Deck 24: Performance Appraisal

Question 1

What should the manager do in completing an annual performance appraisal?

A) Consider good intentions as well as actual performance
B) Base the appraisal on a standard to which all are held accountable
C) Always make an effort to include subjective data
D) Closely observe the employee for the 2 weeks preceding the appraisal conference

Answer 1

Base the appraisal on a standard to which all are held accountable

Question 2

What increases the likelihood that the performance appraisal will have a positive outcome?

A) The manager refrains from making any comments about the worker's performance
B) The employee is encouraged to identify three areas of satisfactory performance
C) The employee provides input into developing the performance standards
D) The manager identifies not more than three areas of deficient performance

Answer 2

The employee provides input into developing the performance standards

Question 3

Although some subjectivity is inescapable in performance appraisals, what action can the manager take to arrive at a more fair and accurate assessment?

A) Written anecdotal notes regarding the employee's performance should be maintained throughout the evaluation period
B) Evaluation criteria that reflect on the employee as a person rather than just on work performance should be used
C) Data gathered by the manager in preparation for the performance appraisal should be limited to not more than two sources, so no conflicting information is received
D) The manager should rate all employees using central tendency whenever possible

Answer 3

Written anecdotal notes regarding the employee's performance should be maintained throughout the evaluation period

Question 4

Which statement accurately reflects self-appraisals?

A) Self-appraisals are more objective than the other types of appraisals
B) Self-appraisals provide an opportunity to give positive feedback to employees
C) Self-appraisals usually require some introspection on the part of the employee
D) Self-appraisals should be read before the supervisor does an appraisal

Question 5

Which statement is true regarding the Behaviorally Anchored Rating Scale (BARS)?

A) Has long been used as a performance appraisal tool in the health-care industry
B) Requires that a separate rating form be developed for each job classification
C) Is often referred to as a free-form review
D) Is a rapidly scored and administered performance appraisal tool

Question 6

Which statement correctly describes using self-appraisal as a performance appraisal
Tool?

A) It should always be totally unstructured so employees can write about whatever they want to
B) It is effective because most employees are self-aware and rate themselves accurately and appropriately
C) It works best when used in conjunction with other appraisal tools
D) It relieves the manager of the responsibility for preparing the performance appraisal

Question 7

Why have health-care organizations been slow to adopt peer review?

A) It tends to be an inaccurate performance appraisal tool
B) Colleagues generally have little data they can contribute regarding a peer's work performance
C) It requires staff be oriented to the process effectively
D) It works better for professionals such as physicians than for nurses

Question 8

What is the term used to identify the effect that results when some negative aspect of an employee's performance unduly influence all other aspects of performance?

A) A halo effect
B) A horns effect
C) Central tendency
D) A job dimension scale

Question 9

Which statement identifies an important consideration when using management by objectives (MBO) as a performance appraisal tool?

A) The manager determines the objectives each employee should accomplish during the upcoming evaluation period
B) Employees determine the objectives their manager should accomplish during the upcoming evaluation period
C) The manager's role is supportive, assisting employees to reach goals by counseling and coaching
D) Managers should encourage employees to set lofty, difficult goals in an effort to stretch the employees to their maximum

Question 10

What does the employee's signature on the performance appraisal form denote?

A) The employee agrees with everything written on the form
B) The employee objects to what is written on the form
C) The employee agrees that a merit raise is due
D) The employee has read the appraisal information

Question 11

Which is the best example of coaching used to encourage and improve daily work performance?

A) "Let's discuss how to improve your charting notes."
B) "Did you enjoy working as team leader this weekend?"
C) "Would you consider taking on the role of preceptor?"
D) "Your interpersonal skills have shown great improvement."

Question 12

What does the Joint Commission advocate about employee performance appraisals?

A) They be conducted at least every 6 months
B) They be based on employee job descriptions
C) They be documented by anecdotal notes
D) They be reflective of employees' personal goals

Question 13

A nurse-manager is planning a performance appraisal of an employee who has a number of performance deficiencies. What is the best approach to the performance appraisal of this employee?

A) Tell the employee that he or she is not performing well and ask the employee where improvement is needed
B) Prepare a list of the employee's deficiencies and give him or her time to look it over before asking for a response
C) Recognize the employee's strengths, focus on one or two key deficiencies, and create a long-term coaching plan
D) Tell the employee that he or she is liked as a person but is not meeting the requirements for the job and will need to brush up on skills during the next year

Question 14

The nurse-manager is preparing for the unit ward clerk's annual evaluation and sends out a short questionnaire requesting feedback on the ward clerk's effectiveness in her job. The nurse-manager sent the request to one doctor who uses the unit frequently, to a staff nurse on each shift, to the housekeeping department head, and to the head of the volunteer program. In additio n, the nurse-manager interviews three patients to determine how courteous the ward clerk is when answering call lights from the unit desk. What is this an example of?

A) Peer review
B) A 360-degree evaluation
C) An overreaching performance review
D) An anecdotal performance review

Question 15

What type of evaluation has been proved to increase productivity and commitment in employees?

A) Rating scale
B) Checklist
C) Essay
D) MBO

Question 16

In performance management, appraisals are eliminated. What does the manager do in place of the appraisal?
1) Periodical coaching
2) Mutual goal setting
3) Leadership training of subordinates
4) Employee accountability for own actions

A) 1, 2
B) 1, 4
C) 2, 3
D) 3, 4

Question 17

In preparation for an appraisal conference, how many days of advanced notice will the manager give the employee?

A) 1
B) 2 to 3
C) 4 to 5
D) 6 to 7

Question 18

Which term is used to identify the effect that occurs when the appraisal is based on recent performance over less recent performance during the evaluation period?

A) Halo
B) Horns
C) Recency
D) Mathew

Question 19

What does a competence assessment evaluate?
1) Knowledge and education to perform the task
2) Skills to perform the task
3) Experience to perform the task
4) How well the individual completes the task

A) 1, 2, 3
B) 1, 2, 4
C) 1, 3, 4
D) 2, 3, 4

Question 20

Which method rates a person against a set standard, which may be the job description, desired behaviors, or personal traits?

A) Trait Rating Scale
B) Checklist
C) Essay
D) MBOs

Question 21

How does a leader effectively use a performance appraisal?

A) To motive staff
B) To identify staff educational needs
C) To follow up on identified deficiencies
D) To provide feedback on work performance

Question 22

What factor contributes most to a performance appraisal being viewed as relevant by the employees?

A) Its influence on whether a raise will be awarded
B) Belief that it is based on the performance of job description-related tasks
C) The perception that the manager truly likes and approves of them personally
D) The formality with which the appraisal is conducted and presented

Question 23

What is the primary goal of a performance appraisal?

A) Promotion of employee growth
B) Compliance with stated regulations
C) Identification of ineffective staff
D) Providing a basis for staff wage increases

Question 24

Which factor is the focus of an individual's performance evaluation?

A) Related knowledge
B) Individual skills
C) Appropriate experience
D) History of task completion

Question 25

What is the outcome when a manager provides vague and ambiguous feedback to an employee during a performance appraisal?

A) The employee receives the information in a positive manner
B) The manager is able to avoid the appearance of being too negative
C) The employee is uncertain of the value of the feedback
D) The manager is viewed as being an ineffective communicator