CHAPTER 19: EVALUATING STAFF
PERFORMANCE EXAM 2025
QUESTIONS AND ANSWERS
Introduction - ANS performance evaluation is one of the most important accountabilities of
the nurse manager
-evaluation process provides a pivotal opportunity to grow and develop staff, enhance
workplace health, and improve patient satisfaction, physician satisfaction, and patient care
quality
-organizations manage the formal evaluation process in many ways (ex: some do the same time
every year)
-the manager should be rewarded for conscientiousness and timely reviews
-should also be alllowed to reward high-performing staff members within the structure of
organizational policy
perfomance management - ANS systems, policies, procedures, position descriptions, and
evaluation components are essential to providing consistent, high quality nursing practice
-key to this is setting up systems that create the ABC Model
ABC model for performance management - ANS A is for antecedents
-tangibles and intangibles that prompt behavior
-such as like position descriptions, career ladders, journal clubs and performance evaluations
B is for behaviors
-what a staff member says and does
1 @COPYRIGHT THEBRIGHT 2025/2026
, C is for consequences
-can be positive or negative
-may be the most important factor
-this can include salary increases, feedback, being able to attend a conference or work off site,
staying flat on the clinical ladder, being passed over for a promotion, recovering a small or no
salary increase, or denial of a specific vacation request due to performance
-without consequences, we are doomed to fail because no behavior will ever change
a manager who does not use this will generally not be successful in improving unit performance
goal of performance evaluation - ANS is to support nursing practice development
-performance evaluation, or appraisal is one component of performance management
-it is a pivotal process that can be an antecedent to drive behavior or a consequence
-its both a daily and annual role of the manager
-evaluating performance by comparison to the standardized behavioral expectations enables
the. manager to identify developmental needs of the employee
-performance-related behaviors should be directly associated with the role and must be
accomplished to achieve a job's objectives
the performance evaluation should - ANS address different performance dimensions
state specific criteria to be evaluated
-best performance evaluations are based on transparent behavioral criteria, provide an
opportunity for input not just by management but by the individual, team members, include
positive and constructive feedback and finally develop a plan for performance improvement
include the individual's goals for the year based on the previous year's evaluation
-should be no surprises at performance appraisal
2 @COPYRIGHT THEBRIGHT 2025/2026
PERFORMANCE EXAM 2025
QUESTIONS AND ANSWERS
Introduction - ANS performance evaluation is one of the most important accountabilities of
the nurse manager
-evaluation process provides a pivotal opportunity to grow and develop staff, enhance
workplace health, and improve patient satisfaction, physician satisfaction, and patient care
quality
-organizations manage the formal evaluation process in many ways (ex: some do the same time
every year)
-the manager should be rewarded for conscientiousness and timely reviews
-should also be alllowed to reward high-performing staff members within the structure of
organizational policy
perfomance management - ANS systems, policies, procedures, position descriptions, and
evaluation components are essential to providing consistent, high quality nursing practice
-key to this is setting up systems that create the ABC Model
ABC model for performance management - ANS A is for antecedents
-tangibles and intangibles that prompt behavior
-such as like position descriptions, career ladders, journal clubs and performance evaluations
B is for behaviors
-what a staff member says and does
1 @COPYRIGHT THEBRIGHT 2025/2026
, C is for consequences
-can be positive or negative
-may be the most important factor
-this can include salary increases, feedback, being able to attend a conference or work off site,
staying flat on the clinical ladder, being passed over for a promotion, recovering a small or no
salary increase, or denial of a specific vacation request due to performance
-without consequences, we are doomed to fail because no behavior will ever change
a manager who does not use this will generally not be successful in improving unit performance
goal of performance evaluation - ANS is to support nursing practice development
-performance evaluation, or appraisal is one component of performance management
-it is a pivotal process that can be an antecedent to drive behavior or a consequence
-its both a daily and annual role of the manager
-evaluating performance by comparison to the standardized behavioral expectations enables
the. manager to identify developmental needs of the employee
-performance-related behaviors should be directly associated with the role and must be
accomplished to achieve a job's objectives
the performance evaluation should - ANS address different performance dimensions
state specific criteria to be evaluated
-best performance evaluations are based on transparent behavioral criteria, provide an
opportunity for input not just by management but by the individual, team members, include
positive and constructive feedback and finally develop a plan for performance improvement
include the individual's goals for the year based on the previous year's evaluation
-should be no surprises at performance appraisal
2 @COPYRIGHT THEBRIGHT 2025/2026
