Sample records for performance appraisal training

  1. Training Supervisors in Employee Performance Appraisals.

    ERIC Educational Resources Information Center

    Sims, Ronald R.

    1988-01-01

    The author presents a training program for supervisors designed to improve an organization's performance appraisal system. Legal issues surrounding performance appraisal are discussed. Course topics include (1) definition and purpose of performance appraisal, (2) how appraisals can improve performance, (3) negative reactions and how to overcome…

  2. Training as a Performance Appraisal Improvement Strategy.

    ERIC Educational Resources Information Center

    Fink, Laurence S.; Longenecker, Clinton Oliver

    1998-01-01

    Top 10 rater skills needed to conduct performance appraisals were identified by 149 managers. These competencies were related to four phases: performance planning, performance management/coaching, written appraisal, and appraisal review. Organizations often failed to train raters because they assumed they knew how to appraise or because of time…

  3. Training Manual Performance Appraisal Process

    E-print Network

    Spence, Harlan Ernest

    for the July 2014 performance increase. Only employees who are actively employed on the effective date for evaluating these employees. To assist with the coordination and distribution of the review, performance such time. Performance increases will be added to the hourly base rates for eligible employees effective

  4. Training: A Key to Success with Performance Appraisal.

    ERIC Educational Resources Information Center

    Davis, Jack

    1984-01-01

    Presents methodology and results of a performance appraisal research project in a financial organization. Findings indicate that a major part of the success of performance appraisal in increasing productivity may lie in training managers in their use. An example of the specifics of what this training should cover is included. (MBR)

  5. Performance Appraisal: An Obstacle to Training and Development?

    ERIC Educational Resources Information Center

    Wilson, John P.; Western, Steven

    2001-01-01

    Surveys and interviews of 39 hospital staff uncovered mixed attitudes about preparation for performance appraisal and the process for formulating and implementing training and development plans, reflecting varying degrees of motivation, involvement, and commitment. Recommendations for improving appraisal and the training associated with it were…

  6. Performance Appraisal: An Obstacle to Training and Development?

    ERIC Educational Resources Information Center

    Wilson, John P.; Western, Steven

    2000-01-01

    Evaluation of a hospital's performance appraisal system collected data from 74 survey responses and 39 interviews. Staff comments revealed varying degrees of involvement with and commitment to the process. The need for employees and supervisors to formulate, implement, and review training and development plans jointly was emphasized. (SK)

  7. 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)

  8. Development of a performance appraisal training program for the Rehabilitation Institute of Chicago

    Microsoft Academic Search

    Deborah Kilgore Ford

    2004-01-01

    “Nobody w ants 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 fact that RIC

  9. 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…

  10. 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

  11. Managerial Performance and Appraisal.

    ERIC Educational Resources Information Center

    Lahti, Robert E.

    1978-01-01

    Performance appraisal for administrators in higher education is an absolute, but good appraisal reflects both sensitivity and a knowledge of institutional and individual rights. Common deficiencies of appraisal systems, methods, purposes of administrative appraisal, goal-setting, and guidelines for conducting appraisal interviews are discussed.…

  12. Performance appraisal decisions as a function of rater training and purpose of the appraisal

    Microsoft Academic Search

    Sheldon Zedeck; Wayne F. Cascio

    1982-01-01

    130 undergraduates rated 33 paragraphs describing the performance of supermarket checkers for one of the following purposes: merit raise, development, or retention. The paragraphs were assembled using previously scaled behavioral anchors describing 5 dimensions of performance. The authors conclude that (a) purpose of the rating was a more important variable in explaining the overall variability in ratings than was rater

  13. Understanding performance appraisal fairness

    Microsoft Academic Search

    Peter Kavanagh; John Benson; Michelle Brown

    2007-01-01

    Employee reactions to the performance appraisal (PA) process have been identified as a potentially important influence on employee acceptance of the performance appraisal process. One such reaction is the perceived fairness of the performance appraisal experience. Previous studies have tended to focus on single aspects of the PA process that impact on PA fairness. In this paper, we combine findings

  14. Performance Appraisal Traditional Format

    E-print Network

    Arizona, University of

    of the supervisor's Report of Performance Appraisal for the rating period and to review and sign the Employee's Job and Instructions 2. Supervisor's Performance Planning Worksheet 3. Employee's Performance Planning Worksheet 4. Report of Performance Appraisal 5. Employee's Job Duties, Goals and Development Plan and Overall Rating

  15. SUPPORT EMPLOYEE Performance Appraisal

    E-print Network

    MacMillan, Andrew

    SUPPORT EMPLOYEE Performance Appraisal RETURN SIGNED REVIEW AND ACCOMPANYING DOCUMENTATION TO Design unit (see page 2) Please attach a separate page, with your comments on the Employee's performance_______), $_______ Date ___ Rates Next Review Date_____________ Next Increment Date_____________ Employee Signature Date

  16. Effective Performance Appraisals for Quality Student Service. Staff Training and Development Series.

    ERIC Educational Resources Information Center

    Maddux, Robert B.

    This manual, in workbook format, introduces the principles of how to conduct an effective employee performance appraisal in the higher education setting. It uses several case studies to illustrate these principles. It is designed to be used for individual study or group workshops and seminars. The topics discussed include establishing a positive…

  17. Impact of teacher performance appraisal on appraisers: A case study

    Microsoft Academic Search

    Shad Aman Shah

    2007-01-01

    The study on impact of teacher performance appraisal (TPA) on appraisers aimed at exploring the impact of appraisal on the performance of the appraisers, which has mostly been a neglected area of research in educational settings. The reasons of selecting this topic for research were my past personal experiences as an appraiser and the issues related to appraisal in my

  18. CAMPUS PEACE OFFICER PERFORMANCE APPRAISAL EMPLOYEE NAME AND SHIELD NUMBER:____________________________________________________

    E-print Network

    Qiu, Weigang

    in accordance with CUNY policy and training received #12;CAMPUS PEACE OFFICER PERFORMANCE APPRAISAL EMPLOYEECAMPUS PEACE OFFICER PERFORMANCE APPRAISAL EMPLOYEE NAME AND SHIELD NUMBER:____________________________________________________ Pg.1 SECTION I (Please print) COMPLETE THE FOLLOWING QUESTIONS. ADD ADDITIONAL PAGES WITH EMPLOYEE

  19. Running head: STUDYING EMPLOYEE PERFORMANCE APPRAISAL

    Microsoft Academic Search

    Robert B. Sinnott

    2007-01-01

    Abstract The problem was that the Larkspur Fire Department (LFD) utilized an employee performance,appraisal system (EPAS) that was internally developed without the use of human resource or legal expertise, without training or supporting those charged with carrying out the appraisal function and without first identifying the desired outcomes,of the process. The purpose of this descriptive research paper was to determine

  20. The Dilemma of Performance Appraisal

    Microsoft Academic Search

    Peter Prowse; Julie Prowse

    \\u000a This paper deals with the dilemma of managing performance using performance appraisal. The authors will evaluate the historical\\u000a development of appraisals and argue that the critical area of line management development that was been identified as a critical\\u000a success factor in appraisals has been ignored in the later literature evaluating the effectiveness of performance through\\u000a appraisals. This paper will evaluate

  1. The Bottoms Up/Tops Down Approach to Performance Appraisal

    ERIC Educational Resources Information Center

    Dwyer, James C.; Dimitroff, Nick J.

    1976-01-01

    The Bottoms Up/Tops Down approach to evaluating employee performance encourages employees to seek appraisal and, at the same time, expects managers and supervisors to conduct a performance appraisal interview with each employee. The processes involved in this approach to performance appraisal and its value in determining training needs are…

  2. The evolution of the performance appraisal process

    Microsoft Academic Search

    Danielle S. Wiese; M. Ronald Buckley

    1998-01-01

    The performance appraisal process has been the focus of much researcher and practitioner attention. In spite of this attention, methods used in performance appraisal are generally ineffective in increasing the quality of performance appraisal processes. Thus, while performance appraisal processes have evolved, progress has been less forthcoming. There are many areas related to the performance appraisal process which are ripe

  3. Employee Performance Plan and Appraisal PERFORMANCE PLAN

    E-print Network

    Employee Performance Plan and Appraisal PERFORMANCE PLAN EMPLOYEE Element __ of ___ APPRAISAL Excellence Annual Unit Goal ELEMENT (The employee's work task or responsibility that supports the above goals in the performance of assigned work. 3. Appraisals are completed well in advance of stated timeframes. Effectively

  4. Effects of threat in a performance appraisal interview

    Microsoft Academic Search

    Emanuel Kay; Herbert H. Meyer

    1965-01-01

    Real-life appraisal interviews conducted by 92 manager-subordinate pairs were studied intensively. Reactions of subordinates were systematically obtained before and after their appraisal interviews and the proceedings in the actual interviews were carefully documented by trained Os. Measures of subsequent performance improvement realized as a result of the appraisal interviews were taken 12 wk. later. The results indicated that a manager's

  5. 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…

  6. 5 CFR 301.303 - Performance appraisal.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 2010-01-01 false Performance appraisal. 301.303 Section 301...United States § 301.303 Performance appraisal. As soon as practicable...accordance with the agency's performance appraisal plan established under...

  7. 5 CFR 301.303 - Performance appraisal.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 2011-01-01 false Performance appraisal. 301.303 Section 301...United States § 301.303 Performance appraisal. As soon as practicable...accordance with the agency's performance appraisal plan established under...

  8. 5 CFR 301.303 - Performance appraisal.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 2013-01-01 false Performance appraisal. 301.303 Section 301...United States § 301.303 Performance appraisal. As soon as practicable...accordance with the agency's performance appraisal plan established under...

  9. 5 CFR 301.303 - Performance appraisal.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 2014-01-01 false Performance appraisal. 301.303 Section 301...United States § 301.303 Performance appraisal. As soon as practicable...accordance with the agency's performance appraisal plan established under...

  10. 5 CFR 301.303 - Performance appraisal.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 2012-01-01 false Performance appraisal. 301.303 Section 301...United States § 301.303 Performance appraisal. As soon as practicable...accordance with the agency's performance appraisal plan established under...

  11. Employee Satisfaction with Performance Appraisals and Appraisers: The Role of Perceived Appraisal Use.

    ERIC Educational Resources Information Center

    Boswell, Wendy R.; Boudreau, John W.

    2000-01-01

    In a survey of 128 manufacturing employees, the perception that performance appraisal had developmental uses was associated with satisfaction with appraisals and appraisers. Reaction to the evaluation did not depend on the outcome of the appraisal or its perceived fairness. (SK)

  12. How to Improve the Effectiveness of Programs to Develop Performance Appraisal Skills.

    ERIC Educational Resources Information Center

    Burke, Ronald J.; And Others

    1979-01-01

    Lists characteristics of effective performance appraisal interviews noting typical limitations, such as time, to effective training. Offers three suggestions for increasing performance appraisal effectiveness: (1) relate daily performance management to performance appraisal interview, (2) involve subordinates in training for interviews, and (3)…

  13. 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…

  14. Consultants' Showcase. Performance Appraisal: Why Bother?

    ERIC Educational Resources Information Center

    Lefton, R. E.; Buzzotta, V. R.

    1978-01-01

    Discusses the appraisal interview as a technique for assessing employee performance. It first covers the organizational benefits of appraising employee job performance; then, using an appraisal behavior model as the basis, describes four ways to conduct an appraisal interview, with emphasis on the most effective. (EM)

  15. Strategic issues in performance appraisal: theory and practice.

    PubMed

    Fombrun, C J; Laud, R L

    1983-01-01

    Performance appraisal systems have tremendous strategic potential for governing employee behavior and thus corporate direction through their links to selection, training and career planning, and reward systems. Authors Charles J. Fombrun, assistant professor of management at the University of Pennsylvania's Wharton School, and Robert P. Laud, senior vice-president of Drake Beam Morin, Inc., surveyed appraisal systems of Fortune 1300 corporations to find out how well companies are realizing this potential. Among their conclusions: (1) In most organizations, the typical performance appraisal system is focused on short-term goals. Strengthening the linkage between the appraisal system and the long-term implications of strategic planning could improve organizational effectiveness in the future. (2) The performance appraisal system's most prevalent use is as a feedback mechanism rather than as a management tool. Thus, the authors conclude, the role of the performance appraisal system as a strategic organizational tool is largely unappreciated by U.S. organizations. PMID:10264837

  16. Measurement and Assessment Issues in Performance Appraisal

    Microsoft Academic Search

    Theresa J. B. Kline; Lorne M. Sulsky

    2009-01-01

    Performance appraisal is a topic that is of both theoretical interest and practical importance. As such, it is one of the most researched topics in industrial and organisational psychology. Several measurement issues are central to performance appraisal including: (a) how performance has been measured, (b) how to improve performance appraisal ratings, (c) what is meant by performance, and (d) how

  17. Can performance appraisals motivate employees to improve performance? A Mexican study

    Microsoft Academic Search

    T. T. Selvarajan; Peggy A. Cloninger

    2011-01-01

    In this study of Mexican employees, we examined the relationship between performance appraisal characteristics (appraisal source, appraisal purpose and feedback richness) and perceived reactions of employees to the appraisal characteristics (perceived fairness and perceived accuracy of appraisals) and appraisal outcomes (appraisal satisfaction and motivation to improve). We hypothesized that multisource appraisals, appraisals used for administrative and developmental appraisals (multipurpose appraisals)

  18. Can performance appraisals motivate employees to improve performance? A Mexican study

    Microsoft Academic Search

    T. T. Selvarajan; Peggy A. Cloninger

    2012-01-01

    In this study of Mexican employees, we examined the relationship between performance appraisal characteristics (appraisal source, appraisal purpose and feedback richness) and perceived reactions of employees to the appraisal characteristics (perceived fairness and perceived accuracy of appraisals) and appraisal outcomes (appraisal satisfaction and motivation to improve). We hypothesized that multisource appraisals, appraisals used for administrative and developmental appraisals (multipurpose appraisals)

  19. The Performance Appraisal Interview: An Interpretive Reassessment.

    ERIC Educational Resources Information Center

    Goodall, H. Lloyd, Jr.; And Others

    1986-01-01

    Applies a Burkean Approach to performance appraisal interviews. Contends that studies of the appraisal interview should be based on longitudinal observation and analysis of performance, behavior, character, and cultural fit, not solely on the behavior exhibited during the interview. (PD)

  20. Performance appraisal with heterogenous information

    Microsoft Academic Search

    R. de Andres Calle; J. L. Garcia-Lapresta; J. Liu; L. Martinez

    2008-01-01

    Performance appraisal is a process used for some firms in order to evaluate the employees¿ efficiency and productivity for planning their promotion policy. Initially this process was carried out just by the executive staff, but recently it has evolved to an evaluation process based on the opinion of different reviewers, supervisors, collaborators, clients and the employee himself (360-degree method). In

  1. Approaches to Performance Appraisal in Student Affairs.

    ERIC Educational Resources Information Center

    Davis, J. Shay

    2001-01-01

    The purpose of this article is to outline models of performance appraisal in business, assess the current status of performance appraisal in higher education, review practices of business which are applicable in the higher education setting, and present a new model of performance appraisal, the DEVELOP model. (Contains 27 references.) (Author)

  2. Performance Appraisal Systems: Determinants and Change

    Microsoft Academic Search

    Michelle Brown; John S. Heywood

    2005-01-01

    AbstractUsing establishment data from the Australian Workplace Industrial Relations Survey, this paper estimates the determinants of performance appraisal systems. The results indicate that performance appraisal is associated with workers having shorter expected tenure and greater influence over productivity. We argue these results reflect those circumstances in which the net benefits of performance appraisal are likely to be greatest. The results

  3. Rater Leniency and Performance Appraisal Discomfort

    Microsoft Academic Search

    Peter Villanova; H. John Bernardin; Sue A. Dahmus; Randi L. Sims

    1993-01-01

    This study investigated the predictability of rater leniency from scores on an instrument designed to measure rater discomfort with performance appraisal situations. The 20-item Performance Appraisal Discomfort Scale (PADS) was administered twice to a sample of 178 undergraduate business students who rated performance of group members on three group projects under conditions designed to emulate features of actual appraisal situations.

  4. THE ROLE OF THE APPRAISAL SYSTEM IN DEVELOPING EMPLOYEES' PERFORMANCE: THE CASE OF OMAN INSURNACE

    Microsoft Academic Search

    Abdel Moneim; M. B. AHMED; Duaa I. DABLAN

    Performance Appraisal is a core activity in the Performance Management System. Through proper implementation of a performance appraisal process, an organization will be able to measure the employees' achievements, identify their training requirements and develop their future growth in the organization. In this research the authors attempt to explore the mean of how to implement a proper performance appraisal system

  5. The dilemma of performance appraisal

    Microsoft Academic Search

    Peter Prowse; Julie Prowse

    2009-01-01

    Purpose – This paper aims to evaluate the aims and methods of appraisal, and the difficulties encountered in the appraisal process. Design\\/methodology\\/approach – The paper uses a review of the literature to evaluate the development of appraisals and argues that the critical area of line management development that was identified as a critical success factor in appraisals has been ignored

  6. EMPLOYEE PERFORMANCE APPRAISAL AND THE 95\\/5 RULE

    Microsoft Academic Search

    Lee Rasch

    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 that are not. The advocates of performance appraisals cite implementation

  7. Using Balanced Scorecard for Subcontractor Performance Appraisal

    Microsoft Academic Search

    S. Thomas NG

    2007-01-01

    SUMMARY Several influential industry reports have pointed out that a decline in construction quality and productivity could be attributed to the performance of subcontractors who are entrusted to complete the actual works, yet subcontractor performance appraisal is a much neglected subject in construction. To facilitate subcontractor registration, management and\\/or selection, an equitable and reliable subcontractor performance appraisal would be indispensable.

  8. Performance Appraisals Can Yield Tangible Results.

    ERIC Educational Resources Information Center

    Blai, Boris, Jr.

    An objective, measure-oriented job performance appraisal plan permits management to evaluate worker performance more accurately and precisely, and provides a means for assessing the degree-of-match between employee qualifications and job skills requirements for hiring, advancement, and dismissal decisions. Deficient appraisals may be costly,…

  9. ANTECEDENTS OF JUSTICE PERCEPTIONS IN PERFORMANCE APPRAISALS

    Microsoft Academic Search

    Berrin Erdogan

    Even though several theories of justice attempt to explain how justice perceptions are formed and operate, the findings describing the relationship between justice perceptions and other variables are fragmented. Furthermore, findings of studies in performance appraisal context are not organized using a justice framework. This theoretical paper attempts to develop a model of antecedents of justice perceptions in performance appraisal

  10. Globalization of performance appraisals: theory and applications

    Microsoft Academic Search

    Steven H. Appelbaum; Michel Roy; Terry Gilliland

    2011-01-01

    Purpose – The purpose of this article is to provide a more complete perspective regarding the “best practices” for performance appraisals of “distant” employees in global organizations. Design\\/methodology\\/approach – A range of published works (1998-2009) on multinational corporations and performance appraisals was reviewed. The literature was used to determine human resource challenges associated with globalization as well as the types

  11. Rhetorical Dimensions of Performance Appraisal Interviews.

    ERIC Educational Resources Information Center

    Skopec, Eric Wm.

    To improve the performance appraisal systems used by personnel offices, a study collected the reactions of 200 managers to giving performance appraisals through interviews, scripts, role enactments, a list writing exercise, and an anxiety measure. The data produced three major findings: (1) managers experienced high levels of anxiety when giving…

  12. 28 CFR 345.41 - Performance appraisal for inmate workers.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ...2010-07-01 2010-07-01 false Performance appraisal for inmate workers. 345.41 Section...PROGRAMS Inmate Worker Standards and Performance Appraisal § 345.41 Performance appraisal for inmate workers. Work...

  13. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 2010-10-01 false Performance appraisal system. 24.7 Section...RESEARCH SERVICE § 24.7 Performance appraisal system. The members of...Service shall be subject to a performance appraisal system which shall be...

  14. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ...2014-10-01 false Performance appraisal system. 24.7 ...SENIOR BIOMEDICAL RESEARCH SERVICE § 24.7 Performance appraisal system. The members...shall be subject to a performance appraisal system which...

  15. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ...2013-10-01 false Performance appraisal system. 24.7 ...SENIOR BIOMEDICAL RESEARCH SERVICE § 24.7 Performance appraisal system. The members...shall be subject to a performance appraisal system which...

  16. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ...2011-10-01 false Performance appraisal system. 24.7 ...SENIOR BIOMEDICAL RESEARCH SERVICE § 24.7 Performance appraisal system. The members...shall be subject to a performance appraisal system which...

  17. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ...2012-10-01 false Performance appraisal system. 24.7 ...SENIOR BIOMEDICAL RESEARCH SERVICE § 24.7 Performance appraisal system. The members...shall be subject to a performance appraisal system which...

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

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ...2011-07-01 2011-07-01 false Performance appraisal for inmate workers. 345.41 Section...PROGRAMS Inmate Worker Standards and Performance Appraisal § 345.41 Performance appraisal for inmate workers. Work...

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

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ...2012-07-01 2012-07-01 false Performance appraisal for inmate workers. 345.41 Section...PROGRAMS Inmate Worker Standards and Performance Appraisal § 345.41 Performance appraisal for inmate workers. Work...

  20. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ...and removing employees. (b) Each performance appraisal system...Establishing performance standards which...permit the accurate evaluation of job performance on the basis...for each GAO employee. (2)...

  1. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ...and removing employees. (b) Each performance appraisal system...Establishing performance standards which...permit the accurate evaluation of job performance on the basis...for each GAO employee. (2)...

  2. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ...and removing employees. (b) Each performance appraisal system...Establishing performance standards which...permit the accurate evaluation of job performance on the basis...for each GAO employee. (2)...

  3. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ...and removing employees. (b) Each performance appraisal system...Establishing performance standards which...permit the accurate evaluation of job performance on the basis...for each GAO employee. (2)...

  4. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ...and removing employees. (b) Each performance appraisal system...Establishing performance standards which...permit the accurate evaluation of job performance on the basis...for each GAO employee. (2)...

  5. 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

  6. Employee Reactions to Contextual and Session Components of Performance Appraisal

    Microsoft Academic Search

    William F. Giles; Kevin W. Mossholder

    1990-01-01

    A neglected area of performance appraisal research concerns the context within which the appraisal process occurs. For a sample of exempt employees, measures were developed that assessed system components of the appraisal context. The contribution of these variables (complexity, implementation, and follow-up) to the prediction of 2 measures of employee reactions to performance appraisal (review session satisfaction and appraisal system

  7. The Performance Appraisal Interview: A Multi-Purpose Communication Assignment.

    ERIC Educational Resources Information Center

    Brownell, Judi

    1994-01-01

    Discusses performance appraisals in business. Describes a performance appraisal assignment that involves written assignments, role-playing an appraisal interview, and subsequent discussion of issues that arise. Includes several figures describing assignment activities. (SR)

  8. Accountability Forces in Performance Appraisal: Effects of Self-Appraisal Information, Normative Information, and Task Performance

    Microsoft Academic Search

    Ted H. Shore; Armen Tashchian

    2002-01-01

    This study investigated the effects of self-appraisal information, normative information, and task performance on performance appraisal ratings. Participants rated a fictitious “subordinate's” performance on a clerical task (which was either very good or moderately poor) subsequent to receiving self-assessment information (high or low) and normative information (present or absent). Self-appraisals affected performance ratings for poor performers but not for good

  9. Portfolio-Based Performance Appraisal for Doctors: A Case of Paperwork Compliance

    Microsoft Academic Search

    John Martyn Chamberlain

    2010-01-01

    This paper discusses the findings of research exploring the conduct of portfolio-based performance appraisal within medicine. Portfolios are now used throughout medical school and junior doctor training, in later specialist training, as well as to support the implementation of annual NHS appraisal of doctors as part of their employment contract. They will also play a role in the new medical

  10. Performance Appraisal System using Multifactorial Evaluation Model

    Microsoft Academic Search

    C. C. Yee; Y. Y. Chen

    2009-01-01

    Performance appraisal of employee is important in managing the human resource of an organization. With the change towards knowledge-based capitalism, maintaining talented knowledge workers is critical. However, management classification of \\

  11. 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…

  12. Justice perceptions of performance appraisal practices

    Microsoft Academic Search

    Paul W. Thurston Jr; Laurel McNall

    2010-01-01

    Purpose – The purpose of this paper is to explore the underlying structure of employees' justice perceptions in the context of their organizations' performance appraisal practices. Design\\/methodology\\/approach – Ten multi-item scales were designed to measure the perceived fairness of performance appraisal practices. A nested confirmatory factor analysis of employee responses (n=188) compared the four justice dimensions (i.e. procedural, distributive, interpersonal,

  13. Correlates of employee reactions to performance appraisals and appraisal systems

    Microsoft Academic Search

    Robert L. Dipboye; Rene de Pontbriand

    1981-01-01

    474 exempt employees in a research and development organization were surveyed regarding their opinions and perceptions of the appraisal process. After controlling for perceived favorability of the appraisal via multiple regression, Ss' opinions of the appraisal and appraisal system were positive to the extent they believed that (a) there was an opportunity to state their own side of the issues,

  14. The Dynamics of Effective Performance Appraisal: An Integrated Model

    Microsoft Academic Search

    Verena Marshall; Robert E. Wood

    2000-01-01

    This paper presents further exploration of the quest for accurate and effective performance appraisals. Attempts to design and implement more effective performance appraisal systems have led to some improvements in the mechanics of appraisal. The process of performance appraisal, however, often fails to live up to expectations. One factor contributing to the gap between expectations and experience is the relative

  15. Improving Work Performance Through Appraisal

    ERIC Educational Resources Information Center

    Kearney, William J.

    1978-01-01

    Effective appraisal depends on three essential elements: employees who are motivated to achieve goals, who have the necessary mental and physical ability, and who clearly understand the demands of the job. What this implies for systems touching on these elements is spelled out in detail. (Author/MLF)

  16. Predictors of employee satisfaction with the performance appraisal process

    Microsoft Academic Search

    Edward J. Inderrieden; Timothy J. Keaveny; Robert E. Allen

    1988-01-01

    Several studies have documented the importance of the performance appraisal interview in the appraisal process. However, interactions between the rater and ratee prior to the end of the performance evaluation period have been given little attention. The present study investigated the impact of several aspects of the appraisal process on three outcome measures: satisfaction with the appraisal process, fairness of

  17. SAMPLE Grade 12 Astrophysicist EMPLOYEE PERFORMANCE PLAN AND APPRAISAL

    E-print Network

    SAMPLE Grade 12 Astrophysicist EMPLOYEE PERFORMANCE PLAN AND APPRAISAL PERFORMANCE PLAN EMPLOYEE scientific calculations and test algorithms to the satisfaction of the supervisor. 5. Successfully acquires #12;SAMPLE Grade 12 Astrophysicist EMPLOYEE PERFORMANCE PLAN AND APPRAISAL PERFORMANCE PLAN EMPLOYEE

  18. Evaluating Library Staff: A Performance Appraisal System.

    ERIC Educational Resources Information Center

    Belcastro, Patricia

    This manual provides librarians and library managers with a performance appraisal system that measures staff fairly and objectively and links performance to the goals of the library. The following topics are addressed: (1) identifying expectations for quality service or standards of performance; (2) the importance of a library's code of service,…

  19. Performance appraisal: can we 'manage' away the curse?

    PubMed

    Lee, C

    1997-01-01

    Call them what you will--appraisals, evaluations or reviews--performance appraisals seem to be the one organizational ritual that is universally hated. The shortcomings of this ritual, the annual documenting of bouquets and brickbats, are obvious to those who give them and those who receive them. Why do companies continue to do them? To align employee goals with those of the organization; to provide feedback on (and improve) employee performance; to identify training needs; as a basis for merit increases; to document poor performance in case it becomes necessary to defend personnel decisions in court. How can any evaluation satisfy all these objectives? One solution is performance management, a system that helps people manage their actions as a way of helping the organization achieve its goals. Ongoing effort is key to making performance management work. And it gives the employee who's off the track time to climb back on. One company put its appraisal forms online, which allows both employees and managers to update progress continuously. A goal of performance management is to enable employees to see how their objectives tie to the business objectives. Regardless of the system or methods for performance appraisal an organization uses, it will only be as good or helpful as the managers who use it. PMID:10166747

  20. SAMPLE Grade 14 Astrophysicist EMPLOYEE PERFORMANCE PLAN AND APPRAISAL

    E-print Network

    SAMPLE Grade 14 Astrophysicist EMPLOYEE PERFORMANCE PLAN AND APPRAISAL PERFORMANCE PLAN EMPLOYEE Element 1 of . APPRAISAL PERIOD to . Smithsonian Strategic Plan or Program Goal: Strengthen Research Annual Unit Goal: Focused first-class scientific research ELEMENT: Research PERFORMANCE STANDARD

  1. Multi source feedback based performance appraisal system using Fuzzy logic decision support system

    E-print Network

    Meenakshi, G

    2012-01-01

    In Multi-Source Feedback or 360 Degree Feedback, data on the performance of an individual are collected systematically from a number of stakeholders and are used for improving performance. The 360-Degree Feedback approach provides a consistent management philosophy meeting the criterion outlined previously. The 360-degree feedback appraisal process describes a human resource methodology that is frequently used for both employee appraisal and employee development. Used in employee performance appraisals, the 360-degree feedback methodology is differentiated from traditional, top-down appraisal methods in which the supervisor responsible for the appraisal provides the majority of the data. Instead it seeks to use information gained from other sources to provide a fuller picture of employees' performances. Similarly, when this technique used in employee development it augments employees' perceptions of training needs with those of the people with whom they interact. The 360-degree feedback based appraisal is a c...

  2. Performance appraisal: essential characteristics for strategic control

    Microsoft Academic Search

    Donald L. Caruth; John H. Humphreys

    2008-01-01

    Purpose – The purpose of this paper is to demonstrate the need for and propose a more aligned and integrated standard for performance evaluation to enhance effective strategic control. Design\\/methodology\\/approach – The paper reviews the various issues creating discontent with the performance appraisal systems within many organizations and demonstrates how these problems inhibit successful strategic control. It attempts to cogently

  3. PERFORMANCE MANAGEMENT PROCESS SETTING EXPECTATIONS, FEEDBACK & APPRAISAL

    E-print Network

    Adali, Tulay

    PERFORMANCE MANAGEMENT PROCESS SETTING EXPECTATIONS, FEEDBACK & APPRAISAL PMP EMPLOYEE FORM Name (PLEASE TYPE OR PRINT): Reviewer's Signature: Please check one: The employee and supervisor improvement plan should be in effect, or will be as a result of this review. Unsatisfactory Performance falls

  4. GEORGIA INSTITUTE OF TECHNOLOGY PERFORMANCE APPRAISAL RECORD

    E-print Network

    Jacobs, Laurence J.

    or Print each section] EMPLOYEE NAME: EMPLOYEE ID#: (six-digit employee number) JOB TITLE: UNIT: REVIEWED BY: DATE OF REVIEW: REVIEW PERIOD: FROM: TO: Assign a rating for each goal/performance indicator not be considered when reviewing attendance. #12;GEORGIA INSTITUTE OF TECHNOLOGY PERFORMANCE APPRAISAL RECORD Page 3

  5. Factors influencing expatriate performance appraisal system success: an organizational perspective

    Microsoft Academic Search

    David C. Martin; Kathryn M. Bartol

    2003-01-01

    This study examines the factors that influence the success of expatriate performance appraisal systems in U.S. multinationals, as perceived by the organizations. Results involving 94 firms suggest that clarifying performance expectations prior to the performance rating, the fairness of the performance appraisal system, and the incorporation of career development positively influence perceptions of expatriate performance appraisal system success. The frequency

  6. Performance appraisal: what’s the matter with you?

    Microsoft Academic Search

    Lu Hui; Gu Qin-xuan

    2009-01-01

    Performance management has been put in the most important place in HRM, as well as in the strategic management. However, performance appraisal, the core of HRM, has become a deep gap between performance appraisers and employees. This is why performance appraisal has got great attention in both theoretical study and daily practice. This paper first makes a research to collect

  7. Factors that Bias Employee Performance Appraisals

    Microsoft Academic Search

    Francis X. Gibbons; Brian H. Kleiner

    1994-01-01

    Employee evaluations, also known as performance appraisals, are critical to the functioning of an organization as well as to the advancement of employees. The organization needs to rate its employees so that people can be identified to assume positions of leadership. Employees need to have their work reviewed so that they may be acknowledged and rewarded when appropriate. The implementation

  8. Meeting Performance Appraisal Head-On.

    ERIC Educational Resources Information Center

    Maloney, Donna L.

    2001-01-01

    Describes recent improvements in the Chicago Public Library's performance evaluation system that has made it more participative and effective. Discusses three areas of change: broadening the range and improving the relevance of the appraisal criteria; increasing the number of rating criteria; and requiring narrative commentaries on employee…

  9. Embedding Performance Appraisal within an Organizational Context.

    ERIC Educational Resources Information Center

    Peters, Lawrence H.; Rudolf, Cathy J.

    The literature on the partial determinants of performance in organizational contexts, particularly the research on situational determinants, suggests several different variables which may be of importance to appraisal processes as well. This point may be exemplified with regard to the situational factors of task ease/difficulty and situational…

  10. Performance appraisal based on distance function methods

    Microsoft Academic Search

    Rocío de Andrés; José Luis García-Lapresta; Jacinto González-Pachón

    2010-01-01

    Performance appraisal is a process used by some firms to evaluate their employees’ efficiency and productivity in order to plan their promotion policy, salary policy, layoffs policy, etc. Initially this process was just carried out by the executive staff, but recently it has evolved into an evaluation process based on the opinion of different reviewers, supervisors, collaborators, customers and the

  11. 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…

  12. 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…

  13. A Decision Support System for Performance Appraisal

    Microsoft Academic Search

    P. D. D. Dominic; Izzatdin Abdul Aziz; K. N. Goh

    2008-01-01

    Intense competition is forcing companies to develop innovative strategies to capture customer needs and improve customer satisfaction in the external business environment. Performance appraisal and employee satisfaction is high on the agenda of many companies around the world and with the growing number of improvement models now available. Employee care has to be taken to adopt an approach that will

  14. Performance appraisal decision in Malaysian public service

    Microsoft Academic Search

    Rusli Ahmad; Nur Azman Ali

    2004-01-01

    This article explores raters' understanding on the decision-making process in the public service performance appraisal system (PAS) by looking at the cognitive processing models (CPM) steps involved. Presents the results of semi-structured cognitive mapping interviews undertaken with novice raters in the Malaysia public service (MPS) context. Interviews were conducted using cognitive mapping protocol. The resultant causal cognitive maps explored findings

  15. Role of the rater in performance appraisal

    Microsoft Academic Search

    Richard J. Klimoski; Manuel London

    1974-01-01

    Notes that ratings for performance appraisal are frequently made by supervisors. In the present study, judgments of effectiveness for 153 hospital nurses were obtained from the nurse herself and her peers in addition to her supervisor, using the same rating form. Factor analysis indicated that each rating source could be clearly identified and characterized. The data reaffirm the notion that

  16. Performance Appraisal InterviewsPreference Organization in Assessment Sequences

    Microsoft Academic Search

    Birte Asmuß

    2008-01-01

    Performance appraisal interviews play a crucial role in internal communication. Most of the research on performance appraisal interviews has focused on strategic aims and interview design, but less attention has been given to the way in which performance appraisal interviews actually take place. In this study, the focus will, therefore, be to investigate how one of the crucial and most

  17. New Perspectives Concerning Performance Appraisals of Intercollegiate Coaches

    Microsoft Academic Search

    George B. Cunningham; Marlene A. Dixon

    2003-01-01

    Despite advances in the study of performance appraisals within the intercollegiate athletic context, there are several limitations to the extant research. Specifically, this literature does not take into account the multi-level nature of organizations and performance appraisals or the reciprocal interdependence of coaching staffs. In considering these factors, we propose a new performance appraisal system for intercollegiate coaches—one that takes

  18. Annual Performance Appraisal -Introduction Annual Performance Appraisals January 2011

    E-print Network

    O'Toole, Alice J.

    Links: - Guidelines for Supervisors - Employee Self-Evaluation Tool - HRM web pages on the annual by a specific plan designed to help the employee to improve performance that will lead to a rating of "fully in order for the employee to improve their performance --i.e. "fully meets performance expectations." (3

  19. The Function of Performance Appraisal in UK Universities.

    ERIC Educational Resources Information Center

    Haslam, C.; And Others

    1993-01-01

    A study investigated the response of faculty and administrators at four United Kingdom universities to implementation of faculty performance appraisal. Overall, staff felt the appraisal had little tangible benefit. Ambiguity over the objective of performance appraisal, as a management tool or for faculty development purposes, is seen as a concern.…

  20. Appraising and Improving the Performance of School Administrative Personnel.

    ERIC Educational Resources Information Center

    Castetter, William B.; Heisler, Richard S.

    This monograph deals with the appraisal and improvement of school administrative personnel performance. It attempts to help the reader understand what performance appraisal is, why it is essential in school organization administration, how an appraisal system functions, and how it can be made to work more effectively. In order to achieve these…

  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. Multiple Uses of Performance Appraisal: Prevalence and Correlates

    Microsoft Academic Search

    Jeanette N. Cleveland; Kevin R. Murphy; Richard E. Williams

    1989-01-01

    Performance appraisal is used in organizations for a variety of purposes. However, little empirical research has been conducted to determine (a) the extent to which performance appraisal is used for each of several purposes in industry, (b) the extent to which appraisal data may be used for multiple and possibly conflicting uses within the same organization, and (c) organizational correlates

  3. Effects of performance appraisal systems on marketing managers

    Microsoft Academic Search

    Vlasis Stathakopoulos

    1997-01-01

    This study investigates the effects of features of performance appraisal systems (PAS) on marketing managers' behavioural and psychological responses. More specifically, four characteristics of performance appraisal systems (output PAS, behaviour PAS, document PAS and interpersonal PAS) and four key criterion variables (subordinate defensiveness, bureaucratic behaviour, invalid\\/misleading data reporting and satisfaction with the appraisal system) are considered. A survey of US

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

    Microsoft Academic Search

    Nattavud Pimpa

    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 types; problems from the mismanagement of the system; problems arising

  5. Managerial competencies and the managerial performance appraisal process

    Microsoft Academic Search

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

    2001-01-01

    Uses survey research to investigate two general questions concerning managerial competencies and performance appraisal: whether a set of managerial competencies currently being used by organizations to describe successful managers can be identified; and whether organizations are appraising these same competencies as part of their managerial performance appraisal processes. The six competencies most often identified as critical to managerial success appear

  6. Annual Performance Appraisal -Introduction Annual Performance Appraisals January 2011

    E-print Network

    O'Toole, Alice J.

    ) Helpful Links: - Guidelines for Supervisors - Employee Self-Evaluation Tool - HRM web pages on the annual and administrative and professional (A&P) staff have their job performance formally evaluated on an annual basis. Any to the overall goals. (1) 3. Occasionally Below Expectations: Employee performance does not always meet standards

  7. 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

  8. Annual Performance Appraisal -Introduction Annual Performance Appraisals January 2014

    E-print Network

    O'Toole, Alice J.

    they report should meet and discuss the annual review. Upon completion of the performance review meeting, signed copies of the review will be distributed as indicated below. Employees wishing to add comments to their review may do so in the section provided or may provide a written statement. Employee statements should

  9. 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.

  10. Performance Appraisal Method of Logistic Distribution for Fresh Agricultural Products

    Microsoft Academic Search

    Hang Yu; Kai Zhang

    2010-01-01

    Through the initial selection, screening and simplification, a set of performance appraisal system of logistic distribution suited to fresh agricultural products is established. In the process of establishing the appraisal indicator, the representative appraisal indicator of logistic distribution of fresh agricultural products is further obtained by delivering experts’ survey and applying the ABC screening system. The distribution costs, transportation and

  11. Scientific and Technical Communicators' Perceptions of the Performance Appraisal Interview.

    ERIC Educational Resources Information Center

    McDowell, Earl E.

    1995-01-01

    Surveys scientific and technical communicators to determine their perceptions of their role as interviewees in the performance appraisal interview. Reveals that interviewees think the appraisal process is unreliable and invalid, and that managers do not stimulate growth and development in the appraisal interview. Discusses other results. (PA)

  12. Age stereotyping in performance appraisal

    Microsoft Academic Search

    Donald P. Schwab; Herbert G. Heneman

    1978-01-01

    32 personnel specialists evaluated written performance descriptions of 4 secretaries. The 4th secretary was a target whose age (24 or 61 yrs) and job experience (5 yrs or less than 6 mo) were experimentally manipulated in a ^h 2?×?2 ^H factorial design. Age of participant was also measured and dichotomized at the median (33). Each secretary was evaluated on 6

  13. The Current State of Performance Appraisal Research and Practice: Concerns, Directions, and Implications

    Microsoft Academic Search

    Robert D. Bretz; George T. Milkovich; Walter Read

    1992-01-01

    On the surface, it is not readily apparent how some performance appraisal research issues inform performance appraisal practice. Because performance appraisal is an applied topic, it is useful to periodically consider the current state of performance research and its relation to performance appraisal practice. This review examines the performance appraisal literature published in both academic and practitioner outlets between 1985

  14. Performance Appraisal Research: A Critical Review of Work on “The Social Context and Politics of Appraisal

    Microsoft Academic Search

    Alan Jenkins

    2005-01-01

    This paper reviews existing literatures on the analysis of performance appraisal (PA) paying special attention to those which try to take into account the “social context” of appraisal systems and processes. The special place of political action within these processes is underlined and the different levels at which politics need to be considered in research are outlined. Research on politics

  15. Self performance appraisal vs direct-manager appraisal: A case of congruence

    Microsoft Academic Search

    Yehuda Baruch

    1996-01-01

    Outlines possibilities for the use of self-appraisal as a valuable source of information and as a feedback tool. Reports the results of two studies, in the UK and Israel, which indicate a considerable match between self performance and direct-manager appraisal. These findings are contrary to the results of most previous work in this area. Correlations identified between manager and self

  16. 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…

  17. Testing a Model of Performance Appraisal Fit on Attitudinal Outcomes

    Microsoft Academic Search

    Hal J. Whiting; Theresa J. B. Kline

    2007-01-01

    The purpose of this study was to test the effects of the congruence of employees' current versus ideal performance appraisal system on performance appraisal attitudes. This in turn was assessed as to its predictive relationships with affective organizational commitment and turnover intentions. Continuance organizational commitment and job performance were also assessed in the model. A total of 149 surveys were

  18. Creativity and performance appraisal: Shall never the twain meet?

    Microsoft Academic Search

    Ralph F. Mullin; Rodney Sherman

    1993-01-01

    This article explores the need for performance appraisal systems that are designed to meet the unique motivational and performance needs of creative employees. The dimensions and special needs of creative behavior are drawn from the literature and defined; the state of performance appraisal is reviewed; and a preliminary investigation to determine what can be learned on the subject from the

  19. 5 CFR 430.205 - Agency performance appraisal program(s).

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ...2014-01-01 false Agency performance appraisal program(s). 430.205... PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing...Employees § 430.205 Agency performance appraisal program(s)....

  20. 5 CFR 430.204 - Agency performance appraisal system(s).

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ...2013-01-01 false Agency performance appraisal system(s). 430.204... PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing...Employees § 430.204 Agency performance appraisal system(s)....

  1. 5 CFR 430.205 - Agency performance appraisal program(s).

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ...2013-01-01 false Agency performance appraisal program(s). 430.205... PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing...Employees § 430.205 Agency performance appraisal program(s)....

  2. 5 CFR 430.205 - Agency performance appraisal program(s).

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ...2011-01-01 false Agency performance appraisal program(s). 430.205... PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing...Employees § 430.205 Agency performance appraisal program(s)....

  3. 5 CFR 430.205 - Agency performance appraisal program(s).

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ...2012-01-01 false Agency performance appraisal program(s). 430.205... PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing...Employees § 430.205 Agency performance appraisal program(s)....

  4. 5 CFR 430.204 - Agency performance appraisal system(s).

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ...2011-01-01 false Agency performance appraisal system(s). 430.204... PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing...Employees § 430.204 Agency performance appraisal system(s)....

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

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ...2014-01-01 false Agency performance appraisal system(s). 430.204... PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing...Employees § 430.204 Agency performance appraisal system(s)....

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

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ...2012-01-01 false Agency performance appraisal system(s). 430.204... PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing...Employees § 430.204 Agency performance appraisal system(s)....

  7. Conveying the Performance Appraisal: The Research and Its Implications.

    ERIC Educational Resources Information Center

    Wilson, Gerald L.

    Results of an examination of research literature on performance-appraisal interviewing and its implications are presented in this report. The appraisal interview functions to (1) provide feedback on performance, (2) counsel and provide help, (3) discover what the employee is thinking, (4) teach the employee to solve problems, (5) help the employee…

  8. 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…

  9. Communicating with Faculty Using a Diagnostic Performance Appraisal Process.

    ERIC Educational Resources Information Center

    Gibson, Ken

    In spite of the many teacher evaluation models available and the extensive research on performance appraisal, few community colleges have effectively come to terms with this difficult task. Many administrators prefer to avoid the interpersonal conflict and the possible legal ramifications of performance appraisal. However, in times of limited…

  10. New Perspectives Concerning Performance Appraisals of Intercollegiate Coaches

    ERIC Educational Resources Information Center

    Cunningham, George B.; Dixon, Marlene A.

    2003-01-01

    Despite advances in the study of performance appraisals within the intercollegiate athletic context, there are several limitations to the extant research. Specifically, this literature does not take into account the multi-level nature of organizations and performance appraisals or the reciprocal interdependence of coaching staffs. In considering…

  11. 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…

  12. Deviant ratings and the effectiveness of performance appraisal

    Microsoft Academic Search

    Hairu Yang; Zhengyi Jiang; Haiyan Zhai; Fue Zeng

    2009-01-01

    In order to maximize performance appraisal effectiveness, extant literatures explore methods to reduce rater errors, improve rating accuracy and qualitative aspects. Even if these methods can substantially improve performance appraisal effectiveness, it is still unable to completely eliminate the existing of deviant ratings because the raters are subjective factors for the evaluation. This study introduces a statistical method that can

  13. 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…

  14. Employees' perceptions of justice in performance appraisals.

    PubMed

    Vasset, Frøydis; Marnburg, Einar; Furunes, Trude

    2010-05-01

    Of all the tasks undertaken by human resource managers, performance appraisals (PAs) are one of the most unpopular among employees (Meyer 1991, Murphy and Cleveland 1995, Holbrook 2002, Jackman and Strober 2003). As PA guides and plans show (Fletcher 2004, CatalystOne 2010), PAs can be implemented in similar ways in organisations throughout Europe and developed countries elsewhere. But, if employees perceive PA processes as unfair, they may reject the usefulness and validity of the information they receive and so may not be motivated to change behaviour. This article concerns perceptions of organisational justice and explains the results of a study of perceived fairness in PAs among nurses and auxiliary nurses in Norway's municipal health service. PMID:20491213

  15. The stigma of obesity and discrimination in performance appraisal: a theoretical model

    Microsoft Academic Search

    Regina Ferreira Bento; Lourdes Ferreira White; Susan Rawson Zacur

    2012-01-01

    We propose a theoretical model to study the effect of obesity stigma on performance appraisal. The model draws from the appraisal, obesity, stigmatization, and prejudice literatures to examine three sets of factors: individual factors in the appraiser(s) and the obese appraisee; factors in performance appraisal; and contextual factors. According to the model, these factors make it easier or harder for

  16. The stigma of obesity and discrimination in performance appraisal: a theoretical model

    Microsoft Academic Search

    Regina Ferreira Bento; Lourdes Ferreira White; Susan Rawson Zacur

    2011-01-01

    We propose a theoretical model to study the effect of obesity stigma on performance appraisal. The model draws from the appraisal, obesity, stigmatization, and prejudice literatures to examine three sets of factors: individual factors in the appraiser(s) and the obese appraisee; factors in performance appraisal; and contextual factors. According to the model, these factors make it easier or harder for

  17. Principals' Informal Methods for Appraising Poor-Performing Teachers

    ERIC Educational Resources Information Center

    Yariv, Eliezer

    2009-01-01

    Teacher appraisal is never an easy task, especially of teachers experiencing difficulties and failures. Nevertheless it is a requirement for good management, in our schools no less than our corporations. Forty elementary school principals in Israel described the informal methods they use to appraise teachers who are performing poorly. Most…

  18. Expatriate Performance Appraisal in U.S. Multinational Firms

    Microsoft Academic Search

    Hal B. Gregersen; Julie M. Hite; J. Stewart Black

    1996-01-01

    This exploratory study examines empirically expatriate performance appraisal (EPA) practices for U.S. multinational firms and assesses how such practices relate to the perceived accuracy of EPAs. From a sample of U.S. multinationals, the results suggest that a balanced set of raters from host and home countries and more frequent appraisals relate positively to perceived accuracy of EPAs. The data suggest,

  19. Performance appraisal: A survey of academic staff opinion

    Microsoft Academic Search

    Desmond Rutherford

    1988-01-01

    This paper reports the results from a questionnaire which sought the opinions of a representative sample of academic staff at the University of Birmingham to the introduction of more regular and systematic performance appraisal in universities. In particular, whether respodnents were of the opinion that further procedures for the appraisal of individuals and departments were necessary and, if so, who

  20. 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)

  1. Predictors of Communication Satisfaction during Performance Appraisal Interviews.

    ERIC Educational Resources Information Center

    Downs, Timothy M.

    1990-01-01

    Investigates the relationship between employee perceptions of communication behaviors and satisfaction with communication that occurred during a performance appraisal interview. Finds that perceptions of understanding and the quality of communication are significant predictors of satisfaction with communication during the appraisal interview. (KEH)

  2. Different relationships between perceptions of developmental performance appraisal and work performance

    Microsoft Academic Search

    Bård Kuvaas

    2007-01-01

    Purpose – It is often suggested that in order for performance appraisal to positively influence employee behaviour, employees must experience positive appraisal reactions. The purpose of the present study is to examine two different models of the relationship between employee perceptions of developmental performance appraisal and self-reported work performance: a mediation model and a moderation model. Design\\/methodology\\/approach – Results from

  3. 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…

  4. Research on Performance Appraisal Model for Cooperative Manufacturing Project in Virtual Enterprise and its Application

    Microsoft Academic Search

    Liu Shu-qing; Chen Xiao-jun

    2008-01-01

    On the basis of the analysis of internal and external research on current situation of performance appraisal for cooperative manufacturing project in virtual enterprise, this paper firstly probes into the complete process of performance appraisal for cooperative manufacturing project; and secondly, the selection principle of performance appraisal indexes is clear, and then, performance appraisal indexes system of cooperative performance is

  5. 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)

  6. 28 CFR 345.41 - Performance appraisal for inmate workers.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ...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...

  7. 28 CFR 345.41 - Performance appraisal for inmate workers.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ...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...

  8. Summary of Tiger Team Assessment and Technical Safety Appraisal recurring concerns in the Training Area. DOE Training Coordination Program

    SciTech Connect

    Not Available

    1993-01-01

    Fourteen Tiger Team Assessment and eight Technical Safety Appraisal (TSA) final reports have been received and reviewed by the DOE Training Coordination Program during Fiscal Year 1992. These assessments and appraisals included both reactor and non-reactor nuclear facilities in their reports. The Tiger Team Assessments and TSA reports both used TSA performance objectives, and list ``concerns`` as a result of their findings. However, the TSA reports categorized concerns into the following functional areas: (1) Organization and Administration, (2) Radiation Protection, (3) Nuclear Criticality Safety, (4) Occupational Safety, (5) Engineering/Technical Support, (6) Emergency Preparedness, (7) Safety Assessments, (8) Quality Verification, (9) Fire Protection, (10) Environmental Protection, and I (1) Energetic Materials Safety. Although these functional areas match most of the TSA performance objectives, not all of the TSA performance objectives are addressed. For example, the TSA reports did not include Training, Maintenance, and Operations as functional areas. Rather, they included concerns that related to these topics throughout the 11 functional areas identified above. For consistency, the Training concerns that were identified in each of the TSA report functional areas have been included in this summary with the corresponding TSA performance objective.

  9. Performance Appraisal Research Applied to Forensics.

    ERIC Educational Resources Information Center

    Wolff, Denelle

    A study examined the extent to which college level forensics coaches incorporate appraisal techniques into the forensics setting. A survey, based on a review of organizational literature, was distributed to coaches at a midwestern forensics tournament. Thirty-five surveys were distributed and 17 were returned for a response rate of 48%. The survey…

  10. Performance appraisal reactions: measurement, modeling, and method bias.

    PubMed

    Keeping, L M; Levy, P E

    2000-10-01

    In this study, the authors attempted to comprehensively examine the measurement of performance appraisal reactions. They first investigated how well the reaction scales, representative of those used in the field, measured their substantive constructs. A confirmatory factor analysis indicated that these scales did a favorable job of measuring appraisal reactions, with a few concerns. The authors also found that the data fit a higher order appraisal reactions model. In contrast, a nested model where the reaction constructs were operationalized as one general factor did not adequately fit the data. Finally, the authors tested the notion that self-report data are affectively driven for the specific case of appraisal reactions, using the techniques delineated by L. J. Williams, M. B. Gavin, and M. L. Williams (1996). Results indicated that neither positive nor negative affect presented method biases in the reaction measures, at either the measurement or construct levels. PMID:11055144

  11. Rev. 11/16/09 EMPLOYEE PERFORMANCE PLAN AND APPRAISAL

    E-print Network

    SI-5000C Rev. 11/16/09 EMPLOYEE PERFORMANCE PLAN AND APPRAISAL MID-CYCLE REVIEW Completion-CYCLE REVIEW (Check appropriate box) Review indicates performance is Successful or better (written narrative and filling out the below boxes are optional). Review indicates performance is Successful; however

  12. Current practices of teachers' performance appraisal: a case study of a community-based school

    Microsoft Academic Search

    Firdous Jahan Qadri

    2002-01-01

    This research was an attempt to find out the current practice of teachers' performance appraisal of a community-based school and its implications for management's role in implementing the appraised processes effectively. Appraisal is generally used for both accountability and professional development. This mostly depends on the school's objectives for carrying out the appraisal. It is noted that teachers get uncomfortable

  13. Square Pegs and Round Holes: Ruminations on the Relationship Between Performance Appraisal and Performance Management

    Microsoft Academic Search

    Nicole E. Gravina; Brian P. Siers

    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 appraisals have several well-documented shortcomings. Despite those limitations, an examination of Performance Management models suggests that they often include an

  14. Performance Linked Training.

    ERIC Educational Resources Information Center

    Nanry, Charles

    1988-01-01

    The Performance Assessment Review system links training to employee performance and development. The system forces supervisors to specify training to remedy individual employee needs. Through the aggregation of data, the system also provides a tool for the assessment of broad training needs across agencies and job classes. (Author/CH)

  15. February 9, 2011, Human Resource Services Performance Appraisals

    E-print Network

    Mazzotti, Frank

    should be reviewed #12;PERFORMANCE APPRAISAL FORM FOR EXEMPT EMPLOYEES Employee's name to this form providing a detailed evaluation of the employee's performance in areas such as productivity. Employee's Acknowledgmentof Review and Receipt: By signing below, I acknowledge that my evaluation has been

  16. Performance Appraisal in an Academic Library: A Case Study.

    ERIC Educational Resources Information Center

    George, Verna E.

    Well-designed performance appraisals should provide employees with feedback concerning their performance, serve as a basis for modifying behavior toward more effective work habits, and provide managers with data which they can use to judge future job assignments and compensation. Poorly-designed ones, used as short-term control systems, can create…

  17. Analysis and design of multitrait-multirater performance appraisal studies

    Microsoft Academic Search

    James M. Conway

    1996-01-01

    Becker and Cote (1994) found that the correlated uniqueness model outperformed the confirmatory factor analysis and direct product models for multitrait-multimethod data. The present study analyzed 20 multitrait-multirater performance appraisal matrices. The correlated uniqueness model was appropriate significantly more often than in Becker and Cote's study and the other two models performed poorly. The proportions of trait and method variance

  18. Thought Self-Leadership as a Framework for Enhancing the Performance of Performance Appraisers

    Microsoft Academic Search

    Christopher P. Neck; Greg L. Stewart; Charles C. Manz

    1995-01-01

    A seminal review by Ilgen, Barnes-Farrell, and McKellin (1993) of empirical performance appraisal research during the 1980s suggested that the research during this decade made a number of contributions to the performance appraisal field, but to a limited degree. This article attempts to overcome one of these limits in the 1980s appraisal research suggested by Ilgen et al.-that is, the

  19. 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…

  20. Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation

    Microsoft Academic Search

    Bård Kuvaas

    2006-01-01

    The purpose of this study was to explore alternative relationships between performance appraisal satisfaction and employee outcomes in the form of self-reported work performance, affective organizational commitment and turnover intention. A cross-sectional survey of 593 employees from 64 Norwegian savings banks showed that performance appraisal satisfaction was directly related to affective commitment and turnover intention. The relationship between performance appraisal

  1. Is there Any Positive Effect of Offering No Performance Appraisal Feedback?

    Microsoft Academic Search

    Mushin Lee; Wonjun Shin

    2000-01-01

    So far researchers have regarded performance appraisal feedback as desirable and have examined feed back issues assuming that feedback is actually provided. The purpose of this article is to investigate whether there is any positive effect of offering no performance appraisal feedback. We studied if the inflated expec tation of employees' own performance appraisal affects the performance of the employee

  2. Differential Performance Appraisal Criteria: A Field Study of Black and White Managers

    Microsoft Academic Search

    Taylor Cox; Stella M. Nkomo

    1986-01-01

    Performance appraisal ratings of 125 first-level managers were analyzed to investigate the degree to which the criteria used to evaluate the overall job performance of black managers differs from that used to evaluate white managers. The performance appraisal form included items that measured both the social behavior dimen sion and task\\/goal accomplishment dimension of job performance. The appraisal ratings of

  3. Productivity Implications of Employee Performance Appraisal System : A Critical Survey

    Microsoft Academic Search

    VSR Subramaniam

    2004-01-01

    The Productivity of any organisation is directly correlated to the Effectiveness of the Employee Performance Appraisal System, subject to the Effectiveness of the Support Systems, depending upon the type of organizational business. INFERENCE : Technology, Systems and Manpower are linked in an inter- related circle focusing towards Productivity =============================================================== DOCTORAL (Ph.D) RESEARCH WORK OF DR.VSR.SUBRAMANIAM IN JAMNALAL BAJAJ INSTITUTE OF

  4. 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…

  5. Factorial Invariance and Latent Mean Stability of Performance Failure Appraisals.

    ERIC Educational Resources Information Center

    Conroy, David E.; Metzler, Jonathan N.; Hofer, Scott M.

    2003-01-01

    Studied the meaning of Performance Failure Appraisal Inventory (PFAI; Conroy and others, 2002) by evaluating the comparability of PFAI factor structure over repeated assessments and the stability of the subscales over relatively brief intervals. Results for 356 college students generally show high stability for PFAI scores in long and short forms.…

  6. Staff development and performance appraisal in a Brazilian research centre

    Microsoft Academic Search

    Cristina Lourenço Ubeda; Fernando Cesar Almada Santos

    2007-01-01

    Purpose – The aim of this paper is to analyse the staff development and performance appraisal in a Brazilian research centre. Design\\/methodology\\/approach – The key issues of this case study are: the main organisational changes which have taken place over the last decades; the aspects of the organisational structure that have either contributed to or hindered competence-based management; the development

  7. Performance appraisal, employee development and organizational justice: exploring the linkages

    Microsoft Academic Search

    Lawrence Nurse

    2005-01-01

    Much has been written about performance appraisal (PA) in such a manner as to suggest that the process is politically driven, even though one of its primary purposes is said to be the development of the individual employee. Our examination of a cross-section of workers' perceptions of this process was therefore motivated by the need to determine whether they believed

  8. Beyond attribution theory: Cognitive processes in performance appraisal

    Microsoft Academic Search

    Jack M. Feldman

    1981-01-01

    Construes performance appraisal as the outcome of a dual-process system of evaluation and decision making whereby attention, categorization, recall, and information integration are carried out through either an automatic or a controlled process. In the automatic process, an employee's behavior is categorized without conscious monitoring unless the decisions involved are problematic; a consciously monitored categorization process would then occur. Subsequent

  9. Question/Answer Adjacency Pairs in a Performance Appraisal Interview.

    ERIC Educational Resources Information Center

    Adams, Katherine L.

    1981-01-01

    Examined the conversational structure of questions and answers in a performance appraisal interview between a manager and an employee. Results demonstrated that both the manager and employee used question-and-answer pairs to demonstrate their understanding of the expectancy to ask and answer questions and to provide sequential implicativeness and…

  10. Conflict between theory and practice: TQM and performance appraisal

    Microsoft Academic Search

    Ebrahim Soltani

    2005-01-01

    Purpose – A remarkable amount of theory-based research is beginning to suggest that, even in organisations that pride themselves on having a quality orientation, the approach driving current policies and practices for human resource (HR) performance appraisal might be in fundamental conflict with essential requirements of total quality management (TQM). Seen in this light, this article aims to explore such

  11. 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…

  12. The Perception of the Employees toward the Outcomes and Detriments of Performance Appraisal System

    Microsoft Academic Search

    Ibrahim Sani Mert

    2011-01-01

    Although performance appraisal is one of the most important functions of human resources management, it can not be said that the organizations have obtained the full benefit from performance appraisal system as they expected. Lack of enough investigation about employees’ perception toward the effectiveness of the performance appraisal system can be mentioned as one of the reasons. The perception of

  13. Research on Enterprise Tacit Knowledge Management Performance Appraisal Based on Artificial Neural Networks

    Microsoft Academic Search

    Zhang Qing-pu; Shan Wei

    2006-01-01

    Based on knowledge management theory and performance appraisal methodology, the enterprise tacit knowledge management performance appraisal index system is established, and in view of the neural network structure characteristic, self-adapted and self-taught function, enterprise tacit knowledge management performance appraisal model based on BP neural algorithm is proposed. This model is feasible and suitable in terms of convergence rate, the network

  14. 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

  15. Utilization of performance appraisal systems in health care organizations and improvement strategies for supervisors.

    PubMed

    Chandra, Ashish; Frank, Zachary D

    2004-01-01

    Performance appraisal systems that are designed to objectively evaluate an employee's performance and then outline measures to be taken for improvements are essential for an organization to move ahead. These systems are often organization specific and health care organizations are no exception. However, health care managers seem to be more vocal and have often expressed dissatisfaction with the use of their company's performance appraisal system. This article is based on a case study of a health care organization's current performance appraisal techniques. This organization's current use of performance appraisals are discussed in brief, and strategies for health care organizations to improve their performance appraisal system have also been identified. PMID:15035345

  16. Performance Appraisal in the Changing World of Work: Implications for the Meaning and Measurement of Work Performance

    Microsoft Academic Search

    LORNE M. SULSKY; JANINE L. KEOWN

    1998-01-01

    We critically evaluate performance appraisal research by highlighting how research has traditionally focussed upon the measurement, rather than the meaning of work performance. We propose that maximizing performance appraisal effectiveness requires that we carefully examine the meaning of performance. Next, we consider current trends in appraisal research which have closely followed recent changes in the structure and process of work.

  17. 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)

  18. 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…

  19. Performance Appraisal Systems in Higher Education: An Exploration of Christian Institutions

    ERIC Educational Resources Information Center

    Flaniken, Forrest W.

    2009-01-01

    Although there is substantial literature on the use of performance appraisal in the for-profit world, there is little literature available concerning the appraisal of staff positions in higher education. More knowledge is needed in this area since there is considerable research indicating that performance appraisal creates benefits to an…

  20. Research on performance appraisal of scientific research management in universities basing upon AHP

    Microsoft Academic Search

    Li De-wu; Hu Qing-jiang

    2009-01-01

    The improvement of scientific research management does a lot of helps to the efficiency of scientific research, and it is an effective way of performance appraisal (PA) to improve scientific research management level in universities. This paper discusses how AHP (Analytical Hierarchy Process) can be used in performance appraisal, builds up appraisal indicator system, and shows the course of PA

  1. Fuzzy mathematic research on performance appraisal system for civil servants in China

    Microsoft Academic Search

    Li Jian-guo; Fu Li-ping; Yang Jun-yu

    2010-01-01

    Based on abundant data of the civil servant performance appraisal systems home and abroad, the authors make comparison and analysis the Chinese and foreign systems, attempting to give an account of the advantages and disadvantages of China's civil servant performance appraisal system after summarizing the relevant appraisal indicators and evaluation methodology of the system in China. What are in common

  2. An Empirical Study of the Relationship between Performance Appraisal Politics and Job Satisfaction

    Microsoft Academic Search

    Azman Ismail; Noor Azmi Mohd Zainol; Awangku Mohamad Najib

    2011-01-01

    Performance appraisal politics are viewed as a vital human resource management issue where it consists of two salient features: motivational motive and punishment motive. The ability of appraisers (e.g., immediate bosses\\/managers) to properly implement such appraisal politics in allocating performance ratings may have significant impact on job satisfaction. Although the nature of this relationship is important, little is known about

  3. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ...Performance and Results Act of 1993; (ii) Customer satisfaction; (iii) Employee perspectives; (iv) The effectiveness, productivity, and performance quality of the employees for whom the senior executive is...

  4. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ...Performance and Results Act of 1993; (ii) Customer satisfaction; (iii) Employee perspectives; (iv) The effectiveness, productivity, and performance quality of the employees for whom the senior executive is...

  5. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ...Performance and Results Act of 1993; (ii) Customer satisfaction; (iii) Employee perspectives; (iv) The effectiveness, productivity, and performance quality of the employees for whom the senior executive is...

  6. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ...Performance and Results Act of 1993; (ii) Customer satisfaction; (iii) Employee perspectives; (iv) The effectiveness, productivity, and performance quality of the employees for whom the senior executive is...

  7. 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)

  8. Is Distributional Appraisal More Effective than the Traditional Performance Appraisal Method?

    Microsoft Academic Search

    Shaul Fox; Aharon Bizman; Anat Garti

    2005-01-01

    This study compared the distributional appraisal method (DAM) with the traditional appraisal method (TAM) on seven criteria reflecting appraisal effectiveness: Four interrater agreement measures, calculated by Cronbach's formulas, and three measures of differentiation: Ratee and dimension differentiation, and leniency. The study took place in a software company, where 45 participants, working in teams, rated all their team members on eight

  9. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ...Results achieved in accordance with the goals of the Government Performance and Results Act of 1993; (ii) Customer satisfaction; (iii) Employee perspectives; (iv) The effectiveness, productivity, and performance quality of...

  10. Comparison of online and traditional performance appraisal systems

    Microsoft Academic Search

    Stephanie C. Payne; Margaret T. Horner; Wendy R. Boswell; Amber N. Schroeder; Kelleen J. Stine-Cheyne

    2009-01-01

    Purpose – The purpose of this paper is to compare employee reactions to the use of an online performance appraisal (PA) system to the traditional paper-and-pencil (P&P) approach. Design\\/methodology\\/approach – A quasi-experimental study is conducted comparing the reactions of a group of 83 employees evaluate with a traditional P&P PA instrument to the reactions of a group of 152 employees

  11. The role of organizational justice in multi-source performance appraisal: theory-based applications and directions for research

    Microsoft Academic Search

    Douglas H Flint

    1999-01-01

    This paper develops a model of organizational justice to explain the outcomes of multi-source performance appraisal. Central to this explanation is how employee reactions to appraisal cause changes in performance. This paper examines the literature on organizational justice and proposes a model to determine how employees will react to performance appraisal ratings. The model suggests that when performance appraisal ratings

  12. Staff Appraisal in Higher Education--a Study of Performance Review at Nene College, Northampton.

    ERIC Educational Resources Information Center

    Smith, Robert

    1995-01-01

    The performance review process used for faculty evaluation at Nene College (England) was assessed by surveying appraisers, appraisees, and senior administrators. Most appraisees and appraisers thought that appraisers should be line managers rather than peers, and that classroom observation should be included. Opportunity for staff to communicate…

  13. Implicit Personality and Performance Appraisal: The Influence of Trait Inferences on Evaluations of Behavior

    Microsoft Academic Search

    Frank Krzystofiak; Robert L. Cardy; Jerry Newman

    1988-01-01

    Performance appraisal research has recently focused on the role of the rater and on the cognitive processing underlying the appraisal judgment task. Although recent appraisal models basically propose that the human information processing involved is schematic in nature, much of the support for this approach comes from social psychological findings concerning person judgments. The present study is an attempt to

  14. Procedural justice in performance evaluation: the role of instrumental and non-instrumental voice in performance appraisal discussions

    Microsoft Academic Search

    Loriann Roberson

    1995-01-01

    This study examined the role of subordinate voice in creating positive attitudes in the performance appraisal context. Two aspects of voice, instrumental and non-instrumental, were assessed. Both aspects of voice were related to satisfaction with the appraisal, while only non-instrumental voice had an impact on attitudes toward the manager. Implications for procedural justice and performance appraisal are discussed.

  15. Smithsonian Institution Senior Level Performance Appraisal

    E-print Network

    2010 Performance Agreement Certification: This is to certify that the rating official and employee have & Signature Date Employee Signature Date Progress Review: This is to certify that the rating official and employee have met and conducted a progress review, during which the plan may be modified by the rating

  16. Rev. 11/16/09 EMPLOYEE PERFORMANCE PLAN AND APPRAISAL

    E-print Network

    EMPLOYEE INITIALS DATE RATING OFFICIAL INITIALS DATE EMPLOYEE TRAINING AND DEVELOPMENT DISCUSSION · The Rating Official discusses training and development needs with the employee during the annual performance · Both the Rating Official and employee initial the Employee Training and Development Discussion block

  17. Improving Employee Satisfaction on Performance Appraisal: A Case Study on Thai Companies

    Microsoft Academic Search

    Shruti Shrestha; Junalux Chalidabhongse

    2006-01-01

    A company's success often depends on its employees' performance. Performance appraisals on employees need to be conducted regularly in order to improve quality of work. Inappropriately performed appraisal can lead to employee dissatisfaction and decline in work performance. We conducted a survey on performance measurement by sending out 300 questionnaires to some government agencies and some private companies in Thailand

  18. Influence of error learning on staff innovative behavior: Based on goal orientation in performance appraisal

    Microsoft Academic Search

    Runfeng Yin

    2011-01-01

    By introducing the particular variable-staff error learning, this essay discusses the relationship between goal orientation in performance appraisal and staff innovative behavior. The results show that: the development-oriented performance appraisal can positively affect the staff innovative behavior, while evaluation-oriented performance appraisal plays a negative role, and the above said relationship is reflected in the mediation of staff error learning. Welch,

  19. Summary of Tiger Team Assessment and Technical Safety Appraisal recurring concerns in the Operations Area. DOE Training Coordination Program

    SciTech Connect

    Not Available

    1993-01-01

    Fourteen Tiger Team Assessment and eight Technical Safety Appraisal (TSA) final reports have been received and reviewed by the DOE Training Coordination Program during Fiscal Year 1992. These assessments and appraisals included both reactor and non-reactor nuclear facilities in their reports. The Tiger Team Assessments and TSA reports both used TSA performance objectives, and list ``concerns`` as a result of their findings. However, the TSA reports categorized concerns into the following functional areas: (1) Organization and Administration, (2) Radiation Protection, (3) Nuclear Criticality Safety, (4) Occupational Safety, (5) Engineering/Technical Support, (6) Emergency Preparedness, (7) Safety Assessments, (8) Quality Verification, (9) Fire Protection, (10) Environmental Protection, and (11) Energetic Materials Safety. Although these functional areas match most of the TSA performance objectives, not all of the TSA performance objectives are addressed. For example, the TSA reports did not include Training, Maintenance, and Operations as functional areas. Rather, they included concerns that related to these topics throughout the 11 functional areas identified above. For consistency, the Operations concerns that were identified in each of the TSA report functional areas have been included in this summary with the corresponding TSA performance objective.

  20. The applied study on three-dimensional dynamics employee performance appraising model

    Microsoft Academic Search

    Shunkun Yu; Yiqun Wu

    2010-01-01

    The issue of employee performance appraising is a highlighted and sensitive focus in human resource management practice which depends on an equity and impartiality performance assessment system. However, it is not just a linear problem with popular KPI evaluation, but a sophisticated and multidimensional system. Highlighted by this, the paper put forward a three-dimensional employee performance appraising model which focuses

  1. 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…

  2. The Relationship Between Performance Appraisal and Organizational Citizenship Behavior: The Mediating Role of Organizational Commitment

    Microsoft Academic Search

    Li Hai; Zhang Mian

    2007-01-01

    The authors in this paper developed and tested a structural model in which organizational commitment mediates between performance appraisal and organizational citizenship behavior. The main findings are as follows. Firstly, performance appraisal including system and process facets had significant effect on organizational commitment. Secondly, organizational commitment leads to organizational citizenship behavior. Thirdly, organizational commitment plays fully mediating role between performance

  3. Online training course on critical appraisal for nurses: adaptation and assessment

    PubMed Central

    2014-01-01

    Background Research is an essential activity for improving quality and efficiency in healthcare. The objective of this study was to train nurses from the public Basque Health Service (Osakidetza) in critical appraisal, promoting continuous training and the use of research in clinical practice. Methods This was a prospective pre-post test study. The InfoCritique course on critical appraisal was translated and adapted. A sample of 50 nurses and 3 tutors was recruited. Educational strategies and assessment instruments were established for the course. A course website was created that contained contact details of the teaching team and coordinator, as well as a course handbook and videos introducing the course. Assessment comprised the administration of questionnaires before and after the course, in order to explore the main intervention outcomes: knowledge acquired and self-learning readiness. Satisfaction was also measured at the end of the course. Results Of the 50 health professionals recruited, 3 did not complete the course for personal or work-related reasons. The mean score on the pre-course knowledge questionnaire was 70.5 out of 100, with a standard deviation of 11.96. In general, participants’ performance on the knowledge questionnaire improved after the course, as reflected in the notable increase of the mean score, to 86.6, with a standard deviation of 10.00. Further, analyses confirmed statistically significant differences between pre- and post-course results (p?

  4. Data Envelopment Analysis Model for the Appraisal and Relative Performance Evaluation of Nurses at an Intensive Care Unit

    Microsoft Academic Search

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

    The appraisal and relative performance evaluation of nurses are very important and beneficial for both nurses and employers\\u000a in an era of clinical governance, increased accountability and high standards of health care services. They enhance and consolidate\\u000a the knowledge and practical skills of nurses by identification of training and career development plans as well as improvement\\u000a in health care quality

  5. 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…

  6. Stressful, Hectic, Daunting: A Critical Policy Study of the Ontario Teacher Performance Appraisal System

    ERIC Educational Resources Information Center

    Larsen, Marianne A.

    2009-01-01

    Teacher performance appraisal policies are a part of a global complex of accountability based teacher policies. This paper is a study of the Ontario teacher performance appraisal (TPA) system. First, the paper describes the education reform contexts associated with the origins and adoption of the TPA policy. Then the paper reports on the results…

  7. The Performance Appraisal Paradox: An Essential but Neglected Student Affairs Staffing Function.

    ERIC Educational Resources Information Center

    Creamer, Don G.; Winston, Roger B., Jr.

    1999-01-01

    Performance appraisal is widely endorsed as an essential part of the staffing process, yet most student affairs practitioners acknowledge that it is done poorly, or not at all, in their institutions. The reasons for this neglect are outlined, and suggestions are offered for ways to make performance appraisal a more valuable staffing tool.…

  8. 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…

  9. The relationship between teachers' perceptions of performance appraisal and job satisfaction

    Microsoft Academic Search

    Camille Durecki-Elkins

    1996-01-01

    This study examined the relationship between teachers' job satisfaction levels and their perceptions of the merit of imposed performance appraisals. This research sought to determine if aspects of the performance appraisal process were related to job satisfaction or dissatisfaction.^ The study was limited to elementary, middle\\/junior high, and high school teachers in three suburban school districts in one county. School

  10. Functions of the Performance Appraisal System: Analyses and their Impact on Level of Employees’ Motivation

    Microsoft Academic Search

    Bahrija Umihanic; Mirela Cebic

    2012-01-01

    In this paper, the authors integrate the analysis of functions of the performance appraisal system and research of their impact on the level of employees’ motivation in the institutions of Bosnia and Herzegovina. They start from the assumption that the purpose of effective performance appraisal system is reflected in linking employees’ activities through the stabilization function and documentary function, using

  11. Dimensions of performance appraisal systems in Jordanian private and public organizations

    Microsoft Academic Search

    Jamal Abu-Doleh; David Weir

    2007-01-01

    This article explores the attitudes of human resource managers working in the Jordanian private and public organizations towards the functions of their performance appraisal systems, and to the ways in which performance appraisal systems are implemented. A self-completion questionnaire was the main data collection method used in this study. Data were collected from a randomly selected sample of 74 organizations

  12. A test of assumed cluster homogeneity for performance appraisal management in four Southeast Asian countries

    Microsoft Academic Search

    Yongsun Paik; Charles M. Vance; H. Daniel Stage

    2000-01-01

    This study examines the extent of divergence versus convergence effect on the design characteristics of performance appraisal systems across four Southeast Asian countries: Indonesia, Malaysia, the Philippines, and Thailand. The results indicate that there exist significant differences in prevailing managerial practices and behaviours pertinent to the design and conduct of performance appraisal. Contrary to an assertion of homogeneity in previous

  13. The Opinions of Secondary School Teachers on Teacher Performance Appraisal Model and Implementations

    Microsoft Academic Search

    Betül BALKAR

    The aim of this research is to compare the teacher performance appraisal model based on multiple data source and teacher performance appraisal model administered by the inspectors in accordance with teachers' opinions. Qualitative and quantitative research methods were used in this study. Quantitative data were obtained with a questionnaire applied to 162 secondary school teachers. For the analysis of the

  14. Performance appraisal and the compensation of academic staff in the University of Tartu

    Microsoft Academic Search

    Kulno Türk

    2008-01-01

    Purpose – The present study aims to show the role of performance appraisal in the motivating and compensating of academic staff. The goal of the paper is achieved through comparing performance appraisal and compensation policies and systems in the University of Tartu. One of the aims is also to find out the level of satisfaction of the academic staff with

  15. Managing Reactions to Performance Appraisal: The Influence of Multiple Justice Mechanisms

    Microsoft Academic Search

    1999-01-01

    Despite the potential for conflict in performance appraisal, researchers have devoted little time and attention to justice concerns when studying this process. The present study used scenarios to investigate the effect of distributive, procedural, and interactional justice mechanisms on responses to performance appraisal reviews. Results suggest that multiple justice mechanisms in the same context may interact to influence perceptions of

  16. Constructing performance appraisal indicators for mobility of the service industries using Fuzzy Delphi Method

    Microsoft Academic Search

    Ying-feng Kuo; Pang-cheng Chen

    2008-01-01

    Based on the four perspectives of the balanced scorecard, including the financial, customer, internal process, and learning and growth perspectives, this study applied Fuzzy Delphi Method to construct key performance appraisal indicators for mobility of the service industries. The constructed indicators could serve as a reference for the service industries to establish applicable performance appraisal indicators according to the properties

  17. German Training Revisited: An Appraisal of Corporatist Governance

    ERIC Educational Resources Information Center

    Lange, Thomas

    2012-01-01

    Purpose: The aim of this paper is to re-examine the unique political economy of Germany's dual apprenticeship training model and its underlying philosophy of corporatist governance. It responds to recent arguments suggesting that Germany's collectivist skill regime is under threat, increasingly giving way to the introduction of "segmentalism".…

  18. Are performance appraisal ratings from different rating sources comparable?

    PubMed

    Facteau, J D; Craig, S B

    2001-04-01

    The purpose of this study was to test whether a multisource performance appraisal instrument exhibited measurement invariance across different groups of raters. Multiple-groups confirmatory factor analysis as well as item response theory (IRT) techniques were used to test for invariance of the rating instrument across self, peer, supervisor, and subordinate raters. The results of the confirmatory factor analysis indicated that the rating instrument was invariant across these rater groups. The IRT analysis yielded some evidence of differential item and test functioning, but it was limited to the effects of just 3 items and was trivial in magnitude. Taken together, the results suggest that the rating instrument could be regarded as invariant across the rater groups, thus supporting the practice of directly comparing their ratings. Implications for research and practice are discussed, as well as for understanding the meaning of between-source rating discrepancies. PMID:11393435

  19. Does training facilitate SME's performance?

    Microsoft Academic Search

    Nai-Wen Chi; Chih-Yun Wu; Carol Yeh-Yun Lin

    2008-01-01

    This study explores relationships between small- and medium-sized enterprises (SMEs) foreign direct investment (FDI), FDI-related training programs and organizational performance. To determine if the implementation of training programs mediate the relationship between FDI and SME performance, and if the alignment between training needs and training implementation leads to higher SME performance, we collected large-scale company-level data (N = 816) from within Taiwan.Research

  20. Antecedents and consequences of justice perceptions in performance appraisals

    Microsoft Academic Search

    Berrin Erdogan

    2002-01-01

    This article proposes a model of antecedents and consequences of justice perceptions in the appraisal context. Procedural, interactional, and distributive justice perceptions are examined in terms of their theoretical and measurement properties. Antecedents of justice perceptions include due process characteristics, organizational culture, pre-appraisal leader–member exchange (LMX), perceived organizational support (POS), impression management behaviors of raters, perceived basis of LMX, and

  1. A Synthesis of Research on the Performance Appraisal Interview.

    ERIC Educational Resources Information Center

    Stano, Michael

    Intended for use by managers, consultants, and teachers of courses in organization behavior, organizational communication, and interviewing, this literature review brings together a great deal of what has been written concerning appraisal interviews. Based on the review, the paper offers 13 guidelines for preparing and conducting appraisal

  2. Caffeine's Effect on Appraisal and Mental Arithmetic Performance: A Cognitive Modeling Approach Tells Us More

    E-print Network

    Ritter, Frank

    Caffeine's Effect on Appraisal and Mental Arithmetic Performance: A Cognitive Modeling Approach Abstract A human subject experiment was conducted to investigate caffeine's effect on appraisal treatment groups: placebo, 200 mg caffeine, and 400 mg caffeine. Data were analyzed by average across

  3. A Note on the use of Appraisal Data in Indexes of Performance Measurement

    Microsoft Academic Search

    S. Michael Giliberto

    1988-01-01

    This paper demonstrates that even when unbiased appraisals of market value are used in measuring the investment performance of real estate portfolios, a bias in the rate of return or index is present. Further, in the case where the appraisal errors are serially independent, the bias is always positive. The potential for bias in a standard rate of return formula

  4. The Social Context of Performance Appraisal: A Review and Framework for the Future

    Microsoft Academic Search

    Jane R. Williams

    2004-01-01

    Performance appraisal research over the last 10 years has begun to examine the effects of the social context on the appraisal process. Drawing from previous theoretical work, we developed a model of this process and conducted a systematic review of the relevant research. This review of over 300 articles suggests that as a field we have become much more cognizant

  5. Employee Performance Appraisal: Based on the Theory of Organizational Citizenship Behavior

    Microsoft Academic Search

    Linying Wei; Xuming Lou

    2010-01-01

    Performance appraisal is diverted from results to behaviors. Organizational Citizenship Behavior is a classic theory of Behavior appraisal. In this paper, the conception, effects to organizations, construct and rating sources choice of Organizational Citizenship Behavior are reviewed, and lastly some suggestions for the future research are proposed.

  6. Are “standardized performance appraisal practices” really preferred? A case study in China

    Microsoft Academic Search

    Jie Chen; Derek Eldridge

    2010-01-01

    Purpose – In spite of the increasing awareness that standardized performance appraisal practices must fit in varied local contexts, limited research and mixed findings still cloud our understanding about how those appraisal practices are perceived and implemented in the subsidiaries of multinational corporations (MNCs). The purpose of this paper is to examine this issue, aiming to clarify the contextual and

  7. 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…

  8. Employee fairness perceptions of performance appraisal: a Saint Lucian case study

    Microsoft Academic Search

    Sharon Narcisse; Mark Harcourt

    2008-01-01

    This research identifies the essential factors which influence employees' fairness perceptions of their performance appraisals, and determines the applicability of these factors to the experiences of employees in a Saint Lucian public service organization. Fairness perceptions are of three main types. First, distributive justice refers to the perceived fairness of an actual appraisal rating. Second, procedural justice refers to the

  9. Performance Appraisal as Effective Management or Deadly Management DiseaseTwo Initial Empirical Investigations

    Microsoft Academic Search

    Kenneth P. Carson; Robert L. Cardy; Gregory H. Dobbins

    1991-01-01

    Understanding person and system sources of work variation is fundamental to performance appraisal. Two divergent perspectives on this issue, the traditional human resource management view and the statistical process control view (Deming, 1986), are contrasted. Two studies are reported that investigate two specific questions that arise from a broader view of the appraisal process. Results indicate that managers and subordinates

  10. Where all the Children are Above Average: A Meta analysis of the Performance Appraisal Purpose Affect

    Microsoft Academic Search

    J. Jawahar; Chuck R Williams

    1998-01-01

    More than 40 years ago, Taylor and Wherry (1951) hypothesized that performance appraisal ratings obtained for administrative purposes, such as pay raises or promotions, would be more lenient than ratings obtained for research, feedback, or employee development purposes. However, research on appraisal purpose has yielded inconsistent results, with roughly half of such studies supporting this hypothesis and the other half

  11. 5 CFR 430.205 - Agency performance appraisal program(s).

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 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...

  12. 5 CFR 430.204 - Agency performance appraisal system(s).

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 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...

  13. An investigation of the performance feedback process using a self-appraisal

    E-print Network

    DeGregorio, Marybeth

    1985-01-01

    the administrative function (justification for salary action) of the performance appraisal session from the guidance function (performance This document follows the style of The Journal of A~lied ~Ph 1 feedback and goal-setting), They argued that attempts...

  14. A Review, an Integration, and a Critique of Cross-Disciplinary Research on Performance Appraisals, Evaluations, and Feedback: 1980-1990

    Microsoft Academic Search

    Deloris McGee Wanguri

    1995-01-01

    One-hundred-thirteen empirical studies on performance appraisals, published between 1980 and 1990 in business, communication, and psychology journals, were reviewed and integrated. Results of this synthesis include the following: Organizations use collaborative and traditional instruments to evaluate employ ees, training of raters is essential, multiple raters are more effective than single raters, interrater agreement is strong between peer and supervisory ratings,

  15. Rater individual differences and accuracy in performance appraisal

    E-print Network

    Miller, Michael John

    1996-01-01

    This research attempts to understand the influence of rater cognitive processing characteristics on the outcomes of the appraisal process. The effect of cognitive complexity, field dependence/independence, and selective attention on both judgmental...

  16. 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

  17. Fail or flourish? Cognitive appraisal moderates the effect of solo status on performance.

    PubMed

    White, Judith B

    2008-09-01

    When everyone in a group shares a common social identity except one individual, the one who is different from the majority has solo status. Solo status increases one's visibility and performance pressure, which may result in stress. Stress has divergent effects on performance, and individuals' response to stressful situations is predicted by their cognitive appraisal (challenge or threat) of the situation. Two experiments test the hypothesis that cognitive appraisal moderates the effect of solo status on performance. Experiment 1 finds that at relatively high appraisal levels (resources exceed demands), solo status improves men's and women's performance; at relatively low appraisal levels, solo status hurts performance. Experiment 2 replicates this effect for solo status based on minimal group assignment. Results suggest that for individuals who feel challenged and not threatened by their work, it may help to be a solo. PMID:18678859

  18. 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

  19. The performance appraisal congruency scale: an assessment of person-environment fit

    Microsoft Academic Search

    Hal J. Whiting; Theresa J. B. Kline; Lorne M. Sulsky

    2008-01-01

    Purpose – The purpose of this paper is to construct an instrument to assess employee-perceived performance appraisal congruency and then to use the scale to predict employee attitudes about their performance appraisal systems. Design\\/methodology\\/approach – The scale was developed using 28 subject-matter experts and researcher knowledge of the extant literature. The scale was then completed by a sample of 135

  20. The Study on Appraisal of Enterprise Employee Performance

    Microsoft Academic Search

    Huibao Cui; Lei Liu

    2009-01-01

    The human resource is one of the determining factors which the enterprises realize production operation goal, and the important force which the society realizes the economic development and humanity's progressive. The science reasonable achievements appraisal system is the important basis which the enterprise formulates the human resources strategy and effectively implement human resources management. This article used the questionnaire survey

  1. 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…

  2. 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…

  3. The Relationship between Self-Appraisal, Professional Training, and Diversity Awareness among Forensic Psychology Students: A Pilot Formative Evaluation

    ERIC Educational Resources Information Center

    Chandler, Donald S., Jr.; Chandler, Michele D.; Clark, Quelanda C.

    2009-01-01

    Currently, there is a growing need for formal training in forensic psychology. This pilot study examines the relational-behavior model (RBM) as a method of intrinsic motivational instruction, perceived academic competence, and program competency among a sample of forensic psychology students. In theory, the RBM suggests that self-appraisal,…

  4. 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.

  5. Effects of performance appraisal politics on job satisfaction and turnover intention

    Microsoft Academic Search

    June M. L. Poon

    2004-01-01

    There is evidence that performance ratings are often manipulated for political purposes. The present study examined the effects of employees' perceptions of political motives in performance appraisal on their job satisfaction and intention to quit using survey data from an occupationally heterogeneous sample of white-collar employees (N=127) from various organizations. Regression analysis results indicated that when employees perceived performance ratings

  6. Employee Performance and/or Probationary Appraisal Employee Name Employee ID Job Code or Class

    E-print Network

    Amin, S. Massoud

    Employee Performance and/or Probationary Appraisal Employee Name Employee ID Job Code or Class No (Supervisor and employee list major duties and/or objectives at start (Optional) (Supervisor summarize how employee performed in terms of quantity, quality and timeliness of work. Consider and note factors beyond

  7. The relationship between principals' perceptions of performance appraisal and level of job satisfaction

    Microsoft Academic Search

    Tonyia M Jeanmarie

    2008-01-01

    This purpose of the study was to determine whether the extent of input into principals' performance appraisal design, perceptions of its job relatedness, and usefulness of recommendations for improved work performance that were associated with principals' levels job satisfaction as measured by Job Descriptive Index.^ Participants included elementary and middle school principals of urban and suburban school districts with varied

  8. The performance appraisal process of pharmaceutical product managers in Canada: an empirical study

    Microsoft Academic Search

    Lea Prevel Katsanis; Dennis A. Pitta

    1999-01-01

    Examines the way in which the performance of the pharmaceutical product manager is evaluated. Attempts to provide a picture of the principal functions on which the Canadian pharmaceutical product manager is evaluated, as well as of performance appraisal systems currently used in the pharmaceutical industry. Two methodologies are used, both in-depth interviews and survey, in order to provide the most

  9. 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,…

  10. The Contribution of Job Attitudes and Demographic Factors on Performance Appraisal of Employees in SMEs

    Microsoft Academic Search

    Sarminah Samad

    2007-01-01

    This study was conducted to examine the role of attitudinal and demographic factors on the performance appraisal of SMEs employee. The sample consisted of 200 middle level of management from the selected SMEs companies Klang Valley. The data obtained were analyzed using descriptive and inferential statistics. The results hypothesized that both attitudinal and demographic factors were positively related to performance

  11. Contact points and flash points: Conceptualizing the use of justice mechanisms in the performance appraisal interview

    Microsoft Academic Search

    Robert L Holbrook

    2002-01-01

    There has been a great deal of performance evaluation research, but little has been directed toward understanding subordinate responses to this process and developing ways to manage these responses. In contrast, the justice literature has identified mechanisms that directly influence recipient responses to organizational decisions. The present paper attempts to integrate justice theory and research into the performance appraisal interview.

  12. An “expert witness” perspective on performance appraisal in universities and colleges

    Microsoft Academic Search

    John Simmons

    2002-01-01

    Effective performance management of professionals in knowledge based organisations has particular significance, but is an under researched area in the literature. Universities and colleges are knowledge based organisations especially dependent on the expertise, commitment and innovation of their staff. The paper analyses performance appraisal systems in universities and colleges with particular emphasis on staff perspectives and expectations. A brief history

  13. Can usefulness of performance appraisal interviews change organizational justice perceptions? A 4-year longitudinal study among public sector employees

    Microsoft Academic Search

    Anne Linna; Marko Elovainio; Kees Van den Bos; Mika Kivimäki; Jaana Pentti; Jussi Vahtera

    2012-01-01

    This large-scale longitudinal study examined the hypothesis that the experienced usefulness of performance appraisal interviews affects justice perceptions and that changes in work life contribute to this effect. Our findings from 6592 employees who were nested in 1291 work groups over a 4-year period and who at baseline had not applied for a performance appraisal interview support this prediction. Specifically,

  14. Evaluating and rewarding OCBs : Potential consequences of formally incorporating organisational citizenship behaviour in performance appraisal and reward systems

    Microsoft Academic Search

    J. Bret Becton; William F. Giles; Mike Schraeder

    2008-01-01

    Purpose – The paper aims to address a topic that has not been systematically studied in the organisational citizenship behaviour (OCB), performance appraisal and rewards literature. Specifically, this paper seeks to examine the potential effects of rewarding OCBs by explicitly incorporating them into performance appraisal and reward systems. Design\\/methodology\\/approach – A review of relevant theory and literature is provided and

  15. Can usefulness of performance appraisal interviews change organizational justice perceptions? A 4-year longitudinal study among public sector employees

    Microsoft Academic Search

    Anne Linna; Marko Elovainio; Kees Van den Bos; Mika Kivimäki; Jaana Pentti; Jussi Vahtera

    2011-01-01

    This large-scale longitudinal study examined the hypothesis that the experienced usefulness of performance appraisal interviews affects justice perceptions and that changes in work life contribute to this effect. Our findings from 6592 employees who were nested in 1291 work groups over a 4-year period and who at baseline had not applied for a performance appraisal interview support this prediction. Specifically,

  16. The influences of performance appraisal on teachers' professional development: a case study of a private school in Karachi, Pakistan

    Microsoft Academic Search

    Mohammad Afzal Khan

    2005-01-01

    Development is implicit at every stage of appraisal irrespective of the approach; be it developmental (formative) or accountable (summative) (Bollington, Hopkins & West, 1993). If properly constructed and presented; the performance appraisal system can improve professional development of teachers, the management of the school, and students' learning outcomes. The focus of this study was to unpack the influences of performance

  17. Performance Appraisal, Performance Management and Quality in Higher Education: Contradictions, Issues and Guiding Principles for the Future.

    ERIC Educational Resources Information Center

    Lonsdale, Alan

    1998-01-01

    Systematic staff appraisal/performance management has been assumed to be an important part of quality management in higher-education institutions, but past approaches to it have had confused purposes and have made minimal contributions to enhancing institutional performance. For performance management to be relevant, it must focus on leadership of…

  18. Iron and Steel Industry Training Board

    ERIC Educational Resources Information Center

    Riley, Alvan D.

    1974-01-01

    The British iron and steel industry training board has developed a training approach called investment appraisal of training. This approach is a forward-looking appraisal in which the estimated costs ofthe proposed training activity are balanced against benefits accruing in fi nancial terms from improved performance. (DS)

  19. Employee perceptions of performance appraisals: a comparative study on Indian banks

    Microsoft Academic Search

    A. Shrivastava; P. Purang

    2011-01-01

    Performance appraisal is the most critical human resource practice and an indispensable part of every organization; however, the practice continues to generate dissatisfaction among employees and is often viewed as unfair and ineffective. Indian banking sector is one of the biggest and fastest growing financial service sectors. The post-liberalization era has witnessed significant changes in the structure and operations of

  20. Conscious rating distortion in performance appraisal: A review, commentary, and proposed framework for research

    Microsoft Academic Search

    Jeffrey R. Spence

    2011-01-01

    The current paper focuses on the literature examining the notion that managers rate their employees with motives other than accuracy, a phenomenon we label conscious rating distortion. We review this literature and attempt to clarify it by placing rating distortion within the framework of regulatory focus theory (Higgins, 1997). We also consider the role of accuracy in performance appraisal and

  1. Participation in the Performance Appraisal Review: Inflexible Manager Behavior and Variable Worker Needs

    Microsoft Academic Search

    Martin M. Greller

    1998-01-01

    A survey of 137 employees provided data on performance appraisal reviews conducted by 38 managers. Participation in the review was influenced more by which manager conducted the review than the circumstances of the specific review. The effect of participation was greater for variables measuring future relationship (potential in the firm and seeking feedback from manager) than immediate decisions (self-evaluation and

  2. 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…

  3. A Survey of Academic Officers regarding Performance Appraisal in Estonian and American Universities

    ERIC Educational Resources Information Center

    Herdlein, Richard; Kukemelk, Hasso; Turk, Kilno

    2008-01-01

    Higher education in the Baltic Republic of Estonia is experiencing rapid change as the country adjusts to a market economy in the post-Soviet era and adheres to principles established through the Bologna Process. Research in the area of performance appraisal, and the most effective approaches to motivate academic staff, is a key factor influencing…

  4. 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…

  5. Performance Appraisals of School Administrators in One Canadian School District: A Contemporary Model

    ERIC Educational Resources Information Center

    Normore, Anthony H.

    2004-01-01

    Research indicates that a sound performance appraisal process for school administrators contains key mechanisms that manifest themselves through dimensions of effective planning, assessment, and evaluation; effective use of resources; and communicating clear expectations. This article documents the development of a contemporary model of…

  6. Utilising a Virtual World to Teach Performance Appraisal: An Exploratory Study

    ERIC Educational Resources Information Center

    Morse, Shona

    2010-01-01

    Purpose: The aim of this paper is to give a critical assessment of a study designed to investigate the potential of a new method for teaching HRD students about performance appraisal. It is argued that this approach is in the vanguard of developments in IT and learning. Design/methodology/approach: The paper takes the form of an explorative study…

  7. Action Inquiry and Performance Appraisals: Tools for Organizational Learning and Development

    ERIC Educational Resources Information Center

    Walsh, Kate; Fisher, Dalmar

    2005-01-01

    Purpose: Introduces the primary concepts behind the practice of action inquiry. Then, examines what current literature suggests about components of the performance appraisal process and identifies areas where applying action inquiry concepts can add a new dimension to our current understanding. Design/methodology/approach: Applies action inquiry,…

  8. New Teachers' Perceptions of a Standards-Based Performance Appraisal System

    ERIC Educational Resources Information Center

    O'Pry, Stephen C.; Schumacher, Gary

    2012-01-01

    This study was conducted with first-year teachers. It provided insight into two key research questions: (1) What were the perceptions of new teachers regarding a standards-based performance appraisal system as it was implemented on their campus? (2) What factors contributed to the perceptions of new teachers regarding this system as it was…

  9. The linear programming alternative to policy capturing for eliciting criteria weights in the performance appraisal process

    Microsoft Academic Search

    C. Zappe

    1995-01-01

    An important aspect of management is the periodic performance appraisal (PA) of subordinates. This paper focuses on inferring the criteria employed and weights attached to them by an assessor in any PA process. Linear programming (LP) is proposed as an alternative to policy capturing (PC) as the inference mechanism. The LP approach is illustrated and contrasted with regression-based PC approaches.

  10. Action inquiry and performance appraisals : Tools for organizational learning and development

    Microsoft Academic Search

    Kate Walsh; Dalmar Fisher

    2005-01-01

    Purpose – Introduces the primary concepts behind the practice of action inquiry. Then, examines what current literature suggests about components of the performance appraisal process and identifies areas where applying action inquiry concepts can add a new dimension to our current understanding. Design\\/methodology\\/approach – Applies action inquiry, a concept from the organizational learning and change literatures, to suggest ways to

  11. The negotiated character of performance appraisal: how interrelations between managers matters

    Microsoft Academic Search

    Elizabeth Neu Morén

    2012-01-01

    This study is based on empirical material that was gathered by interviewing managers, at different hierarchic levels of a company, about their work with employee performance appraisal. The analysis, theoretically based on structuration theory (Giddens 1979, 1984), shows how managers describe the meaning of their work and how it is realised through their interactions with other actors in a social

  12. Utilising a virtual world to teach performance appraisal : An exploratory study

    Microsoft Academic Search

    Shona Morse

    2010-01-01

    Purpose – The aim of this paper is to give a critical assessment of a study designed to investigate the potential of a new method for teaching HRD students about performance appraisal. It is argued that this approach is in the vanguard of developments in IT and learning. Design\\/methodology\\/approach – The paper takes the form of an explorative study which

  13. The compatibility of performance appraisal systems with TQM principles – evidence from current practice

    Microsoft Academic Search

    Ebrahim Soltani; Robert van der Meer; Terry M. Williams; Pei-chun Lai

    2006-01-01

    Purpose – This paper aims to address the question whether or not quality-driven organisations have, in practice, tended to adjust their performance appraisal systems to integrate total quality management (TQM) requirements. Design\\/methodology\\/approach – To do so, the findings of an initial literature survey suggested the combined use of quantitative and qualitative methods for empirical research. The quantitative element consists of

  14. Superior and Subordinate Perceptions of Management Communication Style and Communication Satisfaction during Performance Appraisal Interviews.

    ERIC Educational Resources Information Center

    Downs, Timothy M.

    A study was conducted to determine the relationship between management communication style and communication satisfaction during performance appraisal interviews. Generating a 50% response rate, 83 staff employees (47 supervisors and 36 subordinates) at a large midwestern university returned a questionnaire survey assessing communication during…

  15. Does Negotiation Training Improve Negotiators' Performance?

    ERIC Educational Resources Information Center

    ElShenawy, Eman

    2010-01-01

    Purpose: This paper's objective is to test the main effect of negotiation training-level on acquiring negotiation skills. Training level refers to the time a trainee spends in a negotiation training course receiving the standard style and methods of training. Negotiation skills are manifested through trainees' performance after receiving training.…

  16. (Please Type) UNIVERSITY OF KENTUCKY S.P.P.P.8.4.1 Form END OF ORIENTATION PERFORMANCE APPRAISAL

    E-print Network

    Hayes, Jane E.

    Employee Name _________________________ Person I.D. _____________ Position), it will be deemed the employee has successfully completed new employee orientation. This performance appraisal is provided in order to evaluate the employee's work performance and to serve as a basis in determining

  17. APPRAISAL PROCEDURES Mid-career Appraisal

    E-print Network

    Walker, Matthew P.

    of the candidate's performance in the following areas: a. Teaching b. Research or creative work c. Professional1 12/1/09 APPRAISAL PROCEDURES Mid-career Appraisal Department chairs are responsible for conducting mid-career appraisals of assistant professors during the seventh (7th ) semester of service

  18. Key Features of Appraisal Effectiveness.

    ERIC Educational Resources Information Center

    Piggot-Irvine, Eileen

    2003-01-01

    Provides an overview of performance management and appraisal in New Zealand schools. Outlines a model of principal appraisal that demonstrates an integration of development and accountability elements. Draws on three studies to identify key features of appraisal effectiveness. (SLD)

  19. Induction training, career counselling, and performance review: views of junior medical staff.

    PubMed

    Williams, J G; Cheung, W Y

    1998-07-01

    Surveys of senior house officers and registrars were undertaken by postal questionnaire to ascertain views on the need for and content of induction training, career counselling, and performance review. The questionnaire was sent out in May 1990 and repeated in May 1996, after measures had been taken to improve induction training, and assessment and appraisal of trainees. In 1990 there was a clear wish to receive information on career prospects, research and education opportunities, and clinical audit, but more ambivalence regarding information or training in communication, discharge policies, standards, and encoding procedures. There was also a firm view that career counselling could be improved and formal goal setting and performance appraisal interviews would be welcomed. In 1996 there was disappointingly little change in the views expressed by the junior medical staff, though there was a significant increase in confidence in the role of the consultant in career counselling. PMID:9799913

  20. Using diaries to promote procedural justice in performance appraisals

    Microsoft Academic Search

    Jerald Greenberg

    1987-01-01

    One-hundred-seventeen college students performed a task on which they received a negative, neutral, or positive performance evaluation. The evaluations were made by the experimenter who (i) kept a diary documenting subjects' performance, (ii) observed their performance but did not keep a diary, or (iii) made the evaluation on no apparent basis (control). It was found that both the evaluation procedure

  1. 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

  2. Employee Performance Appraisal: Preventive Maintenance for a Valuable Resource.

    ERIC Educational Resources Information Center

    Turner, Bruce E.

    1980-01-01

    The performance review is seen as a catalyst for organizational communication that will benefit both the employer and the employees. The procedures described are intended to facilitate communication, while providing feedback and reinforcement to the employee being evaluated. A performance review worksheet and a performance review form are…

  3. 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…

  4. Using explanations to manage impressions of performance appraisal fairness

    Microsoft Academic Search

    Jerald Greenberg I

    1991-01-01

    Based on the post hoc sorting of the narrative comments given by supervisors of their subordinates' performance, four major substantive categories of performance explanations emerged. Explanations focusing on the meritorious aspects of performance were typically used to explain high ratings, and apologies typically accompanied the administration of low ratings. Average ratings typically received no explanation. Perceived as fairest were ratings

  5. Testing the Longitudinal Impact of Work Variables and Performance Appraisal Satisfaction on Subsequent Overall Job Satisfaction

    Microsoft Academic Search

    Gary Blau

    1999-01-01

    Using a longitudinal sample of medical technologists (MTs) this study found, after controlling for prior overall job satisfaction, individual difference, and organization-level variables, that task responsibilities and employee performance appraisal satisfaction significantly affected subsequent overall MT job satisfaction. Overall job satisfaction significantly declined for repeat-respondents over the 4-year period. Data also suggested that the impact of task responsibilities on overall

  6. Effective Communication in the Performance Appraisal Interview: Face-to-Face Communication for Public Managers in the Culturally Diverse Workplace.

    ERIC Educational Resources Information Center

    Kikoski, John F.

    1998-01-01

    Discusses six microcommunication skills to help managers communicate effectively in performance-appraisal interviews. Reviews models that have conceptualized interpersonal communication and presents a theoretical model that may assist managers and stimulate scholarly research. (JOW)

  7. University Support Personnel System Performance Appraisal Rev. February 2011

    E-print Network

    Wu, Shin-Tson

    year. Special Performance Review: Employees who have attained regular status in their current no later than 30 days following the six month probationary period. Thereafter, reviews of employee performance shall be conducted annually. NOTE: If a probationary review is not completed and submitted

  8. A Pro-performance appraisal system for the university

    Microsoft Academic Search

    Jui-Kuei Chen; I-Shuo Chen

    2010-01-01

    Due to economic pressures and declining birth rates, universities in Taiwan are seeking ways to evaluate and improve operational performance to acquire a competitive advantage to attract more students. However, current performance evaluation models have been criticized for two reasons. First, the measurement criteria currently used are not completely in accordance with the characteristics of different university types, research-intensive university,

  9. Strategic Planning and Organizational Performance: A Critical Appraisal

    Microsoft Academic Search

    Charles B. Shrader; Lew Taylor; Dan R. Dalton

    1984-01-01

    The literature addressing the empirical relationships between strategic planning and hard measures of organizational performance is examined. Distinctions are drawn among formal strategic planning; strategic planning content; and research linking strategic planning, environment, and organizational performance. Implications of the extant research and recommendations for future research are offered for theorists and practitioners alike.

  10. Australian mutual fund performance appraisal using data envelopment analysis

    Microsoft Academic Search

    Don U. A. Galagedera; Param Silvapulle

    2002-01-01

    Outlines previous research on measuring the performance of investment funds, suggesting that data envelopment analysis (DEA) techniques can overcome some of the problems of the capital asset pricing model and give pointers for improvement. Uses DEA to assess the relative performance of 257 Australian mutual funds 1995-1999 and logistic regression to investigate the characteristics which affect it. Describes the methodology

  11. Staff appraisal.

    PubMed

    Boodoo, Surrifah

    As a nurse and supervisor of an acute surgical ward, I found the CPD article interesting because it identified ways to monitor staff performance continually. The approach to staff appraisal described was suitable for addressing poor performance and acknowledging good performance among nurses. PMID:24044861

  12. Performance Appraisal Use this form two, three or four times per year to clarify performance expectations, set challenging goals, rate how well the employee

    E-print Network

    Amin, S. Massoud

    expectations, set challenging goals, rate how well the employee performed, and develop an action plan for job or department head for review and signature before discussing the rating with the employee. Appraisals has had an opportunity to review and comment on this appraisal. Employee's Comments: Employee

  13. 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

  14. Doing Performance Appraisal the Right Way: The CAM Process.

    ERIC Educational Resources Information Center

    Ramsgard, William C.

    1994-01-01

    Explains the CAM (Clarity, Awareness, Merit Recognition) process for performance reviews in which supervisors declare personal values, expectations, and operational methods; select employee skills for enhancement and define results; provide feedback, recognition and reinforcement; and distribute merit rewards and build deeper mutual commitments to…

  15. Performance Appraisal: Reducing Rating Errors at Pensacola Junior College.

    ERIC Educational Resources Information Center

    Duncan, Douglas S.

    1988-01-01

    Supervision is the hardest task facing administrators. The articulation of meaningful goals and objectives, as well as careful evaluation of employee performance remain challenging tasks. At Pensacola Junior College, this task was made easier through the development of a more bias-free and objective evaluation form. The form is appended. (MLW)

  16. Halo and Performance Appraisal Research: A Critical Examination

    Microsoft Academic Search

    William K. Balzer; Lorne M. Sulsky

    1992-01-01

    The different conceptual and operational definitions of halo are reviewed, and problems when using halo as a dependent measure in performance rating research and practice are pointed out. Four major points are emphasized: (a) There is no agreed on conceptual definition of halo; (b) the different conceptual definitions of halo are not systematically related to different operational definitions (i.e., measures)

  17. The Effect of Implicit Person Theory on Performance Appraisals

    Microsoft Academic Search

    Peter A. Heslin; Gary P. Latham; Don VandeWalle

    2005-01-01

    Four studies examined whether implicit person theory (IPT) regarding the malleability of personal attributes (e.g., personality and ability) affects managers' acknowledgment of change in employee behavior. The extent to which managers held an incremental IPT was positively related to their recognition of both good (Study 1) and poor (Study 2) performance, relative to the employee behavior they initially observed. Incremental

  18. Gender differences within 360-degree managerial performance appraisals

    Microsoft Academic Search

    Mike Millmore; David Biggs; Laura Morse

    2007-01-01

    Purpose – The purpose of this paper is to examine the impact of gender on the performance assessments of managers arising from the 360-degree scheme operated within the UK headquarters of a large multi-international financial services organisation. Design\\/methodology\\/approach – A questionnaire approach was used to collect data on 66 managers (33 males and 33 females) against four broad capabilities on

  19. Understanding adolescent's sleep patterns and school performance: a critical appraisal

    Microsoft Academic Search

    Amy R Wolfson; Mary A Carskadon

    2003-01-01

    The present paper reviews and critiques studies assessing the relation between sleep patterns, sleep quality, and school of 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

  20. From Appraisal Interview to Staff Development Discussion: Practice, Training and Theory.

    ERIC Educational Resources Information Center

    Webb, Graham

    1994-01-01

    Development of a policy for annual faculty appraisal discussions at New Zealand's University of Otago is described, tracing its evolution from the traditional faculty evaluation interviews. The role accorded to faculty development is examined, and the emphasis on a collegial rather than corporate view of university administration is noted. (MSE)

  1. TAP 2: Performance-Based Training Manual

    SciTech Connect

    Not Available

    1993-08-01

    Cornerstone of safe operation of DOE nuclear facilities is personnel performing day-to-day functions which accomplish the facility mission. Performance-based training is fundamental to the safe operation. This manual has been developed to support the Training Accreditation Program (TAP) and assist contractors in efforts to develop performance-based training programs. It provides contractors with narrative procedures on performance-based training that can be modified and incorporated for facility-specific application. It is divided into sections dealing with analysis, design, development, implementation, and evaluation.

  2. 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

  3. Non-linear scaling of performance appraisal dimensions: application of the ProMES methodology

    E-print Network

    Hedley, Amie Lynn

    1990-01-01

    thanks go to Dr. Bob Pritchard for encouraging me and guiding my progress. Also for the helpful comments and suggestions, I wish to thank Dr. John Sawyer and Dr. Tom Matthews. The help and confidence of these people in my abilities were invaluable... (Chair of Committee) Tom Matt ews ( er) er (memb r) t4 er Worchel (Head of Department) August 1990 ABSTRACT Non-linear Scaling of Performance Appraisal Dimensions: Application of the ProMES Methodology (August 1990) Amie Lynn Hedley, B. A...

  4. TRAINING OR FACILITATING SKILLED PERFORMANCE

    E-print Network

    Creswell, J. David

    and spatial thinking to the activities of soldiers tasked to neu- tralize highly feared (Hackworth & England aids. Both projects achieved their objectives and, more importantly, have improved U.S. soldiers' mine training for soldiers throughout the Army. Favorable test results for the training program designed

  5. 12 CFR 564.8 - Appraisal policies and practices of savings associations and subsidiaries.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ...hiring of appraisers to perform appraisal services for the savings...membership in professional appraisal organizations may be considered...review on an annual basis the performance of all approved appraisers...the savings association's appraisal policies and...

  6. 12 CFR 564.8 - Appraisal policies and practices of savings associations and subsidiaries.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ...hiring of appraisers to perform appraisal services for the savings...membership in professional appraisal organizations may be considered...review on an annual basis the performance of all approved appraisers...the savings association's appraisal policies and...

  7. 12 CFR 390.447 - Appraisal policies and practices of State savings associations and subsidiaries.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ...hiring of appraisers to perform appraisal services for the State...membership in professional appraisal organizations may be considered...review on an annual basis the performance of all approved appraisers...State savings association's appraisal policies and...

  8. 12 CFR 164.8 - Appraisal policies and practices of Federal savings associations and subsidiaries.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ...hiring of appraisers to perform appraisal services for the savings...membership in professional appraisal organizations may be considered...review on an annual basis the performance of all approved appraisers...the savings association's appraisal policies and...

  9. 12 CFR 564.8 - Appraisal policies and practices of savings associations and subsidiaries.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ...hiring of appraisers to perform appraisal services for the savings...membership in professional appraisal organizations may be considered...review on an annual basis the performance of all approved appraisers...the savings association's appraisal policies and...

  10. 12 CFR 390.447 - Appraisal policies and practices of State savings associations and subsidiaries.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ...hiring of appraisers to perform appraisal services for the State...membership in professional appraisal organizations may be considered...review on an annual basis the performance of all approved appraisers...State savings association's appraisal policies and...

  11. 12 CFR 564.8 - Appraisal policies and practices of savings associations and subsidiaries.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ...hiring of appraisers to perform appraisal services for the savings...membership in professional appraisal organizations may be considered...review on an annual basis the performance of all approved appraisers...the savings association's appraisal policies and...

  12. 12 CFR 564.8 - Appraisal policies and practices of savings associations and subsidiaries.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ...hiring of appraisers to perform appraisal services for the savings...membership in professional appraisal organizations may be considered...review on an annual basis the performance of all approved appraisers...the savings association's appraisal policies and...

  13. 12 CFR 164.8 - Appraisal policies and practices of Federal savings associations and subsidiaries.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ...hiring of appraisers to perform appraisal services for the savings...membership in professional appraisal organizations may be considered...review on an annual basis the performance of all approved appraisers...the savings association's appraisal policies and...

  14. 12 CFR 164.8 - Appraisal policies and practices of Federal savings associations and subsidiaries.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ...hiring of appraisers to perform appraisal services for the savings...membership in professional appraisal organizations may be considered...review on an annual basis the performance of all approved appraisers...the savings association's appraisal policies and...

  15. 12 CFR 390.447 - Appraisal policies and practices of State savings associations and subsidiaries.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ...hiring of appraisers to perform appraisal services for the State...membership in professional appraisal organizations may be considered...review on an annual basis the performance of all approved appraisers...State savings association's appraisal policies and...

  16. Processing Objective and Question Order Effects on the Causal Relation Between Memory and Judgment in Performance Appraisal: The Tip of the Iceberg

    Microsoft Academic Search

    David J. Woehr; Jack Feldman

    1993-01-01

    This study extends the research on information processing in performance appraisal judgments. A critical aspect of this research is the relation between memory and judgment processes. Performance appraisal researchers have traditionally assumed that performance judgments are based on memory for specific behaviors; implicit in this assumption is the idea that as memory for specific behaviors improves, judgmental accuracy should also

  17. Continuing Education and Training Models and Strategies: An Initial Appraisal. Research Report

    ERIC Educational Resources Information Center

    Billett, Stephen; Henderson, Amanda; Choy, Sarojni; Dymock, Darryl; Kelly, Ann; Smith, Ray; James, Ian; Beven, Fred; Lewis, Jason

    2012-01-01

    Continuing education and training is an emerging priority for the nation's tertiary education and training system. Changing work, new work requirements, an ageing workforce and lengthening working lives are some of the factors now influencing this priority. Yet, many of the purposes and processes of the Australian tertiary education and training

  18. SRTI and Performance Appraisal Office of Academic Planning & Assessment http://www.umass.edu/oapa/srti August, 2013 1 The Student Response to Instruction (SRTI) was developed to provide valid and reliable data on students' experiences

    E-print Network

    Schweik, Charles M.

    SRTI and Performance Appraisal · Office of Academic Planning & Assessment · http for informing summative evaluations of teaching performance. Research shows that global items are most highly to Instruction (SRTI*) and Performance Appraisal Guidelines for Interpreting Individual Section Reports Martha

  19. Employee Job Performance and Relations with Superior as Moderators of the Effect of Appraisal Goal Setting on Employee Work Attitudes.

    ERIC Educational Resources Information Center

    Orpen, Christopher

    1995-01-01

    Performance appraisals of 135 employees were conducted by immediate supervisors and measures of relationships with supervisors and perceptions of the effectiveness of goal setting were taken. The impact of goal setting was strongest on poor performers and on those who had poor relationships with supervisors. (SK)

  20. Mindfulness Training Targets Neurocognitive Mechanisms of Addiction at the Attention-Appraisal-Emotion Interface

    PubMed Central

    Garland, Eric L.; Froeliger, Brett; Howard, Matthew O.

    2014-01-01

    Prominent neuroscience models suggest that addictive behavior occurs when environmental stressors and drug-relevant cues activate a cycle of cognitive, affective, and psychophysiological mechanisms, including dysregulated interactions between bottom-up and top-down neural processes, that compel the user to seek out and use drugs. Mindfulness-based interventions (MBIs) target pathogenic mechanisms of the risk chain linking stress and addiction. This review describes how MBIs may target neurocognitive mechanisms of addiction at the attention-appraisal-emotion interface. Empirical evidence is presented suggesting that MBIs ameliorate addiction by enhancing cognitive regulation of a number of key processes, including: clarifying cognitive appraisal and modulating negative emotions to reduce perseverative cognition and emotional arousal; enhancing metacognitive awareness to regulate drug-use action schema and decrease addiction attentional bias; promoting extinction learning to uncouple drug-use triggers from conditioned appetitive responses; reducing cue-reactivity and increasing cognitive control over craving; attenuating physiological stress reactivity through parasympathetic activation; and increasing savoring to restore natural reward processing. Treatment and research implications of our neurocognitive framework are presented. We conclude by offering a temporally sequenced description of neurocognitive processes targeted by MBIs through a hypothetical case study. Our neurocognitive framework has implications for the optimization of addiction treatment with MBIs. PMID:24454293

  1. Is Transfer of Training Related to Firm Performance?

    ERIC Educational Resources Information Center

    Saks, Alan M.; Burke-Smalley, Lisa A.

    2014-01-01

    The purpose of this study was to bridge the gap between micro-training research on the transfer of training and macro-training research on training and firm performance by testing the relationship between transfer of training and firm performance. Training and development professionals completed a survey about the training methods used in their…

  2. TAP 2, Performance-Based Training Manual

    SciTech Connect

    Not Available

    1991-07-01

    Training programs at DOE nuclear facilities should provide well- trained, qualified personnel to safely and efficiently operate the facilities in accordance with DOE requirements. A need has been identified for guidance regarding analysis, design, development, implementation, and evaluation of consistent and reliable performance-based training programs. Accreditation of training programs at Category A reactors and high-hazard and selected moderate-hazard nonreactor facilities will assure consistent, appropriate, and cost-effective training of personnel responsible for the operation, maintenance, and technical support of these facilities. Training programs that are designed and based on systematically job requirements, instead of subjective estimation of trainee needs, yield training activities that are consistent and develop or improve knowledge, skills, and abilities that can be directly related to the work setting. Because the training is job-related, the content of these programs more efficiently and effectively meets the needs of the employee. Besides a better trained work force, a greater level of operational reactor safety can be realized. This manual is intended to provide an overview of the accreditation process and a brief description of the elements necessary to construct and maintain training programs that are based on the requirements of the job. Two comparison manuals provide additional information to assist contractors in their efforts to accredit training programs.

  3. VISUAL TRAINING AND READING PERFORMANCE.

    ERIC Educational Resources Information Center

    ANAPOLLE, LOUIS

    VISUAL TRAINING IS DEFINED AS THE FIELD OF OCULAR REEDUCATION AND REHABILITATION OF THE VARIOUS VISUAL SKILLS THAT ARE OF PARAMOUNT IMPORTANCE TO SCHOOL ACHIEVEMENT, AUTOMOBILE DRIVING, OUTDOOR SPORTS ACTIVITIES, AND OCCUPATIONAL PURSUITS. A HISTORY OF ORTHOPTICS, THE SUGGESTED NAME FOR THE ENTIRE FIELD OF OCULAR REEDUCATION, IS GIVEN. READING AS…

  4. Individual performance appraisal and appraisee reactions to workgroups : The mediating role of goal interdependence and the moderating role of procedural justice

    Microsoft Academic Search

    Tingting Chen; Peiguan Wu; Kwok Leung

    2011-01-01

    Purpose – The purpose of this paper is to examine the relationships of individual performance appraisal with appraisees' reactions towards their workgroups and the mechanisms underlying these relationships. Design\\/methodology\\/approach – A questionnaire survey was conducted involving 185 full-time employees in China. Regression analyses were used to test the hypotheses. Findings – The results showed that developmental and evaluative performance appraisals

  5. Performance Training Carrel for Electronics Principles Course.

    ERIC Educational Resources Information Center

    Kargo, Donald W.; Steffen, Dale A.

    This manual provides documentation for the design, construction, and operation of an interactive electronics training panel developed for a computer assisted performance training carrel. The panel is a plug-in module designed to simulate electronic circuitry and a PMS-6 multimeter as required for a troubleshooting fundamentals lesson in an Air…

  6. The Insulation Energy Appraisal Assessing the True Value of Insulated System

    E-print Network

    Schell, S.

    . The presentation will highlight various components of the intensive 2-day training program which teaches an appraiser how to: evaluate the thermal performance of insulated versus uninsulated piping and equipment; translate Btu losses into actual dollars...

  7. Realistic training for effective crew performance

    NASA Technical Reports Server (NTRS)

    Foushee, H. C.

    1985-01-01

    Evaluation of incident and accident statistics reveals that most problems occur not because of a lack of proficiency in pilot training, but because of the inability to coordinate skills into effective courses of action. Line-Oriented Flight Training (LOFT) and Cockpit Resource Management (CRM) programs provide training which will develop both individual crew member skills, as well as those associated with effective group function. A study conducted by NASA at the request of the U.S. Congress supports the argument for training that enhances crew performance in addition to providing individual technical skills, and is described in detail.

  8. The Cycle of Bias in Health Research: A Framework and Toolbox for Critical Appraisal Training

    PubMed Central

    Odierna, Donna H.; Forsyth, Susan R.; White, Jenny; Bero, Lisa A.

    2013-01-01

    Recognizing bias in health research is crucial for evidence-based decision making. We worked with eight community groups to develop materials for nine modular, individualized critical appraisal workshops we conducted with 102 consumers (four workshops), 43 healthcare providers (three workshops), and 33 journalists (two workshops) in California. We presented workshops using a “cycle of bias” framework, and developed a toolbox of presentations, problem-based small group sessions, and skill-building materials to improve participants’ ability to evaluate research for financial and other conflicts of interest, bias, validity, and applicability. Participant feedback indicated that the adaptability of the toolbox and our focus on bias were critical elements in the success of our workshops. PMID:23432773

  9. The Effect of Performance Support and Training as Performance Interventions

    ERIC Educational Resources Information Center

    Nguyen, Frank; Klein, James D.

    2008-01-01

    For decades, training has been one of the most common interventions used by organizations to improve the performance of their employees and teach them new ideas and skills. But owing to the cost of developing and delivering training, organizations have adopted alternative ways to enable employee performance while reducing the cost and minimizing…

  10. Aerobic endurance training improves soccer performance

    Microsoft Academic Search

    JAN HELGERUD; LARS CHRISTIAN ENGEN; JAN HOFF

    2001-01-01

    HELGERUD, J., L. C. ENGEN, U. WISLØFF, and J. HOFF. Aerobic endurance training improves soccer performance.Med. Sci. Sports Exerc., Vol. 33, No. 11, 2001, pp. 1925-1931. Purpose: The aim of the present study was to study the effects of aerobic training on performance during soccer match and soccer specific tests. Methods: Nineteen male elite junior soccer players, age 18.1 0.8

  11. 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

  12. 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…

  13. Perceived Stress, Performance Appraisal Discomfort and Core Self-evaluation in a non-Western context (CP)

    Microsoft Academic Search

    Gbolahan Gbadamosi

    The study is an exploratory investigation of the relationship among perceived stress, performance evaluation discomfort and beliefs, and employee's self-evaluation - specifically core self- evaluation. Little has been done exploring perceived stress as a possible consequence of the discomfort experienced by appraisers and this study attempts to fill this gap. This cross-sectional survey obtained usable data from 167 public and

  14. The study on labor-intensive Service enterprises virtual operating strategic performance appraisal system establishment based on value chain

    Microsoft Academic Search

    Kang Jiani

    2010-01-01

    At present, there are some academic studies on manufacture enterprise virtual operating, but a little academic study on service enterprise virtual operating. Moreover, the study focused on strategic performance appraisal system is almost blank and the empirical study on service enterprises has no discriminative samples. In this thesis, by using value chain analysis as the qualitative investigation angle, the author

  15. A comparison of the performance appraisal practices of US multinational subsidiaries with parent company and local Taiwanese practices

    Microsoft Academic Search

    Daniel A. Sauers; Steven C. H. Lin; Jeff Kennedy; Jana Schrenkler

    2009-01-01

    Purpose – The purpose of this paper is to compare the performance appraisal practices of US subsidiaries in Taiwan to those of their parent firms and to those of large Taiwanese companies in an effort to understand how foreign subsidiaries adjust to the competing demands for global integration and local responsiveness. Design\\/methodology\\/approach – A stratified random sampling scheme was employed

  16. Reaction of Employees to Performance Appraisal Interviews as a Function of Their Participation in Rating Scale Development.

    ERIC Educational Resources Information Center

    Silverman, Stanley B.; Wexley, Kenneth N.

    1984-01-01

    Examined whether employee involvement (N=65) in the development of behaviorally anchored rating scales (BARS) used in the feedback interview affected ratees' perceptions of the interview. Results showed that participation in BARS construction led to favorable perceptions regarding the performance appraisal interview process as well as positive…

  17. Diagnostic Performance 1 H after Simulation Training Predicts Learning

    ERIC Educational Resources Information Center

    Consoli, Anna; Fraser, Kristin; Ma, Irene; Sobczak, Matthew; Wright, Bruce; McLaughlin, Kevin

    2013-01-01

    Although simulation training improves post-training performance, it is unclear how well performance soon after simulation training predicts longer term outcomes (i.e., learning). Here our objective was to assess the predictive value of performance 1 h post-training of performance 6 weeks later. We trained 84 first year medical students a simulated…

  18. What predicts performance during clinical psychology training?

    PubMed Central

    Scior, Katrina; Bradley, Caroline E; Potts, Henry W W; Woolf, Katherine; de C Williams, Amanda C

    2014-01-01

    Objectives While the question of who is likely to be selected for clinical psychology training has been studied, evidence on performance during training is scant. This study explored data from seven consecutive intakes of the UK's largest clinical psychology training course, aiming to identify what factors predict better or poorer outcomes. Design Longitudinal cross-sectional study using prospective and retrospective data. Method Characteristics at application were analysed in relation to a range of in-course assessments for 274 trainee clinical psychologists who had completed or were in the final stage of their training. Results Trainees were diverse in age, pre-training experience, and academic performance at A-level (advanced level certificate required for university admission), but not in gender or ethnicity. Failure rates across the three performance domains (academic, clinical, research) were very low, suggesting that selection was successful in screening out less suitable candidates. Key predictors of good performance on the course were better A-levels and better degree class. Non-white students performed less well on two outcomes. Type and extent of pre-training clinical experience on outcomes had varied effects on outcome. Research supervisor ratings emerged as global indicators and predicted nearly all outcomes, but may have been biased as they were retrospective. Referee ratings predicted only one of the seven outcomes examined, and interview ratings predicted none of the outcomes. Conclusions Predicting who will do well or poorly in clinical psychology training is complex. Interview and referee ratings may well be successful in screening out unsuitable candidates, but appear to be a poor guide to performance on the course. Practitioner points While referee and selection interview ratings did not predict performance during training, they may be useful in screening out unsuitable candidates at the application stage High school final academic performance was the best predictor of good performance during clinical psychology training The findings are derived from seven cohorts of one training course, the UK's largest; they cannot be assumed to generalize to all training courses PMID:24206117

  19. Virtual Reality Training Improves Operating Room Performance

    PubMed Central

    Seymour, Neal E.; Gallagher, Anthony G.; Roman, Sanziana A.; O’Brien, Michael K.; Bansal, Vipin K.; Andersen, Dana K.; Satava, Richard M.

    2002-01-01

    Objective To demonstrate that virtual reality (VR) training transfers technical skills to the operating room (OR) environment. Summary Background Data The use of VR surgical simulation to train skills and reduce error risk in the OR has never been demonstrated in a prospective, randomized, blinded study. Methods Sixteen surgical residents (PGY 1–4) had baseline psychomotor abilities assessed, then were randomized to either VR training (MIST VR simulator diathermy task) until expert criterion levels established by experienced laparoscopists were achieved (n = 8), or control non-VR-trained (n = 8). All subjects performed laparoscopic cholecystectomy with an attending surgeon blinded to training status. Videotapes of gallbladder dissection were reviewed independently by two investigators blinded to subject identity and training, and scored for eight predefined errors for each procedure minute (interrater reliability of error assessment r > 0.80). Results No differences in baseline assessments were found between groups. Gallbladder dissection was 29% faster for VR-trained residents. Non-VR-trained residents were nine times more likely to transiently fail to make progress (P < .007, Mann-Whitney test) and five times more likely to injure the gallbladder or burn nontarget tissue (chi-square = 4.27, P < .04). Mean errors were six times less likely to occur in the VR-trained group (1.19 vs. 7.38 errors per case;P < .008, Mann-Whitney test). Conclusions The use of VR surgical simulation to reach specific target criteria significantly improved the OR performance of residents during laparoscopic cholecystectomy. This validation of transfer of training skills from VR to OR sets the stage for more sophisticated uses of VR in assessment, training, error reduction, and certification of surgeons. PMID:12368674

  20. Counseling Psychology From 1971 to 1986: Perspective on and Appraisal of Current Training Emphases

    Microsoft Academic Search

    Lawrence J. Schneider; C. Edward Watkins; Charles J. Gelso

    1988-01-01

    Observers have speculated about changes in counseling psychology over the past decade. In this investigation we compared the perspectives of 1971 and 1986 directors of American Psychological Association-approved counseling programs on emphases given to various components of training and found no changes over the 15-year interval. The 1986 directors perceived current training as emphasizing applied and theoretical aspects of social—emotional

  1. Performance appraisal politics from appraisee perspective: a study of antecedents in the Indian context

    Microsoft Academic Search

    Amit Dhiman; Sunil Kumar Maheshwari

    2012-01-01

    Appraisee's perception of appraisal politics (APAP) is conceptualized to be formed by three perceptual dimensions. First is appraiser's manipulation of ratings to achieve their self-serving ends such as own reputation, maintaining good relationships, building in-groups, and handling dependency threats from appraisees. Second dimension constitutes fellow appraisees' upward influence behaviors to get higher ratings and rewards. Third dimension relates to the

  2. Parametrization and performance appraisal of the analytic and variational X? method

    NASA Astrophysics Data System (ADS)

    Zope, Rajendra; Dunlap, Brett

    2005-03-01

    The linear combination of atomic orbitals, analytic and variational implementation of Slater's X? method that allows arbitrary scaling of the exchange-correlation potential around each atom has been formulated. The method is numerical integration free, and thus delivers machine-precision energies that are stationary in all respects. One choice of scaling uses the ?s that give exact atomic energies. We present the results of a performance assessment of this method by calculating the atomization energies and total energies of the G2 and extended G2 sets of molecules. Similar calculations for uniform ? are also appraised. Minimizing the mean absolute error in both the X? energies and the Hartree-Fock energies shows that Slater's exchange functional with ? = 0.7091 performs significantly better than the G'asp'ar-Kohn-Sham exchange functional for these molecules and for equally weighted atoms H-Kr. The Office of Naval Research, directly and through the Naval Research Laboratory, and the DoD's High Performance Computing Modernization Program, through the Common High Performance Computing Software Support Initiative, Project MBD-5, supported this work. The calculations were performed at the Army Research Laboratory Major Shared Resource Center (ARL MSRC).

  3. 38 CFR 36.4348 - Servicer Appraisal Processing Program.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ...responsibilities, and performance as a Servicer Appraisal Processing Program...practice, or performance by the servicer...practices, or performance include, but are...industry accepted appraisal principles,...

  4. 38 CFR 36.4348 - Servicer Appraisal Processing Program.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ...responsibilities, and performance as a Servicer Appraisal Processing Program...practice, or performance by the servicer...practices, or performance include, but are...industry accepted appraisal principles,...

  5. Somatotype, training and performance in Ironman athletes.

    PubMed

    Kandel, Michel; Baeyens, Jean Pierre; Clarys, Peter

    2014-01-01

    The aim of this study was to describe the physiques of Ironman athletes and the relationship between Ironman's performance, training and somatotype. A total of 165 male and 22 female competitors of the Ironman Switzerland volunteered in this study. Ten anthropometric dimensions were measured, and 12 training and history variables were recorded with a questionnaire. The variables were compared with the race performance. The somatotype was a strong predictor of Ironman performance (R=0.535; R(2)=0.286; sign. p<0.001) in male athletes. The endomorphy component was the most substantial predictor. Reductions in endomorphy by one standard deviation as well as an increased ectomorphy value by one standard deviation lead to significant and substantial improvement in Ironman performance (28.1 and 29.8 minutes, respectively). An ideal somatotype of 1.7-4.9-2.8 could be established. Age and quantitative training effort were not significant predictors on Ironman performance. In female athletes, no relationship between somatotype, training and performance was found. The somatotype of a male athlete defines for 28.6% variance in Ironman performance. Athletes not having an ideal somatotype of 1.7-4.9-2.8 could improve their performance by altering their somatotype. Lower rates in endomorphy, as well as higher rates in ectomorphy, resulted in a significant better race performance. The impact of somatotype was the most distinguished on the run discipline and had a much greater impact on the total race time than the quantitative training effort. These findings could not be found in female athletes. PMID:23834510

  6. 38 CFR 36.4347 - Lender Appraisal Processing Program.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ...responsibilities, and performance as a Lender Appraisal Processing Program...sampling or performance related basis...nominated staff appraisal reviewer must...practices or performance include, but...industry accepted appraisal...

  7. 38 CFR 36.4347 - Lender Appraisal Processing Program.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ...responsibilities, and performance as a Lender Appraisal Processing Program...sampling or performance related basis...nominated staff appraisal reviewer must...practices or performance include, but...industry accepted appraisal...

  8. The role of human resource practices in petro-chemical refinery performance

    Microsoft Academic Search

    Patrick M. Wright; Blaine Mccormick; W. Scott Sherman; Gary C. Mcmahan

    1999-01-01

    This study examined the impact of human resource (HR) practices (selection, training, compensation and appraisal) and participation on the financial performance of US petro-chemical refineries. Survey results from HR and operations respondents indicated that appraisal and training were significantly related to workforce skills and that training and compensation were marginally related to workforce motivation. In addition, only training was significantly

  9. Classifying young soccer players by training performances.

    PubMed

    Abade, Eduardo A; Gonçalves, Bruno V; Silva, Alexandra M; Leite, Nuno M; Castagna, Carlo; Sampaio, Jaime E

    2014-12-01

    Players within the same age group may present different physical and physiological profiles. This study classified young soccer players according to their physical and physiological profiles obtained during the training sessions and compared classification by age and playing position criteria. 151 male elite Portuguese soccer players (under 15, under 17, and under 19 years old) participated. Time-motion and body acceleration and deceleration data were collected using GPS technology with heart rate monitored continuously across the selected training sessions. The data were grouped using two-step cluster analysis to classify athletes. A repeated-measures factorial ANOVA was performed to identify differences in the variables. Three clusters comprised 15.2%, 37.1%, and 47.7% of the total sample, respectively. Players of the same ages and playing experience had different performance profiles. Grouping players with similar physiological profiles during training sessions may allow coaches to balance oppositions and reduce the variability of the physiological outcomes. PMID:25456252

  10. Enhancing performance in professional water polo players: dryland training, in-water training, and combined training.

    PubMed

    Sáez de Villarreal, Eduardo; Suarez-Arrones, Luis; Requena, Bernardo; Haff, G Gregory; Ramos Veliz, Rafael

    2015-04-01

    Sáez de Villarreal, E, Suarez-Arrones, L, Requena, B, Haff, GG, and Ramos Veliz, R. Enhancing performance in professional water polo players: Dryland training, in-water training, and combined training. J Strength Cond Res 29(4): 1089-1097, 2015-We compared the effects of 6 weeks of dryland, in-water-specific strength training and plyometric training combined with a water polo (WP) training program on 7 sport-specific performance parameters. Thirty professional players were randomly assigned to 3 experimental groups: combined training (CG), in-water-specific strength (WSG), and plyometrics (PG). The program included 3 weekly strength training sessions and 5 days of WP training per week for a total of 6 weeks during the preseason. The 10-m T-agility test, 20-m maximal sprint swim, maximal dynamic strength (1 repetition maximum [1RM], bench press [BP] and full squat [FS]), in-water boost, countermovement jump (CMJ) and throwing speed (ThS) were measured before and after the 6-week training period. There were no significant differences between the groups for any of the tested variables before the initiation of the 6-week training period. After 6 weeks of training, significant improvements (p ? 0.001) were found in the PG group for the CMJ (6.1%) and in all groups for the in-water boost (4.4-5.1%) test. The 1RM BP (7.6-12.6%) and FS (11.5-14.6%) significantly (p ? 0.05) increased in all groups. Additionally, ThS significantly increased in all groups (11.4-17.5%), whereas the agility test was significantly decreased (-7.3%) in only the CG group. Combined, in-water-specific strength and plyometric training produced medium to large effects on most WP-specific performance parameters. Therefore, we propose preseason WP training should include a combined training program that contains dryland and in-water-specific strength and plyometric training to optimize the WP preparation for competition. PMID:25259469

  11. Prior mathematics achievement, cognitive appraisals and anxiety as predictors of Finnish students’ later mathematics performance and career orientation

    Microsoft Academic Search

    Minna Kyttälä; Piia Maria Björn

    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 culturally universal, and previous controversial results regarding the relationship between mathematics anxiety and mathematics

  12. Performance appraisals as a selection criterion in downsizing : A comparison of rank-order and banding approaches

    Microsoft Academic Search

    Mike Schraeder; Dennis R. Self; Douglas R. Lindsay

    2006-01-01

    Purpose – The primary purpose of this article is to examine two alternative approaches for the use of performance appraisals in selecting individuals out of the organization (i.e. to be laid off). A rank-order approach and a banding approach are compared to provide insight regarding issues associated with each approach. Design\\/methodology\\/approach – Literature examining the status of downsizing as an

  13. Game performance and intermittent hypoxic training

    Microsoft Academic Search

    E A Hinckson; M J Hamlin; M R Wood; W G Hopkins

    2007-01-01

    Live high-train low altitude exposure simulated by hypoxic devices may improve athletic performance. In this study, intermittent normobaric hypoxia was achieved with the GO2altitude® hypoxicator to determine its effects on sea level performance in rugby players. Ten players were randomly assigned to two groups. Players in each group received 14 sessions of either hypoxic (10–15% O2) or normoxic (21% O2)

  14. Staff Appraisal and Development through Interviewing

    ERIC Educational Resources Information Center

    Randell, G. A.

    1975-01-01

    The working paper discusses the purposes and problems of staff appraisal and recommends guidelines for the creation of an active and effective appraisal and development scheme in organization. Charts illustrate the principles around which management training can be oriented regarding appraisal interviews and observation of behavior. (Author/JB)

  15. Improved Building Performance Through Effective Communication & Training

    E-print Network

    Bates, R.

    2005-01-01

    IMPROVED BUILDING PERFORMANCE THROUGH EFFECTIVE COMMUNICATION & TRAINING Rick Bates Project Manager Environmental Education Foundation Gilbert, AZ ABSTRACT This paper describes the procedures involved in the development of a...) PNC Multi-Family Capital Pure Air Control ESL-IC-10/05-51 4 RickBates.net The HVAC Source The National Air Quality Institute, LLC Thomas Rutherfoord Inc. Trade-Winds Environmental Restoration Vesar, Inc. XL...

  16. Participation in the Performance Appraisal Review: Inflexible Manager Behavior and Variable Worker Needs

    Microsoft Academic Search

    Martin M. Greller

    1998-01-01

    A survey of 137 employees provided data onperformance appraisal reviews conducted by 38 managers.Participation in the review was influenced more by whichmanager conducted the review than the circumstances of the specific review. The effect ofparticipation was greater for variables measuring futurerelationship (potential in the firm and seeking feedbackfrom manager) than immediate decisions (self-evaluation and intention to stay). Reaction to the

  17. 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…

  18. 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…

  19. Appraisal Form Page 1 of 8 Section 1: Personal Details

    E-print Network

    Royal Holloway, University of London

    to be used in support of an application for a performance award. Confidential #12;Appraisal Form ­ Page 2Appraisal Form ­ Page 1 of 8 Section 1: Personal Details Name Post Department Date of Appraisal Date of Submission to Appraiser Period of Time Covered Sections 3 & 5 S Appraiser Annual Staff

  20. Appraisal Form Page 1 of 9 Section 1: Personal Details

    E-print Network

    Royal Holloway, University of London

    to be used in support of an application for a performance award. Confidential #12;Appraisal Form ­ Page 2Appraisal Form ­ Page 1 of 9 Section 1: Personal Details Name Post Department Date of Appraisal Date of Submission to Appraiser Period of Time Covered Sections 3 & 5 S Appraiser Annual Staff

  1. 5 CFR 9901.411 - Appraisal period.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ...DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE...PERSONNEL SYSTEM (NSPS) Performance Management § 9901.411 Appraisal...met the minimum period of performance, management may extend the appraisal...

  2. 24 CFR 248.111 - Appraisal and preservation value of eligible low income housing.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ...and guidelines governing, an appraisal of the project; (2) The...deadline for submission of the appraisal; (3) The need for an appraiser...responsibilities regarding the performance of an appraisal pursuant to this section....

  3. 24 CFR 248.111 - Appraisal and preservation value of eligible low income housing.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ...and guidelines governing, an appraisal of the project; (2) The...deadline for submission of the appraisal; (3) The need for an appraiser...responsibilities regarding the performance of an appraisal pursuant to this section....

  4. 24 CFR 248.111 - Appraisal and preservation value of eligible low income housing.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ...and guidelines governing, an appraisal of the project; (2) The...deadline for submission of the appraisal; (3) The need for an appraiser...responsibilities regarding the performance of an appraisal pursuant to this section....

  5. 24 CFR 248.111 - Appraisal and preservation value of eligible low income housing.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ...and guidelines governing, an appraisal of the project; (2) The...deadline for submission of the appraisal; (3) The need for an appraiser...responsibilities regarding the performance of an appraisal pursuant to this section....

  6. Training Needs Assessment: A Must for Developing an Effective Training Program.

    ERIC Educational Resources Information Center

    Brown, Judith

    2002-01-01

    Presents a rationale for conducting training needs assessment and discusses types of analyses: organizational, task, and individual. Compares advantages and disadvantages of the following assessment methods: surveys, interviews, performance appraisals, observations, tests, assessment centers, focus groups, document reviews, and advisory…

  7. E-learning: a performance appraisal and some suggestions for improvement

    Microsoft Academic Search

    Peter Honey

    2001-01-01

    Reflects on e-learning with respect to other forms of learning and endeavours to put it into perspective given the extent to which it is currently being hyped. Appraises e-learning from the point of view of the learner given certain assumptions. Attempts to provide a balanced picture of the pros and cons of e-learning. Contends that the e-learning industry is overselling

  8. The Effects of Isolated and Integrated ‘Core Stability’ Training on Athletic Performance Measures

    PubMed Central

    Reed, Casey A.; Ford, Kevin R.; Myer, Gregory D.; Hewett, Timothy E.

    2014-01-01

    Background Core stability training, operationally defined as training focused to improve trunk and hip control, is an integral part of athletic development, yet little is known about its direct relation to athletic performance. Objective This systematic review focuses on identification of the association between core stability and sports-related performance measures. A secondary objective was to identify difficulties encountered when trying to train core stability with the goal of improving athletic performance. Data sources A systematic search was employed to capture all articles related to athletic performance and core stability training that were identified using the electronic databases MEDLINE, CINAHL and SPORTDiscus™ (1982-June2011). Study selection A systematic approach was used to evaluate 179 articles identified for initial review. Studies that performed an intervention targeted toward the core and measured an outcome related to athletic or sport performances were included, while studies with a participant population aged 65 years or older were excluded. Twenty-four in total met the inclusionary criteria for review. Study appraisal and synthesis methods Studies were evaluated using the Physical Therapy Evidence Database (PEDro) scale. The 24 articles were separated into three groups, general performance (n = 8), lower extremity (n = 10) and upper extremity (n = 6), for ease of discussion. Results In the majority of studies, core stability training was utilized in conjunction with more comprehensive exercise programmes. As such, many studies saw improvements in skills of general strengths such as maximum squat load and vertical leap. Surprisingly, not all studies reported measurable increases in specific core strength and stability measures following training. Additionally, investigations that targeted the core as the primary goal for improved outcome of training had mixed results. Limitations Core stability is rarely the sole component of an athletic development programme, making it difficult to directly isolate its affect on athletic performance. The population biases of some studies of athletic performance also confound the results. Conclusions Targeted core stability training provides marginal benefits to athletic performance. Conflicting findings and the lack of a standardization for measurement of outcomes and training focused to improve core strength and stability pose difficulties. Because of this, further research targeted to determine this relationship is necessary to better understand how core strength and stability affect athletic performance. PMID:22784233

  9. Exploring the experiences of general practice nurse peer appraisers.

    PubMed

    Ferguson, Julie; Kennedy, Susan

    2014-09-01

    Appraisals linked to personal development plans (PDPs) are a requirement for NHS organisations to carry out with all staff. NHS policy documents emphasise the importance of appraisal, professional development plans, lifelong learning and clinical supervision for nurses. However, there is limited research regarding appraisal for general practice nurses (GPNs). The aim of this study was to explore the perceptions and experiences of trained GPN appraisers when appraising nurse colleagues, with a particular focus on identifying the barriers and facilitators associated with the implementation of the appraisal process. Appraisals were undertaken using volunteer GPN peer appraisers (n=10) following a NES-approved appraiser course. Forty appraisals were carried out (3-5/appraiser). Following the appraisals, the appraisers were invited to participate in one of two focus groups. The focus groups were recorded and transcribed verbatim. Analysis of the data identified three main themes: role issues, reflection and appraisal interview practicalities. The findings highlighted that effective appraisal can be provided by GPNs and was highly valued by both appraisee and appraiser. The findings identified a number of barriers and facilitators to implementing peer appraisal. Given the unique and varied role GPNs undertake, this study has highlighted the importance of offering high-quality peer appraisal that encourages both reflection and the facilitation of more person-centred PDPs. PMID:25625834

  10. Ecological Momentary Assessment of social functioning in schizophrenia: impact of performance appraisals and affect on social interactions.

    PubMed

    Granholm, Eric; Ben-Zeev, Dror; Fulford, Daniel; Swendsen, Joel

    2013-04-01

    Research concerning the complex interplay between factors that contribute to poor social functioning in schizophrenia has been hampered by limitations of traditional measures, most notably the ecological validity and accuracy of retrospective self-report and interview measures. Computerized Ecological Momentary Assessment (EMAc) permits the real-time assessment of relationships between daily life experiences, thoughts, feelings, and behaviors. In the current study, EMAc was used to record daily social interactions, subjective performance appraisals of these interactions (e.g., "I succeeded/failed"; "I was liked/rejected"), and affect in 145 individuals with schizophrenia or schizoaffective disorder. Participants completed electronic questionnaires on a personal digital assistant (PDA) four times per day for one week. Time-lagged multilevel modeling of the data revealed that more positive interaction appraisals at any point in a day were associated with greater positive affect which, in turn, was a strong predictor of more social interactions over subsequent hours. Social functioning, therefore, was linked to positive performance beliefs about social interactions that were associated with greater positive affect. The findings suggest a useful treatment target for cognitive behavioral therapy and other psychosocial interventions that can be used to challenge defeatist beliefs and increase positive affect to enhance social functioning in schizophrenia. PMID:23402693

  11. Effects of intermittent hypoxic training on cycling performance in well-trained athletes

    Microsoft Academic Search

    Belle Roels; David J. Bentley; Olivier Coste; Jacques Mercier; Grégoire P. Millet

    2007-01-01

    This study aimed to investigate the effects of a short-term period of intermittent hypoxic training (IHT) on cycling performance\\u000a in athletes. Nineteen participants were randomly assigned to two groups: normoxic (NT, n = 9) and intermittent hypoxic training group (IHT, n = 10). A 3-week training program (5 × 1 h–1 h 30 min per week) was completed. Training sessions were performed in normoxia\\u000a (?30 m) or hypoxia (simulated altitude of

  12. Annual Performance Appraisal -Introduction The University of Texas at Dallas Policy D11-230 requires that all classified and administrative and professional (A&P) staff have

    E-print Network

    O'Toole, Alice J.

    of the performance review meeting, signed copies of the review will be distributed as indicated below. Employees. Supervisor and employees should meet and thoroughly discuss the annual review. Upon completion Performance Appraisals January 2011 Helpful Links: - Guidelines for Supervisors - Employee Self

  13. Partnering through Training and Practice to Achieve Performance Improvement

    ERIC Educational Resources Information Center

    Lyons, Paul R.

    2010-01-01

    This article presents a partnership effort among managers, trainers, and employees to spring to life performance improvement using the performance templates (P-T) approach. P-T represents a process model as well as a method of training leading to performance improvement. Not only does it add to our repertoire of training and performance management…

  14. Game performance and intermittent hypoxic training

    PubMed Central

    Hinckson, E A; Hamlin, M J; Wood, M R; Hopkins, W G

    2007-01-01

    Live high?train low altitude exposure simulated by hypoxic devices may improve athletic performance. In this study, intermittent normobaric hypoxia was achieved with the GO2altitude® hypoxicator to determine its effects on sea level performance in rugby players. Ten players were randomly assigned to two groups. Players in each group received 14 sessions of either hypoxic (10–15% O2) or normoxic (21% O2) exposure at rest over 14 consecutive days in a single blind fashion. Various performance measures were obtained consecutively in a single testing session pre? and post?exposure. Effects of hypoxic exposure on maximum speed and sprint times were trivial (<1.0%) but unclear (90% likely range, ±5% to ±9%). In rugby simulation, hypoxic exposure produced impairments of peak power in two scrums (15%, ±8%; 9%, ±7%) and impairments of time in offensive sprints (7%, ±8%) and tackle sprints (11%, ±9%). Pending further research, rugby players would be unwise to use normobaric intermittent hypoxic exposure to prepare for games at sea level. PMID:17311807

  15. Game performance and intermittent hypoxic training.

    PubMed

    Hinckson, E A; Hamlin, M J; Wood, M R; Hopkins, W G

    2007-08-01

    Live high-train low altitude exposure simulated by hypoxic devices may improve athletic performance. In this study, intermittent normobaric hypoxia was achieved with the GO2altitude hypoxicator to determine its effects on sea level performance in rugby players. Ten players were randomly assigned to two groups. Players in each group received 14 sessions of either hypoxic (10-15% O(2)) or normoxic (21% O(2)) exposure at rest over 14 consecutive days in a single blind fashion. Various performance measures were obtained consecutively in a single testing session pre- and post-exposure. Effects of hypoxic exposure on maximum speed and sprint times were trivial (<1.0%) but unclear (90% likely range, +/-5% to +/-9%). In rugby simulation, hypoxic exposure produced impairments of peak power in two scrums (15%, +/-8%; 9%, +/-7%) and impairments of time in offensive sprints (7%, +/-8%) and tackle sprints (11%, +/-9%). Pending further research, rugby players would be unwise to use normobaric intermittent hypoxic exposure to prepare for games at sea level. PMID:17311807

  16. Using Business Performance To Evaluate Multimedia Training in Manufacturing.

    ERIC Educational Resources Information Center

    Lachenmaier, Lynn S.; Moor, William C.

    1997-01-01

    Discusses training evaluation and shows how an abbreviated form of Kirkpatrick's four-level evaluation model can be used effectively to evaluate multimedia-based manufacturing training. Topics include trends in manufacturing training, quantifying performance improvement, and statistical comparisons using the Mann-Whitney test and the Tukey Quick…

  17. Use of Martial Art Exercises in Performance Enhancement Training.

    ERIC Educational Resources Information Center

    McClellan, Tim; Anderson, Warren

    2002-01-01

    Details some of the many martial arts training techniques and their potential applications for inclusion in performance enhancement programs, focusing on the benefits of martial training, the arts continuum, and martial arts training modes. The article concludes that the various martial arts techniques provide a stimulating and intuitively…

  18. Performance Errors in Weight Training and Their Correction.

    ERIC Educational Resources Information Center

    Downing, John H.; Lander, Jeffrey E.

    2002-01-01

    Addresses general performance errors in weight training, also discussing each category of error separately. The paper focuses on frequency and intensity, incorrect training velocities, full range of motion, and symmetrical training. It also examines specific errors related to the bench press, squat, military press, and bent- over and seated row…

  19. Is Hypoxia Training Good for Muscles and Exercise Performance?

    Microsoft Academic Search

    Michael Vogt; Hans Hoppeler

    2010-01-01

    Altitude training has become very popular among athletes as a means to further increase exercise performance at sea level or to acclimatize to competition at altitude. Several approaches have evolved during the last few decades, with “live high–train low” and “live low–train high” being the most popular. This review focuses on functional, muscular, and practical aspects derived from extensive research

  20. Employee Post-Training Behaviour and Performance: Evaluating the Results of the Training Process

    ERIC Educational Resources Information Center

    Diamantidis, Anastasios D.; Chatzoglou, Prodromos D.

    2014-01-01

    Despite the fact that firms invest in training, there is considerable evidence to show that training programmes often fail to achieve the intended result of improving worker and organization performance. The purpose of this paper is to examine the medium- to long-term effects of training programmes on firms by means of an integrated research model…

  1. Working memory training and transfer in older adults: effects of age, baseline performance, and training gains.

    PubMed

    Zinke, Katharina; Zeintl, Melanie; Rose, Nathan S; Putzmann, Julia; Pydde, Andrea; Kliegel, Matthias

    2014-01-01

    Recent studies suggest that working memory training may benefit older adults; however, findings regarding training and transfer effects are mixed. The current study aimed to investigate the effects of a process-based training intervention in a diverse sample of older adults and explored possible moderators of training and transfer effects. For that purpose, 80 older adults (65-95 years) were assigned either to a training group that worked on visuospatial, verbal, and executive working memory tasks for 9 sessions over 3 weeks or to a control group. Performance on trained and transfer tasks was assessed in all participants before and after the training period, as well as at a 9-month follow-up. Analyses revealed significant training effects in all 3 training tasks in trained participants relative to controls, as well as near transfer to a verbal working memory task and far transfer to a fluid intelligence task. Encouragingly, all training effects and the transfer effect to verbal working memory were stable at the 9-month follow-up session. Further analyses revealed that training gains were predicted by baseline performance in training tasks and (to a lesser degree) by age. Gains in transfer tasks were predicted by age and by the amount of improvement in the trained tasks. These findings suggest that cognitive plasticity is preserved over a large range of old age and that even a rather short training regime can lead to (partly specific) training and transfer effects. However, baseline performance, age, and training gains moderate the amount of plasticity. PMID:23688173

  2. 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…

  3. The Influence of Teacher Efficacy and Readiness for Self-Directed Learning on the Implementation of a Growth-Oriented Teacher Performance Appraisal Process.

    ERIC Educational Resources Information Center

    Rowe, Barry W.

    This study analyzed the implementation of a teacher performance appraisal process that encourages self-directed learning (SDL), highlighting the extent to which teacher efficacy (TE) influenced the its success. The study also examined whether lack of readiness for SDL was an implementation obstacle. Finally, it noted other barriers and obstacles…

  4. Comparing the Performance Appraisal Practices in Large Firms with the Directions in Research Literature: Learning More and More about Less and Less

    Microsoft Academic Search

    Bretz Robert D. Jr; George T. Milkovich; Walter Read

    1989-01-01

    Managers responsible for the performance appraisal practices of the Fortune 100 were surveyed to describe their firm's current practices and to solicit their views regarding important issues related to these practices. First the results of the survey are reported. These results are compared to the current research directions and issues discussed in human resource journals over the past five years.

  5. Training perceived intensity and performance changes quantification in judo.

    PubMed

    Agostinho, Marcus F; Philippe, Antony G; Marcolino, Gilvan S; Pereira, Ewerton R; Busso, Thierry; Candau, Robin B; Franchini, Emerson

    2014-11-26

    The objective of the present study was to determine the methods of quantification for training and performance which would be the most appropriate for modelling the responses to long-term training in Cadet and Junior judo athletes. For this, 10 young male judo athletes (15.9 ± 1.3 years, 64.9 ± 10.3 kg and 170.8 ± 5.4 cm) competing at a regional/state level volunteered to take part in the study. Data were collected during a two years training period (i.e, 702 days) from January 2011 to December 2012. Their mean training volume was 6.52 ± 0.43 hours per week during the preparatory periods and 4.75 ± 0.49 hours per week during the competitive periods. The followed a training program prescribed by the same coach. The training load was quantified through the session-rating of perceived exertion (RPE) and expressed in arbitrary unit (a.u.). Performance was quantified from five parameters divided in two categories: performance in competition and performance in training. The evaluation of performance in competition was based upon the number of points per level. Performance in training was assessed through four different tests. A physical test battery consisting in a standing long jump, two judo specific tests that were the maximal number of dynamic chin up holding the judogi and the Special Judo Fitness Test. System modeling for describing training adaptations consisted of mathematically relating the training load of the training sessions (system input) to the change in performance (system output). The quality of the fit between training load and performance was similar whether the training load was computed directly from RPE (R = 0.55 ± 0.18) or from the session-RPE (R = 0.56 ± 0.18) and significant in 8 athletes over 10, excluding the standing jump from the computation of the training load, leading to a simplest method. Thus, this study represents a first attempt to model training load effects on judo-specific performance and has shown that the best relationships between amounts of training and changes in performance were obtained when training amounts were quantified simply from RPE. PMID:25436630

  6. Physiological and performance adaptations to high-intensity interval training.

    PubMed

    Gibala, Martin J; Jones, Andrew M

    2013-01-01

    High-intensity interval training (HIIT) refers to exercise that is characterized by relatively short bursts of vigorous activity, interspersed by periods of rest or low-intensity exercise for recovery. In untrained and recreationally active individuals, short-term HIIT is a potent stimulus to induce physiological remodeling similar to traditional endurance training despite a markedly lower total exercise volume and training time commitment. As little as six sessions of 'all-out' HIIT over 14 days, totaling ?15 min of intense cycle exercise within total training time commitment of ?2.5 h, is sufficient to enhance exercise capacity and improve skeletal muscle oxidative capacity. From an athletic standpoint, HIIT is also an effective strategy to improve performance when supplemented into the already high training volumes of well-trained endurance athletes, although the underlying mechanisms are likely different compared to less trained subjects. Most studies in this regard have examined the effect of replacing a portion (typically ?15-25%) of base/normal training with HIIT (usually 2-3 sessions per week for 4-8 weeks). It has been proposed that a polarized approach to training, in which ?75% of total training volume be performed at low intensities, with 10-15% performed at very high intensities may be the optimal training intensity distribution for elite athletes who compete in intense endurance events. PMID:23899754

  7. The Effects of Rhythm Training on Tennis Performance

    PubMed Central

    Sö?üt, Mustafa; Kirazci, Sadettin; Korkusuz, Feza

    2012-01-01

    Rhythm training is an integral part of sports. The purposes of the study were to analyze the effects of rhythm training on tennis performance and rhytmic competence of tennis players, to compare the improvement levels of tennis specific and general rhythm training and to examine the effects of shorter and longer tempos on rhythmic competence. Thirty university students whose mean score of International Tennis Number (ITN) was 7.3 (±0.9) were divided randomly into three sub-groups: Tennis Group, General Rhythm Training Group and Tennis-Specific Rhythm Training Group. The experimental procedure lasted 8 weeks. During this period, all groups had the same tennis training twice a week. The Tennis Group had regular tennis training sessions. In addition to regular tennis training sessions, the General Rhythm Training Group followed the general rhythm training sessions and the Tennis-Specific Rhythm Training Group had tennis-specific rhythm training. The measurement instruments were ITN, Rhythmic Competence Analysis Test and Untimed Consecutive Rally Test. The results indicated that participation in tennis-specific or general rhythm training resulted in progress in tennis playing levels, forehand consistency performance and rhythmic competence of the participants. On the other hand, attendance to the regular 8-week tennis training was enough to solely increase the tennis playing level but not sufficient to develop forehand consistency performance and rhythmic competence. Although the participants in the TRTG had better improvement scores than the ones in the GRTG, no significant difference was found between the rhythm training groups. The results also revealed that participants exhibited higher rhythmic competence scores on fast tempo compared to slow tempo. PMID:23486093

  8. 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…

  9. Housebreaking Your Robot: The Observe-Train-Perform Algorithm

    Microsoft Academic Search

    Madeleine Abromowitz

    Observe-Train-Perform (OTP) is an algorithm designed to allow a robot to learn new com- mands at any time. Using a modified the Growing Neural Gas algorithm, OTP parses continuous input, such as the shape of a hand, into discrete categories. Each category is assigned a neural network that is trained to perform the desired action using reinforcement learning, implemented in

  10. Impact of Training and Feedback on Employee Performance

    Microsoft Academic Search

    Mubashar Farooq; Muhamamd Aslam Khan

    2011-01-01

    The purpose of this study is to elaborate the impact of Training and Feedback on increasing the performance of employees. The review of the literature conducted explains and highlights the role of effective training and feedback in improving the quality of task process which ultimately results in the improvement of performance of employees. An empirical study was conducted and data

  11. Association of footprint measurements and running training level, performance success, and training specificity

    Microsoft Academic Search

    Jeanna M. Fascione; Ryan T. Crews; James S. Wrobel

    2009-01-01

    This study aimed to determine the association of various footprint measurements and running training level (high school vs. post-high school), training specificity (sprint vs. distance), and performance success amongst competitive runners. Footprint parameters are variable between individuals. Several studies have assessed footprint measurements’ relationship to injury, but not the relationship with performance characteristics. One hundred and three high school and

  12. Can Visual Arts Training Improve Physician Performance?

    PubMed Central

    Katz, Joel T.; Khoshbin, Shahram

    2014-01-01

    Clinical educators use medical humanities as a means to improve patient care by training more self-aware, thoughtful, and collaborative physicians. We present three examples of integrating fine arts — a subset of medical humanities — into the preclinical and clinical training as models that can be adapted to other medical environments to address a wide variety of perceived deficiencies. This novel teaching method has promise to improve physician skills, but requires further validation. PMID:25125749

  13. Is hypoxia training good for muscles and exercise performance?

    PubMed

    Vogt, Michael; Hoppeler, Hans

    2010-01-01

    Altitude training has become very popular among athletes as a means to further increase exercise performance at sea level or to acclimatize to competition at altitude. Several approaches have evolved during the last few decades, with "live high-train low" and "live low-train high" being the most popular. This review focuses on functional, muscular, and practical aspects derived from extensive research on the "live low-train high" approach. According to this, subjects train in hypoxia but remain under normoxia for the rest of the time. It has been reasoned that exercising in hypoxia could increase the training stimulus. Hypoxia training studies published in the past have varied considerably in altitude (2300-5700 m) and training duration (10 days to 8 weeks) and the fitness of the subjects. The evidence from muscle structural, biochemical, and molecular findings point to a specific role of hypoxia in endurance training. However, based on the available performance capacity data such as maximal oxygen uptake (Vo(2)max) and (maximal) power output, hypoxia as a supplement to training is not consistently found to be advantageous for performance at sea level. Stronger evidence exists for benefits of hypoxic training on performance at altitude. "Live low-train high" may thus be considered when altitude acclimatization is not an option. In addition, the complex pattern of gene expression adaptations induced by supplemental training in hypoxia, but not normoxia, suggest that muscle tissue specifically responds to hypoxia. Whether and to what degree these gene expression changes translate into significant changes in protein concentrations that are ultimately responsible for observable structural or functional phenotypes remains open. It is conceivable that the global functional markers such as Vo(2)max and (maximal) power output are too coarse to detect more subtle changes that might still be functionally relevant, at least to high-level athletes. PMID:20417346

  14. 5 CFR 430.206 - Planning performance.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ...MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing Rate...Other Employees § 430.206 Planning performance. (a) Appraisal period. (1) An appraisal...

  15. 5 CFR 430.206 - Planning performance.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ...MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing Rate...Other Employees § 430.206 Planning performance. (a) Appraisal period. (1) An appraisal...

  16. 5 CFR 430.206 - Planning performance.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ...MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing Rate...Other Employees § 430.206 Planning performance. (a) Appraisal period. (1) An appraisal...

  17. 5 CFR 430.206 - Planning performance.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ...MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing Rate...Other Employees § 430.206 Planning performance. (a) Appraisal period. (1) An appraisal...

  18. Improving performance appraisals using a real-time talent management system : The advantages of a real-time talent management system

    Microsoft Academic Search

    Peter Samarakone

    2010-01-01

    Purpose – Reveals how a real-time talent-management system (RTTMS) can improve the performance-appraisal process using existing technologies and current HR best practices. Design\\/methodology\\/approach – Describes how a RTTMS works and highlights the factors needed for proper implementation. Findings – Explains that a RTTMS enables management continuously to document an employee's actual performance results and any other job-related actions or behaviors

  19. Seeing Things in a Different Light: Assessing the Effects of a Cognitive-Behavioral Intervention upon the Further Appraisals and Performance of Golfers

    Microsoft Academic Search

    Rich Neil; Sheldon Hanton; Stephen. D. Mellalieu

    2012-01-01

    The effects of a systematic cognitive-behavioral intervention program were examined upon the further appraisals (i.e., emotional orientation) of four golfers who interpreted their emotions as debilitative towards upcoming performance and the subsequent effect on actual performance. A systematic, theoretically underpinned, multiple-baseline single-subject design was employed, with four main phases adopted over a 34 week period: Phase I involved baseline monitoring

  20. Impact of Training Intensity Distribution on Performance in Endurance Athletes

    Microsoft Academic Search

    Jonathan Esteve-Lanao; Carl Foster; Stephen Seiler; Alejandro Lucia

    2007-01-01

    Esteve-Lanao, J., C. Foster, S. Seiler, and A. Lucia. Impact of training intensity distribution on performance in en- durance athletes. J. Strength Cond. Res. 21(3):943-949. 2007.— The purpose of this study was to compare the effect of 2 training programs differing in the relative contribution of training vol- ume, clearly below vs. within the lactate threshold\\/maximal lac- tate steady state

  1. The Skills Enhancement Training Program. Performance Report.

    ERIC Educational Resources Information Center

    Food and Beverage Workers Union, Local 32, Washington, DC.

    This report describes a joint labor-management workplace literacy program called SET (Skills Enhancement Training) that targeted the more than 2,000 unionized employees of food service contractors at U.S. government institutions in Washington, D.C. Nineteen classes were offered and a total of 191 people self-selected themselves into the program.…

  2. Development of Performance Standards: A Practical Guide.

    ERIC Educational Resources Information Center

    Brown, Dan G.

    1987-01-01

    Presents a broad training format undertaken by a public jurisdiction for the successful development of performance standards. The three-hour course includes a lecture, a simulation exercise, and a discussion of the appraisal interview. (Author/CH)

  3. Transfer of strength and power training to sports performance.

    PubMed

    Young, Warren B

    2006-06-01

    The purposes of this review are to identify the factors that contribute to the transference of strength and power training to sports performance and to provide resistance-training guidelines. Using sprinting performance as an example, exercises involving bilateral contractions of the leg muscles resulting in vertical movement, such as squats and jump squats, have minimal transfer to performance. However, plyometric training, including unilateral exercises and horizontal movement of the whole body, elicits significant increases in sprint acceleration performance, thus highlighting the importance of movement pattern and contraction velocity specificity. Relatively large gains in power output in nonspecific movements (intramuscular coordination) can be accompanied by small changes in sprint performance. Research on neural adaptations to resistance training indicates that intermuscular coordination is an important component in achieving transfer to sports skills. Although the specificity of resistance training is important, general strength training is potentially useful for the purposes of increasing body mass, decreasing the risk of soft-tissue injuries, and developing core stability. Hypertrophy and general power exercises can enhance sports performance, but optimal transfer from training also requires a specific exercise program. PMID:19114741

  4. Jaguar Land Rover “transition to high performancetraining program

    Microsoft Academic Search

    Jez Hicks; Stephen Upton

    2010-01-01

    Purpose – The purpose of this paper is to describe a training program that was specifically designed to underpin the launch of a new behavior framework and performance management process, required to support the pace of organizational change in the face of increasingly competitive market demands. Design\\/methodology\\/approach – The core focus of the training program was on practical skills acquisition

  5. Anthropometric and training variables related to 10km running performance

    Microsoft Academic Search

    P Bale; D Bradbury; E Colley

    1986-01-01

    Sixty male distance athletes were divided into three equal groups according to their personal best time for the 10km run. The runners were measured anthropometrically and each runner completed a detailed questionnaire on his athletic status, training programme and performance. The runners in this study had similar anthropometric and training profiles to other distance runners of a similar standard. The

  6. CHANGES IN FLIGHT TRAINEE PERFORMANCE FOLLOWING SYNTHETIC HELICOPTER FLIGHT TRAINING.

    ERIC Educational Resources Information Center

    CARO, PAUL W., JR.; ISLEY, ROBERT N.

    A STUDY WAS CONDUCTED AT THE U.S. ARMY PRIMARY HELICOPTER SCHOOL, FORT WOLTERS, TEXAS, TO DETERMINE WHETHER THE USE OF A HELICOPTER TRAINING DEVICE WOULD IMPROVE STUDENT PERFORMANCE DURING SUBSEQUENT HELICOPTER CONTACT FLIGHT TRAINING. SUBJECTS WERE TWO EXPERIMENTAL GROUPS AND TWO CONTROL GROUPS OF WARRANT OFFICER CANDIDATES ENROLLED FOR A…

  7. Image Theory and the Appraisal of Employee Performance: To Screen or Not to Screen?

    Microsoft Academic Search

    Bryan J. Pesta; Darrin S. Kass; Kenneth J. Dunegan

    2005-01-01

    : The authors tested the predictions of image theory [Beach, 1990 Image theory: Decision-making in personal and organizational contexts. Chicester, England: Wiley] by examining the decision making processes underlying performance evaluation. Across three experiments, over 400 participants evaluated the performance of a book store employee with varying degrees of good and bad performance behaviors. Results indicated that: (1) performance judgments

  8. 1 NIH Office of Human Resources Workforce Relations Division CY 12 PERFORMANCE MANAGEMENT APPRAISAL PROGRAM (PMAP)

    E-print Network

    Baker, Chris I.

    ). Supervisors should closely review the revised performance standards beginning on page 6 of the HHS Performance of performance. The supervisor and employee should discuss the organization's desired outcomes, individual performance expectations, and measurement standards. Each employee should actively participate in developing

  9. Factor Analysis of Aviation Training Measures and Post-Training Performance Evaluations.

    ERIC Educational Resources Information Center

    Booth, Richard F.; Berkshire, James R.

    The purpose of this study was to relate the factor structure of naval air training measures to the performance of Marine pilots in operational squadrons. Five post-training criteria were developed; four were Commanding Officer (C.O.) nominations of junior officers for hypothetical special assignments, and the fifth was a general…

  10. Threat and challenge: cognitive appraisal and stress responses in simulated trauma resuscitations.

    PubMed

    Harvey, Adrian; Nathens, Avery B; Bandiera, Glen; Leblanc, Vicki R

    2010-06-01

    OBJECTIVES Training and practice in medicine are inherently stressful. Research into the effects of acute stressors has revealed significant variability in individual responses to stressors, with performance impairments occurring in those who demonstrate elevated subjective and physiological responses. Cognitive appraisals (subjective assessment of situational demands and available resources) of a stressor have been proposed as a predictor variable in stress responses. However, the relationship between cognitive appraisal and stress responses has not been tested empirically in complex realistic situations. The purpose of this study was to determine the extent to which cognitive appraisal affects a medical trainee's subjective and physiological stress responses to high-acuity simulated clinical situations. METHODS Thirteen emergency medicine and general surgery residents participated in high (HS) and low (LS) stress trauma resuscitation simulations. Subjective (cognitive appraisal and State-Trait Anxiety Inventory [STAI]) and physiological (salivary cortisol) measures were collected at baseline and in response to participation in each scenario. RESULTS Post-scenario STAI scores, cognitive appraisal and cortisol levels were higher in the HS scenario compared with the LS scenario. For the participants who appraised the scenarios as 'threats' (in which the demands outweighed the resources), the ratio of perceived demands to resources was positively correlated with cortisol levels (r = 0.59, p < 0.05) and STAI responses (r = 0.64, p < 0.05). By contrast, for the participants who appraised the scenarios as 'challenges' (in which resources were sufficient to meet the demands), the perceived ratio of demands to resources was not correlated with either the STAI scores or cortisol levels. CONCLUSIONS Subjective appraisals of a situation appear to play an important role in stress responses, which have previously been shown to impair performance. As such, training for high-acuity events should include interventions targeting stress management skills. PMID:20604855

  11. Empirical Study of Training and Performance in the Marathon

    ERIC Educational Resources Information Center

    Slovic, Paul

    1977-01-01

    Similar systematic relationships exist between personal characteristics, training, and performance on the marathon, regardless of whether they derive from differences among individuals participating in the same run or from differences within the same person in two separate marathons. (Author)

  12. Objective performance metrics for improved space telerobotics training

    E-print Network

    Forman, Rachel Emily

    2011-01-01

    NASA astronauts undergo many hours of formal training and self-study to gain proficiency in space teleoperation tasks. After each lesson, instructors score an astronaut's performance in several broad skill categories, ...

  13. Effects of intermittent hypoxic training on cycling performance in well-trained athletes.

    PubMed

    Roels, Belle; Bentley, David J; Coste, Olivier; Mercier, Jacques; Millet, Grégoire P

    2007-10-01

    This study aimed to investigate the effects of a short-term period of intermittent hypoxic training (IHT) on cycling performance in athletes. Nineteen participants were randomly assigned to two groups: normoxic (NT, n = 9) and intermittent hypoxic training group (IHT, n = 10). A 3-week training program (5 x 1 h-1 h 30 min per week) was completed. Training sessions were performed in normoxia (approximately 30 m) or hypoxia (simulated altitude of 3,000 m) for NT and IHT group, respectively. Each subject performed before (W0) and after (W4) the training program, three cycling tests including an incremental test to exhaustion in normoxia and hypoxia for determination of maximal aerobic power (VO2max) and peak power output (PPO) as well as a 10-min cycle time trial in normoxia (TT) to measure the average power output (P(aver)). No significant difference in VO2max was observed between the two training groups before or after the training period. When measured in normoxia, the PPO significantly increased (P < 0.05) by 7.2 and 6.6% in NT and IHT groups, respectively. However, only the IHT group significantly improved (11.3%; P < 0.05) PPO when measured in hypoxia. The NT group improved (P < 0.05) P(aver) in TT by 8.1%, whereas IHT group did not show any significant difference. Intermittent training performed in hypoxia was less efficient for improving endurance performance at sea level than similar training performed in normoxia. However, IHT has the potential to assist athletes in preparation for competition at altitude. PMID:17636319

  14. 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 improvement over last year. In contrast, recognition and teamwork are the two major areas where improvement in supervisory performance seems to be most needed. The initial report card results will serve as a baseline against which future performance ratings will be compared. Once supervisors have been presented with their data and given an opportunity to analyze and discus the results, they will be assisted in developing an action plan for improving their performance and work processes. They will be provided with ongoing support from management in following through with the action plan.

  15. Training Content and Potential Impact on Performance: A Comparison of Young Male and Female Endurance-Trained Runners

    ERIC Educational Resources Information Center

    Garcin, M.; Fleury, A.; Ansart, N.; Mille-Hamard, L.; Billat, V.

    2006-01-01

    The purpose of the present investigation was to compare the content of 8 weeks of training in young endurance-trained male and female runners and study the potential impact of this training content on performance. Fourteen men and 11 women performed two criterion exercises until exhaustion on an outdoor track before and after the 8-week training

  16. Training Lessons Learned from Peak Performance Episodes.

    ERIC Educational Resources Information Center

    Fobes, James L.

    A major challenge confronting the United States Army is to obtain optimal performance from both its human and machine resources. This study examines episodes of peak performance in soldiers and athletes. Three cognitive components were found to enable episodes of peak performance: psychological readiness (activating optimal arousal and emotion…

  17. Frame of Reference Rater Training Issues: Recall, Time and Behavior Observation Training.

    ERIC Educational Resources Information Center

    Roch, Sylvia G.; O'Sullivan, Brian J.

    2003-01-01

    Graduate students were trained as raters either using frame of reference (FOR, n=220, behavior observation training (BOT, n=21), or performance appraisal (controls, n=21). They rated videotaped lecturers twice. FOR increased number of behaviors recalled; FOR and BOT improved recall quality. FOR improved rating accuracy even after 2 weeks.…

  18. 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…

  19. 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…

  20. Production Performance and Economic Appraisal of Broiler Farms in Anand District of Gujarat

    Microsoft Academic Search

    A. S. Shaikh; Y. C. Zala

    2011-01-01

    The production performance of different sizes of broiler farms has been studied by collecting data from 60 broiler producers of Anand district during 2005. To examine production performance, the average feed conversion ratio, livability percentage, average body weight and age at marketing have been worked out. Though broiler production is capital-intensive, it has been found profitable. The average cost of

  1. Employee Appraisal System: A Supervisor's Manual.

    ERIC Educational Resources Information Center

    Minnesota State Dept. of Personnel, St. Paul.

    The manual provides supervisors with both a reference as they assist employees in writing descriptions and developing performance indicators and with a guide for conducting performance appraisal interviews with employees. It contains the basic guidelines for the operation of the performance appraisal system, discussing such matters as how often…

  2. 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…

  3. Immobilization of high-level defense wastes in SYNROC: An appraisal of product performance

    NASA Astrophysics Data System (ADS)

    Campbell, J.; Hoenig, C.; Ryerson, F.; Bazan, F.; Wolery, T.; Guinan, M.; Rozsa, R.; Vankonynenburg, R.

    1981-04-01

    Product performance information on SYNROC D is summarized. Particular emphasis is given to its formulation (titanate-base ceramic), characterization, thermophysical and mechanical properties, static and dynamic leach tests, radiation damage studies, and production.

  4. 5 CFR 430.304 - SES performance management systems.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ...system requirements —(1)Appraisal period. Each agency must establish an official performance appraisal period for which an annual...deriving summary ratings from appraisals of performance against performance...

  5. 5 CFR 430.304 - SES performance management systems.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ...system requirements —(1) Appraisal period. Each agency must establish an official performance appraisal period for which an annual...deriving summary ratings from appraisals of performance against performance...

  6. 5 CFR 430.304 - SES performance management systems.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ...system requirements —(1)Appraisal period. Each agency must establish an official performance appraisal period for which an annual...deriving summary ratings from appraisals of performance against performance...

  7. 5 CFR 430.304 - SES performance management systems.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ...system requirements —(1) Appraisal period. Each agency must establish an official performance appraisal period for which an annual...deriving summary ratings from appraisals of performance against performance...

  8. 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. [Environmental Evaluation Group, Albuquerque, NM (United States)]|[Environmental Evaluation Group, Carlsbad, NM (United States)

    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.

  9. Effect of heavy strength training on thigh muscle cross-sectional area, performance determinants, and performance in well-trained cyclists

    Microsoft Academic Search

    Bent R. Rønnestad; Ernst Albin Hansen; Truls Raastad

    2010-01-01

    The purpose of this study was to investigate the effect of heavy strength training on thigh muscle cross-sectional area (CSA),\\u000a determinants of cycling performance, and cycling performance in well-trained cyclists. Twenty well-trained cyclists were assigned\\u000a to either usual endurance training combined with heavy strength training [E + S; n = 11 (? = 11)] or to usual endurance training only [E; n = 9 (? = 7, ? = 2)]. The strength

  10. Appraisal of Supervisor's Attitude and Managerial Performance in Health Care Facilities-Mashhad-2007

    NASA Astrophysics Data System (ADS)

    Vafaee, A.; Majdi, M.; Kabazkhoob, M.

    This is an applied, cross-sectional descriptive research which includes all supervisors and Staffs in Mashhad health care facilities. It was used of 2 different questionnaires. Data was gathered and then had been coded and analyzed with SPSS software and t-test. In practice, the maximum notice of administrations was to organization and the minimum one referred to assessment. Between administration attitudes and their performance about planning and assessment was a significant direction positive but there was a significant difference about organization between these groups. The length of services of employee's was the only factor that was effective about the administration performance. The finding depicted that supervisor's performance evaluation as one of the most effective recognition and control methods and has an important role and is effective in promoting productivity of services in health care facilities.

  11. Accuracy in performance appraisals: a comparison of two rater cognitive process models

    E-print Network

    Major, Susan Lee Frank

    1985-01-01

    . ~Sb ects Fo ty . 4 g d t t dents t 7 A&M U fve sity voluntarily completed a brief questionna1re. 22 Table 1 Number and Kind Good/Poor of Behavioral Incidents in Each Performance Dimension of Each Yideota e Performance Dimension ~pavo able Ta e... Incidents Good Poor Unfavorable Ta e Incidents Good Poor Delivery Organization Relevance Depth of Knowledge Total: 12 2 2 0 4 2 2 0 4 4 12 Note. Adapted from "Cognitive Categorization and Dimensional Schemata: A Process Approach to the Study...

  12. Simulator-based operations training for performance engineers

    SciTech Connect

    Owen, F. [Maine Maritime Academy, Castine, ME (United States)

    1995-06-01

    In 1993 Maine Maritime Academy acquired an EPRI compact simulator of Alabama power`s Miller Steam Plant. The simulator is being used to train both utility engineers and undergraduate marine and power engineering students. Since virtually all simulator training material is directed at training operators in malfunction response, Maine Maritime has developed simulator training materials for a course to familiarize engineers with power plant operations. During the initial offering of the course to a group of utility engineers, the need for a course directed at performance engineers was indicated. This paper lays out our planning for this course to motivate discussion and feedback from performance engineers. Response will be used to further refine our planning.

  13. Declared versus actual organizational culture as indicated by an organization's performance appraisal

    Microsoft Academic Search

    Hila Hofstetter; Itzhak Harpaz

    2011-01-01

    This study examines the incompatible aspects of the declared and actual organizational norms as cultural aspects. Data were drawn from a performance evaluation conducted in a large multinational pharmaceutical organization. The selected evaluation dimensions are based on the publicly articulated behavioral norms stated by top level management. The empirical model partially supported the hypothesis. Two predictors, intrinsic normative motivation dimensions

  14. Mutual fund performance appraisals: a multi-horizon perspective with endogenous benchmarking

    Microsoft Academic Search

    Matthew R. Morey; Richard C. Morey

    1999-01-01

    With over 6500 mutual funds available to investors, industry data show that consumers pay a great deal of attention to the ratings of mutual funds. In spite of this attention, however, much controversy surrounds the various industry approaches to the rating of mutual funds. Many industry rating approaches use subjective weights to integrate fund performances over different time horizons; this

  15. Untangling the performance appraisal dilemma: The influence of perceived organizational context on evaluative processes

    Microsoft Academic Search

    Ronald J. Grey; David Kipnis

    1976-01-01

    Previous laboratory studies found that the presence of a noncompliant worker, who deliberately refused to obey orders, resulted in an increased number of rewards and higher performance evaluations assigned by managers to compliant workers. The present study investigated whether these laboratory based findings could be detected in an ongoing work situation. 50 supervisors of clerical workers indicated that number of

  16. Correlating Trainee Attributes to Performance in 3D CAD Training

    ERIC Educational Resources Information Center

    Hamade, Ramsey F.; Artail, Hassan A.; Sikstrom, Sverker

    2007-01-01

    Purpose: The purpose of this exploratory study is to identify trainee attributes relevant for development of skills in 3D computer-aided design (CAD). Design/methodology/approach: Participants were trained to perform cognitive tasks of comparable complexity over time. Performance data were collected on the time needed to construct test models, and…

  17. Self-control training leads to enhanced cardiovascular exercise performance.

    PubMed

    Bray, Steven R; Graham, Jeffrey D; Saville, Paul D

    2015-01-01

    Abstract The purpose of the study was to investigate the effects of two weeks of self-control strength training on maximum cardiovascular exercise performance. Forty-one participants completed a cognitive self-control depletion task (Stroop task) followed by a maximal graded cycling test and were randomized to training (maximal endurance contractions of spring handgrip trainers, twice daily) or no-treatment control groups. At follow-up (2 weeks), half of each group completed either a time-matched or trial-matched Stroop task followed by another maximal graded cycling test. Results showed a significant 2-way (training X time) interaction (P < 0.001), and a trend for the 3-way (training X time X cognitive task) interaction (P = 0.07). Decomposition of the interactions revealed that across sessions cycling performance increased in both training groups, did not change in the trial-matched cognitive task control group, and declined in the time-matched control group. We conclude that isometric handgrip training leads to self-control strength adaptations that enhance maximal cardiovascular exercise performance or tolerance of exercise at maximal levels of effort. PMID:25278342

  18. Vibration or balance training on neuromuscular performance in osteopenic women.

    PubMed

    Stolzenberg, N; Belavý, D L; Rawer, R; Felsenberg, D

    2013-11-01

    Maintaining neuromuscular function in older age is an important topic for aging societies, especially for older women with low bone density who may be at risk of falls and bone fracture. This randomized controlled trial investigated the effect of resistive exercise with either whole-body vibration training (VIB) or coordination/balance training (BAL) on neuromuscular function (countermovement jump, multiple 1-leg hopping, sit-to-stand test). 68 postmenopausal women with osteopenia or osteoporosis were recruited for the study. 57 subjects completed the 9-month, twice weekly, intervention period. All subjects conducted 30?min of resistance exercise each training day. The VIB-group performed additional training on the Galileo vibration exercise device. The BAL-group performed balance training. An "intent-to-treat" analysis showed greater improvement in the VIB-group for peak countermovement power (p=0.004). The mean [95% confidence interval] effect size for this parameter was a ?+?0.9[0.3 to 1.5] W/kg greater change in VIB than BAL after 9 months. In multiple 1-leg hopping, a significantly better performance in the VIB-group after the intervention period was seen on a "per-protocol" analysis only. Both groups improved in the sit-to-stand test. The current study provides evidence that short-duration whole-body vibration exercise can have a greater impact on some aspects of neuromuscular function in post-menopausal women with low bone density than proprioceptive training. PMID:23549694

  19. Mutual fund performance appraisals: a multi-horizon perspective with endogenous benchmarking

    Microsoft Academic Search

    Matthew R. Morey; Richard C. Morey

    Abstract With over 6500 mutual funds available to investors, industry data show that consumers pay a great deal of attention to the ratings of mutual funds. In spite of this attention, however, much controversy surrounds the various industry,approaches,to the rating of mutual,funds. Many,industry,rating approaches,use subjective weights,to integrate fund performances over diÄerent time horizons; this can give rise to quite diÄerent

  20. Ergonomic factors on task performance in laparoscopic surgery training.

    PubMed

    Xiao, D J; Jakimowicz, Jack J; Albayrak, A; Goossens, R H M

    2012-05-01

    This paper evaluates the effect of ergonomic factors on task performance and trainee posture during laparoscopic surgery training. Twenty subjects without laparoscopic experience were allotted into 2 groups. Group 1 was trained under the optimal ergonomic simulation setting according to current ergonomic guidelines (Condition A). Group 2 was trained under non-optimal ergonomic simulation setting that can often be observed during training in a skills lab (Condition B). Posture analysis showed that the subjects held a much more neutral posture under Condition A than under Condition B (p<0.001). The subjects had less joint excursion and experienced less discomfort in their neck, shoulders, and arms under Condition A. Significant difference in task performance between Conditions A and B (p<0.05) was found. This study shows that the optimal ergonomic simulation setting leads to better task performance. In addition, no significant differences of task performance, for Groups 1 and 2 using the same test setting were found. However, better performance was observed for Group 1. It can be concluded that the optimal and non-optimal training setting have different learning effects on trainees' skill learning. PMID:21893312

  1. Workplace Training Module: Enhancing Ecotourism Business Performance

    E-print Network

    to read relevant literature (available on-line) and to discuss it in the classroom setting. Lectures Total enterprise Students will learn how to audit and evaluate business performance from their on-line presence of environmental issues, human resource management, marketing, the development of visitor experience

  2. Performance Measurement in Helicopter Training and Operations.

    ERIC Educational Resources Information Center

    Prophet, Wallace W.

    For almost 15 years, HumRRO Division No. 6 has conducted an active research program on techniques for measuring the flight performance of helicopter trainees and pilots. This program addressed both the elemental aspects of flying (i.e., maneuvers) and the mission- or goal-oriented aspects. A variety of approaches has been investigated, with the…

  3. The effects of strength training and endurance training order on running economy and performance.

    PubMed

    Doma, Kenji; Deakin, Glen Bede

    2013-06-01

    This study examined the acute effect of strength and endurance training sequence on running economy (RE) at 70% and 90% ventilatory threshold (VT) and on running time to exhaustion (TTE) at 110% VT the following day. Fourteen trained and moderately trained male runners performed strength training prior to running sessions (SR) and running prior to strength training sessions (RS) with each mode of training session separated by 6 h. RE tests were conducted at baseline (Base-RE) and the day following each sequence to examine cost of running (CR), TTE, and lower extremity kinematics. Maximal isometric knee extensor torque was measured prior to and following each training session and the RE tests. Results showed that CR at 70% and 90% VT for SR-RE (0.76 ± 0.10 and 0.77 ± 0.07 mL·kg(-0.75)·m(-1)) was significantly greater than Base-RE (0.72 ± 0.10 and 0.70 ± 0.11 mL·kg(-0.75)·m(-1)) and RS-RE (0.73 ± 0.09 and 0.72 ± 0.09 mL·kg(-0.75)·m(-1)) (P < 0.05). TTE was significantly less for SR-RE (237.8 ± 67.4 s) and RS-RE (275.3 ± 68.0 s) compared with Base-RE (335.4 ± 92.1 s) (P < 0.01). The torque during the SR sequence was significantly reduced for every time point following the strength training session (P < 0.05). However, no significant differences were found in torque following the running session (P > 0.05), although it was significantly reduced following the strength training session (P < 0.05) during the RS sequence. These findings show that running performance is impaired to a greater degree the day following the SR sequence compared with the RS sequence. PMID:23724883

  4. 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.

  5. Appraisal of the Karnofsky Performance Status and proposal of a simple algorithmic system for its evaluation

    PubMed Central

    2013-01-01

    Background For over 60 years, the Karnofsky Performance Status (KPS) has proven itself a valuable tool with which to perform measurement of and comparison between the functional statuses of individual patients. In recent decades conditions for patients have changed, and so too has the KPS undergone several adjustments since its initial development. Discussion The most important works regarding the KPS tend to focus upon a variety of issues, including but not limited to reliability, validity and health-related quality of life. Also discussed is the question of what quantity the KPS may in fact be said to measure. The KPS is increasingly used as a prognostic factor in patient assessment. Thus, questions regarding if and how it affects survival are relevant. In this paper, we propose an algorithm which uses a minimum of two and a maximum of three questions to facilitate an adequate and efficient evaluation of the KPS. Summary This review honors the original intention of the discoverer and gives an overview of adaptations made in recent years. The proposed algorithm suggests specific updates with the goal of ensuring continued adequacy and expediency in the determination of the KPS. PMID:23870327

  6. Evidence Report: Risk of Performance Errors Due to Training Deficiencies

    NASA Technical Reports Server (NTRS)

    Barshi, Immanuel

    2012-01-01

    The Risk of Performance Errors Due to Training Deficiencies is identified by the National Aeronautics and Space Administration (NASA) Human Research Program (HRP) as a recognized risk to human health and performance in space. The HRP Program Requirements Document (PRD) defines these risks. This Evidence Report provides a summary of the evidence that has been used to identify and characterize this risk. Given that training content, timing, intervals, and delivery methods must support crew task performance, and given that training paradigms will be different for long-duration missions with increased crew autonomy, there is a risk that operators will lack the skills or knowledge necessary to complete critical tasks, resulting in flight and ground crew errors and inefficiencies, failed mission and program objectives, and an increase in crew injuries.

  7. Anthropometric correlates with strength performance among resistance trained athletes.

    PubMed

    Mayhew, J L; Piper, F C; Ware, J S

    1993-06-01

    The purpose of this study was to determine the relationship between selected anthropometric dimensions and strength performance in resistance trained athletes. Fifty-eight college football players were measured following the completion of a 10-week resistance training program for one-repetition maximum (1-RM) lifts in the bench press, squat, and dead lift and for 11 anthropometric dimensions. Results indicated that the highest relationships existed between estimates of regional muscle mass (arm circumference, arm muscle cross-sectional area, and thigh circumference) and lifting performance. Multiple regression analysis selected arm size and %fat as variables common to the prediction of all three lifts. The fewer joints and muscle groups involved in a lift, the greater the predictive accuracy from structural dimensions. It was concluded that body structure and conformation make significant contributions to maximum strength performance in highly trained strength athletes. PMID:8412051

  8. Ventana{trade mark, serif} power train features and performance

    NASA Astrophysics Data System (ADS)

    Mohedano, R.; Benitez, P.; Zamora, P.; Miñano, J. C.; Mendes, J.; Cvetkovic, A.; Vilaplana, J.; Hernandez, M.; Chaves, J.; Biot, G.

    2013-09-01

    Most CPV systems are based on Fresnel lenses. Among these, LPI-patented Fresnel-Köhler (FK) concentrator outstands owing to performance and practical reasons. The Ventana{trade mark, serif} power train is the first off-the-shelf commercial product based on the FK and comprises both the primary (POE) lenses (a 36-units 1×1 m2 acrylic panel) and glass (or silica glass) secondary optics (SOE). This high concentration optical train (Cg=1,024×, ˜250mm optical depth) fits with 5×5 mm2 (at least) solar cells. The optical train is the fruit of a 1-year development that has included design, modeling, prototyping and characterization, and through the process we had the opportunity to find out how well the actual performance correlates with models, but also learned practical aspects of a CPV system of this kind, some of which have very positive impact on system performance and reliability.

  9. 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…

  10. 5 CFR 430.207 - Monitoring performance.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ...the appraisal period. Performance on each critical and...appraised against its performance standard(s). Ongoing...one or more progress reviews during each appraisal period. (c) Marginal performance. Appraisal...

  11. 5 CFR 430.207 - Monitoring performance.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ...the appraisal period. Performance on each critical and...appraised against its performance standard(s). Ongoing...one or more progress reviews during each appraisal period. (c) Marginal performance. Appraisal...

  12. 5 CFR 430.207 - Monitoring performance.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ...the appraisal period. Performance on each critical and...appraised against its performance standard(s). Ongoing...one or more progress reviews during each appraisal period. (c) Marginal performance. Appraisal...

  13. 5 CFR 430.207 - Monitoring performance.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ...the appraisal period. Performance on each critical and...appraised against its performance standard(s). Ongoing...one or more progress reviews during each appraisal period. (c) Marginal performance. Appraisal...

  14. 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

  15. Plyometric training performance in elite-oriented prepubertal female gymnasts.

    PubMed

    Marina, Michel; Jemni, Monem

    2014-04-01

    We studied the effectiveness of a combined strength and plyometric training program (experimental period) on jumping performance when compared with a training routine on apparatus (control period) over 2 successive gymnastics training seasons. Nine female elite-orientated gymnasts (around 30-hour training per week) were participated in the study. The study was based on a 20-month longitudinal design covering 2 training seasons separated by a competitive period and transition periods. Each season included 1 control and 1 experimental period (Ctrl?1 + Ex?1 and Ctrl?2 + Ex?2, respectively). Before and after each control and experimental period, we assessed plyometric performance by means of drop jumps (DJs) from 20, 40, 60, 80, and 100 cm. The jump performance variables considered were flight time (FT), contact time (CT), flight-contact ratio (FC), and estimated mechanical power (also called Bosco expression [BE]), all of which were expressed as raw data and normalized (expressed as a percentage) with respect to the recordings at the beginning of each period of analysis. Flight time was the only variable to increase not only during both experimental periods but also during both controls. Our results confirmed larger relative increments of all the variables (FT, CT, BE, and FC), except for CT at DJs of 80 and 100 cm, during the experimental periods than during their respective previous control periods. Despite the additive effect of growth, development, and maturation, the gymnasts were not able to maintain the DJ performance accomplished during Ex?1, thereby confirming detraining during the competitive and transition periods. We conclude that a combination of heavy resistance training with high impact plyometric jumps is effective in prepubertal gymnasts, despite their initial high level of physical conditioning. PMID:24088867

  16. Guidelines for evaluation of nuclear facility training programs

    SciTech Connect

    Not Available

    1994-06-01

    This document establishes a single set of objectives and criteria for the evaluation of training programs developed to meet requirements of DOE Orders 5480.18A and 5480.20, and other directives that address training and qualification. The evaluation includes appraisals, surveillances, audits, reviews, assessments, and other activities intended to evaluate training. The standard is intended to assist personnel in performing evaluations of training and qualification programs.

  17. Visuospatial Ability Factors and Performance Variables in Laparoscopic Simulator Training

    ERIC Educational Resources Information Center

    Luursema, Jan-Maarten; Verwey, Willem B.; Burie, Remke

    2012-01-01

    Visuospatial ability has been shown to be important to several aspects of laparoscopic performance, including simulator training. Only a limited subset of visuospatial ability factors however has been investigated in such studies. Tests for different visuospatial ability factors differ in stimulus complexity, in their emphasis on identifying…

  18. Training for Template Creation: A Performance Improvement Method

    ERIC Educational Resources Information Center

    Lyons, Paul

    2008-01-01

    Purpose: There are three purposes to this article: first, to offer a training approach to employee learning and performance improvement that makes use of a step-by-step process of skill/knowledge creation. The process offers follow-up opportunities for skill maintenance and improvement; second, to explain the conceptual bases of the approach; and…

  19. Business Models for Training and Performance Improvement Departments

    ERIC Educational Resources Information Center

    Carliner, Saul

    2004-01-01

    Although typically applied to entire enterprises, the concept of business models applies to training and performance improvement groups. Business models are "the method by which firm[s] build and use [their] resources to offer.. value." Business models affect the types of projects, services offered, skills required, business processes, and type of…

  20. Is it safe to train residents to perform cardiac surgery?

    Microsoft Academic Search

    Roger J. F Baskett; Karen J Buth; Jean-Francois Legaré; Ansar Hassan; Camille Hancock Friesen; Gregory M Hirsch; David B Ross; John A Sullivan

    2002-01-01

    Background. The impact of surgical training on patient outcomes in cardiac surgery is unknown.Methods. All cases performed by residents from 1998 to 2001 were compared to staff surgeon cases using prospectively collected data. Operative mortality and a composite morbidity of: reoperation for bleeding, perioperative myocardial infarction, infection, stroke, or ventilation more than 24 hours were compared using multivariate analysis.Results. Four

  1. Task Analysis for Job Performance Aids and Related Training.

    ERIC Educational Resources Information Center

    Foley, John P., Jr.

    This paper presents several aspects of task analyses for maintenance jobs when these analyses are used as bases for the development of Job Performance Aids (JPAs) and job oriented training. It starts with a brief history of the development of task analysis technology and the part that Air Force research has played in this development. The fact…

  2. Training Needs for High Performance in the Automotive Industry.

    ERIC Educational Resources Information Center

    Clyne, Barry; And Others

    A project was conducted in Australia to identify the training needs of the emerging industry required to support the development of the high performance areas of the automotive machining and reconditioning field especially as it pertained to auto racing. Data were gathered through a literature search, interviews with experts in the field, and…

  3. Appraisal and Performance Management.

    ERIC Educational Resources Information Center

    Middlewood, David

    This document is a chapter in "The Principles and Practice of Educational Management," which aims to provide a systematic and analytical introduction to the study of educational management. The structure of the book reflects the main substantive areas of educational leadership and management, and most of the major themes are covered in the…

  4. Australia's Vocational Education & Training System. Annual National Report. Volume 3: Vocational Education & Training Performance.

    ERIC Educational Resources Information Center

    Australian National Training Authority, Brisbane.

    The state of vocational education and training (VET) in Australia in 1997 was evaluated by collecting data on the following key performance measures: participation and achievement in VET; employer views on VET; student outcomes from VET; VET's benefits for particular client groups (females, people from rural and remote areas, indigenous…

  5. Performance Improvement: Applying a Human Performance Model to Organizational Processes in a Military Training Environment

    ERIC Educational Resources Information Center

    Aaberg, Wayne; Thompson, Carla J.; West, Haywood V.; Swiergosz, Matthew J.

    2009-01-01

    This article provides a description and the results of a study that utilized the human performance (HP) model and methods to explore and analyze a training organization. The systemic and systematic practices of the HP model are applicable to military training organizations as well as civilian organizations. Implications of the study for future…

  6. The Impact of Staff Appraisal in Universities.

    ERIC Educational Resources Information Center

    Haslam, Cheryl; And Others

    1993-01-01

    A study of the introduction of university staff performance appraisal in three British universities (n=277 administrators and faculty in various departments) found generally favorable opinions, with some concerns about methods and frequency of evaluation and about lack of follow-up on appraisal results. (MSE)

  7. Company-based Determinants of Training and the Impact of Training on Company Performance: Results from an International HRM Survey

    Microsoft Academic Search

    Bo Hansson

    2003-01-01

    This study uses an international dataset (26 countries) in examining the questions of what determines employee training from an organisational perspective and to what extent training investments contribute to company performance. The results indicate that the provision of company training is largely determined by firm-specific factors such as human resource management (HRM) practises. The results further show that two widely

  8. Competency-Based Vocational Education Administrator Module. Appraise the Personnel Development Needs of Vocational Teachers. Leadership and Training Series No. 58B-3.

    ERIC Educational Resources Information Center

    Hobart, Barry; And Others

    This learning module on appraising the personnel development needs of vocational teachers is one of six competency based modules designed for both preservice and inservice education of vocational education administrators. It reviews the type of observable classroom and laboratory competencies a teacher should possess, the concepts and principles…

  9. Fear and danger appraisals of a road-crossing scenario: a developmental perspective.

    PubMed

    Rosenbloom, Tova; Nemrodov, Dan; Ben-Eliyahu, Adar; Eldror, Ehud

    2008-07-01

    Children's actual performance of visual timing task is possibly deficient, and road-crossing training programs focusing on visual timing elements result in questionable improvement in performance. The present study focused on conceptual, rather than perceptual, examination of the visual timing elements of distance and speed, as integrated into appraisals of risks related to a traffic scenario. Preschool children, third-grade children and adults appraised pedestrian fear and danger associated with four scenarios conceptually depicted using a table-top model. Each scenario described either a child or an adult pedestrian approached by a vehicle at various distances (near/far) and speeds (slow/fast). Results suggest that whereas the adult subjects integrated the danger and fear appraisals by giving separate weights to both distance and speed concepts, preschoolers failed to properly realize the danger associated with speed, and third-graders failed to integrate both concepts in their appraisals. In addition, children seem to be unaware of their underprivileged pedestrian status compared to adult pedestrians, as evidenced by similar appraisal patterns for both pedestrian age groups. The safety implications of these findings are discussed. PMID:18606298

  10. Company-based determinants of training and the impact of training on company performance : Results from an international HRM survey

    Microsoft Academic Search

    Bo Hansson

    2007-01-01

    Purpose – The purpose of this study is to use an international dataset to examine what determines employee training from an organisational perspective, and to what extent training investments enhance company performance. Design\\/methodology\\/approach – Data from 5,824 private-sector organisations are used to examine determinants of training and the connection between training and profitability. OLS regressions and Probit estimates are used

  11. Design of Performance Testing System for Train Air Conditioning

    Microsoft Academic Search

    Zhang Liang; Liu Jianhua; Wu Ruofei; Gong Xiaobing

    2009-01-01

    The design of performance testing system for train air conditioning was done according to the NATIONAL STANDARD TB\\/T 1804-2003. The cooling capacity was measured by means of air enthalpy difference method. The hardware part of the test system consists of data collection unit and test instrument, while the software is programmed with Visual Basic 6.0, accompanied with the Microsoft Access

  12. Information Feedback: Contributions to Learning and Performance in Perceptual Identification Training.

    ERIC Educational Resources Information Center

    Abrams, Alvin J.; Cook, Richard L.

    In training people to perform auditory identification tasks (e.g., training students to identify sound characteristics in a sonar classification task), it is important to know whether or not training procedures are merely sustaining performance during training or whether they enhance learning of the task. Often an incorrect assumption is made that…

  13. The effects of intermittent hypoxic training on aerobic and anaerobic performance

    Microsoft Academic Search

    James Peter Morton; Nigel Tim Cable

    2005-01-01

    The aim of the present study was to determine whether short-term intermittent hypoxic training would enhance sea level aerobic and anaerobic performance over and above that occurring with equivalent sea level training. Over a 4-week period, two groups of eight moderately trained team sports players performed 30 min of cycling exercise three times per week. One group trained in normobaric hypoxia

  14. Unique aspects of competitive weightlifting: performance, training and physiology.

    PubMed

    Storey, Adam; Smith, Heather K

    2012-09-01

    Weightlifting is a dynamic strength and power sport in which two, multijoint, whole-body lifts are performed in competition; the snatch and clean and jerk. During the performance of these lifts, weightlifters have achieved some of the highest absolute and relative peak power outputs reported in the literature. The training structure of competitive weightlifters is characterized by the frequent use of high-intensity resistance exercise movements. Varied coaching and training philosophies currently exist around the world and further research is required to substantiate the best type of training programme for male and female weightlifters of various age groups. As competitive weightlifting is contested over eight male and seven female body weight categories, the anthropometric characteristics of the athletes widely ranges. The body compositions of weightlifters are similar to that of athletes of comparable body mass in other strength and power sports. However, the shorter height and limb lengths of weightlifters provide mechanical advantages when lifting heavy loads by reducing the mechanical torque and the vertical distance that the barbell must be displaced. Furthermore, the shorter body dimensions coincide with a greater mean skeletal muscle cross-sectional area that is advantageous to weightlifting performance. Weightlifting training induces a high metabolic cost. Although dietary records demonstrate that weightlifters typically meet their required daily energy intake, weightlifters have been shown to over consume protein and fat at the expense of adequate carbohydrate. The resulting macronutrient imbalance may not yield optimal performance gains. Cross-sectional data suggest that weightlifting training induces type IIX to IIA fibre-type transformation. Furthermore, weightlifters exhibit hypertrophy of type II fibres that is advantageous to weightlifting performance and maximal force production. As such, the isometric peak force and contractile rate of force development of weightlifters is ~15-20% and ~13-16% greater, respectively, than in other strength and power athletes. In addition, weightlifting training has been shown to reduce the typical sex-related difference in the expression of neuromuscular strength and power. However, this apparent sex-related difference appears to be augmented with increasing adult age demonstrating that women undergo a greater age-related decline in muscle shortening velocity and peak power when compared with men. Weightlifting training and competition has been shown to induce significant structural and functional adaptations of the cardiovascular system. The collective evidence shows that these adaptations are physiological as opposed to pathological. Finally, the acute exercise-induced testosterone, cortisol and growth hormone responses of weightlifters have similarities to that of following conventional strength and hypertrophy protocols involving large muscle mass exercises. The routine assessment of the basal testosterone?:?cortisol ratio may be beneficial when attempting to quantify the adaptive responses to weightlifting training. As competitive weightlifting is becoming increasingly popular around the world, further research addressing the physiological responses and adaptations of female weightlifters and younger (i.e. ?17 years of age) and older (i.e. ?35 years of age) weightlifters of both sexes is required. PMID:22873835

  15. Perk Station – Percutaneous Surgery Training and Performance Measurement Platform

    PubMed Central

    Vikal, Siddharth; U-Thainual, Paweena; Carrino, John A.; Iordachita, Iulian; Fischer, Gregory S.; Fichtinger, Gabor

    2009-01-01

    Motivation Image-guided percutaneous (through the skin) needle-based surgery has become part of routine clinical practice in performing procedures such as biopsies, injections and therapeutic implants. A novice physician typically performs needle interventions under the supervision of a senior physician; a slow and inherently subjective training process that lacks objective, quantitative assessment of the surgical skill and performance[S1]. Shortening the learning curve and increasing procedural consistency are important factors in assuring high-quality medical care. Methods This paper describes a laboratory validation system, called Perk Station, for standardized training and performance measurement under different assistance techniques for needle-based surgical guidance systems. The initial goal of the Perk Station is to assess and compare different techniques: 2D image overlay, biplane laser guide, laser protractor and conventional freehand. The main focus of this manuscript is the planning and guidance software system developed on the 3D Slicer platform, a free, open source software package designed for visualization and analysis of medical image data. Results The prototype Perk Station has been successfully developed, the associated needle insertion phantoms were built, and the graphical user interface was fully implemented. The system was inaugurated in undergraduate teaching and a wide array of outreach activities. Initial results, experiences, ongoing activities and future plans are reported. PMID:19539446

  16. AN EXPERIMENT IN BASIC AIRBORNE ELECTRONICS TRAINING, PART IV-- EFFECT OF REDUCTION IN TRAINING TIME ON FLEET PERFORMANCE. FINAL REPORT.

    ERIC Educational Resources Information Center

    BALDWIN, ROBERT O.; AND OTHERS

    THREE PRECEDING REPORTS PRESENTED THE EFFECTS OF SHORTENING TRAINING TIME IN AVIONICS FUNDAMENTALS AND AVIATION ELECTRONICS TECHNICIAN (RADAR) TRAINING UPON THE FINAL COMPREHENSIVE EXAMINATION IN THESE COURSES AND UPON PERFORMANCE IN A SUBSEQUENT EQUIPMENT COURSE. THIS REPORT COMPARES THE ON THE JOB PERFORMANCE OF GRADUATES FROM FOUR GROUPS…

  17. Systematic reviews and meta-analysis of preclinical studies: why perform them and how to appraise them critically

    PubMed Central

    Sena, Emily S; Currie, Gillian L; McCann, Sarah K; Macleod, Malcolm R; Howells, David W

    2014-01-01

    The use of systematic review and meta-analysis of preclinical studies has become more common, including those of studies describing the modeling of cerebrovascular diseases. Empirical evidence suggests that too many preclinical experiments lack methodological rigor, and this leads to inflated treatment effects. The aim of this review is to describe the concepts of systematic review and meta-analysis and consider how these tools may be used to provide empirical evidence to spur the field to improve the rigor of the conduct and reporting of preclinical research akin to their use in improving the conduct and reporting of randomized controlled trials in clinical research. As with other research domains, systematic reviews are subject to bias. Therefore, we have also suggested guidance for their conduct, reporting, and critical appraisal. PMID:24549183

  18. Concurrent training in elite male runners: the influence of strength versus muscular endurance training on performance outcomes.

    PubMed

    Sedano, Silvia; Marín, Pedro J; Cuadrado, Gonzalo; Redondo, Juan C

    2013-09-01

    Much recent attention has been given to the compatibility of combined aerobic and anaerobic training modalities. However, few of these studies have reported data related to well-trained runners, which is a potential limitation. Therefore, because of the limited evidence available for this population, the main aim was to determine which mode of concurrent strength-endurance training might be the most effective at improving running performance in highly trained runners. Eighteen well-trained male runners (age 23.7 ± 1.2 years) with a maximal oxygen consumption (VO2max) more than 65 ml·kg(-1)·min(-1) were randomly assigned into 1 of the 3 groups: Endurance-only Group (n = 6), who continued their usual training, which included general strength training with Thera-band latex-free exercise bands and endurance training; Strength Group (SG; n = 6) who performed combined resistance and plyometric exercises and endurance training; Endurance-SG (ESG; n = 6) who performed endurance-strength training with loads of 40% and endurance training. The study comprised 12 weeks of training in which runners trained 8 times a week (6 endurance and 2 strength sessions) and 5 weeks of detraining. The subjects were tested on 3 different occasions (countermovement jump height, hopping test average height, 1 repetition maximum, running economy (RE), VO2max, maximal heart rate [HRmax], peak velocity (PV), rating of perceived exertion, and 3-km time trial were measured). Findings revealed significant time × group interaction effects for almost all tests (p < 0.05). We can conclude that concurrent training for both SG and ESG groups led to improved maximal strength, RE, and PV with no significant effects on the VO2 kinetics pattern. The SG group also seems to show improvements in 3-km time trial tests. PMID:23287831

  19. Argonne National Laboratory Internal Appraisal Program environment, safety, health/quality assurance oversight

    SciTech Connect

    Winner, G.L.; Siegfried, Y.S.; Forst, S.P.; Meshenberg, M.J.

    1995-06-01

    Argonne National Laboratory`s Internal Appraisal Program has developed a quality assurance team member training program. This program has been developed to provide training to non-quality assurance professionals. Upon successful completion of this training and approval of the Internal Appraisal Program Manager, these personnel are considered qualified to assist in the conduct of quality assurance assessments. The training program has been incorporated into a self-paced, computerized, training session.

  20. Working Memory Training and Transfer in Older Adults: Effects of Age, Baseline Performance, and Training Gains

    ERIC Educational Resources Information Center

    Zinke, Katharina; Zeintl, Melanie; Rose, Nathan S.; Putzmann, Julia; Pydde, Andrea; Kliegel, Matthias

    2014-01-01

    Recent studies suggest that working memory training may benefit older adults; however, findings regarding training and transfer effects are mixed. The current study aimed to investigate the effects of a process-based training intervention in a diverse sample of older adults and explored possible moderators of training and transfer effects. For…

  1. Effects of simultaneously performed cognitive and physical training in older adults

    PubMed Central

    2013-01-01

    Background While many studies confirm the positive effect of cognitive and physical training on cognitive performance of older adults, only little is known about the effects of simultaneously performed cognitive and physical training. In the current study, older adults simultaneously performed a verbal working memory and a cardiovascular training to improve cognitive and motor-cognitive dual task performance. Twenty training sessions of 30 minutes each were conducted over a period of ten weeks, with a test session before, in the middle, and after the training. Training gains were tested in measures of selective attention, paired-associates learning, executive control, reasoning, memory span, information processing speed, and motor-cognitive dual task performance in the form of walking and simultaneously performing a working memory task. Results Sixty-three participants with a mean age of 71.8?±?4.9 years (range 65 to 84) either performed the simultaneous training (N?=?21), performed a single working memory training (N?=?16), or attended no training at all (N?=?26). The results indicate similar training progress and larger improvements in the executive control task for both training groups when compared to the passive control group. In addition, the simultaneous training resulted in larger improvements compared to the single cognitive training in the paired-associates task and was able to reduce the step-to-step variability during the motor-cognitive dual task when compared to the single cognitive training and the passive control group. Conclusions The simultaneous training of cognitive and physical abilities presents a promising training concept to improve cognitive and motor-cognitive dual task performance, offering greater potential on daily life functioning, which usually involves the recruitment of multiple abilities and resources rather than a single one. PMID:24053148

  2. Portfolio Assessment as an Alternate Appraisal Method: A Faculty Perspective

    ERIC Educational Resources Information Center

    Clements, Kimberly D.; McArdle, Geri; Cole, Ann F.

    2005-01-01

    Performance appraisal continues to be an area of research within Human Resource Development. This case study explores the impact of promotion portfolios upon the performance and professional development of university professors. Specific themes from data analysis indicated that portfolios are viewed as a performance appraisal measure/learning tool…

  3. Double Helical Gear Performance Results in High Speed Gear Trains

    NASA Technical Reports Server (NTRS)

    Handschuh, Robert F.; Ehinger, Ryan; Sinusas, Eric; Kilmain, Charles

    2010-01-01

    The operation of high speed gearing systems in the transmissions of tiltrotor aircraft has an effect on overall propulsion system efficiency. Recent work has focused on many aspects of high-speed helical gear trains as would be used in tiltrotor aircraft such as operational characteristics, comparison of analytical predictions to experimental data and the affect of superfinishing on transmission performance. Baseline tests of an aerospace quality system have been conducted in the NASA Glenn High-Speed Helical Gear Train Test Facility and have been described in earlier studies. These earlier tests had utilized single helical gears. The results that will be described in this study are those attained using double helical gears. This type of gear mesh can be configured in this facility to either pump the air-oil environment from the center gap between the meshing gears to the outside of tooth ends or in the reverse direction. Tests were conducted with both inward and outward air-oil pumping directions. Results are compared to the earlier baseline results of single helical gears.

  4. Double Helical Gear Performance Results in High Speed Gear Trains

    NASA Technical Reports Server (NTRS)

    Handschuh, Robert F.; Ehinger, Ryan; Sinusas, Eric; Kilmain, Charles

    2009-01-01

    The operation of high speed gearing systems in the transmissions of tiltrotor aircraft has an effect on overall propulsion system efficiency. Recent work has focused on many aspects of high-speed helical gear trains as would be used in tiltrotor aircraft such as operational characteristics, comparison of analytical predictions to experimental data and the affect of superfinishing on transmission performance. Baseline tests of an aerospace quality system have been conducted in the NASA Glenn High-Speed Helical Gear Train Test Facility and have been described in earlier studies. These earlier tests had utilized single helical gears. The results that will be described in this study are those attained using double helical gears. This type of gear mesh can be configured in this facility to either pump the air-oil environment from the center gap between the meshing gears to the outside of tooth ends or in the reverse direction. Tests were conducted with both inward and outward air-oil pumping directions. Results are compared to the earlier baseline results of single helical gears.

  5. Relationships Between Design Characteristics of Avionics Subsystems and Training Cost, Training Difficulty, and Job Performance. Final Report, Covering Activity from 1 July 1971 Through 1 September 1972.

    ERIC Educational Resources Information Center

    Lintz, Larry M.; And Others

    A study investigated the relationship between avionics subsystem design characteristics and training time, training cost, and job performance. A list of design variables believed to affect training and job performance was established and supplemented with personnel variables, including aptitude test scores and the amount of training and…

  6. Agent-Customized Training for Human Learning Performance Enhancement

    ERIC Educational Resources Information Center

    Blake, M. Brian; Butcher-Green, Jerome D.

    2009-01-01

    Training individuals from diverse backgrounds and in changing environments requires customized training approaches that align with the individual learning styles and ever-evolving organizational needs. Scaffolding is a well-established instructional approach that facilitates learning by incrementally removing training aids as the learner…

  7. Britain's Training Deficit. The Centre for Economic Performance Report.

    ERIC Educational Resources Information Center

    Layard, Richard, Ed.; And Others

    This book contains 12 papers that were produced as a result of a seminar program on selected issues central to the debate over job training in Great Britain. The first paper, "Why We Need a Training Reform Act" (Richard Layard, Ken Mayhew, Geoffrey Owen), examines existing deficiencies in vocational education and training in Britain and proposes a…

  8. The drive-wise project: driving simulator training increases real driving performance in healthy older drivers

    PubMed Central

    Casutt, Gianclaudio; Theill, Nathan; Martin, Mike; Keller, Martin; Jäncke, Lutz

    2014-01-01

    Background: Age-related cognitive decline is often associated with unsafe driving behavior. We hypothesized that 10 active training sessions in a driving simulator increase cognitive and on-road driving performance. In addition, driving simulator training should outperform cognitive training. Methods: Ninety-one healthy active drivers (62–87 years) were randomly assigned to one of three groups: (1) a driving simulator training group, (2) an attention training group (vigilance and selective attention), or (3) a control group. The main outcome variables were on-road driving and cognitive performance. Seventy-seven participants (85%) completed the training and were included in the analyses. Training gains were analyzed using a multiple regression analysis with planned orthogonal comparisons. Results: The driving simulator-training group showed an improvement in on-road driving performance compared to the attention-training group. In addition, both training groups increased cognitive performance compared to the control group. Conclusion: Driving simulator training offers the potential to enhance driving skills in older drivers. Compared to the attention training, the simulator training seems to be a more powerful program for increasing older drivers' safety on the road. PMID:24860497

  9. Making Olympic lizards: the effects of specialised exercise training on performance.

    PubMed

    Husak, Jerry F; Keith, Allison R; Wittry, Beth N

    2015-03-01

    Exercise training is well known to affect a suite of physiological and performance traits in mammals, but effects of training in other vertebrate tetrapod groups have been inconsistent. We examined performance and physiological differences among green anole lizards (Anolis carolinensis) that were trained for sprinting or endurance, using an increasingly rigorous training regimen over 8?weeks. Lizards trained for endurance had significantly higher post-training endurance capacity compared with the other treatment groups, but groups did not show post-training differences in sprint speed. Although acclimation to the laboratory environment and training explain some of our results, mechanistic explanations for these results correspond with the observed performance differences. After training, endurance-trained lizards had higher haematocrit and larger fast glycolytic muscle fibres. Despite no detectable change in maximal performance of sprint-trained lizards, we detected that they had significantly larger slow oxidative muscle fibre areas compared with the other treatments. Treatment groups did not differ in the proportion of number of fibre types, nor in the mass of most limb muscles or the heart. Our results offer some caveats for investigators conducting training research on non-model organisms and they reveal that muscle plasticity in response to training may be widespread phylogenetically. PMID:25617462

  10. Transfer effects of fall training on balance performance and spatiotemporal gait parameters in healthy community-dwelling older adults: a pilot study.

    PubMed

    Donath, Lars; Faude, Oliver; Bridenbaugh, Stephanie A; Roth, Ralf; Soltermann, Martin; Kressig, Reto W; Zahner, Lukas

    2014-07-01

    This study examined transfer effects of fall training on fear of falling (Falls Efficacy Scale-International [FES-I]), balance performance, and spatiotemporal gait characteristics in older adults. Eighteen community-dwelling older adults (ages 65-85) were randomly assigned to an intervention or control group. The intervention group completed 12 training sessions (60 min, 6 weeks). During pre- and posttesting, we measured FES-I, balance performance (double limb, closed eyes; single limb, open eyes; double limb, open eyes with motor-interfered task), and gait parameters (e.g., velocity; cadence; stride time, stride width, and stride length; variability of stride time and stride length) under single- and motor-interfered tasks. Dual tasks were applied to appraise improvements of cognitive processing during balance and gait. FES-I (p = .33) and postural sway did not significantly change (0.36 < p < .79). Trends toward significant interaction effects were found for step width during normal walking and stride length variability during the motor dual task (p = .05, ?p 2 = .22). Fall training did not sufficiently improve fear of falling, balance, or gait performance under single- or dual-task conditions in healthy older adults. PMID:23881433

  11. Comment: Performance improvement with computer training in Parkinson disease.

    PubMed

    Hershey, Linda A

    2014-04-01

    Computer-based memory and attention training methods improve episodic recall in older adults who have amnestic mild cognitive impairment.(1,2) Memory and attention are highly interactive and interdependent processes due to their shared circuitry. The cognitive benefits of computer-based memory training appear to persist for at least 6 months.(1) Traditional cognitive training programs are administered by professionals and may cost as much as $15 to $100 an hour, depending on the educational level of the staff member who delivers the training.(2) More cost-effective methods of computer-based memory training are needed. In the study by Zimmermann et al.(3) on patients with Parkinson disease (PD), 2 types of computer training were compared: a specific cognitive training method (CogniPlus) and a nonspecific method, Nintendo Wii, a game console. PMID:24623844

  12. Relationships between Training Load, Salivary Cortisol Responses and Performance during Season Training in Middle and Long Distance Runners

    PubMed Central

    Balsalobre-Fernández, Carlos; Tejero-González, Carlos Mª; del Campo-Vecino, Juan

    2014-01-01

    Purpose Monitoring training from a multifactorial point of view is of great importance in elite endurance athletes. This study aims to analyze the relationships between indicators of training load, hormonal status and neuromuscular performance, and to compare these values with competition performance, in elite middle and long-distance runners. Method Fifteen elite middle and long-distance runners (12 men, 3 women; age?=?26.3±5.1 yrs) were measured for training volume, training zone and session rate of perceived exertion (RPE) (daily), countermovement jump (CMJ) and salivary free cortisol (weekly) for 39 weeks (i.e., the whole season). Competition performance was also observed throughout the study, registering the season best and worst competitions. Results Season average salivary free cortisol concentrations correlate significantly with CMJ (r?=??0.777) and RPE (r?=?0.551). Also, weekly averages of CMJ significantly correlates with RPE (r?=??0.426), distance run (r?=??0.593, p<0.001) and training zone (r?=?0.437, p<0.05). Finally, it was found that the CMJ (+8.5%, g?=?0.65) and the RPE (?17.6%, g?=?0.94) measured the week before the best competition performance of the season were significantly different compared with the measurement conducted the week before the season’s worst competition performance. Conclusions Monitoring weekly measurements of CMJ and RPE could be recommended to control training process of such athletes in a non-invasive, field-based, systematic way. PMID:25153137

  13. Relationship of training with Employees' Performance in Hoteling Industry Case of Pearl Continental hotels in Pakistan

    Microsoft Academic Search

    Fakhar Ul Afaq; Anwar Khan

    One of the most important aspects in the contemporary hoteling industry is employees' acquaintance with new methods and techniques of Hotel management through training. In fact training is formal as well as an informal process, which is carried out for improving the performance of employees. Therefore the implementation of an effective training process at all levels of management has a

  14. PERFORMANCE OF DISCRIMINATIVELY TRAINED AUDITORY FEATURES ON AURORA2 AND AURORA3

    E-print Network

    Mak, Brian Kan-Wing

    PERFORMANCE OF DISCRIMINATIVELY TRAINED AUDITORY FEATURES ON AURORA2 AND AURORA3 Brian Mak and Yik) by 30.27% over ICSLP2002 Aurora2 baseline on multi-condition training. Similarly, we obtain a relative WER reduction of 38.42% over ICSLP2002 Aurora3 baseline. 1. INTRODUCTION Discriminative training [1

  15. Have TQM organisations adjusted their performance management (appraisal) systems? A study of UK-based TQM-driven organisations

    Microsoft Academic Search

    E. Soltani; R. B. van der Meer; J. Gennard; M. T. Williams

    2004-01-01

    Reports findings from a survey designed to measure the consistency and congruity of HR performance evaluation systems with quality management precepts in UK-based quality-focused organisations. Twelve a priori features of HR performance evaluation were used to measure HR performance evaluation systems. Since a fundamental reason for the purported incompatibility between TQM and HR performance evaluation is the assertion that most

  16. G:\\Performance Dev\\Training Materials\\Scoring Template Employee: _____________________________________ Employee ID#: _____________________ Job Code: ________________________ Date: ______________

    E-print Network

    Bordenstein, Seth

    3/26/12 G:\\Performance Dev\\Training Materials\\Scoring Template Employee: _____________________________________ Employee ID#: _____________________ Job Code: ________________________ Date: ______________ PERFORMANCE EVALUATION SCORING TEMPLATE INSTRUCTIONS: A performance rating of 1 should be given for a key function when

  17. 1. Introduction The University of Sussex's Appraisal Policy commits the institution to providing all staff with

    E-print Network

    Sussex, University of

    effective performance. The Appraisal scheme operates on an annual basis, with every member of staff having on their performance, which will include having their contributions and achievements acknowledged. Appraisal meetings opportunities and to discuss career planning. Appraisal aims to bring about gains in the teaching, research

  18. Performance Management in the French System of Secondary-Teacher Training

    ERIC Educational Resources Information Center

    Tchibozo, Guy

    2005-01-01

    The present study focuses on performance analysis and performance management in teacher training in France. After a brief summary of the French system of secondary-teacher training, determinants affecting performance are analyzed. The analysis shows that three determinants--the number of external competitors, the size of a department and the…

  19. Peer Ratings versus Peer Nominations during Training as Predictors of Actual Performance Criteria

    Microsoft Academic Search

    Joseph Schwarzwald; Meni Koslowsky; Tamar Mager-Bibi

    1999-01-01

    Two types of peer evaluations, ratings and nominations during training, were compared to examine their unique contribution in explaining actual performance evaluations. A sample of 133 female soldiers who had participated in a platoon leader-training program completed a rating and nomination form on their peers. These forms served as predictors for actual performance as platoon leaders. Performance criteria included a

  20. Barriers and attitudes influencing non-engagement in a peer feedback model to inform evidence for GP appraisal

    PubMed Central

    2012-01-01

    Background The UK general practitioner (GP) appraisal system is deemed to be an inadequate source of performance evidence to inform a future medical revalidation process. A long-running voluntary model of external peer review in the west of Scotland provides feedback by trained peers on the standard of GP colleagues' core appraisal activities and may 'add value' in strengthening the robustness of the current system in support of revalidation. A significant minority of GPs has participated in the peer feedback model, but a clear majority has yet to engage with it. We aimed to explore the views of non-participants to identify barriers to engagement and attitudes to external peer review as a means to inform the current appraisal system. Methods We conducted semi-structured interviews with a sample of west of Scotland GPs who had yet to participate in the peer review model. A thematic analysis of the interview transcriptions was conducted using a constant comparative approach. Results 13 GPs were interviewed of whom nine were males. Four core themes were identified in relation to the perceived and experienced 'value' placed on the topics discussed and their relevance to routine clinical practice and professional appraisal: 1. Value of the appraisal improvement activity. 2. Value of external peer review. 3. Value of the external peer review model and host organisation and 4. Attitudes to external peer review. Conclusions GPs in this study questioned the 'value' of participation in the external peer review model and the national appraisal system over the standard of internal feedback received from immediate work colleagues. There was a limited understanding of the concept, context and purpose of external peer review and some distrust of the host educational provider. Future engagement with the model by these GPs is likely to be influenced by policy to improve the standard of appraisal and contractual related activities, rather than a self-directed recognition of learning needs. PMID:22443714