| 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. Performance Management System Nurse Executive InterviewConfirm 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 Assignment. |
| Interviewee Profile and Confirmation Signature |
| NameHealthcare OrganizationUnit/DepartmentJob TitleYears in PositionHR-Related ResponsibilitiesRelationship to You/How Identified for Interview Performance Management System Nurse Executive Interview |
| 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: Performance Management System Nurse Executive InterviewTake 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? Performance Management System Nurse Executive Interview | 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.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? Performance Management System Nurse Executive InterviewNote: Ask for both specific examples and comments on how well the system works. | 2. Notes/verbatim quotes: |
| 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?Performance Management System Nurse Executive Interview | 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. Performance Management System Nurse Executive Interview· 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. Performance Management System Nurse Executive Interview· 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 SummaryComplete 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.Part 2: Interview ReflectionIn a separate Word document, write 2–3 pages that reflect on the interview and your overall impressions and that include the following: Performance Management System Nurse Executive Interview· 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 SubmissionSubmit in three separate files: · Performance Management System Interview Matrix Summary· Interview Reflection· Interviewee Profile and Confirmation Signature (Page 2 from this document) Performance Management System Nurse Executive Interview |
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