Employee’s need satisfaction requires benefits or environmental conditions that their expectances and fulfill their needs. Evaluation system means that a personnel system which evaluates civil servants include a merit-based performance evaluation system that rewards good employees and punishes poor ones, open and fair competition in recruitment and promotion to assure the quality of government officials, and a system based on law that provides continuity and consistency for government policies. Motivational concept is a concept of work motivation incorporating theories of motivation-concept that have been proposed in the sociological and psychological literatures. Traditional theories of work motivation are reviewed and presented. How the motivational-concept influences behavior in organizations is explained and used to develop a theory of motivational sources. The purpose of this study is to measure satisfaction with evaluation system in the Taipei, Hong Kong and Shanghai City Police Department as a motivational concept. A 39-item survey questionnaire was developed to conduct a survey on satisfaction with evaluation systems in order to measure what kinds of motivation were more effective for police personnel management in the Taipei, Hong Kong and Shanghai City Police Department, and to get a comprehensive understanding of the motivational concept in the above mention Department. The conclusions of this study are presented as follows: 1. The Taipei City Police Department Side: （1）. For an “A” assessment the evaluation system should not restrict the proportion of employees to be assessed on this level to 75%. （2）. The current evaluation system should be in accordance with a fair reward-punishment system. （3）.The current reward-punishment imbalance is due to different positions and functions, there should be a limitation of reward as well as overtime pay. 2. The Hong Kong City Police Department Side: （1）. The majority of respondents think that the current evaluation system is fair, so the whole evaluation process satisfies them, and the current system of rewards and punishments is just and fair. （2）. Some issues, in evaluation system, are too abstract to be useful for and the opinions of evaluation should be assessed according to or refer to some incident and should not be based on the evaluator’s personal and subjective impressions. （3）. Except for rewards given to the first line of staffs (directly with people), proper awards also should be given to support and logistic employees. 3. The Shanghai City Police Department Side: （1）. Although the reward-punishment evaluation system exists in this evaluation system, it can’t be used for the function of removing a staff member who performs very badly. The main reason is that in China personal relationships in traditional society are beyond any similar system, which evaluated based on managerial power. （2）.The proportion of “excellent” grades where employee are to be assessed limited on this level 10%, and can not exceed at most 15 %. No matter if employees work performance is good or bad, they are forced to accept this quota; and actually have hurt those who work with enthusiasm. （3）. Formulate and perfect an incentive mechanism for the evaluation system, and research corresponding coordinative systems to offer systematic support for the reward-punishment system.

Time-shared, virtual memory systems are very complex and changes in their performance may be caused by many factors - by variations in the workload as well as changes in system configuration. The evaluation of these systems can thus best be carried out by linking results obtained from a planned programme of measurements, taken on the system, to some model of it. Such a programme of measurements is best carried out under conditions in which all the parameters likely to affect the system's performance are reproducible, and under the control of the experimenter. In order that this be possible the workload used must be simulated and presented to the target system through some form of automatic workload driver. A case study of such a methodology is presented in which the system (in this case the Edinburgh Multi-Access System) is monitored during a controlled experiment (designed and analysed using standard techniques in common use in many other branches of experimental science) and the results so obtained used to calibrate and validate a simple simulation model of the system. This model is then used in further investigation of the effect of certain system parameters upon the system performance. The factors covered by this exercise include the effect of varying: main memory size, process loading algorithm and secondary memory characteristics.

A Monitoring and Evaluation (M&E) system is important in a country or public sector organisation as it can assist in the understanding of a country or organisation’s M&E efforts. Information acquired from using the M&E system will then lead to a clearer understanding of the current M&E initiatives, the overall environment where the system is used and some of the institutional arrangements involved. Using the system can also be looked at from a viewpoint of improving the current M&E initiatives and using M&E information obtained from using the system to assist and benefit the intended stakeholders. Based on the above remarks around M&E systems, this study explored the challenges faced by the Gauteng Department of Local Government and Traditional Affairs (DLGTA), in implementing a municipal M&E system. In a probe of the challenges related to the implementation of this system, the study found that department’s lack to properly capacitate the municipal service delivery M&E unit with the required and skilled personnel mostly impacted the department’s efforts to implement a municipal M&E system. The study also found that the challenges of not implementing a municipal M&E system was as a result of the DLGTA as an organisation not properly viewing itself as the coordinating body of municipal M&E in the Gauteng province. By not recognising itself as the coordinating body of M&E in the province, the DLGTA’s efforts were minimal in terms of capacitating its service delivery M&E unit with the right number of personnel, but also highly skilled personnel who have a solid M&E background, training and who could ensure the implementation of a municipal M&E system. A major consequence of the above departmental shortcomings is that they lead to the human capacity challenges of the service delivery M&E unit of the DLGTA that contributed to the non-implementation of a municipal M&E system. This is the system that should be used to conduct municipal M&E and also assist Gauteng municipalities with their M&E functions as mandated by legislation.

The purpose of the thesis is the analysis of the performance management system in the company Grafton Recruitment, which is based on the theoretical knowledge. In case of deviations from the desired condition it is required to propose changes. The basis for the practical part of the thesis was internal documents, interviews with managers and staff survey, which took place at the end of the year 2012. The concept of the performance management system meets the general requirements, but generally there are some deficiencies, such as mistakes in the provision of feedback and communication in general, irrelevance or duplication of evaluated criteria and development of staff is not based on the result of evaluation.

京都大学 / 0048 / 新制・論文博士 / 博士(農学) / 乙第13073号 / 論農博第2843号 / 新制||農||1046(附属図書館) / 学位論文||H29||N5029(農学部図書室) / 33224 / 京都大学大学院農学研究科農学専攻 / (主査)教授 北島 宣, 教授 土井 元章, 教授 田尾 龍太郎 / 学位規則第4条第2項該当 / Doctor of Agricultural Science / Kyoto University / DFAM

This dissertation examines whether the magnitude of the outcome effect is impacted by the type of performance evaluation system (subjective versus formula-based). The outcome effect is a phenomenon that occurs when an evaluator overemphasizes the outcome of a decision and ignores essential information that is available to the evaluator (e.g., market information, information about the decision-making process). This outcome focus leads to a more positive (negative) performance evaluation when the outcome exceeds (fails to meet) expectations. Prior studies have not examined whether the type of evaluation system (formula-based versus subjective) has an impact on the magnitude of the outcome effect. In a formula-based evaluation system, outcome measures are pre-weighted and an overall variance measure is easily calculated. Conversely, there are no predefined weights or overall variance measures in a subjective system. Instead, evaluators weight the importance of outcome information themselves. For this dissertation, I conducted an experiment in which 99 business professionals enrolled in a MBA program evaluated the performance of a retail store manager. Their evaluation was based on information that they received about the manager's decision, along with situational factors that may have impacted the decision outcome. The results demonstrate that although the magnitude of the outcome effect was larger when a formula-based system was employed relative to a subjective system, this difference was not statistically significant. Nonetheless, this study provides initial evidence that managers using formula-based evaluation systems should be particularly aware of the outcome effect when conducting performance appraisals. In addition, this study documents the perceived controllability of four financial and four non-financial measures that are commonly employed to evaluate performance in the retail industry. As hypothesized, the non-financial measures were perceived to be more controllable than the financial measures. This suggests that non-financial measures should be included in the mix of performance measures used in a performance appraisal system. / Ph. D.

FundaÃÃo Cearense de Apoio ao Desenvolvimento Cientifico e TecnolÃgico / TrÃmites legais como a nova Lei de Diretrizes e Bases da EducaÃÃo Nacional (Lei 9.394/96) e o Plano Nacional de EducaÃÃo estimulam a criaÃÃo de sistema de monitoramento da educaÃÃo em estados e municÃpios. Quais seriam entÃo os efeitos da adoÃÃo dessas sistemÃticas por parte dos municÃpios? Tais monitoramentos contribuem para a aprendizagem de alunos em anos iniciais do Ensino Fundamental? Esta pesquisa buscou responder a questÃes como essas. Para tanto, focou vivÃncias de sistemas de avaliaÃÃo externa, mais especificamente aquelas pertinentes ao Sistema de AvaliaÃÃo do Ensino Municipal em Jijoca de Jericoacoara, no CearÃ. Os objetivos deste trabalho consistiram em avaliar o papel desempenhado pelo referido Sistema de AvaliaÃÃo do Ensino Municipal em face do processo de ensino-aprendizagem em LÃngua Portuguesa e em MatemÃtica dos alunos do 2Â ano dos anos iniciais nas escolas do municÃpio de Jijoca de Jericoacoara. Como suporte teÃrico, embasou-se na perspectiva de uma avaliaÃÃo formativa, de Scriven (1981), e em autores como Luckesi (2011), PavÃo (1998), Werle (2010), Vianna (1989, 2000, 2005), dentre outros, que abordam a temÃtica da avaliaÃÃo educacional. A pesquisa foi prioritariamente de natureza qualitativa, utilizando-se de estatÃsticas descritivas, entrevistas, questionÃrios semiestruturados, anÃlise documental e observaÃÃes. A corrente filosÃfica fenomenolÃgica heideggeriana foi utilizada como suporte teÃrico na metodologia durante a anÃlise e discussÃo dos resultados. As informaÃÃes obtidas permitiram concluir que o Sistema de AvaliaÃÃo do Ensino Municipal em Jijoca de Jericoacoara realiza um trabalho de acompanhamento da educaÃÃo, contribuindo positivamente para o enriquecimento do processo de ensino-aprendizagem no municÃpio.

This thesis aims to analyse the system of employee evaluation at a specific company by comparing theoretical knowledge and its practical application and, after evaluating the findings, to propose an optimisation of the current system if necessary. The thesis is divided into two parts - theoretical and practical. The theoretical part uses available literature to define basic concepts in employee performance management and informs about the importance, objectives, prerequisites and criteria for a successful implementation of an employee evaluation system at a company. It also discusses commonly used methods of employee evaluation and the most frequent mistakes encountered in their application. The practical part introduces a specific company and then analyses its current employee evaluation system. This analysis has several parts - the first of them is a situational analysis, determining the current state of employee evaluation at the company, followed by an analysis of the perception of this system by the employees, both managers and executives. The third part evaluates the system's strengths and weaknesses, leading to proposed recommendations that should improve the current state of the employee evaluation system at the company.

<strong>Objective:</strong> This study was designed to inform the development of a web tool to simplify access to and analysis of available evidence for youth tobacco control. This tool will support planning, evaluation and research related to youth tobacco control. Primary objectives were to examine useful functions and characteristics of potential end-users. <br /> <strong>Methods:</strong> A pilot-tested, web-based questionnaire was administered to potential end-users (N=43). A purposeful sample of participants was selected to represent individuals working in youth tobacco control from research, health, and education sectors in Western, Central, and Eastern Regions of Canada. Data were analyzed using frequency calculations and cross-tabulations by sector. Results guided the creation of a prototype. Interviews were conducted with a subset of participants (N=6) to validate the prototype and identify further functions. Data were analyzed using content analysis. <br /> <strong>Results:</strong> Useful functions of the prototype identified varied slightly across sectors. Research participants felt that access to raw data was a useful function. Health sector practitioners were interested in accessing data and creating summary reports of data. Educators were mostly interested in obtaining summary information from data, through reports. Further, health and research participants felt the information resources function was redundant. This research has provided important insights that will guide the development of a functional web tool. <br /> <strong>Implications:</strong> This tool can enable users to identify effective interventions, track the progress of school or health regions relative to benchmarks, and identify high risk schools or communities to target intervention efforts. This tool is an innovative way to maximize the use of available resources to link research, policy, and practice.

Thesis (M.M. (Public Policy))--University of the Witwatersrand, Faculty of Commerce, Law and Management, Graduate School of Public and Development Management, 2013. / The Auditor General identified some gaps in the quality of performance information that was reported by the Gauteng Department of Health and Social Development (GDHSD) to the public. The information was inaccurate and unreliable (Gauteng Department of Health and Social Development, 2009; 2010; 2011). The National Government passed the Policy Framework on Government-Wide Monitoring and Evaluation System in 2007. Some of the objectives of which were to improve the quality of performance information and service delivery in government. This development required government departments to develop and implement strong and effective M&E systems. The GDHSD formally implemented its M&E system in 2007; one of the objectives of which was to generate good quality performance information. The GDHSD’s M&E system has failed to achieve this objective. The study investigated some aspects of the GDHSD’s M&E system with regard to its poor quality performance information. The study found that some of the problems in the GDHSD’s M&E system, which the study highlighted, were the lack of adequate and appropriate capacity and skills for monitoring and evaluation; the absence of proper structures, processes and systems for monitoring and evaluation; the absence of quality assurance mechanisms for performance data; the selective application of data management rules and regulations; and a low morale amongst some staff members of the GDHSD. One of the notable findings was that there is manipulation of some performance information for political reasons. The study made some recommendations on how to strengthen the GDHSD’s M&E system based on the identified gaps. Some recommendations are that the GDHSD needs to capacitate its M&E directorate; develop proper monitoring, evaluation, reporting and data management processes and systems; address the problem of manipulation of performance information for political reasons; and promote a culture of good work ethics within the staff members of the GDHSD. The implementation of these recommendations may assist to strengthen the GDHSD’s M&E system, thus also helping it to improve the quality of its performance information and service delivery.