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1. What aspects of the performance evaluation are important to you as the employee?
2. As an employer, how would you identify/select a team to update the review process?

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Nursing Performance Appraisal

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Butts, J. B., & Rich, K. L. (2011). Philosophies and theories for advanced nursing practice. Massachusetts: Jones and Bartlett.

Flynn, W. J., Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2016). Healthcare human resources (3rd ed.). Boston, MA: Cengage Learning.

Krautscheid, L. C. (2014). Defining Professional Nursing Accountability: A Literature Review. Journal of Professional Nursing, 30(1), 43-47. doi:10.1016/j.profnurs.2013.06.008

Ohio Nurses Review. (2017). Practice Statement. Guidelines for Position Descriptions and Performance Appraisal. Nursing Practice Statement NP04. Retrieved from https://web-b-ebscohost-com.ju.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=5&sid=0f1e853f-1ad8-432b-966e-1dbe4f2287bf%40pdc-v-sessmgr05

Thompson, J. W. (1993), Quality improvement and performance appraisal. Human Resource Development Quarterly, 4:401-407. doi:10.1002/hrdq.39200040410

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Review process needs updating. Additional categories should be considered:
•Computer skills

•HIPAA compliance

•Willingness to take on additional duties

•Leadership

Administrator and HR manager will develop a team to update the review process.

Process should be more relevant and meaningful to the organization & employees.

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Goals of employees: That the performance appraisal positively reflect the nurse’s role/job description including alignmentswith professional standards that compliment professional competencies, organizational goals and standards (ANA Scope and Standards of Practice).

Goals of employers: To create a team who will not only update the review process but will provide the employee with a thorough evaluation that improves the outcomes of the organization.

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Our efforts in performance appraisal are: Quality Improvement

Quality of performance = f(Skill+Effort) x (Efficacy of system being used)

This model suggests that quality of performance is a specific function of one’s skill and effort when multiplied by the efficiency of a system.  If employees are motivated but the system lacks support, quality improvement cannot be obtained. (Thompson, 1993).

American Association of Colleges of Nursing (AACN) Safe nursing practice is ensured through Professional nursing accountability.  Professional nursing accountability is an essential behavior that supports harmony between nursing practice and standards necessary to deliver quality and safety in patient care.

Theoretical Approaches to Quality Improvement: W. Edwards Deming. “The process is more important than the product” (Butts, 2011)

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Pay for Performance: Evaluating Performance Appraisal and Merit Pay

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Pay for Performance: Evaluating Performance Appraisal and Merit Pay

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Read "Pay for Performance: Evaluating Performance Appraisal and Merit Pay" at NAP.edu

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Read chapter 4 Performance Appraisal: Definition, Measurement, and Application: "Pay for performance" has become a buzzword for the 1990s, as U.S. organ...

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How To Be A Leader - Tips and Tricks | Forbes

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Supervisors at Valley Urgent Care conduct routine performance reviews in the areas of customer service, clinical abilities, communication with patients and peers, attendance and work attitude.  Recently, employees and supervisors have made the recommendation to update the evaluation process. Administration agreed to a review. The HR manager will establish at team of managers to develop a process to better reflect the complexity and variety of jobs performed at Valley Urgent Care.

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1.      Why would the employees see the current review process as irrelevant?

The employees feel that current evaluation categories do not accurately reflect the number and complexity of the jobs performed at Valley Urgent Care. According to Flynn, Mathis, Jackson & Valentine (2016), performance reviews can affect an employee’s current and future standings within an organization. In order to be used as a proper administrative tool to develop the employee and cultivate human capital, reviews must reflect up-to-date legal and job-related standards.

2.      What types of changes should the work team consider in order to improve the process and criteria?

The work team should consider the relevance of the criteria that is used for the job description and performance appraisal. According to Flynn et al. (2016), if irrelevant criteria is included in the measurement process, it is deemed contaminated. If important criteria are not included, it is deemed deficient. Regular review of the job description and performance appraisal by managers and HR staff are necessary to keep the review process up-to-date and free of deficient or contaminated criteria.