Performance appraisal for nurses

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I. Contents of getting performance appraisal for nurses

==================A nursing performance evaluation is a written assessment of a nurse's work performance. Also known as a performance appraisal, the evaluation is typically done on a regular basis, which may be quarterly, semi-annually, or annually. A supervisor will generally evaluate the performance of his employee, and the review will then be interpreted by a boss or manager. All aspects of work will be reviewed, including work habits and ethics.

Performance reviews are a common procedure used by employers in many professions. A nursing performance evaluation will typically be documented on a paper form, which will typically be hand signed by the appraiser, as well as the nurse. An evaluation form will include a field for comments in most cases as well. Work habits and performance may be rated using a number system. Typically, "1" may be the poorest or unsatisfactory rating, with a "5" being the highest performance rating.

The ratings listed on a nursing performance evaluation will typically be broken down into categories. Over the course of her employment, a nurse's supervisors will observe her work habits and make note of her strengths and weaknesses. When preparing an evaluation, the supervisor will review how well the nurse completes her assignments, and note areas of improvement on which the nurse needs to focus.

In many cases, a nursing evaluation will document the attendance record of the employee. It may list how many days the nurse was absent from her work, with or without reasonable cause. The form may also list the number of days the nurse was late for work, with or without an explanation.

Many other considerations are documented on the nursing performance evaluation. The supervisor may rate a nurse's ability to solve complex problems without assistance. Her ability to handle stress on the job may also be assessed. As with many professions, teamwork plays an important role. A nursing performance evaluation will often include an assessment of how well the nurse works alongside her co-workers. This may take into account her ability to communicate effectively and her interpersonal skills in general.

A yearly review or performance appraisal may also include space to list professional goals the employee hopes to achieve. For example, the nurse may list her desire to achieve certification in a particular specialty by the next evaluation. Others may list the desire to become a full-time registered nurse. Short-term and long-term career goals may be listed separately.

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III. Performance appraisal methods

1. 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.

2. 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.

3. 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 Raters biases

4. 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

5.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 Methodi. Employees are ranked according to their performance levels.ii. It is easier to rank the best and the worst employee.Limitations of Ranking Methodi. 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 the possibility of snap judgements.

6. Critical Incidents Method

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.

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