Chapter 24: Marquis Leadership: Performance Appraisal Final NSRG 2221 Competency Certification Study Guide with Certified for Accuracy Answers 2025/2026

Chapter 24: Marquis Leadership: Performance Appraisal Final NSRG 2221 Competency Certification Study Guide with Certified for Accuracy Answers 2025/2026 What does the employee's signature on the performance appraisal form denote? A) The employee agrees with everything written on the form B) The employee objects to what is written on the form C) The employee agrees that a merit raise is due D) The employee has read the appraisal information - correct answer Ans: D Feedback: The employee's signature on the performance appraisal form denotes that the employee has received and read the appraisal information. The signature does not mean that the employee agrees with or disagrees with the appraisal. Which is the best example of coaching used to encourage and improve daily work performance? A) ìlet's discuss how to improve your charting notes.î B) ìdid you enjoy working as team leader this weekend?Î C) ìwould you consider taking on the role of preceptor?Î D) ìyour interpersonal skills have shown great improvement.î - correct answer Ans: C Feedback: For coaching to be effective, it must be specific, not self-serving, directed toward behavior that can be changed, well timed, and understood by the employee. This is the only option that fulfills those criteria. What does the Joint Commission advocate about employee performance appraisals? A) They be conducted at least every 6 months B) They be based on employee job descriptions C) They be documented by anecdotal notes D) They be reflective of employees' personal goals - correct answer Ans: B Feedback: The Joint Commission advocates that employee performance appraisals be based on employee job descriptions. None of the other options are identified for this purpose. A nurse-manager is planning a performance appraisal of an employee who has a number of performance deficiencies. What is the best approach to the performance appraisal of this employee? A) Tell the employee that he or she is not performing well and ask the employee where improvement is needed B) Prepare a list of the employee's deficiencies and give him or her time to look it over before asking for a response C) Recognize the employee's strengths, focus on one or two key deficiencies, and create a long-term coaching plan D) Tell the employee that he or she is liked as a person but is not meeting the requirements for the job and will need to brush up on skills during the next year - correct answer Ans: C Feedback: An employee who is overwhelmed with negative feedback during the performance appraisal cannot grow as a result of the appraisal. The manager should recognize the employee's strengths, focus on one or two key deficiencies, and create a long-term coaching plan. The nurse-manager is preparing for the unit ward clerk's annual evaluation and sends out a short questionnaire requesting feedback on the ward clerk's effectiveness in her job. The nurse-manager sent the request to one doctor who uses the unit frequently, to a staff nurse on each shift, to the housekeeping department head, and to the head of the volunteer program. In addition, the nurse-manager interviews three patients to determine how courteous the ward clerk is when answering call lights from the unit desk. What is this an example of? A) Peer review B) A 360-degree evaluation C) An overreaching performance review D) An anecdotal performance review - correct answer Ans: B Feedback: Seeking feedback from patients, staff, and other departments who interact with an employee to determine his or her effectiveness in his or her job is called a 360-degree evaluation. None of the other options are associated with the scenario described.