Nursing Performance Appraisals

Performance appraisals, performance reviews and/or appraisal forms are a part of the performance management process. In general, performance appraisals are not favored. People in organizations would prefer not to be advised they did not do tell this year compared to the previous years. Managers would prefer not to put themselves in a scenario that could possibly turn into an argument from an employee about a performance appraisal that was not that great. If the ultimate goal of a performance appraisal is employee development and organizational improvement, we have to consider moving to effective performance management system to avoid any conflicts. The successes of performance management strategies sound favorable to many, however, there are managers and supervisors that make decisions that affect the moral and performance of the employees. Moral can become the heart of an employee’s motivation to succeed and be happy at work.

A performance appraisal is a key element in organization and can be one of the greatest tools used to record employee production. Organizations can establish their goals and objectivities, while involving the employees in the process. Conducting a performance appraisal increases productivity and morale and can prove to be effective in performance production.

An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.

Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.

Performance appraisals are an important tool for both employee and employers and if there is not a high level of equity involved in the appraisals, they can also be meaningless and ineffective to the employer and the employee. It is very important that employees feel they are receiving a reasonable and fair outcome according

Generally, any successful organization has numerous factors behind their success. But among them employees are the most vital factor and have a huge impact on the performance of the organization. Any organization can achieve their objectives with ease if the human resources play an instrumental role in achieving the intention of the organizations. So, it is the objective of the organization to measure accurately the performance of the members and optimize them as a vital resource. Therefore, an appraisal is an important factor which has an incredible motivational impact on the people.

Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.

There are two different methods to evaluate a nurse’s performance, results - oriented system and behavior-oriented system. In result - oriented system, the employee knows what are expected and as Sullivan(2013, p.241)stated, the results are “quantifiable, objective, and easily measured”. Mostly the supervisor set the goals to be accomplished by the employee. Sometimes the manager and the employee work together to set the goals.Another method of evaluation is behavior-oriented system. The system focuses on the behaviors of the employee and the employees are informed what are the behavior expectations(Sullivan,2013).

Nurses must be able to maintain certain competencies to perform a job proficiently. Most facilities have required competencies that are included in performance evaluations, and performance evaluations are often performed annually. Direct observation of the employee by the person conducting the evaluation allows for the evaluation to be precise and fair. Evaluations in a private setting allow for open communication for positive and negative remarks. Positive and negative feedback allows for growth of an employee (Yoder-Wise, 2015).

Knowledge of the job description, coupled by the performance evaluation process, builds the foundation for initial and continued employment for all employees throughout an organization. Once the job description is finalized in writing, it is required that every employee review and sign this document at initial employment and when any modifications are made. The essential functions section of the evaluation is specific to each role and is a portion of the overall performance appraisal process. These essential functions are unique to each role and are derived from the job description. To effectively evaluate nurses’ work performance, the field needs to define nurse’s work more precisely and establish smart ways of measuring the

Specifically, this essay will focus on performance appraisal which is the level of concern to employees and how

The current appraisal system followed in the organization is almost but not completely effective as all the employees are not satisfied with the appraisal

On the other hand, poor performance, or mediocre performance may lead to negative appraisals and consequences, including job termination or withholding of bonuses, awards, and promotions. Performance appraisals are a systemic means of ensuring quality of work performance, and thus achieving the strategic objectives and advancing the goals of the organization. These performance appraisals, in order to be effective, must be applied in a uniform, objective, fair and consistent manner over time. In addition, the expectations of the performance appraisal must be clearly understood and agreed upon by the supervisor and the employee. Objectivity and fairness in the appraisal system build trust in the organization as well as high morale among employees.

Performance appraisal process if made clear and transparent can help a lot to avert low morale in employees. Fair, trustworthy, and transparent processes for performances management and resource allocation help to meet people’s drive to defend.

In conclusion, performance appraisal can relatively contribute to the achievement of an organization goal, in