The document provides an extensive overview of nursing performance appraisal, including methods, tips, forms, and phrases relevant to the evaluation process. It emphasizes the importance of aligning appraisals with nursing theory to improve nursing care and outlines various methods such as ranking, rating scales, and checklist approaches. Additionally, it discusses the advantages and disadvantages of each method, aiming to enhance the effectiveness of performance reviews in nursing.

1. Nursing performance appraisal examples
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I. Contents of getting nursing performance appraisal examples
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Nursing theory is a set of statements reflecting activities and methods that are the foundation of
good nursing care. Therefore, it makes sense to develop nursing performance appraisals based on
nursing theory. Because many nursing theories apply to different types of nursing such as
intensive care, geriatric care, pediatrics and emergency medicine, it is important to develop a
performance appraisal that accurately reflects the type of nursing care that is being evaluated. If
facilitated correctly, the performance appraisal process can benefit the nurse, the organization,
and ultimately the level of patient care. This article will explore one nursing theory and the
relevant indicators to be reviewed to determine the outcome of a nursing performance review.
Develop a performance appraisal document based on a standard nursing theory related to patient
care. The nursing theory used for each nurse's performance appraisal should accurately reflect
the kind of care the nurse is expected to provide.
Begin each section of the appraisal with a statement related to the applicable nursing theory, such
as the Knowledge-Based Practice theory. Follow this statement with a brief description of an
observable action related to the theory, such as "The nurse strives to gain knowledge and nursing
skills to provide safe nursing care."
List the indicators that support the nursing theory you are using for the review. For the
Knowledge-Based Practice theory, for example, include an indicator like, "The nurse uses
appropriate information and resources to reach patient care goals." Leave space on the
performance appraisal form for the nurse to write an example of activities that illustrate how he

2. supports this indicator of the nursing theory, such as "Attend patient care meetings and use
information shared to help reach patient goals."
Ask the nurse manager to complete the same form in regard to the working performance of the
specific nurse being appraised.
Schedule a review and discussion between the nurse manager and the nurse using both versions
of the appraisal form as part of the appraisal process.
Use both the nurse's and the manager's version of the nursing performance appraisal to write a
final, official version.
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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
the possibility of snap judgements.

3. 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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