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Nursing performance appraisal

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

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

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Nursing performance appraisal

  1. 1. Nursing performance appraisal In this file, you can ref useful information about nursing performance appraisal such as nursing performance appraisal methods, nursing performance appraisal tips, nursing performance appraisal forms, nursing performance appraisal phrases … If you need more assistant for nursing 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 nursing performance appraisal ================== There are a number of human resources tools available online that are specifically aimed at the evaluation of the performance of nurses. The majority of them contain information about identification of key areas of responsibility, developing an evaluation scale and how to conduct the performance appraisal. It is critical to be detailed and comprehensive in all performance appraisal processes. You can never write too much pertinent detail, but employers often find themselves with too little when it comes time to consider termination or promotion of an employee. Overall Appraisal Tools The Department of Health and Human Services in North Carolina offers an online work plan guide with instructions on how to effectively evaluate employees and nurses. The guide offers a step-by-step plan for writing an appraisal form based on key responsibilities and a rating system which ranks employee performance based on work that is outstanding, very good, good, below good and unsatisfactory. Nurse Competencies A Delphi technique study conducted by Ashraf Ahmad Zaher, Zaghloul and May Kosay AlSokair involving nurses in 2008 identified specific competencies in the performance of a nurse. These competencies included: quality standards, work habits, supervision/leadership, staff relations and interpersonal skills, attendance and punctuality, problem solving, oral communication, productivity results, coordination, innovation and record keeping. These criteria
  2. 2. for appraisal were chosen based on qualitative interviews with nurses about what they thought the most important duties of their jobs were. Clinical Nurse Appraisal Form Purdue University offers a comprehensive evaluation tool for nurses and employees in their student health services organization. Areas identified for assessment include RN job-specific duties such as reception and assessment of patient, planning of patient care, implementation of patient care and evaluation of patient care. Additional duties assessed include care of instruments, availability to answer patient questions and critical thinking skills. All of these areas of responsibility were then ranked on a scale from exceptional, above standard, at standard, approaches standard and below standard. ================== 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 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
  3. 3. 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 Nursing 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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