Performance Appraisal Giving & Receiving Feedback
What is a standard appraisal tool?
A tool used to evaluate employee performance.
What should a performance appraisal be based on?
Actual job performance, not intent.
What is important in giving and receiving feedback?
Being good at both
What can motivate employees during a performance appraisal?
Believing it is based on job description and a standard to which other employees are held accountable.
What should be gathered during effective appraisals?
Data from appropriate sources and entire appraisal period
What should an employee have input into regarding their performance appraisal?
Developing the standards or goals on which their performance is judged.
How should a manager use peer feedback in a review?
Manager needs to decide how to incorporate it.
What sources of information can be used in a performance appraisal?
Peers/coworkers, nursing care plans, patients, personal observation.
What is the appraisal based on?
Performance, not intent
What should be the focus during effective appraisals?
Performance, not personal characteristics
What is the reason for inadequate information?
Poor record keeping
What is the characteristic of a shared governance culture?
Professional autonomy
What are the benefits of peer review?
Professional development, staff retention
What does goal setting promote?
Professional growth
What is coaching and feedback?
Providing guidance and suggestions for improvement.
What is an informal day to day performance appraisal?
Providing support and guidance.
What are the Positive Aspects of Self Appraisal?
Self growth and self awareness
What are the pitfalls in performance appraisal?
Subjectivity
What should be included in a performance appraisal?
Suggestions for growth and recognition of employee accomplishments.
What is included in job performance evaluation?
Goal setting
What is the enhancement to retention/satisfying work environment?
Goal setting
What are performance appraisal interviews like for most employees?
Highly charged and emotional.
What do employees need to understand about performance appraisals?
How the information will be obtained to determine performance.
What should the manager decide during peer review?
How to use peer feedback in the review
What is the halo effect?
Positive aspects unduly influence all other aspects of performance
What is the A in STAR Approach?
Action (how to correct).
What is the definition of 1:1 interaction?
Addressing specific developmental issues and receiving feedback.
What is the 360 Degree Evaluation?
Assessment by all individuals within the sphere of influence of the individual being appraised
What are the guidelines for effective coaching?
Be specific, descriptive, aware of biases, give direct feedback, be sensitive, ensure understanding.
What are the guidelines for giving feedback?
Be specific, descriptive, aware of biases, give direct feedback, be sensitive, ensure understanding.
What is the Matthew effect?
Employees receive the same appraisal results, year after year
What is a performance appraisal?
Evaluation of actual job performance.
What is Performance Appraisal?
Evaluation of job performance
What are some performance issues?
Time management, incomplete documentation, OT, failure to delegate
What are the elements of effective feedback?
Timely, balanced, specific.
What is the tendency in performance appraisal?
To be too lenient
What is the purpose of a Performance Appraisal?
To document and evaluate job performance.
What is the purpose of the expected enhanced Result in STAR/AR feedback?
To explain why the alternative action might be more effective.
What is the purpose of the STAR Approach?
To focus attention on behaviors that got them to their current level of performance.
What is the purpose of the Sandwich Effect?
To give feedback and assess performance.
How can the STAR Approach be used?
To reinforce good performance or help people improve, verbally or in writing.
What is the purpose of providing feedback?
To reinforce good performance or help people improve.
What is the purpose of the alternative Action in STAR/AR feedback?
To suggest a more effective action.
What are the Performance Appraisal Tools?
Trait Rating Scales, Job Dimension Scale, BARS, Checklists, Self Appraisal
What is the recency effect?
Recent issues weighed more heavily than past performance
What should an employee do to meet/exceed expectations?
Recognize patterns and work on a plan
What is the R in STAR Approach?
Result (provide feedback).
What should be planned during effective appraisals?
Seating arrangement, return discussion, input from employee
What are the considerations for peer review?
Selection, anonymity, education, role, feedback
What are the drawbacks of peer review?
Uncomfortable evaluation, time-consuming, training required
What are the Drawbacks of Self Appraisal?
Undervalue or inflate productivity, need for validation feedback, feel uncomfortable
What can reduce subjectivity in a performance appraisal?
Using a formal system of performance review.
What can make a performance appraisal more accurate?
Using various sources and types of information.
What should be avoided during effective appraisals?
Vague generalities, focusing on minor problems
What is the alternative Action in STAR/AR feedback?
What the person might have said or done instead.
What does STAR stand for?
Situation, Task, Action, Review
What is the S in STAR Approach?
Situation.
What should be prepared during effective appraisals?
Specific examples, both positive and negative
What should be used during peer review?
Standard appraisal tool
What are the expectations for effective appraisals?
Standards, communication, input, notice, no surprises
What is Self Appraisal?
Summary of one's work done independently of manager's appraisal
What is the expected enhanced Result in STAR/AR feedback?
Why the alternative action might be more effective.
Who should be the appraiser in a performance appraisal?
One of the employee's direct supervisors.
What is the Sandwich Effect?
A feedback technique that assesses performance and focuses on behaviors.
What is the STAR Approach?
A feedback technique that focuses on Situation, Task, Action, and Result.
What is the purpose of a performance appraisal?
Determine job performance, salary, promotions, transfers, disciplinary actions, and terminations.
What are performance appraisals used for?
Determining job performance, salary, promotions, transfers, disciplinary actions, and terminations.
What can a performance appraisal be used for?
Determining staff education and training needs.
What can employees have input into regarding their performance appraisal?
Developing the standards or goals on which their performance is judged.
What should an employee believe about the performance appraisal?
It is based on job description and a standard to which other employees are held accountable.
What are the appropriate evaluation materials?
Job description, medical record, self-evaluation, peer review
What does obtaining a signature indicate?
Material was reviewed
What should be the nature of goals?
Measurable and specific
What should be included in a written plan?
Measurable deliverables
What should be done to review and give feedback?
Meet to review and give feedback
What is Trait Rating Scale?
Method of rating a person against a set standard
What is peer review?
Monitoring and assessment by peers
What is Peer Review?
Monitoring and assessment of a peer by peers rather than supervisors
What is the central tendency effect?
Most employees are rated as 'average'
What is the horns effect?
Negative aspects unduly influence all other aspects of performance
Do employees usually see peer feedback?
No.
What are the Drawbacks of Peer Review?
Nurse can feel uncomfortable evaluating peers, time consuming, training required
What should a performance appraisal be?
Objective, systematic, and formalized as much as possible.
What is effective coaching?
Support and guidance to address developmental issues.
What is the T in STAR Approach?
Task (what you need to do).