Peer appraisal
| Peer appraisal |
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| See also |
Peer appraisal - way of giving feedback in order to gain information about tasks performed or job done. The crucial feature of peer apprisal is that it's based on peers or colleagues reviews. It refers to coworkers hepling coworkers idea, despite the management helping their charges. The key point is that all appraisal's participants are having equal rank. It is "an effective way of helping people analyse and reflect on their work with those colleagues who can give insights into performane, attitudes and behaviours"(H. Haman and S. Irvine 2001, p.8). The core of peer appraisal, which is peer reviev process was found around 1950's in South Yorkshire, England. It can be hold in different forms, most popular are the oral or written one, can be held olso in on-line version.
Qualities of peer appraissal
The peer review's quality is that is has to be anonymous unless it is open peer review, because then reviewers identity is no longer confidential(I. Hames 2008, p.14).It was proven that providing comments instead just scores and non-anonymous and volountary peer review made the whole feedback more effective. When peer assessment is going to be made the timelines have to be taken into account - peer review must to be planned to "occur before project decision are made"(Committee on the Department of Energy-Office of Science and Technology's Peer Review Program 1997, p.25). Of course implementing process od peer review have to be individually carried out, because in every place it has to be adapted to workers or other individuals, which means that not always it has to be successful. For this kind of appraisal it is importatnt to place it in the blame-free atmosphere because this can lead to creating "environment which is open, honest, safe, suportive and confidential yet rigorous and challenging"(H. Haman and S. Irvine 2001, p.5). This way of appraisal is used not only officially in workplaces, but as well it is implicated in healthcare or education system. The most vital aims of appraisal are:
- motivation by charting the progress
- way to gain iformation what anf how to improve weak points
- way to identify flaws and weaknesses
- way to prevent mistakes to be made before project begin
- building and strengthening relations in team
References
- Blackmore J.A.(2005), A critical evaluation of peer review via teaching observation within higher education
- Committee on the Department of Energy-Office of Science and Technology's Peer Review Program, National Research Council (1997), Peer Review in the Department of Energy-Office of Science and Technology: Interim Report,National Academies Press
- Druskat V.U.(1999),Effects and Timing of Developmental Peer Appraisals in Self-Managing Work Groups, "Journal of Applied Psychology", vol.84
- Gould T. H. P. (2012), Do We Still Need Peer Review?: An Argument for Change,Scarecrow Press, Plymouth
- Haman H. and Irvine S. and Jelley D. (2001), The Peer Appraisal Handbook for General Practitioners, Radcliffe Publishing, Abingdon
- Hames I.(2008), Peer Review and Manuscript Management in Scientific Journals: Guidelines for Good Practice,John Wiley & Sons
- Kastman Breuch L.A.(2012), Virtual Peer Review: Teaching and Learning about Writing in Online Environments, SUNY Press, New York
- McKinstry B.,Peacock H., Shaw J.(2004),GP experiences of partner and external peer appraisal:a qualitative study,"Original Papers"
- Schneier C. E.,Douglas G. S., Richard W. B., Lloyd S. B. (1995), Performance Measurement, Management, and Appraisal Sourcebook, "Human Resource Development"
- Williams S.S.(2018), Impact and Perceptions of Peer Feedback on Writing with an At-risk Student Population, Southern Utah University
Author: Barbara Fidelus
