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Performance appraisal
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Mrs. X is an RN who has been employed in your hospital for ten years. She is a middle aged woman supporting a large family and it is common knowledge that she moonlights at a nursing home on her days off. Her work is generally of high quality; but in reviewing her past performance appraisals you notice that in the last four years at each evaluation she has been rated unsatisfactory for being on duty promptly; as well as for not attending staff development programs. Since you are the new unit manager, you would like to be able to improve Ms. Lee’s performance in these two areas.
Discuss this with your partner, Mrs. X
PERFORMANCE – 2 Elements
MOTIVATION ABILITY
the ability to get individuals to do what you want them to do, when and how you want it done
MOTIVATION
FIND THE RIGHT REWARDSIN ORDER TO MOTIVATE
OTHERS!
Personal
Economic
Creative
MOTIVATION Understanding how others work.
Some internal or external force to
move human beings to continuous
high levels of productivity.
Have an effect on outcomes such
as performance, turnover, and
absenteeism
COMPREHENSIVE APPRAISAL SYSTEM
Determine ability required
Match ability of job and employee
Improve employee’s abilities
(staff development)
Enhance employee’s motivation (reward system)
A simplified model of job performance
MOTIVATION• Benefits
• Job design
• Leadership style
• Recruitment and selection
• Employee goals/needs/
abilities
ABILITY• Responsibilities
• Education – Basic/
advanced
• CNE
• Skills/abilities
EMPLOYEE PERFORMANCE•Daily performance•Attendance•Punctuality•Adherence toPolicies/procedures•Absence of incidents/ errors/accidents•Honesty •Trustworthiness
PERFORMANCE APPRAISAL Systematic, standardized evaluation
of an employee by the supervisor, aimed at judging the value of the employee’s work contribution, quality of work, and potential for advancement
PERFORMANCE APPRAISALDefinition
• The process of interaction, written documentation, formal interview and follow up that occurs between managers and their employees in order to give feedback, make decisions and cover fair employment practice law
- Eleanor J Sullivan
PERFORMANCE APPRAISALDefinition
• Is a periodic formal evaluation of how well the nurse has performed her duties during a specified period
- Ann Mariner
GOAL OF PERFORMANCE APPRAISAL?
To improve performance Letting employee “know where they
stand” Giving performance feedback - strongest
nonfinancial reward!
Purposes Determine job competence Enhance staff development Discover employee’s aspirations Recognize accomplishments Improve communications Aid in manager’s coaching and counseling Determine training and developmental needs Make inventories of talents Select for advancement of salary Identify unsatisfactory employees
Is your appraisal system nondiscriminatory?
Be in writing and carried out at least once in a year
Share with employee
Opportunity to respond in writing
Appeal the results
Opportunity for observation
Maintenance of Anecdotal reports/critical incidents
Training of evaluators
Focus on employee behavior and results rather on personal traits or characteristics
Evaluation Philosophy
ABSOLUTE JUDGEMENT:
Based on reasonable and acceptable standards set by the organization
COMPARATIVE JUDGEMENT:
Employees are compared with each other
Errors in evaluation
▲ Halo error
▲ Horns error
▲ Contrast error
▲ Leniency error
▲ Recency error
Guidelines for Performance Criteria
Realistic
Measurable and verifiable
Practical
Relevant
Non Discriminating
Stable
Time bound
Written
PERFORMANCEAPPRAISAL PROCESS
Step 1
Assess institutional and personal needs and set goals
Step 2
Establish objectives and time frame
Step 3
Assess progress
Step 4
Evaluate progress
Performance Appraisal Mechanisms
• Personal
• Peer
• Managerial evaluation– Evaluative
• Making decisions/rewards (past performance)
– Judgmental or developmental• Role as counselor, areas of improvement
• Identifying resources available
FORMAL AND INFORMAL PROCESS
• Informal - day-to-day– Coaching - approach to developing people– Ongoing, face-to-face collaboration
• Formal– Written documentation– Formal appraisal interview with follow-up
• Work is measured against some standard for the purposes of determining the level of quality of job performance
PERFORMANCE MEASUREMENT TOOLS
Anecdotal NotesChecklistsRating ScaleNumericalGraphicDescriptiveFrequency rating scale
PERFORMANCE MEASUREMENT TOOLS
Behaviorally Anchored Rating Scales
(BARS)/ Behavioral expectation scales (BES) Behavioral Observation scales (BOS) Ranking
- Paired comparison : N(N-1)/2 Management by objectives
Management by Objectives Review the mission and group objectives List major job responsibilities Determine expected levels of
accomplishment Meet manager to establish priorities Develop plans for the accomplishment of the
objectives Annual review – comparison of actual results
with expected levels of accomplishment
Advantages of MBO - staff
Works on participative management Based on characteristics of a specific person and
job Control and emphasis over future Awareness of the standards of judgment, goals,
priorities and deadlines Understanding about progress Stimulates higher individual performance / morale
Advantages of MBO - manager
Reservoir of personnel data and performance informationBasis for promotion/ compensationRelationship with staff as coachDirects work activities towards organization goalsFacilitates planningObjective appraisal criteriaReduces role conflict
Limitations of MBODifficult of implementNeeds teaching and reinforcementManager responsible for assessing results and not activities
directed towards resultsSome nurses do not want to be involved in setting goalsOnly lip serviceStresses on results but not on methods to achieve themFrustration when higher goals are setNeglects qualitative factorsNo comparative data for promotion/ salary increase
Key concept:Clients, peers and superiors are
always evaluating a nurse’s performance!
Who is a peer?
• A peer is a person of the same profession, grade or setting.
Peer review• A process whereby a group of practicing
registered nurses evaluate the quality of another RN’s professional performance
Ann Mariner
• A process by which other employees assess and judge the performance of professional peers against predetermined standards
- Eleanor J Sullivan
• An organised effort where people critically appraise, systematically assess, monitor, make judgements, determine their strengths and weakness and review the quality of their practice, to provide evidence to use as the basis of recommendations by obtaining the opinion of their peers.
• Offers staff an opportunity to both give and receive support, and to network across the site involved.
Peer evaluation processReview of employee’s self evaluation form
Reference letters, committee work, special projects, additional education, contributions to nursing
Performance evaluation by manager
Review of past performance, care plans and charting
Assessments, observation of the nurse
Interviews with her patients
Summary of findings
Presentation of findings and recommendations to the nurse
Advantages & Limitations
Advantages: Accountability and responsibility for
nursing performance.
Limitations: Threatening and time consuming Risk of rating candidates too high or too
low
Appraisal interview
Tell and sell
Tell and listen
Problem solving
Goal setting
Appraisal interview style
• Purposes of evaluation
• Manager’s philosophy of management
• Institutional guidelines
Key behaviors for an appraisal interview
Put the employee at ease Atmosphere creation Clearly state the purpose of the interview Go through the ratings one by one with the employee Draw out the employee’s reactions to the ratings Decide on specific ways in which performance areas can be strengthened Set a follow up date Express confidence in the employee.
PERFORMANCE APPRAISAL OUTCOMES improve performance
improve communication
reinforce positive behavior
method to communicate/correct
provide basis for regards/basis for motivation
provide basis for termination if necessary
identify learning needs and develop personnel
This platform has been started by Parveen Kumar Chadha with the vision that nobody should suffer the way he has suffered because of lack and improper healthcare facilities in India. We need lots of funds manpower etc. to make this vision a reality please contact us. Join us as a member for a noble cause. we nursing and attendants staff please contact us.
