I am working as HR & PRO to an B-School, I been asked by chairman to prepare a performance appraisal for all the staff (Teaching and non-teaching)principal of the institution is not happy with this decision and showing no support for the same.
I now need to come up with a format of appraisal considering chairman and principal.
Kindly help me with the format of performance appraisal of B-school
Our institutional structure is of Chairman on top, principal(Academics)followed by H.O.D & professor\'s on the other end their is Admin, accounts and Hr dept

From India, Kurnool

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Suggest you to first drive the Job description and with the management expectations, for all the designations, then you will get ideas to prepare the performance appraisal format whatever you want...
Depends on the line of authorities, you can fix up the review for each designations.
1) with the immediate reporting manager
2) Second Level reporting manager
3) HR & Final review
Hope, you will get some ideas now...

From India, Chennai
We have devised a new performance management framework for our B school for our teaching and non-teaching staff.
We have prepared in the MBO format (utilizing KRA/KPI).
Kindly refer the ppt for more more details and do let me know if you need any more clarifications.

From India, New Delhi

Attached Files (Download Requires Membership)
File Type: xls Employee Assessment Framework - Final.xls (38.5 KB, 1674 views)
File Type: ppt KRA & KPI - RSOM.ppt (634.0 KB, 982 views)

Dev, There are so many parameters which can be consider in Performance Appraisal Process. I have prepared one form and excel format which can needful to you. Find the attachment.
From India, Surat

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File Type: doc Performance Appraisal Form for Staff.doc (96.5 KB, 1167 views)


Other have given you some good general points and examples from different fields. Hence, I will raise a few questions before giving you some links. I was an academic for nearly 20 years teaching Business management to undergraduates and post-graduates. We used to have annual appraisals for development purposes. In other words we had appraisal not for determining pay/promotion.

First of all, your cChairman needs to make clear as to what the objective of the appraisal is. You also need to find out from your Principal why he objects to Apprisals in principle. . My wife, as a maths teacher in a high school, used to have both formative and summative appraisals. The appraisal process if conducted properly is quite time consuming. And if not conducted properly can lead to demotivation rather than improve performance

Please read the material at http://grattan.edu.au <link fixed> and digest its content.

Also at http://www.tncdsb.on.ca/new/resource...0Appraisal.pdf Annual Evaluation | Faculty Development | The University of Kansas and New Evaluation Guidebooks (Revised Appendix X)

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From United Kingdom

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