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Weekly Q&A: Evaluating the performance appraisal process

HCPro's Weekly Update on the ANCC Magnet Recognition Program®*, August 22, 2006

This week, a reader seeks advice for evaluating the performance appraisal process. Read the response below from our advisor, Gina Boring, BSN, RN, ANCC Magnet Recognition Program® project coordinator, Aultman Health Foundation, in Canton, OH.

Q: Can you offer any direction on how to evaluate the performance appraisal process for nursing?

A: Performance appraisals should be multifaceted and incorporate information from a variety of sources. The following categories may offer some direction:

• Self appraisal
• Peer appraisal/peer review
• Customer appraisal
• Interdisciplinary appraisal
• Manager appraisal
• Objective practice data

Once compiled, this information can offer a global picture of an employee's professional performance. During the process, keep the following in mind:

• Performance appraisals can be done more than once each year
• The performance appraisal process should be directed toward professional development. Look for ways to expand on the positive talents of each individual.
• Nothing discussed during a performance appraisal should come as a surprise to an employee. Careful feedback and follow-up throughout the year will decrease the chances of having an employee walk away from a performance appraisal feeling "attacked."

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