The nurse manager is preparing for the unit ward clerk's annual evaluation and sends out a short questionnaire requesting feedback on the ward clerk's effectiveness in her job.
The nurse manager sent the request to one doctor who uses the unit frequently, to a staff nurse on each shift, to the housekeeping department head, and to the head of the volunteer program. In addition, the nurse manager interviews three patients to determine how courteous the ward clerk is when answering call lights from the unit desk. What is this an example of?
A) Peer review
B) A 360-degree evaluation
C) An overreaching performance review
D) An anecdotal performance review
Question 2
A nurse manager is planning a performance appraisal of an employee who has a number of performance deficiencies. What is the best approach to the performance appraisal of this employee?
A) Tell the employee that he or she is not performing well and ask the employee where improvement is needed.
B) Prepare a list of the employee's deficiencies and give him or her time to look it over before asking for a response.
C) Recognize the employee's strengths, focus on one or two key deficiencies, and create a long-term coaching plan.
D) Tell the employee that he or she is liked as a person but is not meeting the requirements for the job and will need to brush up on skills during the next year.
When using an interpreter, the nurse should pose questions directly to the patient, not the interpre
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