midterm - performance evaluation

Question 1

comprises the steps of observing and assessing employee performance, recording the assessment and providing feedback to the employee

Answer 1

performance evaluation/ appraisal

Question 2

during performance appraisal, skillful managers give ___ and __ corcening the acceptable elements of the employee’s performance. They also describe performance areas that need improvement

Answer 2

feedback and praise concerning

Question 3

performance can use this info to change their job performance

Answer 3

performance evaluation

Question 4

appraisal can affect the employee’s

Answer 4

morale
motivation
self- esteem

Question 5

Employees should have a PERIODIC formal appraisal of their overall performance. This is
broader than competency assessment and includes the following elements:

Answer 5

1. technical competency
2. efficiency
3. adherence to policies
4. observance of safety rules
5. communication skills
6. customer service
7. punctuality
8. professional behaviour

Question 6

advantages of Performance Appraisals

Answer 6

 Foster good communication
 Provide constructive feedback
 Clarify job requirements
 Provide an opportunity to refine job
skills
 Define performance expectations
 Promote behavioral modification
 Identify educational needs
 Provide documentation for promotion,
compensation, and termination
decisions
 Promote recruitment and retention
 Protect the organization from
discrimination lawsuits
 Provide an opportunity to share
departmental and organizational
visions
 Encourage teams to improve the way
their organization operates

Question 7

Disadvantages of Performance Appraisals

Answer 7

 Destroy initiative
 Encourage competitiveness
 Produce stress
 Require large financial investment
 Consume significant time for managers with many employees

Question 8

Appraisal Types:

Answer 8

Formal and Informal Appraisals

Question 9

A ___ appraisal generally occurs at least
annually on a specific date and time, such as the anniversary of
the employee’s hire date.

Answer 9

Formal performance appraisal

Question 10

___ appraisal - are useful for monitoring
behavior modification, recognizing accomplishments,
identifying stumbling blocks in achieving set goals, giving
support where applicable, and fostering ongoing
communication between formal appraisals

Answer 10

Informal performance appraisal

Question 11

who is responsible for developing a performance appraisal program?

Answer 11

upper management
supervisors/managers
human resources staff
staff employee

Question 12

____are formal requirements that outline expectations
of job performance, i.e., how well a job should be performed

Answer 12

standards

Question 13

Performance appraisals must contain -__, ___, and ___ standards of performance

Answer 13

specific, measurable, and
realistic

Question 14

___ can be used to compare the quality of work among staff members

Answer 14

standards

Question 15

___ defines the job responsibilities, and the
standards quantify your expectations, e.g., how many cultures
are read per day and percent of errors tolerated.

Answer 15

Job description

Question 16

Established and specific performance standards allow
employees to know how they are doing compared to
expectations. It makes them accountable

true or false

Answer 16

true

Question 17

performance appraisals must ensure that all
healthcare workers are competent in all areas necessary to
perform their jobs

Answer 17

Competency-Based Appraisals

Question 18

___ is the state of having the correct or needed skills for the position.

Answer 18

competency

Question 19

A ___ provides a ranking scale (usually 1 to 5)
for unsatisfactory to outstanding performance

Answer 19

graphic rating scale

Question 20

A ___ may be used to compare the performance of
employees through a set of criteria that produces a numerical
value

Answer 20

rating system

Question 21

a rating system that many managers and employees are familiar with them

Answer 21

rating scale

Question 22

a rating system that is a simple way to communicate areas of strengths and weaknesses

Answer 22

rating scale

Question 23

a rating system that can focus on praising positive behavioir and addressing areas for correction

Answer 23

narrative technique

Question 24

a rating system that has a thoroughness of detail in analyzing mploytee behavior

Answer 24

narrative technique

Question 25

a rating system that can motivate performance in competitive workplaces and among competitive employees

Answer 25

comparison ethod

Question 26

a rtaing system that allows you to communicate to an employee about a areas in which he or she over or underperforms relative to others in similar positions

Answer 26

comparison method

Question 27

a rating system that allows a better chance to compare different perspectives in the evaluation process

Answer 27

360 feedback

Question 28

a rating system that offers the employee a glimpse of how others view hisor her performance in various relationships critical to the job

Answer 28

360 feedbcak

Question 29

___entails writing a competency
statement for each aspect of the job. The BARS focuses on employee
behaviors and avoids any evaluation of attitudes.

Answer 29

Behaviorally Anchored Rating Scale (BARS)

Question 30

Factors to consider when selecting a rating system

Answer 30

Purpose of appraisal
Work environment
Skills of employees
Manager’s management style

Question 31

Other Types of Performance Appraisals

Employees may be provided with a copy of the same form used by
the manager so that they can use the same criteria for evaluation of
their performance.

Ratings and scores can then be easily compared.
Interestingly, most employees tend to appraise themselves at the
same level or lower than their manager does

Answer 31

self appraisal

Question 32

Other Types of Performance Appraisals

require trust among employees
working together. Coworkers are asked to evaluate each other.

The technique may be risky when conflict exists among
employees, thus preventing an objective evaluation.

Answer 32

Peer-to-peer appraisal

Question 33

other Types of Performance Appraisals

are designed to obtain well-rounded
appraisals that tend to be reserved for individuals in
management-level positions

The evaluation is often performed anonymously and invites open,
constructive in-depth feedback from all levels, i.e., peers,
subordinates, supervisors, customers, and self

Answer 33

360-degree evaluation

Question 34

2 Steps to a Successful Performance Appraisal Interview

Answer 34

Preliminary meeting with employee.
Formal meeting

Question 35

a step to appraisal interview

The purpose of the
meeting is to explore ways to achieve personal and
organizational goals and make improvements

Answer 35

Preliminary meeting with employee.

Question 36

a step to appraisal interview

approach the performance appraisal in a
positive and respectful manner. The performance appraisal
process should motivate employees and should encourage their
feedback

Answer 36

Formal meeting

Question 37

___ is defined as the application of knowledge, skills and
behaviours used in performing specific job tasks.

Answer 37

Competency

Question 38

Accurate laboratory test results depend on staff being ___
in performing a range of procedures that occur throughout the
entire examination process.

Answer 38

competent

Question 39

___ is defined as any system for
measuring and documenting personnel competency

Answer 39

Competency assessment

Question 40

The goal of ___ is to identify problems
with employee performance and to correct these issues before
they affect patient care.

Answer 40

competency assessment