Determining and Revising the Most Important Indicators of Performance Appraisal of Employees at Department of Education of Salmas City
Performance appraisal is, by definition, a periodic, formal, and often written assessment of employee performance that is consequently used for different purposes. The main objective of any performance appraisal is to provide the necessary information regarding the staff of an organization and to offer the corresponding reports to the managers so that they can make the necessary and appropriate decisions to improve the quantitative and qualitative capacity of their staff. The present study intends to examine the indicators of performance evaluation among staff and managers at the Salmas Department of Education. The study employs descriptive and surveying methods as the research methodology. The statistical population of this study is 314 managers (all three levels of higher education, middle management and supervision) of the Salmas Education Department. The final sample was 180 people who have been selected by direct sampling. A researcher-made questionnaire was used to collect information. Descriptive statistics were used to describe the data, while inferential statistics (t-test and ANOVA) were used to analyze the data and test the hypotheses of the research. The results showed that performance appraisal indexes of employees and their managers are not efficient. In the following, various indicators in different dimensions were for evaluating the performance of staff and managers were identified, the efficiency of which was evaluated using the t-test. The results indicate that all the extracted indicators are suitable and effective for assessing the performance of the staff and managers. The analysis of variance (ANOVA) was then used to study the effect of demographic variables. Moreover, the status of these variables was also controlled in the research.