Design & defend an optimal performance appraisal system for a position Research Paper

Design & defend an optimal performance appraisal system for a position you aspire to hold (medical supervisor) - Research Paper Example The typical methodology geared to dealing with performance appraisal systems relies on using a generalized approach where one performance appraisal system is used for a number of different hierarchical positions in an organization (Cascio, 2013). However, it would only make sense to design a performance appraisal system that is attuned to the needs of a particular position being appraised. This paper attempts to design an optimal performance appraisal system for the position of a medical supervisor based on current research findings. Description of Position The performance appraisal system under design is for the position of a medical supervisor. Essentially the position requires a large amount of daily interaction with patients as well as members of staff and occasionally contact with members of regulatory agencies. Additionally, the medical supervisor represents a senior position at any medical institution and is responsible for overseeing the training and skill development of his subordinates. The medical supervisor needs to keep tabs on the budgeting of resources and scheduling of staff members to ensure uninterrupted medical service to patients. The multifaceted nature of the job of a medical supervisor means that the incumbent medical supervisor needs to be ready on all fronts to deliver in order to be relevant to the organization’s overall objectives. Proposed Optimal Appraisal Performance System The proposed appraisal performance system for the position of a medical supervisor is divided into sections based on the major responsibilities for the position. The responsibilities are segregated through broad overviews since the current paper is not intended to dissect all of the responsibilities in complete detail. The primary responsibility of a medical supervisor is to the patients under treatment. Patients can be seen as the customers for any medical system so delivering to the customers is of the utmost importance. The medical supervisor is suppor ted by his staff at various levels and positions in order to service the patients so dealing with staff is a secondary responsibility to ensure satisfactory service provision at least. Moreover, the medical supervisor is responsible to his immediate superiors and members of regulatory agencies such as the American Medical Association (AMA) who require consistent feedback for continuous performance assessment. Performance Appraisal for Patients The basic contention behind performance appraisals is to provide employees with feedback regarding their performance (Broady-Preston & Steel, 2002). In the case of medical institutions, the customers are patients under treatment. Performance appraisal needs to emanate from patients and their relatives who judge the quality of services being delivered by a medical supervisor. Essentially such a grass roots level performance appraisal system bases itself on the 360 degrees appraisal system proposed by Milliman (1994). The idea behind such an app raisal system is to ensure that all people interacting with an employee especially customers provide their effective feedback in relation to the employee’s attitude and behavior (Cascio, 2013). This provides the medical supervisor with a more goal oriented performance appraisal system that encourages a quantitative method to evaluate job