Performance Appraisal
*5. Managers will need to manage a performance achieving or surpassing organizational and social objectives and responsibilities. The opportunity is to mere the performance appraisal process with the quality improvement process, which makes both a continuous process. Which statements would be correct about both (select all that apply)?* *A.* Performance appraisals and quality improvement share many of the same process steps, including data collection, standards comparison, needs assessment, and mutual goal setting. *B.* A team evaluation should be done based on team strengths, accomplishments, and motivation, and team cohesion should mean that all members accept the same ratings. *C.* Both processes are concerned with outcomes management and monitoring actions that affect the quality of care. *D.* Both should reflect the measurement of key performance indicators and require disciplinary actions for not meeting performance indicators.
*A. Performance appraisals and quality improvement share many of the same process steps, including data collection, standards comparison, needs assessment, and mutual goal setting.* *C. Both processes are concerned with outcomes management and monitoring actions that affect the quality of care.* Performance appraisals and quality improvement share many of the same process steps, including data collection, standards comparison, needs assessment, and mutual goal setting, and both processes are concerned with outcomes management and monitoring actions that affect the quality of care. A team evaluation should not be done to rate individuals. Though some criteria may be evaluated the same, each person should have individual criteria measured. The process of disciplinary action is a separate process from evaluation of performance. The performance appraisal process is often a process to provide constructive growth and development and to point out areas for improvement, which does mirror the quality improvement process.
*4. High performance can be rewarded with incentive payments for achieving high quality on national quality indicators specific to hospitals and ambulatory care environments. Pay, promotions, and other rewards can be tied to performance and its evaluation. Which of the following statements best captures the manager being a leader?* *A.* Transformational leaders will emphasize organizational learning and see knowledge, skill, and professional development and the individual's accomplishments toward goals rewarded. *B.* Data should be collected, quantified, and documented throughout the evaluation period for objectives tied to the individual's performance and should be based on outcomes that include errors and system issues. *C.* Leaders who reward positive behavior and punish individuals who behave negatively in the workplace practice a transformational style of leadership. *D.* Leaders with a transactional style of leadership empower staff to work toward the innovations needed in the health care system.
*A. Transformational leaders will emphasize organizational learning and see knowledge, skill, and professional development and the individual's accomplishments toward goals rewarded.* Transformational leaders emphasize organizational learning to prevent errors and system issues by advancing the knowledge, skill, and professional development of each individual, who in turn will see accomplishments toward their own goals and that of the organization. Often the organization is rewarded, which will impact the individual. Though data should be collected, quantified, and documented throughout the evaluation period for objectives tied to the individual's performance and should be based on outcomes, there should be no fault of employees for organization errors and system issues. The leaders who reward positive behavior and punish individuals who behave negatively in the workplace practice a transactional style of leadership, whereas the leaders with a transformational style of leadership empower staff to work toward the innovations needed in the health care system.
*2. When managers address problem performance, such as substandard work like missed deadlines, absence or tardiness, and more, the manager should engage in:* *A.* coaching. *B.* counseling. *C.* mentoring. *D.* performance management.
*B. counseling.* Counseling is taking action to address problem performers whose work or behaviors are consistently substandard. Coaching is used to improve employee performance and ability to do a job. Mentoring is for an employee who shows promise. It is motivational process with collaborative goal setting for performance enhancement, used to shorten learning curves and increase productivity. Performance management is an interactive process among manager and employee including work motivation, performance appraisal, and performance rewards and development.
*1. A part of performance appraisal whereby the employee performs a self-assessment of his or her performance compared with pre-established criteria is known as:* *A.* formal performance appraisal. *B.* self-evaluation. *C.* peer review. *D.* informal performance appraisal.
*B. self-evaluation.* Self-evaluation is a part of performance appraisal whereby the employee performs a self-assessment of his or her performance compared with pre-established criteria. Formal performance appraisal is a summative performance appraisal with written documentation, interview, and follow-up. Peer review is assessing the level of work by an associate and is a process often used by medical staff departments. Informal performance appraisal is daily coaching to improve or refine components of performance.
*3. The evaluation process used to quantify a performance may be influenced by perceptions, biases, and values of the employee and manager. Standards are criteria with a designation of levels. The manager can avoid differences by utilizing alternative appraisals for the diverse group, where the advance practice nurse is evaluated using which evaluation process?* *A.* Expectations regarding job criteria and performance that are set when the employee begins employment *B.* Performance goals and objectives that are established for the upcoming appraisal year *C.* Evaluation by peer group to assess employee on common criteria in order to validate by many people *D.* 360-degree evaluation to obtain reflections from related stakeholders
*D. 360-degree evaluation to obtain reflections from related stakeholders* The manager should evaluate the advance practice nurse using the 360-degree evaluation to obtain feedback from stakeholders including staff nurses, pharmacists, and physicians whom the employee directly works with. This tool is not recommended for other types of employees. The first answer describes a process the manager would use with new employees to set expectations regarding job criteria and performance when employees begin employment, which involves setting. The second answer describes a process the manager would use with very experienced employees who must accomplish specific objectives during the year because they are involved in project work or program work with timelines. The third answer describes a process the manager would use with experienced staff who work with a group of peers accomplishing similar work on an ongoing basis.