Personal appraisal in nurses refers to a process through which to determine how individual nurses can deliver on their set out duties and responsibilities within a specific period. The results from the performance appraisal are essential to help in identifying some of the notable weaknesses that are likely to affect the achievement of the set objectives. By conducting a performance appraisal, it becomes much easier to establish the purposes that seek to define the expectations within a similar period in the future. That aims to highlight the importance of performance appraisal as a critical tool that would help set projected expectations for nurses and clinical officers.
Subjective and Objective Aspects
The personal element of performance appraisal does not focus on evaluating an individual based on quantifiable figures or expectations. Instead, the individual is assessed based on perception concerning what he or she is doing while determining the value that this may bring to the institution. On the other hand, objective performance appraisal seeks to ensure that individuals are evaluated based on figures or projections that can be quantified from a performance point of view. Nurse managers can make these experience most useful to clinical nurses by seeking to use a combination of both subjective and objective aspects when engaging in the process of evaluation. By combining these aspects, the nurse manager will be in a better position of having to determine the exact performance projections of the clinical nurses while considering their roles. Additionally, this will also help in highlighting the value of clinical nurses in the health care environment.
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Evaluators
The nurse manager should have the responsibility of evaluating clinical nurses within the institutions that they work or operate. Anthony et al. (2015) indicate that one of the critical roles of the nurse manager is to create a shared vision within the health care environment to push for advanced performance. That can be achieved by ensuring that the nurse manager takes up his or her role to evaluate clinical nurses. Through the evaluation process, it becomes much easier for the nurse managers to help the clinical nurses identify some of their areas of strengths that they ought to capitalize on in build on a shared vision.
Tools for Eliciting Feedback from Other Evaluators
The primary tool that would be used to elicit feedback from other evaluators would be the nurse evaluation form, which will be handed to the other evaluators before their evaluation of the nurses. The form will be designed in a manner allowing for evaluators to present their views and opinions on the clinical nurses that they are evaluating. Using the information captured on this form, it will be much easier to determine the exact performance expectations for the individual nurses that would have been assessed.
Type of Evaluation and Methods
The most appropriate type of evaluation that should be adopted when engaging in performance appraisal is formative evaluation. In this case, the use of formative assessment will be considered while clinical nurses are providing care services to individual patients. Formative assessment refers to an evaluation approach that adopted when the processes being evaluated are ongoing (Solheim, Plathe, & Eide, 2017). The main tools that should be considered in the evaluation are surveys and observation. The tools ought to be behaviorally focused, taking into consideration that they would help in determining the effectiveness of the nurses within their respective work environments.
Longitudinal Data
The system that should be implemented to collect data over some time involves the use of reports where clinical nurses will be expected to submit daily reports. Using the reports, it will be much easier to evaluate the performance of the clinical nurses while seeking to determine if they are performing according to what is expected of them. Longitudinal data refers to a dataset in which the same population sample is evaluated at different points in time (Boyle, Cramer, Potter, & Staggs, 2015). In this case, longitudinal data will be of great importance, considering that it will help in determining the performance standards that the nurses hold.
Evaluator Errors
The first and most common evaluator error is favouritism. Favouritism arises from a situation where an evaluator seems to overlook the flaws associated with a favoured sample, which results in inaccurate results. To avoid this situation, the results will be evaluated for inconsistencies as a way of promoting accuracy in the data presented. The second evaluator error to expect is the halo effect. The halo effect results from a situation where the overall impression of an individual is influenced by personal feelings and perception of the individual (Barber, Fraser, Mendez, Bradley, Loftus, & Jacofsky, 2017). To avoid the halo effect, the evaluators will be expected to remain neutral in their evaluation regardless of the personal feelings or perceptions that they may have of specific clinical nurses.
Conclusion
Personal appraisal in nurses refers to a process through which to determine how individual nurses are able to deliver on their set out duties and responsibilities within a specific period. Nurse managers are the most appropriate when engaging in the performance appraisal of clinical nurses, as this creates an avenue through which to bond. The type of evaluation to be considered is formative evaluation while the main tools used as part of the assessment being surveys and observation.
References
Anthony, M. K., Standing, T. S., Glick, J., Duffy, M., Paschall, F., Sauer, M. R., ... & Dumpe, M. L. (2005). Leadership and nurse retention: the pivotal role of nurse managers. JONA: The Journal of Nursing Administration , 35 (3), 146-155.
Barber, C., Fraser, J. F., Mendez, G. G., Bradley, B., Loftus, T. J., & Jacofsky, D. J. (2017). The halo effect: an unintended benefit of care pathways. The journal of knee surgery , 30 (03), 264-268.
Boyle, D. K., Cramer, E., Potter, C., & Staggs, V. S. (2015). Longitudinal association of registered nurse national nursing specialty certification and patient falls in acute care hospitals. Nursing Research , 64 (4), 291.
Solheim, E., Plathe, H. S., & Eide, H. (2017). Nursing students' evaluation of a new feedback and reflection tool for use in high-fidelity simulation–Formative assessment of clinical skills. A descriptive quantitative research design. Nurse education in practice , 27 , 114-120.
