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Controlling or Evaluation is an ongoing function of

management which occurs during planning, organizing and directing activities. It includes assessing and regulating performance in accordance with the plans that have been adopted, the instructions issued, and the principles established.

1. Evaluation ensures the quality nursing care is provided. 2. It allows for the setting of sensible objectives and ensures compliance with them. 3. It provides standards for establishing comparisons. 4. It promotes visibility and a means for employees to monitor their own performance. 5. It highlights problems related to quality care and determines the areas that require priority attention. 6. It provides an indication of the costs of poor quality. 7. It justifies the use of resources. 8. It provides feedback for improvement.

1. Evaluation must be based on the behavioral standards of performance which the position requires. 2. In evaluating performance, there should be enough time to observe employee behavior. 3. The employee should be given a copy of the job description, performance standards and evaluation form before the evaluation conference. 4. The employees performance appraisal should include both satisfactory and unsatisfactory result with specific behavioral instances to exemplify these evaluative comments. 5. Area needing improvement must be prioritized. 6. The evaluating conference should be scheduled and conducted in a convenient time. 7. The evaluation report and conference should be structured in such a way that it is perceived and accepted positively as a means of improving job performance.

1. OBJECTIVE

2. RELIABLE

3. SENSITIVE

Characteristic of an Evaluation Tool

Basic Establishment of Standards for Components measuring performance of the Control Measurement of actual Process performance Comparison of results of performance with standards and objective and identifying strengths and areas for correction and improvement

Action to reinforce strength and success Implementation of corrective action as necessary

is a process in which employees performance is evaluated against standards.

Purposes of 1. Determine salary standards and merit increase. Performance Appraisal 2. Select qualified individual for
promotion or transfer.
3. Identify unsatisfactory employees for demotion or termination. 4. Make inventories of talent within the institution. 5. Determine training and developmental needs of employees. 6. Improve the performance of work groups by examining, improving, correcting interrelationship.

Purposes of 7. Improve communication between supervisors and employees and Performance reach an understanding on the objective of the job. Appraisal
Continuation

8. Establish standards of supervisory performance.


9. Discover the aspirations of employees and reconcile these with the goals of the institution. 10. Provide employees recognition for accomplishments 11. Inform employees where they stand.

1. Essay

The appraiser writes a paragraph or more about the workers strengths, weaknesses and potentials.

2. Checklist Is a compilation of all nursing

performances expected of a worker.

3. Ranking

The evaluator ranks the employees according to how he or she fared with co-workers with respect to certain aspects of performance.

4. Rating Scales

Includes a series of items representing the different task or activities in the nurses job description or the absence or presence of desired behaviors and the extent to which these are possessed. The evaluator is asked to choose the statement that best describes the nurse being evaluated. Describes the nurse experience with a group or a person, or in validating technical skills and interpersonal relationship.

5. Forced-Choice Comparison

6. Anecdotal Reporting

is the estimation of the degree of excellence in patient health outcomes and in activity and other resources outcomes.

Quality
The degree of excellence

Assurance
Formal guarantee of a degree of excellence

1. Nursing Audit Committee


Quality
Assurance

Methods

2. Patient Care Audit 3. Peer Review 4. Quality Circles

5. Utilization of Results

Control Of Resources 2. Requisitions

1. Periodic review of utilization of materials and supplies

3. Inventory
4. Utilization Report 5. Regular inspection

is regarded as a constructive and effective means by which employees take personal responsibility for their own performance and behavior.

1. A strong commitment to the vision, philosophy, goals and objectives of the institution. 2. Laws that govern the practice of all professional and their respective Codes of Conduct. 3. Understanding the rules and regulations of the agency. 4. An atmosphere of mutual trust and confidence. 5. Pressure from peers and organization.

Disciplinary 1. A set of disciplinary rules


Approaches

2. Disciplinary committee

3. Orientation program

4. Continuous communication

PROBLEM SOLVING

Effective supervision aids supervisors in analyzing the work problem of their subordinate

DISCIPLINARY ACTION

Any employee charged for breach of the rules and regulations, policies, norms of conduct shall be given due process.

COUNSELING AND ORAL WARNING

Are best given in private and in an informal atmosphere. the employee is given a fair chance to air his side.

WRITTEN WARNING

It is preceded by an interview similar to the oral warning. The employee must be told after the interview that he will be given a written warning.

SUSPENSION

Is given after an evidence of oral and written warning. Is applied when the management feels that the employee can still be rehabilitated.

DISMISSAL

Is invoked when all other disciplinary efforts have failed. The cause of dismissal should conform within the policy manual or the Civil Service Rules.