Professional Documents
Culture Documents
V For a worker·s performance evaluation to be valid, it must
be based upon the job description that she occupies and
upon behaviourally oriented performance standards for that
position.
V An adequate and representative sampling of the nurses·
behaviour should be observed in the process of evaluating
performance. In other words, care must be taken to evaluate
her usual or consistent behaviour and to avoid focusing on
and magnifying the importance of an isolated, a typical
instance of either extremely capable or extremely inept
behaviour.
V The nrsae should be given a copy of her job description,
performance standards and evaluation form to review
before the scheduled evaluation conference so that the nurse
and her supervisor can discuss the evaluation from the same
frame of reference.
V In documenting the employee·s performance appraisal, the
manager should indicate clearly those areas in which
worker·s performance is satisfactory and those in which
improvements are needed. Additionally, she should refer to
specific instances of the nurses satisfactory and the
unsatisfactory behaviour in order to clarify exactly what
types of change are required in her performance.
V If there is a need for improvement in several areas of the
nurse·s performance, the manager should indicate which
area(s) should be given priority by the nurse as she attempts
to improve her effectiveness.
V The evaluation interview should be scheduled at a time
convenient for both nurse and manager. It should be held in
pleasant surroundings and should allow time for both to ask
questions and to discuss the evaluation at length.
There are five general types of evaluation devices in common
use for performance evaluation. They are the free response
report, the simple ranking, the performance checklist, the
graphic rating, and the forced choice comparison.
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