Question 1

An organization has adopted the peer review process of evaluation. The manager shares which information with staff? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

Accepted Answer

1. The portfolio is a part of the peer review system of evaluation.
2. Generally, the peer review process involves two to four nurses reviewing the work of a peer. All nurses may be involved at some point, but not all nurses will review the work of every nurse.
3. The members of the peer review committee submit a written evaluation to the manager.
4. The manager also completes an evaluation.
5. Peer review is often used in self-governance models.

Question 2

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?

Accepted Answer

1. The manager should not just give the nurse a set of work objectives.
2. The focus of the meeting will not be on termination.
3. The nurse and the manager should work together to write these work objectives.
4. This review should have been conducted prior to hiring.

Question 3

The supervisor is teaching managers about the use of critical incidents as part of the evaluation process. What information should the supervisor share? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

Accepted Answer

1. The focus is on improving accuracy of the performance review.
2. Using notes forces the manager to deal with problems when they begin rather than after they have caused additional issues to arise.
3. When note taking is introduced, people tend to be suspicious and to react negatively.
4. Managers should be encouraged to be honest with staff about the note-taking strategy.
5. Having performance notes written across the evaluation period will help the manager have greater confidence in the evaluation process.

Question 4

A nurse manager overhears a conversation in which staff nurses complain about the evaluation process. One nurse says, "It really is just a waste of time. I get the same raise no matter what I'm rated." Which is the best way for the manager to address this concern?

Accepted Answer

1. The process of implementing merit raises is long and would probably not be feasible until the next budget cycle; lobbying for merit raises would not address this concern immediately.
2. Calling the nurse aside and agreeing with the complaint does not address the concern, but rather validates the concern.
3. The nurse manager may wish to report the episode in order to support the need for a merit system, but that action also does not address the immediate concern.
4. All of these options are possible strategies for dealing with this complaint, but the best one is to emphasize the practice development aspects of evaluation.

Question 5

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

Accepted Answer

1. The manager should calmly start the interview, ignoring the nurse's tension, which will likely pass as the interview continues.
2. Drawing attention to the nurse's feelings in this manner would not serve to ease the tension.
3. The manager should not draw attention to the fact that the nurse is tense.
4. The fact that the interview is going to happen will not be changed by social chitchat and the nurse will still be nervous.

Question 6

A behavior-oriented performance evaluation will include what elements?

Accepted Answer

1. Behavior-oriented performance evaluation includes the following elements: position description, examples of behaviors, values of the organization, developmental goals, and cluster behaviors.
2. Behavior-oriented performance evaluation includes the following elements: position description, examples of behaviors, values of the organization, developmental goals, and cluster behaviors.
3. Behavior-oriented performance evaluation includes the following elements: position description, examples of behaviors, values of the organization, developmental goals, and cluster behaviors.
4. Behavior-oriented performance evaluation includes the following elements: position description, examples of behaviors, values of the organization, developmental goals, and cluster behaviors.
5. Behavior-oriented performance evaluation includes the following elements: position description, examples of behaviors, values of the organization, developmental goals, and cluster behaviors.

Question 7

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?

Accepted Answer

1. This is not necessarily the case.
2. This is not necessarily the case.
3. Ignoring a performance problem may be a valid strategy-for instance, if a new nurse is late for report and a seasoned nurse tells the new nurse not to be late again.
4. This is not necessarily the case.

Question 8

The staff nurse has challenged the appraisal rating given by a new nurse manager. What should the nurse manager do?

Accepted Answer

1. Not changing an error undermines the staff's confidence in the evaluation process.
2. The manager should carefully consider the challenge and should not make an immediate decision.
3. The manager should investigate the challenge and if there is merit should change the appraisal. Staff members respect a manager who admits a mistake and corrects it.
4. It is inappropriate to ask another staff nurse to mediate. If necessary, another manager may be involved.

Question 9

The formal evaluation includes what primary components?

Accepted Answer

1. The formal evaluation includes these primary components: Concrete examples of performance or lack of performance, self-evaluation of performance, behavior-oriented criteria, development plan for performance improvement, and feedback on the level of performance against a rating scale.
2. The formal evaluation includes these primary components: Concrete examples of performance or lack of performance, self-evaluation of performance, behavior-oriented criteria, development plan for performance improvement, and feedback on the level of performance against a rating scale.
3. The formal evaluation includes these primary components: Concrete examples of performance or lack of performance, self-evaluation of performance, behavior-oriented criteria, development plan for performance improvement, and feedback on the level of performance against a rating scale.
4. The formal evaluation includes these primary components: Concrete examples of performance or lack of performance, self-evaluation of performance, behavior-oriented criteria, development plan for performance improvement, and feedback on the level of performance against a rating scale.
5. The formal evaluation includes these primary components: Concrete examples of performance or lack of performance, self-evaluation of performance, behavior-oriented criteria, development plan for performance improvement, and feedback on the level of performance against a rating scale.

Question 10

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? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

Accepted Answer

1. The manager may be taking the advice of starting the process by writing and reviewing a positive critical incident with each nurse.
2. Each manager will develop his or her own style of recording notes that works best for the individual.
3. It is best that the note be recorded at the time of the occurrence.
4. The reason for critical incident recording is to improve practice. If the note is not shared with the employee, this improvement is less likely to occur.
5. Notes should focus specifically on what occurred, not on personal traits.

Question 11

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?

Accepted Answer

1. It is not ethical to share this dilemma with another staff nurse.
2. An astute nurse manager can address this issue without involving the chief nursing officer.
3. If the nurse manager just submits the appraisal as computed by the standard form, the opportunity to improve the nurse's practice is lost.
4. In this situation, the nurse does not "match" the method of appraisal used by the facility. The nurse manager should "go beyond the form" and strive to help this nurse improve his or her practice.

Question 12

An organization has elected to use a behavior-oriented, self-evaluation system for nurses. Which statement would be included on the evaluation form? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

Accepted Answer

1. This is a results-oriented statement.
2. This is a behavior-based statement.
3. This is a results-oriented statement.
4. This is a behavior-based statement.
5. This is a behavior-based statement.

Quiz 19: Evaluating Staff Performance