- It contributes to revealing the untapped latent competencies of employees.

*The importance of the performance evaluation process

** Its importance at the managerial level:

1- Urging teachers and supervisors to develop their skills and intellectual capabilities and enhance their creative abilities to reach a sound and objective evaluation of the performance of their subordinates.

2- Urging managers to develop good relationships with subordinates and approach them to identify problems and difficulties.

2- Its importance at the employee level:

It makes the worker feel more responsible in order to increase his feeling of justice and that all his efforts are taken into account by the organization .
Motivate the worker to work diligently, seriously, and sincerely, hoping to win the respect and appreciation of his superiors, morally and financially.

Calendar foundations :

Commitment to clear and specific goals
Inclusion for all types and levels of goals
It must be carried out according to clear standards such as (justice - knowledge - credibility... etc.)
The evaluation should be a collaborative process.
To be continuous

Important conditions for the success of applying the performance evaluation method :

The evaluator must be a motivator for sound, objective evaluation.
The evaluator should use appropriate standards to measure performance.
These criteria must be derived from the job description of the job whose performance is to be evaluated.
The evaluator must be responsible for the results of his evaluation.
The assessor must understand the method used, and be trained on how to use it efficiently.
The evaluator must be able to actually observe the employee’s behavior while performing his job.
Human biases and errors should not affect the evaluation process.
The evaluation method must be properly designed - taking into account scientific and practical foundations.
The method used should facilitate subsequent procedures, such as interviews and professional consultation.
The method must be consistent with the culture of the institution, which must be characterized by objectivity and the desire to achieve the goals of work and employees.

* Elements of the employee performance evaluation system :

Determine the purpose: This is the goal that management seeks to achieve through the process and its collection of this information and data .

Providing information to the workers themselves about the quality and efficiency of their work performance in order to gain knowledge and improve performance for the better.
Determine the level of pay, competencies, and bonuses that an individual can receive in exchange for performance.
Identify the work and tasks that can be assigned to the employee, in case these tasks are needed.
Identifying deficiencies in the individual’s performance and his need for improvement and development through training efforts.
Forcing managers to link the behavior of their subordinates to the results of the work and its final value.

Performance evaluation process :

The performance evaluation process consists of five steps:
A common understanding between the boss and the subordinate.
Official recording of performance in the performance evaluation form.
Continuous evaluation of performance.
Objective discussion of the evaluation result.
Appropriate official procedures for the evaluation results.

Performance evaluation responsibilities

1- Direct Boss

He is the person most capable of evaluating the abilities, achievements, weaknesses, and strengths of his subordinates. On the other hand, the subordinates’ awareness and knowledge of the skills and seniority of their boss makes them not mind that he is their primary evaluator.

2- The immediate boss :

The direct superior evaluates the subordinate regardless of the extent to which this agrees with the desire of management. The reliance on the Chairman results from the goal of satisfying the company’s desires without conflict.

3-Committees:

It is composed of department heads - who are directly responsible to the employee at the evaluation site and who have previous connection and knowledge with it. This guarantees fairness and impartiality in the evaluation, but the time these committees take takes a long time.

Human resources management experts or insiders:

They are required to be aware of the nature of the job being evaluated, and their responsibilities are to meet those conducting the evaluation and explain the elements of the evaluation, the required method of evaluation, and the method of measurement. They are then asked to take implementation steps .
The boss evaluates his subordinates.
Subordinates evaluate their boss.
Colleagues evaluate each other.
A group of evaluators conduct the evaluation

Mention the benefits of the process of measuring and evaluating job performance?

Raising morale among employees:

When employees feel that their efforts are appreciated by management, an atmosphere of good relations will prevail between them and management

Notifying employees of their responsibilities:

When the worker feels that the results of the evaluation will result in making a set of decisions that will affect his professional future, he will do his best in his work.

A means to ensure fair treatment.
Oversight of superiors.
Continuing oversight and supervision.
Evaluate selection and training policies.
Controlling recruitment and transfer processes.
Achieving discipline and commitment to work.
Detecting training needs.
Determine incentive rewards and grant bonuses .

Characteristics of an effective performance appraisal system :

Clear goals and standards. Validity
Reliability
Linking individual results to organizational results
It can be applied
Provides feedback
Catalyst
It takes into account the human touch of workers
Futuristic
It helps managers reward high performance and achievement
Aligned with the organization's policy.

Qualities that must be present in a resident person:

To have practiced evaluating employees’ performance and appreciated its results and responsibilities.
To be familiar with the employee’s work.
His judgments are based on accurate and realistic standards.
It is based on facts and not personal impressions or opinions.
Evaluates all employee actions and qualities.
He does not cope with personal considerations or external pressures.

Common difficulties and errors:

Resident leniency.
Influenced by personal considerations.
Decreased resident motivation.
The resident or employee is not familiar with the work of the job.
The evaluator's inability to accurately distinguish between individuals.
The work environment and human relations between the boss and superiors.
Fear of confronting employees with unpleasant news.
Believing that evaluation for high-level professions is unnecessary.
Because the evaluation process takes a lot of time and effort from them.
The performance evaluation process is subjective and has no justification.

Problems with evaluating employee performance :

- Personal impressionThis impression is represented by the president’s reliance on his evaluation of the individual’s performance Based on a false assumption, an example of this is when the president assumes that an excellent person In a certain job, he is excellent in the rest of the work, so an evaluation of this person’s performance is based On someone's wrong impression.

- Discrimination: Which depends on personal relationship, kinship, religion, sect, or region Or the party.

Fear of hurting employees' feelings .

- LeniencyIt is based on giving general positive results to employees regardless of their actual performance .

- ExtremismWhere the supervisor gives low grades or evaluation due to the nature of the supervisor himself and his personal qualities - neutrality or mediation.

: Supervisors give average ratings due to the lack of data Specific criteria capable of classifying employees within their true capabilities .

- Feeling guilty . Some managers often feel guilty when they carry out the process of evaluating the performance of employees, especially when the results of the evaluation process result in some negative effects on the employees in terms of promotions, incentives, and continuing work. So managers must overcome such feelings; So that they can perform the evaluation process efficiently and effectively .

*Suggestions to improve the level of the calendar: