Performance appraisal Flashcards
Principals nurse leaders use in completing performance appraisals:
When should it be done?
Done at regular intervals
more frequent for new employees
Principals nurse leaders use in completing performance appraisals:
Where are the standard for appraisals found?
Job description when hired
**If employees believe the appraisal is based on their job description rather than on whether the manager approves of them, they are more likely to view the appraisal as relevant
Principals nurse leaders use in completing performance appraisals:
How should standards be written?
In objective terms
Principals nurse leaders use in completing performance appraisals:
Who has input in development of standards?
Employees!!!
Principals nurse leaders use in completing performance appraisals:
When should standards be communicated?
In advance
**communicated at time of hire
Principals nurse leaders use in completing performance appraisals:
Who does the appraiser need to be? (2)
- someone who has observed the employee’s work (someone who DIRECTLY supervises the employee)
- someone who the employee trusts and respects
How will the performance appraisal have a positive outcome?
if the appraiser is viewed with trust and professional respect
T or F: Surprises are a good part of the appraisal process
False–avoid them!
**The effective leader coaches and communicates informally with staff on a continual basis, so there should be little new information at an appraisal conference
T or F: all employees are held to the same standards
True
**based on job description, so ppl within same job have same standards
What must employees know what in advance regarding performance reviews: (3)
- how they will be graded
- what happens if standards not met
- how info will be obtained to determine performance level
an employees _____________ will affect the outcome of the current performance appraisal
past experience (negative or positive)
What do appraisers need to guard againsts? (5)
- Halo effect
- Horns effect
- Recency effect
- Matthew effect
- Central tendency Trap
What is the Halo effect?
the appraiser lets one or two positive aspects of the assessment or behavior of the employee unduly influence all other aspects of the employee’s performance
What is the Horn’s effect?
he appraiser allows some negative aspects of the employee’s performance to influence the assessment to such an extent that other levels of job performance are not accurately recorded
What is the Recency effect?
when recent issues are weighed more heavily than past performance
What is the Matthew effect?
Employees receive the same appraisal results, year after year.
- Those who performed well early in their employment will do well, those who struggled will struggle.
What is the Central tendency Trap?
Manager is hesitant to risk true assessment and therefore rates all employees as average, leading employees to discount the entire assessment of their work
Joint Commission on performance appraisals:
standard for performance appraisal?
Employee’s job description
Joint Commission on performance appraisals:
What do employees need to be able to demonstrate?
- how to plan
- implement
- evaluate care
**specific to the ages of the patients they care for
What happens if there are a lot of problems that need to be addressed with performance appraisals?
Do not overwhelm them!!
**if there are too many problems to be addressed then pick the major ones to talk about
In performance appraisal, what needs to be discussed first?
Last?
First= All \\\\areas of improvement
Last= strengths
In performance appraisal, what about previous performance interviews?
They should have corrected and edited behavior if needed and new performance appraisal should reflect growth
T OR F:
The employee should be given a copy of the performance appraisal?
True
When is the appropriate time for a performance appraisal?
-when employee isn’t too busy at work to have a meaningful conversation
**should set aside specific time for this meeting
Should the employee be given advanced warning of a performance appraisal?
Yes!!
2-3 day advance notice
so they can prepare mentally and emotionally
As a nurse manager, what if something big comes up at work.
Should you still fit in the scheduled perf. appraisal?
If something should happen to interfere with your readiness for the interview, it should be cancelled and re-schedule
