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Nursing Leadership

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Knowledge of the job description, coupled by the performance evaluation process, builds the foundation for initial and continued employment for all employees throughout an organization. Once the job description is finalized in writing, it is required that every employee review and sign this document at initial employment and when any modifications are made. The essential functions section of the evaluation is specific to each role and is a portion of the overall performance appraisal process. These essential functions are unique to each role and are derived from the job description. To effectively evaluate nurses’ work performance, the field needs to define nurse’s work more precisely and establish smart ways of measuring the impact (Ladden, 2009). In this writers facility, evaluation of the performance of employees is conducted after the first ninety days of employment and then annually. The annual evaluation process is conducted for all staff throughout the entire month of March. Overall, the probationary period review is effective in that allows new employees to receive feedback on their performance prior to the annual evaluation, which is tied to financial compensation. Having an established month for which all evaluations are due is much easier for leaders to accomplish, staff expectations of timeliness to be met, and insuring the date of completion is met per hospital policy.

Prior to starting the current position, a job description and formal offer letter was provided. Both were required to be signed and returned before relocation expenses would be guaranteed. Due to this position being newly established, the initial job description included input from this writer and was determined t...

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...g (The Magnet Model Components and Sources of Evidence, 2008). Keeping this in mind going as a nursing leader is the key to success in the future.

References

Drenkard, K., & Swartaount, E. (2005, November). Journal of Nursing Administration. Retrieved March 15, 2011, from Effectiveness of a Clinical Ladder Program: http://www.LOOK UP

Ladden, M. D. (2009, November). Charting Nursing's Future. Retrieved March 15, 2011, from Perspectives on Pay for Performance in Nursing: Key Considerations in Shaping Payment Systems to Drive Better Patient Outcomes: http://www.rwjf.org_charting_nurses_future.html

Marshall, J. (2006, May 9). HCPro. Retrieved March 15, 2011, from Retain Top Nurses With a Clinical Ladder: http://www.hcpro.com/NRS-59006-3238.html

The Magnet Model Components and Sources of Evidence. (2008). Silver Spring: American Nurses Credentialing Center.
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