Group #6 Areij Alnajjar Neda khavari Waleed Ahmed Kunal Sawant Rishit Patel Submitted to: Prof. Vazan. Performance Evaluation Process. Agenda. Performance Review and Planning Process Assessment Tools Why is the CEO Performance Evaluation so important? Examples
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Prof. VazanPerformance Evaluation Process
3. Policy Directive
Both process are very critical
Evaluations differs from company to company
Why are we engaging in this evaluation?
What will be measured in the evaluation?
Who will be involved in the evaluation process?
What is the evaluation instrument and how will the results be communicated?
Leadership effectiveness metrics:
Executive leadership behaviors:
A. Teaching Effectiveness
B. Professional Preparation
C. Contributions to the Field of Study
D. Contributions to the University and Community Service
E. Professional and Personal Responsibilities
4. Evidence to be used in Evaluating Instructional Performance
Faculty member with out doctorate should functioning at doctorate level.
The senior faculty have all been asked to observe, where possible, the work of probationary faculty and faculty being considered for promotion. The knowledge gained shall be shared and discussed in a closed meeting of the senior tenured faculty.
5.Documents to be Available to Reviewers
6. Selection of Review Committee
arranged with the faculty member to discuss the
8. Preparation of the Written Evaluation
Personnel Action File.
9. Student Participation
This procedure shall be reviewed yearly at the same time as other personnel procedures.
The Grote Approach employee performance appraisal system helps organizations:
1. In your opinion what is the performance evaluation system
There is wide variation for duration preferences. About 50% of respondents prefer half yearly or quarterly evaluation.
RESULT - About two thirds of the respondents say that they always receive feedback (Option “a”). One third say that they receive feedback seldom or never.
The overall conclusion is that the performance evaluation system at the Bank’s marketing and human resource development department does not positively influence performance and behavior of employees.
The relatively weak findings show that had an objective analysis of the relationship between actual performance and (appropriately lagged) performance evaluation been done we would probably not be able to come up with encouraging results