Question 1

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

Accepted Answer

Behavior-oriented evaluations focus on how individuals act in their roles. "Maintains confidentiality of information," "Demonstrates care, respect, and compassion in all interactions," and "Works well on multidisciplinary teams" are all behaviors that can be observed and evaluated.

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

Since the hospital uses a results-oriented evaluation system, the focus of the meeting will likely be to work together to write work objectives for the nurse that align with the hospital's goals and expectations. This will allow the nurse to understand the specific expectations for their role and set them up for success in achieving those objectives. Option A is incorrect because the manager will likely work with the nurse to establish work objectives rather than give them a set of objectives. Option B is incorrect because it is not productive to approach the evaluation process with a threat of termination. Option D is incorrect because the meeting will likely focus on future objectives rather than past experiences.

Question 3

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

Accepted Answer

The nurse manager should investigate the staff nurse's challenge and determine if it is justified. The manager should be open to feedback and willing to adjust the rating if necessary based on the facts presented. This approach demonstrates good leadership skills and promotes a fair and collaborative work environment.

Question 4

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 5

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

The manager should focus on developing a plan to improve the areas concerned. The standard form may not take into consideration certain factors or areas that the manager has identified, so it would not be appropriate to just submit the appraisal as computed by the standard form. Asking another staff nurse's opinion may provide some insight, but ultimately it is the manager's responsibility to address performance issues with their staff. Bringing the issue up with the chief nursing officer may be necessary in extreme cases, but it is not the first course of action in this scenario. The best course of action is for the manager to work with the nurse to develop a plan for improvement in the identified areas.

Question 6

The supervisor is teaching managers about the use of critical incidents as part of the evaluation process. What information should the supervisor share?

Accepted Answer

The answer of The supervisor is teaching managers about the...

Question 7

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

Accepted Answer

The answer of An organization has adopted the peer review...

Question 8

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

Emphasizing the practice development aspects of evaluation can help staff nurses understand the importance of the evaluation process beyond just the raise. This can include discussing opportunities for growth and development, feedback on performance, and identifying areas for improvement. This approach can help to reframe the evaluation process as a valuable tool for professional growth rather than just a means for receiving a raise. Options A, B, and C do not address the underlying concerns or offer a solution to the issue at hand.

Question 9

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 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?

Accepted Answer

The answer of An organization has begun using critical incidents...

Quiz 18: Evaluating Staff Performance