Question

A performance appraisal is a regular review of an employee's job performance and overall contribution to a company. Also known as an "annual review," "performance review or evaluation," or "employee appraisal," a performance appraisal evaluates an employee's skills, achievements and growth, or lack thereof i) describe how performance is measured in your current job in a physiotherapy unit, and ii) describe efforts taken in your physiotherapy unit to retain the talent, and iii) explain education and training to ensure staff skill and competence.

Answer 1

1) Describe how performance is measured in your current job in a physiotherapy unit?

360-degree feedback is the tool used in my job to measure employee performance. To assess an employee’s score, his peers, subordinates, customers, and manager are asked to provide feedback on specific topics. This feedback often represents an accurate and multi-perspective view of an employee’s performance, skill level and points of improvement.

2) Describe efforts taken in your physiotherapy unit to retain the talent?

1. A positive attitude and energy: brings vitality and vigor to the job that rubs off on those they work with
2. Steadfast courage and confidence: works with a sense of self-assuredness and poise, especially in areas of personal effectiveness
3. Intense discipline: self-propelled and capable of creating their own “rules” and following a logical structure
4. Inspiring initiative: enthusiastic, curious and innovative without requiring a lot of guidance or direction
5. High emotional intelligence: has the ability to adjust behavior and performance based on the situation at hand and other people’s emotions, personalities or working style in order to advance work
6. A strong sense of purpose: understands their role, why they were hired, what needs to be done and the bigger picture or mission their work serves
7. An aura of trust: trustworthy, as proven by consistent effort and delivery, and also trusts others to contribute and get things done

3) Explain education and training to ensure staff skill and competence?

• Ensure that your people demonstrate sufficient expertise.
• Recruit and select new staff more effectively.
• Evaluate performance more effectively.
• Identify skill and competency gaps more efficiently.
• Provide more customized training and professional development.
• Plan sufficiently for succession.
• Make change management processes work more efficiently.

The following three principles are critical when designing a competency framework:

1. Involve the people doing the work – These frameworks should not be developed solely by HR people, who don't always know what each job actually involves. Nor should they be left to managers, who don't always understand exactly what each member of their staff does every day. To understand a role fully, you have to go to the source – the person doing the job – as well as getting a variety of other inputs into what makes someone successful in that job.
2. Communicate – People tend to get nervous about performance issues. Let them know why you're developing the framework, how it will be created, and how you'll use it. The more you communicate in advance, the easier your implementation will be.
3. Use relevant competencies – Ensure that the competencies you include apply to all roles covered by the framework. If you include irrelevant competencies, people will probably have a hard time relating to the framework in general. For example, if you created a framework to cover the whole organization, then financial management would not be included unless every worker had to demonstrate that skill. However, a framework covering management roles would almost certainly involve the financial management competency.

How to provide education and training to ensure staff skill and competence?

i) Supervising and leading teams.

• Provide ongoing direction and support to staff.
• Take initiative to provide direction.
• Communicate direction to staff.
• Monitor performance of staff.
• Motivate staff.
• Develop succession plan.
• Ensure that company standards are met.

ii) Recruiting and staffing.

• Prepare job descriptions and role specifications.
• Participate in selection interviews.
• Identify individuals' training needs.
• Implement disciplinary and grievance procedures.
• Ensure that legal obligations are met.
• Develop staff contracts.
• Develop salary scales and compensation packages.
• Develop personnel management procedures.
• Make sure staff resources meet organizational needs.

iii) Training and development.

• Deliver training to junior staff.
• Deliver training to senior staff.
• Identify training needs.
• Support personal development.
• Develop training materials and methodology.

iv) Managing projects/programs

• Prepare detailed operational plans.
• Manage financial and human resources.
• Monitor overall performance against objectives.
• Write reports, project proposals, and amendments.
• Understand external funding environment.
• Develop project/program strategy.