Chapter 24 Performance appraisal

Simple checklist

Checklist is com-posed of numerous words or phrases describing various employee behaviors ortraits.

Negatives of performance appraisal

People are sensitive to opinions on how they preform discourage staff and demotivate staff.

What should be done before implementing s peer review program?

-Peer review appraisal tools must reflect standards to be measured,such as the job description. •Staff must receive a thorough orientation to the process before its implemen-tation.The role of the manager should be clearly defined. •Ongoing support,resources,and information must be made available to thestaff during the process. •Data for peer review need to be obtained from predetermined sources,suchas observations,charts,and patient care plans. •A decision must be made about whether anonymous feedback will beallowed.This is controversial and needs to be addressed in the procedure. •Decisions must be reached on whether the peer review will affect personnel decisions and,if so,in what manner

Management by Objectives (MBO)

An excellent methodto appraise the performance of the registered nurse in a manner that promotes individual growth and excellence in nursing. Working together to set the goals.

performance management by the manager will include--------.

Coaches, mutual goals, leadership training.

What is effective coaching?

Strong communication skills, be specific, be descriptive, feedback, timing, and communication know what is needed.

What is the purpose of performance apprasials?

appraisals let employees know the level of their job performance as well as any expectations the organization may have of them. Review of work performance. generate information for salary adjustments,promotions,transfers,disciplinary actions,and terminations

Forced checklist

forced to select an undesirable and a desirable behavior for each employee.

Coaching

instruction or advice given. can guide others into increased competence,commitment,and confidence as well as helping them to anticipate options formaking vital connections between their present and future plans. Provided day-to-day feedback. Helps challenging work environments.

trait rating scale

is a method of rating a person against a set standard,which may be the job description,desired behaviors,or personal traits.

Positives of a performance appraisal.

motivate staff and increase the retention and productivity.

essay

narrative form an employee's strengths and areas where improvement or growth is needed. Weakens is bias of the manger.

horns effect

occurs when the appraiser allows some negative aspects of theemployee's performance to influence the assessment to such an extent that otherlevels of job performance are not accurately recorded.

halo effect

occurs when the appraiser lets one or two positive aspects of the assessment or behaviorof the employee unduly influence all other aspects of the employee's performance

Job dimension scale

requires that a rating scale be constructed for each job classifica-tion.The rating factors are taken from the context of the written job description

behavioral anchored expectation scales

requires that a separate rating form be developed for each job classification. It is an anchored ranked 1-9.

central tendency

trap is hesitant to risk true assessment and therefore rates all employees as average.

checklist appraisal tools

weighted scale, forced checklist, simple checklist

weighted scale

the most frequently used checklist,is composed of many behavioral statements that represent desirable job behaviors. score attached

Matthew effect

Occurs when employees receive the same appraisal year after year. richer get richer the poorer get poorer.