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Performance appraisal nursing

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PERFORMANCE APPRAISAL
PERFORMANCE APPRAISAL
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In this file, you can ref useful information about performance appraisal nursing such as performance appraisal nursing methods, performance appraisal nursing tips, performance appraisal nursing forms, performance appraisal nursing phrases … If you need more assistant for performance appraisal nursing, please leave your comment at the end of file.

In this file, you can ref useful information about performance appraisal nursing such as performance appraisal nursing methods, performance appraisal nursing tips, performance appraisal nursing forms, performance appraisal nursing phrases … If you need more assistant for performance appraisal nursing, please leave your comment at the end of file.

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Performance appraisal nursing

  1. 1. Performance appraisal nursing In this file, you can ref useful information about performance appraisal nursing such as performance appraisal nursing methods, performance appraisal nursing tips, performance appraisal nursing forms, performance appraisal nursing phrases … If you need more assistant for performance appraisal nursing, please leave your comment at the end of file. Other useful material for you: • performanceappraisal123.com/1125-free-performance-review-phrases • performanceappraisal123.com/free-28-performance-appraisal-forms • performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal I. Contents of getting performance appraisal nursing ================== In any top-notch organization, not just in healthcare, performance appraisals are essential if the company is going to achieve its mission and ensure a competent staff and safe environment, for its external and internal customers. Additionally today, nurses must be held accountable for fiscal responsibility if the hospital is going to remain solvent. Many hospital policies, as well as standards set by the American Nurses Association and the American Nursing Credentialing Center Magnet Recognition Program for Nursing Excellence, require nurses to prepare a self-evaluation that becomes part of the annual evaluation. Self-Evaluation Basics The self-evaluation should be submitted to the manager prior to the annual review. It is important the nurse being evaluated uses the same criteria or evaluation tool as the nursing department's standardized format. At the evaluation conference, there should be no surprises. If the nurse had a deficiency within the past year, she should have been counseled at the time, and a plan for improvement and a re-evaluation time scheduled by the manager. If the deficiency has been remedied, this may or may not be included in the evaluation. Conversely, if the nurse had a problem with the manager throughout the year, she should have met with her at the time and not discussed her dissatisfaction with the manager for a year.
  2. 2. A primary objective of the evaluation conference is to build trust between the nurse and the manager/evaluator. This helps to facilitate and maintain a professional, working relationship. Achieving this objective sets the stage for mutual goal setting and interpersonal growth between the nurse and manager. Off-the-Shelf Meanwhile, with cost accounting in healthcare a top priority, many hospitals administrators need more quantitative data on how their employees are meeting business goals. Some facilities have a computerized system that evaluates nurses and other personnel according to specific business metrics the hospital chooses to use. For example, if the hospital wants information on how much money it is losing annually on infection rates, the evaluation tool would be developed by a software company to measure this indicator. In hospitals using the metrics-evaluation model, nurse managers are evaluated not on how the hospital unit she manages met the goal, but simply was it met. A numerical score is then attached to each indicator. Peer Review: A Continuous Process Using peer review as an evaluation process is quite popular in nursing, but it's not new to the industry. In 1998, the ANA defined peer review "as the process by which practicing registered nurses systematically assess, monitor and make judgments about the quality of nursing care as measured against professional standards of practice." The peer-review process has been used as part of nursing performance appraisal since the 1980s. Hospitals that received early designation by the ANCC Magnet program incorporated peer review into their shared-governance models early on, and it remains mandatory for all Magnet- designated hospitals. In nursing departments where peer review has been retained, nurses report the outcomes generally have been positive and similar. These include: increased professionalism, accountability, autonomy, nurse retention and improved communication skills. Many nurses involved in peer-review activities report they believe appraisals, "from multiple sources, such as peers, will be more complete, less subjective, and more reliable and valid,"
  3. 3. according to Karen Kent, MSN, RN, director of patient care services, Bayfront Medical Center, St. Petersburg, FL. In an article published in this magazine in 2005, Kent pointed out there has been substantial anecdotal reporting supporting the positive outcomes from using peer review. However, the nurse administrator noted there has not been a substantial body of research to document evidence of the outcomes cited by nursing staff to serve as the framework for a professional practice model. Currently, there seems to be a resurgence of more non-Magnet-designated nursing departments implementing peer-review models, according to Kent. The reason for this change may be administrators' expectations that nurses need to be more accountable and self-directed, in light of the public's concern about increased medical errors, she said. Overcoming Pitfalls In some hospitals where peer-review programs were attempted, the effort was halted when pitfalls became too many. For example, if hospital administration didn't support the change, peer review was doomed from the beginning. In other hospitals, nurses who tried to adopt the peer-review process didn't realize it was not just a different evaluation method they were initiating, but rather a major change in the nursing. When they accepted this reality, it was too late to regain support to continue on. In contrast, at Sarasota Memorial Hospital (SMH), Sarasota, FL, the peer-review program is alive and well, according to Janet Steves, MBA, BSN, RN, director of nursing resources; Jennifer Rheingans, PhD, RN, AHN-BC, education, professional development and research department; and Kelle Brooks, MBA, BS, RN, PACU nurse and research council chairman. Designated a Magnet hospital in 2003 and re-designated in 2008, SMH's Professional Peer Review Policy and Procedure can be viewed online at [http://home.smh.com/sections/services- procedures/medlib/nursing/NursPandP/126_004_Professional_063008.pdf]. Steves noted the online policy and procedure, adopted in 2008, can help other nurses see SMH's program includes "every nurse, in every position, at every level." The administrator added, "Since we began the program we have always been transparent about sharing what we are doing." The Career Ladder program at SMH can also be accessed online at [http://home.smh.com/sections/services-
  4. 4. procedures/medlib/nursing/Continuing_education/Career%20Ladder/Profesional_practice_Prese ntation_career_ladder.pdf]. Peer Review 101 Steves, Rheingans and Brooks are proud of the 1,200 RNs who have embraced the peer-review program at SMH. A major reason for the program's success is the pre-planning involved. "With the management team and the Magnet champions, we started with Peer Review Workshops 101. The group defined broadly what was essential to include in the peer review process. Then we had 'aha' moments, as we began to tailor the program to our hospital and define the process more narrowly," Brooks reported. "When the change was introduced to the staff, they had a lot of fear and trepidation," admitted Steves. "We were successful because we stayed one step ahead of the game," added Brooks and Rheingans. After 9 months and classes on peer review concepts and communication strategies, the staff felt braver and bolder, according to the managers. "Nurses complete peer reviews on each other with each RN receiving at least three peer reviews annually. The nurse manager incorporates this into the development plan for each RN, which is formed, discussed and re-evaluated at the annual performance evaluation," Steves explained. It's important to recognize peer review is not limited to only providing feedback to performance appraisals. SMH developed an innovative tool, "From Pal to Peer," an attractive poster that reinforces the essentials of peer review. For example, the purposes, benefits and types of peer- review activities are listed, as well as self-evaluation questions on how to ensure success in the peer-review process. There is even a photo of a nurse and her testimonial about the process. The SMH peer-review team is excited about guiding the nurses to the next tier of peer review that includes nurse involvement in quality improvement, nursing indicators and professional role actualization - using Benner's "From Novice to Expert Model." The managers noted one of their benchmarks for peer review at SMH is when nurses deliver a face-to face performance appraisal to a peer. Nurse Accountability
  5. 5. At Main Line Health System (MLHS) in suburban Philadelphia, three of the acute care hospitals - Bryn Mawr, Lankenau and Paoli - received Magnet designation in 2005 and again in 2010. Riddle Memorial Hospital, another acute care hospital in the system, is currently on the Magnet journey. Martha Lyman, MPH, RN, director of nursing systems and special projects, pointed out since Magnet principles and guidelines were introduced to the MLHS nurses almost a decade ago, the Magnet culture is strongly embedded into the system, which uses peer review in nurse performance appraisals. "Peer review is not just about providing feedback to peers in performance appraisals, although this is done routinely," Lyman said. "Peer review by MLHS nurses is evident in all areas of the hospitals, as the nurses work collaboratively with all disciplines, including physicians." Lyman provided an example of peer review in action at MLHS that aptly demonstrates nurse accountability. At the facility's monthly Nursing Process and Outcomes Review Committee, a branch of the Nursing Quality Council at SMH, nurses present a patient care situation to discuss about how the nursing care provided to a specific patient on a specific unit could have been delivered differently. "This is shared decision-making," she explained. "The nurses examine the situation and determine if this is a compliance or systems issue, and then decide if it needs further study and action." ================== III. Performance appraisal methods 1.Ranking Method The ranking system requires the rater to rank his subordinates on overall performance. This consists in simply putting a man in a rank order. Under this method, the ranking of an employee in a work group is done against that of another employee. The relative position of each employee is tested in terms of his numerical rank. It may also be done by ranking a person on his job performance against another member of the competitive group. Advantages of Ranking Method i. Employees are ranked according to their performance levels.
  6. 6. ii. It is easier to rank the best and the worst employee. Limitations of Ranking Method i. The “whole man” is compared with another “whole man” in this method. In practice, it is very difficult to compare individuals possessing various individual traits. ii. This method speaks only of the position where an employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee. iii. When a large number of employees are working, ranking of individuals become a difficult issue. iv. There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements. 2. Rating Scale Rating scales consists of several numerical scales representing job related performance criterions such as dependability, initiative, output, attendance, attitude etc. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. Advantages – Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required. Disadvantages – Rater’s biases 3. Checklist method
  7. 7. Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages – economy, ease of administration, limited training required, standardization. Disadvantages – Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings 4. Critical Incidents Method The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents. Advantages – Evaluations are based on actual job behaviors, ratings are supported by descriptions, feedback is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; feedback may be too much and may appear to be punishment. 5. Essay Method
  8. 8. In this method the rater writes down the employee description in detail within a number of broad categories like, overall impression of performance, promoteability of employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses and training needs of the employee. Advantage – It is extremely useful in filing information gaps about the employees that often occur in a better-structured checklist. Disadvantages – It its highly dependent upon the writing skills of rater and most of them are not good writers. They may get confused success depends on the memory power of raters. 6. Behaviorally Anchored Rating Scales statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques. III. Other topics related to Performance appraisal nursing (pdf download) • Top 28 performance appraisal forms • performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples • performance appraisal phrases • performance appraisal process • performance appraisal template • performance appraisal system • performance appraisal answers • performance appraisal questions • performance appraisal techniques • performance appraisal format • performance appraisal templates
  9. 9. • performance appraisal questionnaire • performance appraisal software • performance appraisal tools • performance appraisal interview • performance appraisal phrases examples • performance appraisal objectives • performance appraisal policy • performance appraisal letter • performance appraisal types • performance appraisal quotes • performance appraisal articles

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