ABSTRACT
Evaluating employee performance in organizations with varying workloads and tasks is challenging. Specifically, it is important to understand how quantitative measurements of employee achievements relate to supervisor expectations, what the main drivers of good performance are, and how to combine these complex and flexible performance evaluation metrics into an accurate portrayal of organizational performance in order to identify shortcomings and improve overall productivity. To facilitate this process, we summarize common organizational performance analyses into four visual exploration task categories. Additionally, we develop MetricsVis, a visual analytics system composed of multiple coordinated views to support the dynamic evaluation and comparison of individual, team, and organizational performance in public safety organizations. MetricsVis provides four primary visual components to expedite performance evaluation: (1) a priority adjustment view to support direct manipulation on evaluation metrics; (2) a reorderable performance matrix to demonstrate the details of individual employees; (3) a group performance view that highlights aggregate performance and individual contributions for each group; and (4) a projection view illustrating employees with similar specialties to facilitate shift assignments and training. We demonstrate the usability of our framework with two case studies from medium-sized law enforcement agencies and highlight its broader applicability to other domains.
Subject(s)
Computer Graphics , Employee Performance Appraisal/classification , Image Processing, Computer-Assisted/methods , Algorithms , Humans , PoliceABSTRACT
Contextual performance is assumed to be related to professionals" quality of working life and health. This research aims to compare the levels of contextual performance at work in different hospital units, and to analyse the relationship between contextual performance and burnout syndrome. A total sample of 222 participants from a tertiary hospital took part in the study. Scores on contextual performance and burnout in five different hospital units were compared. The results showed that contextual performance is closely related with burnout. Also, results showed statistically significant differences in the degree of contextual performance at work by hospital unit. Overall, these results are significant for the development of health management strategies that promote contextual performance at work, thus improving the health and quality of work of health-care professionals
Se considera que el desempeño contextual puede estar relacionado con la calidad de la vida laboral y la salud de los profesionales. Esta investigación tiene como objetivo comparar los niveles de desempeño contextual en el trabajo en diferentes unidades hospitalarias y analizar la relación entre el desempeño contextual y el síndrome de burnout. Un total de 222 participantes de un hospital terciario participaron en el estudio. Se compararon las puntuaciones en el rendimiento contextual y el agotamiento en cinco unidades hospitalarias diferentes. Los resultados mostraron que el rendimiento contextual está estrechamente relacionado con el agotamiento. Además, mostraron diferencias estadísticamente significativas en el grado de desempeño contextual en el trabajo por unidad hospitalaria. En general, estos resultados son significativos para el desarrollo de estrategias de gestión de la salud que promueven el desempeño contextual en el trabajo, mejorando así la salud y la calidad del trabajo de los profesionales de la salud
Subject(s)
Humans , Male , Female , Adult , Health Personnel/psychology , Burnout, Professional/psychology , Employee Performance Appraisal/classification , Nursing Care/classification , Stress, Psychological/psychology , Burnout, Professional/psychologyABSTRACT
Um processo de avaliação de desempenho representa uma ferramenta importante para o desenvolvimento de uma cultura voltada para o alinhamento dos objetivos individuais e das equipes às metas da organização implicando assim no maior envolvimento de todos os níveis, os quais passam a se sentir pessoalmente responsáveis pelo processo. Outra possibilidade é a integração com a política de capacitação, oferecendo oportunidades de desenvolvimento aos profissionais. Justificativa A diretriz é a integração das ações na gestão da saúde, incluindo a gestão de pessoas e focando a avaliação de desempenho;foi proposto um processo de avaliação de desempenho único, pactuado entre a administração direta e uma das organizações sociais de saúde da região. Foi possível inserir outras estratégias de avaliação, tal como avaliação dialogada acerca de potencialidades, habilidades e competências. Projeto Ermelino Matarazzo Território:Supervisão Técnica de Saúde Ermelino Matarazzo Trabalhadores avaliados: 834trabalhadores do SUS Gestores de unidades: 14 Participantes: Supervisão Técnica de Saúde Ermelino Matarazzo, SAS Superintendência de Atenção à Saúde/ OSS -SECONCI e Gerência de Aperfeiçoamento de Carreiras Período: 2013 Objetivo Contribuir para o desenvolvimento das competências dos trabalhadores do SUS,necessárias à excelência da gestão da SMS; estimular a criação de uma cultura quevalorize o feedback; Reforçar o comprometimento do gestor com o desenvolvimento de sua equipe utilizando a ferramenta como instrumental de análise dos processos de trabalho, possibilitar o levantamento das necessidades de PDI* e PDC**. Metodologia utilizar um único formulário para todos os trabalhadores do SUS, propusemos reuniões periódicas e oficinas locais, quando necessário o envolvimentos de outras áreas técnicas para discussões ampliadas das necessidades encontradas.
Subject(s)
Humans , Employee Performance Appraisal/classification , Employee Performance Appraisal/methods , Employee Performance Appraisal/organization & administration , Employee Performance Appraisal/standards , Employee Performance Appraisal , Public Administration/classification , Public Administration/methodsABSTRACT
PURPOSE: The Quality Oncology Practice Initiative (QOPI) became available to all American Society of Clinical Oncology member physicians in 2006 as a voluntary medical oncology practice-based quality measurement and improvement project. QOPI assesses practice performance for a series of evidence- and consensus-based process measures, relying on practices to complete structured chart reviews and submit data via a secure Web-based portal. METHODS: This analysis focused on the 71 practices that participated in both the March and September 2006 data collections (7,624 charts abstracted in March and 10,240 in September). Among 33 measures common to both collections, five measures were closely correlated, and 28 are included in the final analysis. Composite scores were created for six different domains of care. Statistical significance was tested on both absolute changes and relative changes (relative failure reduction) of quality measures from baseline to follow-up and between the lower quartile and all other quartiles. RESULTS: Practice performance on individual measures varied between 18.8% and 98.6%. Mean overall performance as measured by a composite score increased from 78.7% in March to 82.3% in September (P < .05). Improvement was most marked among practices originally performing in the bottom quartile. Using a composite score, the absolute and relative performance for the bottom quartile improved by 27% and 35%, respectively, statistically superior to that of all others. CONCLUSION: Practices that participated in QOPI demonstrated improved performance in self-reported process measures, with the greatest improvement demonstrated in initially low-performing practices.
Subject(s)
Medical Oncology/organization & administration , Practice Patterns, Physicians'/organization & administration , Quality of Health Care/organization & administration , Employee Performance Appraisal/classification , Evidence-Based Medicine , Medical Oncology/standards , Population Surveillance , Practice Patterns, Physicians'/standards , Practice Patterns, Physicians'/statistics & numerical data , Program Development , Program Evaluation , Quality of Health Care/standards , Retrospective Studies , United StatesABSTRACT
This study explores the little understood process of evaluating the performance of department chairs/division heads in dental schools. Specifically, this research aimed to elucidate the methods, processes, and outcomes related to the job performance of department chairs/division heads. Forty-three deans and 306 chairs completed surveys with both close-ended and open-ended questions. In addition, ten deans and ten chairs were interviewed. Results indicate that 80 to 90 percent of department chairs are formally evaluated, although as many as 50 percent may lack job descriptions. Recommended best practices for performance appraisal--such as having at least yearly appraisals, holding face-to-face meetings, and setting specific, personal performance objectives/benchmarks for chairs--are being used in most schools. Still, there is much room to improve appraisals by incorporating other recommended practices. Overall high levels of satisfaction were reported by both chairs and deans for the process and outcomes of appraisals. Qualitative data showed some convergence of opinions about appraisals with the notable exception of informal feedback. We explore some implications of these results, especially as they relate to improving performance appraisals.
Subject(s)
Employee Performance Appraisal/methods , Faculty, Dental/standards , Benchmarking , Employee Performance Appraisal/classification , Employee Performance Appraisal/standards , Feedback , Humans , Interviews as Topic , Job Description/standards , Personal Satisfaction , Schools, Dental/organization & administrationABSTRACT
BACKGROUND: Providing medical students with community service opportunities during medical school is believed to foster altruism. Little is known whether voluntary community service is associated with students' academic and clinical skill performance. This study examined the relationship between students' volunteer community service hours during medical school and their medical school academic performance, measures of clinical skills, and residency performance. METHOD: Subjects were 2001 and 2002 graduates of the institution. Performance measures were: United States Medical Licensing Examination (USMLE) Step 2 score, grade point average, fourth-year clinical skills examination scores, and two types of residency director assessments. Associations between performance measures and community service hour categories were analyzed using descriptive statistics, chi-square, and t-tests. RESULTS: Students in the highest service group (>/=18.5 hours) had significantly higher grade point averages, USMLE Step 2 scores, and scores on both residency director assessment when compared to students with no community service hours. CONCLUSIONS: Community service involvement in medical school appears associated with medical school academic and residency performances.
Subject(s)
Community Health Services/statistics & numerical data , Employee Performance Appraisal/classification , Schools, Medical , Students, Medical , Female , Humans , Male , South CarolinaABSTRACT
La multiplicidad de funciones de la enfermera de area fuera de su rol especifico condiciona a una deficiente calidad en la atencion. Pese a existir el manual de funcionamiento de los servicios de salud, la enfermera no utiliza como guia para el desempeño de sus funciones. La enfermera dispone mas de lamitad de su tiempo entre otras actividades administrativas financiero contable y farmacia, y un tiempo muy reducido que dispone para actividades netamente de enfermeria. La calidad de atencion de enfermeria en los servicios no es integral por que no hay relacion directa entre el paciente y enfermera ya que solo prioriza algunos programas de participacion masiva...
Subject(s)
Male , Female , Humans , Nurses , Employee Performance Appraisal/classificationABSTRACT
Para avaliar a aptidao física cardiorrespiratória de mulheres que praticam hidroginástica foram estudadas 26 mulheres, sendo 16 alunas de hidroginástica que realizavam duas(n=duas) ou tres(n=2) aulas por semana há, no mínimo, 6 meses, e 10 sedentárias saudáveis(grupo controle). Todas as mulheres foram avaliadas por testes de potência aeróbica, e os resultados nao demonstram diferenças significantes entre o consumo máximo de oxigênio(VO 2max) e o limiar anaeróbico(la) das alunas de hidroginástica em relaçao ao grupo controle, respectivamente, VO 2max(ml/kg/min)34,05+3,27 vs 32,61+4,35 e LA(ml/kg/min)17,78+3,09 VS 16,54+4,53. O gasto energético semanal das aulas de hidroginástica foi determinado de modo indireto pela monitorizaçao dos batimentos cardíacos e foi em média 500,18 kcal, apresentando grande variaçao individual, entre 148 e 383 kcal por semana. Os resultados sugerem que aulas de hidroginástica praticada por mulheres em poucos dias na semana e sem supervisao individualizada nao proporcionam melhora da aptidao física cardiorrespiratória.
