Performance Evaluation System

The performance system will be able to motivate and inspire the employee to work towards achieving the institutions mission and vision. This system will be a bit divergent from the one in operation at our organization.  The performance Evaluation System will mostly be based on the Management by Objectives approach (Dreher & Dougherty, 2007).

The performance measures will be based on the objectives of the organization and the employees’ job description. Objective of each department will be clearly defined as well the job description of each teacher and subordinate staff in the Institution. Targets will then be set for each employee, which will be direct towards the institutions mission and vision. These targets will be realistic, easy to measures and achievable. The targets will also have a clearly defined time frame.

The performance evaluation system will also entail a mechanism for rewarding performance (Dreher & Dougherty, 2007). Teaching and non-teaching staff who have done exceptionally well to meet the set target will be rewarded. The reward system will be free and fair to everyone within the institution.

The Performance will also contain guidelines for providing feedback to the employee (Dreher & Dougherty, 2007). These guidelines will involve the system for evaluating the progress of each and every employee as well as means of communicating the finding of the evaluation to the employees. Providing feedback will enable the employee to understand his or her strength and recognize and work towards eliminating weaknesses. The system will also communicate expectations for improvement.  This system wills also encourage feedback from the employees. The teachers will be required to report their experiences, satisfaction and dissatisfaction with the program.

References

Dreher G. F. and Dougherty T. W. (2007). Human Resource Strategy: A behavioral perspective for the general manager. USA. McGraw-Hill/Irwin

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