6. • Performance evaluation is a systematic,
periodic and an impartial evaluation process
of the performance of each employee by
his/her immediate superior; pertaining to
his job description , his potentials to do
better performance and its relationship to
the goals of the organization
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7. Criteria for evaluation
• Objectivity --- No personal interest
• Appropriate – as per job description/
guidelines
• Reliable – notations are prepared different
occasions/persons
• Accurate – Based on running commentary
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8. Measures of performance
• Subjective – depends on personal behaviors--
- cooperation with others
• Objective – output – numbers – procedures ,
absenteeism
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9. Aims of evaluation:
• Ensure quality nursing care to patients
• Ensure the nurse is an active participant in the
organization’s goals and objectives
• Assist nurses to learn about their strength and
weakness.- improve morale
• Enable work teams to assign according to their
individual strength
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10. ………AIMS……………
• Give feedback on performance to employees-identify
training needs
• Provide communication between employee
and administration
• Equal opportunities for employees
• Salary increase, promotions disciplinary
actions etc
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11. Tools to prepare Evaluation
• The performance appraisal format
• Guidelines for evaluation
• Anecdotal notes – running commentary
• Manual s of policies & procedures
• Job description
• Letters of appreciation, classes attended
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12. Principles of Evaluation
• Based on assessment performance behavior
• Time appropriate within evaluation period
• Consistent : use similar evaluation format for
all staff( categories)
• No discrimination- age , gender, religion
,race ,disability etc
• The observations should be accurate –
running commentary /guidelines ( strong&
weak)
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13. …………………….Principles
• Based on job description
• Maintains confidentiality
• Done by immediate superior
• Discuss with employee( evaluatee)
•
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14. Common errors in evaluation process
• Central tendency- rated near the average or middle of
the rating
• Subjective assessment /favoritism
• Halo effect – person’s one good character
/performance to influence the entire evaluation –
person’s one good character /performance to
influence the entire evaluation
• Horn’s effect – Allow one negative character
/performance to influence entire evaluation
• Rater Effect – Based on rater’s attitude towards rate
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15. …..errors
• Primary or recent effect – Influenced by the
behavior exhibited by the rate during early
stages of review period(primary) or near the end
of the the review period( recent)
• Perpetual set – Assessment held by past held
beliefs
• Spillover effect – Allowing past performance
rating to unjustifiably influence the current one
• Status effect – Over rating( High level) under
rating(low level
15
16. …..errors
• Partial rating – Basing the rating on the most
recent period of time, not the total
evaluation period
• Similar to me —evaluating more favouably
those who are similar to the rater
• Favoritism – evaluating friends higher than
other employees
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17. What Performance appraisals can achieve and
contribute -- when they are properly managed
• Clarifying, defining, redefining priorities and
objectives
• Motivation through achievement and feedback
• Training needs and learning desires -
assessment and agreement
• Identification of personal strengths and
direction - including unused hidden strengths
• Career and succession planning - personal and
organizational
• Team roles clarification and team building
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18. • Appraisee and manager mutual awareness,
understanding and relationship
• Resolving confusions and misunderstandings
• Reinforcing and organizational philosophies,
values, aims, strategies, priorities, etc
• Delegation, additional responsibilities,
employee growth and development
• Counseling and feedback
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19. Evaluation process
• Prepare
• Inform the evaluatee
• Venue- private – free from interruptions
• Layout- seating
• Introduction
• Review & measure
• Agree on plans – improve – staff
• Agree on supports – assistance to improve
• Invite any points /questions
• Close positively
• Record main points
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20. Ministry Evaluation
• The area H Nurse evaluate staff
Format:
• Personal data – CID
• Leaves & Absenteeism
• Warnings and punishment etc
If staff transferred to another place during the
year – evaluated in the area stayed more time
and other in-charge contribute to this
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21. Nursing personnel--- 3 parts
1. Individual performance efficiency –
(10 statements)
2. Team performance efficiency ( 4)
3. Personal ability (5)
Supervisory level has another session (4)
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Scale 4 descriptions 1-2-3-4 (4th least)
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22. While entering the system automatically score
according to all entry and the marks and % is
given
• Excellent : 100-90%
• Very Good : 75- 89%
• Good : 74- 51 %
• Weak ( unsatisfactory) : 50<
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