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1. Performance Appraisal – ideal nursing unit essay
Performance Appraisal – ideal nursing unit essayPerformance Appraisal – ideal nursing unit
essayPermalink: https:// /performance-appr…rsing-unit-essay/Performance Appraisal –
ideal nursing unit essaySubjective and Objective AspectsDiscuss the subjective and
objective aspects of performance appraisal evaluations and how nurse managers can make
these experiences most useful to clinical nurses.EvaluatorsExamine and discuss who should
evaluate clinical nurses. Should it be an evaluation by peers, oneself, nurse manager, shift
supervisor, physician, nurse extender, and so on? Students should identify who should
participate in the performance evaluation process and what their role should be, with a
rationale for why they should contribute their feedback.Analyze the common evaluator
errors as defined in the assigned readings and describe each in your own words. Discuss
how an evaluator can avoid these nasty pitfalls. Performance Appraisal – ideal nursing unit
essay.Performance AppraisalIn nursing clinical practice, performance appraisals are an
integral part of improving performance and not a tool to find weaknesses in practice and
punish nurse practitioners. Through collaboration with nurse managers and supervisors,
nurses are provided with the opportunity to discuss their clinical performance and to
highlight areas that are performed well and those that require support or training. This
helps an individual to obtain adequate skills and knowledge to become an exemplary team
player (Melnyk et al., 2014). In this paper, I will discuss the objective and subjective aspects
that should be included in performance appraisals. A brief discussion of clinical nurse
evaluators, the role played by each and the clinical tools that can be used to elicit feedback
will also be provided. Performance Appraisal – ideal nursing unit essay.Subjective and
Objective Aspects of Performance Appraisal Evaluations When conducting a
performance appraisal evaluation, it is necessary to ensure that the likelihood of nurse
employees to believe that the entire process is subjective rather than objective is important.
Subjective aspects evaluate the performance of a nurse in general while objective aspects
evaluate the performance of a nurse against specific established standards (Fan et al.,
2015). Subjective features include intangible aspects that a nurse possesses such as
personality, communication skills, conflict resolution skills, work quality, teamwork,
strengths and weaknesses of nurse practitioners.Nurse Managers can make good use of
subjective aspects in clinical practice by using the information provided to control how
nurses are rewarded and incentivized. Incentives motivate nurses with good performance
to become the best and those who perform averagely or minimally to put more effort into
their clinical practice (Fan et al., 2015). Similarly, subjective aspects can be used to identify

2. opportunities for training among nurses. In this context, training can be particular to obtain
skills and knowledge in problem-solving, communication or to acquire knowledge about the
specific topic area in the nursing field. Nurses can then apply this knowledge and skills in
clinical practice to improve treatment outcomes. Performance Appraisal – ideal nursing unit
essay.In the evaluation process, objectivity based on tangible and measurable evidence and
this has a less likelihood of biases. Therefore, objective aspects may include, specific ratings
on the quantity of work done by a nurse, time to report and leave work, a completion rate of
duties assigned among others (Fan et al., 2015). Objective experiences can be made more
useful when making decisions about the allocation of work/duties and promotions. This is
because objectives aspects provide more tangible data that can be used to gauge a person’s
capability to handle specific tasks.EvaluatorsClinical nurses should be evaluated by nurse
managers. Nurse managers have two roles in clinical practice: to serve as administrative
leaders and to provide clinical care. Since they act as in charges, they plan, coordinate and
evaluate nursing activities in healthcare settings. According to Fan et al., (2015), nurse
managers are experts in their areas of practice and possess exemplary instructional,
communication and interpersonal skills to be role models for new graduates, students, and
other advancing nurses. Performance Appraisal – ideal nursing unit essay.In the
performance evaluation process, the role of nurse managers should be specific to
orientation, training, appraisal and providing feedback. In orientation, nursing students
should be provided with a description of the roles and responsibilities they will be
performing. They should also engage then in continuous training to develop their skills and
capabilities further (Spano-Szekely et al., 2016). Preferably, they can also identify those
with high potential and reward them to progressively inspire good performance. It is
mandatory that when evaluating the students, nurse managers provide regular feedback to
help the students determine whether additional skills and training are needed for
acceptable performance, or whether they exceed expectations. Feedback also helps to
minimize instances of poor practice. Possible tools that can be used to provide feedback
include the feedback sandwich that starts with positive feedback, negative feedback then
closing with specific that build a student’s trust and courage (Helminen et al., 2016). The
situation-behavior-impact is another tool which provides learners with the opportunity to
reflect on their actions and what they are required to change. Performance Appraisal – ideal
nursing unit essay. ReferencesFan, J. Y., Wang, Y. H., Chao, L. F., Jane, S. W., & Hsu, L. L.
(2015). Performance evaluation of nursing students following competency-based
education. Nurse education today, 35(1), 97-103.Helminen, K., Coco, K., Johnson, M.,
Turunen, H., & Tossavainen, K. (2016). Summative assessment of the clinical practice of
student nurses: A review of the literature. International Journal of Nursing Studies, 53, 308-
319.Melnyk, B. M., Gallagher‐Ford, L., Long, L. E., & Fineout‐Overholt, E. (2014). The
establishment of evidence‐based practice competencies for practicing registered nurses and
advanced practice nurses in real‐world clinical settings: Proficiencies to improve healthcare
quality, reliability, patient outcomes, and costs. Worldviews on Evidence‐Based
Nursing, 11(1), 5-15.Spano-Szekely, L., Griffin, M. T. Q., Clavelle, J., & Fitzpatrick, J. J. (2016).
Emotional intelligence and transformational leadership in nurse managers. Journal of
Nursing Administration, 46(2), 101-108. Performance Appraisal – ideal nursing unit essay.