Comprehensive Performance Evaluation Process - Research Paper Example

Comprehensive Performance Evaluation Process Introduction The process concerning comprehensive performance evaluation is fundamentally described as the area of measuring, modeling and most vitally assessing the performance of the communication systems. In general, this particular procedure tends to present a complete as well as a balanced view of the entire aspects related to comprehensive performance evaluation (Elsevier, B.V., 2013). The major facets of a comprehensive performance evaluation procedure typically encompass setting effective goals for professional advancement, establishing new application fields wherein the tools associated with performance evaluation would play an imperative role along with discussing the expectations as well as the accomplishments of conducting the process in various areas (Guerra-Lopez, 2012). With this concern, this paper intends to describe a comprehensive performance evaluation process that would result in performance change of the faculty as well as the staff members at a particular educational institution. Discussion Critical Analysis of the Comprehensive Performance Evaluation Process After acquiring a brief idea about the procedure of comprehensive performance evaluation, it can be affirmed that it is the teachers and the students belonging to a particular educational institution who are mainly assessed in a comprehensive evaluation procedure within the background of educational settings. According to Verma (2013), it can be observed in this similar concern that there are certain major factors that underline the effectiveness of certain goal settings such as performance-enhancement objectives especially in the field of education. As noted by Verma (2013), the factors comprise assisting the educational instructors or the teachers in their career planning along with professional advancement, supporting those individuals who are involved in making effective decisions concerning the management of teachers and enhancing the quality of the teachers. Furthermore, Verma (2013) also recognized certain other significant factors that largely emphasize the effectiveness of certain goal settings such as performance-enhancement objectives in educational settings. In this regard, as highlighted by Verma (2013), these factors entail identifying proper programs associated with staff development, validating selection procedures of the teachers, evaluating introduced staff advancement programs and creating along with developing a database particularly for educational institutions. On the other hand, it can be argued that there are certain crucial factors that have been apparently observed, affecting the effectiveness of certain goal settings such as performance-enhancement objectives related to education field by a certain extent. In this regard, Beletskiy (2011) identified these factors to comprise deterring the responsibilities that are ought to be performed by both the students and the educational instructors for the students as well as deficiency in the capability towards supporting a favorable initiative and adoption along with execution of ineffective management related techniques. According to Verma (2013), the above discussed crucial factors might be duly considered as the readiness of the educational institutions for change. Beletskiy (2011) argues in this similar concern that the urgency or the keenness towards making effectual changes throughout the educational institutions is essential for such changes to become much effective (Beletskiy, 2011). Thus, it can be affirmed that the identification of the aforesaid factors would eventually ensure moderate growth or change in the performance-improvement objectives of the educational institutions by a considerable level. Description of a Comprehensive Performance Evaluation Process In order to describe a comprehensive performance evaluation process that would result in performance change of the faculty and staff members at a specific educational institution, it can be affirmed that the process facilitates to protect and enhance instead of lessening the significant assurance of academic freedom. According to the report published by Texas Tech University Health Sciences Center (2012), there are certain significant aspects that need to be focused upon which would eventually result in performance change of the faculty and staff members at a particular educational institution. In this similar concern, the important aspects comprise enabling the educational instructors or the teachers to enhance their respective professional capabilities, delivering effective guidance to the students which would result in developing their individual performance and refocusing upon the professional as well as the academic efforts made by the teachers and the students respectively. In accordance with the report published by Texas Tech University Health Sciences Center (2012), it can be apparently viewed that the success and the acceptance of an effectual comprehensive performance evaluation procedure is largely dependent upon a well-executed and focused institutional commitment which can assist in greater faculty development. It is worth mentioning that in order to determine the practical aspects of the process that would make it more effective with current faculty and staffs, certain vital facets need to be taken into concern. According to Bhattacharyya (2011), these vital facets comprise identifying the key result areas concerning the development of the overall performance of the students as well as the teachers, measuring their developmental performance and finally assessing their performance planning along with objective setting among others. Bhattacharyya (2011) noted that the increasing pace of globalization and the increased level of internationalization have brought numerous changes in the modern landscape of business as well as non-business organizations throughout the globe. As per the observation made by Bhattacharyya (2011), the management of the educational institutions belonging to this present day context demands greater cost optimization and also thorough observation especially regarding the entire performance of their respective operational systems and procedures. In this regard, Bhattacharyya (2011) further stated that one of the practical aspects of the procedure concerning comprehensive performance evaluation that would make it effective with current staff and faculty members can be the adoption along with the execution of standard performance system based models or tools (Texas Tech University Health Sciences Center, 2012). Thus, by taking into concern the aforesaid aspects, it can be affirmed that a comprehensive performance evaluation process incorporating the execution of effective performance system based models and complying with the demand of higher cost optimization would ultimately result in performance change of the faculty along with the staff members at an educational institution. Conclusion From the above analysis, it can be concluded that the design as well as the execution of a comprehensive performance based evaluation procedure can facilitate to deliver active support especially to an educational institution which would enable it to render favorable performance change of its faculty and staff members by a considerable extent. However, the adoption as well as the implementation of standardized performance based tools can be regarded as one of the practical aspects of the aforesaid process that can make it effective with staff and faculty members at large. References Beletskiy, A. (2011). Literature review. Factors Affecting Employees’ Perceptions of the Performance Appraisal Process, pp. 1-47. Bhattacharyya, D. (2011). Performance management systems and strategies. India: Pearson Education India. Elsevier, B. V. (2013). Performance evaluation. Retrieved from http://www.journals.elsevier.com/performance-evaluation/ Guerra-Lopez, I. J. (2012). Performance evaluation: proven approaches for improving program and organizational performance. United States: John Wiley & Sons. Texas Tech University Health Sciences Center. (2012). General considerations. Operating Policy and Procedure, pp. 1-3. Verma, D. (2013). Important objectives of performance appraisal in management of educational institutions. Home. Read More