The Development of Performance Appraisal System of The Office of Disease Prevention and Control 9 Nakhon Ratchasima: A Application of Cascade Evaluation Approaches

Abstract

This research aimed to the development of performance appraisal system of the office of disease
prevention and control 9 Nakhon Ratchasima : An application of cascade evaluation approaches. The research
was research and development method of target population was 160 participants. The developed system
consisted of 4 main categories : 1) to analyze the context and define the concept of performance appraisal
system 2) to develop performance appraisal system 3) To pilot performance appraisal system and 4)
to evaluate effectiveness the performance appraisal system. The research tools include : 1) the group recorded form 2)
questionnaires 3) evaluation form 4) competency form 5) the evaluate efficacy performance appraisal test. The data
were analyzed using descriptive statistics and content analysis. The research findings as follows. 1. The developed system
consisted of 4 main categories: 1) input : appraisal objective, things to be evaluated, appraisal methods and tools, user
involved in the evaluation and time frame to be evaluated. 2) process: plan, do, check and act. 3) output the appraisal
result and the results revealed that users’ satisfaction, 4) feedback : the report of appraisal result and strength, weakness of
the developed system. 2. The effectiveness of the system found that the difference of the appraisal performance between
development performance appraisal system and users’ satisfaction levels ranks at a high to highest level. The feedbacks found
that the assessor and evaluate to be communicate gaps competency and individual development plan. 3. Examine the efficacy
of the developed system on four dimensions : accuracy, feasibility, propriety, and utility that users’ satisfaction levels
was ranked at a high level on four dimensions. The results suggestion should that understand cascade indicators and
goals. Alignment cooperate key performance indicators and personal key performance indicators have to be communicate
compare the agreement of consistency within the organization.