The Art of Evaluations

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Find out more about heatlhcare facilities' evaluations, and examine self-evaluation, peer review and the employee evaluation process as a whole. Earn nursing CE credit for this webinar by visiting http://www.advanceweb.com/ce

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The Art of Evaluations

  1. 1. THE ART OF EVALUATIONS THE ART OF EVALUATIONS THE ART OF EVALUATIONS THE ART OF EVALUATIONS THE ART OF EVALUATIONS HOW DO I MEASURE UP? HOW DO I MEASURE UP? HOW DO I MEASURE UP? HOW DO I MEASURE UP? BY: STAFF BY: STAFF BY: STAFF BY: STAFF ADVANCE ADVANCE ADVANCE ADVANCE
  2. 2. Objectives <ul><li>Describe the evaluation process used </li></ul><ul><li>by most organizations </li></ul><ul><li>Compare and contrast self-evaluation, </li></ul><ul><li>standard performance review, and </li></ul><ul><li>peer review </li></ul><ul><li>Identify three outcomes of an effective </li></ul><ul><li>evaluation process </li></ul>
  3. 3. How Do You View the Evaluation Process Where You Work?
  4. 4. Self-Evaluations <ul><li>Unwritten vs. written </li></ul><ul><li>Self criticism — You are your own worst </li></ul><ul><li>judge sometimes </li></ul><ul><li>Potential for growth — Journaling objectively </li></ul><ul><li>Use the same criteria your supervisor uses </li></ul>
  5. 5. <ul><li>More common tool being used in human resource management </li></ul><ul><li>Mechanism for evaluation employee performance based on feedback from everyone the person interacts with: peers, manager, customers, subordinates </li></ul><ul><li>Purpose is to include multiple data sources in performance appraisal process </li></ul>360 Evaluation
  6. 6. Performance Evaluations <ul><li>Monitoring performance at periodic intervals to: </li></ul><ul><li>Identify strengths and weaknesses </li></ul><ul><li>Clarify expectations </li></ul><ul><li>Define areas for improvement </li></ul><ul><li>Maintain and improve communication </li></ul>
  7. 7. Performance Evaluations Promote growth, development and communication
  8. 8. Performance Evaluations Evaluating personnel is a continuous process — not a one-day task
  9. 9. Planning for an Evaluation <ul><li>Be familiar with process and form </li></ul><ul><li>Observe and document performance </li></ul><ul><li>throughout the year </li></ul><ul><li>Document positive, neutral and negative </li></ul><ul><li>(or problematic) events </li></ul>
  10. 10. Documenting for Evaluations <ul><li>Create a performance log </li></ul><ul><li>Documenting as you observe increases </li></ul><ul><li>the fairness of the review </li></ul>
  11. 11. Documenting for Evaluations <ul><li>Attitudes vs. Behaviors </li></ul><ul><li>Attitudes are the thoughts and feelings that </li></ul><ul><li>underlie what an employee does on the job </li></ul><ul><li>Behaviors are observable actions that can be </li></ul><ul><li>measured by practice standards, hospital </li></ul><ul><li>policy or predetermined goals </li></ul>
  12. 12. Documenting for Evaluations <ul><li>Attitudes vs. Behaviors </li></ul><ul><li>Enthusiastic </li></ul><ul><li>Completes work in a timely manner </li></ul><ul><li>Neglectful </li></ul><ul><li>Violates a company policy </li></ul><ul><li>Lazy </li></ul><ul><li>Arrives at work 15 minutes late once a week </li></ul><ul><li>Attention to Detail </li></ul><ul><li>Submits work without errors or omissions </li></ul><ul><li>Difficult Getting Along </li></ul><ul><li>Shouts at co-workers </li></ul>
  13. 13. Preparing an Evaluation <ul><li>Use evidence from the current appraisal </li></ul><ul><li>period — not recent events or in the past </li></ul><ul><li>Rate and discuss behaviors that are </li></ul><ul><li>relevant to the job or position </li></ul>
  14. 14. Giving Feedback <ul><li>Do not: </li></ul><ul><li>Prepare hastily for an appraisal </li></ul><ul><li>Be swayed by most recent events </li></ul><ul><li>Rate everything “adequate” or “good” </li></ul><ul><li>just to be “nice” </li></ul><ul><li>Surprise the recipient with harsh </li></ul><ul><li>judgments not previously addressed </li></ul><ul><li>Give any opinion without supporting </li></ul><ul><li>with facts or examples </li></ul>
  15. 15. Giving Feedback <ul><li>Do an internal check before giving a review: </li></ul><ul><li>Realize relationships matter </li></ul><ul><li>Examine intentions </li></ul><ul><li>Review assumptions </li></ul>
  16. 16. Performance Review Conference <ul><li>Reserve a place without telephones </li></ul><ul><li>Explain the process </li></ul><ul><li>Outcome of the review </li></ul>
  17. 17. Peer Review Process “… practicing RNs systematically assess, monitor and make judgments about quality of care as measured against professional standards of care.” — American Nurses Association, 1988 In industry and business, the process is the same.
  18. 18. Why Consider Peer Review? <ul><li>95% of staff and nurse managers preferred </li></ul><ul><li>this component </li></ul><ul><li>Part of shared governance </li></ul><ul><li>Can assist in correcting or applauding </li></ul><ul><li>performance that may not have been noticed </li></ul><ul><li>Improve quality outcomes of practice </li></ul>
  19. 19. First Things First <ul><li>In most organizations, this takes 3-5 years to implement. </li></ul><ul><li>Gain support and interest of staff: </li></ul><ul><li>Best presented as culture change </li></ul><ul><li>Explain benefits and how it will be used </li></ul><ul><li>Administration support is critical </li></ul>
  20. 20. Planning Phase <ul><li>Planning group formed </li></ul><ul><li>Dedicated planning coordinator leads the </li></ul><ul><li>group and is liaison to HR </li></ul><ul><li>How will peer review be incorporated into </li></ul><ul><li>professional practice model? </li></ul><ul><li>Consider using stepped approach moving </li></ul><ul><li>from educational to appraisal </li></ul>
  21. 21. Tools <ul><li>Job description </li></ul><ul><li>Performance appraisal tool </li></ul><ul><li>Unit’s code of conduct </li></ul><ul><li>Facility’s code of ethics </li></ul><ul><li>Staff must be involved in design and content of tools and given time to critique and revise. </li></ul>
  22. 22. Identifying the Reviewers <ul><li>Staff selects own reviewer </li></ul><ul><li>Anonymous reviewer </li></ul><ul><li>Committee of reviewers </li></ul>
  23. 23. Educating Staff <ul><li>Cover basics of program </li></ul><ul><li>Teach reviewers essential skills </li></ul><ul><li>Allow staff and management to </li></ul><ul><li>voice concerns </li></ul><ul><li>Pilot one unit before </li></ul><ul><li>organization roll-out </li></ul>
  24. 24. Ground Rules <ul><li>Must be done on time </li></ul><ul><li>All areas of review must be completed </li></ul><ul><li>Committee decides on consequences </li></ul><ul><li>if review does not comply </li></ul>
  25. 25. Outcomes Reported <ul><li>Increased professionalism </li></ul><ul><li>Improved accountability </li></ul><ul><li>Increased retention </li></ul><ul><li>Better communication skills </li></ul>
  26. 26. About This Presentation <ul><li>Earn contact hours from the convenience of your computer or mobile device. Listen to or download Webinars and podcasts for CE credit brought to you by ADVANCE for Nurses . Merion Publications Inc. is an approved provider of continuing nursing education by the Pennsylvania State Nurses Association (No. 221-3-O-09), an accredited approver by the American Nurses Credentialing Center’s Commission on Accreditation. </li></ul><ul><li>Visit www.advanceweb.com/ce to take a test on this session and earn credit. </li></ul>
  27. 27. Questions, Comments & Feedback

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