Performance evaluation methods and an application in higher education institutions

Today, institutions need employees with high performance in order to survive and be successful in rapidly increasing competitive conditions. Employees are expected to be efficient and productive, in line with the qualifications required by the job. The performance appraisal system is designed and properly implemented by the business. In order to achieve high performance from the employees, it is necessary to ensure the career satisfaction of the employee. Therefore, the performance of employees should be evaluated and used in organizational practices. According to his performance, the satisfaction and motivation of the personnel whose career progresses increase. Performance standards should be clear, measurable, determined realistically and used effectively in the implementation of the performance appraisal process. In addition to the reliability and adequateness of the results obtained from the evaluation system, the use of the results within the criteria of justice and equity is also important. This study was conducted to examine the effect of perception on performance evaluation criteria and general approaches to performance evaluation on career satisfaction. It was applied to 223 administrative and academic personnel working in higher education institution and the effects of their approaches to performance evaluation and their perceptions of performance evaluation criteria on career satisfaction were examined. As a result of the study, it has been determined that the perception of performance evaluation criteria and general approaches to performance evaluation have a positive and significant effect on career satisfaction. When the effect of the task unit (academic or administrative staff) and education status on the perception of career satisfaction was examined, it was determined that there was no significant difference.