Nurse Job Evaluation Paper

An annual RN job evaluation can be difficult for a new nurse manager. She is obligated to display the RN performance over the twelve months and compare it to certain standards (Sullivan, 2013). As nurse involve in a diversity of job related activities the goal of a performance appraisal is to held nursing practice development, job knowledge and skills, quality of work, core competency, strengths, weakness, and behavior performance. The performance evaluate tool is considered precisely to appraise the practice of nurses in each nursing function and task. Practice competencies must be evaluated in the practice setting by direct observation at the aspect of care (Sullivan, 2013). Based on the area and requirements a nurse manager evaluate RN performance

Is important to observe the RN’s clinical judgment, prioritization, and decision making toward the practice setting. Factors such as critical thinking is vital in RNs job evaluation. How critically RNs able to think demonstrate best solution and clinical judgment over patient care take to faster recovery.

Safe patient care determines RN’s skills performance. Using appropriately equipment’s through operation, patient care procedure, teaching, and communication demonstrate nurse good skills abilities and they safe routines with the patients. Indicators such as infection rates, medication errors, fall applied to skills and practice evaluation. RN’s collaboration and interactions with colleague’s manifest behavior development. Compassion relationship with staff, share knowledge, and supportive healthy work environment assure strong teamwork and take to positive

By acknowledging their support and contribution, the nurse manager could demonstrate RN’s values to the team and organization. The nurse manager can prove the RN’s performance through the situations, actions and behavior happening through the year that could be recognized and appreciated. That influence they high motivation in workplace and strives for the best. In opposite site, negative force everyone’s need defeated. No one display bad employee in the team, however negative behaviors or below average work related to performance should be addressed by a nurse manager to improve them successfully in the future. The negative feeling and defensive reaction presented by employee is not beneficial to related obstacle and they overcome. Negative attitude toward the obstacles related to a skill gap will continue concentrate on future actions. Based on the performance evaluation the nurse manager works together with the RN proposing solution resolution on the performances do not met. Identifying unacceptable boundaries by RN’s and letting the them know what is acceptable and what will not be tolerated, continues monitoring their performance on consistent basis, and later re-evaluating their