It is (high or low) as

It's a that the is an

done on an

Ineffective leadership.
Wrong people at wrong place.
Inadequate capabilities (Individual).
Poor peer relationships.
Personal problems.
Lack of: motivation, resources, time…
Poor work ethics.

Because what you

If you , you
Objectively differentiating

Encourages employees to
between a and on a regular basis.
Allows employees to what may be and or
upon.
employees for their
Provides the for managers to
Employees can and with a supervisor.
to work
for , &
between the and the
 Supervisor.
Peers.
Customers.
Subordinates.
Self.

Formal evaluation should be conducted according to hospital policy. It may be:

Annually (every year).

Semiannually (every 6 months).
Quarterly (every 3 months).

Appraisal should be
The must and
should have of the standard.
must the
must the for the appraisal.
should be someone has
should be someone the

The managers must what and

These should have of and
These should also be and to be

It is necessary to communicate the performance standard to employees.

The on the to them must be
 If required, the in the

In this stage, the of the employee is (

, , and
The the of the
employee. Measurement based on

In this stage, the is with the

Such a may the between and

and with the employees the

their and .
In turn, ( )
how the and with the employees.

The areas are and the to or

the performance are and

Peer Reviews.
Checklists.
Patient Surveys.
Anecdotal Records.
Skill Testing.
Ranking Employees.

The tool should be among individuals

 comprise the items

The tool on the of

Concerns and of results when used for a

or Whether it is by the same

It's the from a situation so as to the

by

Manager assigns ratings

Occurs when the appraiser of the employee’s performance

to to such an that performance are

Performance rating reflects what staff rather than

The appraiser tends to

The appraiser tends to give employees either

Managers to high/low which employees are

 The appraiser inflates the evaluation of an

“Guesstimates” by the rater about a she did

the person , , or other criteria

on

Defining and communicating clear performance objectives and standards.

Providing each new employee with a copy of his specific job description.
Providing employees with constructive feedback on a regular basis.
Reviewing performance and delivering incentives in a fair and consistent manner
Providing relevant learning and development opportunities
Recognizing and rewarding strong individual and team performance
Identifying clear career progress routes for employees.