the presentation gives an overview of what a staff nurse should expect in an interview room, reasons as to why a performance appraisal should be done.

1. Performance
Appraisal
Stephen Kitooke Muyingo
En, Rn
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2. Learning Objectives
O By the end of this interactive session, staff
nurses will be able to:
O Define performance appraisal.
O Give the objectives and purpose for a
performance appraisal.
O How to prepare for the interview.
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3. Definition;
O Performance appraisal at its ideal is a
continuing, consultative and
participative process conducted jointly
by supervisor and subordinate, that
assess both strengths ad weaknesses of
current and recent performance,
expectations and aspirations for the
future, Sullivan (2009).
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4. Definition cont.’
O It is the assessment of the performance of
an individual in relation to the objectives,
activities, outputs and targets of a job over
a specific period of time.
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5. Objectives P.A
O Why carry out performance appraisal?
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6. Objective P.A
O To identify employee strengths and
weaknesses.
O To develop employees in their present
jobs.
O To identify individuals for promotion.
O To plan career progression
O To recognize good work.
O To establish and monitor performance
objectives and targets
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7. Objectives cont.
O To develop communication between
managers and their staff.
O To improve job satisfaction and motivation
O To encourage self evaluation.
O To alert managers to constraints which
inhibit employee performance.
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8. Principles of P.A
The basic principles of a good performance
appraisal scheme include:
O The performance targets and outputs
against which the individual is to be
assessed must be specific, measurable
and time bound and must be jointly
agreed between the appraiser and the
appraisee.
O The appraisal system should be open and
participatory giving the appraisee chance
to assess their own performance.
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9. Principles of P.A cont.
O There should be continuous monitoring of
performance through dialogue and
constant guidance and provision of
constructive feedback or performance to
employees.
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10. Purpose of performance
appraisal
O The general purpose is to improve the
efficiency of the organisation by ensuring
that the individual within it are performing
to the best of their ability and developing
their potential for improvement.
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11. Performance Appraisal
Interview
Preparing for the interview
O Key step is proper planning
O Set up the performance appraisal
interview in advance preferably – 2 days’
notice
O Schedule enough time – 20 – 30 minutes
O Have specific examples of behaviour to
support the ratings. (important for
performance areas in which an employee
receives low ratings.
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12. Performance Appraisal
Interview
O Anticipate how the staff member will react
to the appraisal.
O Have a private setting that is relatively
free from interruptions.
O A poor setting limits the usefulness of the
interview.
O No one wants weaknesses discussed in
public and interruptions destroy the flow of
feedback session.
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13. During an interview
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14. The Interview:
O The nurse manager needs to have written
and shared critical incidents throughout
the evaluation period; so that staff
members go into the interview with a good
idea of how they are likely to be rated; as
well as what behaviour led to the rating.
O Nurse manager should be aware of the
employees tolerance level for criticism,
beyond which deficiencies set in.
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15. Steps of the Appraisal
Interview:
O Put the employee at ease
O Clearly state the purpose of the appraisal.
O Go through the ratings one by one with the employee.
O Draw out the employees reactions to the ratings. Ask
for the reactions. Listen, accept and then respond.
O Decide on specific ways in which performance areas
can be strengthened.
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16. Steps of the interview cont’d
If the interview revealed performance
deficiencies a joint action plan should be
developed to help the employee/individual
improve.
The action plan should be to improve
performance. These activities may include
formal training, or on job training or coaching.
O Set a follow up date.
O Express confidence in the employee, that
improvement will be forthcoming.
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17. Performance Problems that
require corrective action:
O Skill-related performance problems –
medication error.
O Policy/procedure related problems e.g. If a
nurse violates the policy of handing over
patients to her/his peers before leaving the
unit
O Dishonesty
O Poor communication towards colleagues and
patients.
O Lack of trustworthiness
O Repeated late coming
O Absenteeism
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18. O Any questions?
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