NURS 6221 Performance Management System Matrix Nurse Executive Interview
NURS 6221 Performance Management System Matrix Nurse Executive Interview
Performance Management Interview Guidelines & Questions
ORDER A PLAGIARISM-FREE PAPER HERE
Module 3 Assignment
Performance Management System Nurse Executive Interview
Planning and Arranging the Interview
Plan for 45–60 minutes to conduct the interview. You may speak in person, by phone, via Skype, or another means that is convenient for you and the interviewee. If you record the interview, obtain the person’s permission in advance.
Confirm to your interviewee that all information obtained in the interview will be confidential. If preferred by the individual, you may identify the nurse executive and his/her healthcare organization using pseudonyms in the Assignment materials you submit.
Interview questions to guide your conversation begin on Page 3 of this document.
Note: You are required to request the individual’s signature to confirm the interview. Fill in the information on Page 2, print out the page, and obtain the nurse executive’s full signature. Scan and submit the signed Page 2 as a separate Word file with your completed NURS 6221 Performance Management System Matrix Nurse Executive Interview Assignment.
Interviewee Profile and Confirmation Signature
Name Melissa Y.
Healthcare Organization VAMC
Unit/Department Critical Care and Emergency Department
Job Title Chief
Years in Position 9years
HR-Related Responsibilities Hiring and interviewing
Relationship to You/How Identified for Interview Co-Worker
Interviewee’s Signature:
Conducting the Interview
There are 10 sets of question that follow for examining the performance management system in your interview subject’s healthcare organization. Keep the interview focus on the nurse executive’s unit (i.e., neonatal, critical care) to obtain as detailed information as possible: NURS 6221 Performance Management System Matrix Nurse Executive Interview
Take notes on the responses in the spaces on the right. If you record the interview, you are still encouraged to take notes on the person’s responses, as a safeguard in case there is any problem with the recording.
Questions
Responses
1. What criteria are used to evaluate employee performance within your specific unit (i.e., neonatal, critical care) in the healthcare organization?
What are the sources of information (e.g., observation, patient satisfaction) that inform the criteria?
How are the criteria communicated to employees?
1. Notes/verbatim quotes:
2. Basically, “performance management” refers to all activities carried out to manage and improve employee performance. This includes obtaining performance information and communicating this information to the employee; supervision; coaching; rewards; training; discipline; and at times, career development.NURS 6221 Performance Management System Matrix Nurse Executive Interview
Thinking about the performance management system for nurses in your specific unit, how does the system support development and retention of desired employee characteristics and behaviors?
Note: Ask for both specific examples and comments on how well the system works.
2. Notes/verbatim quotes:
NURS 6221 Performance Management System Matrix Nurse Executive Interview
3. To what extent are the various components of performance management interconnected?
For example, is performance appraisal information used to help identify training needs for employees?
3. Notes/verbatim quotes:
4. What types of training are provided to enhance employee performance and retention?
4. Notes/verbatim quotes:
5. How is information collected, maintained, consolidated, and summarized on employee performance and retention?
What is the role of technology in this process, including ensuring privacy of employee information?
5. Notes/verbatim quotes:
6. Are peer reviews or multisource feedback (i.e., 360-degree feedback) used?
If it is/has been used, what are/were its strengths and drawbacks?
If it was tried and abandoned, why was it discontinued?
What is your overall assessment of the multisource feedback, and circumstances (if any) when it might be useful?
6. Notes/verbatim quotes:
7. What are two types of training you would recommend to help prepare managers to discuss performance with employees?
7. Notes/verbatim quotes:
8. What are strengths of your performance management system to recommend as exemplars?
8. Notes/verbatim quotes:
9. What weaknesses in the performance management system need to be addressed?
How do you know the nature of the weaknesses?
9. Notes/verbatim quotes:
10. What mechanisms are available, if any, for your employees to provide input on the performance management system?
10. Notes/verbatim quotes:
Analyzing and Reflecting on the Interview
· Reflect on the results of the interview, including background information on the professional, the healthcare organization, and performance management system.
· Consider how you would summarize information gained in the interview using the Performance Management System Interview Matrix Template and your Reflection paper to provide a thorough description of the performance management system.
· Consider strengths and weaknesses of the system, as described by the nurse executive and from your own analysis, and strategies and approaches you would recommend for addressing the weaknesses.
· As needed, follow up with your interviewee by phone or e-mail to clarify answers and conclusions. You may ask the nurse executive to review a draft of your interview summary to ensure that you captured the individual’s intent.
Completing the Module 3 Assignment
Part 1: Interview Matrix Summary
Complete the Performance Management System Interview Matrix Summary Template, provided in the Module 3 Learning Resources, to create a visual summary of the information gathered through your interview with a nurse manager. NURS 6221 Performance Management System Matrix Nurse Executive Interview
Part 2: Interview Reflection
In a separate Word document, write 2–3 pages that reflect on the interview and your overall impressions and that include the following:
· Briefly describe the professional you interviewed, including title, years of experience, and his/her healthcare organization (e.g., size, location, special services). Note: Be mindful of your interviewee’s privacy in the details you provide.
· Explain the concept of “performance management” that guided your interview and the interviewee’s responses.
· Evaluate the healthcare organization’s performance management system for effectiveness, drawing on the nurse executive’s assessment and your own observations and conclusions.
· Describe characteristics and/or factors that stand out to you as contributing to the system’s strengths and weaknesses.
· Describe actions, strategies, or approaches you would recommend to address weaknesses in the system.
Final Submission
Submit in three separate files:
· Performance Management System Interview Matrix Summary
· Interview Reflection
· Interviewee Profile and Confirmation Signature (Page 2 from this document)
Performance Management Interview Matrix Summary
Module 3 Assignment
Performance Management System Interview Matrix Summary
Complete this matrix to summarize information from your interview with a nurse executive on the performance management system for the individual’s healthcare organization. Identify the nurse executive’s unit/department that is the specific focus of your evaluation.
Characteristics/Factors
Performance Management System for [specify nursing unit]
System Features
Employee Evaluation
Criteria
Sources of
Evaluation Criteria
How Criteria
Communicated to
Employees
How Components of
Performance Management
Are Interconnected in the
System
How Information Collected,
Maintained, Consolidated,
and Summarized on
Employee Performance
and Retention
Technology Integration
in the System
Privacy Protections
System Analysis
How System Supports
Employee Development
NURS 6221 Performance Management System Matrix Nurse Executive Interview
How System Supports
Employee Retention
Use of Peer Reviews/
Multisource (360 degree)
Feedback and
Effectiveness
How Training Used to
Enhance Employee
Performance
and Retention
How Training Used to
Support Managers That
Evaluate Performance
Mechanisms for Employee
Input on the System
System Evaluation
How Well System
Supports EmployeePerformance Growth and
Development
How Well System
Supports Employee
Retention
Performance Management
System Strengths
Performance Management
System Weaknesses
Overall Conclusions
Performance Management Interview Guidelines & Questions
Module 3 Assignment
Performance Management System Nurse Executive Interview
Planning and Arranging the Interview
Plan for 45–60 minutes to conduct the interview. You may speak in person, by phone, via Skype, or another means that is convenient for you and the interviewee. If you record the interview, obtain the person’s permission in advance.
Confirm to your interviewee that all information obtained in the interview will be confidential. If preferred by the individual, you may identify the nurse executive and his/her healthcare organization using pseudonyms in the Assignment materials you submit. NURS 6221 Performance Management System Matrix Nurse Executive Interview
Interview questions to guide your conversation begin on Page 3 of this document.
Note: You are required to request the individual’s signature to confirm the interview. Fill in the information on Page 2, print out the page, and obtain the nurse executive’s full signature. Scan and submit the signed Page 2 as a separate Word file with your completed Assignment.
Interviewee Profile and Confirmation Signature
Name: XX
Healthcare Organization: xxxxxxx
Unit/Department: Medical-surgical unit
Job Title: Nurse manager
Years in Position: 2 years
HR-Related Responsibilities
· Supervising nursing staff
· Make management decisions
· Implementing effective strategies
· Set work schedules
· Coordinate meetings
· Make decisions about personnel.
Relationship to You/How Identified for Interview
A colleague at my workplace
Interviewee’s Signature:
Conducting the Interview
There are 10 sets of question that follow for examining the performance management system in your interview subject’s healthcare organization. Keep the interview focus on the nurse executive’s unit (i.e., neonatal, critical care) to obtain as detailed information as possible:
Take notes on the responses in the spaces on the right. If you record the interview, you are still encouraged to take notes on the person’s responses, as a safeguard in case there is any problem with the recording.
Questions
Responses
1. What criteria are used to evaluate employee performance within your specific unit (i.e., neonatal, critical care) in the healthcare organization?
What are the sources of information (e.g., observation, patient satisfaction) that inform the criteria?
How are the criteria communicated to employees?
1. Notes/verbatim quotes:
Competency & key knowledge: Measures how well the individual is able to perform clinical skills
Time management: Evaluate how the staff manages their time
Communication: Measures communication skills
Teamwork: Measures how a staff member interacts and collaborate with others
Observation: The staff is observed when performing his/her duties by a clinical leader
Direct feedback about the performance is provided by the unit’s or department’s leader to the nurse
NURS 6221 Performance Management System Matrix Nurse Executive Interview
2. Basically, “performance management” refers to all activities carried out to manage and improve employee performance. This includes obtaining performance information and communicating this information to the employee; supervision; coaching; rewards; training; discipline; and at times, career development.
Thinking about the performance management system for nurses in your specific unit, how does the system support development and retention of desired employee characteristics and behaviors?
2. Notes/verbatim quotes:
The system encourages employee engagement and professional development because when weaknesses are identified training is planned for all staff members and this improves skills and performance as well. Additionally, through the system, employee feel they are part of the organization. All these aspects promote employee retention in the organization
3. To what extent are the various components of performance management interconnected?
For example, is performance appraisal information used to help identify training needs for employees?
3. Notes/verbatim quotes:
Different elements of performance management are connected. For example, after the employee reviews, different needs are identified and then employees are trained basing on the identified weaknesses and needs
NURS 6221 Performance Management System Matrix Nurse Executive Interview
4. What types of training are provided to enhance employee performance and retention?
4. Notes/verbatim quotes:
· Teamwork training where staff members are trained about teams work together effectively in order to increase engagement and collaboration and eventually improve performance and retention
· Skills trainings
· Emotional intelligence training
5. How is information collected, maintained, consolidated, and summarized on employee performance and retention?
What is the role of technology in this process, including ensuring privacy of employee information?
5. Notes/verbatim quotes:
The information is stored in a computer system that can only be accessed by authorized individuals in order to ensure privacy of the information
There is also information collected using hardcopies and this data is stored in a private shelf only accessible to authorized parties
6. Are peer reviews or multisource feedback (i.e., 360-degree feedback) used?
If it is/has been used, what are/were its strengths and drawbacks?
If it was tried and abandoned, why was it discontinued?
What is your overall assessment of the multisource feedback, and circumstances (if any) when it might be useful?
6. Notes/verbatim quotes:
360-degree feedback is used. The information is collected from the supervisor, colleagues and subordinates regarding an individual’s work-related behavior and its impact.
The main strength of 360-degree feedback is that it provides a wide perspective regarding employee performance including how an employee interacts with the co-workers, subordinates, and clients
360-degree feedback creates a culture of openness and improves self-awareness
7. What are two types of training you would recommend to help prepare managers to discuss performance with employees?
7. Notes/verbatim quotes:
Emotional intelligence and training on communication skills
8. What are strengths of your performance management system to recommend as exemplars?
8. Notes/verbatim quotes:
The performance management system promotes a culture of openness because direct feedback is provided
The system leads to employee development where the weaknesses are significantly improved after being identified
NURS 6221 Performance Management System Matrix Nurse Executive Interview
9. What weaknesses in the performance management system need to be addressed?
How do you know the nature of the weaknesses?
9. Notes/verbatim quotes:
Sometimes the performance review is normally too involving and takes too much time
The weaknesses are notable because the metrics used are many and provided regularly
10. What mechanisms are available, if any, for your employees to provide input on the performance management system?
10. Notes/verbatim quotes:
The employees provide recommendations about some of the aspects that should be integrated in the performance management system
Analyzing and Reflecting on the Interview
· Reflect on the results of the interview, including background information on the professional, the healthcare organization, and performance management system.
· Consider how you would summarize information gained in the interview using the Performance Management System Interview Matrix Template and your Reflection paper to provide a thorough description of the performance management system.
· Consider strengths and weaknesses of the system, as described by the nurse executive and from your own analysis, and strategies and approaches you would recommend for addressing the weaknesses.
· As needed, follow up with your interviewee by phone or e-mail to clarify answers and conclusions. You may ask the nurse executive to review a draft of your interview summary to ensure that you captured the individual’s intent.
Completing the Module 3 Assignment
Part 1: Interview Matrix Summary
Complete the Performance Management System Interview Matrix Summary Template, provided in the Module 3 Learning Resources, to create a visual summary of the information gathered through your interview with a nurse manager. NURS 6221 Performance Management System Matrix Nurse Executive Interview
Part 2: Interview Reflection
In a separate Word document, write 2–3 pages that reflect on the interview and your overall impressions and that include the following:
· Briefly describe the professional you interviewed, including title, years of experience, and his/her healthcare organization (e.g., size, location, special services). Note: Be mindful of your interviewee’s privacy in the details you provide.
· Explain the concept of “performance management” that guided your interview and the interviewee’s responses.
· Evaluate the healthcare organization’s performance management system for effectiveness, drawing on the nurse executive’s assessment and your own observations and conclusions.
· Describe characteristics and/or factors that stand out to you as contributing to the system’s strengths and weaknesses.
· Describe actions, strategies, or approaches you would recommend to address weaknesses in the system.
Final Submission
Submit in three separate files:
· Performance Management System Interview Matrix Summary
· Interview Reflection
· Interviewee Profile and Confirmation Signature (Page 2 from this document)
Performance Management Interview Matrix Summary
Module 3 Assignment
Performance Management System Interview Matrix Summary
Complete this matrix to summarize information from your interview with a nurse executive on the performance management system for the individual’s healthcare organization. Identify the nurse executive’s unit/department that is the specific focus of your evaluation.
Characteristics/Factors
Performance Management System for [specify nursing unit]
System Features
Employee Evaluation
Criteria
NURS 6221 Performance Management System Matrix Nurse Executive Interview
Sources of
Evaluation Criteria
How Criteria
Communicated to
Employees
How Components of
Performance Management
Are Interconnected in the
System
How Information Collected,
Maintained, Consolidated,
and Summarized on
Employee Performance
and Retention
Technology Integration
in the System
Privacy Protections
System Analysis
How System Supports
Employee Development
How System Supports
Employee Retention
Use of Peer Reviews/
Multisource (360 degree)
Feedback and
Effectiveness
How Training Used to
Enhance Employee
Performance
and Retention
How Training Used to
Support Managers That
Evaluate Performance
Mechanisms for Employee
Input on the System
System Evaluation
How Well System
Supports EmployeePerformance Growth and
Development
How Well System
Supports Employee
Retention
Performance Management
System Strengths
Performance Management
System Weaknesses
Overall Conclusions
NURS 6221 Performance Management System Matrix Nurse Executive Interview
