Guidelines for Annual Job Performance Evaluation of Nurse Practitioners

Job performance evaluations can be time consuming and breed negative feelings between nursing practitioners and management in the medical profession. As health care providers, however, nurse evaluations can instill a sense of accountability in the profession.

Areas of Responsibility

• Evaluations typically start at the beginning of the year. Each nurse is assigned an area of responsibility according to her specialization. She is delegated a role and responsibility to effectively monitor the evaluation.

Evaluation Scale

• Apply a standard scale measurement to rate the performance of each nurse. Categorize competency and performance on a scale of: Exceptional, Above Standard, At Standard, Appearances Standard, Below Standard.

Self-evaluation

• Provide a self-appraisal questionnaire for the practitioners to answer. This evaluation is done before the final tallying of the performance index. Self-evaluation builds confidence between management and employees prior to the final tallying.

Analysis

• Evaluate the data collected and present the results to management and the nursing practitioners. Nurses provide feedback while the management uses the information to improve operations.