Does the performance appraisal process encourage employee development?
Aside from the written performance measures, what aspects contribute to success or failure in achieving performance improvement?
Discussion: Performance Standards and Appraisals
Performance appraisals should be timely, thoughtful, consistent, thorough, and free from bias. How can performance appraisal systems be structured to facilitate this type of environment? Effective performance standards and appraisals can promote an open and continuous relationship among the nurse manager, HR professionals, and employees. How might you, as a nurse manager, use performance appraisals and other performance management strategies, such as positive discipline, in your leadership approach?
In this Discussion, you reflect on questions that commonly arise when assessing performance appraisal processes.
Performance Standards:
Who creates performance standards, and how are they communicated to employees?
Are performance standards consistent with quality standards commonly used in the nursing profession?
Do performance standards align with legal and ethical nursing practice?
Performance Appraisals:
How is employee performance (i.e., behaviors, attitudes, abilities, and skills) documented?
What measures, if any, protect employees from subjectivity?
Are employees asked to engage in any form of self-evaluation?
Do colleagues participate in peer evaluations such as 360-degree appraisals?
Does the performance appraisal process encourage employee development?
Aside from the written performance measures, what aspects contribute to success or failure in achieving performance improvement?
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