The theory and practice of individual performance evaluation: Example of Hacettepe University Hospitals

This study aims to determine the consistency between similar measurements performed within or beyond the knowledge of staff during performance evaluation in health sector. This study was conducted in a university hospital. The performance forms' being known by the employee and the supervisor is called as "mutual knowledge of results". Firstly, general performance forms were asked to be completed in all employees in the way the results would be known mutually. Among the selected subgroup of employees, the performance forms were asked to be completed again within two months after the completion of the initial forms by the employee's supervisor knowledge. The differences between the mutual knowledge of results and only supervisor's knowledge of results questionnaires were analyzed. Of 3476 had a performance form completed as mutual knowledge of results; 683 (19.6%) had a repeated questionnaire completed as only supervisor's knowledge of results. In the first evaluation, the great majority of the employees had an A score. Changes that may be considered important occurred in some topics (critical approach). While the changes between evaluations were more prominent in some groups (health technician), they are much lesser in other groups (nursing). Conclusion: This study investigated the effect of the health employee's knowing or not knowing the results of performance evaluation on the outcomes of evaluation. It is observed that the evaluations are far from the real situation in some areas (such as critical approach, problem solving) when the performance survey is known and signed by the supervisor and the employee.