The document provides comprehensive information on various performance appraisal tools for nurses, including qualitative appraisal tools, ranking methods, and management by objectives. It highlights several appraisal methods such as rating scales, checklists, critical incidents, and essay methods, discussing their advantages and disadvantages. Additional resources and materials related to performance appraisals are also mentioned for further assistance.

1. Performance appraisal tools
In this file, you can ref useful information about performance appraisal tools such as
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• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting performance appraisal tools
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Rewarding nurses boosts their morale and enthusiasm to continue providing quality services.
Using nurse performance-appraisal tools helps you determine key areas of responsibility in
which a nurse can work. The techniques applied in performance appraisal include obtaining
detailed information and rating each nurse according to her dedication and contribution to the
organization. Using performance-appraisal tools is vital, as it allows you to make informed
judgments when choosing whom to promote.
Qualitative Appraisal Tools
Qualitative nurse appraisal tools seek to determine the nurse’s contribution and her ability to
deliver to an organization under minimal supervision. They also seek to uncover her
competencies. Leadership skills, communication ability, punctuality, work attendance, customer
relations, problem solving and innovation ability are examples of aspects of a nurse that the
qualitative appraisal tools provides to an employer. Questionnaires and personal interviews are
qualitative appraisal tools.
Ranking Tool
You might want to know which nurse is the best. The ranking method provides a comprehensive
way of determining each nurse’s ability to deliver. Such a tool compares each subordinate’s
performance in different fields and then ranks them accordingly. The nurse with the highest
scores is ranked first. The scores regress to the nurse with the lowest scores. The nurse ranking
tool allows you to know who are the best and worst nurses. Use this tool to compare staff
members in the same department.

2. Management by Objective Tool
You can also use the management by objective tool for a performance appraisal on nurses. Set
specific goals with your nurses in your department and regularly make assessments on their
performance. Use the management by objective tool to determine how fast a nurse achieves the
predetermined goals and not the means she uses to fulfill them. Administering drugs to patients
in time, implementation of patient care, and recording of patient’s development are examples of
goals that this tool can measure.
Clinical Nurse Appraisal Tool
The clinical nurse appraisal tool offers a wide range of nurse-assessment options. You can use it
to asses a nurse’s abilities in areas such as care of hospital instruments, critical thinking ability,
evaluation of patient care, and availability to respond to questions raised by patients. A form
provided by Purdue University gives hospital management a detailed evaluation tool with which
they can perform such appraisals. The ranking system is from below standard to exceptional.
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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

3. is when compared to another employee.
iii. When a large number of employees are working, ranking
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.

5. III. Other topics related to Performance appraisal tools (pdf download)
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