performance appraisal for nursing staff

05/01/2023kitooke muyingo 1

Performance Appraisal

Stephen Kitooke MuyingoEn, Rn


Learning Objectives O By the end of this interactive

session, staff nurses will be able to:O Define performance appraisal.O Give the objectives and purpose for

a performance appraisal.O How to prepare for the interview.


Definition;O 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).


Definition cont.’ O 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.


Objectives P.AO Why carry out performance

appraisal?


Objective P.AO To identify employee strengths and

weaknesses.O To develop employees in their present

jobs.O To identify individuals for promotion.O To plan career progressionO To recognize good work.O To establish and monitor performance

objectives and targets


Objectives cont. O To develop communication between

managers and their staff.O To improve job satisfaction and

motivationO To encourage self evaluation.O To alert managers to constraints

which inhibit employee performance.


Principles of P.AThe basic principles of a good performance

appraisal scheme include:O 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.

O The appraisal system should be open and participatory giving the appraisee chance to assess their own performance.


Principles of P.A cont.O There should be continuous

monitoring of performance through dialogue and constant guidance and provision of constructive feedback or performance to employees.

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Purpose of performance appraisal

O 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.


Performance Appraisal Interview

Preparing for the interviewO Key step is proper planningO Set up the performance appraisal interview

in advance preferably – 2 days’ notice O Schedule enough time – 20 – 30 minutesO Have specific examples of behaviour to

support the ratings. (important for performance areas in which an employee receives low ratings.


Performance Appraisal Interview

O Anticipate how the staff member will react to the appraisal.

O Have a private setting that is relatively free from interruptions.

O A poor setting limits the usefulness of the interview.

O No one wants weaknesses discussed in public and interruptions destroy the flow of feedback session.


During an interview


The Interview:O 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.

O Nurse manager should be aware of the employees tolerance level for criticism, beyond which deficiencies set in.


Steps of the Appraisal Interview:

O Put the employee at easeO Clearly state the purpose of the appraisal.O Go through the ratings one by one with the

employee.O Draw out the employees reactions to the

ratings. Ask for the reactions. Listen, accept and then respond.

O Decide on specific ways in which performance areas can be strengthened.


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.

O Set a follow up date.O Express confidence in the employee, that

improvement will be forthcoming.


Performance Problems that require corrective action:O Skill-related performance problems –

medication error.O Policy/procedure related problems e.g. If a

nurse violates the policy of handing over patients to her/his peers before leaving the unit

O Dishonesty O Poor communication towards colleagues and

patients.O Lack of trustworthinessO Repeated late comingO Absenteeism


O Any questions?

performance appraisal for nursing staff

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