Difference between revisions of "Appraisal"

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(Created page with "== '''Appraisal''' == An appraisal, also referred to as a performance review, performance evaluation, development discussion, or employee appraisal is a method by which the jo...")
 
(→‎Appraisal and Feedback Module in JUNO Campus has 720 degree coverage)
 
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== '''Appraisal''' ==
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== '''Appraisal and Feedback Module the 720 degree coverage''' ==
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An appraisal, also referred to as a performance review, performance evaluation, development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated. Appraisal all together involves employee / faculty feedback from managers and increase in the monetary compensation of the employee.
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'''Appraisal'''
  
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== '''Role''' ==
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A formal assessment, typically in an interview, of the performance of an employee over a particular period.
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# Head Admin
 
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# Staff / Faculty
 
  
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== '''Path''' ==
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'''Performance appraisal'''
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# For Creating Appraisal schema - Head Admin » Employee » Appraisal » Employee Appraisal Schema
 
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# For Self Appraisal - Staff Admin Personal » Appraisal » Self Appraisal
 
  
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== '''Inputs Needed''' ==
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The performance appraisal is the process of assessing  employee performance  by way of comparing present performance with already established standards which have been already communicated to employees, subsequently providing feedback to employees about their performance level for the purpose of improving their performance as needed by the organization.
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# Institute Policy
 
  
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== '''Terminology Used''' ==
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'''A 360-degree performance appraisal'''
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# Feedback - It is an essential part of education and training programs. Feedback can be seen as informal (for example in day-to-day encounters between teachers and students or trainees, between peers or between colleagues) or formal (for example as part of written or clinical assessment).
 
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# Assessment - Short-answer questions are open-ended questions that require students to create an answer. They are commonly used in examinations to assess the basic knowledge and understanding (low cognitive levels) of a topic before more in-depth assessment questions are asked on the topic. Often students may answer in bullet form.
 
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# Competency -  A set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees.
 
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# Grade - Particular level of rank, quality, proficiency, or value.
 
  
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== '''Functionality''' ==
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·       is where your raters include people at all levels of relationship with you, i.e. bosses, peers/colleagues, subordinate and self appraisal
  
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==== Configuring Appraisal Schema ====
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·       360 degree = four person review (self, boss, peers, and direct reporters)
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* Period of Assessment, Authority, Infrastructure etc.
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* Creating pointers for evaluation on the basis evaluation can be done.
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'''A 270-degree performance appraisal'''
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* Pointers can be different for self feedback, reporting managers feedback, managerial feedback and Final feedback.
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·       Three person review (self, boss, and peers or direct reports)
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'''A 180-degree performance appraisal'''
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·       on the other hand, is where your raters are at the same level as you (peers or colleagues), and a person you report to.
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·       180 degree = two person review (self and boss/manager)
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'''A 90-degree performance appraisal'''
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·       would be a single person review. Either a self evaluation or a boss creates the review. 
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·       90 degree = one person review (self or another, the boss)
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'''540 degree''' '''performance appraisal'''
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·       Superior, peer group, subordinate, self and Student feedback
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'''720 degree''' '''performance appraisal'''
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·       Superior, peer group, subordinate, self and Alumni, Parent, Exit Survey of Students
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·       It also includes Feedback on every aspect of functioning of the Organization
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== '''Appraisal and its effect''' ==
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#Employee Profile
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#FDA (Faculty Development Assistance)
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#Goal Setting
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== '''Employee Profile'''==
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Employee Profile includes
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# Personal Details
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# Family Details
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# Subject Taught
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# Medical Details
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# Qualification
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# Subject Taught
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# Training
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# Conferences/Seminar/Conclave attended and Organized
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# Workshops attended and Organized
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# Publications
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# Consultancy
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# Research Project
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# Research Guidance
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# Membership of Professional Bodies
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# Patent / Copyright
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# Skill Upgradation
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# Work Experience
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# Research Interest
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# Industrial Liaisoning
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# Signification Achievement
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# Appointment Status
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# Service Book
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# Self Contribution/Addl. Responsibilities
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== '''FDA : Faculty Development Assistance'''==
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Some institutions associate Scores with each of the above accomplishments according to some set of rules.
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Any updation in employee profile is scrutinized and scores are allocated. These scores are then converted into monetary assistance in promoting employees to attend research conferences and other trainings. This process comes under Faculty Development Assistance.
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== '''Goal Setting'''==
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Most of the fields in Employee Profile are used to measure Employees Growth over a period of time and hence are important for Appraisal.
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In the process of appraisal if any short comings are found in the employee the Managers can suggest some refresher courses or trainings etc.
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This process flow comes under goal-setting.
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Once Goals are set for an employee to be achieved in certain tenure, employee can update his Profile once those trainings are undertaken and the Targets in the Goal Setting can be marked achieved.
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== '''Employee Appraisal'''==
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Employee appraisal covers – Self Appraisal, Peer Appraisal, Appraisal by Subordinate, Managerial Appraisal.
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The Appraisal form itself is completely configurable. Configuration points include
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# Performance Indicators or Assessment Questions
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# Competency Measure
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# Grading of Performance indicators or Assessment Questions.
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# Type of Input expected from the user
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# Schedule of Appraisal filling
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Other than this a UGC Standard Appraisal Schema is given and quantifies the employee profile numerically.
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It can be directly used for measuring employee growth.
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== '''Feedback'''==
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Feedback Like Appraisal is Completely configurable and includes several type of feedback mechanism
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# Feedback for faculty teaching courses : This is also the most common one. And is done sometimes after every session or atleast twice in a term
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# Feedback for Program
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# Institute Feedback
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# Library Feedback
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# Exam Section Feedback
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# Hostel Feedback
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# Feedback by Alumni
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# Transport Feedback
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# Feedback by Interns
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Apart from this other feedbacks which can be configured are
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# Feedback by Employers (who come for placement)
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# Event Feedback
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# Feedback of Employee Applicant by Reference Person
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# Feedback by Visitor
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# Feedback by Parents
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# Any Other Feedback

Latest revision as of 04:58, 30 April 2020

Appraisal and Feedback Module the 720 degree coverage

Appraisal

A formal assessment, typically in an interview, of the performance of an employee over a particular period.

Performance appraisal

The performance appraisal is the process of assessing  employee performance  by way of comparing present performance with already established standards which have been already communicated to employees, subsequently providing feedback to employees about their performance level for the purpose of improving their performance as needed by the organization.

A 360-degree performance appraisal

·       is where your raters include people at all levels of relationship with you, i.e. bosses, peers/colleagues, subordinate and self appraisal

·       360 degree = four person review (self, boss, peers, and direct reporters)

A 270-degree performance appraisal

·       Three person review (self, boss, and peers or direct reports)

A 180-degree performance appraisal

·       on the other hand, is where your raters are at the same level as you (peers or colleagues), and a person you report to.

·       180 degree = two person review (self and boss/manager)

A 90-degree performance appraisal

·       would be a single person review. Either a self evaluation or a boss creates the review. 

·       90 degree = one person review (self or another, the boss)

540 degree performance appraisal

·       Superior, peer group, subordinate, self and Student feedback

720 degree performance appraisal

·       Superior, peer group, subordinate, self and Alumni, Parent, Exit Survey of Students

·       It also includes Feedback on every aspect of functioning of the Organization

Appraisal and its effect

  1. Employee Profile
  2. FDA (Faculty Development Assistance)
  3. Goal Setting

Employee Profile

Employee Profile includes

  1. Personal Details
  2. Family Details
  3. Subject Taught
  4. Medical Details
  5. Qualification
  6. Subject Taught
  7. Training
  8. Conferences/Seminar/Conclave attended and Organized
  9. Workshops attended and Organized
  10. Publications
  11. Consultancy
  12. Research Project
  13. Research Guidance
  14. Membership of Professional Bodies
  15. Patent / Copyright
  16. Skill Upgradation
  17. Work Experience
  18. Research Interest
  19. Industrial Liaisoning
  20. Signification Achievement
  21. Appointment Status
  22. Service Book
  23. Self Contribution/Addl. Responsibilities

FDA : Faculty Development Assistance

Some institutions associate Scores with each of the above accomplishments according to some set of rules.

Any updation in employee profile is scrutinized and scores are allocated. These scores are then converted into monetary assistance in promoting employees to attend research conferences and other trainings. This process comes under Faculty Development Assistance.

Goal Setting

Most of the fields in Employee Profile are used to measure Employees Growth over a period of time and hence are important for Appraisal.

In the process of appraisal if any short comings are found in the employee the Managers can suggest some refresher courses or trainings etc.

This process flow comes under goal-setting.

Once Goals are set for an employee to be achieved in certain tenure, employee can update his Profile once those trainings are undertaken and the Targets in the Goal Setting can be marked achieved.

Employee Appraisal

Employee appraisal covers – Self Appraisal, Peer Appraisal, Appraisal by Subordinate, Managerial Appraisal.

The Appraisal form itself is completely configurable. Configuration points include

  1. Performance Indicators or Assessment Questions
  2. Competency Measure
  3. Grading of Performance indicators or Assessment Questions.
  4. Type of Input expected from the user
  5. Schedule of Appraisal filling

Other than this a UGC Standard Appraisal Schema is given and quantifies the employee profile numerically.

It can be directly used for measuring employee growth.

Feedback

Feedback Like Appraisal is Completely configurable and includes several type of feedback mechanism

  1. Feedback for faculty teaching courses : This is also the most common one. And is done sometimes after every session or atleast twice in a term
  2. Feedback for Program
  3. Institute Feedback
  4. Library Feedback
  5. Exam Section Feedback
  6. Hostel Feedback
  7. Feedback by Alumni
  8. Transport Feedback
  9. Feedback by Interns

Apart from this other feedbacks which can be configured are

  1. Feedback by Employers (who come for placement)
  2. Event Feedback
  3. Feedback of Employee Applicant by Reference Person
  4. Feedback by Visitor
  5. Feedback by Parents
  6. Any Other Feedback
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