PERFORMANCE APPRAISAL The employee performance appraisal is a sensitive and important part of the management process, requiring much

skill. In performance appraisal, actual performance should be evaluated; this help the employee know where they stand and what is expected of them. It is critical that the nurse managers use strategies that increase the likelihood of a fair and accurate appraisal. The following points should be kept in mind for appraising fairer and more accurate assessment. 1. 2. 3. 4. 5. The appraiser should develop an awareness of his or her own biases and prejudices. Consultation should be sought frequently. Information should be gathered appropriately. Information should be written down and not trusted to memory. Collected assessment should contain positive example of growth and achievement and areas where development is needed. 6. The appraiser needs to guard against the three common pitfalls of assessment- halo effect, horn effect and central tendency. PURPOSES:1. It is needed for evaluating actual performance. 2. It generates the information for salary adjustment, promotions, transfers, disciplinary actions and terminations. 3. It can be used for developing employees potential and assist the employee to overcome the difficulties. 4. It helps the employee to know where they stand and what is expected of them. Tools for performance appraisal. 1. Trait rating scales (TRS) a rating is a method of rating an individual aginst a set of standard, which may be the job description, desired behavious or personal traits. The rating scale is probably the most widely used one. 2. Job dimension scales (JDS) The technique that a rating scale be constructed for each job classification. The rating factors are taken form the context of the written job description. 3. Behavoiurally anchored rating scales (BARS) it is also called behavioural expection scale, that overcome some of the weakness of the rating system. As in JDS the BARS technique requires that a separate rating form be developed for each job classification. 4. Check list there are several types of checklist appraisal tools. The weighted scale is composed of man behaviuoral statements that represent desirable job behaviuors. Each of

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6. 7. 8.

these behaviuors statements has a weighted score attached to it. Score is based on employees behvoiur or attributes. Essays this method is often referred to as the free from review here the appraisal describes in narrative form, the employee strength and area were improvement or growth is needed. Self appraisal Management by objective Per review- performance carried out by peers.

Conclusion: The performance appraisal helps the nursing administrator to evaluate the staff nurses clinical performance, patient care, quality of performance, mental quality, supervisory, qualities personal qualities, capacity for further development. It also helps the nursing administrator to identify the problems in working area. It helps in rewarding the staff, promotion, transfer. It helps the employee to know where they stand and what is expected of them.

Bibliography 1. B. T. Basvanthappa (2007), nursing administration, first edition, published by Jitendra P.V. page no 428-429 2. B.M.Sakharkar (2008), Principles of hospital administration and planning, first edition Jaypee publications, page no 220-22. 3. Ramaswamy T. (2009), Principles of management, 8th edition, Himalaya publication house.

THE GROUP FOR ASSESSMENT:- Staff nurses Rating Scale for the assessment of: Item S.No. 1. Quality of performance i. Quantity of work ii. Quality of work 2. Mental quality i. Ability to learn ii. Adaptability iii. Originality iv. Reasoning powers 3. Supervisory qualities i. Leadership ii. Organizing ability iii. Co-operation 4. Personal qualities i. Honesty ii. Self control iii. Initiative iv. Appearance v. Attitude towards fellow workers vi. Attitude towards work 5. Capacity for further development i. Intelligence ii. Acceptance of responsibility iii. To lead a group 1 2 3 4 5 Remark

Signature of observer:

Signature of staff nurse:

Date: