Performance appraisal (PA) should be the gold standard for evaluating a nurse performance. Nursing is a profession that is constantly changing and a system for measuring professional competency and foster professional development is needed. Management should not eliminate the use of performance appraisal; management need to incorporate biannual PA review of staff instead of annual reviews.
Performance appraisal is fundamental part of professional development. For a long-time PA have been the tool management used to evaluate staff performance to ensure every staff member knows and understands and aim to achieve the hospital objectives (Greenfield, 2014). The PA is an annual sit down nurses have with their managers to discuss job performance, professional competency, hospital objective, strengths and weakness and your career goals. Depending your job performance, you receive an annual merit increase in pay. So, a PA is a meeting that some look forward to, if only for the possibly of a merit increase in pay.
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The purpose of annual PA is to ensure the staff ability the change with the changes in healthcare. It is a tool used by management to ensure the staff know and understand the nature of their job with the changes in healthcare. Today people have option in healthcare, and with Obamacare even more people are weighing their options on where to go to receive quality care. Nursing is no longer about caring for the sick, it’s about delivering quality patient centered customer service. PA includes an “identification of professional development needs, helping nurses to determine that which they could do to improve their practice, advance their skill and derive continuing satisfaction form their work” (Price, 2013, p.50). One must understand that nurses have a “vested interest in building our profile to make us more employable, and fit for promotion is the future” (Price, 2013,