Performance appraisal for nursing staff

the presentation gives an overview of what a staff nurse should expect in an interview room, reasons as to why a performance appraisal should be done.

1. Performance Appraisal Stephen Kitooke Muyingo En, Rn 24-Jul-15 kitooke muyingo 1

2. Learning Objectives By the end of this interactive session, staff nurses will be able to: Define performance appraisal. Give the objectives and purpose for a performance appraisal. How to prepare for the interview. 24-Jul-15 kitooke muyingo 2

3. Definition; Performance appraisal at its ideal is a continuing, consultative and participative process conducted jointly by supervisor and subordinate, that assess both strengths ad weaknesses of current and recent performance, expectations and aspirations for the future, Sullivan (2009). 24-Jul-15 kitooke muyingo 3

4. Definition cont.’ It is the assessment of the performance of an individual in relation to the objectives, activities, outputs and targets of a job over a specific period of time. 24-Jul-15 kitooke muyingo 4

5. Objectives P.A Why carry out performance appraisal? 24-Jul-15 kitooke muyingo 5

6. Objective P.A To identify employee strengths and weaknesses. To develop employees in their present jobs. To identify individuals for promotion. To plan career progression To recognize good work. To establish and monitor performance objectives and targets 24-Jul-15 kitooke muyingo 6

7. Objectives cont. To develop communication between managers and their staff. To improve job satisfaction and motivation To encourage self evaluation. To alert managers to constraints which inhibit employee performance. 24-Jul-15 kitooke muyingo 7

8. Principles of P.A The basic principles of a good performance appraisal scheme include: The performance targets and outputs against which the individual is to be assessed must be specific, measurable and time bound and must be jointly agreed between the appraiser and the appraisee . The appraisal system should be open and participatory giving the appraisee chance to assess their own performance. 24-Jul-15 kitooke muyingo 8

9. Principles of P.A cont. There should be continuous monitoring of performance through dialogue and constant guidance and provision of constructive feedback or performance to employees. 24-Jul-15 kitooke muyingo 9

10. Purpose of performance appraisal The general purpose is to improve the efficiency of the organisation by ensuring that the individual within it are performing to the best of their ability and developing their potential for improvement. 10 24/07/2015

11. Performance Appraisal Interview Preparing for the interview Key step is proper planning Set up the performance appraisal interview in advance preferably – 2 days’ notice Schedule enough time – 20 – 30 minutes Have specific examples of behaviour to support the ratings. (important for performance areas in which an employee receives low ratings. 24-Jul-15 kitooke muyingo 11

12. Performance Appraisal Interview Anticipate how the staff member will react to the appraisal. Have a private setting that is relatively free from interruptions. A poor setting limits the usefulness of the interview. No one wants weaknesses discussed in public and interruptions destroy the flow of feedback session. 24-Jul-15 kitooke muyingo 12

13. During an interview 24-Jul-15 kitooke muyingo 13

14. The Interview: The nurse manager needs to have written and shared critical incidents throughout the evaluation period; so that staff members go into the interview with a good idea of how they are likely to be rated; as well as what behaviour led to the rating. Nurse manager should be aware of the employees tolerance level for criticism, beyond which deficiencies set in. 24-Jul-15 kitooke muyingo 14

15. Steps of the Appraisal Interview: Put the employee at ease Clearly state the purpose of the appraisal. Go through the ratings one by one with the employee. Draw out the employees reactions to the ratings. Ask for the reactions. Listen, accept and then respond. Decide on specific ways in which performance areas can be strengthened. 24-Jul-15 kitooke muyingo 15

16. Steps of the interview cont’d If the interview revealed performance deficiencies a joint action plan should be developed to help the employee/individual improve. The action plan should be to improve performance. These activities may include formal training, or on job training or coaching. Set a follow up date. Express confidence in the employee, that improvement will be forthcoming. 24-Jul-15 kitooke muyingo 16

17. Performance Problems that require corrective action: Skill-related performance problems – medication error. Policy/procedure related problems e.g. If a nurse violates the policy of handing over patients to her/his peers before leaving the unit Dishonesty Poor communication towards colleagues and patients. Lack of trustworthiness Repeated late coming Absenteeism 24-Jul-15 kitooke muyingo 17

18. Any questions? 24-Jul-15 kitooke muyingo 18