The document provides comprehensive information on performance appraisals for nurses, discussing evaluation methods, criteria for assessment, and documentation processes. It outlines various appraisal methods such as ranking, rating scales, checklists, and critical incidents, along with their advantages and disadvantages. Additionally, it includes resources for further assistance and tools related to nurse performance appraisals.

1. Performance appraisal for nurses
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I. Contents of getting performance appraisal for nurses
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A nursing performance evaluation is a written assessment of a nurse's work performance. Also
known as a performance appraisal, the evaluation is typically done on a regular basis, which may
be quarterly, semi-annually, or annually. A supervisor will generally evaluate the performance of
his employee, and the review will then be interpreted by a boss or manager. All aspects of work
will be reviewed, including work habits and ethics.
Performance reviews are a common procedure used by employers in many professions. A
nursing performance evaluation will typically be documented on a paper form, which will
typically be hand signed by the appraiser, as well as the nurse. An evaluation form will include a
field for comments in most cases as well. Work habits and performance may be rated using a
number system. Typically, "1" may be the poorest or unsatisfactory rating, with a "5" being the
highest performance rating.
The ratings listed on a nursing performance evaluation will typically be broken down into
categories. Over the course of her employment, a nurse's supervisors will observe her work
habits and make note of her strengths and weaknesses. When preparing an evaluation, the
supervisor will review how well the nurse completes her assignments, and note areas of
improvement on which the nurse needs to focus.
In many cases, a nursing evaluation will document the attendance record of the employee. It may
list how many days the nurse was absent from her work, with or without reasonable cause. The

2. form may also list the number of days the nurse was late for work, with or without an
explanation.
Many other considerations are documented on the nursing performance evaluation. The
supervisor may rate a nurse's ability to solve complex problems without assistance. Her ability to
handle stress on the job may also be assessed. As with many professions, teamwork plays an
important role. A nursing performance evaluation will often include an assessment of how well
the nurse works alongside her co-workers. This may take into account her ability to
communicate effectively and her interpersonal skills in general.
A yearly review or performance appraisal may also include space to list professional goals the
employee hopes to achieve. For example, the nurse may list her desire to achieve certification in
a particular specialty by the next evaluation. Others may list the desire to become a full-time
registered nurse. Short-term and long-term career goals may be listed separately.
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III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking

3. of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method

4. The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.

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