Exam 18: Evaluating Staff Performance

A nurse manager has been terminated for failing to follow institutional policy and procedures. Upon reviewing the manager's files, the supervisor discovers multiple unfinished employee evaluations from the last two years. The supervisor is faced with which concerns?

The manager senses that a nurse is very anxious at the beginning of the performance interview. How should the manager proceed?

A nurse manager and an employee meet to discuss the employee's appraisal. They disagree on the content of the employee evaluation. The disagreement turns into an argument. Which is the best managerial strategy in this situation?

The standard method of appraisal used by the facility rates a nurse's performance as satisfactory, but the nurse manager feels the nurse has room for improvement in many areas. What action should be taken by the manager?

The manager overhears a nurse say to a client, "I am having trouble getting your IV started because you are so fat." The manager determines that a critical incident form should be completed. Which entry is appropriate to document on the form?

An emergency department nurse manager is preparing for a night-shift nurse's annual appraisal. The manager is apprehensive because there are issues to address regarding rudeness and unprofessional behavior. How should the manager prepare for conducting this appraisal?

A nurse manager is discussing the hospital's changes to peer evaluation with nursing staff. Which comment by a staff nurse would the manager interpret as evidence of understanding this process?

During appraisal interviews, the nurse manager defends the choice of rating by emphasizing the negative aspects of the nurse's performance. What is the likely outcome of this strategy?

An organization has begun using critical incidents as part of the evaluation process. The supervisor is meeting with a manager to review the manager's use of critical incidents since training last week. Which finding would concern the supervisor?

A nurse manager gives a staff nurse an exceptional appraisal. The other nurses learn of the appraisal and are upset because this nurse has had numerous complaints from peers regarding laziness. The manager informs a colleague the nurse obtained an exceptional appraisal because the nurse "will always work for me when I need extra help to come in." This is an example of which problem in evaluating?

An organization has adopted the peer review process of evaluation. The manager shares which information with staff?

A nurse manager looks through a file that contains information regarding critical incident reports filed within the past year. For which reasons does the manager review and use this information?

A nurse manager elects to ignore a nurse's performance problem, hoping it will go away. What does this strategy indicate about the nurse's management ability?

The registered nurse has had recent difficulty finishing and documenting client care during the assigned shift. The nurse has historically had very good appraisals, and the climate of the unit has not changed. Which would be the best approach to correct recent behaviors?

An organization has elected to use a behavior-oriented self-evaluation system for nurses. Which statement would be included on the evaluation form?

During the review of an organization's appraisal policies, a nurse consultant finds that the facility uses a traditional rating scale based on general performance. What would be the consultant's greatest concern with this choice of appraisal style?

Adopting which strategy would be helpful in reducing recency error in staff appraisals?

An experienced ICU nurse manager is orienting a newly hired nurse manager to the organization. The ICU manager makes occasional notes in a small notebook. The new manager asks why the ICU manager is taking notes. What are the most likely rationales for this behavior?

A hospital uses a results-oriented evaluation system. During a nurse's hiring process, the manager states, "Once you have been officially hired, I want to meet with you regarding evaluation." What will be the focus of this meeting?

Which statement would be inappropriate for a manager to write on an employee's performance appraisal?