Principles of disaster management lesson 11: personnel evaluation.

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  • Author(s): Cuny FC
  • Source:
    Prehospital and disaster medicine [Prehosp Disaster Med] 2001 Jan-Mar; Vol. 16 (1), pp. 62-5; quiz 66.
  • Publication Type:
    Journal Article; Research Support, U.S. Gov't, Non-P.H.S.
  • Language:
    English
  • Additional Information
    • Source:
      Publisher: Cambridge University Press Country of Publication: United States NLM ID: 8918173 Publication Model: Print Cited Medium: Print ISSN: 1049-023X (Print) Linking ISSN: 1049023X NLM ISO Abbreviation: Prehosp Disaster Med
    • Publication Information:
      Publication: 2011- : New York : Cambridge University Press
      Original Publication: [Solana Beach, CA] : Jems Pub. Co., [c1989]-
    • Subject Terms:
      Disaster Planning* ; Health Facility Administrators*; Clinical Competence/*standards ; Employee Performance Appraisal/*organization & administration ; Health Personnel/*education ; Health Personnel/*standards; Bias ; Decision Making, Organizational ; Humans ; Interviews as Topic/methods ; Job Description ; Personnel Staffing and Scheduling/organization & administration ; Self-Assessment ; Surveys and Questionnaires
    • Abstract:
      A disaster manager must be able to evaluate staff members in order to make effective staffing decisions during the transitions between phases of a disaster and to help improve the performance of the operation by determining what aspects of an individual's work needs improvement. Criteria for personnel appraisal and measures of performance, objective or subjective, are essential to conduct a fair and thorough evaluation. Errors introduce bias into the appraisal in the form of a "halo" effect, harsh or lenient ratings, a central tendency error, or recency effect, but recognition of these errors helps reduce their effect. A results-based appraisal program is favored because it focuses on what the worker achieves. Regular appraisal periods are suggested for optimal improvement in performance. Suggestions are given for an effective personnel appraisal, such as focusing on positive work performance, being aware of biases in judging people, and being specific when citing examples of work performance.
    • Publication Date:
      Date Created: 20010523 Date Completed: 20011011 Latest Revision: 20191025
    • Publication Date:
      20221213
    • Accession Number:
      10.1017/s1049023x00025619
    • Accession Number:
      11367945