This is one of a series of training and capacity building training we have received at the Federal Ministry of health in Sudan and were used with permission at the National Leaders' Development Program that was developed and delivered by the Arab Certificate Students' Association (ACSA) in collaboration with Ahfad University for Women between 2004-2006

1. Performance Appraisal
Dr Kamal Abdelgadir FRCOG
Director CPD
FMOH

3. Definition
Positive Process to give
feedback on past
performance, chart continuing
progress, identify development
and training needs of the
individual.

4. Why?
-Effective method for evaluation of staff.
-Set out personal and professional service
needs.
-Agree plans to meet needs.
-Review performance.
-Consider personal contribution to quality and
improvement of service.
-Optimize the use of skills and resources in
achieving the delivery of quality care.

5. -To offer an opportunity to discuss and seek
support for participation in activities.
-Identify the need for adequate resources to
enable objectives to be met.
-Help early detection of deficiencies in system
or individual performance.
-Team roles clarification and team building.
-Mutual awareness understanding and building
relationship.
-Resolving confusion and miss-understanding.

6. -Reinforcing Organizational philosophy values,
aims, strategies and priorities
-Delegation and additional responsibilities
-Counseling and feedback

7. Culture
-Promote culture of no blame.
-Objectivity
-Positive contribution
-Accountability
-Social responsibility and whole-person
development
-Corporate responsibility concepts

8. Types
-Formal annual performance appraisal
-Informal one-to-one discussion
-Observation on the job
-Job related tests
-Assignment or task followed by review
-Assessment centers including observed group
exercises
-Survey of opinions of others who have dealing
with the individual

9. -Behavioral assessment
-Graphology (handwriting, analysis)

10. The process
-Prepare: Material, records, achievements, incidents,
reports etc…
-Inform the appraised plenty of notice, time and place
-Venue
-Layout
-Introduction
-Review activities and tasks
-Agree action plan
-Agree necessary support
-Invite comments and questions
-Record and document

11. Discussion Points
Has the past year been good, bad or
satisfactory for you and why?
What do you consider to be your most important
achievements of the past year?
What do you like and dislike about working for
this organization?
What are the most difficult elements of your
job?
What do you consider to be your most important
task next year?

12. What actions could be taken to improve your
performance?
What type of job would you like to be doing in
five years from now?
What sort of training, experience would benefit
you in the next year?

13. -360 degree feedback and appraisal
-More informative
-Realistic assessment Strengthen corporate
responsibility
-Remove Bias