Performance Appraisal for Community Health Nurses Through Self-appraisal and Goal Setting

Abstract

INTRODUCTION Evaluation of nursing performance is a difficult and complex task in any health care setting. Like anyone whose work is being questioned, nurses tend to feel defensive. They often respond to their supervisors' criticisms by trying to protect themselves and their work methods. In community health nursing there is an additional problem... the supervisor has infrequent opportunities to observe the nurse in action. In the past, supervisors have relied heavily on written records of nursing actions to evaluate performance. As more research into this area of practice is completed, it is becoming clear that there are a number of problems to overcome. Supervisors have difficulty in agreeing on the rating to be given a nursing record (Engle & Barkauskas, 1979), and the assumption that written records accurately reflect nursing performance has itself been questioned (Koerner, 1981). The future must bring a fresh approach. We need to move from a judgmental evaluation of records to a developmental appraisal of nursing behaviours. We need to focus on future goals rather than past omissions. Most important, we need to trust nurses to accept accountability for their own professional behaviour. WHY SELF-APPRAISAL AND GOAL SETTING? Nursing personnel are frequently in short supply, and nurses continue to leave the profession, often citing the scarcity of professional growth opportunities. It is increasingly essential for nurse managers to appraise nursing performance in a way which motivates nurses to utilize their full potential, to maximize their productivity, and to develop as professionals. One method which is receiving increased attention is self-appraisal. Particularly when it is combined with goal setting, self-appraisal has potential for stimulating improved work performance and professional growth.