Chapter 15
Selecting, Developing, and Evaluating Staff
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Objectives
Relate role theory to position description. Distinguish key points for interviewing. Delineate performance appraisal processes. Examine guidelines for performance feedback.
Copyright 2011 by Mosby, Inc., an affiliate of Elsevier Inc.
What You Need to Know
Why position descriptions are important How to screen and select staff What to expect from coaching strategies How to appraise or participate in appraisals
Copyright 2011 by Mosby, Inc., an affiliate of Elsevier Inc.
Role Theory
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Role Theory
Role acquisition Role clarity Role performance
Copyright 2011 by Mosby, Inc., an affiliate of Elsevier Inc.
Role Theory (contd)
Role ambiguity Role conflict Coaching
Copyright 2011 by Mosby, Inc., an affiliate of Elsevier Inc.
Role Ambiguity
Creates an environment for misunderstanding and hinders effective communication Employees must have clear role expectations and perceive their contributions are valued. Acquisition of the role is time-dependent. Position description is critical.
Copyright 2011 by Mosby, Inc., an affiliate of Elsevier Inc.
Coaching
Involves development of individuals within an organization Can be individual or team approach Promotes team building and optimal performance Learned behavior for the manager
Copyright 2011 by Mosby, Inc., an affiliate of Elsevier Inc.
Coaching (contd)
Compare and contrast sports coaching and nursing coaching.
Copyright 2011 by Mosby, Inc., an affiliate of Elsevier Inc.
How To Avoid Role Issues
Select staff wisely. Develop staff consistently. Evaluate staff fairly.
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Position Descriptions
Position descriptions must reflect current practice guidelines. Position descriptions beyond your own need to be understood.
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The Managers Role
Developing staff Performance appraisals Performance appraisal tools
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Roles of the Interviewer
Prescreen applicant. Prepare for interview. Control the environment. Clarify roles. Use listening skills. Be honest. Provide closure.
Copyright 2011 by Mosby, Inc., an affiliate of Elsevier Inc.
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Roles for the Applicant
Arrive on time and dressed appropriately. Review mission and goals of organization. Prepare questions in advance. Be honest. Note appreciation for interview.
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Peer Performance Appraisal, Staff
Criteria
Completes database within 12 hours of admission
Score
4
Documentation reflective of continuous assessment per guidelines Initiate plan of care according to critical path guidelines within 12 hours of admission
Provides for safe environment
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Behaviorally Anchored Rating Scale
Criteria Vital signs recorded within 5 minutes of admission Cardiac monitor, IV, lab tests, and ECG done within 15 minutes If SL NTG, vital signs recorded every 5 minutes for 30 minutes Yes/No
Chest pain changes per protocol
Post chest pain 12-lead ECG documented
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Example of Rating Scale
Criteria Never .Always 2 3 4 5
Completes care in 1 professional and competent manner Reliable, comes to work on time Provides patient teaching
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Key Behaviors for Performance Appraisal
Provide a quiet, controlled environment. Create a relaxed but professional atmosphere. Put employee at ease. Review specific examples of positive and negative behaviors. Allow employee to express opinions. Write future plans, goals, training. Set follow-up date. Show the employee confidence. Be sincere and constructive.
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Empowerment Strategies
Process that acknowledges the values and judgment of individuals and trust decisions Used for professional development
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Leaders, Followers, and Managers
must invest in staff. They must recruit the best, hire the best, provide honest feedback, and support the desire to do the best. Without the best of the team, the best in nursing cannot be achieved.
Copyright 2011 by Mosby, Inc., an affiliate of Elsevier Inc.
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