Performance Appraisal
Performance Agreement (PA) is a tool used for evaluating the performance of personnel, serving as an agreement between supervisors and subordinates. Mahidol University has established regulations regarding criteria and methods for assessing the performance of university staff, as stated in the Mahidol University Regulations on Performance Appraisal for University Personnel, B.E. 2565, which provides guidelines for conducting performance evaluations. For further information, please visit: https://op.mahidol.ac.th/hr/performance-appraisal/ (In Thai).
The evaluation period spans from July 1st to June 30th of the following year, with the frequency of evaluations varying by staff categories.
- University staff, MUKA staff, and wage employee are evaluated once per evaluation period (July 1st to June 30th of the following year).
- Government officials are evaluated twice. First evaluation is proceeded within the period of July 1st to December 31st of the current year. Second evaluation is proceeded within the period of January 1st to June 30th of the current year.
Evaluation components include two parts; comprising performance (80%) and core competencies (20%). These components are fundamental for considering personnel-related matters such as salary increments, position applications, contract type changes, etc.
Performance is a commitment that you propose to do within the evaluation period and your supervisor accept this commitment. Performance could usually be separated into three parts. The first part relates to your job position. You can check each job roles and responsibility at the university website. The second part relates to the MUKA policies and directions which are usually cascaded from the university. The performance indicators (PIs) of the second part for individual person are aligned from the main PIs of the MUKA directions. The third part involves special works being assigned from your supervisors.
Whereas core competencies are classified into 7 aspects following the Mahidol University regulation. Competency-based assessment is rated into 10 scales (0-10) depending on how frequency you express your behaviors or attitudes following definitions of core competencies as given below.
| Core Competency | Expected Behaviors |
| Mastery | Having mindfulness, control over one’s mind and thoughts, and a strong passion for continuous learning and self-development, in order to gain deep, real, and profound knowledge in one’s field of work. |
| Altruism | Helping others without being asked, and being willing to sacrifice one’s time for the benefit of all, in order for a job to be successful |
| Harmony | Being a good listener, respectful, perceiving others’ values, working well with colleagues regardless of differences, participating in discussions, planning together to achieve success in shared goal |
| Integrity | Being trustworthy and truthful; carrying out tasks with righteousness, fairness, and professional ethics in mind |
| Determination | Expressing one’s opinions, taking initiatives, improving, and developing work methods or processes in order to exceed standards, resulting in new inventions or innovations. |
| Originality | Expressing one’s opinions, taking initiatives, improving, and developing work methods or processes in order to exceed standards, resulting in new inventions or innovations |
| Leadership | Bringing about a great change; being able to communicate, influence, and persuade others in order to win their trust and support to realize a change |
For management positions, the assessment of managerial competency is also conducted to evaluate their management abilities. Additionally, there’s a competency assessment based on the professional field (Functional Competency). It should be noted that the assessment of managerial and functional competencies is not used for considering personnel-related matters as mentioned previously. However, the gaps of individual assessment are analyzed and used for individual development plan.