Hi Mr.Ahmad:

The performance appraisal system cannot be “One size fits for all.”For e.g., The BARS , which is commonly used has ratings and the competencies defined for each rating. The academic and non-academic staffs perform completely different roles and possess myriad competencies. The KPI and the goal objectives vary with respect to the levels.

Have a look a the following: Pulakos, E.D., & O'Leary, R.S. (2011). Why is performance management broken? Industrial and Organizational Psychology: Perspectives on Science and Practice, 4(2), 146-164.

One of the best performance evaluations is 360 degree performance appraisal system. Effective performance appraisal system has clear communicated objective, results, and feedback and based on policies and standards. Performance appraisal system should promote productivity of employee to enhance organizational performance. It should provide bases to re-assess employees’ understanding of their roles and responsibilities, to identify needs for training and development, to determine retention, transfer, promotion, and termination, and salary, incentives and rewards.

Performance management system will have to be developed separately for academic and non academic staff. The evaluation criteria for the two classes is completely different. An academician may be evaluated for his academic work, like the effective delivery of  lectures, fair evaluation of students and research. Whereas a non academician will have a total different criteria.

As expert in Performance Management and specially Key Performance Indicators. i would prefer to have Performance/Competencies Appraisal where 75% based on KPIs and 25% based on Competencies through performance review questions on a scale from 1 to 5 and to be reviewed on quarterly basis to give 3 opportunities for employees to improve and get better performance and results.