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“HOW TO WIN PUBLIC CONFIDENCE AS COVERNMENT OFFICIALS"-100 Sheets for Effective&Efficient Public Administration

 事業名 開発途上国等の公務員の人材育成に関するプログラムの開発
 団体名 公務研修協議会 注目度注目度5


Sheet 42

 

PERFORMANCE APPIIAISAL

 

Supervisors must take care of the following points when they evaluate the performance of their staff.

 

1 Realize the Purpose of Performance Appraisal

 

Performance appraisal is an important means of personnel management. It serves a variety of functions. Each performance appraisal may be designed to fill one or more of these functions, while the style of the appraisal itself may be controlled by the function it is to serve. Supervisors must understand the purpose of performance appraisal in the particular organization that they work.

 

(1) Performance Improvement and Staff Development

Performance appraisal provides feedback to employees about the quality of their job performance so that they know in which areas they may improve their work. In addition to this, performance appraisal provides supervisors with an idea of what training is necessary for individual members of staff to develop their abilities. Supervisors must use performance appraisals to improve performance and develop competent staff so that they may successfully pursue the overall organizational goal.

(2) Job Assignment

Supervisors must determine the skills and abilities of employees in their performance appraisal and to make use of this information in job assignment and the placement of personnel. Supervisors are expected to evaluate the present capacity and aptitude of their staff and judge whether or not there is any other duty in the same organization to which they may be more suited.

(3) Pay Increase

The performance appraisal may be used to decide whether or not to give an employee a pay increase. A pay increase is considered a reward for work accomplished and the main factor in evaluating staff is appraising what they have attained. Usually, there is a limit to the number of employees that may receive a pay increase. There needs to be not only an individual rating(of whether an employee's performance is worthy of a pay increase) but also a relative rating(of whether an employee has performed better than others).

(4) Personnel Decisions

Performance appraisal may be used in personnel decisions such as promotion, demotion or dismissal. Promotion depends not just on the performance evaluation of an employee's recent accomplishments, but also on their potential and capacity to perform the duties of the rank or post that they may be promoted to. In the case of demotion or dismissal, there is a possibility that the legitimacy of this may be legally disputed. The evaluator needs to carefully take note of the facts supporting this type of rating.

 

 

 

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集計期間:成果物公開〜現在
更新日: 2022年8月6日

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1.信頼される公務員になるために?効果的・効率的な公務遂行のための100シート?
2.「開発途上国等の公務員の人材育成に関するプログラムの開発」の報告書
3.将来あるべき人事管理を考えるための基礎調査(平成10年)
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