Professional Performance Evaluation Research Articles

Research on the Construction of Competency Model for Empowered Reading Service Librarian Oriented to High-Quality Development

ABSTRACT Authorities in China have been actively involved in the high-quality development of libraries, with an emphasis on supporting and extending National Reading. Providing appropriate and successful reading services requires well-prepared reading service librarians, empowered to design and deliver services that make reading enjoyable and accessible for all. Based on competency theory and empowerment theory, this study analyses the competency features of empowered reading service librarians and constructs a competency model based on those features. Through literature analysis and Behavioural Event Interview, a preliminary competency model comprising 16 discriminative competencies and 20 benchmark competencies was constructed, subsequently refined through 4 rounds of expert consultation using the Delphi method and resulting in a model with 11 discriminative competency features and 6 benchmark competency features. A questionnaire survey of reading service librarians and library users was undertaken to extract common factors and develop an iceberg model. The iceberg model comprises 4 dimensions: knowledge, skills, self-concept, and motivation, with 11 discriminative competency traits and 6 benchmark competency traits. The model extends our understanding of the important competencies underpinning the work of reading service librarians and can support developments in their professional education, performance evaluation, recruitment, and selection.

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.

Reflective based learning for nursing ethical competency during clinical practices.

A combination of theoretical and practical approaches is required to learn and acquire ethical competencies in caring. Occasionally, reflection on practical action differs from theoretical learning. In the context of reflective learning, issues such as ethical values can be discussed since they evoke conflict among nursing students. To identify ethical conflicts encountered by nursing students during clinical placements and to determine their cooperation strategies. Qualitative study with a content analysis according to Elo and Kinglas framework. Students enrolled in a nursing program at a Spanish university aged between 22 and 35, mainly women. The study includes 134 ethical reflections from nursing students in the last year of the nursing program, written during their clinical practices in a variety of learning environments. The research team analyzed the reflections using an inductive content analysis method. Ethical permission was obtained by the management center according to Law 3/2028, and all the participants accepted to participate through the informed consent form. Three main categories emerged from the analysis of the ethical reflections: (1) evaluation of professional performance and patient care; (2) the student as the protagonist of the dilemma; (3) student coping. Student dilemmas and concerns are related to ignorance, student-patient communication, mistakes made and self-confidence. Some situations conflict with the autonomy of patients and their rights, and can contribute to stressful situations for patients. Stress factors include hospital routines, which the patient cannot modify, and asymmetric relationships with staff, which encourage passivity. All ethical problems detected by the students begin with the professional-patient relationship, including issues related to bad news, errors or malpractice. Reflection on the ethical values of nursing, both in the classroom and in clinical practices, allows students to develop a greater ethical awareness of care, enhancing their decision-making skills in ethical dilemmas.

Teacher Perceptions on the Evaluation of Professional Performance in Mexico

In Mexico, the need to improve educational quality persists, which includes evaluating teacher effectiveness. However, evaluating professional performance is a complex task. Research on the subject agrees that the application of comprehensive models, based on standards and multiple indicators, is required. This article qualitatively analyzes the perceptions and experiences of a group of elementary school teachers in the public system —from eight States of the Mexican Republic— about the process of professional evaluation they were part of, in the framework of the Educational Reform implemented during the six-year term 2012-2018. The participants indicated that they were in favor of the evaluation, they considered that it serves to know their positive aspects and areas of opportunity, and that they require constant training and updating processes to help them in their work. They also identified difficulties in the implementation of the evaluation process: aspects from other contexts were not adapted to the particularities of Mexico; the evaluation was based on threats, which demotivated teachers; and uncertainty and miscommunication was a big issue.

ОЦІНЮВАННЯ ПРОФЕСІЙНОЇ ДІЯЛЬНОСТІ ВЧИТЕЛІВ: ЗАРУБІЖНИЙ КОНТЕКСТ, УКРАЇНСЬКІ ІНІЦІАТИВИ

Over the past few years, the issue of evaluation the professional performance of secondary school teachers has become quite acute in Ukraine due to the reform of the system of ensuring and monitoring the quality of school education. The expansion of scientific and expert debate will be facilitated by a critical reflection on foreign experience inthe formation and implementation of educational policy, modernization of approaches to professional recognition and development of highly quali-fied teachers. Foremost, this will allow not only to identify innovative practices that can be successfully adapted in the national education system, but also to assess their advantages and disadvantages; to understand what problems have been overcome by countries in their efforts to improve the quality of national systems of teacher and school education; to help avoid mistakes and ensure more effective work of all stakeholders at the national, regional and local levels.The purpose of the article is to identify effective ap-proaches to teachers’ performance evaluation based on the results of a comparative analysis ofthe experience of European countries in regulating and conducting an ex-pertise of teachers’ activities as a mechanism for ensuring the quality of school education. Based on the method of integrated analysis of scientific, educational and meth-odological literature, it was found that evaluation of teachers' professional performance has been studied in many aspects over the past few decades.However, the problem of measuring the quality of teachers' performance in the comparative aspect, and the justificationfor the selection of effective methods of internal and external evaluation remains insufficiently studied in the national scientific and normative discourse. The article presents the results of a comparative ped-agogical analysis of approaches to evaluation the teach-ers’ professional performance. Based on the study of multinational reports of the European Commission and the Organization for Economic Cooperation and Development, the conceptual foundations, organizational and content practices of various types of teacher evaluation in Euro-pean countries and the USA are analysed. The essence, purpose and objectives of the evaluation, as well as the powers of educational authorities at various levels in this process are emphasized. The study of the legislative support at the national level allowed to establish the frequency of application of the evaluation procedure, selection and functions of external and internal evaluation experts. The methods and consequences of teachers’ evaluation at the institutional and personal levels are revealed, taking into account the national characteristics of educational management.

The Alignments between Primary Schools Teachers’ Continuous Professional Development Practices, Performance Evaluation and Career Growths in Oromia Regional State, Ethiopia: Past, Present and Future

The Alignments between Primary Schools Teachers’ Continuous Professional Development Practices, Performance Evaluation and Career Growths in Oromia Regional State, Ethiopia: Past, Present and Future

Research on the Construction of Performance Evaluation System of State-owned Assets Management Hospitals

Management of hospital with state-owned assets lies in the reconstruction of state-owned assets professional operation performance evaluation system. The professional operation of state-owned assets management and operation of hospitals will promote the comprehensive transformation of state-owned assets management function, from the material form of hospital management to the value form of asset control. The management of state-owned hospitals focuses on the real economy and separates the management of state-owned assets from the benefit of state-owned hospitals. Starting from the goal of specialized management of state-owned assets, this paper puts forward the thoughts and principles of selecting performance indicators of specialized management of state-owned assets, and constructs the performance evaluation index system of specialized management of state-owned assets.

The Utility and Development of the Competencies of Professional Psychology Rating Scales (COPPR)

Competency-based professional psychology training is now common practice in many countries. An implication of competency-based training is the need to assess practitioner competence across multiple domains of practice; however, standardized measures of competence are limited. In Australia, currently there is no standardized, quantitative measure of professional competencies at registered psychologist level. The absence of a measure has implications for education, training, practice, and research in professional psychology. To address this gap, this article provides a conceptual overview of the utility and development of the Competencies of Professional Psychology Rating scales (COPPR), including the process of initial pre-test, pilot, and review. This developmental process resulted in the thematic identification of competencies within 11 domains of practice, and the creation of both COPPR-Self report and COPPR-Observer report versions. The pre-test provided content validity for the COPPR, and the initial results of the pilot test suggest strong convergent and divergent validity. The measure differentiated between novice and experienced practitioners, suggesting the scale is appropriate for use across career stages. The COPPR scales address the need for a standardized and quantitative measure across multiple domains of practice at registered psychologist level in Australia. The COPPR scales are intended to have utility across professional psychology student and supervisee performance evaluation, self-reflection for psychologists in practice, educational evaluation at professional psychology level, and various research contexts.

Perceptions of Nurses and Midwives about the Implementation of Credential or Re-credential in Universitas Sumatera Utara Hospital

BACKGROUND: Credentialing is a process of evaluating nurses and midwives to obtain clinical authority carried out by the nursing committee at the hospital. The credential process has prerequisites in the form of documents that must be completed, namely, curriculum vitae, diploma, training certificate, registration certificate, practice permit, and logbook as a sign of the mentoring process from each level of nurses and midwives, who also serves as evidence that the Ongoing Professional Performance Evaluation process has taken place as well as the requirements to apply for a career advancement. Re-credentialing is a re-evaluation process for nursing staff and midwives who already have clinical authority to determine the feasibility of granting clinical authority. AIM: This study aims to determine the perceptions of nurses and midwives about the credentialing process at the Universitas Sumatera Utara Hospital. METHODS: This study used a qualitative descriptive survey method. The number of samples as many as 12 people selected by incidental sampling. Data collection was carried out by conducting in-depth interviews with respondents during July 2021 in the nursing committee room. The research process consists of several stages starting from the stage of data collection, data presentation, and drawing conclusions. RESULTS: The results of the study focused on the perceptions of nurses and midwives at the Universitas Sumatera Utara Hospital which refers to their knowledge and understanding of the credential process at the Universitas Sumatera Utara Hospital. This study found three themes related to the perception of nurses and midwives and midwives in implementing credentials at the Universitas Sumatera Utara Hospital, namely, the difficulty in making daily logbooks, several credential requirements, documents, or credentials that were asked to be collected repeatedly, and difficulties in managing them, processing time, and assessment in credentials. CONCLUSION: The nursing committee is important to create efficient and up-to-date nurses and midwives document storage system, a more practical and capable nurses and midwives logbook creation mechanism, and a more effective and time efficient credentialing process mechanism.

591 Transition to an Advanced Practice Provider led burn service: process and lessons learned

IntroductionBurn is not a required rotation for general surgery residency training. Additionally, mandates on resident work hours have created a deficiency in resident support for many burn programs across the country. Subsequently, the need to transition to an Advanced Practice Provider (APP) service was identified. At our institution, a medium volume (~250 admissions/year) burn center, we created an APP service and evaluated the evolution and lessons learned during the transition.MethodsTimeline of recruitment of APPs was reviewed along with the recruitment process, onboarding process and orientation process. Exit interviews were conducted with all APPs who resigned to delineate strengths and weakness of the APP program. Functionality of the institution’s APP recruiter, manager and Lead Burn APP (LAPP) were reviewed as well.ResultsBetween 2014 and 2021 the daytime burn APP service expanded from two to six APPs and the Night House Officer (NHO) APP service was created and expanded to four APPs. Based on thorough review of the APP program, key changes were made including improvements in team communication, daily nurse-driven rounds, the 90-day focused professional performance evaluation (FPPE), enhanced and structured education, and critical care exposure.The need for a LAPP was identified and designated in 2019. The LAPP is responsible for making an equitable schedule, execution of new APP orientation, organizing the 90 day FPPE and ongoing professional performance evaluation (OPPE), monthly APP peer review and APP meetings, coordinating OR coverage, and functioning as an APP advocate at division leadership. The LAPP enacted changes to the existing hiring/onboarding process as described below.All APPs are now recruited through an APP recruiter who discusses the hospital contract and salary as well as organizes the logistics of the interview, formalizes the offer, and aids with the transition to credentialing. All new APPs are given a hospital onboarding checklist, that includes hospital orientation, APP boot camp, simulation and electronic health record training classes. In addition they are given a clinical orientation checklist, which includes BLS/ABLS/ACLS/ATLS certification, exposure to various phases of patient care, tracking of quantitative patient care metrics, participation in monthly burn APP peer review and burn triage simulation. There are subtle differences with the NHO APP clinical checklist. After 90 days of employment a new employee FPPE is held with the LAPP and burn director. This allows for direction of areas to focus on, comprehensive feedback, and discussion about increasing autonomy.ConclusionsThrough a focused process, APPs can play an integral role in the daily functioning of a burn center. We believe that a similar effective and financially sound model can be created for similar sized units.

579 Outcomes of an Independent Burn Advanced Practice Provider Peer Review Process

IntroductionBurn peer review (PR) is an important process for quality assurance and process improvement. Our division consists of five burn surgeons, seven advanced practice providers (APPs) and four night house officer (NHO) APPs. As the APPs are intimately integrated within the burn service - both on the inpatient (IP) and outpatient (OP) settings, a subsequent need to create an independent peer review process for the APPs was identified. We describe our process and evaluate the results after two years of a monthly APP PR meeting.MethodsAll data is entered into a quality management software. Triggers for APP PR include complex discharge, inappropriate OP referral, delay in treatment, OP treatment greater than three weeks without surgical intervention, pressure wound, patient discharge with greater than 30 morphine equivalent dose (MED) of narcotic, readmission or unexpected admission from OP clinic, substance abuse, and self referral. Cases with individual improvement opportunities result in real time direct feedback from the director, lead APP, and peers. These may be escalated to the provider’s ongoing professional performance evaluation (OPPE) or trigger a focused professional performance evaluation (FPPE). Systemic issues identified are referred for multidisciplinary discussion in our Performance Improvement/Quality Assurance (PI/QA) process. Complicated issues involving multiple disciplines may trigger a root cause analysis. If an individual or system issue is not identified, a group discussion about process improvement and standardization of practice ensues.ResultsFrom initiation of the Burn APP PR process in May of 2019, to September 2021, there were 37 cases reviewed. Twelve were for indicated triggers and 25 for self-referrals. Breakdown of these cases is as follows: outpatient treatment greater than three weeks without surgical intervention (3), readmission or unexpected admission from outpatient clinic (4), delay in treatment impacting clinic course (5). Self referred cases included graft loss (8), cellulitis (3), venous thromboembolic event (2), and wound dressing discussion (2). There were three cases where clinical issues were identified of which one was referred for root cause analysis, and the other two led to real-time education and feedback from the director.ConclusionsPR is important to ensure that high quality patient care standards are met. Autonomous APP practice is important for the function of a team, quality of care delivered, professional satisfaction of the APP, and enables financial optimization for burn centers. Creating an independent burn APP peer review process allows for time-sensitive feedback to patient care related events, improves collaboration and practice standardization, and provides an important educational opportunity for the team.

Characterization of the general class of behavior “professional performance evaluation”

Avaliar desempenho profissional é um processo comportamental que representa, simultaneamente, necessidade e desafio para as organizações. Para conduzir adequadamente uma avaliação é preciso ter clareza sobre as suas características. O objetivo desta pesquisa, organizada em dois estudos, foi caracterizar a classe geral de comportamento “avaliar desempenho profissional” a partir de duas fontes de informação – literatura analítico-comportamental (AC) e profissionais – e compará-las. Para tanto, foi utilizado um procedimento de caracterização de classes de comportamentos, envolvendo identificação e derivação de seus componentes. No Estudo 1, a caracterização foi feita, predominantemente, a partir da literatura AC. Foram identificados 12 eventos antecedentes, 18 classes de ações, 11 eventos consequentes e 12 classes mais gerais de comportamento. No Estudo 2, a caracterização foi baseada na percepção de 22 profissionais. Observou-se baixa clareza de informações sobre avaliar desempenho com os participantes como fontes de informação. Em média, eles indicaram 2,4 eventos antecedentes, 1,6 ações e 3,5 eventos consequentes. A convergência entre os participantes e a literatura foi de baixa a moderada. Os participantes demonstraram maior conhecimento sobre eventos consequentes do que sobre ações e antecedentes do processo de avaliar desempenho. Os resultados indicaram a necessidade de capacitação de trabalhadores para avaliar desempenho profissional com eficácia.

Community Health Worker-Led Community Clinical on the U.S. / Mexico Border: Lessons Learned.

Community-clinical linkages (CCLs) connect public health organizations and health care providers to better support patients. Community health workers (CHWs), representatives from priority populations with special connections to their community, can lead CCLs. Our objective was to learn about how to conduct a CHW-led CCL from the perspectives of those implementing the intervention. We conducted focus groups with CHWs and their supervisors and regularly consulted community partners while coding and analyzing data. We learned that CHWs thrive when supported by peers, supervisors, institutions, and researchers. Supervisors- who are new to the CHW role-should consider seeking training in CHW professional development and performance evaluation. Focus group participants agreed that by balancing the strengths and weaknesses of their organization, CHW-led CCLs benefit patients because the collaboration helps them to better manage their health. Future CHW-led CCL practitioners should consider how to best institutionally support CHWs to maximize benefits for patients.

Research on Accounting Intelligence System Modeling of Financial Performance Evaluation

In the current competitive market environment, both enterprises and academia attach great importance to the research of financial performance evaluation. The quality of financial performance directly affects the sustainable development of enterprises. With the deepening of enterprise management concept, enterprises pay more attention to the use of financial performance evaluation analysis to promote the sound development of the whole enterprise. In order to understand the development status and development trend of enterprises and improve the efficiency of enterprise management, it is of great significance to establish a scientific and professional financial performance evaluation model for the sustainable development of enterprises. In this paper, based on FCM clustering algorithm, a fuzzy decision model is established. Combined with the factors affecting the financial performance of enterprises, the corresponding indicators are selected from the four aspects of profitability, operation ability, debt paying ability, and development ability to construct the financial performance evaluation system, and the comprehensive fuzzy evaluation model is constructed according to the financial evaluation system. This paper selects listed companies as the research object to evaluate and analyze the performance of enterprises. The results show that the overall performance of listed companies is not ideal and solvency, operation ability, and development ability need to be enhanced. Finally, in view of the problems existing in the listed enterprises, this paper puts forward the following countermeasures: implement cost assessment and pay attention to cost analysis to strengthen cost control; strengthen the cooperation between industrial chain enterprises and R&D departments; and pay attention to the use of talents and improve the ability of independent innovation.

Research on Power Enterprise Supplier Management System Based on Supplier Deep Portrait

In current supplier management business status of power enterprises, exists many common pain points, such as weak supplier data management, weak risk management awareness. With the intention of solving these problems, this research proposes a deep portrait system of suppliers of power enterprises by constructing full information database of suppliers, establishing a comprehensive evaluation index system of suppliers, and building a supplier label library. With the application of this system, this paper designs the business mechanism optimization scheme of the whole life cycle auxiliary management, which includes supplier qualification and performance verification, professional performance evaluation, market performance insight and risk control. This system proposed is of great significance to improve the lean level and informatization process of supplier management in power enterprises.

Nurse Perceptions and Satisfaction of Assessments Competencies Process: A Cross Sectional Study

Professional Competency is a topic of great issues in care and practice, particularly health care disciplines such as nursing. Nursing competence is the ability to demonstrate knowledge, skill, professional attitude and ability to take a clinical decision practice. <strong>The purpose of the study</strong> was explored nurse perception of a competencies assessment process. Data were collected using a questionnaire and involved a proportional random sample of 410 nurses practitioner. They were analyzed using descriptive statistical methods: mean, median and standard deviation. <strong>Result:</strong> Many nurses not satisfied taken assessment competencies using examination approach and summative by assessor (mean: 48.07, SD: 4.7, CI: 47.6-48.52) and education background correlated significant with satisfaction, in while BN has lower satisfaction than Diploma (Dip:48.35; BN:47.1; p=0.18) <strong>Conclusion and Implication</strong>: many nurses felt unsatisfied using examination and summative assessment approach and better for management to evaluate of process and improve assessment competency process. Ongoing professional performance evaluation (OPPE) can be developed to improve the competency evaluation

Effects of Professional Skepticism, Organizational-Professional Conflicts and Performance Evaluation Toward Audit Judgment Through Auditor Dysfunctional Behavior

The role of internal auditor is still very much needed in helping to ensure governance in developing countries such as Indonesia. Fraud actions such as corruption, manipulation of financial statements and embezzlement of funds which have occurred in Indonesian government are still alarming, so that internal auditor becomes public spotlight. Weak supervision is suspected to be a major factor in corruption cases. The internal auditor as the Government Internal Supervisory Apparatus (APIP) has a role as supervisor, assistant and protector of management, as well as being an independent advisor to the government which should be able to prevent fraud which could harm the country. This study aimed to empirically prove the correlation of professional skepticism, organizational-professional conflict and performance evaluation toward Audit Judgment with auditor dysfunctional behavior as a moderating variable. This research was conducted on the auditor of the Government's Internal Supervisory Apparatus who worked in the Financial Supervisory Agency and Development Representative of East Java Province and the Inspectorate of East Java Province. Sampling was done by purposive sampling method. Questionnaires which were successfully collected were 81 questionnaires. The results showed that Professional Skepticism, Organizational Professional Conflict and Performance Evaluation had an effect on audit judgment, but auditor dysfunctional behavior could not moderate the influence of professional skepticism, professional organizational conflict and performance evaluation of audit judgment. Keywords: Professional Skepticism, Organizational-Professional Conflict, Performance Evaluation, Audit Judgment, and Auditor Dysfunctional Behavior. DOI : 10.7176/RJFA/10-8-16 Publication date : April 30 th 2019

Developing a Professional Performance Evaluation System for Pre-Service Automobile Repair Vocational High School Teachers in Taiwan

Educational quality is one of the most important factors for having well-trained human resources that support the productivity, competitiveness, and economic growth of a nation. Teachers have always played dominant roles in ensuring education quality. Thus, teacher education is becoming ever more important. However, scholars have long warned about the ineffectiveness of teacher preparation. Indeed, a significant gap still exists between current pre-service teacher education and ideal training. Thus, a new professional performance evaluation system for pre-service teachers will be very helpful in resolving long-term public dissatisfaction with schools. To resolve this problem, developing a performance evaluation system that contains professional standards, performance evaluation criteria, and a precise performance evaluation mechanism is essential to guarantee the highest teacher quality in Taiwan. The authors designed a two-stage research effort for a professional performance evaluation system for Taiwanese pre-service teachers of automobile repair. In the first stage, the Delphi method is introduced to develop pre-service teachers’ professional standards and key evaluation criteria using two iterations of Delphi processes and 14 iterations of focus group meetings based on experts’ opinions. In the second stage, a professional performance evaluation and review mechanism for pre-service teachers is developed using focus group meetings to collect opinions from six vocational education experts. The final performance evaluation system will enhance the quality of pre-service teachers in vocational high schools and serve as a useful model for other countries and economies.

As implicações dos indicadores de desempenho contratualizados na prática clínica da Medicina Geral e Familiar: um modelo profissional em mutação?

Considering the organizational innovations introduced by the reform of the Primary Health Care in Portugal, we intend to analyze the implications of the contractualisation of performance indicators in the clinical work of General Practice and in the foundations of its professional model. Based on a case study developed in two different organizational contexts, it was possible to verify the emergence of some perverse effects of managerialism in the professional world of this medical specialty, such as an increased volume of more bureaucratic workload, a restrictive evaluation of professional performance or the constraints to develop a patient-centered medicine.

Work Director’s Evaluation and Self-Evaluation of Professional Performance of Pediatricians Graduated from Prince of Songkla University

Objectives: To compare the work performance of 2004-2013 Prince of Songkla University (PSU) pediatric residencytraining graduates as evaluated by their workplace directors and the graduates self-evaluation.Material and Method: All 78 pediatric graduates from PSU 2004-2013 were located: 52 (66.7%) were in the publicsector and 26 (33.3%) in the private sector. Ten-item performance evaluation questionnaires were sent to both thegraduates and their workplace directors. A rubric scale was used for rating each item from 1 to 10 (1=very poor, 10=excellent). The workplace director was asked to give an open answer for one “outstanding performance” item of the graduates and suggest one “performance that should be improved” item.Results: Forty-five directors (57.7%) and 63 graduates (80.8%) returned their questionnaires. The workplace directors rated the PSU graduates more favorably than the graduates’ self-evaluations in 8 of the 10 items, but without significant differences. The average overall scores for professional performance by both the directors and the graduates were over 8.00, with the highest ratings in ethics/morals in medical care (directors 9.11±0.88 and graduates 9.01±0.92), and the lowest ratings for “concerns in health economics” (directors 8.37±0.93 and graduates 8.04±0.97).Conclusion: Most of our pediatric graduates have achieved career success as most of them were rated by theirdirectors as showing very good performance in their workplaces. The workplace directors tended to rate the PSUgraduates slightly more favorably than the graduates’ own self-evaluations.