HOLY CROSS COLLEGE OF NURSING, KOTTIYAM

NURSING EDUCATION
MICROTEACHING
ON
PERFORMANCE APPRAISAL

SUBMITTED BY SUBMITTED TO
Ms. NISHA JUSTIN Sr. ANCY JOSE
1ST YEAR MSc NURSING ASSOCIATE PROFESOR
HOLY CROSS COLLEGE HOLY CROSS COLLEGE
OF NURSING, KOTTIYAM OF NURSING, KOTTIYAM

SUBMITTED ON:3/02/2020
 General objective

At the completion of the class the group will gain the adequate knowledge regarding performance appraisal and will be apply this knowledge
skillfully with a positive attitude.
SI TIME SPECIFIC CONTENT TEACHING STUDENT AV EVALUATION
NO OBJECTIVE ACTIVITY ACTIVITY AIDS

INTRODUCTION

Performance appraisal is a method of

evaluating the behaviour of employees
in the works spot, normally including
both the quantitative and qualitative
aspects of job performance.

DEFINITION
Student Students are LCD
define the
The process of interaction, written
teacher listening
performance
documentation formal interview and
define
appraisal
follow up that occurs between manager
performance
and their employees in order to give
appraisal
feedback, make decisions, and cover fair
employment practice law.

 Performance Appraisal is the

systematic, periodic and impartial
rating of an employee's excellence, in
 matters pertaining to his present job
and his potential for a better job. “
(Edwin Flippo)
 Performance Appraisal is the
systematic evaluation of the
individual with regards to his or her
What is
performance on the job and his
performance
potential for development.
appraisal?
(Dale beach)

PURPOSE OF PERFORMANCE
enlist the APPRAISAL Students are
chart
purpose of Student actively
performance  Identify employees who are eligible teacher enlist listening
appraisal for salary increase. the purpose
of
 Generate data to take personnel
performance
decisions such as promotion, transfer
appraisal
and lay-off or termination decision. What is the
purpose of
 Determine the training and
performance
development needs of the employees
appraisal?
describe the Students are
elements of a THE FIVE KEY ELEMENTS OF A Student actively
LCD
performance PERFORMANCE APPRAISAL teacher listening
appraisal describe the
Measurement: Assessing performance elements of a
against agreed targets and objectives. performance
appraisal
Feedback: Providing information to the
individual on their performance and
progress.

Positive Reinforcement: Emphasising what

has been done well and making only
constructive criticism about what might be
improved.

Exchange of Views: A frank exchange of

views about what has happened, how
appraisees can improve their performance,
the support they need from their managers to
achieve this and their aspirations for their
future career .
 Agreement: Jointly coming to an
understanding by all parties about what
needs to bedone to improve performance Which are the
generally and overcome any issues raised in elements of a
the course of the discussion. performance
appraisal?

explain the PRINCIPLES. Students are

principles Student taking down
• Asses performance in relation to teacher notes
palm
behaviourally stated working goals. explain let
• Observes total work activities. principles
• Compare supervisor’s evaluation
with employee’s self-evaluation.
• Indicate which job areas have highest
priority for improvement. What is the
• Purpose of evaluation is to improve principle of
work performance and job performance
satisfaction. appraisal?
enumerate the FEATURES OF PERFORMANCE Students are
features of APPRAISAL. Student actively
performance teacher listening
appraisal • Systematic description of an enumerate Leaf
lets
employee’s job relevant strengths the features
and weakness. of
• To find out well the employee is performance
performing the job. appraisal
• Appraisals are arranged periodically
according to the definite plan. What are the
• It is not a job evaluation but refers to features of
how well someone is doing the job. performance
• Play should be assigned to the job. appraisal?

explain the NEED FOR PERFORMANCE Students are

need of APPRAISAL. observing
performance Student
appraisal • Provide information about teacher
performance ranks. explain the
• Provide feedback information about need of
level of achievement and behaviour performance
of subordinates. appraisal
• Provide information which helps to
council the subordinate.
• Provide information to diagnose
 deficiency in employee regarding
skill knowledge etc.
• To prevent grievances and in What are the
disciplinary activities. needs for
performance
PRE – REQUISITES OF appraisal?
PERFORMANCE APPRAISAL
explain the pre SYSTEM: Students are
requisites of listening
performance 1. Documentation means Students
– actively and
appraisal continuous noting and documenting teacher contributing
system the performance. It also helps the explain the more points
evaluators to give a proof and the pre requisites
basis of their ratings of
performance

2. Standards / Goals – the standards appraisal

set should be clear, easy to
understand,achievable, motivating,
time bound and measurable.

3. 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. It is found that,
involving performance appraisals
often claim adverse impact as a
result of the type of rating format
used, more specific rating criteria
will lead to lessened adverse impact.

4. Appraisal technique – An
appropriate appraisal 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 behaviour
of the employee. The appraisal
techniques should be easy to
administer, implement and
economical to undertake.

5 Diary – Keeping - The study was

designed to examine how structured
diary keeping, and the nature of the
appraisal instrument, might be
related to affect-appraisal
relationships. The study came up
with the findings that having rates
keep performance diaries actually
increased the strength of the
relationship between affect and
ratings.

6. Communication –
Communication is an indispensable
part of the Performance appraisal
process. The desired behaviour 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.

7. 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.

8. Personal Bias – Appraisal being a

complex affair, training should be
provided to the appraisers on certain
aspects like insights & idea on
rating, documenting appraisals,
 conducting interviews etc.
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.

9. Emphasis on Objectives: An
effective performance appraisal Which are the
system should emphasis individual pre requisites of
objectives, organizational objectives performance
and also mutual objectives. appraisal?

PERFORMANCE APPRAISAL
PROCESS

1. Setting the performance standards:

describe the The first step in the process of performance Students are
performance appraisal is setting up of the standards which listening
appraisal will be used as a benchmark to compare Student
process actual performance of the employees. This teacher
step requires setting the performance criteria describe the
to judge performance of the employees as performance
successful or unsuccessful of the degrees. To appraisal
be useful standards to the desired result of process
each job. The standards set should be clear,
easily understandable and in measurable
terms. In case the performance of the
employee cannot be measured, great care
should be taken to describe the standards.

2 Communicating the standards:

There are two parties involved in
performance appraisal: appraiser and
appraisee. Appraiser is one who does the
appraisal and the appraisee is the one whose
performance is evaluated.

3. Measuring the actual performance:

The most difficult part of the performance
appraisal process is measuring actual
performance of the employees i.e. the work
done by the employees during a specified
period of time. It is a continuous process
which involves monitoring the performance
throughout the year. This stage requires
careful selection of the appropriate
techniques of measurement such as personal
observation, statistical reports, and written
reports for measuring the performance.

4. Comparing actual performance with

desired performance:
At this stage, actual performance is
compared with the desired performance or
performance standards. Comparison reveals
deviations in the performance of the
employees from set standards. This
comparison can show actual performance
being more than the desired performance or,
actual performance being less than the
desired performance.

5. Providing feedback:
 Result of the appraisal is communicated and
discussed with the employees on one-toone
basis. The focus of this discussion is on
communication and listening. The results,
problems and possible solutions are
discussed, with the aim of problem solving
and reaching consensus. The feedback
should be given with a positive attitude as
this can have an effect on the employees’
future performance. The purpose of a
meeting should be to solve the problems What are the
faced and motivate the employees to performance
perform better. appraisal
process?

PERFORMANCE EVALUATION
TOOLS

list out the • Traditional rating scale. Students are

• Essay evaluation.
performance listening
• Forced distribution evaluation.
evaluation • Check list methods Student actively
tools • Simple check list method. teacher list
• Weighted check list
out the
 • Forced choice method performance
evaluation
Traditional rating scale.
In this several performance dimensions tools
are generated and not based on job
analysis instead they are generated
arbitrarily.

Essay evaluation.
It is an evaluation method in which an
employee’s performance is described
through a detailed written narrative.ie, the
strengths and weaknesses of the appraise.

Forced distribution evaluation.

It is an evaluation method in which
employees are rated in a fixed method
similar to grading on a curve.

Check list methods

It is a simple rating technique in which the
supervisor is given a list of statements or
words and asked to check statements
representing the characteristics and
performance of each employees.

Simple check list method

The check list consists of a large number
of statements concerning the employee
behaviour. The rather checks to indicate if
the behaviour of employee is positive or
negative to each statement.
Weighted check list
It involves weighting different items in a
check list having a series of statements
about an individual to indicate that some
are more important than the others. The
rater is expected to look into the questions
relating to the employee’s behaviour.

THE APPRAISER

• The appraiser may be any person

who has through knowledge about
job content, contents to be appraised,
standards of contents, and who
observes the employees while
performing a job. Typical appraisers
are: Supervisors, peers, subordinates,
employees themselves, consultants.
• Supervisors – They include superiors
of the employee having knowledge
about the work of the employee and
department head or manager.
• Peers – Peer appraisal may be
reliable if the work group is stable
over a reasonably long period of time
and performs tasks that require
interactions.
• Subordinates – The concept of
having superiors rated by sub
 ordinates is being used in most
organizations today. Especially in
developed countries
• Self-appraisal – This is to make
understand the individual the
objectives they are expected to Which is the
achieve and the standards by which
performance
they are to be evaluated, they are to a
great extend in the best position to appraisal tools?
narrate the appraise their own performance. Students are
problem in PROBLEMS IN PERFORMANCE
listening
performance EVALUATION Student
evaluation 1. Halo effect – Over emphasizes a teacher
positive effect, over rates total narrate the
performances.
problem in
2. Homs effect – Over emphasizes a
negative event, under rates total performance
performance. evaluation
3. Central tendency error –
Performance is not observed.
Medium rating given for all tasks.
4. Self-aggrandizing effect – Rates
worker so as to create favourable
view of manager.
5. Recency error – Length of the time
over which behaviour is evaluated.
6. Ambiguous evaluation standard What are the
 problem – It forms rating scales that problems in
include word such as outstanding performance
and above average, satisfactory or
evaluation?
needs improvement, but different
managers attach different meanings
to the words.

SUMMARY

As far as we have seen definition, purpose,

key elements, features, needs, pre requisites,
evaluation tools and problems of the
performants appraisal, and the performance
appraisal process.

RECAPITULATION
What is performance appraisal?
What is the purpose of performance
appraisal?
What is the principle of performance
appraisal?
What are the features of performance
appraisal?
What are the needs for performance
appraisal?
Which are the pre requisites of performance
appraisal?
What are the performance appraisal process?
Which is the performance appraisal tools?
What are the problems in performance
evaluation?

ASSIGNMENT
Make a sample performance appraisal
checklist format?
Venue; I MSc nursing class room
Date; tomorrow
Time; 3.30 pm

CONCLUSION
performance appraisal is a major component
of the evaluating or controlling function of
nursing management. The performance
appraisal process will govern employee
behavior to produce goods and services in
high volume and high quality.

STUDENTS REFERENCE

 Shebeer p basheer , text book of

nursing education; page ,541-543
 Heras, miguel. "from performance
measurement to performance
management." full time mba
electives (1995): 76.
 Murphy, kevin r., and jeanette n.
cleveland. performance appraisal: an
organizational perspective. allyn &
bacon, 1991
 Ilgen, Daniel R., and Jack M.
Feldman. "Performance appraisal: A
process focus." Research in
organizational behavior (1983).
 www.inc.com/encyclopedia/
TEACHERS REFERENCE
 Shebeer p basheer , text book of
nursing education; page ,541-543
 Heras, miguel. "from performance
measurement to performance
management." full time mba
electives (1995): 76.
 Murphy, kevin r., and jeanette n.
cleveland. performance appraisal: an
organizational perspective. allyn &
bacon, 1991
 Ilgen, Daniel R., and Jack M.
Feldman. "Performance appraisal: A
process focus." Research in
organizational behavior (1983).
 www.inc.com/encyclopedia/