This document provides information and resources for evaluating the performance of a chief clinical officer, including:
- Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
- Sections for documenting a performance review, including rating an employee's performance on factors like administration, knowledge, communication, and more.
- Examples of positive and negative phrases for evaluating an employee's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
- An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback.
This document discusses diagnosis and management of intrauterine growth restriction (IUGR). It defines IUGR as failure of a fetus to reach its growth potential. The document outlines risk factors, classifications, pathophysiology, diagnosis and monitoring techniques such as Doppler ultrasound. Management depends on gestational age and severity, and may involve expectant monitoring, corticosteroids or delivery. Complications of IUGR include prematurity, stillbirth and long term risks like metabolic syndrome. Prevention focuses on optimizing maternal nutrition and health.
This document provides guidelines for urinary tract infections (UTIs) during pregnancy. It discusses that UTIs are the most common medical complications of pregnancy and are associated with risks like preterm delivery. It outlines recommendations for screening, diagnosing, and treating asymptomatic bacteriuria, acute cystitis, and acute pyelonephritis during pregnancy. Treatment is recommended for asymptomatic bacteriuria to reduce risks, and symptomatic UTIs should be promptly treated with appropriate antibiotics based on culture and sensitivity testing. Post-treatment cultures are advised to confirm resolution of infections.
This document provides information about diabetes mellitus in pregnancy. It discusses the following key points:
- Gestational diabetes and pregestational diabetes are the most common medical complications of pregnancy. Excellent glycemic control is important to improve maternal and fetal outcomes.
- Screening methods for gestational diabetes typically involve a glucose challenge test between 24-28 weeks of gestation. A one-step or two-step approach can be used to diagnose gestational diabetes based on oral glucose tolerance test thresholds.
- Complications of uncontrolled diabetes in pregnancy for both mother and baby include congenital anomalies, macrosomia, preeclampsia, and stillbirth. Proper medical nutrition therapy, exercise, glucose monitoring
An ectopic pregnancy occurs when a fertilized egg implants and grows outside of the uterus, usually in a fallopian tube. Risk factors include prior pelvic inflammatory disease, tubal surgery or ectopic pregnancy, smoking, and intrauterine device use. Patients often present with abdominal pain and vaginal bleeding. Diagnosis involves transvaginal ultrasound and quantitative beta-hCG levels. Treatment options include expectant management for early, stable ectopic pregnancies; methotrexate injection for select cases; or surgery such as salpingectomy for ruptured or unstable ectopic pregnancies. Prompt diagnosis and treatment are important to prevent life-threatening complications.
Ectopic pregnancy occurs when a fertilized egg implants outside the uterus, usually in the fallopian tubes. Risk factors include previous pelvic inflammatory disease, tubal surgery, ectopic pregnancy, or an IUD. Symptoms can include abdominal pain and vaginal bleeding. Diagnosis is often made using ultrasound or laparoscopy. Treatment depends on severity but may involve surgery like salpingectomy or medical intervention with methotrexate. Without treatment, an ectopic pregnancy can cause life-threatening complications due to internal bleeding.
Prolonged or post-term pregnancy refers to pregnancy exceeding 294 days (42 weeks) from the last menstrual period. The incidence is 6-10% of all pregnancies. Diagnosis can be challenging but relies on an accurate last menstrual period date and assessments of uterine and fetal size. Risks of post-term pregnancy include higher prenatal mortality rates and complications during labor like birth trauma, cesarean delivery, and shoulder dystocia. Management involves either induction of labor if fetal and maternal conditions are favorable or conservative monitoring if no complications are present.
This document discusses anemia in pregnancy. It defines anemia and describes the normal physiological changes in pregnancy that can cause dilutional anemia. It then discusses the most common types of anemia in pregnancy, focusing on iron deficiency anemia. It describes the causes, clinical presentation, diagnosis, and treatment of iron deficiency anemia in pregnancy. It notes the importance of treating anemia to prevent maternal and fetal complications.
1. Hypertensive diseases in pregnancy are common and can cause morbidity and mortality in both mother and fetus. The most common type is pregnancy-induced hypertension, which includes preeclampsia and eclampsia.
2. Preeclampsia is defined as new onset hypertension and proteinuria after 20 weeks of gestation. It can range from mild to severe based on blood pressure and protein levels. Eclampsia involves preeclampsia with seizures.
3. The pathophysiology of preeclampsia involves placental ischemia leading to endothelial dysfunction and clinical manifestations across multiple organ systems like the brain, kidneys, liver and blood. This puts both mother and fetus at risk.
This document discusses diagnosis and management of intrauterine growth restriction (IUGR). It defines IUGR as failure of a fetus to reach its growth potential. The document outlines risk factors, classifications, pathophysiology, diagnosis and monitoring techniques such as Doppler ultrasound. Management depends on gestational age and severity, and may involve expectant monitoring, corticosteroids or delivery. Complications of IUGR include prematurity, stillbirth and long term risks like metabolic syndrome. Prevention focuses on optimizing maternal nutrition and health.
This document provides guidelines for urinary tract infections (UTIs) during pregnancy. It discusses that UTIs are the most common medical complications of pregnancy and are associated with risks like preterm delivery. It outlines recommendations for screening, diagnosing, and treating asymptomatic bacteriuria, acute cystitis, and acute pyelonephritis during pregnancy. Treatment is recommended for asymptomatic bacteriuria to reduce risks, and symptomatic UTIs should be promptly treated with appropriate antibiotics based on culture and sensitivity testing. Post-treatment cultures are advised to confirm resolution of infections.
This document provides information about diabetes mellitus in pregnancy. It discusses the following key points:
- Gestational diabetes and pregestational diabetes are the most common medical complications of pregnancy. Excellent glycemic control is important to improve maternal and fetal outcomes.
- Screening methods for gestational diabetes typically involve a glucose challenge test between 24-28 weeks of gestation. A one-step or two-step approach can be used to diagnose gestational diabetes based on oral glucose tolerance test thresholds.
- Complications of uncontrolled diabetes in pregnancy for both mother and baby include congenital anomalies, macrosomia, preeclampsia, and stillbirth. Proper medical nutrition therapy, exercise, glucose monitoring
An ectopic pregnancy occurs when a fertilized egg implants and grows outside of the uterus, usually in a fallopian tube. Risk factors include prior pelvic inflammatory disease, tubal surgery or ectopic pregnancy, smoking, and intrauterine device use. Patients often present with abdominal pain and vaginal bleeding. Diagnosis involves transvaginal ultrasound and quantitative beta-hCG levels. Treatment options include expectant management for early, stable ectopic pregnancies; methotrexate injection for select cases; or surgery such as salpingectomy for ruptured or unstable ectopic pregnancies. Prompt diagnosis and treatment are important to prevent life-threatening complications.
Ectopic pregnancy occurs when a fertilized egg implants outside the uterus, usually in the fallopian tubes. Risk factors include previous pelvic inflammatory disease, tubal surgery, ectopic pregnancy, or an IUD. Symptoms can include abdominal pain and vaginal bleeding. Diagnosis is often made using ultrasound or laparoscopy. Treatment depends on severity but may involve surgery like salpingectomy or medical intervention with methotrexate. Without treatment, an ectopic pregnancy can cause life-threatening complications due to internal bleeding.
Prolonged or post-term pregnancy refers to pregnancy exceeding 294 days (42 weeks) from the last menstrual period. The incidence is 6-10% of all pregnancies. Diagnosis can be challenging but relies on an accurate last menstrual period date and assessments of uterine and fetal size. Risks of post-term pregnancy include higher prenatal mortality rates and complications during labor like birth trauma, cesarean delivery, and shoulder dystocia. Management involves either induction of labor if fetal and maternal conditions are favorable or conservative monitoring if no complications are present.
This document discusses anemia in pregnancy. It defines anemia and describes the normal physiological changes in pregnancy that can cause dilutional anemia. It then discusses the most common types of anemia in pregnancy, focusing on iron deficiency anemia. It describes the causes, clinical presentation, diagnosis, and treatment of iron deficiency anemia in pregnancy. It notes the importance of treating anemia to prevent maternal and fetal complications.
1. Hypertensive diseases in pregnancy are common and can cause morbidity and mortality in both mother and fetus. The most common type is pregnancy-induced hypertension, which includes preeclampsia and eclampsia.
2. Preeclampsia is defined as new onset hypertension and proteinuria after 20 weeks of gestation. It can range from mild to severe based on blood pressure and protein levels. Eclampsia involves preeclampsia with seizures.
3. The pathophysiology of preeclampsia involves placental ischemia leading to endothelial dysfunction and clinical manifestations across multiple organ systems like the brain, kidneys, liver and blood. This puts both mother and fetus at risk.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Diabetes during pregnancy can take three forms: gestational diabetes, pre-existing type 1 or 2 diabetes. All three increase risks like large baby size and c-section. High blood glucose in the womb can also cause problems for the baby after birth. Screening guidelines recommend testing women at high risk and sometimes all pregnant women. Treatment focuses on tight blood glucose control through diet, exercise and insulin if needed to improve outcomes for both mother and baby.
Please find the power point on Hyperemesis gravidarum and its managemen. I tried to present it on understandable way and all the contents are reviewed by experts and from very reliable references. Thank you
This document discusses abnormal uterine bleeding (AUB), providing definitions, terminology, and etiologies. It describes the normal menstrual cycle and defines AUB as bleeding that is abnormal in duration, volume, frequency, or regularity. Common etiologies of AUB are organized using the PALM-COEIN system, including structural issues like polyps, adenomyosis, and leiomyomas. Diagnosis involves taking a history, examining the patient, and running targeted tests. Treatment for acute AUB focuses on stabilization, while chronic AUB may be treated with medical options, procedures, or surgery depending on the individual.
Urinary tract infection in pregnancy by dr alka mukherjee dr apurva mukherj...alka mukherjee
Urinary tract infections (UTIs) are frequently encountered in pregnant women. Pyelonephritis is the most common serious medical condition seen in pregnancy. Thus, it is crucial for providers of obstetric care to be knowledgeable about normal findings of the urinary tract, evaluation of abnormalities, and treatment of disease. Fortunately, UTIs in pregnancy are most often easily treated with excellent outcomes. Rarely, pregnancies complicated by pyelonephritis will lead to significant maternal and fetal morbidity.
Changes of the urinary tract and immunologic changes of pregnancy predispose women to urinary tract infection. Physiologic changes of the urinary tract include dilation of the ureter and renal calyces; this occurs due to progesterone-related smooth muscle relaxation and ureteral compression from the gravid uterus. Ureteral dilation may be marked. Decreased bladder capacity commonly results in urinary frequency. Vesicoureteral reflux may be seen. These changes increase the risk of urinary tract infections.
During pregnancy, urinary tract changes predispose women to infection. Ureteral dilation is seen due to compression of the ureters from the gravid uterus. Hormonal effects of progesterone also may cause smooth muscle relaxation leading to dilation and urinary stasis, and vesicoureteral reflux increases. The organisms which cause UTI in pregnancy are the same uropathogens seen in non-pregnant individuals. As in non-pregnant patients, these uropathogens have proteins found on the cell-surface which enhance bacterial adhesion leading to increased virulence. Urinary catheterization, frequently performed during labor, may introduce bacteria leading to UTI. In the postpartum period, changes in bladder sensitivity and bladder overdistention may predispose to UTI.
Hyperemesis gravidarum (HG) is a severe form of nausea and vomiting during pregnancy that can lead to dehydration, nutritional deficiencies, and other complications if not properly treated. It occurs in approximately 3.5 per 1000 pregnancies. The causes are multifactorial and may include high levels of human chorionic gonadotropin, genetic factors, and gastrointestinal changes during pregnancy. Treatment focuses on rehydration, managing nutritional deficiencies, and reducing nausea and vomiting through dietary changes, vitamin supplementation, anti-emetics, and hospitalization in severe cases.
Medical management of heavy menstrual bleedingNiranjan Chavan
heavy menstrual bleeding (HMB), formerly referred to as menorrhagia, is defined as blood loss exceeding 80 mL or bleeding that lasts longer than 7 days each menstrual cycle. Abnormal uterine bleeding can be caused by structural abnormalities in the reproductive tract, anovulation, bleeding disorders, hormone issues (such as hypothyroidism) or cancer of the reproductive tract.
This document discusses hematuria, or the presence of red blood cells in urine. It defines hematuria and describes the varieties as microscopic or macroscopic/frank hematuria. Potential causes of hematuria are then outlined, including physiological, infectious, traumatic, inflammatory/autoimmune, stones, tumors, and drugs. Specific causes of hematuria in pregnancy are also listed. The document recommends consulting a nephrologist when hematuria is detected and outlines the clinical assessment and investigations that should be performed to determine the underlying cause.
Management of normal labour Final yr.pptxIram Chaudhry
This document provides an outline and overview of the management of normal labor. It defines the three stages of labor as follows:
1) First stage (cervical dilation from 0-10cm): divided into latent phase and active phase
2) Second stage (fetal descent and expulsion): from full dilation until delivery of the baby
3) Third stage (placental expulsion): from delivery of the baby until delivery of the placenta
It describes the assessment, monitoring and care provided during each stage, including vaginal exams, partograms to monitor progress, fetal monitoring, positioning, pain management, and active management of the third stage to prevent postpartum hemorrhage. The
This document discusses vaccinations that are considered safe and not recommended during pregnancy. It states that routine vaccines like diphtheria, tetanus, influenza, hepatitis B, and meningococcal are generally safe during pregnancy. Live virus vaccines for measles, mumps, rubella, varicella, yellow fever, oral polio, and BCG are not recommended due to the theoretical risk of fetal transmission. Inactivated polio and rabies vaccines are also generally considered safe in pregnancy. The risks and benefits of vaccination during each trimester are reviewed for several common diseases.
The document discusses prolonged and obstructed labor. Prolonged labor is defined as the first and second stages of labor taking more than 18 hours total. Obstructed labor occurs when descent is arrested due to a mechanical obstruction, despite adequate contractions. Causes include cephalopelvic disproportion, malpositions, or large babies. Risks include maternal exhaustion, infection, and fetal distress or death. Treatment involves identifying the obstruction's cause, resuscitating the mother, relieving the obstruction via vaginal operative delivery or C-section, and preventing or treating complications like infection.
Intrauterine Growth Restriction (IUGR) refers to fetuses that are small for their gestational age and display signs of chronic hypoxia or failure to thrive. It occurs in approximately 3-5% of pregnancies and can be caused by fetal, placental or maternal factors that restrict the fetus's growth. Diagnosis involves measuring fetal growth via ultrasound and Doppler to assess blood flow. Management focuses on identifying and treating the underlying cause, optimizing maternal nutrition, and monitoring the fetus for signs of worsening condition or need for delivery. The risks of IUGR include complications for both mother and baby during pregnancy, birth, and long term health issues.
On December 25, 1642 a widow gave birth prematurely to a small baby boy who could fit in a quart mug. This baby survived and grew up to be Sir Isaac Newton, providing one of the earliest descriptions of preterm birth. Preterm birth, defined as birth between 28-36+6 weeks gestation, accounts for 5-10% of births and is a leading cause of perinatal morbidity and mortality. Multiple pathological processes can lead to preterm parturition, including ascending intrauterine infections. Tocolytic drugs are used to suppress uterine contractions and delay preterm delivery to allow for corticosteroid administration and transfer to facilities with neonatal intensive care. However, currently available tocolytics have poor
This document discusses antibiotic prophylaxis and treatment for infections during pregnancy and childbirth. It recommends antibiotics like cefazolin before and antibiotics like nitrofurantoin or cephalexil after Caesarean sections to prevent infections. It also recommends treating all urinary tract infections during pregnancy as they can cause pyelonephritis or preterm delivery. Common antibiotics recommended for treating UTIs during pregnancy include amoxicillin, cefadroxil, and cephalexin. The duration of treatment depends on whether it is an asymptomatic infection, acute cystitis, or pyelonephritis.
Premature rupture of membranes (PROM) refers to rupture of membranes before the onset of labor. It can occur preterm (before 37 weeks) or term. Risk factors include infections, cervical issues, obesity, and smoking. Diagnosis involves tests like nitrazine paper, fern test, fetal fibronectin, and ultrasound. Management depends on gestational age, infection risk, and fetal status. It may involve antibiotics, corticosteroids, tocolytics, and expectant monitoring or delivery. The goal is to prolong pregnancy when possible to improve neonatal outcomes.
Obstructed labor is a difficult labor where the fetal presenting part becomes trapped in the pelvis despite contractions, due to mechanical obstruction. Causes include maternal factors like pelvic abnormalities or tumors, and fetal factors like large size or malpositions. Clinical features include prolonged labor, exhaustion, dehydration and fever. Management involves correcting dehydration and infection, prompt delivery via C-section in most cases, and taking precautions like a higher uterine incision to avoid bladder damage during surgery.
The document discusses the management of post-partum haemorrhage (PPH). It defines PPH as blood loss greater than 1000 ml within 24 hours of birth. The main causes of PPH are uterine atony (70%), trauma (20%), retained tissue (10%), and coagulopathy (1%). Active management of the third stage of labour (AMTSL) including uterotonics, controlled cord traction, and uterine massage is recommended for prevention. For treatment, a haemostasis algorithm is followed involving assessment of blood loss, establishing etiology, massaging the uterus, administering oxytocics, and potential surgical interventions if needed. Urgent resuscitation and monitoring of vital signs is crucial for
Unplanned urban growth has led to many problems in Klang, Malaysia, including traffic jams, loss of open spaces, pollution, and flooding. As the population increased without proper planning of transportation infrastructure, housing, and commercial development, there are now more vehicles than roads can support. Uncontrolled construction has destroyed natural areas and farmland. Improper management of resources, waste, and stormwater runoff has increased pollution and flooding risks. Wetlands and floodplains, which help absorb floodwaters, have been developed upon. Comprehensive land use planning is needed to manage future urban growth in a sustainable manner.
This document provides information and resources for evaluating the job performance of a child development officer, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form with sections for planning and results, performance factors, employee strengths, areas for improvement, signatures, and performance review phrases.
3. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Diabetes during pregnancy can take three forms: gestational diabetes, pre-existing type 1 or 2 diabetes. All three increase risks like large baby size and c-section. High blood glucose in the womb can also cause problems for the baby after birth. Screening guidelines recommend testing women at high risk and sometimes all pregnant women. Treatment focuses on tight blood glucose control through diet, exercise and insulin if needed to improve outcomes for both mother and baby.
Please find the power point on Hyperemesis gravidarum and its managemen. I tried to present it on understandable way and all the contents are reviewed by experts and from very reliable references. Thank you
This document discusses abnormal uterine bleeding (AUB), providing definitions, terminology, and etiologies. It describes the normal menstrual cycle and defines AUB as bleeding that is abnormal in duration, volume, frequency, or regularity. Common etiologies of AUB are organized using the PALM-COEIN system, including structural issues like polyps, adenomyosis, and leiomyomas. Diagnosis involves taking a history, examining the patient, and running targeted tests. Treatment for acute AUB focuses on stabilization, while chronic AUB may be treated with medical options, procedures, or surgery depending on the individual.
Urinary tract infection in pregnancy by dr alka mukherjee dr apurva mukherj...alka mukherjee
Urinary tract infections (UTIs) are frequently encountered in pregnant women. Pyelonephritis is the most common serious medical condition seen in pregnancy. Thus, it is crucial for providers of obstetric care to be knowledgeable about normal findings of the urinary tract, evaluation of abnormalities, and treatment of disease. Fortunately, UTIs in pregnancy are most often easily treated with excellent outcomes. Rarely, pregnancies complicated by pyelonephritis will lead to significant maternal and fetal morbidity.
Changes of the urinary tract and immunologic changes of pregnancy predispose women to urinary tract infection. Physiologic changes of the urinary tract include dilation of the ureter and renal calyces; this occurs due to progesterone-related smooth muscle relaxation and ureteral compression from the gravid uterus. Ureteral dilation may be marked. Decreased bladder capacity commonly results in urinary frequency. Vesicoureteral reflux may be seen. These changes increase the risk of urinary tract infections.
During pregnancy, urinary tract changes predispose women to infection. Ureteral dilation is seen due to compression of the ureters from the gravid uterus. Hormonal effects of progesterone also may cause smooth muscle relaxation leading to dilation and urinary stasis, and vesicoureteral reflux increases. The organisms which cause UTI in pregnancy are the same uropathogens seen in non-pregnant individuals. As in non-pregnant patients, these uropathogens have proteins found on the cell-surface which enhance bacterial adhesion leading to increased virulence. Urinary catheterization, frequently performed during labor, may introduce bacteria leading to UTI. In the postpartum period, changes in bladder sensitivity and bladder overdistention may predispose to UTI.
Hyperemesis gravidarum (HG) is a severe form of nausea and vomiting during pregnancy that can lead to dehydration, nutritional deficiencies, and other complications if not properly treated. It occurs in approximately 3.5 per 1000 pregnancies. The causes are multifactorial and may include high levels of human chorionic gonadotropin, genetic factors, and gastrointestinal changes during pregnancy. Treatment focuses on rehydration, managing nutritional deficiencies, and reducing nausea and vomiting through dietary changes, vitamin supplementation, anti-emetics, and hospitalization in severe cases.
Medical management of heavy menstrual bleedingNiranjan Chavan
heavy menstrual bleeding (HMB), formerly referred to as menorrhagia, is defined as blood loss exceeding 80 mL or bleeding that lasts longer than 7 days each menstrual cycle. Abnormal uterine bleeding can be caused by structural abnormalities in the reproductive tract, anovulation, bleeding disorders, hormone issues (such as hypothyroidism) or cancer of the reproductive tract.
This document discusses hematuria, or the presence of red blood cells in urine. It defines hematuria and describes the varieties as microscopic or macroscopic/frank hematuria. Potential causes of hematuria are then outlined, including physiological, infectious, traumatic, inflammatory/autoimmune, stones, tumors, and drugs. Specific causes of hematuria in pregnancy are also listed. The document recommends consulting a nephrologist when hematuria is detected and outlines the clinical assessment and investigations that should be performed to determine the underlying cause.
Management of normal labour Final yr.pptxIram Chaudhry
This document provides an outline and overview of the management of normal labor. It defines the three stages of labor as follows:
1) First stage (cervical dilation from 0-10cm): divided into latent phase and active phase
2) Second stage (fetal descent and expulsion): from full dilation until delivery of the baby
3) Third stage (placental expulsion): from delivery of the baby until delivery of the placenta
It describes the assessment, monitoring and care provided during each stage, including vaginal exams, partograms to monitor progress, fetal monitoring, positioning, pain management, and active management of the third stage to prevent postpartum hemorrhage. The
This document discusses vaccinations that are considered safe and not recommended during pregnancy. It states that routine vaccines like diphtheria, tetanus, influenza, hepatitis B, and meningococcal are generally safe during pregnancy. Live virus vaccines for measles, mumps, rubella, varicella, yellow fever, oral polio, and BCG are not recommended due to the theoretical risk of fetal transmission. Inactivated polio and rabies vaccines are also generally considered safe in pregnancy. The risks and benefits of vaccination during each trimester are reviewed for several common diseases.
The document discusses prolonged and obstructed labor. Prolonged labor is defined as the first and second stages of labor taking more than 18 hours total. Obstructed labor occurs when descent is arrested due to a mechanical obstruction, despite adequate contractions. Causes include cephalopelvic disproportion, malpositions, or large babies. Risks include maternal exhaustion, infection, and fetal distress or death. Treatment involves identifying the obstruction's cause, resuscitating the mother, relieving the obstruction via vaginal operative delivery or C-section, and preventing or treating complications like infection.
Intrauterine Growth Restriction (IUGR) refers to fetuses that are small for their gestational age and display signs of chronic hypoxia or failure to thrive. It occurs in approximately 3-5% of pregnancies and can be caused by fetal, placental or maternal factors that restrict the fetus's growth. Diagnosis involves measuring fetal growth via ultrasound and Doppler to assess blood flow. Management focuses on identifying and treating the underlying cause, optimizing maternal nutrition, and monitoring the fetus for signs of worsening condition or need for delivery. The risks of IUGR include complications for both mother and baby during pregnancy, birth, and long term health issues.
On December 25, 1642 a widow gave birth prematurely to a small baby boy who could fit in a quart mug. This baby survived and grew up to be Sir Isaac Newton, providing one of the earliest descriptions of preterm birth. Preterm birth, defined as birth between 28-36+6 weeks gestation, accounts for 5-10% of births and is a leading cause of perinatal morbidity and mortality. Multiple pathological processes can lead to preterm parturition, including ascending intrauterine infections. Tocolytic drugs are used to suppress uterine contractions and delay preterm delivery to allow for corticosteroid administration and transfer to facilities with neonatal intensive care. However, currently available tocolytics have poor
This document discusses antibiotic prophylaxis and treatment for infections during pregnancy and childbirth. It recommends antibiotics like cefazolin before and antibiotics like nitrofurantoin or cephalexil after Caesarean sections to prevent infections. It also recommends treating all urinary tract infections during pregnancy as they can cause pyelonephritis or preterm delivery. Common antibiotics recommended for treating UTIs during pregnancy include amoxicillin, cefadroxil, and cephalexin. The duration of treatment depends on whether it is an asymptomatic infection, acute cystitis, or pyelonephritis.
Premature rupture of membranes (PROM) refers to rupture of membranes before the onset of labor. It can occur preterm (before 37 weeks) or term. Risk factors include infections, cervical issues, obesity, and smoking. Diagnosis involves tests like nitrazine paper, fern test, fetal fibronectin, and ultrasound. Management depends on gestational age, infection risk, and fetal status. It may involve antibiotics, corticosteroids, tocolytics, and expectant monitoring or delivery. The goal is to prolong pregnancy when possible to improve neonatal outcomes.
Obstructed labor is a difficult labor where the fetal presenting part becomes trapped in the pelvis despite contractions, due to mechanical obstruction. Causes include maternal factors like pelvic abnormalities or tumors, and fetal factors like large size or malpositions. Clinical features include prolonged labor, exhaustion, dehydration and fever. Management involves correcting dehydration and infection, prompt delivery via C-section in most cases, and taking precautions like a higher uterine incision to avoid bladder damage during surgery.
The document discusses the management of post-partum haemorrhage (PPH). It defines PPH as blood loss greater than 1000 ml within 24 hours of birth. The main causes of PPH are uterine atony (70%), trauma (20%), retained tissue (10%), and coagulopathy (1%). Active management of the third stage of labour (AMTSL) including uterotonics, controlled cord traction, and uterine massage is recommended for prevention. For treatment, a haemostasis algorithm is followed involving assessment of blood loss, establishing etiology, massaging the uterus, administering oxytocics, and potential surgical interventions if needed. Urgent resuscitation and monitoring of vital signs is crucial for
Unplanned urban growth has led to many problems in Klang, Malaysia, including traffic jams, loss of open spaces, pollution, and flooding. As the population increased without proper planning of transportation infrastructure, housing, and commercial development, there are now more vehicles than roads can support. Uncontrolled construction has destroyed natural areas and farmland. Improper management of resources, waste, and stormwater runoff has increased pollution and flooding risks. Wetlands and floodplains, which help absorb floodwaters, have been developed upon. Comprehensive land use planning is needed to manage future urban growth in a sustainable manner.
This document provides information and resources for evaluating the job performance of a child development officer, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. A sample job performance evaluation form with sections for planning and results, performance factors, employee strengths, areas for improvement, signatures, and performance review phrases.
3. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback.
This document provides a job performance evaluation form for evaluating a child development specialist. It includes sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a plan of action. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also includes examples of performance review phrases to assess different aspects of performance such as attitude, creativity, decision-making, and more. Additional resources on performance appraisals are listed on the first page.
This document contains a job performance evaluation form for a chef manager. It includes sections to rate the employee's performance on factors like administration, communication, teamwork, decision making, and customer service. It also has sections to document the employee's strengths, areas for improvement, and a plan of action. The form provides definitions for performance ratings of outstanding, exceeds expectations, meets expectations, below expectations, and unsatisfactory. Additionally, it includes examples of positive and negative phrases that could be used in a performance review for areas such as attitude, creativity, and decision making.
This document provides information and resources for evaluating the job performance of a data officer. It includes a sample performance evaluation form spanning 8 pages with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a plan of action. It also lists phrases that can be used in a performance review and describes the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The goal is to help managers objectively evaluate and provide feedback to data officers on their work performance.
This document provides a job performance evaluation form for a data entry officer. It includes:
- Links to online resources for performance appraisal materials like phrases, forms, and tips for writing self-appraisals.
- Sections for the evaluation form including performance planning and review, rating performance factors like skills and communication, and areas for comments.
- A list of positive and negative example phrases for evaluating an employee's attitude, creativity, and decision-making skills.
The form and resources are intended to help structure an annual job performance review for a data entry officer by rating their skills and providing feedback.
This document provides resources and templates for evaluating a deputy stage manager's job performance, including:
- Links to free ebooks and forms for performance appraisals on a website.
- A job performance evaluation form for a deputy stage manager with sections to rate their performance in areas like administration, communication, decision-making, and safety. It includes space for strengths, areas for improvement, and signatures.
- Examples of performance review phrases to use in evaluating a deputy stage manager's attitude, creativity, and decision-making skills.
The document discusses and compares the album covers, website designs, and promotional posters of four musical artists: Sara Bareilles, Ed Sheeran, Olly Murs, and Ella Henderson. It analyzes the color schemes, imagery, and styles used to create synergy across each artist's various marketing materials and establish a consistent house style. Elements like bright colors, symbolic images, and the artists' appearances are discussed in terms of how they might engage audiences and sell albums.
1. Madan M. Navaly has over 25 years of experience in financial management, procurement, and administration roles. He is currently working as the Financial Management and Procurement Specialist for an adaptation project in Nepal supported by IFAD.
2. Previously, he held roles such as Admin and Finance Manager for a monitoring and evaluation project, Chief of Administration and Finance for a rural water supply project supported by the World Bank, and Finance and Administration Officer for a literacy project funded by DFID.
3. He has extensive experience in financial reporting, budgeting, procurement, contract management, and providing administrative and financial support to projects in Nepal.
Medical records director performance appraisalMonmaKouki345
This document contains a job performance evaluation form for a medical records director. It includes sections for performance planning and review, rating performance factors such as administration, communication, and customer service. It provides definitions for performance ratings of outstanding, exceeds expectations, meets expectations, below expectations, and unsatisfactory. The form also includes sections for employee strengths, areas for improvement, a performance plan, employee and manager signatures. Additional pages provide sample performance review phrases and definitions for evaluating decision making skills.
This document provides resources and templates for conducting a performance evaluation of a medical office clerk. It includes a multi-page evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and developing a plan of action. Performance is rated in categories like administration, communication, teamwork, decision-making, and customer service. The form also includes spaces for employee and supervisor signatures. Additional resources and phrases are provided to help with writing the evaluation.
This document provides information and resources for evaluating the performance of a clinical operations manager, including:
1. Links to free ebooks and forms for performance appraisals.
2. A sample job performance evaluation form spanning 8 pages with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Phrases for evaluating different aspects of performance like attitude, creativity, decision-making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
Medical records manager performance appraisalMonmaKouki345
This document contains a job performance evaluation form for a medical records manager. It includes sections to rate the employee's performance on factors like administration, communication, teamwork, and customer service. It provides definitions for performance ratings of outstanding, exceeds expectations, meets expectations, below expectations, and unsatisfactory. The form also includes sections for noting the employee's strengths, areas for improvement, and developing a plan of action. Additional documents referenced provide useful information and resources for conducting a performance review of a medical records manager.
This document provides information and resources for evaluating the job performance of a hospital unit secretary, including:
- Links to free ebooks and forms for performance appraisals.
- A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
- Examples of performance review phrases for evaluating a unit secretary's attitude, creativity, decision-making, interpersonal skills, problem-solving, teamwork and other skills.
- An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Hospital unit clerk performance appraisalDavidJames345
This document provides information on performance evaluation methods for hospital unit clerks. It discusses 12 common performance appraisal methods including management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. For each method, it provides a brief overview and highlights some key advantages and disadvantages. The document aims to educate hospital managers on different approaches that can be used to evaluate the performance of unit clerks and provide constructive feedback.
This document provides a job performance evaluation form for a clinical trials assistant. It includes:
- Links to online resources for performance appraisal materials like phrases, forms, and tips for writing self-appraisals.
- Sections for the evaluation form including rating the assistant's performance on factors like administration, communication, decision-making, and safety. It provides space for commenting on strengths, areas for improvement, and setting goals.
- Examples of performance review phrases that could be used in evaluating factors like attitude, creativity, and decision-making.
The form allows for a thorough annual job performance review of a clinical trials assistant.
This document provides information and resources for evaluating the performance of a chief quality officer, including:
- Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
- Sections on a chief quality officer performance evaluation form, including rating performance factors, strengths/accomplishments, areas for improvement, and a signature section.
- Examples of phrases for evaluating a chief quality officer's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
- An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information and resources for evaluating the job performance of a medical office specialist. It includes a sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a performance improvement plan. The form also has sections for employee and manager signatures. The document then lists additional performance appraisal methods and phrases that can be used to provide feedback, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree reviews. Key performance areas covered include administration, communication, decision-making, problem-solving, and teamwork.
This document provides materials for evaluating the performance of a chief people officer, including:
- Links to free eBooks and forms for performance appraisals from performanceappraisal360.com.
- Sections for a job performance evaluation form, including rating an employee's performance on factors like leadership, decision-making, communication, and suggesting areas for improvement.
- Examples of phrases for evaluating an employee's attitude, creativity, and decision-making abilities in a performance review.
This document provides information and resources for evaluating the performance of a chief people officer, including:
1. Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
2. A sample job performance evaluation form for a chief people officer with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
3. Descriptions of the top 12 methods for evaluating a chief people officer's performance, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Chief medical officer performance appraisalcameronbell328
This document contains information about performance evaluation methods for a chief medical officer, including example phrases and templates. It discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist method. For each method, it provides details on how it works, advantages, disadvantages, example rating scales, and performance review phrases that could be used in evaluating a chief medical officer. The document aims to provide HR professionals with resources to effectively evaluate the job performance of a chief medical officer.
This document provides a job performance evaluation form for evaluating the performance of a clinical research specialist. It includes sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and developing a plan of action. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also includes examples of performance review phrases to evaluate different aspects of performance such as attitude, creativity, decision-making, and more.
This document provides a job performance evaluation form for evaluating the performance of a clinical research specialist. It includes sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and developing a plan of action. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also includes examples of performance review phrases to assess different aspects of performance such as attitude, creativity, decision-making, and more.
This document provides resources and templates for conducting a job performance evaluation of a medical staff coordinator. It includes a multi-page evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and developing a plan of action. Performance is rated on a scale from "Outstanding" to "Unsatisfactory". The form also includes sections to review the employee's job description and obtain signatures. Additional documents provide example phrases to use in evaluating different aspects of performance, such as attitude, creativity, decision-making, and more.
This document provides a job performance evaluation form for evaluating the performance of a clinic administrator. It includes:
- Links to online resources for performance appraisal materials like phrases, forms, and methods.
- Sections for the evaluation form which rate the administrator's performance on factors like administration, communication, decision-making, and provide spaces for strengths, areas for improvement, and signatures.
- Example phrases for evaluating an administrator's attitude, creativity/innovation, and decision-making skills.
The form and examples are intended to provide a structured way to assess a clinic administrator's job performance.
This document provides information and resources for evaluating the job performance of a clinic administrator, including:
1. Links to free ebooks and forms for performance appraisals on performanceappraisal360.com.
2. Sections of a sample job performance evaluation form, including rating an administrator's performance on factors like administration, communication, decision-making, and identifying strengths and areas for improvement.
3. Examples of positive and negative phrases for evaluating an administrator's performance in areas such as attitude, creativity, decision-making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for a clinic administrator's performance appraisal, such as management by objectives, critical incident, behavior
This document provides information and resources for evaluating the job performance of a medical office coordinator, including:
- Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
- A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
- Descriptions of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides a job performance evaluation form for a clinical trial coordinator. It includes sections for planning and reviewing performance, rating performance on factors such as administration, communication, and customer service using scales from outstanding to unsatisfactory. It also includes sections for noting employee strengths and areas for improvement, developing a plan for improved performance, and obtaining employee and supervisor signatures. Links are provided to additional resources on performance appraisals, key performance indicators, and clinical trial coordinator roles and goals.
This document provides a job performance evaluation form for evaluating the performance of a hospital secretary. It includes:
1) Sections to rate the secretary's performance on factors like administration, communication, teamwork, decision-making, and more using a scale from outstanding to unsatisfactory.
2) Sections for listing the secretary's strengths, areas for improvement, and a plan for improved performance.
3) Additional phrases to use in evaluating the secretary's attitude, creativity, decision-making, and other qualities.
The form allows for a thorough yet structured review of the secretary's work against key performance criteria.
Similar to Chief clinical officer performance appraisal (20)
2. Job Performance Evaluation Form Page 2
I. Chief clinical officer performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
Use a current job description (job descriptions are available on the HR web page).
Rate the person's level of performance, using the definitions below.
Review with employee each performance factor used to evaluate his/her work performance.
3. Job Performance Evaluation Form Page 3
Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS(use job description as basis of this evaluation).
Administration - Measures effectiveness in planning,
organizing and efficiently handling activities and eliminating
unnecessary activities
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill level,
knowledge and understanding of all phases of the job and
those requiring improved skills and/or experience.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening to
others, expressing ideas, both orally and in writing and
providing relevant and timely information to management,
co-workers, subordinates and customers.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Teamwork - Measures how well this individual gets along
with fellow employees, respects the rights of other
employees and shows a cooperative spirit.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
4. Job Performance Evaluation Form Page 4
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Human Resource Management - Measures effectiveness in
selecting qualified people; evaluating subordinates'
performance; strengths and development needs; providing
constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Also
considers efforts to further the university goal of equal
employment opportunity.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Job Knowledge - Measures effectiveness in keeping
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
developments affecting SPSU and its work activities.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Leadership - Measures effectiveness in accomplishing
work assignments through subordinates; establishing
challenging goals; delegating and coordinating effectively;
promoting innovation and team effort.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Managing Change and Improvement - Measures
effectiveness in initiating changes, adapting to necessary
changes from old methods when they are no longer
practical, identifying new methods and generating
improvement in facility's performance.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Customer Responsiveness - Measures responsiveness and
courtesy in dealing with internal staff, external customers
and vendors; employee projects a courteous manner.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and personal
hygiene appropriate to position.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
5. Job Performance Evaluation Form Page 5
Unsatisfactory
NA
Dependability - Measures how well employee complies
with instructions and performs under unusual
circumstances; consider record of attendance and
punctuality.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Safety - Measures individual's work habits and attitudes as
they apply to working safely. Consider their contribution to
accident prevention, safety awareness, ability to care for
SPSU property and keep workspace safe and tidy.
Outstanding
Exceeds Expectations
Meets Expectations
BelowExpectations
Unsatisfactory
NA
Employee's Responsiveness - Measures responsiveness in
completing job tasks in a timely manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
B. EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS:Include those which are relevant
during this evaluation period. This should be related to performance or behavioral
aspects you appreciated in their performance.
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
7. Job Performance Evaluation Form Page 7
E. EMPLOYEE COMMENTS:
F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)
Employee job description has been reviewed during this evaluation and no changes
have been made to the job description at this time.
Employee job description has been reviewed during this evaluation and modifications
have been proposed to the job description. The modified job description is attached to
this evaluation.
G. SIGNATURES:
Employee Date
(Signature does not necessarily denote agreement with official review and means only that theemployee was
given theopportunity to discuss theofficial review with thesupervisor.)
Evaluated by Date
Reviewed by Date
8. Job Performance Evaluation Form Page 8
II. Chief clinical officer performance phrases
1.Attitude Performance Review Examples – chief clinical officer
Positive review
Holly has one of those attitudes that is always positive. She frequently has a smile on her
face and you can tell she enjoys her job.
Greg is a cheerful guy who always makes you feel delighted when you’re around him.
We are fortunate to have Greg on our team.
Thom has an even demeanor through good times and bad. His constant cheer helps others
keep their “enthusiasm” – both positive and negative – in check.
Negative review
Jim frequently gives off “an air” of superiority to his coworkers. He is not approachable
and is rough to work with.
Bill has a dreadful outlook at times which has a tendency to bring down the entire team.
For the most part, Lenny is a personable guy, but when he gets upset, his attitude turns
shocking. Lenny needs to balance his personality out and not react so much to negative
events.
2.Creativity and Innovation Performance Review Phrases for chief clinical officer
Positive review
Sally has a creative touch in a sometimes monotonous role within our team – the way she
adds inspiration to the day to day tasks she performs is admirable.
When a major problem arises, we frequently turn to Jon for his creativity in solving
problems. The way he can look at an issue from different sides is a great resource to our
team.
Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
9. Job Performance Evaluation Form Page 9
Negative review
Paul’s team feels discouraged as he often “shoots down” creative ideas without any
explanation. Paul should be more willing to listen to ideas before he rejects them outright.
Jean does not tap into the creative side of her team and consistently overlooks the
innovate employees reporting to her.
Kevin has a difficult time thinking “outside of the box” and creating new and untested
solutions.
3.Performance review phrases for decision making – chief clinical officer
Positive performance review phrases for decision making
A person with good decision-making skills should be a person:
• Be able to make sound fact-based judgments;
• Be able to work out multiple alternative solutions and determined the most suitable one;
• Be objective in considering a fact or situation;
• Be firm to not let the individual emotion and feeling affect on the made decision;
Negative performance review phrases for decision making
• Be hesitant in making decision and too much cautious in making the final decision which often
results in wrong decision;
• Apply complex and impractical approaches in solving problems;
• Fail to make a short-list of solutions recommended by direct units;
• Be paralyzed and confused when facing tight deadlines to make decisions;
4.Interpersonal Skills Performance ReviewPhrases – chief clinical officer
Positive review
Ben has a natural rapport with people and does very well at communicating with others.
Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
10. Job Performance Evaluation Form Page 10
Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.
Negative review
Tim does not understand how crucial good working relationships with fellow team
members are.
John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
Paula seems to shrink when she’s around others and does not cultivate good relations
with her co-workers.
5.Problem Solving Skills Employee Evaluation Examples – chief clinical officer
Positive review
Greg’s investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
Frank examines a problem and quickly identifies potential solutions – and then makes a
recommendation as to what solution to pursue.
Rachel understands the testing process and how to discover a solution to a particular
problem.
Negative review
Joan is poor at communicating problem status before it becomes a crisis.
Bill can offer up potential solutions to a problem, but struggles to identify the best
solution.
Unraveling a problem to discuss the core issues is a skill Janet lacks.
Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
11. Job Performance Evaluation Form Page 11
6.Teamwork Skills Performance Appraisal Phrases – chief clinical officer
Positive review
Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
Tom contributes to the success of the team on a regular basis.
Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
Mary is a team player and understands how to help others in times of need.
Peter is the consummate team player.
Negative review
Bill does not assist his teammates as required.
Ryan holds on to too much and does not delegate to his team effectively.
Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
12. Job Performance Evaluation Form Page 12
III.Top 12 methods for chief clinical officer performance appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of management
into concrete phraseology. The technique can be put to general use (non-specialist technique).
Further it is “a dynamic system which seeks to integrate the company's need to clarify and
achieve its profit and growth targets with the manager's need to contribute and develop
himself”.
MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
-----------------------------
13. Job Performance Evaluation Form Page 13
2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
-----------------------------
Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors
rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or
forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an
annual performance review session.
-----------------------------
3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a rating of the employee's performance which focuses on
the specific behavior as indicators of effective and ineffective performance. This method is
usually a combination of two other methods namely, the rating scale and critical incident
technique of employee evaluation.
-----------------------------
Rating scales for BARs
Each behavior can rate at one of 7 scales as follows (you can set scales depend on your
requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)
-----------------------------
4.Behavioral Observation Scales (BOS)
It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
14. Job Performance Evaluation Form Page 14
-----------------------------
5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
-----------------------------
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
-----------------------------
6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set objectives and statements about the employee's
behavior. For example, leadership skills, on-time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of
it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions
about it in the improvement column. Weighted checklist is a variation of the checklist method
where a value is allotted to each question. The value of each question can differ based on its
importance. The total score from the checklist is taken into consideration for evaluating the
employee's performance. It poses a strong threat of bias on the appraiser's end. Though this
method is highly time-consuming and complex, it is widely used for performance evaluation.
-----------------------------
Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign
biased weights to the questions.
• This method also is expensive and time consuming.
15. Job Performance Evaluation Form Page 15
• It becomes difficult for the manager to assemble, analyze and weigh a number of statements
about the employee’s characteristics, contributions and behaviors.
-----------------------------
7.Graphic Rating Scale Method
Graphic rating scale is one of the most frequently used performance evaluation methods. A
simple printed form enlists the traits of the employees required for completing the task
efficiently. They are then rated based on the degree to which an employee represents a particular
trait that affects the quantity and quality of work. A rating scale is adopted and implemented for
judging each trait of the employee. The merit of using this method is that it is easy to calculate
the rating. However, a major drawback of this method is that each characteristic is given equal
weight and the evaluation may be subjective.
-----------------------------
Advantages and Disadvantage of the rating scales
Advantages of the rating scales
• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.
Disadvantages of the rating scales
• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based
scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers
who were rated by different supervisors.
-----------------------------
8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation, namely, the simple ranking method and
the paired comparison method. In the simple or straight ranking method the employee is rated by
the evaluator on a scale of best to worst. However, the evaluator may be biased and may not
judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Under the paired comparison method, the overall performance of one individual is directly
compared with that of the other on the basis of a common criterion. This comparison is all
evasive and not job-specific. While some employees emerge as clear front runners, there are
others who seem to be lagging behind. This is not a popular evaluation system as employers do
not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
16. Job Performance Evaluation Form Page 16
Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first,
cell second from left; B to row third, cell first from left and B to row first, cell third from left etc;
column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options.
You may want to convert these values into a percentage of the total score.
-----------------------------
9.Forced Choice Method
In this method, the appraiser is asked to choose from two pairing statements which may appear
equally positive and negative. However, the statements dictate the performance of the employee.
An excellent example of this can be "works harder" and "works smarter". The appraiser selects a
statement without having knowledge of the favorable or the unfavorable one. This method works
in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the
employees. Also, it is very costly to implement and does not serve the purpose of developing the
employees. It can also frustrate the appraiser as he does not know which is the right option.
-----------------------------
10.Forced Distribution Method
In this method, the appraiser rates employees according to a specific distribution. For example,
out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1
will be in the low category. This method has several benefits as it tries to eliminate the leniency
and central tendency of the appraiser. However, its biggest drawback is the fact that it
encourages discrimination among the employees. Another major problem with this method is
that it dictates that there will be forced distribution of grades even when all the employees are
doing a good job.
-----------------------------
Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult decisions and identify the most and least
talented members of the work group.
• They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
• They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
17. Job Performance Evaluation Form Page 17
-----------------------------
11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
-----------------------------
Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write the
essay hurriedly without properly assessing the actual performance of the worker. On the other
hand, appraiser takes a long time, this becomes uneconomical from the view point of the firm,
because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
18. Job Performance Evaluation Form Page 18
Fields/positions related to performance appraisal:
The above performance appraisal can be used for fields as:
construction, manufacturing, healthcare, non profit, advertising, agile, architecture, automotive,
agency, budget, building, business development, consulting, communication, clinical research,
design, software development, product development, interior design, web development,
engineering, education, events, electrical, exhibition, energy, ngo, finance, fashion, green card,
oil gas, hospital, it, marketing, media, mining, nhs, non technical, oil and gas, offshore,
pharmaceutical, real estate, retail, research, human resources, telecommunications, technology,
technical, senior, digital, software, web, clinical, hr, infrastructure, business, erp, creative, ict,
hvac, sales, quality management, uk, implementation, network, operations, architectural,
environmental, crm, website, interactive, security, supply chain, logistics, training, project
management, administrative management…
The above performance appraisal also can be used for job title levels:
entry level, junior, senior, assistant, associate, administrator, clerk, coordinator, consultant,
controller, director, engineer, executive, leader, manager, officer, specialist, supervisor, VP…