Utilization of performance appraisal results by nurse managers for staff development in public hospitals

Abstract

Performance appraisal is a structured formal interaction between a subordinate and a supervisor that usually takes the form of a periodic interview (annual or semi annual) in which the work performance of a subordinate is examined and discussed, with a view to identify strengths and weaknesses as well as opportunities for improvement and skills development. Objective of this study The objective of this study was to establish whether nurse managers utilize performance appraisal results for staff development in public hospitals. Study design and method This was a descriptive cross sectional study that was carried out in five public hospitals that included Mbagathi, Thika, Kiambu, Mathari and National Spinal Injury hospital for a period of 12 weeks from April to June 2006 at a cost of Ksh.147, 704. Stratified random sampling was utilized to select the study subjects. A total of 301 Junior nursing staff (both enrolled and registered) plus 51 nurse managers participated in this study. Two structured self administered questionnaires and a checklist (appendix 81 and BII) were used to collect the data which was summarized using descriptive statistics. Chi square test of significance was used to test the relationship among various study variables and hypothesis testing. Results The study findings revealed that 64% of the nurse managers had been trained on performance appraisal process out of which 60.6% were trained during the basic training, and only 23.5% had been trained on use of performance appraisal results. The data showed that there was a significant relationship between promotion and being appraised (p=0.003).There was no significant relationship between being appraised and staff deployment. (p=0.207) and neither with in-service training attendance (p=0.207). Continuing medical education attendance (p=0.055), receiving reward for good performance (p=0.921) nor receiving verbal or written commendation for work well done (p=0.294).

Conclusions Thestudy findings rejected the null hypothesis that nurse managers utilize performanceappraisal results for staff training, deployment and motivation but failed to reject the use of results for staff promotion. Hence performance appraisal results are mostly used for staff promotion and are not generally considered in staff deployment, training or motivation. Recommendations  Nurse Managers should be trained on use of performance appraisal process and use of results for staff development now that the government of Kenya has introduced performance contract and is putting a lot of emphasis on results.  A policy should be formulated to ensure that nurse managers are at higher designation than the junior nursing staff for effective use of appraisal results.