Employee Evaluation Policy PDF

Employee Evaluation Policy 1. PURPOSE of the Policy: 1.1 To provide an effective process of evaluating staff performance. 1.2 To ensure adequate knowledge, skill, and readiness of staff to perform their expected responsibilities and duties. 1. DEFINITIONS: 2.1 Performance Appraisal- t...

Employee Evaluation Policy 1. PURPOSE of the Policy: 1.1 To provide an effective process of evaluating staff performance. 1.2 To ensure adequate knowledge, skill, and readiness of staff to perform their expected responsibilities and duties. 1. DEFINITIONS: 2.1 Performance Appraisal- the assessment of an employee’s effectiveness, usually undertaken at regular intervals. 2. Employee Evaluation POLICY: 3.1 The employee file which is present in the department is considered one of the sources of evaluation. 3.2 Evaluating the performance of the employee during the probationary period and at the end of the year and so make sure to exercise the functions assigned by the actual function, so as to determine his fitness for the job and agreed that the specific forms. 3.3 Evaluating job performance of employees on a regular basis by his direct supervisor on annual basis, and this is in the month of 11of each Hijri year. 3.4 The performance evaluation degrees According to the job performance evaluation regulation issued by the Ministry of Human Resources and Social Development: 3.5 The performance evaluation prepared by the head of department or his deputy and approved by healthcare facility director or his assistant. 3.6 Personnel department send a copy of the approved performance evaluation to the heads of departments. 3.7 Head of department send a copy of the approved performance evaluation to the employee. 3.8 A staff member has the right to appeal from his performance evaluation within fifteen days from the date of providing staff with a copy of his performance to the Healthcare facility director or deputy who will refer his complaint to a committee formed of three employees and headed by Director of Personnel in order to forward its recommendations to the Healthcare facility director. 3.9 When the employee direct supervisor Prepare the performance evaluation should refers to the existing employee file in the department and any other sources of help in the accuracy of objective evaluation 3.10 This policy applies to all staff, users, and designated item on the wages of Saudis and others. 3. PROCEDURES: 4.1. The Head of Department inventory for all his employees in the department. 4.2. The Head of the Department prepare a performance evaluation form for each employee per year and in the month of 11of each Hijri year either for the new  employee shall be evaluated twice after six months from the date of employment the second at the end of the year and during the preparation of evaluation the direct supervisor should refer to the existing employee file and any other sources of help in the accuracy and objectivity. 4.3. All evaluations are placed in a confidential envelope and send a letter to the Director of Personnel at the Healthcare facility. 4.4. The Department of Personnel to collect assessments and sorted by functional category. 4.5. All evaluations send to Healthcare facility General Director for approval. 4.6. The evaluation should be kept in the employee file in the personnel department. 4.7. Head of department send a copy of the approved performance evaluation to the employee. 4.8. Grievance procedures are as follows: 4.9. The appeal requests by the employee. 4.10. provides for the Director of Personnel at the Healthcare facility. 4.11. The Director of Personnel to prepare a report on cases of grievance and presented to the committee. 4.12. The Committee shall study the cases of grievance and shall submit its recommendations to the director of the Healthcare facility. 4.13. The Director of Personnel Report on the employee and head of department of the decision.