A kpi based performance assessment system

A kpi based action estimation arranging1.0 INTRODUCTIONJob cognitive operation is usually defined as actions and behaviors that argon under the manoeuvre of the individual that contribute to the goals of the organization 9. Performance measurement-based counsel systems help an organization to line up its chore activities to its strategy, and to supervise mathematical process in the direction of strategic goals over cadence. In other words, performance management is used to keep track of the organizational march on against its strategic plan and particular performance goals. match to Campbell 7, the procedure of assigning a ranking to an individuals job performance is as follows observation, sampling, encoding, storage, retrieval, rating, differential weighting, and composite scoring. meter the performance of a lecturer is very vital because the indication produced is used for major decisions ab tabu their succeeding(a) in academic career. Decisions can be of two types formative that is used as the support to formulate and form the teaching quality, and summative, that is used as the proof for summing up his/her overall performance or impersonate to come to a decision rough annual increment, award, merit pay, promotion, sponsorship and tenure 10. The first one deals with decisions to progress the way of teaching the second on deals with human resources decisions. Summative decisions are ultimate and they are translated by the administrators at different occasion to settle on their prospect. There is an impact of these decisions on the quality of superior career. The different resources of facts for teaching efficiency can be engaged for either of formative and summative decisions or both. To measure the performance, at that place should be some pre-identified and logical criteria that can be used by out the assessment process. These criteria are collectively called key performance indicator (KPI). It helps organizations to attain organizati onal goals by measuring stick and evaluating their achievement. The indicators vary depending on the organization. For a business company the percentage of net profit can be one of its KPI. For an educational institute the percentage of passed disciple can be one of its KPI. To establish a stable performance measurement system, the key performance indicators selection is very important. They must be selected carefully and rationally.a. BACKGROUND AND PROBLEM STATEMENTUUM is a gigantic university with three colleges CAS, COB, COLGIS. UUM shed 25139 students and 1489 administrative staffs, 1216 academic staffs (as of twelfth Aug. 08) and it offers 44 undergraduate programs (as of 2nd May 09), 59 post graduate programs (as of 16th Feb. 09). With the course of meter the number of course and students are increasing. Consequently the number of academic staffs is as wellhead increasing. UUM has currently many machine-driven systems such(prenominal) as Personnel schooling System P ERSIS, seek and Consultation Information System ReCIS, potash alum Academic Information System GAIS, Academic and Student Information System ASIS etc. But there is no such automated system for monitoring and evaluating the performance of the lecturer. Currently the manipulating and measuring the performance is manual the lecturers have to fill up the evaluation form, then print the form and attach the relevant documents and then submit to the evaluation committee. The criteria used for the system is teaching, research, consultation, publication and personality. This evaluation outcome is used for the promotion, scholarship for go on reading, and other consideration in for advance in career. However, this kind of manual evaluating system some time is biased and subject to human errors. Also it is very slow process and takes much valuable time of both the lecturers and the evaluating business office. Because of the absence of any automated system the evaluation process is not accurate and well-accepted. So it has been felt the need of a web based evaluation system that can be merged with existing UUM systems and the data that pull up stakes be used for the criteria can be extracted automatically from the Personnel Information System of UUM (PERSIS) and other related UUM systems. It is therefore necessary to develop a web based system in which the whole process allow for be through with(p) automatically.b. OBJECTIVEThe main objective of this study is to develop a performance evaluation system for the academic staff of UUM. This system will be a web-based and can be integrated with the existing management systems in UUM. Specific objectives areTo touch the user requirements for the system.To design and develop the system.To assess the systemc. RESEARCH QUESTIONWhat are the requirements for the automated performance measuring system for the lecturer?What are the user requirements towards to use this system? d. SCOPE AND LIMITATION It will be developed for UUM academic staff and hereby will follow the policy and strategy that have been set by the UUM authority, so it can not be used by other universities and also not for other category of staff. It will be developed in .NET platform, so it can be used only in windows platform and it will be integrated with existing system. 2.0 LITERATURE canvas 2.1 Performance ModelingEmployee evaluations are used to estimate the performance take aim of an employee. Performance measurement is the regularity by which an organization fixes the parameters within which programs, investments, and acquisitions are reaching the desired results. The type of performance evaluation should be determined based on the responsibility of the employee within a company. Employee performance models used in organizations forthwith can be categorized into four types 1) Top Down, 2) Peer-to-Peer, 3) 360-Degree and 4) Self-Assessment 6.2.1.1 Top DownThe roughly common and most effective approach is top-down empl oyee performance evaluation, because they engage the judgment of an employee by a direct supervisor. Top-down employee performance evaluations are most functional when it is done by the immediate supervisor someone who working with that employee everyday and knows his or her strengths and weaknesses 12. 2.1.2 Peer to peerPeer-to-peer employee performance evaluations require employees at the same level to check over each other. The idea behind peer-to-peer employee performance evaluations is that none knows an employees ability better than his/her colleagues. In this type of evaluation considering the maturity level of the employees involved and the long-term effects that could result from the source of negative assessments getting covert to the team members is important 8.2.1.3 360 degreeIn 360-degree performance reviews, many different types of people are consulted about an employees performance. This includes customers, suppliers, peers and direct reports. In the case of a th eatre director, staffs are often asked to give upward feedback on how well they are being managed. The benefits of many points of view are apparent but there are also some challenges to these types of performance reviews. While 360-degree performance reviews are being performed, a responsible administration manager should organize the procedure so that subordinate reviewers are assured that their performance reviews are kept concealed 11.2.1.4 Self-AssessmentSelf-Assessment performance reviews are successful when it is combined with any of the other three types of performance reviews. With this type of review, employees are asked to rate themselves, often using the same form that a supervisor will use to evaluate them. Self-assessment performance reviews help give the employees an opportunity for them to reflect their opinion on their own performance forward to the formal review 6.2.2 Role of LecturerAccording to Dr. Zabokia 5, the primary role of a lecturer is to work his/her st udents. However, a lecturer can appear in many aspects. Lecturers also play the roles as tutors, teachers, administrators and counselors. The usual tasks of a lecturer areFirst and principal lectureOrganize the teaching resources i.e. lecture slides and handouts raise up the questions for examination papers and conduct the evolutionA lecturer can also provide extra care to their students as their counselor. Some students may be under severe pressure such as family problems, peer pressure, financial problem etc.When a student seems uninterested and his/her presence starts to fall off, its plummy to counsel the student. During a counseling session, a lecturer could also get feedback from the students on the course or subject matter. This may be supportive to the lecturer to progress in his/her teaching style.Documenting the counseling sessions with the students is a good habit.This will facilitate the authority to monitor the im stand upment of the students, and supply advice to their guardian if needed. According the generic wine Role Profile of university lecturer published by University of Cambridge 2 the list of other tasksActive ResearchPublications ResearchAdministrationMentoring post graduate studentsParticipating in conferences or workshopsOther extra curricular activities akin clubs or societies.2.3 Key Performance IndicatorKey Performance Indicator is the subject measurement in order to verify tangible and intangible result of the organizational performance 4. It notices current business performance and also definitely identifies the future directions as accomplishing the future values. As an index reflecting business strategy and performance, KPI is derived through current strategies and goals that companies should accomplish. According to Berk 10 there are some potential sources of evidence of teaching effectiveness (a) student ratings, (b) peer ratings, (c) self-evaluation, (d) alumni ratings, (e) employer ratings, (f) administrator ratings, (g) teaching scholarship, (h) teaching awards, (i) learning outcome measures, and (j) teaching portfolio. So these facts can be used as the KPI for this project. Some more indicators can be added which are not mentioned by Berk 10. Those are number of publications, number of research, and number of projects, year of experience, future planning, undertaken trainings etc.2.4 System Development methodology- PrototypingPrototyping is the process where a system can be developed based on the outputs of the previous stage. This may be done by engaging the iterative analysis, design and implementation of an evolving prototype. Learning occurs through the evolutionary system create process where insight is gained about the problem and the complexity of the system. The evolutionary prototyping development process includes regular well(p)/user evaluation feeding back into the systems development process 3. Prototyping approach addresses the inability of many users to protest their informat ion needs and the difficulty of system analysis to understand the users environment by providing the user with a tentative system for experimental purposes at the earliest possible time 1.3.0 METHODOLOGYThe methodology that will be used in this project is the prototyping approach. That means we will build a working transcript of the proposed system by performing analysis, design and implementation phases concurrently repeatedly until the system is completed. It will be useful to better understand and extract user requirements and also to limit cost by perceptiveness the problem before committing more resources. The prototyping approach is applicable for this project because it can demonstrate technical feasibility and it can also be used to better understand and extract user requirements and also helps to more quickly refine real requirements rather than attempting to understand a system specification on paper.4.0 significanceThe significance of the study finding the indicato rs and developing a web based system that will be used to monitor the performance of UUM lecturer based on Key performance indicators (KPI). It will puzzle a long and uncertain process very easy and quick. This will add a modernistic milestone for the UUM management for their future planning about the lecturer performance evaluation criteria. It will be also very cost effective and it will help to increase the education quality level of UUM.5.0 CONCLUSIONIn the conclusion, we can say that this system will be very useful for the UUM authority to award the right lecturer with the right qualification and hereby maintain the education quality and prove that UUM is the first choice university.Project Schedule (Gantt chart)TASKSWEEK123456789101112PlanningRequirement digestDesign the PrototypeCoding ProcessTest the Prototype and debuggingAnalyze resultsDocumentationREFERENCES1 E. Koskivaara. Design intelligence Approaches to Information Systems Research, in S. Gregor and D. Hart,Inform ation Systems Foundations Building the Theoretical Basis, ANU Canberra, 205-216.2002 2 Generic Role Profile University Lecturer. University of Cambridge. Version 1 December 2005 3 H. Hasan. Information systems development as a research method. Australasian Journal of Information Systems supererogatory Issue 2003/2004 4 H.J. Moon, S.H. Lee, S.J. Yoo, E.J. Yu, C.S. Leem. A KPI based Performance Assessment framework for Korean e-Government. In Second internationalistic Conference on Future Generation Communication and Networking Symposia, 2008 5 http//drzabokia.wordpress.com/2007/08/23/responsibilities-of-a-lecturer/ accessed on 14th July, 2009 6 J. H. McConnell. How to develop prerequisite HR policies and procedures. AMACOM Div American Mgmt Assn, 2004 7 J. P. Campbell. Modeling the performance prediction problem in industrial and organizational psychology. In Handbook of Industrial and Organizational Psychology (pp. 687-732). Palo Alto, CA Consulting Psychologists Press, Inc.,1990 . 8 K. Wolter. Formal Methods and Stochastic Models for Performance Evaluation fourthly European Performance Engineering Workshop, EPEW 2007, Berlin, Germany, September, 2007 9 M. Rotundo P. R. Sackett. The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance A policy-capturing approach. Journal of Applied Psychology, 66-80, 2002 10 R. A. Berk. Survey of 12 Strategies to Measure program line Effectiveness. International Journal of Teaching and Learning in Higher Education , Volume 17, Number 1, 48-62, 2005 11 T. Maylett. 360-Degree Feedback Revisited The Transition From Development to Appraisal. May 27, 2009 12 Woodrow Kroll. veneer Your Final Job Review The Judgment Seat of Christ, Salvation, and Eternal Rewards. Crossway Books, 2008