Performance Evaluations

Most people get nervous just at the thought of a performance evaluation - they think of all the "bad" things they have done since their last appraisal. But a performance evaluation does not necessarily have to dwell on the negatives. In fact, it can and should be a learning experience for the employee.

All of us need to be evaluated by our supervisor so we know where we stand in relation to our job description as well as our performance. Performance evaluations are a means to open communications between staff members and their supervisors, thereby providing an opportunity for feedback and discussion of issues. Many topics can be covered in a performance evaluation, including reliability, absenteeism, job performance, attitude, interaction with co-workers and appearance, to name a few. Most facilities use a standardized evaluation form. This form is a good guide, yet most times addendums to it are required to compete the full picture of an employee's performance. RECEIVING AN EVALUATION When should you receive a performance evaluation? We know they are an annual event, yet one also should be completed near the end of a probationary period. This probationary evaluation helps the new employee discuss any need for further training in a particular area, and also allows the manager to provide feedback on how well the new employee is performing his new responsibilities. New employees should ask supervisors/managers during the interview process if a probationary evaluation is a standard in that facility. If the answer is "no," the new applicant should express a wish to have one completed at the end of the probationary period. As a manager sometimes doing 10-20 performance reviews in any given month, it may be beneficial to set up specific evaluation appointments with each staff member. Staff members should also be encouraged to complete a self-evaluation and bring it to that scheduled meeting. I have found that, for the most part, employees are much harder on themselves than the evaluator; especially if that employee has been meeting all required and expected tasks. Areas that should be included in self-evaluations include: Rate your level of skill and knowledge as it relates to your position Rate your level of dependability Rate your skills in patient/client relations Rate your skills in peer/co-worker relations Rate your commitment to the organization Rate your efficiency and ability to organize work and complete tasks assigned Rate the overall quality of your work Rate your productivity Rate your level of teamwork Mention a few specific positive attributes that you bring to work Mention areas that you feel need improvement. One important area I always added to the self-evaluation was the employee's goals for the upcoming year. This helped them focus on the areas that they may have not been strong in such as absenteeism, lateness, with others and working as a team player. It also gave them an opportunity to plan ahead for education growth through seminars, college credits, and seminars. I always attached a copy of the employee's self-evaluation to their performance evaluation to provide a well-rounded view of the employee. Think of the performance evaluation as a chance to get feedback from your supervisor, and to identify opportunities for improving your job performance. The performance evaluation meeting is not a time to talk to your supervisor about issues relating to co-workers, general gossip or problems in the unit. PREPARATION You should always be thinking that the actions you take might be reflected on your performance review. You must be knowledgeable of your particular job description and the specific duties outlined for the particular shift you are working. You should keep a portfolio at home with your job description, performance reviews and any disciplinary paperwork you have received. Review this folder often. Do not wait until a week before your next evaluation. Your portfolio should be neat, well organized and current, and include: a current job description; any changes to your job scope or responsibilities; copies of all licenses, certifications and credentials; all documentation of formal and informal education; a list of all committees you have been involved with and a description of your involvement or accomplishments with that committee; and an updated curriculum vitae. EVALUATION MEETING It is important to go into the evaluation meeting with a positive attitude. Being defensive may be perceived as a threat to both parties. I found with employees that if we went through the evaluation - the one I wrote and the employee's self-evaluation - topic by topic, it allowed us to discuss issues in an organized manner. If you strongly disagree with an assessment, say so tactfully to your supervisor and offer evidence that supports your own perception of your performance specific to that topic. Remember that it is your right as the employee to obtain a legible, completed and signed copy of your performance evaluation. Evaluations should be done on a timely basis, since monetary raises frequently are related to this evaluation. SUMMARY The performance evaluation, whether annual or probationary, should not be a major stressor for either the supervisor or the employee. Remember that constructive criticism is one of the best tools to expand your knowledge and technique in providing quality health care to your patients. Major discrepancies/problems should be discussed between employees and supervisors at the time they occur, not be "held on to" until the next performance evaluation. So take a deep breath, gather your work portfolio, and interact with your supervisor to become the best you can be in your profession. Susan Laffan has been a nurse for 20 years working in staff and management positions. She founded and co-owns a business that provides infection control programs to municipal employees. She has spoken at the local, state and national levels, including the National Commission for Correctional Health Care, November 2001 in New Mexico.