Abstract
The monitoring of performance and positive motivation of employees has great influence on increasing the performance of institutions or workplaces. This applies to private, public and state institutions alike. One such institution is a public university. However, all available and so far developed systems make possible only partial employee evaluations. To our knowledge, no complex and objective individual assessment system is as yet available.
 This was the main reason for which we decided to elaborate a completely new individual assessment system that makes possible the evaluation of employees of a given institution complexly or in selected categories pursuant to selected areas. The basis of the system is an original formula for the total calculation of an individual’s performance.
 The individual’s results in the various areas are related to the average value achieved in the given area in the compared set, multiplied by the respective weighting coefficient of the area.
 The goal of the presented paper is the introduction, development, description and presentation of a new and original system which will allow for the complex assessment of a chosen employee or group, and which has been applied at the Faculty of Mechanical Engineering, Slovak University of Technology in Bratislava in Bratislava, (STU BA).
Highlights
The known available systems of individual performance evaluation of employees make possible only partial employee evaluations, (Heneman, 1972), (Rynes, 2005), (Rafikul, 2006), (Shields, 2015)
The resultant performance of the employee is calculated according to the following relation (1), (Šooš, 2017)
In the individual assessment of the employees of our institution, we selected performance areas such as pedagogy, science and research, publication outcomes and a final evaluation area known as “other activities” which are put into the evaluation by the head of the relevant department or workplace, according to precisely defined activities, Tab. 1
Summary
The known available systems of individual performance evaluation of employees make possible only partial employee evaluations, (Heneman, 1972), (Rynes, 2005), (Rafikul, 2006), (Shields, 2015). In the individual assessment of the employees of our institution, we selected performance areas such as pedagogy, science and research, publication outcomes and a final evaluation area known as “other activities” which are put into the evaluation by the head of the relevant department or workplace, according to precisely defined activities, Tab. 1. These values for the individual areas enter the system completely automatized on the basis of achieved outputs. 30 p / year 20 p / year / per membership 10 p / year / per membership 15 p / year / per activity 10 p / year / a per activity 20 p / per award 10 p / per award 15 p / case 10 p / case 10 b / case 10 p / case 10 p / case
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