Performance Appraisals and the Nursing Leader
NSG 6620 Week 7 Discussion Question 2: Performance Appraisals and the Nursing Leader
Performance appraisal is a mechanism or strategy for sharing performance feedback with all employees based on a defined set of performance criteria. Nurses need feedback to flourish and grow as well as develop career goals and a career trajectory. Typically, there are organizational policies guiding time for and methods of performance appraisal. Performance appraisals must be conducted on a regular basis applying the organizational policy and performance appraisal guidelines. They should not be conducted as a punitive process but as a formative process to assist employees in learning and growing to become even more valuable to the healthcare organization. There are a variety of formal and informal processes for performance appraisal. The key purpose of a performance appraisal is to support and assist in professional growth.
Using the readings for the week, the South University Online Library, and the Internet, respond to the following:
Describe the role of the nursing leader related to coaching and guiding of staff during a performance appraisal.
Describe the role of the nursing leader in determining performance appraisal criteria.
Examine the need of the nursing leader to be a role model in giving performance improvement data for novice and experienced nurses.
Comment on the postings of at least two peers.
Evaluation Criteria:
Described the role of the nursing leader related to coaching and guiding of staff during a performance appraisal.
Described the role of the nursing leader in determining performance appraisal criteria.
Examined the need of the nursing leader to be a role model in giving performance improvement data for novice and experienced nurses.
Justified your answers with appropriate research and reasoning.
Commented on the postings of at least two peers. NSG 6620 Week 7 Discussion Questions 1, 2 SU.
ADDITIONAL DETAILS
Performance Appraisals and the Nursing Leader
Introduction
Performance appraisals are an important part of a nurses’ total rewards strategy. For example, they can be used to assess the value of each employee’s contribution to the organization and compare it against those of other employees. When done well, they provide an opportunity for dialogue between managers and their employees regarding how well each is performing at work. Both employers and employees can benefit from performance appraisals because they provide a way to benchmark performance in order to improve both individual and team goals.
Performance appraisals are necessary for organizational health
Performance appraisals are necessary for organizational health. The nursing profession has been criticized for its lack of accountability and for not holding nurses accountable for their actions (Kleymeyer, 2001). As a result, it is important that nurses understand the importance of performance appraisal in order to improve their practice as professionals and as individuals within organizations (Walsh & Caffey, 2005).
Performance Appraisals: A Brief Overview
The appraisal process is more than an annual event
The appraisal process is more than an annual event. It should be used to improve employee performance, identify and reward employee performance, improve engagement and satisfaction, and more. In other words: Appraisals should be ongoing!
The most effective way to perform this role is by using an effective appraisal system that supports the entire organization’s goals. This means ensuring that a clear understanding of what your company wants from its employees exists at all levels throughout the organization—from CEO down through middle managers who work directly with staff members on projects or initiatives like recruiting new talent (or keeping existing ones).
Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee
Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The process of performance appraisal is an ongoing one; it’s not something that happens once at the beginning of a person’s tenure with your organization and then never again. The process of performance appraisal involves two-way communication between you and your employees: you need to give them feedback on what they’ve done well, as well as provide constructive criticism when needed—and vice versa! It also helps if there are regular meetings where this information can be shared in real time so everyone involved feels comfortable sharing their thoughts openly without fear that someone will judge them unfairly based on past experiences or judgments made by others (or even yourself).
Performance evaluations are important elements in a total rewards strategy
Performance appraisals are an important part of a total rewards strategy for nursing leaders. The appraisal process is more than an annual event and can be used to motivate employees at every level, including executives. It’s important not just to evaluate your performance but also how it stacks up against that of others in the organization.
Performance evaluations can take many forms: quantitative measures like financial incentives and time management; qualitative assessments such as peer reviews or supervisor feedback; or both types of measurements rolled into one document (such as when you have both peer reviews plus a bonus).
Evaluations can include both qualitative and quantitative measurements
Evaluations can include both qualitative and quantitative measurements. Quantitative measurements are numerical, such as numbers of cases handled or patients admitted. Qualitative measurements are verbal descriptions of an employee’s performance that provide information about the employee’s effectiveness in performing the job. Both types of evaluations are important for a complete evaluation of an employee’s performance because they allow you to see how well they’re doing their jobs and whether they’re meeting expectations set out by their managers and supervisors.
Takeaway:
As a nurse leader, you can help to create an environment where your team members feel valued and supported.
A performance appraisal is a key part of this process. It’s important that you take the time to complete these evaluations regularly so that they are useful to both employees and leaders alike. The goal here is not only to get feedback on how well each employee has done their job but also how they can improve their work future performance (or if there are any areas where improvement would be beneficial).
If you’re looking for more information on how this might work for your organization, check out our article about creating effective feedback cycles!
Conclusion
A performance appraisal is an essential part of any organization’s culture. The process is more than just an annual event or a review of your performance. It’s about accountability and trust, which are two key values for any organization to uphold.
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