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Nurse performance appraisal

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Nurse performance appraisal

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In this file, you can ref useful information about nurse performance appraisal such as nurse performance appraisal methods, nurse performance appraisal tips, nurse performance appraisal forms, nurse performance appraisal phrases

In this file, you can ref useful information about nurse performance appraisal such as nurse performance appraisal methods, nurse performance appraisal tips, nurse performance appraisal forms, nurse performance appraisal phrases

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Nurse performance appraisal

  1. 1. Nurse performance appraisal In this file, you can ref useful information about nurse performance appraisal such as nurse performance appraisal methods, nurse performance appraisal tips, nurse performance appraisal forms, nurse performance appraisal phrases … If you need more assistant for nurse performance appraisal, 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 nurse performance appraisal ================== Rewarding nurses boosts their morale and enthusiasm to continue providing quality services. Using nurse performance-appraisal tools helps you determine key areas of responsibility in which a nurse can work. The techniques applied in performance appraisal include obtaining detailed information and rating each nurse according to her dedication and contribution to the organization. Using performance-appraisal tools is vital, as it allows you to make informed judgments when choosing whom to promote. Qualitative Appraisal Tools Qualitative nurse appraisal tools seek to determine the nurse’s contribution and her ability to deliver to an organization under minimal supervision. They also seek to uncover her competencies. Leadership skills, communication ability, punctuality, work attendance, customer relations, problem solving and innovation ability are examples of aspects of a nurse that the qualitative appraisal tools provides to an employer. Questionnaires and personal interviews are qualitative appraisal tools. Ranking Tool You might want to know which nurse is the best. The ranking method provides a comprehensive way of determining each nurse’s ability to deliver. Such a tool compares each subordinate’s performance in different fields and then ranks them accordingly. The nurse with the highest scores is ranked first. The scores regress to the nurse with the lowest scores. The nurse ranking tool allows you to know who are the best and worst nurses. Use this tool to compare staff members in the same department.
  2. 2. Management by Objective Tool You can also use the management by objective tool for a performance appraisal on nurses. Set specific goals with your nurses in your department and regularly make assessments on their performance. Use the management by objective tool to determine how fast a nurse achieves the predetermined goals and not the means she uses to fulfill them. Administering drugs to patients in time, implementation of patient care, and recording of patient’s development are examples of goals that this tool can measure. Clinical Nurse Appraisal Tool The clinical nurse appraisal tool offers a wide range of nurse-assessment options. You can use it to asses a nurse’s abilities in areas such as care of hospital instruments, critical thinking ability, evaluation of patient care, and availability to respond to questions raised by patients. A form provided by Purdue University gives hospital management a detailed evaluation tool with which they can perform such appraisals. The ranking system is from below standard to exceptional. ================== 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. 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
  3. 3. 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 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
  4. 4. 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 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.
  5. 5. III. Other topics related to Nurse performance appraisal (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 • 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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