ABSTRACT
Performance evaluations are part of the human resources experience for supervisors in nonprofit, medical, and public organizations. The purpose of the performance evaluation has therefore changed from a pure measurement of output to a mechanism managers and supervisors can use to evaluate their employees’ knowledge, skills, and abilities as they pertain to the positions they hold. There are several benefits and disadvantages to using performance evaluations in public organizations. Evaluators need a valid and informative instrument to record performance evaluations properly. A performance evaluation instrument must include different evaluations for different types of workers. For supervisors in particular, using a 360-degree performance evaluation may be the best solution to getting an accurate assessment of how a supervisor or manager is performing. Human resources departments are essential to the performance evaluation process because they provide policies and procedures that allow organizations to recruit, hire, train, evaluate, discipline, and terminate employees through a variety of mechanisms.
