An Appraisal System for Academic Staffs
CHAPTER ONE
AIM AND OBJECTIVES
The objectives of the appraisal system design are categorized into general and specific objectives.
The general objective
The general objective of the study was to evaluate the performance appraisal system and its effect on employee performance of the Crawford University Service.
Specific objectives
The following are the specific objectives of the study:
- To implement a structure grading system making use of electronic questionnaire.
- To design a password-enabled secure and confidential appraisal system and database.
- To design a system to evaluate the data and analyze the data for decision support.
CHAPTER TWO
LITERATURE REVIEW
INTRODUCTION
This chapter reviews the concept of appraisal, distinguishing the existing methods of appraisals and previous research works in these areas were recommended and analyse.
PERFORMANCE APPRAISAL
Performance appraisal (PA) is a formal system of review and evaluation of individual or team task performance. A critical point in the definition is the word formal, because in actuality, managers should be reviewing an individual’s performance on a continuing basis. PA is especially critical to the success of performance management. Although performance appraisal is but one component of performance management, it is vital, in that it directly reflects the organization’s strategic plan. Although evaluation of team performance is critical when teams exist in an organization, the focus of PA in most firms remains on the individual employee. Regardless of the emphasis, an effective appraisal system evaluates accomplishments and initiates plans for development, goals, and objectives (Brooks, 2005).
Beach (1980) describes PA as the systematic evaluation of the individual with respect to his performance on the job and his potential for development. PAs are a part of career development and consist of regular reviews of employee performance within organizations. How appraisal systems are used and how results are communicated affect morale and organizational climate in significant ways.
French (1998) views it as the formal, systematic assessment of how well employees are performing their jobs in relation to established standards and the communication of that assessment to employees.
Muchinsky, (2002) describes performance appraisal (also referred to as a performance review, performance evaluation, career development discussion, or employee appraisal) as a method by which the job performance of an employee is documented and evaluated.
TYPES OF APPRAISAL SYSTEM
Behavioural checklist: Behavioural checklist has a list of criteria that an employee should workup to be a diligent worker. The behaviours differ according to the type of job been assessed. This method is considered favourable as the evaluation is done on the basis of individual employee performance without comparisons.
360-degree appraisal: 360-degree appraisal involves feedback of the manager, supervisor, team members and any direct reports. In this method of appraisal, employees complete profile has to be collected and assessed. In addition to evaluating the employees work performance and technical skill set, an appraiser collects an in-depth feedback of the employee.
Management by objective: This is an objective type of evaluation which falls under modern approach of performance appraisal. In MBO method of performance appraisal, manager and the employee agree upon specific and obtainable goals with a set deadline. With this method, the appraiser can define success and failure easily.
Psychological appraisals: This appraisal method evaluates the employee’s intellect, emotional stability, analytical skills and other psychological traits. This method makes it easy for the manager in placing the employees in appropriate teams.
CHAPTER THREE
SYSTEM ANALYSIS AND DESIGN
Design methodology involves the specification of procedure for collecting and analysing data necessary to define or solve the problem for which the project is embarked upon. The Scope of the system design covers the employee’s performance evaluation.
ANALYSIS OF THE EXISTING SYSTEM
The existing system is a system that is been carried out in terms of manual appraisal operation, a system in which all the methods of ordering data/information and item is done manually. A critical analysis of this system reveals that it is prone to errors. Careful analysis also shows that because of the complexity of the manual system, information stored is difficult to retrieve. All these year’s appraisal system has been carried out manually.
OBJECTIVE OF THE MANUAL DATA COLLECTION AND STORAGE SYSTEM
The objective of the electronic performance appraisal system are:
- Evaluation of the overall staff’s performance
- Collection of the appraiser data
- Ensure data processing\Ensure adequate information of the staff
PROBLEMS OF THE EXISTING SYSTEM
The manual method of the appraisal system used in Crawford university is faced with number problems that hinders it from achieving its objectives:
- Bringing the copy of the filled form and credentials to the office of the supervisors
- Problems with data processing and record keeping
- The system is prone to errors
- Destruction of files by rodents
- Loss of submitted data sheets
- Untidiness of the office
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS, DESIGN AND IMPLEMENTATION
SYSTEM ANALYSIS
System analysis is the process of planning a new system to either replace or complement an existing system. System Analysis refers to the process of examining a situation with the intent of improving it through better procedures and methods. But before any planning is done the old system must be thoroughly understood and the requirements determined. System Analysis is therefore, the process of gathering and interpreting facts, diagnosing problems and using the information to recommend improvements in the system. In other words, system Analysis means a detailed explanation or description of an existing system. Before computerized a system under consideration, it has to be analysed. We need to study how it functions currently, what are the problems, and what are the requirements that the proposed system should meet.
CHAPTER FIVE
SUMMARY,CONCLUSION AND RECOMMENDATION
SUMMARY
To provide a formal process for all students to assess and evaluate academic staff performance in the context of the stated values and strategic goals of Crawford university and to provide a formal process for supervisors to assess and evaluate staff performance and also to provide the support to staff required to align individual performance with organisational goals.
Furthermore, to provide a formal process that enables Crawford university to align individual performance with divisional and organisational goals.
CONCLUSION
With the introduction of this electronic method of appraisal system for the Crawford university community it promote positive relationship between staff and students of the university and which will help attract and retain employees with electronic system.
This performance appraisal is successful followingthe correct procedures.
- However, the areas of difficulty will be due to the supervision of the data in the database after which the appraisal has been conducted by the students.
- It should be up to the employee to be proactive. Employees should be engaged.
RECOMMENDATION FOR IMPROVEMENT
From the findings and conclusion of this project, the following recommendations are crucial for developing effective performance application systems in private universities in Nigeria. The performance application system should be based in the following important purpose:
They should be the tool used to evaluate employees’ performance and decision support system used for renewing employees’ contract. This will ensure that the right employees are retained for the right job. The system should be able to guide the universities in identifying employees’ training needs, their execution and evaluation on whether they achieve their intended objective.
The system should be used to evaluate the employees which are ready for promotion and other motivational rewards. The system should also be used to evaluate the employees who should be coached and prepare them for deployment, transfers on new assignments.
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