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Sample records for performance appraisal system

  1. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 42 Public Health 1 2014-10-01 2014-10-01 false Performance appraisal system. 24.7 Section 24.7 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.7 Performance appraisal system. The members of the Service shall be subject to...

  2. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 42 Public Health 1 2010-10-01 2010-10-01 false Performance appraisal system. 24.7 Section 24.7 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.7 Performance appraisal system. The members of the Service shall be subject to...

  3. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 42 Public Health 1 2011-10-01 2011-10-01 false Performance appraisal system. 24.7 Section 24.7 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.7 Performance appraisal system. The members of the Service shall be subject to...

  4. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 42 Public Health 1 2012-10-01 2012-10-01 false Performance appraisal system. 24.7 Section 24.7 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.7 Performance appraisal system. The members of the Service shall be subject to...

  5. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 42 Public Health 1 2013-10-01 2013-10-01 false Performance appraisal system. 24.7 Section 24.7 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.7 Performance appraisal system. The members of the Service shall be subject to...

  6. 5 CFR 430.204 - Agency performance appraisal system(s).

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Agency performance appraisal system(s... Other Employees § 430.204 Agency performance appraisal system(s). (a) Each agency as defined at section... employees covered by this subpart. (b) An agency appraisal system shall establish agencywide policies...

  7. 5 CFR 430.204 - Agency performance appraisal system(s).

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Agency performance appraisal system(s). 430.204 Section 430.204 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing Rate, and Certain Other Employees § 430.204 Agency...

  8. Performance Appraisal: An Evaluation of Cambridgeshire Libraries' System.

    ERIC Educational Resources Information Center

    Hemmings, Richard

    1989-01-01

    Describes the design, implementation, and practice of a personnel evaluation method (performance appraisal) at the Cambridgeshire Libraries. Findings reported include staff attitudes and perceptions of the method, and the overall effectiveness of the evaluation scheme. Various theoretical models of appraisal and practical applications in…

  9. Job Analysis, Job Descriptions, and Performance Appraisal Systems.

    ERIC Educational Resources Information Center

    Sims, Johnnie M.; Foxley, Cecelia H.

    1980-01-01

    Job analysis, job descriptions, and performance appraisal can benefit student services administration in many ways. Involving staff members in the development and implementation of these techniques can increase commitment to and understanding of the overall objectives of the office, as well as communication and cooperation among colleagues.…

  10. Development of Performance Appraisal System for Local School Teachers in Thailand

    ERIC Educational Resources Information Center

    Uttaramart, Suphawadee; Tesaputa, Kowat; Sri-am-pai, Anan

    2015-01-01

    The objectives of this research were: 1) to study current situation and problem in the performance appraisal system of secondary school teachers, under jurisdiction of the Local Administrative Organization (LAO), 2) to develop the performance appraisal system to apply with the LAO school teachers, and 3) to evaluate the application from the…

  11. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 4 Accounts 1 2014-01-01 2013-01-01 true Performance appraisal. 4.2 Section 4.2 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM EMPLOYEE PERFORMANCE AND UTILIZATION § 4.2 Performance appraisal. (a) The... appraisal period on such standards. (4) Recognizing and rewarding employees whose performance so...

  12. How to Construct a Successful Performance Appraisal System.

    ERIC Educational Resources Information Center

    Schneier, Craig Eric; And Others

    1986-01-01

    Discusses the design of a performance management system that not only enables managers to solve performance problems, but also enables human resource development specialists and staff to provide a useful tool and a successful program. (CT)

  13. Performance Appraisal System Impact on University Academic Staff Job Satisfaction and Productivity

    ERIC Educational Resources Information Center

    Ndambakuwa, Yustina; Mufunda, Jacob

    2006-01-01

    The University of Zimbabwe (UZ) introduced a performance appraisal system (PAS) designed to improve performance indicators across the board in Public Service including academic/faculty staff at the University of Zimbabwe as part of a nation wide strategy. The Public service is a body responsible for all civil workers including academic staff,…

  14. Performance Appraisal and Counseling

    ERIC Educational Resources Information Center

    Powers, M. L.

    1972-01-01

    Author, an Associate Professor of Industrial Management Engineering at the University of Oklahoma, has worked with both large and small companies and organizations in many kinds of business and industry. He discusses performance appraisal of employees, merit raises, counseling and interviewing techniques. (Editor/DR)

  15. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 4 Accounts 1 2010-01-01 2010-01-01 false Performance appraisal. 4.2 Section 4.2 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM EMPLOYEE PERFORMANCE AND UTILIZATION § 4.2 Performance..., promoting, reducing in grade, retaining, and removing employees. (b) Each performance appraisal system...

  16. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 4 Accounts 1 2011-01-01 2011-01-01 false Performance appraisal. 4.2 Section 4.2 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM EMPLOYEE PERFORMANCE AND UTILIZATION § 4.2 Performance..., promoting, reducing in grade, retaining, and removing employees. (b) Each performance appraisal system...

  17. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 4 Accounts 1 2013-01-01 2013-01-01 false Performance appraisal. 4.2 Section 4.2 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM EMPLOYEE PERFORMANCE AND UTILIZATION § 4.2 Performance... appraisal period on such standards. (4) Recognizing and rewarding employees whose performance so...

  18. Improving Performance Appraisal in Libraries.

    ERIC Educational Resources Information Center

    Vincelette, Joyce P.; Pfister, Fred C.

    1984-01-01

    This article identifies problems with current practice in evaluating employee performance and presents currently accepted performance appraisal methods (behaviorally anchored rating scales, management by objectives). A research project designed to improve appraisals for school media specialists which was field-tested in four Florida school…

  19. Performance Appraisal Applied to Leadership

    ERIC Educational Resources Information Center

    Jefferson, Anne L.

    2010-01-01

    Performance appraisal is a measurement process of how well an individual is doing her or his job. In most organisations, this appraisal is an annual event. Generally, it is done to encourage job performance, to flag areas that need attention, to inform both parties as to expectations. Much of the literature speaks to this process in terms of the…

  20. Performance appraisals in the OR: everyone's business.

    PubMed

    Porteous, Joan

    2006-09-01

    Performance appraisals affect everyone. Perioperative nurses often participate in staff orientations and act as preceptors for other learners. Nurses also participate in their own performance appraisal process. This article discusses performance appraisal forms and performance interview processes. Examples of a performance appraisal form design and performance indicators for perioperative nurses are included. Potential problems with performance appraisals are identified and the impact of Canadian law on performance appraisals is discussed. PMID:17044264

  1. Teacher Performance Appraisal in Thailand: Poison or Panacea?

    ERIC Educational Resources Information Center

    Pimpa, Nattavud

    2005-01-01

    This research focuses on the examination of problems related to the national teacher performance appraisal system by the Thai Ministry of Education. It highlights major problems of the current performance appraisal system by delineating the weaknesses and pitfalls of the current appraisal system. The findings indicate problems to three major…

  2. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Appraising performance. 430.307 Section 430.307 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.307 Appraising performance. (a) Annual appraisals. Agencies must appraise each...

  3. War outside, ceasefire inside: An analysis of the performance appraisal system of a public hospital in a zone of conflict.

    PubMed

    Giangreco, Antonio; Carugati, Andrea; Sebastiano, Antonio; Tamimi, Hadeel Al

    2012-02-01

    Our study examines the use of the performance appraisal system at Hebron Public Hospital (Palestine) during the second intifada, started in 2000. The aim of the article is to shed light on the reasons behind the use of performance appraisal systems in organizations operating in zones of conflicts, an area relatively neglected by HR scholars. To create the theoretical fundament we draw on mainstream literature on performance appraisal, contextualizing it to the Middle-Eastern context. From the literature analysis, we identify five guiding logics for the implementation and use of performance appraisal systems (Appendix A). We use a multi-method approach, qualitative and quantitative, to analyze the longitudinal performance evaluation data over the period 2000-2002 for about 250 individuals. These data are complemented with interviews and observations in the field. Our analysis shows that the trends evidenced in the quantitative analysis are similar to trends evident in Western contexts. However, these trends were not the consequence of the same five Western logics found in the literature. The qualitative study allows us to identify two additional logics for making sense of the performance appraisal system at Hebron Public Hospital: the need to find peace within the organization (organizational peacefulness logic); and the need to maintain order through the acceptance of the status quo (dominance logic). These results allow us to draw conclusions for theory and practice of HR management and to identify useful criteria for doing research in areas of conflicts. PMID:21168215

  4. Performance Appraisal: A Win/Win Approach.

    ERIC Educational Resources Information Center

    Kaye, Beverly; Krantz, Shelley

    1983-01-01

    Training managers fully for the performance appraisal process can transform an appraisal discussion from an administrative exercise to a worthwhile experience that contributes to the organization as a whole. (Author/SSH)

  5. Improving Performance Appraisals: Confronting Subjective Factors That Influence Ratings.

    ERIC Educational Resources Information Center

    Kruger, Michael J.

    1986-01-01

    Explores implications of subjective factors that influence rating processes upon which formal performance appraisal systems are based and presents a strategy for addressing this problem which utilizes the critical incident method to focus objectively on employee behavior. A performance feedback worksheet to be utilized with this appraisal method…

  6. Tennessee Extension Agents' Perceptions of Performance Appraisal

    ERIC Educational Resources Information Center

    Donaldson, Joseph L.; French, Russell L.

    2013-01-01

    Performance appraisal is necessary for summative decisions about employees, such as merit pay and promotion. The research reported here describes Extension agent perceptions of their performance appraisal system. The population studied consisted of all Tennessee Extension agents (N = 312). Surveys were completed by 218 respondents, for a completed…

  7. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Appraising performance. 430.307 Section 430.307 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.307 Appraising performance. (a) Annual...

  8. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Appraising performance. 430.307 Section 430.307 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.307 Appraising performance. (a) Annual...

  9. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Appraising performance. 430.307 Section 430.307 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.307 Appraising performance. (a) Annual...

  10. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Appraising performance. 430.307 Section 430.307 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.307 Appraising performance. (a) Annual...

  11. Performance Appraisal in Academic and Research Libraries.

    ERIC Educational Resources Information Center

    Yarbrough, Larry N.

    There is a need for increased efficiency and effectiveness in the employment of the library's human resources. Performance appraisal can serve as a basis for salary and advancement decisions, career development, and performance improvement. Three criteria for performance appraisal can be distinguished: (1) the trait approach, (2) the job…

  12. 5 CFR 301.303 - Performance appraisal.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Performance appraisal. 301.303 Section 301.303 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS OVERSEAS....303 Performance appraisal. As soon as practicable, but beginning not later than January 1,...

  13. Task appraisals, emotions, and performance goal orientation.

    PubMed

    Fisher, Cynthia D; Minbashian, Amirali; Beckmann, Nadin; Wood, Robert E

    2013-03-01

    We predict real-time fluctuations in employees' positive and negative emotions from concurrent appraisals of the immediate task situation and individual differences in performance goal orientation. Task confidence, task importance, positive emotions, and negative emotions were assessed 5 times per day for 3 weeks in an experience sampling study of 135 managers. At the within-person level, appraisals of task confidence, task importance, and their interaction predicted momentary positive and negative emotions as hypothesized. Dispositional performance goal orientation was expected to moderate emotional reactivity to appraisals of task confidence and task importance. The hypothesized relationships were significant in the case of appraisals of task importance. Those high on performance goal orientation reacted to appraisals of task importance with stronger negative and weaker positive emotions than those low on performance goal orientation. PMID:23276116

  14. Self-Appraisal of Job Performance.

    ERIC Educational Resources Information Center

    Meyer, Herbert H.

    1980-01-01

    Research indicates that when self-appraisals are obtained on a "compared to others" basis, the leniency error is very strong. Using forced distributions in rating programs contributes to defensive behaviors and lowers job performance. More research should be conducted on the effects of appraisal on immediate motivation. (Author)

  15. Employee Performance Appraisal and the 95/5 Rule

    ERIC Educational Resources Information Center

    Rasch, Lee

    2004-01-01

    Many colleges use some form of an employee performance appraisal process. Yet, despite prevalent use, the performance appraisal process is facing growing criticism. The author reviews the literature regarding the process of performance appraisal in higher education, focusing on articles supportive of the use of the performance appraisal, and those…

  16. Issues and Problems of Performance Appraisal Systems for University General Staff: A Study in a U.S. University.

    ERIC Educational Resources Information Center

    Barrett, M. A.

    1993-01-01

    A survey of University of California central administrators sought views on five key aspects of performance appraisal: (1) communication and feedback; (2) work objectives; (3) job duties; (4) communication with supervisors; and (5) effectiveness of communication, training, and rewards. (Author/MSE)

  17. Test Takers' Performance Appraisals, Appraisal Calibration, and Cognitive and Metacognitive Strategy Use

    ERIC Educational Resources Information Center

    Phakiti, Aek

    2016-01-01

    The current study explores the nature and relationships among test takers' performance appraisals, appraisal calibration, and reported cognitive and metacognitive strategy use in a language test situation. Performance appraisals are executive processes of strategic competence for judging test performance (e.g., evaluating the correctness or…

  18. Employee Acceptance of BOS and BES Performance Appraisals.

    ERIC Educational Resources Information Center

    Dossett, Dennis L.; Gier, Joseph A.

    Previous research on performance evaluation systems has failed to take into account user acceptance. Employee acceptance of a behaviorally-based performance appraisal system was assessed in a field experiment contrasting user preference for Behavioral Expectations Scales (BES) versus Behavioral Observation Scales (BOS). Non-union sales associates…

  19. Teacher Performance Appraisal: More about Performance or Development?

    ERIC Educational Resources Information Center

    Elliott, Kerry

    2015-01-01

    Given that "teacher appraisal can be a key lever for increasing the focus on teaching quality" (OECD, 2013b, p.9) and that many reforms in the past have failed (Kleinhenz & Ingvarson, 2004), an understanding of the various aspects of successful performance appraisal is essential. The literature has begun to refer to a number of…

  20. Effective Performance Appraisal: Viewpoints from Managers.

    ERIC Educational Resources Information Center

    Laird, Angela; Clampitt, Phillip G.

    1985-01-01

    Interviewed 61 managers of Fortune 500 companies who reported the following problems with administering performance appraisals: (1) multiple use of the form; (2) subjectivity and inflated ratings; and (3) difficulties in defining objectives and in disseminating the evaluation to employees. (PD)

  1. Performance Appraisal of Physical Education Teachers

    ERIC Educational Resources Information Center

    Bahadir, Ziya

    2013-01-01

    In this study, the aim was to determine views of school principals on how performance appraisal of physical education teachers who worked at primary schools should be done. The research was designed in a screening model. The research group composed of 152 school principals and deputy principals who worked at state primary schools located in…

  2. Employee Perceptions and Value of Performance Appraisals

    ERIC Educational Resources Information Center

    Bagnell, Rhea

    2012-01-01

    Performance appraisals traditionally have been studied quantitatively, from the manager's point of view, without considering their value or lack of value to workers. The absence of this information indicates that workers' perceptions and feelings have not always been considered. Therefore, the purpose of this phenomenological study was…

  3. Persistent Ratee Contaminants in Performance Appraisal.

    ERIC Educational Resources Information Center

    Van Fleet, David D.; Chamberlain, Howard

    The hypothesis that conventional approaches to evaluating contaminants in performance appraisal overlook important individual ratee effects was examined. A rating form was developed that consisted of the following dimensions and behaviors: warmth; guided discourse or indirect teaching methods; control of subject matter; enthusiasm and reinforcing;…

  4. Square Pegs and Round Holes: Ruminations on the Relationship between Performance Appraisal and Performance Management

    ERIC Educational Resources Information Center

    Gravina, Nicole E.; Siers, Brian P.

    2011-01-01

    Models of comprehensive Performance Management systems include both employee development and evaluative components. The Organizational Behavior Management discipline focuses almost exclusively on the developmental component, while the Industrial and Organizational Psychology discipline is focused on use of performance appraisals. Performance…

  5. CEO performance appraisal: review and recommendations.

    PubMed

    Newman, J F; Tyler, L; Dunbar, D M

    2001-01-01

    CEO performance appraisal (PA) is very valuable to an organization, but the chances of obtaining a PA of high quality decrease as executive responsibility increases. The realities of CEO PA are that it: (1) is inevitable; (2) is creative and complex; (3) involves politics; and (4) has a significant effect on the organization and the executive. PA is conducted for legal and social requirements, to enhance communication, to provide opportunities for improvement, and to relate performance to compensation. This article discusses several problems with chief executive officer (CEO) PA and the contemporary approaches that seek to improve it. Three fundamental areas for evaluation are identified: (1) organizational success; (2) areawide health status; and (3) professional role fulfillment. These provide an outline for successful healthcare PA. In addition to a discussion of the strategic considerations behind a successful CEO PA system, several recommendations are offered for the implementation of the annual evaluation process. The final goal of CEO PA is to link its results to CEO incentive compensation. It is strongly recommended that some portion of the CEO's salary directly hinge on his performance in two critical areas: organizational effectiveness and community health status. PMID:11216120

  6. Educational Leadership Appraisal: A New Look at Performance and Potential.

    ERIC Educational Resources Information Center

    Gatekeepers' Gazette, 1974

    1974-01-01

    This publication presents a brief overview and discussion of the Educational Leadership Appraisal (ELA) system, which was developed for use in Nova University's National Ed.D. Program by Education Research Corporation. ELA is a performance-based procedure for observing and assessing leadership behavior that evaluates an individual's potential for…

  7. Fair Employment and Performance Appraisal: Legal Requirements and Practical Guidelines.

    ERIC Educational Resources Information Center

    Edwards, Keith J.

    The use of tests in personnel decisions has become an increasing legal liability for employers. The major questions raised by the courts concerning this use of tests are described. Current federal guidelines for performance appraisal systems, as established by the Equal Employment Opportunity Commission, are explained and traced to Title VII of…

  8. 2+2 Program for Teachers' Performance Appraisal in China

    ERIC Educational Resources Information Center

    Zhao, Shuli

    2009-01-01

    This study examined the impact of the 2+2 Alternative Teacher Performance Appraisal System that has been implemented in Shanxi province in China. A mixed research design was used to evaluate the program. Six high schools and a total of 78 teachers (13 teachers in each school) in Shanxi province were selected. Three of the schools participated in…

  9. Training the Raters: A Key to Effective Performance Appraisal.

    ERIC Educational Resources Information Center

    Martin, David C.; Bartol, Kathryn M.

    1986-01-01

    Although appropriate rater behaviors are critical to the success of any performance appraisal system, raters frequently receive little or no training regarding how to carry out their role successfully. This article outlines the major elements that should be included in an effective rater training program. Suggested training approaches and the need…

  10. Philadelphia's Teacher Appraisal System Needs Improvement

    ERIC Educational Resources Information Center

    Royal, Camika; Tossman, Matthew

    2009-01-01

    The purpose of this paper is to inform the community about teacher appraisal methods in the School District of Philadelphia, outline the difficulties of the current system, and suggest approaches that would strengthen the teacher appraisal process. The authors gathered their information over three months in mid-2009 from multiple sources:…

  11. Performance Appraisal for Matrix Management.

    ERIC Educational Resources Information Center

    Edwards, M. R.; Sproull, J. Ruth

    1985-01-01

    A matrix management system designed for use by a highly technical nuclear weapons research and development facility to improve productivity and flexibility by the use of multiple authority, responsibility, and accountability relationships is described. (MSE)

  12. Performance Appraisal in UK Universities: A Case of Procedural Compliance?

    ERIC Educational Resources Information Center

    Bryman, Alan; And Others

    1994-01-01

    Research evidence concerning the introduction of performance appraisal in United Kingdom universities is presented. The notion of "procedural compliance" is introduced to draw attention to the largely externally imposed appraisal of universities and to the nature of institutional response. Findings of a study of appraisal in four universities are…

  13. Work Planning and Performance Appraisal: A Reference Handbook for Managers and Supervisors.

    ERIC Educational Resources Information Center

    Batten, Jerry E.

    Merit system law, state personnel rules, and collective bargaining contracts require that Oregon state agencies appraise the performance of their employees. The heart of the Oregon performance appraisal system is work planning. Based on management by objectives and the concepts of employee involvement and participation, work planning is a process…

  14. Performance appraisal & promotion process: A measured approach

    NASA Astrophysics Data System (ADS)

    Kumar, Jitendra

    2012-06-01

    Most of the companies have yearly performance appraisal process for their employees. This process involves rating of employees by their manager. And Companies rely purely on managerís state of thinking and perception. Humans have tendency to become biased, corrupt, give favor to some employees whom they like. This favor is due to some other reasons e.g. personal reason, social reason, political reason, flattering. All these reasons are not related to the work that the employee is doing for the organization.

  15. Administrators' Perceptions of the Performance Appraisal Interview.

    ERIC Educational Resources Information Center

    McDowell, Earl E.

    This study focused on department heads'/ chairs' perceptions of the appraisal interview (a face-to-face interpersonal communication event), assessment of the faculty member's role in the appraisal interview, and assessment of the academic administrator's role in the appraisal interview. The results indicate that approximately 20% of respondents…

  16. Managing Technological Change by Changing Performance Appraisal to Performance Evaluation.

    ERIC Educational Resources Information Center

    Marquardt, Steve

    1996-01-01

    Academic libraries can improve their management of change by reshaping performance appraisal into performance planning. This article notes problems with traditional employee evaluation as well as benefits of alternatives that focus on the future, on users, on planning and learning, and on skills needed to address problems and enhance individual…

  17. Appraising the performance of medical technologists in a clinical laboratory.

    PubMed

    Ghorpade, J; Chen, M M

    1997-01-01

    Medical technologists and their coworkers serve as a critical link in the delivery of health care, yet their performance typically is appraised in a traditional way, causing stress for both managers and workers. Drawing on Total Quality Management concepts, this article proposes a framework for appraising performance in a clinical laboratory context and shows how it can be used to address the problems that managers face in providing constructive appraisals to laboratory personnel. PMID:10166906

  18. A Composite Model for Employees' Performance Appraisal and Improvement

    ERIC Educational Resources Information Center

    Manoharan, T. R.; Muralidharan, C.; Deshmukh, S. G.

    2012-01-01

    Purpose: The purpose of this paper is to develop an innovative method of performance appraisal that will be useful for designing a structured training programme. Design/methodology/approach: Employees' performance appraisals are conducted using new approaches, namely data envelopment analysis and an integrated fuzzy model. Interpretive structural…

  19. The Performance-Appraisal Interview: An Alternative to Simulation.

    ERIC Educational Resources Information Center

    Michal-Johnson, Paula

    Offering instruction in performance appraisal (PA) skills as well as in selection interviewing contributes to business communication students' potential for finding the most appropriate job and keeping it. Students and faculty can benefit from the recognition that in appraisals of performance effective communication behavior is a key indicator of…

  20. Administrators' and Faculty Members' Perceptions of the Performance Appraisal Interview.

    ERIC Educational Resources Information Center

    McDowell, Earl E.

    An exploratory study examined how administrators (department heads/chairs) perceive faculty members, as well as themselves, in the performance appraisal interview. Subjects, 450 faculty members and 200 administrators at a midwestern university, answered an Appraisal Interview Questionnaire in which they rated administrator performance, content and…

  1. 28 CFR 345.41 - Performance appraisal for inmate workers.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... from the industrial work assignment. Copies shall be sent to the unit team. Inmate workers should... FEDERAL PRISON INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Worker Standards and Performance Appraisal § 345.41 Performance appraisal for inmate workers. Work supervisors should complete a...

  2. Psychometric Properties of Self-Appraisals of Job Performance.

    ERIC Educational Resources Information Center

    Thornton, George C., III

    The research literature on the psychometric properties of self-appraisals of work performance summarizes many results in terms of leniency, variability, halo, and construct validity. Comparisons with appraisals tend to show more leniency, less variability, more bias, and less discriminant validity. Different factor structures are found among self-…

  3. The Writing of Performance Appraisals: A Survey of Personnel Directors.

    ERIC Educational Resources Information Center

    Stine, Donna

    1982-01-01

    Reports the results of a survey of personnel directors from a variety of businesses on the factors of job performance appraisals and their common weaknesses. Offers recommendations for appraisal writing, including goals, content, audience analysis, style, and potential legal problems. (HTH)

  4. Simulation Methods for Teaching the Performance Appraisal Interview.

    ERIC Educational Resources Information Center

    Krayer, Karl J.

    1987-01-01

    Details the steps and some of the rubrics involved in teaching skills for performance appraisal interviewing through classroom simulations. Describes an effective method that maintains interest and enthusiasm among students while exposing them to communication behaviors that are essential for a successful appraisal interview. (NKA)

  5. Appraisal and regulation of the ship energy performance

    NASA Astrophysics Data System (ADS)

    Badea, N.; Epureanu, A.; Badea, G. V.; Frumuşanu, G.

    2015-11-01

    The ship may be viewed as a living environment associated with two industrial environments, one corresponding to the transport industry and other one to the processing, services, or other specific type of industry developed aboard. Each environment has its own energy system and changes energy with the other two. Nowadays, the appraisal and regulation of the ship energy performance is based on the Energy Efficiency Design Index (EEDI). Its definition covers the three mentioned systems, without distinction between them. This paper addresses the assessment and regulation of the ship energy performance, bearing in mind that, by far, the main purpose is to increase the level of performance by selecting, from the available measures of performance improvement, those that are the most effective. The paper highlights the EEDI shortcomings, explaining that they appear mainly due the fact that this index covers a couple of energy systems that are far too different (though these energy systems are intimately interpenetrated).

  6. Managerial Competencies and the Managerial Performance Appraisal Process.

    ERIC Educational Resources Information Center

    Abraham, Steven E.; Karns, Lanny A.; Shaw, Kenneth; Mena, Manuel A.

    2001-01-01

    Human resource managers (n=277) identified six management competencies as critical: leadership, customer focus, results orientation, problem solving, communication skills, and teamwork. However, many companies do not assess these competencies in the management performance appraisal process. (Contains 22 references.) (SK)

  7. Characteristics of Appraisal Systems That Promote Job Satisfaction of Teachers

    ERIC Educational Resources Information Center

    Deneire, Alexia; Vanhoof, Jan; Faddar, Jerich; Gijbels, David; Van Petegem, Peter

    2014-01-01

    This article examines if and how characteristics of appraisal systems used for secondary school teachers affect job satisfaction. Using multilevel analyses on data of 3 473 teachers in Flanders (Belgium), we found that appraisals with a developmental purpose and appraisals perceived as being a fair judgement, both have a positive impact on job…

  8. Leadership development plan. A CQI approach to management performance appraisals.

    PubMed

    Fisk, S V; Maas, L M

    1995-05-01

    In 1993 managers at St. Mary's Hospital Medical Center established the attributes necessary to be a successful leader in St. Mary's continuous quality improvement culture. These leadership attributes formed the basis of a new performance appraisal system for managers. The medical center adopted its new performance appraisal system at the beginning of fiscal year 1994-1995. The objective of the plan is to develop St. Mary's managers' leadership skills. St. Mary's Leadership Development Plan is an ongoing cycle, with three phases. First, managers and administrative representatives jointly agree on objectives to discuss throughout the fiscal year. The objectives reflect the hospital planning and financial goals and objectives, department goals and objectives, and leadership growth opportunities. Each manager is then responsible for gathering feedback from subordinates on how well he or she is meeting the set objectives. Finally, each manager and administrative representative highlight accomplishments achieved during the fiscal year. St. Mary's decided to discontinue pay-for-performance salary increases beginning with the 1994-1995 fiscal year, coinciding with the initiation of the Leadership Development Plan. Manager's compensation is now a flat percentage increase granted to all managers. PMID:10142227

  9. 5 CFR 430.405 - Procedures for certifying agency appraisal systems.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... appraisal systems. 430.405 Section 430.405 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal Certification for Pay Purposes § 430.405..., and which include— (A) For the agency's senior executives covered by 5 CFR part 430, subpart C,...

  10. 5 CFR 430.405 - Procedures for certifying agency appraisal systems.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... appraisal systems. 430.405 Section 430.405 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal Certification for Pay Purposes § 430.405..., and which include— (A) For the agency's senior executives covered by 5 CFR part 430, subpart C,...

  11. 5 CFR 430.405 - Procedures for certifying agency appraisal systems.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... appraisal systems. 430.405 Section 430.405 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal Certification for Pay Purposes § 430.405..., and which include— (A) For the agency's senior executives covered by 5 CFR part 430, subpart C,...

  12. 5 CFR 1330.405 - Procedures for certifying agency appraisal systems.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... appraisal systems. 1330.405 Section 1330.405 Administrative Personnel OFFICE OF MANAGEMENT AND BUDGET JOINT REGULATIONS WITH THE OFFICE OF PERSONNEL MANAGEMENT HUMAN RESOURCES MANAGEMENT Performance Appraisal... CFR part 430, subpart C, at least four, but not more than five, summary rating levels—an...

  13. 5 CFR 1330.405 - Procedures for certifying agency appraisal systems.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... appraisal systems. 1330.405 Section 1330.405 Administrative Personnel OFFICE OF MANAGEMENT AND BUDGET JOINT REGULATIONS WITH THE OFFICE OF PERSONNEL MANAGEMENT HUMAN RESOURCES MANAGEMENT Performance Appraisal... CFR part 430, subpart C, at least four, but not more than five, summary rating levels—an...

  14. 5 CFR 1330.405 - Procedures for certifying agency appraisal systems.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... appraisal systems. 1330.405 Section 1330.405 Administrative Personnel OFFICE OF MANAGEMENT AND BUDGET JOINT REGULATIONS WITH THE OFFICE OF PERSONNEL MANAGEMENT HUMAN RESOURCES MANAGEMENT Performance Appraisal... CFR part 430, subpart C, at least four, but not more than five, summary rating levels—an...

  15. 5 CFR 1330.405 - Procedures for certifying agency appraisal systems.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... appraisal systems. 1330.405 Section 1330.405 Administrative Personnel OFFICE OF MANAGEMENT AND BUDGET JOINT REGULATIONS WITH THE OFFICE OF PERSONNEL MANAGEMENT HUMAN RESOURCES MANAGEMENT Performance Appraisal... CFR part 430, subpart C, at least four, but not more than five, summary rating levels—an...

  16. 28 CFR 345.41 - Performance appraisal for inmate workers.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Performance appraisal for inmate workers. 345.41 Section 345.41 Judicial Administration FEDERAL PRISON INDUSTRIES, INC., DEPARTMENT OF JUSTICE FEDERAL PRISON INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Worker Standards and Performance...

  17. 28 CFR 345.41 - Performance appraisal for inmate workers.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Performance appraisal for inmate workers. 345.41 Section 345.41 Judicial Administration FEDERAL PRISON INDUSTRIES, INC., DEPARTMENT OF JUSTICE FEDERAL PRISON INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Worker Standards and Performance...

  18. 28 CFR 345.41 - Performance appraisal for inmate workers.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Performance appraisal for inmate workers. 345.41 Section 345.41 Judicial Administration FEDERAL PRISON INDUSTRIES, INC., DEPARTMENT OF JUSTICE FEDERAL PRISON INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Worker Standards and Performance...

  19. 28 CFR 345.41 - Performance appraisal for inmate workers.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Performance appraisal for inmate workers. 345.41 Section 345.41 Judicial Administration FEDERAL PRISON INDUSTRIES, INC., DEPARTMENT OF JUSTICE FEDERAL PRISON INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Worker Standards and Performance...

  20. Outcome Expectancies of People Who Conduct Performance Appraisals.

    ERIC Educational Resources Information Center

    Napier, Nancy K.; Latham, Gary P.

    1986-01-01

    Examined outcome expectancies of people who conduct appraisals. Interviews with 32 appraisers in the newsprint industry showed that appraisers perceived no consequences to them of conducting appraisals. Questionnaires completed by 39 appraisers in the banking industry provided moderate support for alternate hypothesis that appraisers perceive…

  1. Teacher Assessment: A Review of the Performance Appraisal Literature with Special Reference to the Implications for Teacher Appraisal.

    ERIC Educational Resources Information Center

    Whyte, Judith Byrne

    1986-01-01

    An examination of teacher performance appraisal methods revealed some problems and abuses. Effective evaluation schemes were built upon observation usually mutually agreed, objective criteria for classroom observation, mutual goal seeting, self-appraisal, and support in the form of inservice training and available resources. (JD)

  2. Organizational Justice and Employee Satisfaction in Performance Appraisal

    ERIC Educational Resources Information Center

    Palaiologos, Anastasios; Papazekos, Panagiotis; Panayotopoulou, Leda

    2011-01-01

    Purpose: This paper aims to explore the performance appraisal (PA) aspects that are connected with organizational justice, and more specifically three kinds of justice, namely distributive, procedural and interactional justice. Design/methodology/approach: The research is based on a sample of 170 respondents who answered a questionnaire giving…

  3. Performance Appraisal: Concepts and Techniques for Postsecondary Education.

    ERIC Educational Resources Information Center

    Burkhalter, Bettye B., Ed.; Buford, James A., Jr., Ed.

    Designed primarily as a functional tool and reference book for administrators, this book provides a collection of essays covering various aspects of the performance appraisal of college faculty, administrators, and support staff. The booklet presents practical information on the key concepts, theories, practices, and legal constraints in…

  4. Performance Appraisal: A Guide to Better Supervisor Evaluation Processes. PANEL Resource Paper #7.

    ERIC Educational Resources Information Center

    Rubin, Sharon

    The importance of evaluating student interns as part of a regular performance appraisal system for all employees is discussed, along with the role of the internship coordinator or faculty sponsor. The first step is deciding what should be measured: interns' personal characteristics, job performance, and results. The most useful form of performance…

  5. Development of a Performance Appraisal Training Program for the Rehabilitation Institute of Chicago

    ERIC Educational Resources Information Center

    Ford, Deborah Kilgore

    2004-01-01

    "Nobody wants to get one. Nobody wants to give one." The problem was that the supervisors and managers of the Rehabilitation Institute of Chicago (RIC) did not know how to use the Institute's new performance management system and had not been trained on how to prepare and deliver effective performance appraisals. The problem further included the…

  6. Competency-Based Performance Appraisals: Improving Performance Evaluations of School Nutrition Managers and Assistants/Technicians

    ERIC Educational Resources Information Center

    Cross, Evelina W.; Asperin, Amelia Estepa; Nettles, Mary Frances

    2009-01-01

    Purpose: The purpose of the research was to develop a competency-based performance appraisal resource for evaluating school nutrition (SN) managers and assistants/technicians. Methods: A two-phased process was used to develop the competency-based performance appraisal resource for SN managers and assistants/technicians. In Phase I, draft…

  7. Appraising and paying for performance: another look at an age-old problem.

    PubMed

    Kennedy, P W; Dresser, S G

    2001-12-01

    The basic notion of improving performance through management and appraisal is difficult to successfully implement in practice. These authors discuss some of the problems presented by tying pay to performance appraisals, offer suggestions for improving performance appraisals and outline some other approaches for employers to consider in setting goals and determining compensation. PMID:11817071

  8. Blue-Collar Workers. Appraisal Systems Are in Place, but Basic Refinements Are Needed. Report to Agency Officials.

    ERIC Educational Resources Information Center

    General Accounting Office, Washington, DC.

    The U.S. Government Accounting Office (GAO) evaluated how well divisions in the Departments of the Air Force, Army, and Navy and the Veterans Administration have implemented performance appraisal systems for blue-collar employees. The study found that in the four agencies visited, performance appraisal systems were in place; however, problems…

  9. Characteristics of Performance Appraisals and Their Impact on Sales Force Satisfaction.

    ERIC Educational Resources Information Center

    Pettijohn, Charles E.; Pettijohn, Linda S.; d'Amico, Michael

    2001-01-01

    A survey of 15 automobile salespeople indicated that job satisfaction increased when performance appraisals provided clear criteria that met workers' approval and when appraisals were fair and used to determine rewards. (Contains 61 references.) (SK)

  10. Performance Appraisal: Promise and Peril. Key Issues Series--No. 25.

    ERIC Educational Resources Information Center

    Gruenfeld, Elaine F.

    To reveal evolving strategies for and existing problems in performance appraisal, this report summarizes recently published research findings and expert opinions. The first section examines the purposes of performance appraisal in organizations, discusses the relationship of appraisal to the job description, and presents an overview of the basic…

  11. The Performance Appraisal Interview and Evaluation of Student Performances in Speech Communication Courses

    ERIC Educational Resources Information Center

    Erhart, Joseph F.

    1976-01-01

    Suggests that the performance appraisal interview be used to evaluate student speeches and other performances and discusses three preferred methods for conducting the interview, the merits of the three methods, and suggestions for implementing these methods. (MH)

  12. Evaluation of 2+2 Alternative Teacher Performance Appraisal Program in Shanxi, People's Republic of China

    ERIC Educational Resources Information Center

    Wang, Weiping

    2007-01-01

    This study examined the impact of the 2+2 Alternative Teacher Performance Appraisal System that has been implemented in Shanxi province in China. A mixed research design was used to evaluate the program. Six high schools and a total of 78 teachers (13 teachers in each school) in Shanxi province were selected. Three of the schools participated in…

  13. Responses to formal performance appraisal feedback: the role of negative affectivity.

    PubMed

    Lam, Simon S K; Yik, Michelle S M; Schaubroeck, John

    2002-02-01

    This study examined the effects of performance appraisal feedback on job and organizational attitudes of tellers (N = 329) in a large international bank. Negative affectivity moderated the link between favorable appraisal feedback and job attitudes. Among the higher rated performers, attitudes were improved 1 month after being notified of favorable appraisal results (Time 2). Improved attitudes persisted 6 months after the performance appraisal (Time 3) among tellers with low negative affectivity but not among those with high negative affectivity. Among the lower rated performers, mean levels of attitudes did not change significantly during the study. PMID:11924542

  14. Positive appraisal style: The mental immune system?

    PubMed

    Luyten, Laura; Boddez, Yannick; Hermans, Dirk

    2015-01-01

    Instead of converging to one, all-embracing resilience mechanism - that is, positive appraisal style - we encourage complementary research strategies, exploring both vulnerabilities and resilience factors, much like the biomedical sciences combine insights from pathophysiology and immunology. Furthermore, we argue that research with a strong focus on one central resilience mechanism may overlook or undervalue other processes that can aid in maintaining mental health. PMID:26787100

  15. Performance appraisal of estimation algorithms and application of estimation algorithms to target tracking

    NASA Astrophysics Data System (ADS)

    Zhao, Zhanlue

    This dissertation consists of two parts. The first part deals with the performance appraisal of estimation algorithms. The second part focuses on the application of estimation algorithms to target tracking. Performance appraisal is crucial for understanding, developing and comparing various estimation algorithms. In particular, with the evolvement of estimation theory and the increase of problem complexity, performance appraisal is getting more and more challenging for engineers to make comprehensive conclusions. However, the existing theoretical results are inadequate for practical reference. The first part of this dissertation is dedicated to performance measures which include local performance measures, global performance measures and model distortion measure. The second part focuses on application of the recursive best linear unbiased estimation (BLUE) or linear minimum mean square error (LIB-M-ISE) estimation to nonlinear measurement problem in target tracking. Kalman filter has been the dominant basis for dynamic state filtering for several decades. Beyond Kalman filter, a more fundamental basis for the recursive best linear unbiased filtering has been thoroughly investigated in a series of papers by my advisor Dr. X. Rong Li. Based on the so-called quasi-recursive best linear unbiased filtering technique, the constraints of the Kalman filter Linear-Gaussian assumptions can be relaxed such that a general linear filtering technique for nonlinear systems can be achieved. An approximate optimal BLUE filter is implemented for nonlinear measurements in target tracking which outperforms the existing method significantly in terms of accuracy, credibility and robustness.

  16. The Performance Appraisal Interview: A Review of the Literature with Implications for Communication Research.

    ERIC Educational Resources Information Center

    Wilson, Gerald L.; Goodall, H. Lloyd, Jr.

    A performance appraisal interview is a primary and important context for the supervisor and employee to work together to achieve superior performance. A survey of the research literature reveals that the appraisal interview functions to provide feedback on performance, to counsel and provide help, to discover what the employee is thinking, to…

  17. 5 CFR 430.205 - Agency performance appraisal program(s).

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Agency performance appraisal program(s). 430.205 Section 430.205 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing Rate, and...

  18. 5 CFR 430.205 - Agency performance appraisal program(s).

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Agency performance appraisal program(s). 430.205 Section 430.205 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing Rate, and Certain Other Employees § 430.205 Agency...

  19. Educational Based Appraisal System. Diagnostician's Manual, Experimental Edition.

    ERIC Educational Resources Information Center

    Delaney, Ann K. F.

    The purpose of this manual is to provide the diagnostician with a detailed reference regarding her role in the use of the Educational Based Appraisal System (EBAS). It is assumed that the reader is familiar with the principles underlying EBAS, and has a basic understanding of how the system operates through attendance of concentrated pre-service…

  20. The effects of performance appraisal in the Norwegian municipal health services: a case study

    PubMed Central

    2011-01-01

    Introduction Previous research in performance appraisal (PA) indicates that variation exists in learning and job motivation from performance appraisal between occupational groups. This research evaluates the potential effect of job motivation, learning and self-assessment through performance appraisals for health personnel. Case description This article focuses on goal-setting, feedback, participation and training in performance appraisals in municipal health services in Norway; and job motivation, learning and self-assessment of performance are the dependent factors. Questionnaires were distributed to a representative sample of 600 health personnel from the Norwegian municipal health service, with a response rate of 62%. Factor analysis and regression analysis were run in SPSS 12. Discussion and evaluation The study suggests that respondents learn from performance appraisal. Nurses experienced some higher job motivation from performance appraisal than auxiliary nurses. All subordinates perceived higher job motivation after performance appraisal than managers. Conclusion Useful feedback, active participation and higher education are fundamental elements of discussion in performance appraisal, as well as the role of increasing employees' job motivation. In this study, nurses' job motivation seems to be more effected by PA, than for auxiliary nurses. Both nurses and auxiliary nurses indicate that there is a learning effect from PA. This study may be of interest to health researchers and managers in municipal health services. PMID:21974831

  1. The Rhetoric of Performance Appraisals: Conflict and Resolution in Oppositional Discourse Communities.

    ERIC Educational Resources Information Center

    Knight, Melinda

    The advances of contemporary rhetorical theory can be drawn upon to resolve the competing values of the two constituencies that have a stake in performance appraisals: the manager and the employee. One reason for problems in the existing model of performance appraisals is that the two sides perceive themselves to be in opposition, and that very…

  2. Management by Objective and Its Formal Performance Appraisal: A Versatile Tool of Management.

    ERIC Educational Resources Information Center

    Chen, Donna; Peterson, Lorna

    This paper discusses the utility, versatility, and pros and cons of the formal performance appraisal as one of the tools of management by objectives (MBO). Rather than rating the traits of an employee, performance appraisal based on MBO rates an employee's achievements toward both his professional goals and institutional goals. The paper outlines…

  3. Perceived Purposes of Performance Appraisal: Correlates of Individual- and Position-Focused Purposes on Attitudinal Outcomes

    ERIC Educational Resources Information Center

    Youngcourt, Satoris S.; Leiva, Pedro I.; Jones, Robert G.

    2007-01-01

    Performance appraisals have traditionally been directed at individuals, serving either an administrative or developmental purpose. They may serve a role definition purpose as well. This study sought to identify and more broadly define the purposes of performance appraisals to include this role definition purpose. Furthermore, this study examined…

  4. Evaluation of a performance appraisal framework for radiation therapists in planning and simulation

    SciTech Connect

    Becker, Jillian; Bridge, Pete; Brown, Elizabeth; Lusk, Ryan; Ferrari-Anderson, Janet

    2015-06-15

    Constantly evolving technology and techniques within radiation therapy require practitioners to maintain a continuous approach to professional development and training. Systems of performance appraisal and adoption of regular feedback mechanisms are vital to support this development yet frequently lack structure and rely on informal peer support. A Radiation Therapy Performance Appraisal Framework (RT-PAF) for radiation therapists in planning and simulation was developed to define expectations of practice and promote a supportive and objective culture of performance and skills appraisal. Evaluation of the framework was conducted via an anonymous online survey tool. Nine peer reviewers and fourteen recipients provided feedback on its effectiveness and the challenges and limitations of the approach. Findings from the evaluation were positive and suggested that both groups gained benefit from and expressed a strong interest in embedding the approach more routinely. Respondents identified common challenges related to the limited ability to implement suggested development strategies; this was strongly associated with time and rostering issues. This framework successfully defined expectations for practice and provided a fair and objective feedback process that focussed on skills development. It empowered staff to maintain their skills and reach their professional potential. Management support, particularly in regard to provision of protected time was highlighted as critical to the framework's ongoing success. The demonstrated benefits arising in terms of staff satisfaction and development highlight the importance of this commitment to the modern radiation therapy workforce.

  5. The Effects of Confidentiality on the Distribution of Naval Performance Appraisals.

    ERIC Educational Resources Information Center

    Pritchard, Robert D.; And Others

    Confidential performance appraisals were collected from a sample of 504 enlisted personnel and compared to a large sample of official, nonconfidential appraisals. Results indicated that the distribution of confidential ratings showed much less skew and more discrimination than the nonconfidential ratings. (Author)

  6. Determining the Root Causes of Concerns Associated with the Performance Appraisal Process

    ERIC Educational Resources Information Center

    Barnds, W. Kent

    2011-01-01

    Many organizations use formal appraisals to measure employee performance. Augustana College's Office of Admissions introduced an appraisal process in 2006. Subsequently, staff expressed a number of concerns, ranging from confusion about the process to its link to compensation. Action research proved essential for understanding the problems; it…

  7. A Complex Systems Model Approach to Quantified Mineral Resource Appraisal

    USGS Publications Warehouse

    Gettings, M.E.; Bultman, M.W.; Fisher, F.S.

    2004-01-01

    For federal and state land management agencies, mineral resource appraisal has evolved from value-based to outcome-based procedures wherein the consequences of resource development are compared with those of other management options. Complex systems modeling is proposed as a general framework in which to build models that can evaluate outcomes. Three frequently used methods of mineral resource appraisal (subjective probabilistic estimates, weights of evidence modeling, and fuzzy logic modeling) are discussed to obtain insight into methods of incorporating complexity into mineral resource appraisal models. Fuzzy logic and weights of evidence are most easily utilized in complex systems models. A fundamental product of new appraisals is the production of reusable, accessible databases and methodologies so that appraisals can easily be repeated with new or refined data. The data are representations of complex systems and must be so regarded if all of their information content is to be utilized. The proposed generalized model framework is applicable to mineral assessment and other geoscience problems. We begin with a (fuzzy) cognitive map using (+1,0,-1) values for the links and evaluate the map for various scenarios to obtain a ranking of the importance of various links. Fieldwork and modeling studies identify important links and help identify unanticipated links. Next, the links are given membership functions in accordance with the data. Finally, processes are associated with the links; ideally, the controlling physical and chemical events and equations are found for each link. After calibration and testing, this complex systems model is used for predictions under various scenarios.

  8. Performance Appraisal in the Training Needs Analysis Process: A Review and Critique.

    ERIC Educational Resources Information Center

    Herbert, Glenn R.; Doverspike, Dennis

    1990-01-01

    A literature review leads to a model for using performance appraisal information in the process of analyzing training needs. The model identifies performance discrepancies, determines causes, and chooses interventions based on internal (employee) and external (work environment) factors. (SK)

  9. Effects of task performance, helping, voice, and organizational loyalty on performance appraisal ratings.

    PubMed

    Whiting, Steven W; Podsakoff, Philip M; Pierce, Jason R

    2008-01-01

    Despite the fact that several studies have investigated the relationship between organizational citizenship behavior and performance appraisal ratings, the vast majority of these studies have been cross-sectional, correlational investigations conducted in organizational settings that do not allow researchers to establish the causal nature of this relationship. To address this lack of knowledge regarding causality, the authors conducted 2 studies designed to investigate the effects of task performance, helping behavior, voice, and organizational loyalty on performance appraisal evaluations. Findings demonstrated that each of these forms of behavior has significant effects on performance evaluation decisions and suggest that additional attention should be directed at both voice and organizational loyalty as important forms of citizenship behavior aimed at the organization. PMID:18211140

  10. Problem-Solving Appraisal, Self-Reported Study Habits, and Performance of Academically At-Risk College Students.

    ERIC Educational Resources Information Center

    Elliott, Timothy R.; And Others

    1990-01-01

    Examined relations among problem-solving appraisal, self-reported study habits, and academic performance for 63 college students enrolled in developmental course for academically unprepared students. Found problem-solving appraisal significantly predictive of study habits and semester grade-point average. Suggests problem-solving appraisal is…

  11. Guidelines for the Interviewee in the Performance Appraisal Interview.

    ERIC Educational Resources Information Center

    Stano, Michael

    To describe those behaviors leading to productive appraisal interviews of sales representatives, questionnaires were administered to 27 branch sales managers who supervised 160 sales representatives. Eleven managers received a preliminary questionnaire asking them to cite behaviors of the sales representatives that caused productive or…

  12. Establishing Content Validity for a Literacy Coach Performance Appraisal Instrument

    ERIC Educational Resources Information Center

    Lane, Mae; Robbins, Mary; Price, Debra

    2013-01-01

    This study's purpose was to determine whether or not the Literacy Coach Appraisal Instrument developed for use in evaluating literacy coaches had content validity. The study, a fully mixed concurrent equal status design conducted from a pragmatist philosophy, collected qualitative and quantitative data from literacy experts about the elements of…

  13. Medicare's prospective payment system: A critical appraisal

    PubMed Central

    Coulam, Robert F.; Gaumer, Gary L.

    1992-01-01

    Implementation of the Medicare prospective payment system (PPS) for hospital payment has produced major changes in the hospital industry and in the way hospital services are used by physicians and their patients. The substantial published literature that examines these changes is reviewed in this article. This literature suggests that most of the intended effects of PPS on costs and intensity of care have been realized. But the literature fails to answer fundamental questions about the effectiveness and equity of administered pricing as a policy tool for cost containment. The literature offers some hope that the worst fears about the effects of PPS on quality of care and the health of the hospital industry have not materialized. But because of data lags, the studies done to date seem to tell us more about the effects of the early, more generous period of PPS than about the opportunity costs of reducing hospital cost inflation. PMID:25372306

  14. Review and appraisal of concept of sustainable food production systems

    NASA Astrophysics Data System (ADS)

    Brklacich, Michael; Bryant, Christopher R.; Smit, Barry

    1991-01-01

    Environmental degradation, competition for resources, increasing food demands, and the integration of agriculture into the international economy threaten the sustainability of many food production systems. Despite these concerns, the concept of sustainable food production systems remains unclear, and recent attempts to appraise sustainability have been hampered by conceptual inconsistencies and the absence of workable definitions. Six perspectives are shown to underpin the concept. Environmental accounting identifies biophysical limits for agriculture. Sustained yield refers to output levels that can be maintained continuously. Carrying capacity defines maximum population levels that can be supported in perpetuity. Production unit viability refers to the capacity of primary producers to remain in agriculture. Product supply and security focuses on the adequacy of food supplies. Equity is concerned with the spatial and temporal distribution of products dervied from resource use. Many studies into sustainable agriculture cover more than one of these perspectives, indicating the concept is complex and embraces issues relating to the biophysical, social, and economic environments. Clarification of the concept would facilitate the development of frameworks and analytical systems for appraising the sustainability of food production systems.

  15. Teacher Appraisal and Its Outcomes in Singapore Primary Schools

    ERIC Educational Resources Information Center

    Kelly, Khim Ong; Ang, Shi Yun Angela; Chong, Wei Ling; Hu, Wei Sheng

    2008-01-01

    Purpose: The purpose of this paper is to examine the attributes of the performance appraisal system used for primary school teachers in Singapore, and how those attributes affect satisfaction with the appraisal system, stress experienced with the appraisal system, attitudes towards performance bonus, job satisfaction and motivation, and perceived…

  16. 24 CFR 200.200 - What is the Appraiser Roster?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... insurable mortgage and to also protect the FHA insurance funds, the inclusion of an appraiser on the... appraisal performed by the listed appraiser. The inclusion of an appraiser on the Appraiser Roster means..., for inclusion on the Appraiser Roster....

  17. An examination of raters' and ratees' preferences in process and feedback in performance appraisal.

    PubMed

    Manshor, A T; Kamalanabhan, T J

    2000-02-01

    This paper examined the raters' and the ratees' preferences in Malaysia regarding the performance appraisal process and feedback. A total of 52 managers (raters) and 122 subordinates (ratees) participated. Analysis by t test and correlation showed significant differences between raters and the ratees on most factors. Ratees preferred to have more frequent appraisals than once a year and preferred to have more frequent feedback from the managers about their performance. Ratees' preference for the purpose of information on performance was towards salary increase, promotion, training, and career development whereas the raters gave more importance to training and career development. PMID:10778271

  18. Making Connections between the Appraisal, Performance Management and Professional Development of Dentists and Teachers: "Right, What Are the Problems We've Got and How Could We Sort This Out?'"

    ERIC Educational Resources Information Center

    Butt, Graham; Macnab, Natasha

    2013-01-01

    Evaluating the connections between the appraisal, or performance management, of different professional groups, and their subsequent uptake of continuing professional development (CPD), is valuable for both employees and managers. The linking of appraisal systems with professional/personal development plans amongst health professionals is now…

  19. Appraisal Systems in L2 vs. L3 Learning Experiences

    ERIC Educational Resources Information Center

    Gabrys-Barker, Danuta

    2011-01-01

    This article offers a comment on the ways multilingual language users perceive their L2 and L3 learning experiences at the level of appraisals, that is, variables that "assign value to current stimuli based on past experience". In the theoretical part of the article the concept of appraisals is introduced and briefly outlined from the different…

  20. National Cultures, Performance Appraisal Practices, and Organizational Absenteeism and Turnover: A Study across 21 Countries

    ERIC Educational Resources Information Center

    Peretz, Hilla; Fried, Yitzhak

    2012-01-01

    Performance appraisal (PA) is a key human resource activity in organizations. However, in this global economy, we know little about how societal cultures affect PA practices. In this study, we address this gap by focusing on 2 complementary issues: (a) the influence of societal (national) cultural practices on PA practices adopted by organizations…

  1. Teaching in the "Performative" State: Implications for Teacher Appraisal in Australia

    ERIC Educational Resources Information Center

    Naidu, Sham

    2011-01-01

    Teacher appraisal is viewed by bureaucrats as a means of effecting organisational change in schools. It is for this reason that educational policy leaders have turned to technical competency as a way of accounting for teachers' performance in classrooms. In other words, teachers' work is now subject to minute scrutiny by the observation of…

  2. Administrators' Views on Teacher Evaluation: Examining Ontario's Teacher Performance Appraisal

    ERIC Educational Resources Information Center

    Maharaj, Sachin

    2014-01-01

    This study examines the views of administrators (i.e., principals and vice-principals) in Ontario, Canada, with regard to the province's Teacher Performance Appraisal process. A total of 178 responses were collected from a survey that examined five areas: 1) preparation and training; 2) classroom observations; 3) preparing the formal…

  3. Maximizing Use of Extension Beef Cattle Benchmarks Data Derived from Cow Herd Appraisal Performance Software

    ERIC Educational Resources Information Center

    Ramsay, Jennifer M.; Hanna, Lauren L. Hulsman; Ringwall, Kris A.

    2016-01-01

    One goal of Extension is to provide practical information that makes a difference to producers. Cow Herd Appraisal Performance Software (CHAPS) has provided beef producers with production benchmarks for 30 years, creating a large historical data set. Many such large data sets contain useful information but are underutilized. Our goal was to create…

  4. Standing Out and Moving Up: Performance Appraisal of Cultural Minority Physicians

    ERIC Educational Resources Information Center

    Leyerzapf, Hannah; Abma, Tineke A.; Steenwijk, Reina R.; Croiset, Gerda; Verdonk, Petra

    2015-01-01

    Despite a growing diversity within society and health care, there seems to be a discrepancy between the number of cultural minority physicians graduating and those in training for specialization (residents) or working as a specialist in Dutch academic hospitals. The purpose of this article is to explore how performance appraisal in daily medical…

  5. Data envelopment analysis model for the appraisal and relative performance evaluation of nurses at an intensive care unit.

    PubMed

    Osman, Ibrahim H; Berbary, Lynn N; Sidani, Yusuf; Al-Ayoubi, Baydaa; Emrouznejad, Ali

    2011-10-01

    The appraisal and relative performance evaluation of nurses are very important and beneficial for both nurses and employers in an era of clinical governance, increased accountability and high standards of health care services. They enhance and consolidate the knowledge and practical skills of nurses by identification of training and career development plans as well as improvement in health care quality services, increase in job satisfaction and use of cost-effective resources. In this paper, a data envelopment analysis (DEA) model is proposed for the appraisal and relative performance evaluation of nurses. The model is validated on thirty-two nurses working at an Intensive Care Unit (ICU) at one of the most recognized hospitals in Lebanon. The DEA was able to classify nurses into efficient and inefficient ones. The set of efficient nurses was used to establish an internal best practice benchmark to project career development plans for improving the performance of other inefficient nurses. The DEA result confirmed the ranking of some nurses and highlighted injustice in other cases that were produced by the currently practiced appraisal system. Further, the DEA model is shown to be an effective talent management and motivational tool as it can provide clear managerial plans related to promoting, training and development activities from the perspective of nurses, hence increasing their satisfaction, motivation and acceptance of appraisal results. Due to such features, the model is currently being considered for implementation at ICU. Finally, the ratio of the number DEA units to the number of input/output measures is revisited with new suggested values on its upper and lower limits depending on the type of DEA models and the desired number of efficient units from a managerial perspective. PMID:20734223

  6. Cultural values and performance appraisal: assessing the effects of rater self-construal on performance ratings.

    PubMed

    Mishra, Vipanchi; Roch, Sylvia G

    2013-01-01

    Much of the prior research investigating the influence of cultural values on performance ratings has focused either on conducting cross-national comparisons among raters or using cultural level individualism/collectivism scales to measure the effects of cultural values on performance ratings. Recent research has shown that there is considerable within country variation in cultural values, i.e. people in one country can be more individualistic or collectivistic in nature. Taking the latter perspective, the present study used Markus and Kitayama's (1991) conceptualization of independent and interdependent self-construals as measures of individual variations in cultural values to investigate within culture variations in performance ratings. Results suggest that rater self-construal has a significant influence on overall performance evaluations; specifically, raters with a highly interdependent self-construal tend to show a preference for interdependent ratees, whereas raters high on independent self-construal do not show a preference for specific type of ratees when making overall performance evaluations. Although rater self-construal significantly influenced overall performance evaluations, no such effects were observed for specific dimension ratings. Implications of these results for performance appraisal research and practice are discussed. PMID:23885636

  7. Real estate market and building energy performance: Data for a mass appraisal approach

    PubMed Central

    Bonifaci, Pietro; Copiello, Sergio

    2015-01-01

    Mass appraisal is widely considered an advanced frontier in the real estate valuation field. Performing mass appraisal entails the need to get access to base information conveyed by a large amount of transactions, such as prices and property features. Due to the lack of transparency of many Italian real estate market segments, our survey has been addressed to gather data from residential property advertisements. The dataset specifically focuses on property offer prices and dwelling energy efficiency. The latter refers to the label expressed and exhibited by the energy performance certificate. Moreover, data are georeferenced with the highest possible accuracy: at the neighborhood level for a 76.8% of cases, at street or building number level for the remaining 23.2%. Data are related to the analysis performed in Bonifaci and Copiello [1], about the relationship between house prices and building energy performance, that is to say, the willingness to pay in order to benefit from more efficient dwellings. PMID:26793751

  8. Real estate market and building energy performance: Data for a mass appraisal approach.

    PubMed

    Bonifaci, Pietro; Copiello, Sergio

    2015-12-01

    Mass appraisal is widely considered an advanced frontier in the real estate valuation field. Performing mass appraisal entails the need to get access to base information conveyed by a large amount of transactions, such as prices and property features. Due to the lack of transparency of many Italian real estate market segments, our survey has been addressed to gather data from residential property advertisements. The dataset specifically focuses on property offer prices and dwelling energy efficiency. The latter refers to the label expressed and exhibited by the energy performance certificate. Moreover, data are georeferenced with the highest possible accuracy: at the neighborhood level for a 76.8% of cases, at street or building number level for the remaining 23.2%. Data are related to the analysis performed in Bonifaci and Copiello [1], about the relationship between house prices and building energy performance, that is to say, the willingness to pay in order to benefit from more efficient dwellings. PMID:26793751

  9. Performance Appraisals: One Step in a Comprehensive Staff Supervision Model

    ERIC Educational Resources Information Center

    Kilbourne, Susan

    2007-01-01

    Performance reviews, while stressful, can prepare employees for the next stages of their career. The best performance reviews are those where the supervisor knows the employee's skills and talents and offers suggestions on how to use those talents to develop other areas of job performance and professional growth. In this article, the author…

  10. Annual performance appraisal: one organization's process and retrospective analysis of outcomes.

    PubMed

    Geddes, E Lynne; Gill, Caroline

    2012-01-01

    Performance assessment of personnel is an important component of an organization's quality management program, benefiting the organization, individuals and clients. Performance appraisal is the most common method. This article describes the three-part performance appraisal tool used at the authors' organization, a private inter-professional healthcare agency providing rehabilitation services to clients in the community, and presents the results of a retrospective analysis of the outcomes. Performance appraisals of 13 personnel were randomly selected, representing 39 chart audits and 25 joint client visits. The achievement of mandatory chart audit standards demonstrated 95 ± 7.2% compliance; expected standards showed 96 ± 3.3% compliance. Qualitative findings from the joint visits and interviews showed that therapists enjoyed the process and experience, valued the feedback and appreciated the support they received. Benefits and challenges of the process were identified, resulting in new initiatives being implemented. The authors confirmed that the tool achieves its intended purpose and is relevant in the home care setting. PMID:22354057

  11. 5 CFR 9901.411 - Appraisal period.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... PERSONNEL SYSTEM (NSPS) Performance Management § 9901.411 Appraisal period. (a) Except as provided in... period, an employee has not met the minimum period of performance, management may extend the appraisal....411 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR...

  12. Understanding adolescents' sleep patterns and school performance: a critical appraisal.

    PubMed

    Wolfson, Amy R; Carskadon, Mary A

    2003-12-01

    The present paper reviews and critiques studies assessing the relation between sleep patterns, sleep quality, and school performance of adolescents attending middle school, high school, and/or college. The majority of studies relied on self-report, yet the researchers approached the question with different designs and measures. Specifically, studies looked at (1) sleep/wake patterns and usual grades, (2) school start time and phase preference in relation to sleep habits and quality and academic performance, and (3) sleep patterns and classroom performance (e.g., examination grades). The findings strongly indicate that self-reported shortened total sleep time, erratic sleep/wake schedules, late bed and rise times, and poor sleep quality are negatively associated with academic performance for adolescents from middle school through the college years. Limitations of the current published studies are also discussed in detail in this review. PMID:15018092

  13. Trust, regulatory processes and NICE decision-making: Appraising cost-effectiveness models through appraising people and systems.

    PubMed

    Brown, Patrick; Hashem, Ferhana; Calnan, Michael

    2016-02-01

    This article presents an ethnographic study of regulatory decision-making regarding the cost-effectiveness of expensive medicines at the National Institute for Health and Care Excellence (NICE) in England. We explored trust as one important mechanism by which problems of complexity and uncertainty were resolved. Existing studies note the salience of trust for regulatory decisions, by which the appraisal of people becomes a proxy for appraising technologies themselves. Although such (dis)trust in manufacturers was one important influence, we describe a more intricate web of (dis)trust relations also involving various expert advisors, fellow committee members and committee Chairs. Within these complex chains of relations, we found examples of both more blind-acquiescent and more critical-Investigative forms of trust as well as, at times, pronounced distrust. Difficulties in overcoming uncertainty through other means obliged trust in some contexts, although not in others. (Dis)trust was constructed through inferences involving abstract systems alongside actors' oral and written presentations-of-self. Systemic features and 'forced options' to trust indicate potential insidious processes of regulatory capture. PMID:26983173

  14. Management behavior, group climate and performance appraisal at NASA

    NASA Technical Reports Server (NTRS)

    Manderlink, G.; Clark, L. P.; Bernstein, W. M.; Burke, W. W.

    1985-01-01

    The relationships among manager behavior, group climate and managerial effectiveness are examined. Survey data were collected from 435 GM14-15 managers and their subordinates at NASA concerning management practices and perceptions of the group environment. Performance ratings of managers were obtained from their superiors. The results strongly supported a causal model in which subordinates' climate perceptions mediate the effects of manager behavior on performance. That is, the development of group climate provides the process through which the effects of manager practices may be understood. Analyses also revealed that the function performed by a manager and his group (e.g., research) influenced the specific nature of the causal dynamics. Some implications of the results for management training and development are discussed.

  15. The Problem of Policy Implementation: The Case of Performance Appraisal.

    ERIC Educational Resources Information Center

    Timperley, Helen S.; Robinson, Viviane M.

    1997-01-01

    Identifies how policy implementation might be improved by informing policy formulation with a more detailed understanding of local conditions. Conceptualizes policy as a response to conflicting local and national requirements. Presents a case study, a New Zealand high school's implementation of a national performance-management policy. The…

  16. Effects of cognitive appraisal and mental workload factors on performance in an arithmetic task.

    PubMed

    Galy, Edith; Mélan, Claudine

    2015-12-01

    We showed in a previous study an additive interaction between intrinsic and extraneous cognitive loads and of participants' alertness in an 1-back working memory task. The interaction between intrinsic and extraneous cognitive loads was only observed when participants' alertness was low (i.e. in the morning). As alertness is known to reflect an individual's general functional state, we suggested that the working memory capacity available for germane cognitive load depends on a participant's functional state, in addition to intrinsic and extraneous loads induced by the task and task conditions. The relationships between the different load types and their assessment by specific load measures gave rise to a modified cognitive load model. The aim of the present study was to complete the model by determining to what extent and at what processing level an individual's characteristics intervene in order to implement efficient strategies in a working memory task. Therefore, the study explored participants' cognitive appraisal of the situation in addition to the load factors considered previously-task difficulty, time pressure and alertness. Each participant performed a mental arithmetic task in four different cognitive load conditions (crossover of two task difficulty conditions and of two time pressure conditions), both while their alertness was low (9 a.m.) and high (4 p.m.). Results confirmed an additive effect of task difficulty and time pressure, previously reported in the 1-back memory task, thereby lending further support to the modified cognitive load model. Further, in the high intrinsic and extraneous load condition, performance was reduced on the morning session (i.e. when alertness was low) on one hand, and in those participants' having a threat appraisal of the situation on the other hand. When these factors were included into the analysis, a performance drop occurred in the morning irrespective of cognitive appraisal, and with threat appraisal in the

  17. 62 FR 64997 - Real Estate Appraisals

    Federal Register 2010, 2011, 2012, 2013, 2014

    1997-12-09

    ... 225 Real Estate Appraisals AGENCY: Board of Governors of the Federal Reserve System. ACTION: Notice of... financial and public policy interests in real estate-related transactions will be protected by requiring that real estate appraisals utilized in connection with federally related transactions are performed...

  18. 5 CFR 430.405 - Procedures for certifying agency appraisal systems.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal Certification for Pay Purposes § 430.405..., and which include— (A) For the agency's senior executives covered by 5 CFR part 430, subpart C, at... unsatisfactory level; (B) For the agency's senior professionals covered by 5 CFR part 430, subpart B, at...

  19. Accuracy of Subjective Performance Appraisal is Not Modulated by the Method Used by the Learner During Motor Skill Acquisition.

    PubMed

    Patterson, Jae T; McRae, Matthew; Lai, Sharon

    2016-04-01

    The present experiment examined whether the method of subjectively appraising motor performance during skill acquisition would differentially strengthen performance appraisal capabilities and subsequent motor learning. Thirty-six participants (18 men and 18 women; M age = 20.8 years, SD = 1.0) learned to execute a serial key-pressing task at a particular overall movement time (2550 ms). Participants were randomly separated into three groups: the Generate group estimated their overall movement time then received knowledge of results of their actual movement time; the Choice group selected their perceived movement time from a list of three alternatives; the third group, the Control group, did not self-report their perceived movement time and received knowledge of results of their actual movement time on every trial. All groups practiced 90 acquisition trials and 30 no knowledge of results trials in a delayed retention test. Results from the delayed retention test showed that both methods of performance appraisal (Generate and Choice) facilitated superior motor performance and greater accuracy in assessing their actual motor performance compared with the control condition. Therefore, the processing required for accurate appraisal of performance was strengthened, independent of performance appraisal method. PMID:27166340

  20. Standing out and moving up: performance appraisal of cultural minority physicians.

    PubMed

    Leyerzapf, Hannah; Abma, Tineke A; Steenwijk, Reina R; Croiset, Gerda; Verdonk, Petra

    2015-10-01

    Despite a growing diversity within society and health care, there seems to be a discrepancy between the number of cultural minority physicians graduating and those in training for specialization (residents) or working as a specialist in Dutch academic hospitals. The purpose of this article is to explore how performance appraisal in daily medical practice is experienced and might affect the influx of cultural minority physicians into specialty training. A critical diversity study was completed in one academic hospital using interviews (N = 27) and focus groups (15 participants) with cultural minority physicians and residents, instructing specialists and executives of medical wards. Data were digitally recorded and transcribed verbatim. A thematic and integral content analysis was performed. In addition to explicit norms on high motivation and excellent performance, implicit norms on professionalism are considered crucial in qualifying for specialty training. Stereotyped imaging on the culture and identity of cultural minority physicians and categorical thinking on diversity seem to underlie daily processes of evaluation and performance appraisal. These are experienced as inhibiting the possibilities to successfully profile for selection into residency and specialist positions. Implicit criteria appear to affect selection processes on medical wards and possibly hinder the influx of cultural minority physicians into residency and making academic hospitals more diverse. Minority and majority physicians, together with the hospital management and medical education should target inclusive norms and practices within clinical practice. PMID:25549932

  1. Depression, Cognition, and Self-Appraisal of Functional Abilities in HIV: An Examination of Subjective Appraisal Versus Objective Performance

    PubMed Central

    Thames, April D.; Becker, Brian W.; Marcotte, Thomas D.; Hines, Lindsay J.; Foley, Jessica M.; Ramezani, Amir; Singer, Elyse J.; Castellon, Steven A.; Heaton, Robert K.; Hinkin, Charles H.

    2013-01-01

    Depression frequently co-occurs with HIV infection and can result in self-reported overestimates of cognitive deficits. Conversely, genuine cognitive dysfunction can lead to an under-appreciation of cognitive deficits. The degree to which depression and cognition influence self-report of capacity for instrumental activities of daily living (IADLs) requires further investigation. This study examined the effects of depression and cognitive deficits on self-appraisal of functional competence among 107 HIV-infected adults. As hypothesized, higher levels of depression were found among those who over-reported problems in medication management, driving, and cognition when compared to those who under-reported or provided accurate self-assessments. In contrast, genuine cognitive dysfunction was predictive of under-reporting of functional deficits. Together, these results suggest that over-reliance on self-reported functional status poses risk for error when diagnoses require documentation of both cognitive impairment and associated functional disability in everyday life. PMID:21331979

  2. Using implementation intentions to overcome the effects of social anxiety on attention and appraisals of performance.

    PubMed

    Webb, Thomas L; Ononaiye, Margarita S P; Sheeran, Paschal; Reidy, John G; Lavda, Anastasia

    2010-05-01

    The present research examines whether forming implementation intentions can help people with social anxiety to control their attention and make more realistic appraisals of their performance. In Experiment 1, socially anxious participants (relative to less anxious participants) exhibited an attentional bias toward social threat words in a Visual Dot Probe task. However, socially anxious participants who formed implementation intentions designed to control attention did not exhibit this bias. Using a spatial cuing task, Experiment 2 showed that forming implementation intentions also promoted rapid disengagement from threatening stimuli. Experiment 3 ruled out the possibility that implementation intentions were effective merely because they provided additional goal-relevant information. In Experiment 4, participants gave a speech and subsequently rated their performance. Forming implementation intentions prevented the underestimation of performance that characterizes socially anxious individuals. Together, the findings suggest that forming implementation intentions may provide an effective means of handling self-regulatory problems in social anxiety. PMID:20371796

  3. Performance, Performance System, and High Performance System

    ERIC Educational Resources Information Center

    Jang, Hwan Young

    2009-01-01

    This article proposes needed transitions in the field of human performance technology. The following three transitions are discussed: transitioning from training to performance, transitioning from performance to performance system, and transitioning from learning organization to high performance system. A proposed framework that comprises…

  4. Experimental Study Comparing a Traditional Approach to Performance Appraisal Training to a Whole-Brain Training Method at C.B. Fleet Laboratories

    ERIC Educational Resources Information Center

    Selden, Sally; Sherrier, Tom; Wooters, Robert

    2012-01-01

    The purpose of this study is to examine the effects of a new approach to performance appraisal training. Motivated by split-brain theory and existing studies of cognitive information processing and performance appraisals, this exploratory study examined the effects of a whole-brain approach to training managers for implementing performance…

  5. A computer simulation appraisal of non-residential low energy cooling systems in California

    SciTech Connect

    Bourassa, Norman; Haves, Philip; Huang, Joe

    2002-05-17

    An appraisal of the potential performance of different Low Energy Cooling (LEC) systems in nonresidential buildings in California is being conducted using computer simulation. The paper presents results from the first phase of the study, which addressed the systems that can be modeled, with the DOE-2.1E simulation program. The following LEC technologies were simulated as variants of a conventional variable-air-volume system with vapor compression cooling and mixing ventilation in the occupied spaces: Air-side indirect and indirect/direct evaporative pre-cooling. Cool beams. Displacement ventilation. Results are presented for four populous climates, represented by Oakland, Sacramento, Pasadena and San Diego. The greatest energy savings are obtained from a combination of displacement ventilation and air-side indirect/direct evaporative pre-cooling. Cool beam systems have the lowest peak demand but do not reduce energy consumption significantly because the reduction in fan energy is offse t by a reduction in air-side free cooling. Overall, the results indicate significant opportunities for LEC technologies to reduce energy consumption and demand in nonresidential new construction and retrofit.

  6. National cultures, performance appraisal practices, and organizational absenteeism and turnover: a study across 21 countries.

    PubMed

    Peretz, Hilla; Fried, Yitzhak

    2012-03-01

    Performance appraisal (PA) is a key human resource activity in organizations. However, in this global economy, we know little about how societal cultures affect PA practices. In this study, we address this gap by focusing on 2 complementary issues: (a) the influence of societal (national) cultural practices on PA practices adopted by organizations and (b) the contribution of the level of congruence between societal cultural practices and the characteristics of organizational PA practices to absenteeism and turnover. The results, based on a large data set across multiple countries and over 2 time periods, support the hypothesized effects of societal (national) cultural practices on particular PA practices and the interactive effects of societal cultural practices and PA practices on absenteeism and turnover. We discuss theoretical and practical implications of our findings. PMID:22040261

  7. Participatory rural appraisal in smallholder dairy systems in Tunisia.

    PubMed

    Rekhis, J; Saaidane, F; Laamouri, M; Ben Hamida, K; Mabrouk, W; Slimane, N

    2007-12-01

    Participatory Rural Appraisal (PRA) was carried out by a multidisciplinary team on a total of 60 smallholder dairy farms in three different geographical areas of Tunisia. Farms with less than three cows were excluded. Those participating had between three and 10 cows. Average milk production ranged between 8 and 32 litres per cow per day. 70% or over of milk produced was sold off the farms. Average intercalving intervals--measured from month of calving only--ranged from 12.9 months to 19. Age at first calving varied from two to nearly three years. Most work was done by the families. PRA revealed that the farmers in all three regions perceived unbalanced nutrition, which included availability of forages, to be the most important constraint, followed by poor reproductive efficiency. Reseeding with new species was instituted for grazing and hay. Farmers from the different regions were taken on exchange visits to see how these approaches worked. Training in reproductive management and milking hygiene was introduced. Seasonal ration formulation depending on local forage analysis was instituted. Two farms are participating in a programme of evaluation of olive oil extraction by-product as a ruminant feed. Partial budget analysis of these interventions will be carried out. PMID:18265871

  8. Board & Supt. Share Appraisal Benefits.

    ERIC Educational Resources Information Center

    Glaub, Gerald R.

    1983-01-01

    Although some board members and superintendents may consider superintendent evaluation as potentially disturbing for their working relationships, such evaluations may become more appealing when considered as part of a broader system of school governance and management. What is needed is a performance appraisal system developed jointly by…

  9. Development, feasibility and performance of a health risk appraisal questionnaire for older persons

    PubMed Central

    Stuck, Andreas E; Kharicha, Kalpa; Dapp, Ulrike; Anders, Jennifer; von Renteln-Kruse, Wolfgang; Meier-Baumgartner, Hans Peter; Harari, Danielle; Swift, Cameron G; Ivanova, Katja; Egger, Matthias; Gillmann, Gerhard; Higa, Jerilyn; Beck, John C; Iliffe, Steve

    2007-01-01

    Background Health risk appraisal is a promising method for health promotion and prevention in older persons. The Health Risk Appraisal for the Elderly (HRA-E) developed in the U.S. has unique features but has not been tested outside the United States. Methods Based on the original HRA-E, we developed a scientifically updated and regionally adapted multilingual Health Risk Appraisal for Older Persons (HRA-O) instrument consisting of a self-administered questionnaire and software-generated feed-back reports. We evaluated the practicability and performance of the questionnaire in non-disabled community-dwelling older persons in London (U.K.) (N = 1090), Hamburg (Germany) (N = 804), and Solothurn (Switzerland) (N = 748) in a sub-sample of an international randomised controlled study. Results Over eighty percent of invited older persons returned the self-administered HRA-O questionnaire. Fair or poor self-perceived health status and older age were correlated with higher rates of non-return of the questionnaire. Older participants and those with lower educational levels reported more difficulty in completing the HRA-O questionnaire as compared to younger and higher educated persons. However, even among older participants and those with low educational level, more than 80% rated the questionnaire as easy to complete. Prevalence rates of risks for functional decline or problems were between 2% and 91% for the 19 HRA-O domains. Participants' intention to change health behaviour suggested that for some risk factors participants were in a pre-contemplation phase, having no short- or medium-term plans for change. Many participants perceived their health behaviour or preventative care uptake as optimal, despite indications of deficits according to the HRA-O based evaluation. Conclusion The HRA-O questionnaire was highly accepted by a broad range of community-dwelling non-disabled persons. It identified a high number of risks and problems, and provided information on

  10. Prior Mathematics Achievement, Cognitive Appraisals and Anxiety as Predictors of Finnish Students' Later Mathematics Performance and Career Orientation

    ERIC Educational Resources Information Center

    Kyttala, Minna; Bjorn, Piia Maria

    2010-01-01

    The aim of this two-year longitudinal study was to investigate the role and impact of prior mathematics performance, cognitive appraisals and mathematics-specific, affective anxiety in determining later mathematics achievement and future career orientation among Finnish adolescents. The basic ideas of the control-value theory, assumed to be…

  11. Development and Use of Performance Appraisal of Certificated Education Staff in Ontario School Boards. Volume I: Technical Report. Professionalism in Schools Series.

    ERIC Educational Resources Information Center

    Lawton, S. B.; And Others

    This study addresses four questions: (1) What types of performance appraisal policy for educational staff have been adopted by Ontario school boards? (2) To what extent have these policies been implemented in practice? (3) What types of appraisal policies are most effective? and (4) What processes have school boards used to develop and implement…

  12. Multi-model approach to petroleum resource appraisal using analytic methodologies for probabilistic systems

    USGS Publications Warehouse

    Crovelli, R.A.

    1988-01-01

    The geologic appraisal model that is selected for a petroleum resource assessment depends upon purpose of the assessment, basic geologic assumptions of the area, type of available data, time available before deadlines, available human and financial resources, available computer facilities, and, most importantly, the available quantitative methodology with corresponding computer software and any new quantitative methodology that would have to be developed. Therefore, different resource assessment projects usually require different geologic models. Also, more than one geologic model might be needed in a single project for assessing different regions of the study or for cross-checking resource estimates of the area. Some geologic analyses used in the past for petroleum resource appraisal involved play analysis. The corresponding quantitative methodologies of these analyses usually consisted of Monte Carlo simulation techniques. A probabilistic system of petroleum resource appraisal for play analysis has been designed to meet the following requirements: (1) includes a variety of geologic models, (2) uses an analytic methodology instead of Monte Carlo simulation, (3) possesses the capacity to aggregate estimates from many areas that have been assessed by different geologic models, and (4) runs quickly on a microcomputer. Geologic models consist of four basic types: reservoir engineering, volumetric yield, field size, and direct assessment. Several case histories and present studies by the U.S. Geological Survey are discussed. ?? 1988 International Association for Mathematical Geology.

  13. Multi-model approach to petroleum resource appraisal using analytic methodologies for probabilistic systems

    SciTech Connect

    Crovelli, R.A.

    1988-11-01

    The geologic appraisal model that is selected for a petroleum resource assessment depends upon purpose of the assessment, basic geologic assumptions of the area, type of available data, time available before deadlines, available human and financial resources, available computer facilities, and, most importantly, the available quantitative methodology with corresponding computer software and any new quantitative methodology that would have to be developed. Therefore, different resource assessment projects usually require different geologic models. Also, more than one geologic model might be needed in a single project for assessing different regions of the study or for cross-checking resource estimates of the area. Some geologic analyses used in the past for petroleum resource appraisal involved play analysis. The corresponding quantitative methodologies of these analyses usually consisted of Monte Carlo simulation techniques. A probabilistic system of petroleum resource appraisal for play analysis has been designed to meet the following requirements: (1) includes a variety of geologic models, (2) uses an analytic methodology instead of Monte Carlo simulation, (3) possesses the capacity to aggregate estimates from many areas that have been assessed by different geologic models, and (4) runs quickly on a microcomputer. Geologic models consist of four basic types: reservoir engineering, volumetric yield, field size, and direct assessment. Several case histories and present studies by the US Geological Survey are discussed.

  14. Ischemic heart disease in systemic inflammatory diseases. An appraisal.

    PubMed

    Gargiulo, Paola; Marsico, Fabio; Parente, Antonio; Paolillo, Stefania; Cecere, Milena; Casaretti, Laura; Pellegrino, Angela Maria; Formisano, Tiziana; Fabiani, Irma; Soricelli, Andrea; Trimarco, Bruno; Perrone-Filardi, Pasquale

    2014-01-01

    Systemic inflammatory diseases are inflammatory syndromes that are associated with increased cardiovascular morbidity and mortality. The link between inflammatory and cardiovascular diseases can be attributed to coexistence of classical risk factors and of inflammatory mechanisms activated in systemic inflammatory diseases and involving the immune system. Yet, clinical implications of these findings are not entirely clear and deeper knowledge and awareness of cardiac involvement in inflammatory diseases are necessary. The aims of this review are to summarize cardiac involvement in systemic inflammatory diseases and to identify areas where evidence is currently lacking that deserve further investigation in the future. PMID:24331863

  15. Links between posttrauma appraisals and trauma-related distress in adolescent females from the child welfare system.

    PubMed

    Srinivas, Tejaswinhi; DePrince, Anne P; Chu, Ann T

    2015-09-01

    Research on predictors of trauma-related distress in youth has tended to focus on trauma exposure and individual difference characteristics. This study extends previous research by examining the role of posttrauma appraisals in predicting trauma-related distress in a sample of female adolescents with current or prior involvement in the child welfare system and a history of maltreatment. Participants' posttrauma appraisals accounted for unique variance in trauma-related distress, above and beyond key trauma exposure and individual difference variables. Further, posttrauma appraisals of alienation accounted for unique variance in posttraumatic stress, dissociation, and depression symptom severity, and posttrauma appraisals of shame accounted for unique variance in posttraumatic stress symptom severity. These results suggest that posttrauma appraisals may represent an important predictor of trauma-related distress for youth with current or prior involvement in the child welfare system. They also replicate findings in youth and adult literature on interpersonal trauma, lending further support to the existence of specific pathways between certain appraisals and various forms of trauma-related distress. We discuss the implications of our study for trauma-informed practice within the child welfare system. PMID:26074467

  16. 12 CFR 225.65 - Appraiser independence.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 12 Banks and Banking 3 2010-01-01 2010-01-01 false Appraiser independence. 225.65 Section 225.65 Banks and Banking FEDERAL RESERVE SYSTEM (CONTINUED) BOARD OF GOVERNORS OF THE FEDERAL RESERVE SYSTEM... Federally Related Transactions § 225.65 Appraiser independence. (a) Staff appraisers. If an appraisal...

  17. The Appraisal of Teachers' Performance and Its Impact on the Mutuality of Principal-Teacher Emotions

    ERIC Educational Resources Information Center

    Yariv, Eliezer

    2009-01-01

    The current study examines the mutual discrete emotions among superiors and their above- and below-average workers within a hierarchical organisation (school). Using a survey method within a random sample of 40 elementary schools in Northern Israel, each principal and four of his or her teachers (two who had been appraised as excellent and two who…

  18. Collaborative Peer Coaching That Improves Instruction: The 2 + 2 Performance Appraisal Model

    ERIC Educational Resources Information Center

    Allen Dwight W.; LeBlanc, Alyce C.

    2004-01-01

    Behind a simple equation, 2 + 2, lies a rich yet realistic approach to enhancing teaching and learning. As this book demonstrates, the current method of job appraisal consists of sporadic classroom visits from school administrators that frequently serve to reinforce teacher isolation rather than promote professional development. In contrast, the 2…

  19. Relevance to self: A brief review and framework of neural systems underlying appraisal

    PubMed Central

    Schmitz, Taylor W.; Johnson, Sterling C.

    2007-01-01

    We argue that many similar findings observed in cognitive, affective, and social neuroimaging research may compose larger processes central to generating self-relevance. In support of this, recent findings from these research domains were reviewed to identify common systemic activation patterns. Superimposition of these patterns revealed evidence for large-scale supramodal processes, which are argued to mediate appraisal of self-relevant content irrespective of specific stimulus types (e.g. words, pictures) and task domains (e.g. induction of reward, fear, pain, etc). Furthermore, we distinguish between two top-down sub-systems involved in appraisal of self-relevance, one that orients pre-attentive biasing information (e.g. anticipatory or mnemonic) to salient or explicitly self-relevant phenomena, and another that engages introspective processes (e.g. self-reflection, evaluation, recollection) either in conjunction with or independent of the former system. Based on aggregate patterns of activation derived from the reviewed studies, processes in a ventral MPFC—subcortical network appear to track with the former pathway, and processes in a dorsal MPFC—cortical—subcortical network with the latter. As a whole, the purpose of this framework is to re-conceive the functionality of these systems in terms of supramodal processes that more directly reflect the influences of relevance to the self. PMID:17418416

  20. Looking For Value in All The Wrong Places. Toward Expanded Consideration of Green and High Performance Attributes in Non-residential Property Appraisals in the United States

    SciTech Connect

    Mills, Evan

    2015-10-21

    Large numbers of commercial buildings have sought to improve their energy and environmental performance, with half of all leasable U.S. offices now designated at some level of “green”. All proper/es fall somewhere on the green/high-­performance spectrum (above and below average) whether or not they bear a formal label or ra/ng.1 Variations in the level of performance can either positively or negatively influence value. This component of value can be shaped by many factors, from utility costs to tenant/owner preferences that translate into income (rent levels, vacancy rates, lease-­up /mes, etc.). Occupant perceptions of indoor environmental quality are another potential influence on value. While there has been little uptake of this thinking by practicing appraisers, the increased prevalence of green/HP practices combined with concerns about appraiser competency are compelling the industry to adapt their traditional techniques to this new driver of value. However, the overly narrow focus of policymakers on appraisal of labeled or rated exemplary buildings (e.g., LEED or ENERGY STAR Certified) represents a significant missed opportunity. Any level of green or energy performance can in fact influence value, including below-­average performance (a.k.a. “brown discount”), irrespec/ve of whether or not the building has been formally rated. Another surmountable challenge is the limitations to non-­appraisers’ understanding of the appraisal process (and constraints therein). A crucial byproduct of this is unrealistic expectations of what appraisers can and will do in the marketplace. This report identifies opportunities for catalyzing improvement of the green/HP appraisal process, which apply to all involved actors—from owner, report-­ordering client, the appraiser, and the appraisal reviewer—and fostering more demand for appraisals that recognize green/HP property attributes. The intended audience is primarily the public policy community and other

  1. The Resilience of the "Corporate" in Post-Corporate Teacher Appraisal: A Case Study from Mauritius

    ERIC Educational Resources Information Center

    Luchoomun, Dharmadeo

    2007-01-01

    This article seeks to replace the traditional and authoritative staff appraisal at a case-study school by a concept of performance management depicted as the performance enhancement and peer appraisal of teachers. It is achieved by elaborating an open system of performance management where teachers are empowered within the existing vertical…

  2. Characterizing “fibrofog”: Subjective appraisal, objective performance, and task-related brain activity during a working memory task

    PubMed Central

    Walitt, Brian; Čeko, Marta; Khatiwada, Manish; Gracely, John L.; Rayhan, Rakib; VanMeter, John W.; Gracely, Richard H.

    2016-01-01

    The subjective experience of cognitive dysfunction (“fibrofog”) is common in fibromyalgia. This study investigated the relation between subjective appraisal of cognitive function, objective cognitive task performance, and brain activity during a cognitive task using functional magnetic resonance imaging (fMRI). Sixteen fibromyalgia patients and 13 healthy pain-free controls completed a battery of questionnaires, including the Multiple Ability Self-Report Questionnaire (MASQ), a measure of self-perceived cognitive difficulties. Participants were evaluated for working memory performance using a modified N-back working memory task while undergoing Blood Oxygen Level Dependent (BOLD) fMRI measurements. Fibromyalgia patients and controls did not differ in working memory performance. Subjective appraisal of cognitive function was associated with better performance (accuracy) on the working memory task in healthy controls but not in fibromyalgia patients. In fibromyalgia patients, increased perceived cognitive difficulty was positively correlated with the severity of their symptoms. BOLD response during the working memory task did not differ between the groups. BOLD response correlated with task accuracy in control subjects but not in fibromyalgia patients. Increased subjective cognitive impairment correlated with decreased BOLD response in both groups but in different anatomic regions. In conclusion, “fibrofog” appears to be better characterized by subjective rather than objective impairment. Neurologic correlates of this subjective experience of impairment might be separate from those involved in the performance of cognitive tasks. PMID:26955513

  3. Managing Performance to Change Behavior

    ERIC Educational Resources Information Center

    Denisi, Angelo S.

    2011-01-01

    Performance appraisal systems are often considered primarily in their role as criterion measures for validation studies. Even when they are considered in other organizational roles, there has traditionally been a strong focus on improving the accuracy of the appraisals. The present article argues that the proper focus of performance appraisal is…

  4. Due Process in Appraisal: A Quasi-Experiment in Procedural Justice.

    ERIC Educational Resources Information Center

    Taylor, M. Susan; And Others

    1995-01-01

    Extended research on procedural justice by examining effects of a due-process performance-appraisal system on (government) employees' and managers' reactions. Employee-management pairs were randomly assigned to either a due-process appraisal system or the existing one. Although due-process employees received lower evaluations, both employees and…

  5. A New Appraisal- Lessons from the History of Efforts to Value Green and High-Performance Home Attributes in the United States

    SciTech Connect

    Mills, Evan

    2015-10-21

    Rigorous consideration of green and high-performance (“green/HP”) features is rarely included in the property valuation process._ To help illuminate why this is the case, this report takes stock of the history of efforts to improve practices, and identifies barriers that have emerged and opportunities for overcoming them. Particular emphasis is placed on what energy and environmental policymakers and other stakeholders outside the appraisal community can contribute to the broader effort to advance professional practices. The history has unfolded in parallel with turbulent periods in the housing market for which appraisers and their customers are deemed to share responsibility, followed by cycles of regulations, siloing of appraisers in the name of professional integrity, and commoditization of the valuation process itself. This pattern has important ramifications for aspirations that appraisers engage more fully in identifying and valuing the green/HP characteristics of homes. On the one hand, it is legally and ethically incumbent on appraisers to do so, yet on the other hand it is perceived as a risky avenue to follow. Risks arise where findings can be challenged as either over- or under-stating value, together with a market environment in which the complexity of their assignments increases despite downward pressure on appraiser fees. While efforts to address green/HP considerations date back to the early 1980s, the vast majority of activity has taken place within the past five years. Many players have engaged in the efforts to promote improved valuation practices. These include the Appraisal Foundation, The Appraisal Institute, Colorado Energy Office, Earth Advantage, EcoBroker, Elevate Energy, Fannie Mae, Federal Housing Administration, Home Innovation Research Labs, The Institute for Market Transformation, Northwest Energy Efficiency Alliance, National Association of Homebuilders, National Association of State Energy Officials, National Association of

  6. An Investigation of the Relationship between Performance Appraisal and Career Development and Advancement of Mid-Level Women in Student Affairs Administration

    ERIC Educational Resources Information Center

    Corral, Christine R.

    2009-01-01

    The purpose of this study was to explore the performance appraisal experience of 14 mid-level women in student affairs administration at four-year colleges and universities in Northern Illinois using a qualitative research approach involving personal interviews. Previous research on career development and advancement of mid-level women in student…

  7. Performance-Based Staff Appraisal. Diagnosing and Responding to Precise Middle-Management Training Needs in State Education Agencies. Final Report.

    ERIC Educational Resources Information Center

    Council of Chief State School Officers, Washington, DC.

    This booklet describes a research program that developed eight Educational Leadership Appraisal (ELA) exercises specifically relevant to the roles of middle-management personnel in state education agencies (SEAs). ELA is a performance-based procedure for the observation, assessment, and training of leadership behavior in educational managers and…

  8. Appraising the quality of sub-Saharan African cancer registration systems that contributed to GLOBOCAN 2008: a review of the literature and critical appraisal

    PubMed Central

    Pollock, Allyson M

    2015-01-01

    Objective To critically appraise the quality of sub-Saharan African cancer registration systems that submitted data to GLOBOCAN 2008 with respect to population coverage using publicly available information and to show the use of GLOBOCAN statistics in determining global health priorities. Design Sources of cancer registration data for twenty-six sub-Saharan African cancer registries were identified from GLOBOCAN 2008 factsheets. Additional information was extracted from International Agency for Research on Cancer publications. A literature search was conducted to identify studies that reported additional information on data collection methods and provided 27 studies. The websites of the 10 largest funders of development assistance for health were searched for GLOBOCAN citations. Setting and participants Twenty-six sub-Saharan African cancer registration systems submitting data to GLOBOCAN 2008 in relation to 21 countries. Main outcome measures Information on 15 quality variables were extracted and compared with the international gold standard for cancer registration systems. Results Population coverage of the cancer registries ranged from from 2.3% of the population in Kenya to 100% in The Gambia, with a heavy urban bias in all countries. However, 20 countries (300 million people) had no cancer registration systems. Nineteen of the 26 registries failed to meet more than five of the 15 quality criteria and only one country met more than 10. Seven of the 10 largest funders of development assistance for health cite GLOBOCAN statistics in support of policy priorities. Conclusions GLOBOCAN 2008 estimates are based on data drawn from poor quality cancer registration systems, with limited or no population registry coverage. It is essential the GLOBOCAN 2012 estimates should provide information on the quality of the data collection and explain the limitations of the estimates. Development organisations and the World Health Organization need to take a more cautious approach

  9. Funding New Zealand's public healthcare system: time for an honest appraisal and public debate.

    PubMed

    Keene, Lyndon; Bagshaw, Philip; Nicholls, M Gary; Rosenberg, Bill; Frampton, Christopher M; Powell, Ian

    2016-01-01

    Successive New Zealand governments have claimed that the cost of funding the country's public healthcare services is excessive and unsustainable. We contest that these claims are based on a misrepresentation of healthcare spending. Using data from the New Zealand Treasury and the Organisation for Economic Cooperation and Development (OECD), we show how government spending as a whole is low compared with most other OECD countries and is falling as a proportion of GDP. New Zealand has a modest level of health spending overall, but government health spending is also falling as a proportion of GDP. Together, the data indicate the New Zealand Government can afford to spend more on healthcare. We identify compelling reasons why it should do so, including forecast growing health need, signs of increasing unmet need, and the fact that if health needs are not met the costs still have to be borne by the economy. The evidence further suggests it is economically and socially beneficial to meet health needs through a public health system. An honest appraisal and public debate is needed to determine more appropriate levels of healthcare spending. PMID:27355164

  10. 48 CFR 1437.7002 - Appraisal standards.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Appraisal standards. 1437... standards. (a) All real property appraisals for condemnation purposes shall be consistent with requirements of the Interagency Land Acquisition Conference publication “Uniform Appraisal Standards for...

  11. A critical appraisal of the misoprostol removable, controlled-release vaginal delivery system of labor induction

    PubMed Central

    Patte, Charlotte; Deruelle, Philippe

    2015-01-01

    Background Induction of labor is a major issue in pregnancy management. Finding strategies to increase rate and decrease time to vaginal delivery is an important goal, but maternal or neonatal safety must remain the primary objective. Misoprostol is a synthetic analogue of prostaglandin used off label to ripen the cervix and induce labor. The misoprostol vaginal insert (MVI) was designed to allow a controlled-release delivery of misoprostol (from 50 to 200 μg) with a removal tape. The objective of this review was to make a critical appraisal of this device referring to the literature. Methods A literature search was performed in the PubMed and Cochrane databases using the keywords “vaginal misoprostol insert”. Results Several studies compared different doses of MVI (50, 100, 150, and 200 μg) with the 10 mg dinoprostone insert. The 100 μg MVI compared with the dinoprostone vaginal insert (DVI) showed similar efficacy and no significant differences in cesarean delivery rate. MVI 200 μg compared with DVI showed a reduced time to vaginal delivery and oxytocin need but had an increased risk of uterine hyperstimulation. The rate of hyperstimulation syndrome was two to three times more frequent with the 200 μg MVI than the 100 μg. Conclusion Current data suggest that the 100 μg MVI would provide the best balance between efficacy and safety. Further studies should be performed to evaluate this dose, especially in high-risk situations needing induction of labor. PMID:26648758

  12. Performance Improvement as Problem Solving: Principals' Use of Information Concerning Their Own Performance.

    ERIC Educational Resources Information Center

    Cousins, J. Bradley

    The ways in which principals use performance appraisal data for personal professional development, the characteristics of those who use such information, and the features of performance appraisal systems and decision contexts that are predictors of appraisal use were studied through a series of interviews at four sites (two with high appraisal…

  13. Remote sensing and geographic information system for appraisal of salt-affected soils in India.

    PubMed

    Singh, Gurbachan; Bundela, D S; Sethi, Madhurama; Lal, Khajanchi; Kamra, S K

    2010-01-01

    Quantification of the nature, extent, and spatial distribution of salt-affected soils (SAS) for India and the world is essential for planning and implementing reclamation programs in a timely and cost-effective manner for sustained crop production. The national extent of SAS for India over the last four decades was assessed by conventional and remote sensing approaches using diverse methodologies and class definitions and ranged from 6.0 to 26.1 million hectares (Mha) and 1.2 to 10.1 Mha, respectively. In 1966, an area of 6 Mha under SAS was first reported using the former approach. Three national estimates, obtained using remote sensing, were reconciled using a geographic information system, resulting in an acceptable extent of 6.73 Mha. Moderately and severely salt-encrusted lands having large contiguous area have been correctly mapped, but slightly salt-encrusted land having smaller affected areas within croplands has not been accurately mapped. Recent satellite sensors (e.g., Resourcesat-1, Cartosat-2, IKONOS-II, and RISAT-2), along with improved image processing techniques integrated with terrain and other spatial data using a geographic information system, are enabling mapping at large scale. Significant variations in salt encrustation at the surface caused by soil moisture, waterlogging conditions, salt-tolerant crops, and dynamics of subsurface salts present constraints in appraisal, delineation, and mapping efforts. The article provides an overview of development, identification, characterization, and delineation of SAS, past and current national scenarios of SAS using conventional and remote sensing approaches, reconciliation of national estimates, issues of SAS mapping, and future scope. PMID:20048289

  14. Rising to the challenge: acute stress appraisals and selection centre performance in applicants to postgraduate specialty training in anaesthesia.

    PubMed

    Roberts, Martin J; Gale, Thomas C E; McGrath, John S; Wilson, Mark R

    2016-05-01

    The ability to work under pressure is a vital non-technical skill for doctors working in acute medical specialties. Individuals who evaluate potentially stressful situations as challenging rather than threatening may perform better under pressure and be more resilient to stress and burnout. Training programme recruitment processes provide an important opportunity to examine applicants' reactions to acute stress. In the context of multi-station selection centres for recruitment to anaesthesia training programmes, we investigated the factors influencing candidates' pre-station challenge/threat evaluations and the extent to which their evaluations predicted subsequent station performance. Candidates evaluated the perceived stress of upcoming stations using a measure of challenge/threat evaluation-the cognitive appraisal ratio (CAR)-and consented to release their demographic details and station scores. Using regression analyses we determined which candidate and station factors predicted variation in the CAR and whether, after accounting for these factors, the CAR predicted candidate performance in the station. The CAR was affected by the nature of the station and candidate gender, but not age, ethnicity, country of training or clinical experience. Candidates perceived stations involving work related tasks as more threatening. After controlling for candidates' demographic and professional profiles, the CAR significantly predicted station performance: 'challenge' evaluations were associated with better performance, though the effect was weak. Our selection centre model can help recruit prospective anaesthetists who are able to rise to the challenge of performing in stressful situations but results do not support the direct use of challenge/threat data for recruitment decisions. PMID:26271681

  15. Using Findings from the Performance Appraisal Literature to Inform the Evaluation of Students in Higher Education

    ERIC Educational Resources Information Center

    Mann, Sara L.

    2011-01-01

    Decades of research in the management literature have guided managers on how to effectively motivate their employees, increase the performance of their employees, and evaluate the performance of their employees. Many of these findings could be applied to higher education, both in research and in practice. More specifically, the findings on…

  16. Analyzing the Interaction of Performance Appraisal Factors Using Interpretive Structural Modeling

    ERIC Educational Resources Information Center

    Manoharan, T. R.; Muralidharan, C.; Deshmukh, S. G.

    2010-01-01

    In today's changed environment where the economy and industry are driven by customers, business is open to worldwide competition. Manufacturing firms have looked at employee performance improvement as a means to succeed. These findings advocate setting up priorities for employee performance improvement. This requires a continuous improvement…

  17. Performance Measurement Analysis System

    Energy Science and Technology Software Center (ESTSC)

    1989-06-01

    The PMAS4.0 (Performance Measurement Analysis System) is a user-oriented system designed to track the cost and schedule performance of Department of Energy (DOE) major projects (MPs) and major system acquisitions (MSAs) reporting under DOE Order 5700.4A, Project Management System. PMAS4.0 provides for the analysis of performance measurement data produced from management control systems complying with the Federal Government''s Cost and Schedule Control Systems Criteria.

  18. An appraisal of the 1992 preliminary performance assessment for the Waste Isolation Pilot Plant

    SciTech Connect

    Lee, W.W.L.; Chaturvedi, L.; Silva, M.K.; Weiner, R.; Neill, R.H. |

    1994-09-01

    The purpose of the New Mexico Environmental Evaluation Group is to conduct an independent technical evaluation of the Waste Isolation Pilot Plant (WIPP) Project to ensure the protection of the public health and safety and the environment. The WIPP Project, located in southeastern New Mexico, is being constructed as a repository for the disposal of transuranic (TRU) radioactive wastes generated by the national defense programs. The Environmental Evaluation Group (EEG) has reviewed the WIPP 1992 Performance Assessment (Sandia WIPP Performance Assessment Department, 1992). Although this performance assessment was released after the October 1992 passage of the WIPP Land Withdrawal Act (PL 102-579), the work preceded the Act. For individual and ground-water protection, calculations have been done for 1000 years post closure, whereas the US Environmental Protection Agency`s Standards (40 CFR 191) issued in 1993 require calculations for 10,000 years. The 1992 Performance Assessment continues to assimilate improved understanding of the geology and hydrogeology of the site, and evolving conceptual models of natural barriers. Progress has been made towards assessing WIPP`s compliance with the US Environmental Protection Agency`s Standards (40 CFR 191). The 1992 Performance Assessment has addressed several items of major concern to EEG, outlined in the July 1992 review of the 1991 performance assessment (Neill et al., 1992). In particular, the authors are pleased that some key results in this performance assessment deal with sensitivity of the calculated complementary cumulative distribution functions (CCDF) to alterative conceptual models proposed by EEG -- that flow in the Culebra be treated as single-porosity fracture-flow; with no sorption retardation unless substantiated by experimental data.

  19. Reflected Appraisals, Academic Self-Perceptions, and Math/Science Performance during Early Adolescence

    ERIC Educational Resources Information Center

    Bouchey, Heather A.; Harter, Susan

    2005-01-01

    The authors tested a model of the relations among adolescents' perceptions of parents', teachers', and classmates' support for, valuing of, and beliefs about their competence in math/science; adolescents' own academic self-perceptions concerning math/science; and their academic performance. The sample included 378 middle school students; 65% were…

  20. An innovative appraisal/reward strategy for high-performance teams.

    PubMed

    Joy, L W

    1997-11-01

    Competitive pressures require today's corporate leaders to maximize productivity. And to achieve long-term bottom line results, they've found that it is necessary to create a culture in which company members want to be their best and work at peak efficiency levels. But what is the formula for success? Perhaps, as suggested by this article, it involves the creation of high-performance teams. PMID:10173990

  1. Performance appraisal of VAS radiometry for GOES-4, -5 and -6

    NASA Astrophysics Data System (ADS)

    Chesters, D.; Robinson, W. D.

    1983-12-01

    The first three VISSR Atmospheric Sounders (VAS) were launched on GOES-4, -5, and -6 in 1980, 1981 and 1983. Postlaunch radiometric performance is assessed for noise, biases, registration and reliability, with special attention to calibration and problems in the data processing chain. The postlaunch performance of the VAS radiometer meets its prelaunch design specifications, particularly those related to image formation and noise reduction. The best instrument is carried on GOES-5, currently operational as GOES-EAST. Single sample noise is lower than expected, especially for the small longwave and large shortwave detectors. Detector to detector offsets are correctable to within the resolution limits of the instrument. Truncation, zero point and droop errors are insignificant. Absolute calibration errors, estimated from HIRS and from radiation transfer calculations, indicate moderate, but stable biases. Relative calibration errors from scanline to scanline are noticeable, but meet sounding requirements for temporarily and spatially averaged sounding fields of view. The VAS instrument is a potentially useful radiometer for mesoscale sounding operations. Image quality is very good. Soundings derived from quality controlled data meet prelaunch requirements when calculated with noise and bias resistant algorithms.

  2. Performance appraisal of VAS radiometry for GOES-4, -5 and -6

    NASA Technical Reports Server (NTRS)

    Chesters, D.; Robinson, W. D.

    1983-01-01

    The first three VISSR Atmospheric Sounders (VAS) were launched on GOES-4, -5, and -6 in 1980, 1981 and 1983. Postlaunch radiometric performance is assessed for noise, biases, registration and reliability, with special attention to calibration and problems in the data processing chain. The postlaunch performance of the VAS radiometer meets its prelaunch design specifications, particularly those related to image formation and noise reduction. The best instrument is carried on GOES-5, currently operational as GOES-EAST. Single sample noise is lower than expected, especially for the small longwave and large shortwave detectors. Detector to detector offsets are correctable to within the resolution limits of the instrument. Truncation, zero point and droop errors are insignificant. Absolute calibration errors, estimated from HIRS and from radiation transfer calculations, indicate moderate, but stable biases. Relative calibration errors from scanline to scanline are noticeable, but meet sounding requirements for temporarily and spatially averaged sounding fields of view. The VAS instrument is a potentially useful radiometer for mesoscale sounding operations. Image quality is very good. Soundings derived from quality controlled data meet prelaunch requirements when calculated with noise and bias resistant algorithms.

  3. Deliberative Mapping of options for tackling climate change: Citizens and specialists 'open up' appraisal of geoengineering.

    PubMed

    Bellamy, Rob; Chilvers, Jason; Vaughan, Naomi E

    2016-04-01

    Appraisals of deliberate, large-scale interventions in the earth's climate system, known collectively as 'geoengineering', have largely taken the form of narrowly framed and exclusive expert analyses that prematurely 'close down' upon particular proposals. Here, we present the findings from the first 'upstream' appraisal of geoengineering to deliberately 'open up' to a broader diversity of framings, knowledges and future pathways. We report on the citizen strand of an innovative analytic-deliberative participatory appraisal process called Deliberative Mapping. A select but diverse group of sociodemographically representative citizens from Norfolk (United Kingdom) were engaged in a deliberative multi-criteria appraisal of geoengineering proposals relative to other options for tackling climate change, in parallel to symmetrical appraisals by diverse experts and stakeholders. Despite seeking to map divergent perspectives, a remarkably consistent view of option performance emerged across both the citizens' and the specialists' deliberations, where geoengineering proposals were outperformed by mitigation alternatives. PMID:25224904

  4. An appraisal of the performance of the economic and financial crimes commission in Nigeria.

    PubMed

    Sowunmi, Fatai Abiola; Adesola, Muniru Adekunle; Salako, Mudashiru Abiodun

    2010-12-01

    This article examines how an anti-graft body, the Economic and Financial Crime Commission (EFCC), has fared in reducing the incidence of corruption in Nigeria, in particular, bank fraud, Internet scam, and bad governance. It first discusses the corruption situation in Nigeria by highlighting public office holders who have been associated with corruption charges. A Likert-type scale is used in designing the questionnaire for data collection. Descriptive and chi-square analyses are used, and results reveal that the performance of the EFCC has been affected by government interference (p < .05). However, although the anti-graft body has not been able to reduce the incidence of bank fraud (p > .05), bad governance and advance fee fraud have recorded appreciable reduction (p < .05). Areas of success as well as challenges that need to be addressed are identified. Specifically, it is recommended that the bill that established EFCC should be amended to reduce government interference and improve its manpower development, especially in the areas of fraud and Internet scam detection. PMID:19679650

  5. Peformance Appraisal Behaviors: Supervisor Perceptions and Subordinate Reactions.

    ERIC Educational Resources Information Center

    Dorfman, Peter W.; And Others

    1986-01-01

    Examined supervisor perceptions and subordinate reactions to formal performance-appraisal reviews. There were three dimensions of formal performance appraisals: two developmental (being supportive; emphasizing performance improvement) and one administrative (discussing pay and advancement). Support in appraisal review was associated with higher…

  6. Ariel Performance Analysis System

    NASA Astrophysics Data System (ADS)

    Ariel, Gideon B.; Penny, M. A.; Saar, Dany

    1990-08-01

    The Ariel Performance Analysis System is a computer-based system for the measurement, analysis and presentation of human performance. The system is based on a proprietary technique for processing multiple high-speed film and video recordings of a subject's performance. It is noninvasive, and does not require wires, sensors, markers or reflectors. In addition, it is portable and does not require modification of the performing environment. The scale and accuracy of measurement can be set to whatever levels are required by the activity being performed.

  7. 12 CFR 225.65 - Appraiser independence.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 12 Banks and Banking 3 2012-01-01 2012-01-01 false Appraiser independence. 225.65 Section 225.65 Banks and Banking FEDERAL RESERVE SYSTEM (CONTINUED) BOARD OF GOVERNORS OF THE FEDERAL RESERVE SYSTEM BANK HOLDING COMPANIES AND CHANGE IN BANK CONTROL (REGULATION Y) Regulations Appraisal Standards...

  8. 12 CFR 225.65 - Appraiser independence.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 12 Banks and Banking 3 2011-01-01 2011-01-01 false Appraiser independence. 225.65 Section 225.65 Banks and Banking FEDERAL RESERVE SYSTEM (CONTINUED) BOARD OF GOVERNORS OF THE FEDERAL RESERVE SYSTEM BANK HOLDING COMPANIES AND CHANGE IN BANK CONTROL (REGULATION Y) Regulations Appraisal Standards for Federally Related Transactions §...

  9. 12 CFR 225.65 - Appraiser independence.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 12 Banks and Banking 3 2013-01-01 2013-01-01 false Appraiser independence. 225.65 Section 225.65 Banks and Banking FEDERAL RESERVE SYSTEM (CONTINUED) BOARD OF GOVERNORS OF THE FEDERAL RESERVE SYSTEM (CONTINUED) BANK HOLDING COMPANIES AND CHANGE IN BANK CONTROL (REGULATION Y) Regulations Appraisal...

  10. How relational systems perform

    SciTech Connect

    Date, C.J.

    1984-02-13

    Contrary to popular belief, relational DBMS can perform at least as well as, and quite possibly better than, older hierarchical or network systems. Ignoring the interference effects introduced when multiple transactions are run in parallel, the author concentrates on the performance of some given database transaction considered in isolation. The two principal factors determining the performance of such a transaction are, of course, the number of I/O operations and the pathlength (amount of CPU processing).

  11. Developing a Model Appraisal and Record System for Special Education Services in Local School Districts. Maxi II Practicum Report.

    ERIC Educational Resources Information Center

    Stephens, Preston C.

    The appraisal awareness committee of Region XX (made up of 51 school districts in the San Antonio, Texas area) CASE (Council for Administrators of Special Education) studied issues connected with the student appraisal process particularly in the categories of language/learning disabled, emotionally disturbed, and mentally handicapped. The…

  12. Upward appraisal as a means for improving supervisory performance and promoting process improvement, with long-term implications for organizational change

    NASA Technical Reports Server (NTRS)

    Siegfeldt, Denise V.

    1994-01-01

    This study represents the implementation phase of an organizational development project which was initiated last year in the Management Support Division (MSD) at Langley Research Center to diagnose organizational functioning. As a result of MSD survey data from last year's effort, a Quality Action Team was created to address the responses compiled from the MSD Organizational Assessment Questionnaire and Follow-Up Questionnaire. The team was officially named the MSD Employee Relations Improvement Team (MERIT). MERIT's goal was to analyze major concerns generated by the questionnaires and to present feasible solutions to management which would improve supervisory performance, promote process improvement; and ultimately, lead to a better organization. The team met weekly and was very disciplined in following guidelines needed to ensure a fully functioning team. Several TQM tools were used during the team process, including brainstorming and the cause and effect diagram. One of the products produced by MERIT was a 'report card', more formally known as an upward appraisal system, to evaluate supervisory performance in the division office, its three branches, and in teams. Major areas of emphasis on the 47 item report card were those identified by employees through the previously administered questionnaires as needing to be improved; specifically, training, recognition, teamwork, supervision and leadership, and communication. MERIT created an enlarged and modified version of the report card which enabled scores for each individual supervisor to be recorded on a separate form, along with summary results and employee comments. Report card results have been compiled and fed back to the Division Chief and Assistant Division Chief. These individuals will in turn, feed the results back to the remaining supervisors and the team leaders. Although results differ among supervisors, some similarities exist. Communication generally appears to be adequate, which represents an

  13. Photovoltaic System Performance

    Energy Science and Technology Software Center (ESTSC)

    1989-09-25

    PVFORM4.0 is used to design a photovoltaic (PV) system using a set of design parameters which optimize the system's economic potential for the proposed location and the expected operating conditions. PVFORM3.3 has been used to determine PV system size and optimum mounting configuration. The anticipated electrical load determines the system size and the weather and the mounting configuration affect the system output. PVFORM4.0 uses program-supplied default values or their user-supplied equivalents for each of amore » large number of parameters describing the system and time-series data describing the environment to perform a series of hourly calculations to simulate the physical (photovoltaic) performance of a PV system for a one-year period. These iterative calculations sample the performance of the PV system throughout a simulated 365-day year of system operation. Within any simulated day on which system performance is sampled, the calculations are done hourly. The number of days sampled and the interval between them is determined by an input parameter. The results of these calculations are summarized on a monthly basis in output tables and an optional plot file. The program is applicable to grid interactive or stand-alone flat-plate systems. The grid interactive system is assumed to use power purchased from a local utility to supply that portion of the load not met by the simulated PV array. If the array produces more energy than can be consumed by the load, the excess energy is assumed to be sold back to the utility at a constant energy sellback price. If a stand-alone system is being modeled, the program assumes that all energy produced by the simulated PV array is first applied to the external load, and any excess is then used to charge the battery bank. Energy not consumed by the load or the batteries is considered to be wasted.« less

  14. Photovoltaic lighting system performance

    SciTech Connect

    Harrington, S.R.; Hund, T.D.

    1996-06-01

    The performance of 21 PV-powered low pressure sodium lighting systems on a multi-use has been documented in this paper. Specific areas for evaluation include the vandal resistant PV modules, constant voltage and on/off PV charge controllers, flooded deep-cycle lead-antimony and valve regulated lead-acid (VLRA) gel batteries, and low pressure sodium ballasts and lights. The PV lighting system maintenance intervals and lessons learned have been documented over the past 2.5 years. The above performance data has shown that with careful hardware selection, installation, and maintenance intervals the PV lighting systems will operate reliably.

  15. Subjective Appraisal as a Feedback Tool. Technical Report 604.

    ERIC Educational Resources Information Center

    Burnside, Billy L.

    This report examines the accuracy of subjective appraisals of several aspects of task performance, including proficiency, difficulty, frequency, and criticality. An introduction discusses current Army use of subjective appraisal, feedback methods, and problems with subjective appraisal. Data pertaining to the accuracy of various types of appraisal…

  16. Performance Management Systems: A Glance at the Past Paves the Way for Today

    ERIC Educational Resources Information Center

    Kemper, Jim

    2005-01-01

    Performance management systems have steadily evolved over the past 50 years, continuously shifting gears in design and focus. Perhaps the most noticeable change has occurred in just the last 10 years, with appraisal programs now focusing on the future as opposed to dishing out retrospective evaluation. In this article, Jim Kemper touches on some…

  17. 36 CFR 223.222 - Appraisal.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 36 Parks, Forests, and Public Property 2 2010-07-01 2010-07-01 false Appraisal. 223.222 Section 223.222 Parks, Forests, and Public Property FOREST SERVICE, DEPARTMENT OF AGRICULTURE SALE AND DISPOSAL OF NATIONAL FOREST SYSTEM TIMBER Special Forest Products Appraisal and Pricing § 223.222...

  18. System Performance Characterization

    SciTech Connect

    van Dam, M A

    2004-05-26

    Characterizing an adaptive optics (AO) system refers to understanding its performance and limitations. The goal of an AO system is to correct wavefront aberrations. The uncorrected aberrations, called the residual errors and referred to in what follows simply as the errors, degrade the image quality in the science camera. Understanding the source of these errors is a great aid in designing an AO system and optimizing its performance. This chapter explains how to estimate the wavefront error terms and the relationship between the wavefront error and the degradation of the image. The analysis deals with the particular case of a HartmannShack wavefront sensor (WFS) and a continuous deformable mirror (DM), although the principles involved can be applied to any AO system.

  19. High performance systems

    SciTech Connect

    Vigil, M.B.

    1995-03-01

    This document provides a written compilation of the presentations and viewgraphs from the 1994 Conference on High Speed Computing given at the High Speed Computing Conference, {open_quotes}High Performance Systems,{close_quotes} held at Gleneden Beach, Oregon, on April 18 through 21, 1994.

  20. Appraisal Psychology, Neurobiology, and Language.

    ERIC Educational Resources Information Center

    Schumann, John H.

    2001-01-01

    Proposes that the confluence of stimulus appraisal and social cognition that is effected by the neural system in the brain has important implications for language and learning theories. Describes the anatomy and functions of this neural system and discusses how it may operate in motivation for second language acquisition and how in conjunction…

  1. 12 CFR 225.63 - Appraisals required; transactions requiring a State certified or licensed appraiser.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 12 Banks and Banking 3 2011-01-01 2011-01-01 false Appraisals required; transactions requiring a State certified or licensed appraiser. 225.63 Section 225.63 Banks and Banking FEDERAL RESERVE SYSTEM (CONTINUED) BOARD OF GOVERNORS OF THE FEDERAL RESERVE SYSTEM BANK HOLDING COMPANIES AND CHANGE IN BANK CONTROL (REGULATION Y) Regulations...

  2. 12 CFR 225.63 - Appraisals required; transactions requiring a State certified or licensed appraiser.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 12 Banks and Banking 3 2010-01-01 2010-01-01 false Appraisals required; transactions requiring a State certified or licensed appraiser. 225.63 Section 225.63 Banks and Banking FEDERAL RESERVE SYSTEM (CONTINUED) BOARD OF GOVERNORS OF THE FEDERAL RESERVE SYSTEM BANK HOLDING COMPANIES AND CHANGE IN BANK CONTROL (REGULATION Y) Regulations...

  3. A qualitative appraisal of stakeholder reactions to a tool for burden of disease–based health system budgeting in Ghana

    PubMed Central

    Awoonor-Williams, John Koku; Schmitt, Margaret L.; Tiah, Janet; Ndago, Joyce; Asuru, Rofina; Bawah, Ayaga A.; Phillips, James F.

    2016-01-01

    Background In 2010, the Ghana Health Service launched a program of cooperation with the Tanzania Ministry of Health and Social Welfare that was designed to adapt Tanzania's PLANREP budgeting and reporting tool to Ghana's primary health care program. The product of this collaboration is a system of budgeting, data visualization, and reporting that is known as the District Health Planning and Reporting Tool (DiHPART). Objective This study was conducted to evaluate the design and implementation processes (technical, procedures, feedback, maintenance, and monitoring) of the DiHPART tool in northern Ghana. Design This paper reports on a qualitative appraisal of user reactions to the DiHPART system and implications of pilot experience for national scale-up. A total of 20 health officials responsible for financial planning operations were drawn from the national, regional, and district levels of the health system and interviewed in open-ended discussions about their reactions to DiHPART and suggestions for systems development. Results The findings show that technical shortcomings merit correction before scale-up can proceed. The review makes note of features of the software system that could be developed, based on experience gained from the pilot. Changes in the national system of financial reporting and budgeting complicate DiHPART utilization. This attests to the importance of pursuing a software application framework that anticipates the need for automated software generation. Conclusions Despite challenges encountered in the pilot, the results lend support to the notion that evidence-based budgeting merits development and implementation in Ghana. PMID:27246868

  4. Principal Appraisals Get a Remake

    ERIC Educational Resources Information Center

    Zubrzycki, Jaclyn

    2013-01-01

    A growing number of school districts--including large ones like those in Chicago, Dallas, Los Angeles, and Hawaii--have become recent converts to new principal-evaluation systems that tie school leaders' appraisals to student test scores. As of this school year, student achievement accounts for 40 percent to 50 percent of principals' evaluations…

  5. 75 FR 36270 - Appraisal Subcommittee; Appraiser Regulation; Privacy Act Implementation

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-06-25

    ... From the Federal Register Online via the Government Publishing Office FEDERAL FINANCIAL INSTITUTIONS EXAMINATION COUNCIL 12 CFR Part 1102 Appraisal Subcommittee; Appraiser Regulation; Privacy Act Implementation AGENCY: Appraisal Subcommittee of the Federal Financial Institutions Examination...

  6. Farming Systems Research: A Critical Appraisal. MSU Rural Development Paper No. 6.

    ERIC Educational Resources Information Center

    Gilbert, Elon H.; And Others

    The objectives of the state-of-the-art paper, second in a series on farming systems research (FSR) in the Third World, are to: (1) review the literature on farming systems; (2) evaluate farming systems research in international institutes and in national agricultural research systems in the Third World; and (3) recommend what can be done to…

  7. System performance conclusions

    NASA Technical Reports Server (NTRS)

    Arndt, G. D.

    1980-01-01

    The advantages and disadvantages of reducing power levels and using antennas with diameters smaller than 1 Km were evaluated if rectenna costs and land usage requirements become major factors, operating at 5800 megahertz should be considered. Three sequences (random, incoherent phasing, and concentric rings - center to edge) provided satisfactory performance in that the resultant sidelobe levels during startup/ shutdown were lower than the steady-state levels present during normal operations. Grating lobe peaks and scattered power levels were used to determine the array/subarray mechanical alignment requirements. The antenna alignment requirement is 1 min or 3 min depending on phase control configuration. System error parameters were defined to minimize scattered microwave power.

  8. High Performance Work Systems and Firm Performance.

    ERIC Educational Resources Information Center

    Kling, Jeffrey

    1995-01-01

    A review of 17 studies of high-performance work systems concludes that benefits of employee involvement, skill training, and other high-performance work practices tend to be greater when new methods are adopted as part of a consistent whole. (Author)

  9. Does Standards-Based Teacher Evaluation Improve Schools: An Investigation of Teacher Perceptions of Appraisal Systems

    ERIC Educational Resources Information Center

    Batchelor, Joseph Albert

    2008-01-01

    Three years after implementing a standards-based teacher evaluation system in a private K-12 school, research was conducted to determine what attitudes and perceptions teachers had on the effectiveness of the system. The survey includes questions about the teacher evaluation process and the goals of the test school in implementing the process. The…

  10. Savannah River Site ALARA Program appraisals

    SciTech Connect

    Johnson, J.R.

    1992-01-01

    ALARA Program audits are recommended in PNL-6566, Health Physics Manual of Good Practices for Reducing Radiation Exposure to Levels that are As Low As Reasonably Achievable (ALARA).'' The Department of Energy (DOE) Order 5480.11, Radiation Protection For Occupational Workers,'' requires contractors to conduct internal audits of all functional elements of the radiological protection program, which includes the ALARA program, as often as necessary, but at a minimum every three years. At the Savannah River Site (SRS), these required audits are performed as part of the Health Protection Internal Appraisal Program. This program was established to review the Site radiological protection program, which includes the ALARA program, on an ongoing basis and to provide recommendations for improvement directly to senior Health Protection management. This paper provides an overview of the SRS Health Protection Internal Appraisal program. In addition, examples of specific performance criteria and detailed appraisal guidelines used ALARA appraisals are provided.

  11. Savannah River Site ALARA Program appraisals

    SciTech Connect

    Johnson, J.R.

    1992-06-01

    ALARA Program audits are recommended in PNL-6566, ``Health Physics Manual of Good Practices for Reducing Radiation Exposure to Levels that are As Low As Reasonably Achievable (ALARA).`` The Department of Energy (DOE) Order 5480.11, ``Radiation Protection For Occupational Workers,`` requires contractors to conduct internal audits of all functional elements of the radiological protection program, which includes the ALARA program, as often as necessary, but at a minimum every three years. At the Savannah River Site (SRS), these required audits are performed as part of the Health Protection Internal Appraisal Program. This program was established to review the Site radiological protection program, which includes the ALARA program, on an ongoing basis and to provide recommendations for improvement directly to senior Health Protection management. This paper provides an overview of the SRS Health Protection Internal Appraisal program. In addition, examples of specific performance criteria and detailed appraisal guidelines used ALARA appraisals are provided.

  12. Use of appraisals for professional effectiveness.

    PubMed

    Birabi, Bridget

    2006-01-01

    Appraisal is usually linked with performance but it can also apply to intervention programmes. It is a distinct and formal management procedure used in the evaluation of work performance or the impact of a programme based on set objectives which are usually SMART. Every programme requires continual and meaningful feedback that transforms what looks technical into a dynamic and interactive process. This ties outcomes to intervention. Of great importance for a professional is self appraisal. When a professional is passion-driven to meet the needs of a client, the need to build capacity becomes obvious to remain in the market. Facility appraisal is as important as the environment of any service delivery and psychologically impacts on the consumer. Appraisal seems both inevitable and universal. To continually raise the standard of health care delivery, capacity building is at the crux. This will thoroughly equip health professionals for client-patient centered "best practices." PMID:17396754

  13. Appraising Reading Achievement.

    ERIC Educational Resources Information Center

    Ediger, Marlow

    To determine quality sequence in pupil progress, evaluation approaches need to be used which guide the teacher to assist learners to attain optimally. Teachers must use a variety of procedures to appraise student achievement in reading, because no one approach is adequate. Appraisal approaches might include: (1) observation and subsequent…

  14. Pampo, Linguado, and Badejo Fields: Their discoveries, appraisals, and early production systems

    SciTech Connect

    Tigre, C.A.; Possato, S.

    1983-05-01

    The three oil fields Pampo, Linguado and Badejo are located in the southwesternmost known producing areas of the offshore Brazilian Campos Basin. They were discovered as a result of reflection seismic survey and produce from fractured lower Cretaceous (Neocomian) basalts, coquinas of the Aptian Lagoa Feia Formation, carbonates of the Albian Macae Formation and from Eocene sandstones of the Carapebus Member of the Campos Formation. This work describes the prospects, their results, the main reservoirs, correlations, continuity and diagenetic problems. Two early production systems are in operation engaged in gathering a better knowledge of the fields for the planning of a definitive production system.

  15. A critical appraisal of the selegiline transdermal system for major depressive disorder.

    PubMed

    Bied, Adam M; Kim, Jungjin; Schwartz, Thomas L

    2015-01-01

    The selegiline transdermal system (STS) is the first antidepressant transdermal medication approved by the US FDA for the treatment of major depressive disorder. Its unique antidepressant delivery system allows for steady release of selegiline over 24 h with minimal fluctuation in drug serum levels. It is able to deliver high enough central nervous system concentrations required for an antidepressant effect without substantially inhibiting Monoamine oxidase-A in the gastrointestinal and hepatic system, thereby reducing the risk of tyramine hypertensive crises especially at the lowest doses. Patient adherence theoretically could be improved due to ease of use and once-daily dosing when compared to oral counterparts' need for multiple daily doses. Clinical trials have established that doses between 6 and 12 mg over 24 h have been effective for major depressive disorder and tolerated among patients. Episodes of hypertensive crisis with STS have been minimally reported thus far. Overall, STS appears to be an effective agent for major depressive disorder when held to regulatory standards and post marketing analyses. This paper reviews the pharmacologic characteristics of STS and results of studies investigating its clinical efficacy and safety. PMID:26427518

  16. Investment appraisal of automatic milking and conventional milking technologies in a pasture-based dairy system.

    PubMed

    Shortall, J; Shalloo, L; Foley, C; Sleator, R D; O'Brien, B

    2016-09-01

    The successful integration of automatic milking (AM) systems and grazing has resulted in AM becoming a feasible alternative to conventional milking (CM) in pasture-based systems. The objective of this study was to identify the profitability of AM in a pasture-based system, relative to CM herringbone parlors with 2 different levels of automation, across 2 farm sizes, over a 10-yr period following initial investment. The scenarios which were evaluated were (1) a medium farm milking 70 cows twice daily, with 1 AM unit, a 12-unit CM medium-specification (MS) parlor and a 12-unit CM high-specification (HS) parlor, and (2) a large farm milking 140 cows twice daily with 2 AM units, a 20-unit CM MS parlor and a 20-unit CM HS parlor. A stochastic whole-farm budgetary simulation model combined capital investment costs and annual labor and maintenance costs for each investment scenario, with each scenario evaluated using multiple financial metrics, such as annual net profit, annual net cash flow, total discounted net profitability, total discounted net cash flow, and return on investment. The capital required for each investment was financed from borrowings at an interest rate of 5% and repaid over 10-yr, whereas milking equipment and building infrastructure were depreciated over 10 and 20 yr, respectively. A supporting labor audit (conducted on both AM and CM farms) showed a 36% reduction in labor demand associated with AM. However, despite this reduction in labor, MS CM technologies consistently achieved greater profitability, irrespective of farm size. The AM system achieved intermediate profitability at medium farm size; it was 0.5% less profitable than HS technology at the large farm size. The difference in profitability was greatest in the years after the initial investment. This study indicated that although milking with AM was less profitable than MS technologies, it was competitive when compared with a CM parlor of similar technology. PMID:27423956

  17. Critical appraisal of the DRG system: problem areas for DRG reimbursement in the USA.

    PubMed

    Harper, D L

    1985-03-01

    One may conclude that the prospective payment system known as Diagnosis Related Groups is the initial thrust of the government to reduce the rate of expenditures for Medicare patients in the acute hospital setting. More will come and probably soon. Among the criticism and concern, one must not ignore the non-inclusion of the physician provider in this system. Cost shifting to the private payer will probably result in DRGs in that area also. Concern about the ability to provide the technology necessary to render quality care is utmost on the minds of providers. The shift of patients into the alternate health care field will leave hospitals with fewer patients who are overall much sicker and the hospital will have fewer dollars from which to provide that care. There is specific criticism of some of the DRG groupings and concern with the way in which physicians will be brought under the system. The issue of bad debts and care for the indigent must be addressed. A great deal of attention must be paid in the manner in which capital costs are reimbursed. Medical education costs must be satisfactorily addressed on a national basis. MEDPAR data used to provide data base for determining the DRG rates, must be upgraded to bring fairness to the system. Now medical technology must be examined quickly and the costs of those desirable technological advances incorporated into the DRG rate so as not to impede their use. Perhaps the greatest concern relates to the factors which will be incorporated into the rate basis and those which affect the allowable rate increases.(ABSTRACT TRUNCATED AT 250 WORDS) PMID:3929757

  18. 12 CFR 564.5 - Appraiser independence.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 12 Banks and Banking 5 2010-01-01 2010-01-01 false Appraiser independence. 564.5 Section 564.5 Banks and Banking OFFICE OF THRIFT SUPERVISION, DEPARTMENT OF THE TREASURY APPRAISALS § 564.5 Appraiser independence. (a) Staff appraisers. If an appraisal is prepared by a staff appraiser, that appraiser must...

  19. Visualizing Parallel Computer System Performance

    NASA Technical Reports Server (NTRS)

    Malony, Allen D.; Reed, Daniel A.

    1988-01-01

    Parallel computer systems are among the most complex of man's creations, making satisfactory performance characterization difficult. Despite this complexity, there are strong, indeed, almost irresistible, incentives to quantify parallel system performance using a single metric. The fallacy lies in succumbing to such temptations. A complete performance characterization requires not only an analysis of the system's constituent levels, it also requires both static and dynamic characterizations. Static or average behavior analysis may mask transients that dramatically alter system performance. Although the human visual system is remarkedly adept at interpreting and identifying anomalies in false color data, the importance of dynamic, visual scientific data presentation has only recently been recognized Large, complex parallel system pose equally vexing performance interpretation problems. Data from hardware and software performance monitors must be presented in ways that emphasize important events while eluding irrelevant details. Design approaches and tools for performance visualization are the subject of this paper.

  20. 5 CFR 1330.403 - System certification.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... performance appraisal system(s) that meet the criteria. New appraisal systems established under 5 CFR part 430... requirements of 5 CFR part 430, subpart B, and is separate from the system(s) established to cover its SES... paragraph (c) of this section, agencies subject to 5 U.S.C. chapter 43 and 5 CFR part 430...

  1. 5 CFR 1330.403 - System certification.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... performance appraisal system(s) that meet the criteria. New appraisal systems established under 5 CFR part 430... requirements of 5 CFR part 430, subpart B, and is separate from the system(s) established to cover its SES... paragraph (c) of this section, agencies subject to 5 U.S.C. chapter 43 and 5 CFR part 430...

  2. Microwave system performance summary

    NASA Technical Reports Server (NTRS)

    Arndt, G. D.; Nalos, E. J.

    1980-01-01

    The design of the microwave system for the solar power satellite is described. Design modifications recommended include changes in phase control to the power module level, a reduction in allowable amplitude jitter, the use of metal matrix waveguides, and sequences for startup/shutdown procedures. Investigations into reshaping the beam pattern to improve overall rectenna collection efficiency and improve sidelobe control are surveyed.

  3. Nailfold capillaroscopy microscopy - an interdisciplinary appraisal.

    PubMed

    Klein-Weigel, Peter Franz; Sunderkötter, Cord; Sander, Oliver

    2016-09-01

    Nailfold capillaroscopy is a method of great diagnostic value in the differential diagnosis of primary versus secondary Raynaud´s phenomenon, of systemic sclerosis versus other so called connective tissue diseases and of additional diagnostic value in other entities. Rheumatologists, dermatologists, and angiologists in Germany have convened in an interdisciplinary working group in which they synergistically combined their expertise to develop a common nomenclature and standards for the technical performance of nailfold capillary microscopy. The article gives an overview of historical and technical aspects of capillaroscopy, morphologic findings, and disease-specific patterns. It also provides a critical appraisal of its significance in the diagnosis and sequelae of these interdisciplinarily-managed diseases including its performance in children and gives an excursion in the potential perspectives of capillaroscopy in less common indications. PMID:27594391

  4. Rising to the Challenge: Acute Stress Appraisals and Selection Centre Performance in Applicants to Postgraduate Specialty Training in Anaesthesia

    ERIC Educational Resources Information Center

    Roberts, Martin J.; Gale, Thomas C. E.; McGrath, John S.; Wilson, Mark R.

    2016-01-01

    The ability to work under pressure is a vital non-technical skill for doctors working in acute medical specialties. Individuals who evaluate potentially stressful situations as challenging rather than threatening may perform better under pressure and be more resilient to stress and burnout. Training programme recruitment processes provide an…

  5. A Descriptive Study of the Performance Appraisal of Supervisors of Spicer Higher Secondary School, Using "360 Degree Feedback" Model

    ERIC Educational Resources Information Center

    Hemati, Hamidreza

    2011-01-01

    The purpose of the research was to study the performance of the supervisors in the aspects leadership, communication, and task managing by the "360 degree feedback" method. A qualitative research was used to carry out the research study. The researcher formulated three questions that guided the study. An opinionnaire which included 23 items in…

  6. PV System Performance and Standards

    SciTech Connect

    Osterwald, C. R.

    2005-11-01

    This paper presents a brief overview of the status and accomplishments during fiscal year (FY) 2005 of the Photovoltaic (PV) System Performance and Standards Subtask, which is part of the PV Systems Engineering Project (a joint NREL-Sandia project).

  7. 12 CFR 202.14 - Rules on providing appraisal reports.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 12 Banks and Banking 2 2010-01-01 2010-01-01 false Rules on providing appraisal reports. 202.14 Section 202.14 Banks and Banking FEDERAL RESERVE SYSTEM BOARD OF GOVERNORS OF THE FEDERAL RESERVE SYSTEM... or cooperative unit, and a mobile or other manufactured home. The term appraisal report means...

  8. 12 CFR 202.14 - Rules on providing appraisal reports.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 12 Banks and Banking 2 2011-01-01 2011-01-01 false Rules on providing appraisal reports. 202.14 Section 202.14 Banks and Banking FEDERAL RESERVE SYSTEM BOARD OF GOVERNORS OF THE FEDERAL RESERVE SYSTEM... or cooperative unit, and a mobile or other manufactured home. The term appraisal report means...

  9. Preliminary performance appraisal of Navy V/STOL transport and search-type airplanes using hydrogen fuel

    NASA Technical Reports Server (NTRS)

    Strack, W. C.

    1974-01-01

    First-cut estimates are given of the performance advantages of liquid-hydrogen-fueled, ejector wing, V/STOL aircraft designed for shipboard delivery and search-type missions. Results indicate that the use of LH2 could reduce gross weights 30 percent, empty weights 15 percent, and energy consumption 10 percent for a fixed payload and mission. If gross weight is fixed, the delivery range could be increased about 60 percent or the hover time during a search mission doubled. No analysis or discussion of the economic and operational disadvantages is presented.

  10. PROPERTY APPRAISAL PROVIDES CONTROL, INSURANCE BASIS, AND VALUE ESTIMATE.

    ERIC Educational Resources Information Center

    THOMSON, JACK

    A COMPLETE PROPERTY APPRAISAL SERVES AS A BASIS FOR CONTROL, INSURANCE AND VALUE ESTIMATE. A PROFESSIONAL APPRAISAL FIRM SHOULD PERFORM THIS FUNCTION BECAUSE (1) IT IS FAMILIAR WITH PROPER METHODS, (2) IT CAN PREPARE THE REPORT WITH MINIMUM CONFUSION AND INTERRRUPTION OF THE COLLEGE OPERATION, (3) USE OF ITS PRICING LIBRARY REDUCES TIME NEEDED AND…

  11. The dynamics of threat and challenge appraisals prior to stressful achievement events.

    PubMed

    Skinner, Natalie; Brewer, Neil

    2002-09-01

    Research on cognitive appraisal of stressful achievement events has emphasized threat appraisals and anxiety. The present research also focused on challenge and positive emotion. Study 1 used hypothetical scenarios of stressful events. Study 2 explored temporal pattems of appraisal and emotion prior to an exam. Compared with threat appraisals, trait and state challenge appraisals were associated with more confident coping expectancies, lower perceptions of threat, higher positive emotion, and more beneficial perceptions of the effects of appraisal and emotion on performance. Beneficial perceptions of state appraisals were associated with higher exam performance. These findings were interpreted in the context of theoretical perspectives on the cognitive appraisal of stressful events and the adaptive functions of challenge and positive emotion. PMID:12219862

  12. Appraisal of Artificial Screening Techniques of Tomato to Accurately Reflect Field Performance of the Late Blight Resistance

    PubMed Central

    Nowakowska, Marzena; Nowicki, Marcin; Kłosińska, Urszula; Maciorowski, Robert; Kozik, Elżbieta U.

    2014-01-01

    Late blight (LB) caused by the oomycete Phytophthora infestans continues to thwart global tomato production, while only few resistant cultivars have been introduced locally. In order to gain from the released tomato germplasm with LB resistance, we compared the 5-year field performance of LB resistance in several tomato cultigens, with the results of controlled conditions testing (i.e., detached leaflet/leaf, whole plant). In case of these artificial screening techniques, the effects of plant age and inoculum concentration were additionally considered. In the field trials, LA 1033, L 3707, L 3708 displayed the highest LB resistance, and could be used for cultivar development under Polish conditions. Of the three methods using controlled conditions, the detached leaf and the whole plant tests had the highest correlation with thefield experiments. The plant age effect on LB resistance in tomato reported here, irrespective of the cultigen tested or inoculum concentration used, makes it important to standardize the test parameters when screening for resistance. Our results help show why other reports disagree on LB resistance in tomato. PMID:25279467

  13. 12 CFR 34.45 - Appraiser independence.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 12 Banks and Banking 1 2010-01-01 2010-01-01 false Appraiser independence. 34.45 Section 34.45 Banks and Banking COMPTROLLER OF THE CURRENCY, DEPARTMENT OF THE TREASURY REAL ESTATE LENDING AND APPRAISALS Appraisals § 34.45 Appraiser independence. (a) Staff appraisers. If an appraisal is prepared by...

  14. 12 CFR 225.64 - Minimum appraisal standards.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 12 Banks and Banking 3 2010-01-01 2010-01-01 false Minimum appraisal standards. 225.64 Section 225.64 Banks and Banking FEDERAL RESERVE SYSTEM (CONTINUED) BOARD OF GOVERNORS OF THE FEDERAL RESERVE... for Federally Related Transactions § 225.64 Minimum appraisal standards. For federally...

  15. 50 CFR 34.6 - Schedule of appraisals.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 50 Wildlife and Fisheries 6 2010-10-01 2010-10-01 false Schedule of appraisals. 34.6 Section 34.6 Wildlife and Fisheries UNITED STATES FISH AND WILDLIFE SERVICE, DEPARTMENT OF THE INTERIOR (CONTINUED) THE NATIONAL WILDLIFE REFUGE SYSTEM REFUGE REVENUE SHARING WITH COUNTIES § 34.6 Schedule of appraisals....

  16. Teacher Appraisal in Hong Kong Self-Managing Secondary Schools: Factors for Effective Practices.

    ERIC Educational Resources Information Center

    Mo, Kim Wan; Conners, Robert; McCormick, John

    1998-01-01

    Data on appraisal systems and recent appraisal experiences were collected in a survey of 337 teachers in Hong Kong. The perceived effectiveness is related to both its formative (associated with attitudes to formative purposes of appraisal, procedure, and nature and quality of feedback) and summative outcomes. Formative and summative outcomes are…

  17. 5 CFR 1330.403 - System certification.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... paragraph (c) of this section, agencies subject to 5 U.S.C. chapter 43 and 5 CFR part 430 seeking... performance appraisal system(s) that meet the criteria. New appraisal systems established under 5 CFR part 430... meet the approval requirements of 5 CFR part 430, subpart B or C, as applicable. (d) An agency...

  18. 5 CFR 1330.403 - System certification.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... paragraph (c) of this section, agencies subject to 5 U.S.C. chapter 43 and 5 CFR part 430 seeking... performance appraisal system(s) that meet the criteria. New appraisal systems established under 5 CFR part 430... meet the approval requirements of 5 CFR part 430, subpart B or C, as applicable. (d) An agency...

  19. Guide for the Appraisal of Counselors.

    ERIC Educational Resources Information Center

    Maliszewski, Stan; Luther, Ann

    Appraisal and continued improvement of counselor performance is a significant phase of the guidance program improvement process. School counselors must be able to: (1) deliver guidance curriculum for all students; (2) plan individually for each student; (3) respond to requests by students, parents, and teachers; and (4) plan and coordinate…

  20. 12 CFR 722.5 - Appraiser independence.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... interest, financial or otherwise, in the property. If the only qualified persons available to perform an... property or the transaction. (2) A credit union also may accept an appraisal that was prepared by an... indirect interest, financial or otherwise, in the property or transaction; and (ii) The credit...

  1. 12 CFR 722.5 - Appraiser independence.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... interest, financial or otherwise, in the property. If the only qualified persons available to perform an... property or the transaction. (2) A credit union also may accept an appraisal that was prepared by an... indirect interest, financial or otherwise, in the property or transaction; and (ii) The credit...

  2. Guide for School Facility Appraisal. 1998 Edition.

    ERIC Educational Resources Information Center

    Hawkins, Harold L.; Lilley, H. Edward

    This guide provides a comprehensive method for measuring the quality and educational effectiveness of school facilities and may be used to perform a post-occupancy review; to formulate a formal record; to highlight specific appraisal needs; to examine the need for new facilities or renovations; or to serve as an instructional tool. Suggestions are…

  3. The biopsychosocial model of stress in adolescence: self-awareness of performance versus stress reactivity.

    PubMed

    Rith-Najarian, Leslie R; McLaughlin, Katie A; Sheridan, Margaret A; Nock, Matthew K

    2014-03-01

    Extensive research among adults supports the biopsychosocial (BPS) model of challenge and threat, which describes relationships among stress appraisals, physiological stress reactivity, and performance; however, no previous studies have examined these relationships in adolescents. Perceptions of stressors as well as physiological reactivity to stress increase during adolescence, highlighting the importance of understanding the relationships among stress appraisals, physiological reactivity, and performance during this developmental period. In this study, 79 adolescent participants reported on stress appraisals before and after a Trier Social Stress Test in which they performed a speech task. Physiological stress reactivity was defined by changes in cardiac output and total peripheral resistance from a baseline rest period to the speech task, and performance on the speech was coded using an objective rating system. We observed in adolescents only two relationships found in past adult research on the BPS model variables: (1) pre-task stress appraisal predicted post-task stress appraisal and (2) performance predicted post-task stress appraisal. Physiological reactivity during the speech was unrelated to pre- and post-task stress appraisals and to performance. We conclude that the lack of association between post-task stress appraisal and physiological stress reactivity suggests that adolescents might have low self-awareness of physiological emotional arousal. Our findings further suggest that adolescent stress appraisals are based largely on their performance during stressful situations. Developmental implications of this potential lack of awareness of one's physiological and emotional state during adolescence are discussed. PMID:24491123

  4. The biopsychosocial model of stress in adolescence: self-awareness of performance versus stress reactivity

    PubMed Central

    Rith-Najarian, Leslie R.; McLaughlin, Katie A.; Sheridan, Margaret A.; Nock, Matthew K.

    2014-01-01

    Extensive research among adults supports the biopsychosocial (BPS) model of challenge and threat, which describes relationships among stress appraisals, physiological stress reactivity, and performance; however, no previous studies have examined these relationships in adolescents. Perceptions of stressors as well as physiological reactivity to stress increase during adolescence, highlighting the importance of understanding the relationships among stress appraisals, physiological reactivity, and performance during this developmental period. In this study, 79 adolescent participants reported on stress appraisals before and after a Trier Social Stress Test in which they performed a speech task. Physiological stress reactivity was defined by changes in cardiac output and total peripheral resistance from a baseline rest period to the speech task, and performance on the speech was coded using an objective rating system. We observed in adolescents only two relationships found in past adult research on the BPS model variables: (1) pre-task stress appraisal predicted post-task stress appraisal and (2) performance predicted post-task stress appraisal. Physiological reactivity during the speech was unrelated to pre- and post-task stress appraisals and to performance. We conclude that the lack of association between post-task stress appraisal and physiological stress reactivity suggests that adolescents might have low self-awareness of physiological emotional arousal. Our findings further suggest that adolescent stress appraisals are based largely on their performance during stressful situations. Developmental implications of this potential lack of awareness of one’s physiological and emotional state during adolescence are discussed. PMID:24491123

  5. Using emotional intelligence to facilitate strengthened appraiser development.

    PubMed

    Tavabie, Abdol; Koczwara, Anna; Patterson, Fiona

    2010-01-01

    This paper describes a new approach to developing strengthened medical appraiser skills prior to the introduction of medical revalidation. We describe how we extended previous skills-based models and competency checklists to produce a behavioural model of effective appraiser performance. Development centre (DC) methods were used to produce a one-day workshop to encourage appraisers to reflect on their current level of ability and to identify and address additional required skills through observation, practice and feedback. In describing the DC, we discuss the impact of using the concept of emotional intelligence (EI) to develop appraiser skills and improve self-awareness. This aimed to support appraisers to effectively influence appraisees' continual professional development (CPD) and review appraisee practice through audit, significant events and patient and colleague feedback, with the ultimate aim of improving patient care. Finally, we provide initial evaluation data for our DC approach. PMID:20202316

  6. Appraisal in a Team Context: Perceptions of Cohesion Predict Competition Importance and Prospects for Coping.

    PubMed

    Wolf, Svenja A; Eys, Mark A; Sadler, Pamela; Kleinert, Jens

    2015-10-01

    Athletes' precompetitive appraisal is important because it determines emotions, which may impact performance. When part of a team, athletes make their appraisal within a social context, and in this study we examined whether perceived team cohesion, as a characteristic of this context, related to appraisal. We asked 386 male and female intercollegiate team-sport athletes to respond to measures of cohesion and precompetitive appraisal before an in-season game. For males and females, across all teams, (a) an appraisal of increased competition importance was predicted by perceptions of higher task cohesion (individual level), better previous team performance, and a weaker opponent (team level) and (b) an appraisal of more positive prospects for coping with competitive demands was predicted by higher individual attractions to the group (individual level). Consequently, athletes who perceive their team as more cohesive likely appraise the pending competition as a challenge, which would benefit both emotions and performance. PMID:26524095

  7. Data management system performance modeling

    NASA Technical Reports Server (NTRS)

    Kiser, Larry M.

    1993-01-01

    This paper discusses analytical techniques that have been used to gain a better understanding of the Space Station Freedom's (SSF's) Data Management System (DMS). The DMS is a complex, distributed, real-time computer system that has been redesigned numerous times. The implications of these redesigns have not been fully analyzed. This paper discusses the advantages and disadvantages for static analytical techniques such as Rate Monotonic Analysis (RMA) and also provides a rationale for dynamic modeling. Factors such as system architecture, processor utilization, bus architecture, queuing, etc. are well suited for analysis with a dynamic model. The significance of performance measures for a real-time system are discussed.

  8. High performance aerated lagoon systems

    SciTech Connect

    Rich, L.

    1999-08-01

    At a time when less money is available for wastewater treatment facilities and there is increased competition for the local tax dollar, regulatory agencies are enforcing stricter effluent limits on treatment discharges. A solution for both municipalities and industry is to use aerated lagoon systems designed to meet these limits. This monograph, prepared by a recognized expert in the field, provides methods for the rational design of a wide variety of high-performance aerated lagoon systems. Such systems range from those that can be depended upon to meet secondary treatment standards alone to those that, with the inclusion of intermittent sand filters or elements of sequenced biological reactor (SBR) technology, can also provide for nitrification and nutrient removal. Considerable emphasis is placed on the use of appropriate performance parameters, and an entire chapter is devoted to diagnosing performance failures. Contents include: principles of microbiological processes, control of algae, benthal stabilization, design for CBOD removal, design for nitrification and denitrification in suspended-growth systems, design for nitrification in attached-growth systems, phosphorus removal, diagnosing performance.

  9. 36 CFR 223.222 - Appraisal.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 36 Parks, Forests, and Public Property 2 2013-07-01 2013-07-01 false Appraisal. 223.222 Section 223.222 Parks, Forests, and Public Property FOREST SERVICE, DEPARTMENT OF AGRICULTURE SALE AND DISPOSAL OF NATIONAL FOREST SYSTEM TIMBER, SPECIAL FOREST PRODUCTS, AND FOREST BOTANICAL PRODUCTS...

  10. 36 CFR 223.222 - Appraisal.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 36 Parks, Forests, and Public Property 2 2012-07-01 2012-07-01 false Appraisal. 223.222 Section 223.222 Parks, Forests, and Public Property FOREST SERVICE, DEPARTMENT OF AGRICULTURE SALE AND DISPOSAL OF NATIONAL FOREST SYSTEM TIMBER, SPECIAL FOREST PRODUCTS, AND FOREST BOTANICAL PRODUCTS...