EVALUATION OF PERSONNEL

Introduction
It is a periodic for evolution of how well the nurses have performed their duties
during a specific time.
MEANING AND DEFINITION
The term evaluation is derived from the word ‘valoir’ which means ‘to be worth’. Thus
evaluation is the process of judging the value or worth of an individuals achievements or
characteristics.
“It is an act or process that involves the assignment of a numerical index to whatever is being
assessed”
“Evaluation is an act or process that allows one to make a judgement about the desirability or
value of a measure”
Definition
“Evaluation a defined as the method used to determine whether a service is needed
and likely to be used, whether it is conducted as planned, and whether the service actually
helps the people in need.”
Usually the supervisory personnel have long been held responsible for mentally at least,
evaluate the programs of their subordinates performance.
Principle of evaluation
1) Evaluation Techniques should be selected according to the purposes to be served.
When the particular aspects of pupil performance to be evaluated has been precisely
defined, the evaluation Technique that is most appropriates for evaluating that
performance should be selected.
2) Determine and clarifying what is to be evaluated always has priority in the
evaluation process.
3) Comprehensive evaluation requires a variety of evaluation techniques. Most
evaluation Techniques are rather limited in scope. To obtain a complete picture of pupil
achievement, we typically need to combine the result from a variety of Techniques.
4) Proper use of evaluation Techniques an awareness of both their limitation and
strength.
5) Evaluation Techniques varies from fairly well developed measuring instrument to
rather crude observational method. A major source of error arises from improper
interpretation of evaluation results.
Principle of performance evaluation
To fair and accurate evaluation of the subordinate, job performance, certain principles must
be followed.
1. Assess performance in relation to behaviorally stated work goals.
2. Observe a representative sample of employees total work activities.
3. Compare supervisors evaluation with employees self evaluation
4. Indicate which job areas have highest priority for improvement
5. The purpose pf evaluation is to improve work performance and job satisfaction.

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Purpose of the Evaluation of Personal
1. To determine training and development needs of nurses.
2. To discover the employees aspirations and to give recognition for this
accomplishment.
3. To determine job competencies.
4. To improve communication between supervisors and the staff so as to each one
understand about the objectives of the job and the agency.
5. To improve performance by examining and encouraging better interrelationships
between nurses.
6. To identify unsatisfied employees.

Steps of Evaluation
The basic steps involved in evaluation process are as follows.
1. Deciding for what is to be evaluated.
2. Establish standard and criteria
3. Selection of appropriate method.
4. Gather information.
5. Analyse the results.
6. Taking action.
7. Re evaluation or replan for it.
Using the Performance Appraisal to Motivate Employees
Although systemic employee appraisals have been used in management since the
1920. Most formal appraisals focus on the professional worker rather than the hourly paid
worker who is often guaranteed automatic pay raises. The evaluation of performance
appraisals is reflected in its changing Terminology. It was termed performance evaluation.
Most health care organizations, however, use the term performance appraisals because this
term implies an appraisal of how well employee performs the duties of their job.
Management research has shown that the following factors influence whether the appraisal
ultimately results in increased motivation and productivity:
1) The employee must believe that the appraisal is based on a standard to which
other employees in the same classification are held accountable. This standard,
which must be communicated clearly to employee at the time they are hired, may
be a job description or individual goals set by staff for the purpose of performance
appraisal.
2) The employee should have some input into developing the standards or goal on
which his or her performance is judged..
3) The employee must know in advance what happens if the expected performance
standards are not met.
4) The employee needs to know how information will be obtained to determine
performance. The appraisal tends to be more accurate if various sources and types
of information are solicited. Sources could include peers, coworkers; nursing care
plans patients and personal observation.
5) The appraiser should be one of the employee’s direct supervisors.

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 For examples, the charge nurse who works directly with the staff nurse should be
involved in the appraisal process and interview. It is appropriate and advisable in
most instances for the head nurse and supervisors also to be involved. How ever,
employees must believe that the person doing the major portion of the review has
actually observed their work. Mauer and Tarulli (1996) found that the belief that
appraisers has adequate opportunity to observe relevant work behaviors was a key
factor in the attitudes of subordinates towards the appraisal system.
The performance appraisal is more likely to have a positive out come if the appraiser is
view with trust and professional respect. This increase the chance that the employee will
view the appraisal as a fair and accurate assessment of work performance.
Use of performance appraisal in hospital setting
1) Appraisal process is used to motivate employee and promote growth in hospital.
2) Appraisal process is used to determine staff education and training needs.
3) It is needed to provide better services and proper care to the patient in the hospital.
4) Performance appraisal can motivate staff and increase retention and productivity.
5) Provide frequent informal feedback on work performance.
6) Performance appraisal also generates information for salary adjustments,
promotions, transfer, disciplinary actions, and Terminations.
PEER REVIEW
Peer review is a process through which Team members give one another formal
feedback on their performance. It is usually replace the traditional performance appraisal
process in team - based organization.
DEFINITION
Peer review is a process by which employees of the same rank, profession, and setting
evaluate one another’s job performance against accepted standards.
- O’ Loughlin and Kaulbach
Purpose of Peer Review in Health Care
Peer review is widely used in medicine and by faculty in universities.
1) Peer review increased professionalism, performance and professional
accountability among practicing staff.
2) Maintaining professional and organizational standard.
3) Curtin (1994) states that the one of the most effective way to promote excellence
in nursing practice is for nurses to offer information, support, guidance, criticism
and direction to one another.
4) It gives valuable feedback.
5) It also can provide learning opportunities for peer reviewer.
6) Mortin (1994) found that peer reviewers who critiqued patient records completed
by their peers increased the accuracy and precision of their own patients records
by decreasing unnecessary, confusing, illegible entries.
In a peer review model, an employee is evaluated by the people with whom he works
and whom he has to backup and support on daily basis.
Lying the ground work

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 For the peer review process to be effective, certain groundwork must be laid. The peer
group needs extensive training so the process is valuable to them and not a means to reward
friends or hurt foes. There must be an objective approach to the measurements being selected.
Implementing Peer Review
Peer review that are carefully thought out and fairly implemented can have a high
level of worker acceptance and involvement. Peer review may also help people get along
better and thus improve overall organizational performance. It can also help alleviate
frustration in the workplace and minimize the role of workplace politics.
The critical role of peer view in patient care is widely accepted in the health care
professions. A major component of the peer review process is the peer evaluation of clinical
judgment using written documentation, established clinical guidelines, and patient care
protocols, more over, the process evaluates technical skills, appropriateness of care, and the
outcome of the care rendered.
The 360-Degree Evaluation
One of the best methods of performance appraisal combines several tool and known as
the 360-Degree evaluation. This process solicits performance feed back from:
 Self
 Coworkers (peer review)
 Supervisors and managers
 Patients
This method covers the gamut of job responsibilities, including “Customer” services,
with the ‘Customer’ (Patient) being involved in the appraisal process. It also allow the
manger to maintain control over such issues as merit and other pay increases that are based
on behavior other than what the peer group sees. It gives people a chance to learn how others
see them, to see their skills and styles and to improve communication with others.
Steps for Peer Review
1) The employee selects peers to conduct the evaluation. Usually, two to four peers
are identified through predetermined process.
2) The employee submits a self-evaluation portfolio. The portfolio might describe
how he or she met objectives and / or predetermined standards during the past
evaluation cycle. Supporting materials are included.
3) The peer evaluation the employee. This may be done individually or in a group.
The individual or group then submits a written evaluation to the manager.
4) Manager and employee meet to discuss the evaluation. The Manager’s evaluation
is included, and objectives for the coming evaluation cycle are finalized.
Peer Evaluation Strategies
Some facilities are using peer evaluation as one component of the formal evaluation
system. When peer evaluation is used, the individual often is allowed to choose the peer who
will be involved in the evaluation process.
Peers are given specific evaluation from and asked to complete it regarding the
individual. These may be used along with a self-evaluation to try to build a more
comprehensive picture of the person’s performance. Peer evaluations may be especially
important when a supervisor has a very broad span of control and has limited contact with

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individuals to be evaluated, and, therefore, limited behavioral observation to support
evaluation.
Advantages
1) It can make a realistic evaluation.
2) It can recognize the positive and negative aspects of their performance.
3) It helps to make future improvement.
Disadvantages
1) Staffs are poorly oriented to the peer review method.
2) Peers feels uncomfortable sharing feedback with people with whom they work
closely.
3) It is very time consuming.
4) Inter personal conflict may arise in unfair appraisals.
5) The insecure manager may feel threatened because of peer review shifts the
authority away from management.
THE SUCCESS OF PEER EVALUATION DEPENDS ON
 Short but objective method
 Trained observers
 Constructive feedback for faulty development
 Open communication and trust
METHODS OF PEER EVALUATION
Direct observation
Videotaping
Evaluation of course materials
Analysis of portfolios
PROCESS OF PEER REVIEW
I. Establish a policy requiring peer reviews
II. Establish criteria for peer evaluations
III. Procedure for conducting peer evaluations
a. Faculty chosen to conduct peer evaluations shall be tenured and hold on academic
rank higher than that of the faculty member being evaluated
b. A written report, addressing the criteria, shall be prepared and signed by the
evaluator
c. The department shall archive the written evaluations for use in future evaluations
d. One copy of the peer evaluation shall be placed in the permanent personnel file of
the person being evaluated
e. All reports of peer evaluations shall be included in the tenure file, and are to be
carefully reviewed at the department.
SELF EVALUATION
The self-review performance appraisal model is based on the idea that an employee is
most familiar with his own work. How he think he’s doing his job is essential to the appraisal
process. An employee rates himself on a number of criteria on a formal survey form that

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includes a section for self-improvement suggestions the employee feels are needs. He’s given
an opportunity to clarify his goals and state his areas of weakness as a focus for improvement
during the next review period. In most cases, the self-review is done as part of the entire
review process, usually in advance of the formal manager – and – employee interview.
The self-evaluation tool must be carefully selected and must correlate to the questions
and criteria on the formal review tool. Both the tool and the process itself need to be
carefully and thoroughly reviewed with each new employee at the time of hire as well as
immediately before the actual review.
DEFINITION
Self evaluation is defined as judging the quality of one’s work, based on evidence and
explicit criteria, for the purpose of doing better work in the future.
PURPOSES OF SELF EVALUATION
1. To encourage continuing self-evaluation and reflection and to promote an ongoing,
innovative approach.
2. To encourage individual professional growth in areas of interest to the employee
3. To improve morale and motivation by treating the employee as a professional in charge of
his or her own professional growth.
4. To encourage collegiality and discussion about practices among peers in an organisation
5. To support employees as they experiment with approaches that will move them to higher
levels of performance
Self Evaluation Strategies
Self-evaluation is a critical component of professional practice. Self Evaluation
guides your growth and development as a nurse, directing you to education sources and
focusing your career directions. In addition, in many institutions employee are asked to come
to their formal performance appraisal meeting having completed their own self-Evaluation.
The employee is asked to use the same criteria and even the same form that will be used by
the supervisor. At the performance appraisal interview, the two documents are compared.
Areas of agreement are noted and areas of discrepancy are then discussed.
Formal self Evaluation is more often a successful strategies when it focuses on either
personal goals and objectives or areas for growth rather than areas of deficiency. Most people
are reluctant to introduce the idea that they might not be meeting minimum standard of
performance.
BENEFITS OF SELF EVALUATION
1. Increased confidence in their own learning, in trying out new ideas, in changing their
practice and in their power to make a difference.
2. Enthusiasm for collaborative working, despite initial anxieties about being observed and
receiving feedback
3. Improved team-work and greater flexibility in their use of their skills
4. Increased awareness of new techniques and greater insight into thinking
5. Enhanced planning skills to ensure more effective task management.
TOOLS FOR SELF EVALUATION

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 Staff annual professional review procedures
Peer support
o Coaching
o Joint preparation of materials
o Planning
o Team building
Observation can involve experts, can be informal or formal procedures. Feedback from
such observation is very valuable, but must be handled sensitively
Audit checklist
Conclusion
Evaluation of personnel is a periodic evaluation of how well the employee has
performed their duties and job during a specific period. It is a process of judging the value or
worth of an individual’s achievement.
Summary
So for we discussed about meaning, definition, principle of Evaluation and
performance Evaluation, purpose of Evaluation of personnel, steps of evaluation, use of
performance appraisal to motivate employee, use of performance appraisal in hospital setting,
peer review, purpose of peer review in health care, steps of peer review, peer Evaluation
strategy, advantage and disadvantage , self Evaluation and self Evaluation Strategy.

Bibliography
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