Nursing Performance Evaluation: A Comprehensive Review

This article provides a comprehensive review of nursing performance evaluation, including the methods and strategies used to assess nurses' performances in hospitals. It discusses the importance of performance appraisal and the 360-degree feedback system in evaluating nurses as employees. The article also explores strategies for improving the evaluation process and enhancing nurses' performances. References are provided for further reading.

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Management
Nursing leadership
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Student name

Nursing leadership 1
Nursing performance evaluation is one of the written assessments of the nurse
working performances in the hospitals. The supervisors, which generally evaluate the
performances of nurse as an employee, mainly do this and then hospitals bosses or managers
interpret them.
Performance appraisal or the worth rating is one of the eldest and the universal
performs of administration. The method ensued in an appraisal arrangement in which workers
merits like creativity, reliability and character are compared among employees and are ranked
accordingly. Appraisals can be made by one or more supervisors or by the ultimate
subordinate or the peer members. Other than this, there is also a self-appraisal method, which
helps the employee to self-evaluate her performances, potential, and work accordingly to,
further effective and efficiently work (Fan, et al, 2015).
Nurses as employees
Nurses as employees of the registered hospitals provides the significant process by the
staffs which can be satisfied for remarkable contribution to the organisation, and along with it
they also provide the mechanism to improve the individual and organizational performances.
One of the ways through which nurses performances can be evaluated and reviewed is 360
degree appraisal which is also recognized as multi-rated response system which is the most
widespread assessment where the feedbacks about the employee enactment which originates
from all the bases that comes in an interaction with the workers on this particular work (St
Clair, 2013).
In this, 360 degree respondents such as peers, mangers, bosses, assistants, team
member, customer, dealers, and sellers anyone who comes in interaction will provide the
valued visions and information and response concerning the on-the job enactment of the
nurses as employees. Through this method, nurse will be able to review and got to know
about her performance whoever has connection with the hospital entities. As through
employee communication, it helps in providing information of performance deficits and
provides opportunities to improve it over time and access to the appraisal results (Beauvais,
et al, 2011).
Nurses are employer
While reviewing the performance of nurses as employer first and the foremost will be
reviewed as the ability and the motivation towards their working aspect. On time duty is

Nursing leadership 2
performed by the nurses, this can be done through field review in which many superiors
compare the rating of employees as nurses and accordingly the appraisals are done. Other
than this a particular method such as reviewing the actual performance them comparing it
with the last or standard performances then whatever the limitation are faced for that
corrective measures are provided and after a certain period of time the evaluation and
reviewing of performances is done.
Strategies, which help in improving the process of evaluation in employee context is
that there should be a regular couching and feedback, which helps the nurses as employers to
focus on supporting employees, provide various opportunities and time to improve
performances (Grossman, 2012).
Another strategy of nurses as employee will helps in to improving the process of
evaluation by making performances feedbacks as a part of the culture. Through this
employees will be easily identify the raised issues and will dealt with it before it escalates.
Other than this, set and measure gaols timely so that while evaluating performances results
should be appropriate as required by an organisation (Grossman, 2012).
References
Beauvais, A. M., Brady, N., O'Shea, E. R., & Griffin, M. T. Q. (2011). Emotional intelligence
and nursing performance among nursing students. Nurse education today, 31(4), 396-
401
Fan, J. Y., Wang, Y. H., Chao, L. F., Jane, S. W., & Hsu, L. L. (2015). Performance
evaluation of nursing students following competency-based education. Nurse
education today, 35(1), 97-103
Grossman, S. C. (2012). Mentoring in nursing: A dynamic and collaborative process.
Springer Publishing Company.
St Clair, M. B. (2013). New graduate nurses' experiences of transition during orientation into
critical care