Performance
Appraisal
By – SHREYA PANDEY
M.SC nursing 2nd year
DEFINITION
The word APPRAISAL means EVALUATION
Simply it means , performance appraisal means
evaluating the performance of the employee in the
workplace including both qualitative and
quantitative aspect of job performance
According to Scott, Clothier and Spriegal,
"Performance appraisal is a record of progress for
apprentices and regular employees, as a guide in
making promotions, transfer or demotions, as a
guide in making lists for bonus distribution, for
seniority consideration and for rates of pay, as an
instrument for discovering hidden genius, and as a
source of information that makes helpful
conferences with employees’’
Objectives of Appraisal
• To determine the effectiveness of employees on their
present jobs so as to decide their benefits.
• To identify the shortcomings of employees so as to
overcome them through systematic guidance and training.
• To find out their potential for promotion and
advancement.
PURPOSES OF PERFORMANCE APPRAISAL
PROCESS OF
PERFORMANCE
APPRAISAL
Look at the chart
METHODS OF
PERFORMANC
E APPRAISAL
CONFIDENTIAL
REPORT
It is prepared in the end of the
year by the immediate superior
regarding the employee ie their
weakness and strengths,
achievements and failure in a
description format here feedback
is not given to the employee
RANKING METHOD
An employee is ranked against the other in a working
group
ADVANTAGES –
1) Each employee be compared with the other person
2) Useful in small organization
DISADVANTAGES
3) Can’t be used for big organization
4) Doesn't evaluate the individuality of an employee
ESSAY APPRAISAL
METHOD
The examiner is writing in detail strength and
weakness of the employee and also giving
suggestion for improvement to the employee.
With easy evaluation technique the nurse
manager is required to describe the employee's
performance over the entire evaluation period
by writing a narrative detailing the strength
and weaknesses of the appraise.
Paired Comparison Method
Paired comparison method has been developed to be
used in a big organization. Each employee is
compared with other employees taking only one at a
time. The evaluator compares two employees and
puts a tick mark against an employee whom he
considers a better employ
Advantages
1) This method is suitable for big organizations
2) Individual evaluated. traits are evaluated
Disadvantages
1)The understanding of this method is difficult one.
2) It involves considerable time.
Checklist
The appraisal of the ability of an employee through
getting answers for a number of questions is called the
method of check list. These questions are related to the
behavior of an employee.
E.G - Is the employee satisfied with the job?
Yes/No
➤ Does he finish the job accurately?
Yes/No
➤ Does he respect the superiors?
Yes/No
➤Is he ready to accept responsibilities?
Yes/No
➤ Does he obey the orders?
A series of groups of statements are prepared
FORCED CHOICE positively or negatively under this method,
both these statements describe the
METHOD characteristics of an employee, but the rater is
forced to tick any one of the statements either
out of positive statements or out of negative
statements
LIMITATIONS
The performance appraisal methods are unreliable.
If an employee is well known to an employer, the
performance appraisal may not be correct.
The inability of supervision to appraise an
employee does not bring out the accurate
performance appraisal.
Some qualities of an employee can not be easily
appraised through any performance appraisal
method.
A supervisor may appraise an employee to be good
to avoid incurring his displeasure.
Uniform standards are not followed by the
supervisors in the performance appraisal
CONCLUSION
In conclusion, performance appraisal in nursing management is a crucial process for ensuring high
standards of patient care, fostering professional development, and enhancing the overall effectiveness of
nursing staff. By evaluating nurses’ clinical skills, communication, teamwork, and adherence to safety
protocols, performance appraisals help identify strengths and areas for improvement. This constructive
feedback not only supports individual growth but also contributes to a positive work environment and
improved patient outcomes.
REFERENCES
Barker, L. M., & Buchanan, J. (2019). Nursing management: A guide to clinical leadership (3rd ed.). Springer Publishing
Company.
· Porter-O'Grady, T., & Malloch, K. (2018). Leadership in nursing practice: Changing the landscape of health care (4th ed.).
Jones & Bartlett Learning.
· Sullivan, E. J. (2013). Effective leadership and management in nursing (8th ed.). Pearson Education.
· Marquis, B. L., & Huston, C. J. (2017). Leadership roles and management functions in nursing: Theory and application
(9th ed.). Lippincott Williams & Wilkins.
· Giddens, J. F. (2017). Concepts for nursing practice (2nd ed.). Elsevier.
· Finkelman, A., & Kenner, C. (2016). Professional nursing concepts: Competencies for quality leadership (3rd ed.). Jones &
Bartlett Learning.
· Kozier, B., Erb, G., Berman, A., Snyder, S., & Buck, M. (2018). Fundamentals of nursing: Concepts, process, and practice
(10th ed.). Pearson Education.
· Daly, J., Speedy, S., & Jackson, D. (2017). Nursing leadership and management: A guide to practice (5th ed.). Elsevier.
· Parker, M. E. (2014). Nursing theories and nursing practice (3rd ed.). F.A. Davis Company.
