perf eval 1

performance evaluation

comprises the steps of observing and assessing employee performance, recording the assessment, and providing feedback to the employee

performance evaluation

the skillful manager gives feedback and praise concerning the acceptable elements of the employee's performance, they will also describe performance areas that need to improve, so employees can use this information to improve their job performance.

morale, motivation, self esteem

appraisal can affect an employee’s what?

formal performance appraisal, informal performance appraisal

what are the types of appraisals?

formal performance appraisal

generally occurs at least annually on a specific date and time, such as the anniversary of the employee’s hire date.

informal performance appraisal

are useful for monitoring behavior modification, recognizing accomplishments, identifying stumbling blocks in achieving set goals, giving support where applicable, and fostering ongoing communication between formal appraisals.

standards

are formal requirements that outline expectations of job performance

performance appraisals

must contain specific, measurable, and realistic standards of performance.

standards

can be used to compare the quality of work among the staff members.

evaluation

is often performed anonymously and invites open, constructive in-depth feedback from all levels. i.e., peers, subordinates, supervisors, customers, and self.

preliminary meeting with the employee, formal meeting

what are the steps to a successful performance appraisal interview?

competency

Defined as the application of knowledge, skills, and behaviors that are used in performing specific job task.

competency

Accurate laboratory test result depends on staff being competent in performing a range of procedures that occur throughout the entire examination process.

competency assessments

Any system for measuring and documenting personal competency.

competency assessments

The goal is to identify problems with employee’s performance and to correct these issues before they affect patient care

direct observation

helps identify and prevent any performance problems

employees technique

are watched during the examination process, which allows the observer to see if the employee is following the SOP.

observation

is the most time-consuming way to assess employee competence, but this method is advised when assessing the areas that may have a higher impact on patient care.

policy writing for competency assessment

is critical quality system issue and it is the responsibility of the management.

policy writing for competency assessment

should be share with everyone in the laboratory and assessments of all personnel should be documented and stored.

performance appraisals

are powerful motivating tools that are closely integrated with compensation, training, and career planning.

effective appraisal system

includes formal and informal ongoing performance feedback.

well designed appraisal program

requires clearly defined standards, feedback, and documentation that are applied consistently among all employees.

job expectations

must be clearly stated.

elements of a formal appraisal

should be based on an organization’s mission statement, the job description, and the performance standards.

patient identification, sample collection, evaluation of adequacy samples, use of equipment, interpretation of results

critical competencies include what?

bars

Developed from critical incidents pertaining to job performance.

bars

is anchored with specific behavioral statements that describes varying degrees of performance

bars

By relating employees’ performance to a specific incidents, raters can more accurately evaluate an employee’s performance.

self appraisal, peer to peer appraisal, 360 degree evaluation

what are the other types of performance appraisals?

self appraisal

Employees may be provided with a copy of the same form use by the managers so that they can use the same criteria for evaluation of their performance.

self appraisal

Ratings and scores can then be easily compared.

self appraisal

Interestingly, most employees tend to appraise themselves at the same level or lower than their manager does.

peer to peer appraisal

Required trust among employees working together.

peer to peer apraisal

Coworkers are ask to evaluate each other.

peer to peer appraisal

The technique may be risky when conflict exist among employees thus preventing an objective evaluation.

360 degree evaluation

Designed to obtain well rounded appraisals that tend to be reserved for individuals in a management level position.

360 degree evaluation

The evaluation is often performed anonymously and invites open, constructive in-depth feedback from all levels. i.e., peers, subordinates, supervisors, customers, and self.

preliminary meeting with employee

The purpose of the meeting is to explore ways to achieve personal and organizational goals and make improvements.

formal meeting

Approach the performance appraisal in a positive and respectful manner.

formal meeting

The performance appraisal process should motivate employees and should encourage their feedback