Document Type : Original Article
Ph.D. in Nursing, Maternal and Child Care Research Center, Hamadan University of Medical Sciences, Hamadan, Iran
Ph.D. in Management Education, Associate Professor, Department of Educational Management, Shahid Beheshti University of Medical Sciences, Tehran, Iran
Ph.D. in Nursing, Associate Professor, Department of Nursing, Shahid Beheshti University of Medical Sciences, Tehran, Iran
Background & Objective: Reviewing the kinds of performance evaluation systems for academic members applying by different universities is one of the most important approaches to develop one Therefore as part of a broader research aimed to provide a performance evaluation model we attempted to compare the performance evaluation systems of some universities around the world Methods: This study was performed through a qualitative content analysis method with the theoretical approach based on the Performance Appraisal Diagnostic Model (Wolf 2003) The study population included all universities of the five continents The universities that had their performance evaluation systems in English in their websites were chosen as sample group A search was also conducted with the determined keywords through the search engines The faculty performance evaluation systems of 19 universities were chosen from the continents: America (10) Europe (3) Oceania (2) Africa (3) and Asia (one in Turkey ) Results: The philosophies of all the reviewed performance evaluation systems were performance recognition continuous development identifying performance barriers and individual development needs These systems were related to the systems of payment compensation recruiting and performance development The effectiveness of a faculty member was characterized by his/her performance indicators in line with the mission of organization in education scholarship and clerical area There was a combination of the trait behavior and resultbased systems with different weights according to organizational and professional positions The quantitative and qualitative data were gathered by different measures from multiple sources Conclusion: Considering the findings the reviewed performance evaluation systems for academic members have important issues according to the Wolfs diagnostic model
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