There should be a complete performance management system
explaining the objectives of performance evaluation, mission, vision,
objectives guidelines for performance evaluation and templates for all
employees evaluation; from the medical director to technicians.
– This tool should match the employee job description.
– Tool should have well defined performance criteria and
standards (Performance Indicator).
In your proposed performance evaluation, you mention
(1- EX:- Workload management :- How can a head of
department measure this criteria???. It is a very broad topic)
(2- EX:- Sense of responsibility???? again it’s
(3- EX:- Emotional stability” does not allow
personal problems interfere with workload – non-measurable criteria).
Meaning of non-measurable criteria, if you give this tool
to two different person, you could see the difference in their evaluation and
the will have a big discussion on how do you measure and know this criteria.
Because it is non-measurable.
It is not about having meeting or not. Please read what i
share at the beginning. and focus on the complete performance management system
(Guidelines) and on the rest of comments.
Regarding the evaluators of each department/position. The
evaluation must be done by the direct line manager and the final will be from
the medical director/center manager. You may get back to the organization chart
of QRCS. It’s well known, the organization chart is the reference.
How do you include someone from outside the department,
(who doesn’t know what are the staff of the concerned department working? or he
is not aware of their nature of work) to evaluate them. and you didn’t explain
on how will you calculate the final evaluation? Is it by taking the mean
(average) or what???
This year we may develop a performance evaluation tool,
we still on January 18.
I will discuss this issue with the respected CMO – Dr.