An important part of the manager’s job is

8/7/2019 An important part of the managers job is

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AN IMPORTANT PART OF THEMANAGERS JOB IS TO DEFINE

PERFORMANCE IN ADVANCE AND TO

STATE DESIRED RESULTS.

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Performance related- behaviors

are directly associated with job

tasks and need to be accomplishedto achieves a jobs objectives

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Enhancing performance

includes such actions

as:

Identifying performance problems

Integrating, facilitating, and coordinating

the work of employees

Creating motivational climate.

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Managers also may enhance an employees

performance by removing situationalconstraints such as rotating shifts, or

providing assistance in overcoming restraints.

Recognition also enhances performance.

Careful management of these factors helps

ensure that a staff members effort ormotivation is actively translated into effective

job performance

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The performance appraisal

includes:

Day to day manager- employee interactions

Making notes about an employees behavior

Completing the performance appraisal form

The formal appraisal interview

Follow-up sessions that may involve coaching

and discipline when needed.

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Primary reason of performance appraisal is to

give constructive feedback.

A good appraisal system ensures that staff know

what they are to do and how well they are doing

it.

It serve as a basis on which administrative

decisions are made.

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Several steps to help ensure that an appraisalsystem is non discrimatory.

1. The appraisal should be in writing and carried out at

least once a year.

2. The performance appraisal information should be

shared with the employees.

3. The employee should have the opportunity to

respond in writing to the appraisal.

4. Employees should have a mechanism to appeal the

results of the performance appraisal.

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5. The manager should have adequate opportunity to

observe the employees job performance during the

course of the evaluation period.

6. Anecdotal notes on the employees performance should

be kept during the entire evaluation period.

5. Evaluation should be trained to carry out the

performance appraisal process including:

a. what is a reasonable job performanceb. How to complete the form, and

c. How to carry out the feedback interview. 10


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8. As far as possible, the performance appraisal should focus on

employee behavior and results rather than on personal traits

or characteristics.

a. Initiative

b. Attitude

c. Personality

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To reflect the multi dimensional nature of the job, the

performance appraisal form usually requires a nurse

manager to rate several different performance

dimensions, such as use of nursing process,

professionalism, safety, continuing education andinitiative.

In developing an appraisal device, an organization can

focus on employee traits, results, behaviors, and some

combination. 13


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Some appraisal system focus on personal traits and

characteristics, such as stability or ability to handle

stress, because trait-oriented instruments are

inexpensive to develop and can be used for a wide

variety of positions.

Trait ratings are not useful in helping developemployees because they create discrimination

against some groups

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RESULTS-ORIENTED

SYSTEM

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A result orient appraisal system,

employees know in advance what is

expected.

Objectives are quantifiable , objective

and easily measured.

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Behavior oriented systems focused on what the

employee actually dose.

This type of system give new employees specific

information on how they are expected to behave

and is less likely to lead to legal problems.

It also facilitates employee development

The disadvantage of this system is that its relatively

time consuming to develop and is tied to only one

job or a narrow range of job.

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COMBINATION TYPE OF

CRITERIA

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In this system each employee may have a few

major objectives he or she expected to

accomplish.

Individuals where also evaluated in terms of

both general personal characteristics andbehaviorally specific criteria.

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SPECIFICEVALUATION

METHOD

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TRADITIONAL RATING SCALES

General performance dimensions not

necessarily based on job description.

Equally weighted dimensions

Absolute judgment standards

Judgments based on the supervisors idea of

satisfactory performance

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ESSAY EVALUATION

In this technique the nurse manager is required to

describe the employees performance over the entire

evaluation period by writing in narrative detailing

the strengths and weakness of the appraisee.

If used alone, an essay evaluations can be is subjectto a number of constraints that can limit its

effectiveness

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FORCED DISTRIBUTION EVALUATION

Is similar to grading a curve.

Because of the general dislike of forced

distribution systems, they are not commonly

used.

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BEHAVIOR ORIENTED RATING SCALE

Group of workers who are every familiar with the target

job provide written examples of superior and inferior job

behaviors.

These critical incidents are stated as

measurable/quantifiable behaviors.

Critical incidents that are similar in theme are grouped

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Statistical procedures are used to arrive at a subsetof the original pool of critical incidents.

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RESULT ORIENTED EVALUATION

Requires setting objectives for what the employee isto accomplish.

It has two steps:I. A set of work objectives is established at the start

of the evaluation period for the employee toaccomplish during some future time frame. Theseobjectives can be developed by the employeessupervisor and given to the employee; however it isbetter if the manager and the employee work

together to develop a set of objectives for theemployee.

Each performance objective should be defined inconcrete, quantifiable terms and have a specifictime frame

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II. The second step involves the actual evaluation of theemployees performance. At this time, the supervisor

and employee meet and focus on how well theemployees has accomplished his or her objectives.

With increasing emphasis on outcomes, result- orientedassessments are becoming more commonly used inhealth care setting

Michelle V. Lopez

BSN 4-3

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An important part of the manager’s job is

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