Performance Evaluation
Performance evaluation is a mechanism for giv¬ing feedback to employees, both new and expe¬rienced. In addition to new employees receiving ongoing evaluation during their onboarding by an assigned preceptor/coach, they are expected to re¬ceive an initial performance evaluation within the first 60 to 120 days, depending on the policies of the organization. This feedback is directed at the in¬dividual employees' progress relative to their on-boarding program (formative evaluation). During this evaluation, the employee and managerial staff also should take the time to evaluate the employee's "fit" with the organizational and departmental cul¬ture (summative evaluation). Strategies to address further needs and/or employment status should be decided at this time.
A full performance evaluation then occurs at the end of the orientation period and annually thereafter. Feedback regarding ongoing performance needs to be provided to employees on a regular basis. Performance evaluation …show more content…
It pro¬vides employees with an opportunity to improve their practice, level of competency, or other areas of self-interest. Programs for staff development are usually determined based on annual staff surveys. Programs are usually posted for staff selection, and the institu¬tion provides scheduling flexibility and funding for employees to participate.
Staff development was identified as having four areas of professional development beyond orientation. The four areas included in-service education, continuing education, formal education, and career development. Professional development was valued for its eco-nomic potential. However, other attributes identified were personal and professional growth opportuni¬ties, career advancement opportunities, and precep¬tor skill development. Nurses in these institutions viewed education as being valued (Halfer,
Performance evaluation is a mechanism for giv¬ing feedback to employees, both new and expe¬rienced. In addition to new employees receiving ongoing evaluation during their onboarding by an assigned preceptor/coach, they are expected to re¬ceive an initial performance evaluation within the first 60 to 120 days, depending on the policies of the organization. This feedback is directed at the in¬dividual employees' progress relative to their on-boarding program (formative evaluation). During this evaluation, the employee and managerial staff also should take the time to evaluate the employee's "fit" with the organizational and departmental cul¬ture (summative evaluation). Strategies to address further needs and/or employment status should be decided at this time.
A full performance evaluation then occurs at the end of the orientation period and annually thereafter. Feedback regarding ongoing performance needs to be provided to employees on a regular basis. Performance evaluation …show more content…
It pro¬vides employees with an opportunity to improve their practice, level of competency, or other areas of self-interest. Programs for staff development are usually determined based on annual staff surveys. Programs are usually posted for staff selection, and the institu¬tion provides scheduling flexibility and funding for employees to participate.
Staff development was identified as having four areas of professional development beyond orientation. The four areas included in-service education, continuing education, formal education, and career development. Professional development was valued for its eco-nomic potential. However, other attributes identified were personal and professional growth opportuni¬ties, career advancement opportunities, and precep¬tor skill development. Nurses in these institutions viewed education as being valued (Halfer,