Peacehealth: Evaluating Performance Analysis

Evaluating Performance Performance appraisals are a necessary tool to educate and inform an employee on their overall performance in their position. Employees need to know how they are doing and what is expected of them. Each year one should expect some sort of review of the last years performance and the expectations for them in the coming year in alignment with their practice and organizational goals. Some sort of day to day or regular coaching or mentoring should take place. This is something that should be captured in a summary during the end of the year appraisal. Keeping record of recognitions and crucial conversations can allow a manager to be well prepared when they sit down to write and deliver the feedback in a more formal annual …show more content…
Below each category is a list of specific criteria/expectations used to rate the individual. Each of these areas has a rating scale that ranges from “does not meet expectations” to “exceptional”. There is also a spot allocated for comments. Adding details to the rating individualizes the appraisal and supports the rating selected. It is likely the most important aspect of the appraisal. In addition to the ratings portion, there is an opportunity to provide examples of how the caregiver demonstrates the core values of the organization. Those include: respect, stewardship, collaboration and social justice (PeaceHealth, 2016). PeaceHealth is a faith based organization and has s strong mission statement which includes the core values. A caregiver who performs at an exceptional level has a clear understanding of the mission and values of the organization and demonstrates it in their daily …show more content…
Prior to reaching this level there should be identification of the issue, determination if the issue is related to lack of education versus non-compliance, and coaching to performance. “Coaching is probably the most difficult task in management and is often neglected” (Sullivan, 2013, p. 258). It requires a considerable dedication of time and follow-up and can become even more difficult if not handled in a timely manner.  If a caregiver fails to perform to expectations despite coaching, and education has been provided, the manager then is faced with the decision on how to proceed. Typically, there are three levels of corrective action. These are formal written action plans on the behavior identified, the policy violated or expectation not met, and the action plan for correction. It will also include a time frame for re-evaluation or what is required of the caregiver to consider performance expectation met. A serious offense such as the diversion of controlled substances, falsifying records, or a criminal offense would likely end in immediate termination and bypass the standard corrective action