Performance Appraisal

Goals of Performance Appraisals

-improve performance -improve communication -correct negative/less than behaviors and reinforce positive behavior -provide basis for rewards -provide basis for termination if necessary -identify learning needs

Leadership and Management Implications

-initiate a performance appraisal that satisfies the staff to provide better outcomes and quality care -be aware of their staff -individual perception of his or her job -identify what motivates their staff -identify their values and interests -performance appraisal training for all managers -management role in peer-peer feedback

Description of the Issue

-knowledge of the performance appraisal process -methods- competency model, DEA -different leaderships styles

Self Evaluation

where employees do self assessments of their own performance in accordance to stated objectives and expected expectations

Process of Performance Appraisal

Step 1. assess institutional/personal needs and set goals Step 2. establish objectives and time frame Step 3. assess progress of goals Step 4. evaluate

360-degree feedback

a performance appraisal process in which feedback is obtained from the boss, subordinates, peers and coworkers, and the employees themselves then the evaluating manager adds his/her input and merges feedback to get final score

Management by Objectives

a process of setting mutually agreed upon goals and using those goals to evaluate employee performance

peer review

a review by people with similar professional qualification employers rate the performance of others the same job classification, using objective criteria that has been established

Motivating

because performance appraisals are not always negative; sometimes, they may even lead to an increase in pay or bonus with good job performance

DEA

data envelopment analysis used to compare hospitals and different healthcare settings the ability to show the amount of improvements required to achieve efficiency

Competency Model

each employee's performance is looked over to see if they meet the standards of the facility especially important for leaders

Frequent Feedback

enables employees to understand where their strengths and weakness are and allows them to work on areas that need improvement

Advantages to Performance Appraisals

frequent feedback motivating concrete expectations

Performance Appraisal

is where the manager evaluates an employee's work performance by comparing it with preset standard within a facility the manager then documents the results of comparison to supply the employee with feedback to show where improvements can be made and why a required process in organizations to ensure the highest quality care a recurring process that is annually performed from the date of hire, to the time you leave can be formal or informal

Concrete Expectations

of what is expected of you being an employee in a specific facility; therefore, allowing you to be aware of your own individual progression within the facility and carrying out duties, tasks, and responsibilities

Peer Review

when the nurses evaluate the quality of nursing care provided by peers as measured against professional standards