Deck 24: Performance Appraisal

Question 1

Performance appraisals provide information that is critical to human resources planning. Having a sense of the current skills of the workforce is crucial for:

A) compensation administration.
B) job analysis.
C) being prepared for future needs.
D) structuring educational programs for staff.

Answer 1

being prepared for future needs.

Question 2

A tool used to facilitate conversation in the form of constructive discussion between a staff member and his or her manager/supervisor in order to clarify work performance and needed improvements is a:

A) performance improvement plan.
B) performance appraisal.
C) peer review.
D) self-evaluation.

Answer 2

performance improvement plan.

Question 3

Jennifer is evaluating her own performance over the past year and comparing it to the standards set by the organization. Jennifer is performing a(n):

A) peer review.
B) intervention.
C) self-evaluation.
D) performance appraisal.

Answer 3

self-evaluation.

Question 4

A nurse is receiving her annual performance appraisal. To evaluate the nurse's performance, the manager considers feedback about the nurse's performance from the nurse's peers, subordinates, and patients. This type of evaluation is a:

A) feedforward technique.
B) self-report rating.
C) 360-degree feedback review.
D) peer review.

Question 5

The ability to measure performance is challenging, and despite significant advancements, measurements continue to be imperfect. Inaccuracy in measurement in favor of or against a group is known as:

A) validity.
B) objectivity.
C) reliability.
D) bias.

Question 6

A performance appraisal criterion that measures the ability to perform a skill successfully is:

A) attitudes.
B) behaviors.
C) competencies.
D) teamwork.

Question 7

Karen is a nurse manager who conducts performance appraisals by observing each nurse for a day and basing the evaluation on that day's performance. This type of bias is known as:

A) halo.
B) leniency.
C) recency.
D) contrast.

Question 8

A successful performance review system must be: (Select all that apply.)

A) in line with the organization's strategic objectives.
B) fair and transparent.
C) free from bias.
D) administratively practical.
E) effectively administered.

Question 9

A newer focus of performance appraisal that has the ability to engage high-performing nurses and motivate people toward even higher levels of performance is:

A) coaching.
B) remedial learning.
C) feedback.
D) peer review.

Question 10

A nursing manager is evaluating an employee's dependability, responsibility, and decision-making ability on a scale of 1 to 5. This is an example of what type of rating system?

A) Behaviors
B) Competencies
C) Results
D) Traits

Question 11

The ability to perform a skill successfully is:

A) competency.
B) acuity.
C) aptitude.
D) motivation.

Question 12

Ben has reported to work late four times in the last 3 months. His manager brings this to his attention and asks him to meet her in her office tomorrow at 10 AM to discuss the issue. At their meeting, Ben is given an opportunity to explain his tardiness and corrective action is determined. A tool the manager can use to monitor Ben's future performance is a:

A) performance review.
B) clinical ladder.
C) written warning.
D) performance improvement plan.

Question 13

The process by which a manager examines and evaluates an employee's work behavior by comparing it with pre-set standards, documents the results of the comparison, and uses the results to provide feedback to the employee is:

A) coaching.
B) peer review.
C) self-evaluation.
D) performance appraisal.

Question 14

This management technique is used to help employees improve performance in a service-oriented profession. This technique, in which the manager guides the employee through a conversation about his or her past successes as a way of identifying strengths, and then has a detailed discussion about how the employee can use the strengths to enhance future performance, is known as:

A) feedforward.
B) counseling.
C) goal setting.
D) mentoring.

Question 15

Carrie, the manager of the pediatric floor, is being evaluated by her director. Carrie set goals last year such as increasing patient satisfaction on her unit by 20% and decreasing staff turnover by 10%. Carrie's performance appraisal today is based on how well she achieved those goals. This type of performance appraisal measures:

A) traits.
B) behaviors.
C) competencies.
D) results.

Question 16

The effectiveness of the performance review process can be improved when the manager and the employee can collaboratively: (Select all that apply.)

A) set goals.
B) discuss merit raises.
C) make developmental plans.
D) determine performance corrections.
E) talk about future prospects.

Question 17

A performance appraisal bias that occurs when all members of the team receive the same satisfactory rating is:

A) halo.
B) recency.
C) similar-to-me.
D) leniency.

Question 18

The prevailing purpose of performance appraisal is to:

A) improve and motivate staff.
B) address the abilities of staff.
C) address the needs of the institution.
D) mentor staff.

Question 19

An experienced critical care nurse left a CCU staff nurse position to finish a master's degree. Periodically, he would return to work as a per diem nurse in the CCU. The staff was impressed with the nurse's performance; however, one staff member complained that he was unfamiliar with the new telemetry monitors when he first returned to work several months ago. This comment showed up in his evaluation, resulting in a poorer overall evaluation from the nurse manager compared with previous evaluations. This is an example of:

A) contrast bias.
B) a horn effect.
C) recent behavior bias.
D) similar-to-me effect.

Question 20

The nurse manager is evaluating Brandon, an emergency department (ED) nurse. The manager obtains input about Brandon's performance from another nurse in the ED, the ED physician, a patient-care assistant, and Brandon himself. The type of performance evaluation the nurse manager utilizes is:

A) just culture.
B) peer review.
C) 360-degree feedback review.
D) management by objectives.

Question 21

A self-report rating is an important component in the appraisal process. The self-report promotes: (Select all that apply.)

A) relationships among peers.
B) perceptions of fairness.
C) heightened awareness of performance deficits.
D) individual accountability in the performance review process.
E) an opportunity to reflect on disagreements with ratings from others.

Question 22

The term _____ refers to the inaccuracy in the measurement in favor of or against a person or group, typically in a way that is unfair.

Question 23

The definition of _____ is the execution of an action; something accomplished; or the fulfillment of a promise, claim, or request.

Question 24

Stakeholders who might be represented within the employment review process of a CCU nurse include: (Select all that apply.)

A) patients/patient families.
B) physicians.
C) the chief financial officer.
D) organizational board members.
E) nurses in the CCU.

Question 25

The process by which nurses systematically evaluate the quality of nursing care provided by peers as measured against professional standards is called _____.

Question 26

_____ is a type of bias that occurs when individuals who are similar to the rater in some way are rated more favorably.

Question 27

The goals of a performance improvement plan should include: (Select all that apply.)

A) education of the employee.
B) support in making improvements.
C) punishing negative behavior.
D) promotion of successful performance.
E) providing a raise if earned through positive behavior.