This paper discusses the development of standards of performance appraisal for public administration organizations.
Written in 2002; 1,775 words; 7 sources; MLA; $ 57.95
Paper Summary:
This paper discusses citizen involvement and other contemporary techniques of performance appraisal for public administration programs. The paper states that performance appraisal or performance measurement is a tool to explore the quality of an individual's or department's achievement in relationship to job objectives. The author prefers the performance appraisal system by J. Luthy that emphasizes objective criteria: Core/job-specific attributes, technical knowledge and skills, interpersonal characteristics and skills, job-related objectives and assignments, career management, peer-customer review and employee-to-supervisor feedback.
Table of Contents
Introduction
Performance Appraisal
Contemporary Techniques
From the Paper:
"The ICMA Center for Performance Measurement referenced in the introduction had several ideas about the future of performance appraisal. It has developed pilot programs so that groups with special interests can develop highly detailed and focused comparisons that contribute to the overall database. Three of the major emphases for the future in terms of performance appraisal include (1) on-line data collection and query capability; (2) identification of "best practices" associated with high performance; and, (3) regular collection of outcome information from citizen/customer surveys."
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