Performance Evaluation Process free essay sample

In the performance evaluation process, there are three major techniques to assessing an individual’s proficiency in the occupational workplace. They are Individual Evaluation Methods, Multiple-Person Evaluation Methods and Management by Objective. Each one of these focuses on different aspects of the evaluation process, but in the end, they all come up with near the same conclusion, job performance. 1 As defined in the book, performance management is the process by which executives, managers, and supervisors work to align employee performance with the firms’ goals. An effective performance management process has a precise definition of excellent performance, uses measurements of performance, and provides feedback to employees about their performance. Thus, it defines, measures, monitors, and gives feedback. Performance evaluation is a crucial part of a firm’s performance management process. 1 Reliability, Relevance, Sensitivity and Practicality are 4 characteristics that criterion should in order to be effective. These definitions can be defined loosely, however, to me they represent what a supervisors’ basis of evaluating be judged by. We will write a custom essay sample on Performance Evaluation Process or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Reliability is one who is accurate, honest and dependable on achievement. Relevance is what is bearing upon or connected with the matter at hand; otherwise, it is what is pertinent. Sensitivity is just what it says, it is the state or quality if being sensitive, for example, the rater needs to consider the needs of the individual. And practicality is one who is pretty much sensible and refers to good judgment to make a decisive decision. There are different people within the organization, dependent upon the size and capacity of the corporation, to conduct the job performance evaluations and determine the result of each individual’s achievement. Whether it is done by peers, multiple supervisors, outside influences, people underneath, or even by self-evaluations the conclusion will be the same, but how you get to that point, everyone takes a different route. The organization that I am currently working for, the evaluations that we do are done by our department heads. Since I am a technician, I do not necessarily have much authority there, for obvious reasons. There are LPNs, then we have RNs, and above them are charge nurses, and the charge nurses are what you refer to in the business field as managers, or supervisors. After you have charge nurses you have the DRs and then come the department directors. The directors are usually nurses who have worked in the hospital field for some time and have some sort of management background. Like I mentioned earlier, the three major techniques to assessing an individuals’ performance can be broken down into subcategories. Individual Evaluation Methods can include graphic rating scale, forced choice, essay evaluation, critical incident technique, checklists and weighted checklists, behaviorally anchored rating scales and behavioral observation scales. Multiple-Person Evaluation Methods can include ranking, paired comparison and forced distribution. According to the book, Management by Objective is its’ own category. For the purpose of time and argument, I am not going not to go into depth about each and one of these styles of evaluation. It would make sense that the human resources department would perform the evaluations, but when you work in a business that employs over 1500 people, not only would it be a little hard for the HR department to conduct at least the once a year performance scopes, but also knowing which department they work and using that departments guidelines as a basis for their performance. Furthermore, the HR officer does not have a full understanding on what takes place in that specific department or how that employee is performing on a day to day basis. So, from what I was told, that is why they have the department directors perform the yearly assessments. My father actually used to be one. He was the Director of Pharmacy for almost 20 years, until he stepped down and became the Director of Chaplain Services, which has been almost 5 years doing that. Essay evaluation is the job performance evaluation that is conducted, at least in the department I work for. The reason being is that our department is small and it consists of about 2 RNs, 1 LPN, 3 Technicians, a Physician and sometimes another floating LPN, if we are lucky enough and busy enough. It doesn’t really take more than like an hour for our director to get through all of us, and especially being so small, she talks to us throughout the year anyway, so the yearly reviews are more like a recap of what we discussed throughout that past year.