Developing a Set of Guidelines for Conducting Performance Appraisal for Preceptors

The hospital has a list of registered nurses trained and accepted as mentors on the unit that the new grad will be assigned. These nurses are trained as preceptors. Often the new grad will select her preceptor as her mentor.

After several grueling years of nursing school, most new nurses are eager to enter the work force. Before they are fully entrusted with the lives of others, they must first spend time precepting with a more seasoned nurse. This precepting allows the new graduate to gain some experience and possible insight while being guided throughout the process. Unfortunately, not all graduates have a positive experience with their preceptors. Some preceptors can be intimidating and overbearing. Others may be too carefree and fail to properly prepare their students for the potential consequences of their actions. In the next several paragraphs I will explore research on the benefits of working closely with a preceptor in the nursing field, what qualities and characteristics are present in a successful preceptor, and how we can improve on the precepting process.

The check-offs would not reflect negative on their job status but provide a guide for further learning if needed. The assigned preceptor could educate that resident on their particular needs. Letourneau and Fater (2015) in their research found nurse residency programs increase recent nurse graduate retention and help with the transition from student to practicing registered nurse. The hope would be that using trained preceptors and encouraging the whole unit to be supportive to the nurse residents would increase the support felt by the new nurses therefore decreasing turnover and increasing morale for all nurses

Officer Lerma, this is your annual Employee Performance Appraisal. This appraisal reflects the observations made by myself as well as Sgt. Drake A9663 and Sgt. Camenisch B0467 from your Blue Team Supervisor Notes. During this period you have been assigned to Durango Jail on Shift 2.

The duties of the Assessor involve planning, managing and delivering assessment, and always keeping a learner-centered approach to

Criteria for performance appraisals is an appraisal free of bias, documented results on file, strategies implemented by development of performance measures, feedback, and information for an employee to maximize their performance. Rating factors, effectiveness, and results used to either terminate employees or identify those with potential for advancement.

After reviewing exhibit 7.4.2, list what you regard as the major problems with the Darby appraisal system. Make specific recommendations about changing the system.

As a Registered Nurse I have had the opportunity to be a preceptor to a number of nursing students. I take this role very seriously as I am aware of the impact that my mentoring has on the students’ learning experience, competence and satisfaction

The first was the rewards for the preceptor. All the preceptors noted the personal and professional reward they received from their roles including learning from those they were training and greater impetus on personal development for the preceptor (46-47). The second result was that the preceptors all mentioned the feeling that their work was making a difference in the trainee’s lives and work. Although the lack of administrator and hospital recognition was mentioned, the preceptors were much more encouraged by the feedback from those they trained (47). Another finding involved the fact that the preceptors taught by word and example and tried to shield the student nurses from discouraging or adverse situations that might have retarded the learning process (48). A fourth theme dealt with the things that made being a preceptor difficult. Various problem areas emerged including, mental stress, feelings on a particular day, high nurse-to-patient ratios, fatigue, and scheduling conflicts (49). The final result was the appreciation of the need for a system that would provide support for the preceptor and the student nurse. The preceptors acknowledged the role played by nursing faculty, unit managers, and other students in making the preceptor learning experience better. They also conceded a need and desire for more initial orientation before taking on the role of preceptor. In sum, the preceptors felt that it was vital to their

Newly licensed registered nurses lack a level of performance and confidence in making pertinent patient

The challenges that preceptors may encounter involves discrepancies in applying psychology theory to practice; lack of compassion; lack of time, and lack of finance. Other challenges may occur when stakeholders are not provided with the information they need to implement the program. The effective strategies are for preceptors to build a healthy preceptor-preceptee relationship. These strategies include effective communication, preparation for complex situations, appreciation, and acknowledgment, positive feedback, assurance of support, providing the right tools for nurse-patient interaction, and encouraging self-commitment. A successful preceptorship experience may positively influence preceptees to remain in the nursing profession in the

practicum goal was to achieve the objective outcomes positively at end of the course. The effectively organized syllabus of the course, and the expert guidance with enriched subject oriented instructions by the instructor Dr. Sellars effort created the thorough understanding of the nursing educator core competencies to align with the Scope of Practice for Academic Nurse Educators 2012 Revision (National League Nursing, 2012). Although I am in the clinical education practice, still I have the plan to extend as the clinical instructor for the student nurses in near future. I prepared to begin with traditional classroom teaching, thereby I can challenge any group of audiences to face to face in teaching or delivering messages through public speaking.

The preceptor assists the novice nurse in bridging the gap between education and clinical practice (Sonya Blevis, 2016). In an NETP (Nurse Entry To Practice), a new graduate is partnered with an experienced nurse who is proficient in teaching a novice. New graduate nurse gets to work in the ward for 1 year and have 6 weeks of orientation phase. Staff nurse introduces the new staff member to the nursing, medical and non-medical team, orientates to the unit and guides until the orientation is complete. Preceptor hands down the torch to the preceptee by orientating, imparting knowledge and ward traditions, teaching new skills, overseeing new staff when the task is implemented and gives positive and/or negative feedbacks. The preceptor needs to offer a conducive learning environment and must be able to give opportunities for the new graduate staff member to ask questions when there are uncertainties. Creating a good relationship is essential when working with a new staff member. Analyzing one 's flexibility and adaptability are crucial to success. Transitioning from a 6 to 8 weeks clinical placement to the real nursing world can be overwhelming. This is where the preceptor enters to break the barrier that will hinder the new graduate to excel in her chosen field. While the success of transitioning to the real world is multi-faceted, the foundation of transition success begins on the first day the new nurse graduate enters the facility (Adams, P et al, 2014)

Preceptor plays the role of not only a mentor or a teacher, but a person who provides the new nurse with the proper experience to face any challenges in the job, and adapt to the culture of the unit (Link, 2012). A good preceptor sets goals and clear expectations for the new nurses, and provide a guideline regarding the expected responsibilities. A prudent mentor shares some of her own experiences with the new nurse to assure her that she was once in her shoes (Link, 2012). This type of connection will allow the preceptor to assess the orientee clinical competencies, and challenge her/him to develop own judgment skills (ANA, 2012). Another qualification of excellent preceptor is the ability to provide a structured orientation with a thorough

The definition of the term ‘performance management’ varies in different literatures. As Hutchinson(2013) summed up, combined with Den Harton’s theory(2004), it is a continuous process which links individual and team objectives with organizational goals by measure and improve employee’s skill and performance. According to Armstrong (2012), human resource management aims at making sure the organization has the most talented, skilled and engaged people in order to attain its goals. In this context, performance management is one staple practice helping managers identifying and retaining most competent employees as well as correcting poor performance.