Supervision

Front 1

Performance appraisal

Back 1

a formal approach to evaluating performance that should primarily encourage performance in the employee's present position

Front 2

Rating scales

Back 2

appraisal approaches based on scoring of employees along a continuum of observed performance. May be of either continuous or discrete type.

Front 3

Employee comparison methods

Back 3

appraisal approaches based primarily on how employees are percieved as performing relative to each other.

Front 4

Criteria based appraisal

Back 4

appraisal systems that evaluate employee performance against job description requirements and evaluate performance against established standards.

Front 5

Who should be the primary evaluator of the employee?

Back 5

an employees immediate supervisor

Front 6

In most modern healthcare organizations employee appraisal remains the basic responsibility of who?

Back 6

all persons who direct the work of others

Front 7

T/ F If a supersivor reprimands an employee for a breach of policy, it is a form of appraising performance.

Back 7

True

Front 8

T/F Compliments, complaints, and directions, about work and work habits are all forms of appraising performance.

Back 8

True

Front 9

What would constitute an employee evaluation?

Back 9

any instance of criticism or praise, whether offered within or outside the context of a formal performance appraisal system.

Front 10

Appraisal are some times pushed to the lower part of the supervisors priority list until attention is required because

Back 10

appraisal require time and information that must be accumulated over an extended period of time and they have on direct impact on the accomplishments of the day to day work in the department

Front 11

What is the all-at-once approach to and appraisal?

Back 11

evaluation of all employees at the same time, ordinarily once each year or perhaps once every 6 months

Front 12

All at once approach of appraisals leads to

Back 12

1. task being over whelming

2. other things may suffer because appraisals must be done

3. supervisor may fail to do justice to the appraisals

4. early appraisals may get better attention that ones done later

5. supervisors may fail to do justice to the appraisals because they are worried about the work that is not getting done.

Front 13

Supervisors regard appraisals as what?

Back 13

at best, a necessary evil or, at worst, and unnecessary and resented intrusion

Front 14

Some appraisals of employees are done on what date?

Back 14

the anniversary date of the employee

Front 15

Which department usually puts the most pressure on the supervisor to get the appraisals done?

Back 15

human resource

Front 16

What is an advantage of the all-at-once approach of appraisals?

Back 16

one they are finished, for practical purposes, they go away for the greatest part of a year.

Front 17

What is a disadvantage of the anniversary date approach to appraisals?

Back 17

appraisals are never caught up. The appraisals are staggered throughout the year, the process hangs over the supervisors head, placing steady pressure on the supervisor.

Front 18

T/ F Supervisors are expected to advance opinions and render judgements.

Back 18

True

Front 19

T/F Many supervisors within an organization view the performance appraisal primarily as a requirement of the system.

Back 19

True

Front 20

What is the key element of the essential supervisor employee relationship?

Back 20

performance appraisal