Annual Performance Evaluation Research Articles

Real-time and annual performance evaluation of an ultra-high-temperature concentrating solar collector by developing an MCRT-CFD-ANN coupled model

Performance evaluation of the solar collector is paramount for the design and optimization of the concentrating solar power system. To evaluate the real-time and annual performance of an ultra-high-temperature collector, a comprehensive model combining an optical-thermal model and an artificial neural network was developed. Initially, the optical performance of the collector was derived by an optical model developed by Monte Carlo ray tracing. Subsequently, by integrating the optical model with a computational fluid dynamics model, the optical-thermal performance of the collector was obtained under various operational conditions. Next, a high-precision artificial neural network model was developed using the data obtained from the optical-thermal model, with a predictive accuracy exceeding an R2 value of 0.9999. Finally, the comprehensive model was employed to analyze the real-time and annual collector performance. The results reveal significant fluctuations in the real-time optical-thermal performance throughout the year, while the monthly field efficiency, receiver efficiency, and collector efficiency demonstrate relatively moderate variations throughout the year, remaining within the ranges of 64.3%–74.9%, 76.4%–82.8%, and 52.8%–61.5%, respectively. Furthermore, the annual field efficiency, receiver efficiency, and collector efficiency can reach 69.7%, 81.6%, and 56.8%, respectively. This study offers reliable models and meaningful insights for the performance predictions and improvements of solar collectors.

From mandate to co-create: leading the development of inclusive performance evaluation criteria

PurposeAnnual performance evaluations of faculty are a routine, yet essential, task in higher education. Creating (or revising) performance criteria presents an opportunity for leaders to work with their teams to co-create evaluation metrics that broaden participation and minimise inequity. The purpose of this study was to support organisational leaders in developing equitable performance criteria.Design/methodology/approachWe adopted the “dual-agenda” dialogues training that draws on concepts of collective self-efficacy and intersectionality for department leaders to co-create annual review criteria with their faculty members at one university. We used qualitative and quantitative data to assess the training and conducted an equity audit of the resulting annual review criteria.FindingsSurvey results from faculty members and departmental leaders (n = 166) demonstrated general satisfaction with the process used to create new criteria, perceptions that their criteria were inclusive and optimism about future reviews. Those with greater familiarity with the dialogues process had more positive perceptions of the inclusivity of their department’s criteria and more positive expectations of future reviews. The examination of eight indicators of equity illustrated that the resultant criteria were transparent and holistic.Originality/valueThis study builds on the relatively little research on faculty members’ annual performance evaluations, focussing on inclusive dialogues that centre equity and diversity. Results highlight the value of providing department leaders with evidence-based tools to foster system-level change through equitable evaluation policies. A toolkit is available for adaptation of the “dual-agenda” leadership training to both co-create annual review criteria and improve equity and inclusion.

Annual performance evaluation of a hybrid concentrated solar–micro gas turbine based on off-design simulation

As the adoption of solar hybrid systems continues to rise due to their potential to compensate for the fluctuation of solar irradiation, it becomes imperative to accurately evaluate their performance, considering the variation of off-design conditions. This paper introduces a detailed analysis method for evaluating the annual performance of a solar-MGT system under transient boundary conditions for a whole-year operation range. A hybrid system of a micro gas turbine, recuperator, and solar dish is considered, and an off-design simulation model is developed and verified with available experimental results. Two different configurations for a recuperated cycle are considered, and simulations are conducted for a test case in Pretoria, SA. The results for Jun.21 and Dec.21 as low and high solar energy days are reported with more details to compare the configurations and demonstrate the effect of ambient temperature on the heat loss of the solar receiver and the overall performance of the system. The alternative configuration reduces heat loss with a lower temperature receiver but has higher fuel consumption compared to the conventional configuration. Operating strategies for different hours of operation from 1 h to 24 h per day are simulated for 365 days, based on real meteorological data, and compared with the operating in solar available hours. It is shown that the whole-year simulation of the system considering the variation of boundary conditions can change the estimation of fuel consumption by 25 %.

The Sustainable Development Goals for Education and Research in the Ranking of Green Universities of Mahasarakham University

This research aims to review the educational and research operations of Mahasarakham University and propose development directions for the university to meet the sustainable development criteria for ranking as a green university. This involves gathering data and analyzing the results of operations over the past 3 years, then using this analysis to synthesize the lessons learned and develop guidelines for sustainable development in the coming years. The study utilizes a robust methodology involving policy analysis, strategic planning, performance evaluation, and data integration. The study found that the university’s policies and strategies implemented following the annual performance evaluation criteria align with the green university assessment criteria for education and research. This has resulted in minor improvements in the curriculum for sustainability. However, community service projects for sustainability have increased by 89.10%, while funding for sustainable research and academic publications related to sustainability has decreased. In summary, the projects under the university’s development strategy adequately support and drive suitable development activities. Nevertheless, the university must continuously review its operations to adapt to changing contexts, budget constraints, evolving competition, and long-term development towards the implementation of the sustainable development goals (SDGs) to develop in the future.

ASSESSMENT OF PROFESSIONAL PERFORMANCE AND MOTIVATION OF CIVIL SERVANTS IN UKRAINE: THE EUROPEAN INTEGRATION DIMENSION (BASED ON THE EXPERIENCE OF POLAND)

Despite the significance of scientific developments of researchers who have studied various components of the evaluation of the professional performance of public servants in accordance with the tasks and topics of their own research, the problem of evaluating the professional performance of public servants in the context of modern changes in the legal framework for conducting various evaluation procedures (competitive selection, annual performance evaluation of public servants) and increasing requirements for the professional competence of public servants in the European integration context. The purpose of the study is to substantiate the theoretical provisions of the evaluation of professional performance of public servants with regard to the European integration experience. To achieve mentioned goal, the authors used general scientific and special methods of theoretical and empirical research such as a review of the scientific literature on the topic of the study, terminological and statistical analysis, and the method of comparative analysis and synthesis. The article outlining the importance of studying the issue of assessing the professional performance of public servants in the European integration period for Ukraine. The authors’ analyzes the scientific research on the topic. It is determined that the importance of solving the problem of evaluation is confirmed by the low number of legal acts. The article examines the experience of the Republic of Poland in organizing civil service within the framework of European integration processes. The study found that, in addition to assessing the performance of employees, the state should also guarantee fair and equitable remuneration for professional activities. The most important factor in professional activity is motivation of civil servants, which is a performance-based incentive that engages employees in effective work to achieve the enterprise's goals and their social benefit by meeting the needs, values, and requests of each employee individually. Creating the right incentive environment is typically a strategic task for an organization. It is the motivation of civil servants that forms a stable, holistic system of values and interests. The article identifies a number of factors that impede the European integration of Ukraine's public sector. The results of the study provide recommendations for improving the assessment and motivation of professional activities of Ukrainian public servants.

Examining the Correlation Between Performance Appraisal and Legal Termination in Employment

The main objective of this study is to examine the correlation between annual performance evaluations in private hospitals and legal termination. Specifically, the study investigates whether employees are dismissed due to subpar performance following their assessment by performance appraisal management. This study utilized a quantitative approach to evaluate data from four distinct private hospitals in order to ascertain whether employees are terminated due to subpar performance subsequent to evaluation by a performance assessment management system. 100 surveys were distributed, but only 68 were received. The study's findings indicate a deficient and feeble connection between performance appraisal evaluation and legal termination in private institutions.

The role of business school culture in building the non-PhD faculty's research attitudes and intention toward doctoral education.

Business schools face several challenges to keep business education relevant in a rapidly growing global environment. To overcome these challenges, business schools should hire or develop faculty with exceptional teaching abilities and high-quality research skills. This study examined the impact of business school culture on non-PhD permanent faculty in developing a research attitude that leads them to enroll in a PhD program. Through a self-administered questionnaire, data were collected using the proportionate method of stratified technique and analyzed using structural equation modeling. The findings suggest that business school culture significantly predicts research attitudes. Business schools that nurture a collaborative research culture are more likely to develop non-PhD faculty attitudes toward research. The development of this attitude helps business schools increase enrolment in PhD programs and thereby contribute to producing PhDs with high-quality research skills. The study recommends that business schools should develop a research-oriented culture that motivates non-PhD faculty to participate in research activities. In addition, research contributions should be rewarded and also acknowledged as a part of the faculty's annual performance evaluation process. This study contributes to the existing knowledge surrounding the social cognitive theory within business school culture.

Annual Evaluation of Natural Ventilation Induction in Solar Chimneys under Tropical, Dry, and Temperate Climates of Mexico: A Case Study

This article presents an annual performance evaluation of single- and double-air-channel solar chimneys for natural ventilation induction under weather conditions in Mexico. The global energy balance method modeled both types of solar chimneys in an unsteady state. The case study evaluated five cities in Mexico. Experimental data of a single-air-channel chimney prototype evaluated under controlled conditions were used to validate the GEB numerical solution. Model validation considers climatic parameters to increase the accuracy of ventilation calculations, e.g., solar radiation, ambient temperature, wind speed, relative humidity, and atmospheric pressure. Experimental evaluation was performed considering the warmest and coldest days in each month of 2018. The modeling time to achieve the initial condition independence for each configuration was 72 h of the physical phenomenon. Results show that double-air-channel solar chimney tested configurations induced at least 70% more airflow than single-air-channel solar chimneys. Both solar chimney airflows were higher than the dwelling-unit ventilation for a space of 54 m3, and volumetric flows up to 120 m3h−1 were identified for two studied cities.

A simulation-based evaluation of using PCMs in buildings for energy efficiency under different climate conditions

Today, majority of energy consumed in buildings is used to provide thermal comfort conditions. Reducing heating and cooling loads to provide comfort conditions in buildings is possible by taking the right passive design decisions concerning the variables that affect these loads. The building envelope which seperates indoor environment from the outdoor environment and affects the development of indoor thermal comfort conditions is the most important determining factor for energy loads in buildings. In this study, after applying PCM on the building envelope and inner walls and inner floors annual heating, cooling and total energy consumptions and indoor environment comfort conditions in the zones were evaluated. The study was done for Istanbul representing temperate humid climatic zone and for Diyarbakir representing hot-dry climatic zone in the same degree-day region according to the TS825 standards. The residential building simulated for calculations is a 3 storey building with a rectangle floor plan and flat roof and the dimensions of these buildings are 10 m × 30 m × 9 m. The building comprises 9 zones and the building coverage is 300 m2. In order to reduce the difference in energy consumption and thermal comfort conditions among the zones due to their different locations, PCM was applied on inner walls and inner floors in addition to the building envelope to develop a range of alternatives. Annual energy performance evaluation and calculation of daily operative temperature values for January 21 which represents the heating period and July 21 which represents the cooling period were done by the EnergyPlus simulation tool. According to the calculations, the total energy load of the building in the A4.2 alternative where PCM was applied on the building envelope and on inner walls and inner floors was reduced by 11.96 % and 9.69 % in Istanbul and Diyarbakır respectively. With the alternatives, differences in energy consumption among the zones were reduced but not eliminated. Operative temperature values in the zones changed by 1.04 °C – 3.32 °C in Istanbul and by 0.87 °C – 1.16 °C in Diyarbakır with the PCM application contributing to the improvement of indoor comfort conditions.

Thermo-economic assessment and systematic comparison of combined supercritical CO2 and organic Rankine cycle (SCO2-ORC) systems for solar power tower plants

Solar power towers (SPTs) integrated with thermal energy storage are promising solutions for solar energy utilisation. Supercritical CO2 power cycles are acknowledged as an attractive option for dry-cooling SPT plants. However, abundant low-grade waste heat exists in the SCO2 gas cooler, which is directly dissipated to the ambient. In order to further improve the performance of SCO2-based SPT plants, organic Rankine cycle (ORC) systems can be introduced as a bottoming cycle subsystem. In this paper, an ORC subsystem is added to four different SCO2 cycle layouts, i.e., recuperated (RE), recompression (RC), intercooling (IC), and partial cooling (PC) cycles, to form combined cycle systems for SPT applications. A parametric study reveals that the thermal efficiency of the power block (i.e., the whole power cycle system), and the salt temperature difference across the receiver are the determining factors of the thermo-economic performance of SPT-SCO2-ORC plants. Design optimisation and annual performance evaluations are implemented using actual weather data in Delingha, China. Compared to the SPT plant with a standalone recuperated SCO2 cycle system, the annual electricity generation is increased by 19 % by integrating a bottoming ORC subsystem. The SPT-RC-ORC system produces the maximum electricity generation of 123 GW·h/year, while the SPT-RE-ORC system achieves the lowest levelised cost of electricity (LCOE) of 0.12 $/kW·h and the minimum payback time of 8.8 years. A wide range of solar irradiance conditions is further considered to generalise the performance evaluation of such combined cycle systems, with results showing that with the highest solar irradiance investigated (3700 sunshine hours, 1000 W/m2·h), the LCOE of the SPT-RE-ORC plant can be as low as 0.07 $/kW·h and the payback time is as short as 6 years. This study investigates optimal SCO2-ORC configurations for SPT applications based on annual performance evaluations, and presents preliminary assessments of the thermo-economic potential of ushc SPT-SCO2-ORC plants across a variety of solar resource conditions.

Integrating mentoring with P&T processes: A case study from the School of Public Service at Boise State

ABSTRACTIn 2018, SPS began developing and implementing an integrated approach to mentoring that combined elements of promotion & tenure (P&T) reviews, annual performance evaluations, and workload policies. This approach has led to a high level of success for junior faculty in terms of following a clear trajectory toward tenure. It has also come with numerous transaction costs, such as increased service loads, inconsistencies in mentoring practices, and conflicts in expectations. In this paper, we describe the SPS Mentoring Policy and provide background on its motivations and history. Using our own auto-ethnographical reflections from our administrative roles organizing and coordinating the mentoring process, and data from focus groups of faculty participating in the process, we then examine the trade-offs of this policy in comparison to a more traditional P&T policy, discuss lessons learned over the last five years, and consider future opportunities.

An Exploratory Sequential Mixed Methods Design to Identify Criteria for Continuous Performance Evaluation

An alternative to the ubiquitous annual performance evaluation is continuous performance evaluation that is posed to give more objective, frequent and constructive feedbacks. Despite researchers recommending following a continuous performance evaluation for employees, there are hardly any progress in this regard. One of the hindrances is in identifying the evaluation criteria. Identifying the relevant criteria – both from employers and employee’s perspective – is important for the success of a continuous performance evaluation process. Given its novelty, it calls for an exploration to understand a holistic set of criteria. For this purpose, an exploratory sequential mixed method was adopted in the Information Technology Industry in India. In the first phase, an unstructured interview was conducted among 11 software engineers (employees). Based on the responses, a semi-structured interview was conducted among 52 software engineers. A qualitative content analysis of the interview transcripts resulted in 33 criteria. Criteria that were similar, synonymous and complementary were combined. An acceptable interrater reliability was obtained in the content coding and categorization process (Krippendorff’s α = 0.822). This was followed by a focus group discussion among employers (represented by 15 project managers) and 11 criteria were eliminated and seven were added. In the second phase, the importance of 28 criteria were sought using a questionnaire based survey. A simple random sampling was adopted and 498 responses were received. (Cronbach’s α = 0.786). After elimination for incompleteness and erratic information, responses from 443 participants were considered for quantitative analysis. An exploratory factor analysis was conducted on the responses with 28 criteria subjected to exploratory factor analysis. Two criteria were not included for analysis due to a low mean sampling error value. The 26 most relevant criteria were categorized into six factors based on their factor loading. The main criteria factors were titled: Diagnostic, Dynamic, Proactive, Prompt, Resourceful and Responsible. These factors and the criteria within these factors can be used for continuously evaluating the performance of employees.

The incremental validity of personality over time in predicting job performance, voluntary turnover, and career success in high-stakes contexts- A longitudinal study

Although an impressive amount of research has investigated the relationship between personality and workplace criteria, very few studies have done so (a) in a high-stakes context or (b) over time. Based on a Romanian sample of 1009 (600 males and 409 females) employees applying for a new role as part of an organizational restructure, in this study we investigate the relationship between personality measured in a high-stake context and three important workplace criteria: job performance, voluntary turnover and career progression over a time span of 3–5 years. As part of the selection process, candidates completed the GAMA intelligence test, the NEO PI-R personality questionnaire, and went through a competency-based behavioral interview. Information about job performance was extracted from annual performance evaluations by direct managers. Voluntary turnover was retrieved from organizational records, after one year and after 3–5 years from the selection process. Career advancement was estimated by the number of promotions for each employee after 1, 3–5 years. The findings suggest that conscientiousness is the best predictor across the three criteria, with extraversion and agreeableness emerging as rather weak incremental predictors over general mental ability in some settings.

A Critical Look at Student Evaluations of Teaching

Student evaluations of teaching are used at many schools and colleges of pharmacy as the primary, often exclusive, means of assessing the quality of instruction and instructor performance. As such, they can be pivotal in annual performance evaluations and rank and tenure decisions. However, serious concerns have been raised about these ubiquitous surveys and how, or even if, they should be used to measure the quality of instruction or the performance of the instructor. This commentary discusses concerns that have been raised about using student evaluations of teaching scores to assess teaching performance and offers recommendations for how they can be better interpreted and used in schools and colleges of pharmacy.

Annual Performance Evaluation of a Mobile Solar Water Pumping System

Annual Performance Evaluation of a Mobile Solar Water Pumping System

Principal Professionalism in Improving the Quality of Education in Senior High School

This research aims to analyze and describe the professionalism of school principals in improving the quality of education based on the Regulation of the Minister of Education and Culture of the Republic of Indonesia Number 40 of 2021. The research method is a qualitative case study approach. Data collection techniques with interviews, observation, and documentation. Data processing techniques with reduction, data presentation, and concluding. Data validity technique with source and technique triangulation. Based on the research conducted, the following research results were obtained: aspects of learning development, the principal of Hang Tuah 1 Senior High School Surabaya conducts an annual performance evaluation and competency improvement program for teachers and education staff. In terms of school culture, the principal of Hang Tuah 1 Senior High School Surabaya develops a vision and mission, creates a safe, disciplined school environment, works according to duties, and collaborates. In terms of improving the quality of learning processes and outcomes, the principal of Hang Tuah 1 Senior High School Surabaya conducts coaching, training, supervision, file examination, and evaluation of school programs. In terms of entrepreneurship development, the principal of Hang Tuah 1 Senior High School Surabaya opened a hotel school. In terms of assessing the performance of teachers and education staff, the principal of Hang Tuah 1 Senior High School Surabaya formed a performance appraisal team. In the aspect of teacher guidance and coaching, the principal of Hang Tuah 1 Senior High School Surabaya provided mentoring and teacher competency training.

Diagnosis of The Most Important Factors Affecting The Annual Performance Evaluation of The Teaching Cadres Using The Technique of Binary -Response Logistic Regression

The aim of the research is to identify the main factors affecting the evaluation of the annual performance of the teaching staff using the Binary Logistic Regression technique by applying to a random sample of size(217) teaching and teaching staff from four different disciplines (technology, administrative, agricultural, The results of the analysis showed that the completion and publication of scientific research was the most important factor affecting the evaluation of the performance of the teaching staff, followed by the teaching use of modern teaching methods and its incorporation of technology into education.

정부업무평가와 지방공기업평가에 대한 연구

Korea is excessively and extensively evaluated, and the effectiveness of the public sector is lower than that of foreign countries compared to the level of formalization. In addition, as performance evaluation is perceived as a control means, evaluation results are not properly utilized. In particular, local public enterprises should reflect regional characteristics as they perform the function of local decentralization, autonomy and breakwater from changes in government. There is a problem with the evaluation method, which is not only an evaluation for local residents, but also an evaluation by local residents, that is, in terms of regional decentralization, the evaluation method that is becoming a means of achieving the purpose according to the government without evaluation flexibility and autonomy, and without reflecting regional characteristics. In order to solve this problem, local public enterprises need not only management for local residents but also incorporation of methods managed and evaluated by local residents First, public enterprises are not private enterprises, and the 'voluntary clearance of differences' of public enterprises that only consider efficiency like private enterprises is not management innovation for local public enterprises. The management method and performance evaluation of local public enterprises should essentially be changed to a stakeholder model by local residents. Second, in the case of local public enterprises, the process (P·D·S) model, planning, execution, and performance were decided as evaluations of a year, and the public interest index was added according to the policy necessity of the higher authorities, so that the pareto optimum of public interest and profitability suitable for the local or institutional measurement was not achieved. It should be changed to a content evaluation model, so that it can evaluate public interest and become easy to introduce a scientific method that determines effectiveness according to policy compliance. In particular, the proportion of public interest and profitability can be presented and reflected in the evaluation depending on the purpose of the institution's establishment. Third, the lack of meta-evaluation and evaluation of the efficiency and effectiveness of the proper systematic evaluation model after evaluation in the public sector is the result of the horizontal comparative evaluation according to the short-term goal of Korea's annual performance evaluation. The validity of the purpose of the evaluation of local public enterprises, the suitability of the evaluation model, methods or indicators, and the effectiveness of the evaluation needs to be verified.

How do managers evaluate individual contributions to team production? A theory and empirical test

AbstractResearch SummaryOrganizations rely on subjective evaluations to reward employees for team‐based performance. However, it is unclear how supervisors determine individuals' contributions to collective output. We theorize that supervisors rely on the covariance between employees' presence and their teams' productivity. If teams are more productive when an employee is present, the supervisor may infer a greater contribution from the employee. Using data from a manufacturing firm, we find that covariation between an employee's presence and her team's output has a positive effect on her evaluation. This relationship is stronger when supervisors have more opportunities to observe an employee across various teams and when the employee has more authority to direct team production, supporting counterfactual information as an important component of evaluations for individuals engaged in team production.Managerial SummaryIt is notoriously difficult to evaluate the individual performance of employees when the only available metric is team‐based output. We suggest that supervisors help solve this problem by observing how team output correlates with changes in team membership. We construct a measure of the covariance between an employee's presence in a team and the team's productivity, and find a positive relationship between this measure and the employee's annual subjective performance evaluation. Our results indicate that subjective evaluations reflect individual contributions to team production fairly well for employees who (a) have sufficient authority to direct team production and (b) are frequently rotated beyond a single team. We discuss what kinds of organizations might benefit from this measure as an input to their performance evaluation processes.

Evaluation of annual performance for building‐integrated photovoltaics based on 2‐terminal perovskite/silicon tandem cells under realistic conditions

AbstractThe authors optimized the thickness of the layers in the 1.67‐eV‐bandgap‐perovskite sub‐cell of a 2‐terminal perovskite/silicon monolithic tandem solar cell under standard test conditions to get the current matching between the top and the bottom sub‐cells. Based on that optimized structure of the tandem cell, we characterized, calculated, and analyzed the annual output energy and the annual efficiency of the tandem cells on the facades and the rooftop of buildings under realistic conditions composed of module temperature, realistic illumination irradiance, and incident angle directly measured in Gifu, Japan in 2015. Consequently, the obtained annual output energy is 279.52, 238.89, 129.99, and 115.21 kWh/m2 with the corresponding annual efficiency of 22.42%, 19.70%, 10.50%, and 9.19% for the tandem solar cells mounted on the rooftop, the south, east, and west facades of the buildings, respectively. Thus, the rooftop and the south face of the buildings are the preferred directions for the BIPV application to gain higher energy.