Performance Management and Appraisal

Performance Management and Performance Appraisal Student Name Course No/Title Institution November 18, 2023

Difference in Handling Performance Management and Performance Appraisal Performance management and appraisal are distinct terms for managing employees. Human resource managers often use these interchangeably to focus on diverse facets of employee enactment. Performance management refers to ongoing performance monitoring, with development and coaching to help them achieve their goals. Its focus is to help employees improve over time. Performance management includes activities creating objectives, formulating strategies to help employees achieve goals, and giving feedback on their performance. Performance appraisal refers to the evaluation of employee performance against specific criteria. The human resource managers frequently or periodically evaluate employee performance to see how well they performed against their goals. Performance Management in Care Centers Healthcare organizations continuously face demand and supply evolution challenges inherent to care. Care centers often face challenges by unexpected occurrences (epidemics) outside the health system. Patient outcomes, constantly changing regulations, and insurance claims come up frequently (Continu Team, 2023). These challenges require the care centers to shift their organization model, accountability framework, public health responses, finances, and resource allocation (Vainieri, Noto, Ferre, & Rosella, 2020). They need to continue evolving their performance management to match the development in the healthcare industry. Performance management in care centers provides them with an opportunity to improve healthcare. They use performance management to enhance employee and care center performance while ensuring quality patient care. The care centers provide clear performance expectations to their employees to let them know what they need to do. The human resources department in care centers regularly checks performance to identify areas of improvement

Job Description for a Clerical Staff at Care Center Perform administrative tasks for office operations and procedures, including preparation of information, data entry, system filing, and other clerical services. Duties and Responsibilities  Pre-packing items.  Create and move patient data on the care center’s secured network.  Document patient data, ensure complete form filling and accuracy, and scan files into PDF.  Filling and making copies.  Entering, formatting, and printing patient information.  Manage discharge and admission documents, patient’s health history form, and other paperwork.  Greet patients and show them to their examination rooms. Qualification The candidate must have a High school diploma or GED and CPR certification. The candidate must have one year of experience in an office requirement. The job requires sitting for hours and typing. Candidates with medical form filling and previous customer service are highly preferred. Skills and Abilities • Must have good knowledge of Medical Terminology and Clerical procedures, • Must be able to prepare detailed reports. • Proficiency in Excel, Compute software, and Data entry procedures

Performance Appraisal Form Period Covered: From_________ to _________ Employee Name: Title: Date: Division: Department: Job Elements Excellent Good Fair Unsatisfactory Work Knowledge Consider knowledge gained through experience, training, and general education. Well informed on work phases Adequate grasp of essentials Requires considerable assistance Inadequate knowledge Work Quantity Consider the work volume produced under normal conditions. Handles unusual large volume Handles average volume Handles below average. Very slow worker Work Quality Consider accuracy and dependability of outcome regardless of work volume. Exceptionally accurate Acceptable, few errors Unacceptable and frequent errors Too many errors or rejections Employee Attendance Consider occasion of delay and nonattendance Rarely late or absent Seldom late, absent only occasionally Routinely absent or delay Excessive absenteeism Dealing with People Consider harmony in and outside the work. Brings credit to care center through competitive dealing Adequate relationship with staff and/ or public Reluctant to cooperate with staff and/or public Create problems through personal interaction with staff and/or public Overall Evaluation Excellent Excellent in all fields. Good More elements rated good or one element fair. Fair Unsatisfactory elements 0, and 2 or more rate fair. Unsatisfactory One or more elements rated unsatisfactory. Comments (Instructions): Advantages of Multisource (360 degree) Appraisal and Implementation in Care Center

360-Degree Appraisal Approach in Care Centers The appraisal tool helps identify strengths, weaknesses, gaps, and inherent areas. Healthcare professionals can implement this tool to reinforce their strengths and improve their weak areas. The care center can implement this tool to obtain feedback from administration, nurses, hospital aides, patients, and subordinates. Healthcare professionals may not be aware of their potential gaps, and they could accidentally affect patients and coworkers. Care centers with 360-degree feedback would let their staff work more efficiently and deliver effective patient care. The tool will help the care centers measure the patient satisfaction index and help evaluate professionals from different perspectives. Patients being part of the systematic process will help the organization improve their productivity and increase patient satisfaction (Ferreira, Viera, Pedro, Caldas, & Varela, 2023) . The care center can also implement the tool as a training and development opportunity. It will help the staff sharpen their professional and interpersonal skills. Implementing 360- Degree Approach in Care Centers The first step in implementing a 360-degree approach is making a strategic decision. The care center must determine the objective of implementing this tool. It needs to identify the person to receive feedback and its significance for the target group. The care center must also establish milestones, a calendar, and a deadline to monitor individual participants. It should highlight the necessary roles and the individuals to fill them. The care center must ensure gaining support from the top management and include them in the initial process. The care center must create clarity to promote trust and openness. It should effectively communicate the plan to all stakeholders to ensure everything is clear, a good understanding of roles, and a realistic deadline.

The care center should announce the new appraisal approach in an effective manner rather than sending blended emails to employees. The communication methods should foster employee engagement. They should communicate it as an internal marketing campaign about talent development to motivate employees and ensure active participation. In addition, the care center should connect the appraisal method to professional development. It must ensure that the employee knows that the results of 360 degrees would lead to achieving their individual goals. References