Evaluation of Performance Management Process of the Disease Prevention and Control Office 10Evaluation of Performance Management Process of the Disease Prevention and Control Office 10

Abstract

This study was aimed at assessing the performance management process the Disease Prevention and Control office, region 10 and recommending for further improvement of the process, including policy recommendation. The study was conducted from October 2008 to September 2009, included total 164 participants of the Disease Prevention and Control office 10. Two type of instruments used were constructed questionnaire on knowledge, attitude and participation in implementing the process and achievement assessment form, including related documents. Descriptive statistical analysis was used in the study. Results were compared with mean score of knowledge, attitude and participation in implementing the performance management process between the superiors and subordinates. The related documents were analyzed to compare with the objectives of the performance management process in each step. Results of study were; 1) Their knowledge on performance management was at moderate level. 2) There was statistically difference between the knowledge of the superiors and the subordinates (P<0.05) 3. There was statistically difference between the superiors and the subordinates in their participation (P<0.05). Main issues for improving were as follow 1) Performance planning step: performance appraisal was not covered total tasks and the distribution of work was unevenly. 2) Coaching and performance informing step was not available for task development. 3)Performance appraisal and discussion step : the superiors had less skills in developing individual indicators with corresponding to task, the superiors had different standard of appraisal and lack of competency assessment tool. Recommendation for practice were as follow: 1)The knowledge and participation about performance management systems between the superiors and the subordinates affected the task development and appraised acceptance. 2)The superiors needed to improve skills in developing individual indicators. 3) There should be a committee at organizational level to screen performance planning and establish standard competency assessment tool.