ABSTRACT
Traditionally, selection and appraisal of young doctors has been subjective and based on impressions gained by senior colleagues. This paper outlines the features of the performance appraisal (PA) system used for junior medical staff in one West Australian teaching hospital and evaluates it against published standards of modern human resource management. It is found that this PA system in common with many such systems used around Australia falls far short of the ideal in terms of its benefits to the doctor being evaluated, the supervisors and the employing hospital. Furthermore, lack of objective assessment against set criteria could lead to difficulties in the hospital defending itself against allegations of discrimination or unfairness. Hospital managers responsible for junior medical staffing should consider as a matter of urgency the adequacy and appropriateness of their PA systems.
