YODER WISE LEADING MANAGING
CANADIAN NURSING ACTUAL PAPER
2026 QUESTIONS WITH ANSWERS GRADED
A+
⩥ d.
BARS. Answer: A nurse manager in the intensive care unit works with
his staff to develop an appraisal instrument that includes quantitative
data and respects standards for a registered nurse working on that unit.
What type of appraisal is this?
a.
Rating scale
b.
Collaboratively based appraisal system
c.
Narrative instrument
d.
BARS
⩥ d.
expensive to develop. Answer: The primary disadvantage of a BARS is
that it is
,a.
situation specific.
b.
well understood by the staff.
c.
too generalized.
d.
expensive to develop.
⩥ c.
BARSs are considered superior to simple rating scales in terms of
performance appraisal. Answer: Marcia, a nurse manager, discusses her
concerns about the hospital's employee appraisal system with her work
group, noting that all that it includes is one rating scale and that it means
nothing unless the manager is effective in her job. Marcia's concerns
reflect which best practices associated with performance appraisal?
a.
Rating scales are too generalized to be considered valid or reliable.
b.
The effectiveness of any appraisal system is tied directly to the skills and
communication abilities of the manager.
c.
BARSs are considered superior to simple rating scales in terms of
performance appraisal.
,d.
Rating scales need to be designed by users to be well accepted.
⩥ b.
whether mentoring is included in the position description. Answer:
During a performance appraisal, Joanne, the nurse manager, indicates
that Alysha has difficulty mentoring students on the unit. Alysha
responds that this is not her responsibility. In responding to Alysha,
Joanne needs to consider
a.
Alysha's level of confidence.
b.
whether mentoring is included in the position description.
c.
whether mentoring is an essential component of the position description.
d.
whether mentoring can be accurately observed and measured.
⩥ d.
a BARS. Answer: The final section of a performance appraisal is a rating
scale. This scale is very detailed and relates to competency standards
specific to surgical patients. The scale is a summary of performance
directly observed or documentation reviewed and is specific to patient
, care situations in which the employee has been involved. This type of
evaluation is most commonly known as
a.
a traditional rating scale.
b.
management by objectives/learning goals.
c.
a forced distribution scale.
d.
a BARS.
⩥ b.
a bias related to recent events. Answer: John's performance was
satisfactory during the first month, but after that time, he was found to
be very inconsistent in the provision of nursing care. One month before
the end of the rating period, he cared for a very wealthy and influential
patient, who is a close friend of the clinical manager. This patient
donated new furniture for the staff lounge in John's name to show
appreciation for his care. Joshua's subsequent performance appraisal
resulted in outstanding ratings in all areas. This is an example of
a.
a performance rating based on justifiable evidence.
b.
a bias related to recent events.
CANADIAN NURSING ACTUAL PAPER
2026 QUESTIONS WITH ANSWERS GRADED
A+
⩥ d.
BARS. Answer: A nurse manager in the intensive care unit works with
his staff to develop an appraisal instrument that includes quantitative
data and respects standards for a registered nurse working on that unit.
What type of appraisal is this?
a.
Rating scale
b.
Collaboratively based appraisal system
c.
Narrative instrument
d.
BARS
⩥ d.
expensive to develop. Answer: The primary disadvantage of a BARS is
that it is
,a.
situation specific.
b.
well understood by the staff.
c.
too generalized.
d.
expensive to develop.
⩥ c.
BARSs are considered superior to simple rating scales in terms of
performance appraisal. Answer: Marcia, a nurse manager, discusses her
concerns about the hospital's employee appraisal system with her work
group, noting that all that it includes is one rating scale and that it means
nothing unless the manager is effective in her job. Marcia's concerns
reflect which best practices associated with performance appraisal?
a.
Rating scales are too generalized to be considered valid or reliable.
b.
The effectiveness of any appraisal system is tied directly to the skills and
communication abilities of the manager.
c.
BARSs are considered superior to simple rating scales in terms of
performance appraisal.
,d.
Rating scales need to be designed by users to be well accepted.
⩥ b.
whether mentoring is included in the position description. Answer:
During a performance appraisal, Joanne, the nurse manager, indicates
that Alysha has difficulty mentoring students on the unit. Alysha
responds that this is not her responsibility. In responding to Alysha,
Joanne needs to consider
a.
Alysha's level of confidence.
b.
whether mentoring is included in the position description.
c.
whether mentoring is an essential component of the position description.
d.
whether mentoring can be accurately observed and measured.
⩥ d.
a BARS. Answer: The final section of a performance appraisal is a rating
scale. This scale is very detailed and relates to competency standards
specific to surgical patients. The scale is a summary of performance
directly observed or documentation reviewed and is specific to patient
, care situations in which the employee has been involved. This type of
evaluation is most commonly known as
a.
a traditional rating scale.
b.
management by objectives/learning goals.
c.
a forced distribution scale.
d.
a BARS.
⩥ b.
a bias related to recent events. Answer: John's performance was
satisfactory during the first month, but after that time, he was found to
be very inconsistent in the provision of nursing care. One month before
the end of the rating period, he cared for a very wealthy and influential
patient, who is a close friend of the clinical manager. This patient
donated new furniture for the staff lounge in John's name to show
appreciation for his care. Joshua's subsequent performance appraisal
resulted in outstanding ratings in all areas. This is an example of
a.
a performance rating based on justifiable evidence.
b.
a bias related to recent events.
