STAFF EVALUATION AND PERFORMANCE APPRAISAL

An effective appraisal process rewards productive employees and assists the professional growth and development of inexperienced and unproductive individuals.– Mabie H. Smith

Introduction:

None of the manager’s actions is as personal as appraising the work performance of others. Because work is an important part of one’s identity people are very sensitive to opinions about how they perform. When used correctly performance appraisal can motivate staff and increase retention and productivity. Using a formal system reduces the appraisal’s subjectivity. A manager’s opinions and and judgements must be determined in n objective, systematic and formalized manner because they are used for far reaching decisions regarding the employee’s work life. The more professional a group is, the more sensitive and complex the evaluation process becomes. However most nurses have difficulty handling assessment procedure adequately and even harder to convey that judgement to the employee in a comfortable or helpful manner.

Philosophy:

An evaluation program should be considered as a step in bringing about as well as determining progress in achieving personal and professional growth and development resulting in quality outcome (e.g. patient care).

Newstrom: Modern appraisal philosophy emphasizes performance and future goals; participation in mutual goal setting; knowledge of results Thus the hallmarks of modern appraisal philosophy are as follows:

  1. Performance orientation

  2. Focus on goals and objectives

  3. Mutual goal setting

  4. Clarification of behavioural expectations

  5. Extensive feedback systems