Gabriel Gualdron Ruiz

Santa Fe College

Nursing Leadership NUR4827

Professor: Loree M. Crain

September 6, 2019

To many, the annual performance review can mean a raise, to others it may be an

opportunity to reflect and have a second chance to amend dysfunctions in their workplace.

Performance appraisals are used to ensure and/or improve the employee’s performance,

productivity, and effectiveness of the nursing care they provide (Kvas & Seljak, 2016). The

nurse manager has to the duty of conducting these yearly appraisals on their employees and also

have the duty of decreasing turnover rates. According to (Ohio Nurses, 2017, p. 16)

“performance appraisal occurs at least yearly and includes written documentation to substantiate

observations and ratings throughout the evaluation period. However, continual individual

guidance and feedback (written and oral) is important and must occur as individual behaviors are

identified.”

I am currently employed by UF Health Shands, and the way performance appraisals are

done in a qualitative based. There are three steps to be completed in the appraisal process. First, a

peer-review is completed, where several co-workers fill out a survey regarding the performance

of the employee. Secondly, the employee completes a self-evaluation, and this includes several

different sections. The sections include (organizational goals, line of business goals, team goals,

job responsibilities, expected behaviors, checklist items, specific performance goals- prior

review, specific performance goals- upcoming review, overall rating, employee comments, and
manager comments) (UF Health, 2019). This evaluation is tailored to each position and is

reflected in the competencies that are expected for the RN to meet. Nurse managers must provide

continuous feedback, not just annually, and meet with their RNs to listen to their concerns and to

ensure that their goals are being met as a measure to decrease the rate of turnover from their

employees.

References:

Kvas, A., & Seljak, J. (2016). A competency-based performance appraisal for nurse

leaders. Obzornik Zdravstvene Nege, 50(1), 10–19. doi: 10.14528/snr.2016.50.1.90

Ohio Nurses (Ed.). (2017). PRACTICE STATEMENT: Guidelines for Position Descriptions and

Performance Appraisal Nursing Practice Statement NP 04 -- Developed: 9/84 * Revised:

10/16’ 2017. Ohio Nurses Review, 92(1), 16–17. Retrieved from www.ohnurses.org

UF Health. (2019). Performance Process. Retrieved from

https://vpn.ufhealth.org/psp/ufhealth/EMPLOYEE/HRMS/c/,DanaInfo=hcm.shands.ufl.e

du,SSL

EP_WC_LAUNCH.EP_WC_LAUNCH.GBL?replaceCurrentTopWindow=y&cmd=unin

av