lOMoAR cPSD| 47061011
Chapter 24: Performance Appraisal
Huber: Leadership & Nursing Care Management, 6th Edition
MULTIPLE CHOICE
1. A tool used to facilitate conversation in the form of constructive discussion between a staff
member and his or her manager/supervisor in order to clarify work performance and needed
improvements is a:
a. performance improvement plan.
b. performance appraisal.
c. peer review.
d. self-evaluation.
ANS: A
A performance improvement plan (PIP) is defined as a formal performance action plan that is
used as a tool to facilitate conversation in the form of constructive discussion between a staff
member and his or her manager/supervisor in order to clarify work performance and needed
improvements (Heathfield, 2016). A PIP outlines specific goals to work toward and specific
improvement steps to take.
DIF: Cognitive Level: Understand (Comprehension)
TOP: Nursing Process: Assessment
MSC: Client Needs: Safe and Effective Care Environment: Management of Care
2. The prevailing purpose of performance appraisal is to:
a. improve and motivate staff.
b. address the abilities of staff.
c. address the needs of the institution.
d. mentor staff.
ANS: A
The prevailing purpose of performance appraisal is to improve and motivate the staff, which
in turn will enhance organizational effectiveness. Thus the process of performance appraisal is
a means to address both institutional needs and the needs and abilities of staff.
DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Evaluation
MSC: Client Needs: Safe and Effective Care Environment: Management of Care
3. A newer focus of performance appraisal that has the ability to engage high-performing nurses
and motivate people toward even higher levels of performance is: a. coaching.
b. remedial learning.
c. feedback.
.
, lOMoAR cPSD| 47061011
d. peer review.
ANS: C
Although the focus of performance appraisals has been on remedial learning or correcting
weaknesses, researchers have more recently called for a reframing of performance
development after feedback. A focus on building strengths has the potential to reorient the
conversation, engage high-performing nurses, and motivate people toward even higher levels
of performance.
DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Process: Evaluation
MSC: Client Needs: Safe and Effective Care Environment: Management of Care
4. Performance appraisals provide information that is critical to human resources planning.
Having a sense of the current skills of the workforce is crucial for: a.
compensation administration.
b. job analysis.
c. being prepared for future needs.
d. structuring educational programs for staff.
ANS: C
Performance appraisals provide data that are used to make a series of administrative and
management decisions. Individual ratings can be used to inform compensation, promotion,
and layoff decisions. More broadly, evaluations provide information that is critical to human
resources (HR) planning. Having a sense of the current skills of the workforce is critical to
being prepared for future needs, including skill gaps, new areas of specialization, and
treatment needs.
DIF: Cognitive Level: Understand (Comprehension)
TOP: Nursing Process: Assessment
MSC: Client Needs: Safe and Effective Care Environment: Management of Care
5. A nurse is receiving her annual performance appraisal. To evaluate the nurse’s performance, the
manager considers feedback about the nurse’s performance from the nurse’s peers,
subordinates, and patients. This type of evaluation is a: a. feedforward technique.
b. self-report rating.
c. 360-degree feedback review.
d. peer review.
ANS: C
In a 360-degree feedback review, managers, peers, subordinates, and patients all provide
feedback. The 360-degree process is intended to give the reviewer a fuller and more robust
picture of the individual’s performance.
.
Chapter 24: Performance Appraisal
Huber: Leadership & Nursing Care Management, 6th Edition
MULTIPLE CHOICE
1. A tool used to facilitate conversation in the form of constructive discussion between a staff
member and his or her manager/supervisor in order to clarify work performance and needed
improvements is a:
a. performance improvement plan.
b. performance appraisal.
c. peer review.
d. self-evaluation.
ANS: A
A performance improvement plan (PIP) is defined as a formal performance action plan that is
used as a tool to facilitate conversation in the form of constructive discussion between a staff
member and his or her manager/supervisor in order to clarify work performance and needed
improvements (Heathfield, 2016). A PIP outlines specific goals to work toward and specific
improvement steps to take.
DIF: Cognitive Level: Understand (Comprehension)
TOP: Nursing Process: Assessment
MSC: Client Needs: Safe and Effective Care Environment: Management of Care
2. The prevailing purpose of performance appraisal is to:
a. improve and motivate staff.
b. address the abilities of staff.
c. address the needs of the institution.
d. mentor staff.
ANS: A
The prevailing purpose of performance appraisal is to improve and motivate the staff, which
in turn will enhance organizational effectiveness. Thus the process of performance appraisal is
a means to address both institutional needs and the needs and abilities of staff.
DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Evaluation
MSC: Client Needs: Safe and Effective Care Environment: Management of Care
3. A newer focus of performance appraisal that has the ability to engage high-performing nurses
and motivate people toward even higher levels of performance is: a. coaching.
b. remedial learning.
c. feedback.
.
, lOMoAR cPSD| 47061011
d. peer review.
ANS: C
Although the focus of performance appraisals has been on remedial learning or correcting
weaknesses, researchers have more recently called for a reframing of performance
development after feedback. A focus on building strengths has the potential to reorient the
conversation, engage high-performing nurses, and motivate people toward even higher levels
of performance.
DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Process: Evaluation
MSC: Client Needs: Safe and Effective Care Environment: Management of Care
4. Performance appraisals provide information that is critical to human resources planning.
Having a sense of the current skills of the workforce is crucial for: a.
compensation administration.
b. job analysis.
c. being prepared for future needs.
d. structuring educational programs for staff.
ANS: C
Performance appraisals provide data that are used to make a series of administrative and
management decisions. Individual ratings can be used to inform compensation, promotion,
and layoff decisions. More broadly, evaluations provide information that is critical to human
resources (HR) planning. Having a sense of the current skills of the workforce is critical to
being prepared for future needs, including skill gaps, new areas of specialization, and
treatment needs.
DIF: Cognitive Level: Understand (Comprehension)
TOP: Nursing Process: Assessment
MSC: Client Needs: Safe and Effective Care Environment: Management of Care
5. A nurse is receiving her annual performance appraisal. To evaluate the nurse’s performance, the
manager considers feedback about the nurse’s performance from the nurse’s peers,
subordinates, and patients. This type of evaluation is a: a. feedforward technique.
b. self-report rating.
c. 360-degree feedback review.
d. peer review.
ANS: C
In a 360-degree feedback review, managers, peers, subordinates, and patients all provide
feedback. The 360-degree process is intended to give the reviewer a fuller and more robust
picture of the individual’s performance.
.
