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Relate concepts of role theory to position descriptions. Distinguish key points for interview of a potential employee. Delineate the various performance appraisal processes. Examine specific guidelines for performance feedback. All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 2

Why position descriptions are important How to screen and select staff What to expect from coaching strategies How to effectively prepare for performance appraisals. All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 3

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Role acquisition Role clarity Role ambiguity Role conflict Coaching All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 5

Creates an environment for misunderstanding and hinders effective communication Employees must have clear role expectations and perceive that their contributions are valued. Acquisition of the role is time dependent. Position description is critical. All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 6

Involves development of individuals within an organization Can be individual or team approach Promotes team building and optimal performance Learned behavior for the manager All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 7

Select staff wisely. Develop staff consistently. Evaluate staff fairly. All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 8

Position descriptions must reflect current practice guidelines. Position descriptions of other staff supervised must be understood. All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 9

Developing staff Performance appraisals Performance appraisal methods All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 10

Prescreen applicant. Prepare for interview. Control the environment. Clarify roles. Use listening skills. Be honest. Provide closure. All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 11

Arrive on time and dressed appropriately. Review mission and goals of organization. Review position description. Prepare questions in advance. Be honest. Note appreciation for interview. All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 12

CriteriaYes/No Vital signs recorded within 5 minutes of admission Cardiac monitor, IV, lab tests, and EKG done within 15 minutes If SL NTG, vital signs recorded every 5 minutes for 30 minutes Chest pain changes per protocol Post chest pain 12-lead EKG documented All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 13

CriteriaNever …………….Always Completes care in professional and competent manner Reliable, comes to work on time Provides patient teaching All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 14

Provide a quiet, controlled environment. Create a relaxed but professional atmosphere. Put employee at ease. Review specific examples of positive and negative behaviors. Allow employee to express opinions. Write future plans, goals, training. Set follow-up date. Show the employee confidence. Be sincere and constructive. All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 15

Process that acknowledges the values and judgment of individuals and trusts decisions Used for professional development All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 16

…must invest in staff. They must recruit the best, hire the best, provide honest feedback, and support the desire to do the best. Without the best of the team, the best in nursing cannot be achieved. All items and derived items © 2015, 2011 by Mosby, Inc., an imprint of Elsevier Inc. 17