Development Of Non Academic Employee Performance Appraisal Models In The University Head Office Of North Sumatra University
Introduction
Higher education is a crucial component in building quality human resources. In educational institutions such as the University of North Sumatra (USU), the performance appraisal of non-academic employees plays a vital role in ensuring that each staff member contributes optimally. However, the current performance appraisal system still shows various problems, including inaccuracy and lack of transparency. This study aims to analyze and develop more effective performance appraisal models for non-academic employees in the USU administration head office environment.
Problems in the Current Performance Assessment System
The performance appraisal system applied to non-academic civil servants in USU follows the guidelines contained in Government Regulation No. 10 of 1979. This assessment is known as the Performance Appraisal List (DPK) and uses a particular assessment form. However, in practice, this system experiences many deviations, especially in the absence of clear assessment standards. Most assessments are carried out based on empirical observations or following previous assessment trends. This results in the results of an assessment that is inaccurate and does not reflect employee performance well.
Lack of Clear Assessment Standards
The current performance appraisal system lacks clear assessment standards, making it difficult to evaluate employee performance accurately. This is because the assessment criteria are not well-defined, and the assessment process is often subjective. As a result, the performance appraisal system is not effective in identifying areas of improvement and providing constructive feedback to employees.
Inaccurate Assessment Results
The current performance appraisal system also produces inaccurate assessment results. This is because the assessment process is often based on empirical observations or following previous assessment trends. This approach does not take into account the actual performance of employees, leading to inaccurate assessment results.
Subjective Assessment Process
The current performance appraisal system also has a subjective assessment process. This means that the assessment results are often influenced by personal biases and opinions, rather than objective criteria. This approach can lead to unfair treatment of employees and create a negative work environment.
Development of a Better Performance Appraisal Model
To get a more accurate assessment, this research designs a performance appraisal system model that focuses on employee personal characteristics. This model is based on relevant assessment criteria that can reflect the actual performance of employees. The method used is Analytical Hierarchy Process (AHP) which aims to measure the conversion value of each criterion. This process provides a systematic approach in assessing the performance of non-academic employees in USU.
Analytical Hierarchy Process (AHP)
The AHP method is a decision-making tool that helps to evaluate complex problems by breaking them down into smaller, more manageable parts. In this study, the AHP method is used to evaluate the performance of non-academic employees in USU. The AHP method involves the following steps:
- Define the problem: Identify the problem to be solved and the objectives of the study.
- Develop the hierarchy: Develop a hierarchy of criteria and sub-criteria that are relevant to the problem.
- Assign weights: Assign weights to each criterion and sub-criterion based on their relative importance.
- Evaluate alternatives: Evaluate the alternatives based on the weights assigned to each criterion and sub-criterion.
- Calculate the overall score: Calculate the overall score for each alternative based on the weights assigned to each criterion and sub-criterion.
Performance Appraisal Model
The performance appraisal model developed in this study uses the following formula:
\ [ Ps = \ sum_ {i = 1}^{n} a_i k_i ]
Where:
- \ (ps ): performance score
- \ (a_i ): performance value
- \ (k_i ): degrees of criteria
This formula calculates the performance score of each employee based on the performance value and degrees of criteria. The performance value is calculated based on the weights assigned to each criterion and sub-criterion.
Benefits and Implementation of New Models
The development of this assessment model not only aims to increase accuracy in performance evaluation, but also to provide constructive feedback for employees. With a more transparent and data-based system, employees can understand which areas need to be improved and how to improve them.
Increased Accuracy
The new performance appraisal model developed in this study increases accuracy in performance evaluation. This is because the model uses a systematic approach to evaluate employee performance, rather than relying on subjective assessments.
Constructive Feedback
The new performance appraisal model also provides constructive feedback for employees. This is because the model identifies areas of improvement and provides suggestions for improvement.
Increased Employee Motivation
The new performance appraisal model also increases employee motivation. This is because employees know that the assessment carried out is objective and fair, and that they have the opportunity to improve their performance.
Conclusion
Development of the Non-Academic Employee Performance Assessment Model at the University of North Sumatra is an important step in increasing the effectiveness and accuracy of the existing assessment system. By integrating a more systematic and criteria-based approach, institutions will not only get a clearer picture of employee performance, but can also create a more productive and motivating work environment. In the future, it is hoped that this system can be widely adopted by other educational institutions, so that employee performance appraisals become more effective and transparent.
Recommendations
Based on the findings of this study, the following recommendations are made:
- Implement the new performance appraisal model: Implement the new performance appraisal model developed in this study to increase accuracy in performance evaluation and provide constructive feedback for employees.
- Provide training for employees: Provide training for employees on the new performance appraisal model to ensure that they understand how to use the model and how to improve their performance.
- Monitor and evaluate the new model: Monitor and evaluate the new performance appraisal model to ensure that it is effective in increasing accuracy in performance evaluation and providing constructive feedback for employees.
By implementing the new performance appraisal model and providing training for employees, institutions can create a more productive and motivating work environment, and improve the overall performance of employees.
Introduction
The development of non-academic employee performance appraisal models in the University Head Office of North Sumatra University is a crucial step in increasing the effectiveness and accuracy of the existing assessment system. However, there may be some questions and concerns about the new model. This article aims to provide answers to some of the frequently asked questions (FAQs) about the development of the new performance appraisal model.
Q: What is the main purpose of the new performance appraisal model?
A: The main purpose of the new performance appraisal model is to increase accuracy in performance evaluation and provide constructive feedback for employees. The model aims to identify areas of improvement and provide suggestions for improvement, which can help employees to improve their performance and contribute to the overall success of the institution.
Q: How does the new performance appraisal model differ from the existing model?
A: The new performance appraisal model differs from the existing model in several ways. Firstly, the new model uses a systematic approach to evaluate employee performance, rather than relying on subjective assessments. Secondly, the new model provides constructive feedback for employees, which can help them to identify areas of improvement and provide suggestions for improvement. Finally, the new model uses a more transparent and data-based system, which can help to reduce bias and ensure that the assessment results are accurate and fair.
Q: What are the benefits of the new performance appraisal model?
A: The benefits of the new performance appraisal model include:
- Increased accuracy in performance evaluation
- Constructive feedback for employees
- Increased employee motivation
- Improved employee performance
- Reduced bias and unfair treatment of employees
Q: How does the new performance appraisal model work?
A: The new performance appraisal model works by using a systematic approach to evaluate employee performance. The model involves the following steps:
- Define the problem: Identify the problem to be solved and the objectives of the study.
- Develop the hierarchy: Develop a hierarchy of criteria and sub-criteria that are relevant to the problem.
- Assign weights: Assign weights to each criterion and sub-criterion based on their relative importance.
- Evaluate alternatives: Evaluate the alternatives based on the weights assigned to each criterion and sub-criterion.
- Calculate the overall score: Calculate the overall score for each alternative based on the weights assigned to each criterion and sub-criterion.
Q: What are the criteria used in the new performance appraisal model?
A: The criteria used in the new performance appraisal model include:
- Job knowledge and skills
- Communication and interpersonal skills
- Problem-solving and decision-making skills
- Leadership and management skills
- Adaptability and flexibility
- Teamwork and collaboration
- Time management and organization
- Quality of work and attention to detail
Q: How can employees improve their performance using the new performance appraisal model?
A: Employees can improve their performance using the new performance appraisal model by:
- Identifying areas of improvement and providing suggestions for improvement
- Developing a plan to improve their performance
- Seeking feedback and coaching from their supervisor or mentor
- Participating in training and development programs
- Setting goals and objectives for themselves and working towards achieving them
Q: What are the challenges of implementing the new performance appraisal model?
A: The challenges of implementing the new performance appraisal model include:
- Resistance to change from employees and supervisors
- Difficulty in defining and measuring performance criteria
- Limited resources and budget for training and development programs
- Difficulty in ensuring that the model is fair and unbiased
- Difficulty in communicating the benefits of the model to employees and supervisors
Q: How can institutions overcome the challenges of implementing the new performance appraisal model?
A: Institutions can overcome the challenges of implementing the new performance appraisal model by:
- Providing training and support for employees and supervisors
- Communicating the benefits of the model to employees and supervisors
- Ensuring that the model is fair and unbiased
- Providing resources and budget for training and development programs
- Monitoring and evaluating the effectiveness of the model
By understanding the FAQs about the development of non-academic employee performance appraisal models in the University Head Office of North Sumatra University, institutions can better implement the new model and improve the overall performance of employees.