Pragnaa HR Compliance Services
Pragnaa Shree Venture India Pvt. Ltd
Learning & Teaching Fellow (retired)
Director Of Company
Hr & Pro
+1 Other

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
7th May 2013 From India, Kurnool
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...
7th May 2013 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.
10th May 2013 From India, New Delhi

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File Type: xls Employee Assessment Framework - Final.xls (38.5 KB, 1384 views)
File Type: ppt KRA & KPI - RSOM.ppt (634.0 KB, 750 views)

Once the management is convinced that performance appraisal of teaching & non-teaching staff is a practice which ought to be introduced, it is in their wisdom to issue directives after discussing with the Principal & other senior members of the staff. Your role at present is design a workable performance management system & lay down a process for its implementation. You may like to know that many colleges & universities have implemented 'EmpXtrack' as the platform to launch such strategic initiatives. May be you can visit their web site & take a free trial of the system. Later you can seek their guidance & introduce them to your Chairman.
Resistance in the beginning to a new initiative need not perplex you; things smooth out soon if managed appropriately.
10th May 2013 From India, Delhi
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.
13th May 2013 From India, Surat

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File Type: doc Performance Appraisal Form for Staff.doc (96.5 KB, 1079 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 <link fixed> and digest its content.

Also at Annual Evaluation | Faculty Development | The University of Kansas and New Evaluation Guidebooks (Revised Appendix X)

More at Google
13th May 2013 From United Kingdom
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