Exam 19: Evaluating Staff Performance

A director has performed an annual appraisal of the ICU manager, which reflects several issues in regard to the manager's attitude. At the end of the interview the manager expresses disagreement with the appraisal. The director instructs the manager to sign the appraisal and ends the interview. The manager reports this situation to the human resources director for which reason?

The supervisor is teaching managers about the use of critical incidents as part of the evaluation process. What information should the supervisor share? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

An organization has elected to use a behavior-oriented, self-evaluation system for nurses. Which statement would be included on the evaluation form? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

A nurse manager and an employee meet to discuss the employee's appraisal. They disagree on the content of the employee evaluation. The disagreement turns into an argument. Which is the best managerial strategy in this situation?

A nurse manager looks through a file that contains information regarding critical incident reports filed within the past year. For which reasons does the manager review and use this information? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

The standard method of appraisal used by the facility rates a nurse's performance as satisfactory, but the nurse manager feels the nurse has room for improvement in many areas. What action should be taken by the manager?

The RN has had recent difficulty finishing and documenting client care during the assigned shift. The nurse has historically had very good appraisals, and the climate of the unit has not changed. Which would be the best approach to correct recent behaviors?

A nurse manager believes that a staff nurse is rude to clients. In the past year, other nurses and staff from other departments have reported that the nurse has treated them rudely. The manager reviews the staff nurse's employee file and finds last year's appraisal as exceptional. What is the manager's best course of action during this year's evaluation?

During appraisal interviews, the nurse manager defends the choice of rating by emphasizing the negative aspects of the nurse's performance. What is the likely outcome of this strategy?

An ICU nurse manager prefers to use a "results-oriented system" when evaluating employees. Why would the manager prefer this system?

An organization has adopted the peer review process of evaluation. The manager shares which information with staff? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

An emergency department nurse manager is preparing for a night-shift nurse's annual appraisal. The manager is apprehensive because there are issues to address regarding rudeness and unprofessional behavior. How should the manager prepare for conducting this appraisal?

During the review of an organization's appraisal policies, a nurse consultant finds that the facility uses a traditional rating scale based on general performance. What would be the consultant's greatest concern with this choice of appraisal style?

A nurse manager elects to ignore a nurse's performance problem, hoping it will go away. What does this strategy indicate about the nurse's management ability?

An experienced ICU nurse manager is orienting a newly hired nurse manager to the organization. The ICU manager makes occasional notes in a small notebook. The new manager asks why the ICU manager is taking notes. What are the most likely rationales for this behavior? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

A manager has conducted a nurse's evaluation, focusing a large portion of the appraisal on the nurse's personality. The nurse does not agree with the appraisal and contacts the human resources director. What is the soundest basis on which to dispute the appraisal?

Adopting which strategy would be helpful in reducing recency error in staff appraisals?

A behavior-oriented performance evaluation will include what elements?

The formal evaluation includes what primary components?

A nurse manager has discussed behavioral and unprofessional behaviors with a nurse. During the performance appraisal, the manager addressed these issues and the two nurses have developed a specific plan to address the performance areas that can be strengthened. What should the manager's next course of action be?