2The Role of the Supervisor Directs the activities of others as related to a particular endeavorEnsures that nursing care of a group of patients iscarried out:CorrectlyIn a timely mannerEfficiently
3The Role of the Supervisor (cont’d) Oversees the activities of variously educated individualsStaff nurse has responsibility but little authorityUnit managers and head nurses:Maintain patient care standardsHireFormally evaluateFire
4Planning and Organizing the Work of the Team CoachAptitudes and skillsSet “ stretch goals”Lead team meetingsLISTENImplement
5Planning and Organizing the Work of the Team cont. MentorPurposesGuide to most productive behaviorsHelp organize and set prioritiesIntroduction to key peopleBe an advocateSkillsValue
6Question Is the following statement true or false? The person serving as a coach to others must possess competent skills and be well liked.
7AnswerFalse.Rationale: the person serving as a coach to others must possess competent skills and be emotionally stable.
8Evaluating Performance Includes assuring that the individual being observed:understands the standards and expectationsthat the work is assigned and structured appropriatelythat the work is observedthat performance is judged against the standards and expectations
9Providing Feedback May be formal or informal Positive feedback is: FrequentTimelyPublicFor all employeesAccurateSincereObjective
11Providing Feedback (cont’d) Select right time and right placeUse appropriate communication techniquesGive specific suggestions for change and propose alternative approachesBe helpfulShow that you careRecognize improvement and encourage independence
12When Errors Occur Address both Plan for improvement- The error The reason for the errorLack of knowledgeCarelessnessSystem problemHuman errorPlan for improvement-
13QuestionOne of the suggestions for giving negative feedback is that it is frequent. What does this mean?A. You know when your staff is making a lot of mistakes and you need to do something about it.B. Look for negative things to give feedback on to all your staff.C. When given frequently, negative feedback is less threatening and easier to give.D. Always precede a positive comment with a negative one.
14AnswerC. When given frequently, negative feedback is less threatening and easier to give.Rationale: if feedback is provided frequently, it becomes less threatening to those receiving it and easier for those giving it.
15Performance Appraisal Standards for performance appraisalJob descriptionsPolicies and proceduresStandards of nursing practiceStandards of care
17Formal Performance Appraisal System Can include self and peerPurposesTo improve the functioning of the organizationTo foster the personal development of the employeeTo provide a basis for termination of an employee from a positionCharacteristicsWell-developed evaluation process has the support of top administrationIdentify purposes of evaluationThe person doing it should be well trained
18Formal Performance Appraisal System (cont’d) Data collectionAccurateAddress the individual’s behaviorJob-specificRepresentative of the person’s workShould be writtenUnbiased
19Formal Performance Appraisal System (cont’d) Common problemsCan be one of the weakest elements in the management process if not done correctlyCan be viewed negatively
20Types of Performance Evaluation Tools Narrative-strengths and weaknessesRating scales- most widely usedChecklist- yes, no or naot applicableGoals and objectives- may not work in hospitalsMethods to decrease rater biasField review- several supervisors evaluateForced choice- best describes or least describesCritical incident- time consuming and may record only negative
21The Evaluation Interview PlanningMutually convenient timeConvenient, private locationShould not last longer than is necessaryConductingSocialize about work- related issuesGoals and objectivesDirect the tone of the interview
22Potential Errors in Performance Evaluations Failing to investigate facts before expressing opinionsConducting a one-way conversationInterrupting the employee’s thoughts, explanations, or questionsCriticizing the employee rather than the performanceSmoothing over real deficiencies and problemsAllowing the interview to deteriorate into a social visit
23Progressive Discipline Goal-correct behaviorset stage for terminationStepsCoaching- steps for improvement and time frameVerbal warning- formal meeting and is documentedWritten warning- job is at riskTermination or suspension
24Progressive Discipline (cont’d) Critical elementsProve that the alleged acts did, in fact, occurSufficiently serious to warrant disciplinary actionCommon pitfallsLack of adequate documentationThe tendency to write a positive terminal evaluation for the employee who has performed unsatisfactorily if they agree to resign
25QuestionOne of the critical elements in disciplinary actions involves proving that the employee’s behaviors were serious enough to warrant being disciplined. How is that accomplished?A. The conduct that is being criticized must not have been ignored earlier.B. Leave notes in the employee mailbox telling them of expected improvements.C. Ask someone else to sit in on the disciplinary action.D. There must be a signed contract with the employee for improvement.
26AnswerA. The conduct that is being criticized must not have been ignored earlier.Rationale: this means that the conduct that is being criticized must not have been condoned earlier, ignored, or forgiven.
27Problematic Responses to Evaluation CryingAnger and hostilityProviding excuses
28Self-Evaluation Critical component of professional practice Be as objective about yourself as possibleProvide behavioral examples to support your self-evaluationRecognize areas in which you are demonstrating very good or even excellent performanceIdentify areas in which you seek to grow and improve
29Peer EvaluationEveryone must take the responsibility seriously and approach it the same wayShould have a standard format built around job descriptionsShould build trust between employees and focus on potential growth
30Question Is the following statement true or false? Peer evaluations can be especially important in areas where the supervisor has limited contact with the person being evaluated.
31AnswerTrue.Rationale: peer evaluations may be especially important when a supervisor has a very broad span of control and has limited contact with individuals to be evaluated, and, therefore, limited behavioral observations to support evaluation.
32Responding to a Personal Evaluation Positive performance appraisalAccept compliments with dignityReinforces the action of the person providing you with feedbackNegative performance appraisalProvides opportunity for verification, clarification, or expansionConstruct a self-improvement planConstruct a plan for ongoing feedback