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PERFORMANCE
2 Elements
MOTIVATION
ABILITY
MOTIVATION
MOTIVATION
Understanding how others work.
Some internal or external force to
move human beings to continuous
high levels of productivity.
Have an effect on outcomes such
as performance, turnover, and
absenteeism
COMPREHENSIVE
APPRAISAL SYSTEM
Determine ability required
Match ability of job and employee
Improve employees abilities
(staff development)
Enhance employees motivation (reward
system)
ABILITY
Responsibilities
Education
Basic/
advanced
CNE
Skills/abilities
Benefits
Job design
Leadership style
Recruitment and
selection
Employee
goals/needs/
abilities
EMPLOYEE
PERFORMANCE
Daily performance
Attendance
Punctuality
Adherence to
Policies/procedures
Absence of incidents
errors/accidents
Honesty
Trustworthiness
PERFORMANCE APPRAISAL
Systematic, standardized evaluation
of an employee by the supervisor,
aimed at judging the value of the
employees work contribution,
quality of work, and potential for
advancement
PERFORMANCE APPRAISAL
Definition
The process of interaction, written
documentation, formal interview and follow
up that occurs between managers and their
employees in order to give feedback, make
decisions and cover fair employment
practice law
- Eleanor J Sullivan
PERFORMANCE APPRAISAL
Definition
Is a periodic formal evaluation of how
well the nurse has performed her duties
during a specified period
-
Ann Mariner
GOAL OF PERFORMANCE
APPRAISAL?
To improve performance
Letting employee know where they
stand
Giving performance feedback - strongest
nonfinancial reward!
Purposes
Determine job competence
Enhance staff development
Discover employees aspirations
Recognize accomplishments
Improve communications
Aid in managers coaching and counseling
Determine training and developmental needs
Make inventories of talents
Select for advancement of salary
Identify unsatisfactory employees
Evaluation Philosophy
ABSOLUTE JUDGEMENT:
Based on reasonable and acceptable
standards set by the organization
COMPARATIVE JUDGEMENT:
Employees are compared with each other
Errors in evaluation
Halo error
Horns error
Contrast error
Leniency error
Recency error
PERFORMANCE
APPRAISAL PROCESS
Step 1
Assess institutional and personal needs
and set goals
Step 2
Establish objectives and time frame
Step 3
Assess progress
Step 4
Evaluate progress
Performance Appraisal
Mechanisms
Personal
Peer
Managerial evaluation
Evaluative
Making decisions/rewards (past performance)
Judgmental or developmental
Role as counselor, areas of improvement
Identifying resources available
PERFORMANCE
MEASUREMENT TOOLS
Anecdotal Notes
Checklists
Rating Scale
Numerical
Graphic
Descriptive
Frequency rating scale
PERFORMANCE
MEASUREMENT TOOLS
Behaviorally Anchored Rating Scales
(BARS)/
Behavioral expectation scales (BES)
Behavioral Observation scales (BOS)
Ranking
- Paired comparison : N(N-1)/2
Management by objectives
Management by Objectives
Review the mission and group objectives
List major job responsibilities
Determine expected levels of accomplishment
Meet manager to establish priorities
Develop plans for the accomplishment of the
objectives
Annual review comparison of actual results
with expected levels of accomplishment
Limitations of MBO
Difficult of implement
Needs teaching and reinforcement
Manager responsible for assessing results and not activities
directed towards results
Some nurses do not want to be involved in setting goals
Only lip service
Stresses on results but not on methods to achieve them
Frustration when higher goals are set
Neglects qualitative factors
No comparative data for promotion/ salary increase
Key concept:
Clients, peers and superiors are
always evaluating a nurses
performance!
Who is a peer?
A peer is a person of the same
profession, grade or setting.
Peer review
A process whereby a group of practicing
registered nurses evaluate the quality of
another RNs professional performance
Ann Mariner
A process by which other employees assess
and judge the performance of professional
peers against predetermined standards
- Eleanor J Sullivan
Appraisal interview
Tell and sell
Tell and listen
Problem solving
Goal setting
PERFORMANCE
APPRAISAL OUTCOMES
improve performance
improve communication
reinforce positive behavior
method to communicate/correct
provide basis for regards/basis for motivation
provide basis for termination if necessary
identify learning needs and develop personnel