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...")
 
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== '''Appraisal''' ==
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== '''Appraisal and Feedback Module in JUNO Campus has 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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== '''JUNO Campus being an integrated system, appraisal of the Employee is related to the following''' ==
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#'''Employee Profile'''
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#'''Goal Setting'''
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#'''FDA (Faculty Development Assistance)'''

Revision as of 17:39, 28 April 2020

Appraisal and Feedback Module in JUNO Campus has 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

JUNO Campus being an integrated system, appraisal of the Employee is related to the following

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