NURS 6221 Performance Management System Matrix Nurse Executive Interview

Planning and Arranging the Interview

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

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

What are the sources of information (e.g., observation, patient satisfaction) that inform the criteria?

How are the criteria communicated to employees?

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.

NURS 6221 Performance Management System Matrix Nurse Executive Interview

For example, is performance appraisal information used to help identify training needs for employees?

What is the role of technology in this process, including ensuring privacy of employee information?

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?

How do you know the nature of the weaknesses?

·      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.

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.

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

Are Interconnected in the
System

Employee Development

NURS 6221 Performance Management System Matrix Nurse Executive Interview

Employee Retention

Multisource (360 degree)

Feedback and

Effectiveness

Enhance Employee
Performance

and Retention

Support Managers That
Evaluate Performance

Input on the System

System Strengths

System Weaknesses

Planning and Arranging the Interview

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

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

What are the sources of information (e.g., observation, patient satisfaction) that inform the criteria?

How are the criteria communicated to employees?

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

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?

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

For example, is performance appraisal information used to help identify training needs for employees?

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

·         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

What is the role of technology in this process, including ensuring privacy of employee information?

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

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?

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

Emotional intelligence and training on communication skills

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  

How do you know the nature of the weaknesses?

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

The employees provide recommendations about some of the aspects that should be integrated in the 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.

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.

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

Are Interconnected in the
System

Employee Development

Employee Retention

Multisource (360 degree)

Feedback and

Effectiveness

Enhance Employee
Performance

and Retention

Support Managers That
Evaluate Performance

Input on the System

System Strengths

System Weaknesses