performance appraisal

1. Performance Appraisal
in Nursing
Education/practice

2. Definitions
 According to Newstrom: It is the process
of evaluating the performance of
employees, sharing that information with
them and searching for ways to improve
their performance .

3. Cont…
 According to Roger Bellows -A
systematic, periodic evaluation of the work
of an individual to an organization, usually
made by supervisors to observe his or her
performance and potential for
development.

4. Purposes Of Performance
appraisal
Point of view of
Employee Institution

5. Employee
FOUR FOLD PURPOSE
 Tell me what you want me to do
 Tell me how well I have done it
 Help me improve my performance
 Reward me for doing well.

6. Organization view point
1. review the performance of the
employees over a given period of time.
2. determine the job competence
3. judge the gap between the actual and the
desired performance.
4. strengthen the relationship and
communication between superior –
subordinates.

7. Cont…
5. To diagnose the strengths and weaknesses of
the individuals so as to identify the training
and development needs of the future.
6. To provide feedback to the employees
regarding their past performance.
7. To select qualified staff for advancement and
salary increases
8. Provide clarity of the expectations and
responsibilities of the functions to be
performed by the employees.

8. Contd…..
9) To judge the effectiveness of the other
human resource functions of the
organization such as recruitment,
selection, training and development.
10) To reduce the grievances of the
employees.
11) To identify unsatisfactory employees

9.  Correct placement.
 Assistance in self-improvement
 Incentive to Grow and develop
 Effective training Programme
 Introduction of sound Personnel
Policies
Benefits/ Advantages:

10. Contd…
 Cordial Employee-Employer
Relations
 Human Resource Planning and
Development
 Employee Communication
 High employee morale
 Frequency of appraisal

11. Who performs
performance appraisal for
the nursing personnel?
 Director/or higher authority
 Principal
 Head of the department
 Self

12. Techniques / Methods of
Performance Appraisal
Confidential reports

13. Anecdotal Notes

14. Checklists

15. Rating scales
 Graphic rating scale
 Behaviorally anchored rating scales
 Behavioural observation skills

16. Ranking

17. Critical incident method

18. Field review technique

19. Management by objective

20. Points that are
considered while doing
performance appraisal
in relation to nursing
education

21. Classroom Management
 Planning lectures and assignments in
advance
 Innovative teaching Methods
 Motivation of Students
 School discipline
 Conducive learning environment
 Accurate recording
 Maintenance of School equipment

22. Updating Knowledge
 Using institutional and community resources
 Interacting with the experts in the field and
patients
 Attending educational programme- workshops,
continuing adult education, summer institute,
special training programme.
 Accepting the new changes-technology, syllabus
etc
 Participation in research activity

23. Interpersonal Relationship:
Cooperation with superior and
colleagues
Teacher student relationship

24. Self Discipline:
Regularity
Industry-hard work
Integrity-honesty
Time management
Punctuality and neatness Initiative
Emotional stability
Reliability and conscientiousness

25. Participation in other Activity:
Social,
Cultural,
NSS,
Involvement in other activity
or college

26. Managerial Ability:
Ability to plan the teaching program
 Completion of total allotted hours within
time limitation
 Cover all content given in the unit

27.  Decision making, Coordination and
cooperation with other colleagues
 Natural calamities or man made calamities
 Recruitment of students
 Orientation of students
 Conducting Examination
 Organizing Co-curricular activities- sports,
SNA activities

28. Meetings
 Capacity to get the work done
from the juniors
 Maintenance of recording and
punctuality in reporting

29. Problems/ bias of performance
appraisal
1. Halo effect: it is the tendency to over rate a
person’s performance or overemphasize a
positive event, i.e rating the person higher
than deserved, for various reason.
2. Horn effect: it is the tendency to rate an
employee lower than that person’s
performance, for various reasons or
overemphasise a negative event and
underrate total performance.

30. 3. Central tendency error: in this performance
A person is not observed and medium rating
given for all task.
4. self-aggrandizing effect rates worker so as
to create favorable view of manager.