NURS 6221 Performance Management System Matrix Nurse Executive Interview
| 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. 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. ORDER A PLAGIARISM-FREE NURS 6221 PAPER HERE |
| Interviewee Profile and Confirmation Signature |
| Name Melissa Y.Healthcare Organization VAMCUnit/Department Critical Care and Emergency DepartmentJob Title Chief Years in Position 9yearsHR-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 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? | 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 InterviewThinking 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 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. NURS 6221 Performance Management System Matrix Nurse Executive InterviewPart 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:· 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 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 ManagementAre 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 toEnhance Employee Performanceand Retention | |
| How Training Used toSupport Managers That Evaluate Performance | |
| Mechanisms for EmployeeInput on the System | |
| System Evaluation | |
| How Well System Supports EmployeePerformance Growth and Development | |
| How Well System Supports Employee Retention | |
| Performance ManagementSystem Strengths | |
| Performance ManagementSystem 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 InterviewInterview 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: XXHealthcare Organization: xxxxxxxUnit/Department: Medical-surgical unitJob Title: Nurse managerYears in Position: 2 yearsHR-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 InterviewA 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 skillsTime management: Evaluate how the staff manages their timeCommunication: Measures communication skillsTeamwork: Measures how a staff member interacts and collaborate with othersObservation: The staff is observed when performing his/her duties by a clinical leaderDirect feedback about the performance is provided by the unit’s or department’s leader to the nurseNURS 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 needsNURS 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 informationThere 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 clients360-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 providedThe system leads to employee development where the weaknesses are significantly improved after being identifiedNURS 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 timeThe 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 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. NURS 6221 Performance Management System Matrix Nurse Executive InterviewPart 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:· 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 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 ManagementAre 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 toEnhance Employee Performanceand Retention | |
| How Training Used toSupport Managers That Evaluate Performance | |
| Mechanisms for EmployeeInput on the System | |
| System Evaluation | |
| How Well System Supports EmployeePerformance Growth and Development | |
| How Well System Supports Employee Retention | |
| Performance ManagementSystem Strengths | |
| Performance ManagementSystem Weaknesses | |
| Overall Conclusions | NURS 6221 Performance Management System Matrix Nurse Executive Interview |
Delivering a high-quality product at a reasonable price is not enough anymore.
That’s why we have developed 5 beneficial guarantees that will make your experience with our service enjoyable, easy, and safe.
You have to be 100% sure of the quality of your product to give a money-back guarantee. This describes us perfectly. Make sure that this guarantee is totally transparent.
Read moreEach paper is composed from scratch, according to your instructions. It is then checked by our plagiarism-detection software. There is no gap where plagiarism could squeeze in.
Read moreThanks to our free revisions, there is no way for you to be unsatisfied. We will work on your paper until you are completely happy with the result.
Read moreYour email is safe, as we store it according to international data protection rules. Your bank details are secure, as we use only reliable payment systems.
Read moreBy sending us your money, you buy the service we provide. Check out our terms and conditions if you prefer business talks to be laid out in official language.
Read more