The document provides a comprehensive overview of nursing performance appraisal methods, including tips, forms, and phrases related to the evaluation of nursing performance. It covers various appraisal techniques such as ranking, rating scales, checklists, and critical incidents, along with their advantages and disadvantages. Additionally, it highlights the importance of detailed evaluation standards and identifies essential competencies in nursing roles.

1. Nursing performance appraisal
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I. Contents of getting nursing performance appraisal
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There are a number of human resources tools available online that are specifically aimed at the
evaluation of the performance of nurses. The majority of them contain information about
identification of key areas of responsibility, developing an evaluation scale and how to conduct
the performance appraisal. It is critical to be detailed and comprehensive in all performance
appraisal processes. You can never write too much pertinent detail, but employers often find
themselves with too little when it comes time to consider termination or promotion of an
employee.
Overall Appraisal Tools
The Department of Health and Human Services in North Carolina offers an online work plan
guide with instructions on how to effectively evaluate employees and nurses. The guide offers a
step-by-step plan for writing an appraisal form based on key responsibilities and a rating system
which ranks employee performance based on work that is outstanding, very good, good, below
good and unsatisfactory.
Nurse Competencies
A Delphi technique study conducted by Ashraf Ahmad Zaher, Zaghloul and May Kosay
AlSokair involving nurses in 2008 identified specific competencies in the performance of a
nurse. These competencies included: quality standards, work habits, supervision/leadership, staff
relations and interpersonal skills, attendance and punctuality, problem solving, oral
communication, productivity results, coordination, innovation and record keeping. These criteria

2. for appraisal were chosen based on qualitative interviews with nurses about what they thought
the most important duties of their jobs were.
Clinical Nurse Appraisal Form
Purdue University offers a comprehensive evaluation tool for nurses and employees in their
student health services organization. Areas identified for assessment include RN job-specific
duties such as reception and assessment of patient, planning of patient care, implementation of
patient care and evaluation of patient care. Additional duties assessed include care of
instruments, availability to answer patient questions and critical thinking skills. All of these areas
of responsibility were then ranked on a scale from exceptional, above standard, at standard,
approaches standard and below standard.
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III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate

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

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

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