How to handle sub standard evals

Furoffire · Aug 9, 2006

Thank you for the support and insight into what is going on.

The bummer is that living in a small town, this hospital is the only one availalbe.

I am however interested in writing a rebuttal to my eval. I have NEVER had to deal with such a deplorable one, so what exactly do I do? Do I type a letter to my manager challenging my scores with my side of the story?

Do these evals go into our HR files?

I trully agree that this might not be the right place for me but its either a LTC or maybe a doctors office. I will continue to be who I am, give meds the way I see fit etc. (thank you that JACHO likes my way) and in time if the chemistry does not work out, I promise not to be a victum.

HM2VikingRN, RN · Aug 9, 2006

I think this sounds like a prime case of Bullying......Get out your self esteem, physical and mental health are too important......

rnsrgr8t · Aug 9, 2006

I have been a nurse for 8 years but my first job experience out of nursing school was very similar. I was on a pediatric oncology/bone marrow transplant floor (which, in hindsight was probably not the best place for as a new grad). I did have a few bumps in the road, made some mistakes and learned from them. However, I was constantly being nitpicked on, threatened with dire consequences if I ever made a mistake, ridiculed etc. I got to the point that I had no self confidence and doubted that I should have ever gone to school to be a nurse. My charge nurse would tell me to my face that I was doing well, improving etc and then go to my director and tell me that she had serious concerns about my safety. I am only sharing this experience to tell you to get out of this toxic enviroment. When I quit and ended up in a nuturing enviroment, I thrived and have done very well. I ended up going back to school and am now a PNP. When I tell my coworkers about what was said to me by my coworkers at my first job, they cannot believe it. This enviroment only puts your license, your health and mental sanity at risk and it is not worth it. Good Luck!

ortess1971 · Aug 9, 2006

I think you need to find another job-some places are so toxic and negative that they can't be fixed(except by doing a massive housecleaning, and firing all the hags...)You can in most cases, write a rebuttal to your eval, but sorry to say, it won't really matter. It seems they are out to get you. Don't let them win by ruining your confidence in yourself and causing you to hate nursing. Even if you have to commute a little further it would be worth doing.

leslie :-D · Aug 9, 2006

You can in most cases, write a rebuttal to your eval, but sorry to say, it won't really matter. It seems they are out to get you.

this is true.

a rebuttal will not change the evaluation.

but at least it's on record on why you disagreed.

in the event this eval should remain in her file, it will also be documented on why the employee took the time to express her side and her perspective. not many employees do this.

i think if she writes her own evaluation, citing the areas where she needs to grow, but also why she disagrees with her mgrs evaluation, someone feasibly might question the authenticity and/or motives of what was written.

i received a written warning one time, that i outright refused to sign.

i also went right to corp headquarters with a formal complaint, being careful not to be emotionally charged or paranoid.

it was important that i came across as credible and sincere.

for me, it worked.

but, i also had to resign to escape the toxicity- no matter how many promises of change were offered.

leslie

Furoffire · Aug 9, 2006

Well guys, I am going to work Thurs. for my 1st day of being on my own but still on probation. Writing a rebuttal sounds like it will not do much but at least I can give my perspective on the eval and if placed in HR (where some of my neighbors work!) than I think it looks all the better than being powerless. Its interesting how in the May issue of "Critical Care Nursing" the editor writes a timely piece on "Take time to nurture the novices." She writes how the first impression, weather positive or negetive will imprint on ones entire career should they elect to stay in that field. She notes how the preceptor is to teach, mentor and inspire. Than in an eariler copy, March there is the new PCU article explaining the matrix. Again it repeats the a synergy model for its development using a team approach, mentoring, teaching etc. etc. not setting up one for failure. When time allows I will incorporate these finding in my rebuttal and if it reaks havic than so be it. There is always COBRA and other hospitals somewhere that can use me. Since this is a newly merged dept. and many RN's took early retirement or split I wonder if some of the newbies are trying to establish thier turf for superiority? Kind of like a premitive pissing ritual, but hope its not, time will tell.

happymedium · Aug 11, 2006

i just had my 3 month probationary eval and almost got all 1's meaning below standard.
this in and of itself should tell you something that there was no positive comment.????? come on what is going on at this place -- a witch hunt?
i have been in nursing for a very long time, took time off to bury a parent with a lengthly illness and have come back. i admit, it was and is hard, but there is alot of good stuff i do that was not mentioned.
i am sure there was and is good things you do -- do you not find it very peculiar that none of the good stuff was not mentioned ?
even when i have been in the situation of terminating an employee i do not only focus on the negative but as well find something to compliment them on.
i've had 5 preceptors and it seems like only the faults or bad things are brought up to the manager.
what about consistency in the preceptorship you were given ?
this speaks volumes to me. does that not say anything to you ? in other words how the heck were you ever supposed to develop a sense of accomplishment and ongoing progressive learing if your continually working with different persons -- this was about you learning not about them changing that process of that learning.
when i try and defend myself i am acused of blaming others.
this line is enough and says it all about where you are and what you are going through.
what difference does it personally make if there is no line to use pyxis, i am giving meds on time, and the patients are getting the correct med?
there is no difference except someones feathers were not tickled correctly.
it seems that instead of preceptors being leaders and compassionate there seems to be a lot of back biting and negetivity. every word i could potentially utter will come back to bite me
clearly this is a no win no comprimise situation. it existed before you and will after you.
i see the nurses acting out quite unprofessionally and me being the peon could say or do nothing. i really don't like making trouble. there was another situation where i asked the preceptor "what should we do, give more................"
does the word scapegoating come to mind ?
that resulted in another ding becasue i dared to make the comment,
dont you see not only that you can not make a comment as that possibly may disprove and for sure threatens thier contrived and percieved picture --
i did not run and administer the med like a nut, i merely brought some ideas to the table so to speak.
obviously not the same table they were at. do you really want to be at the same table when your ideas are rejected over and over?
what makes a good leader/preceptor opposed to those that close thier eyes to the good and only see the flaws?
what difference does it make where you are employed at in asking what makes a good leader? -- what are your needs as someone going through orientation -- sadly that was not asked nor answered by your preceptors or manager -- who sounds like she is not doing her/his job very well to allow such bs.
this is a situation from what you described that either ageism /pettiness or group scapegoating is going on. it is toxic and one that no one should tolerate.
if you can put in your notice and get out. it is not worth another day there of emotional or professional investment.
i sincerely wish you the best. you sincerely deserve better than this.
marc

thank you for the insightful post. i too have had the unfortunate experience of an unfair, negative evaluation. i made the mistake of sticking it out, thinking if they retained me after my one year probationary period, i would be home free. i couldn't have been more wrong! the pettiness, backbiting and constant undermining and negativity has left me physically and emotionally drained. i finally decided enough was enough, and applied for a new job. i am reasonably confident that i will obtain the position, have contacted the manager and she is reviewing my application and promised to get back to me. she seemed positive during our initial meeting and subsequent interview, i can only hope she is fair minded. the problem is, my current manager has recently given me some negative feedback, (this is not the original manger that gave me a very poor inital review) and presented me with a memo listing the points of the conversation. i was not sure if responding back in writing would be within my best interests, since i am not sure what type of reference she will give to the new employer. after finally deciding to leave this toxic workplace after two years, i now find myself wracked with fear over how this will affect my ability to obtain a new position. i am a relatively new nurse with three years experience, and this has destroyed my confindence and left me wanting to quit before securing another position. i might add that the this current facility has had numerous problems including closure of their snf unit due to serious violations. i should have known better to have ever taken a postion at such an institution and will forever regret that decision. any insights into how to rectify this problem with the least damage to my career would be greatly appreciated.

Furoffire · Aug 11, 2006

I'm not totally sure of the labor laws but last I heard was all that your manager can say or HR to verify your actual employment and your former wages, I think it is against the law to say anything negetive about an employee. SO, maybe he or she is just messing with you, don't worry, its the interview that really matters and how YOU present yourself.

goats'r'us, ASN, RN · Aug 11, 2006

do you have a copy of the performance review?

if i were you (ie. this might not be the best thing to do, but it's what i'd do) i'd study it, make notes about it (not only the good things you do that weren't mentioned, but also focus on the things that brought you down, and why you think you didn't deserve such low ratings), and if there are any friendly faces on your ward, ask them what you're doing right, so that when questioned, you have someone elses opinion.

when you're all ready, tell your manager that you're unhappy with your review and would appreciate it if they could find time to discuss it with you.

then go in to bat for yourself, and be tough - say things like 'i don't feel i deserve this 1 because i do this, this and this... mention patient satisfaction, time management... and if explaining yourself is blaming others, then keep others out of it. instead of 'i spoke to judy and she told me to...', say 'i discussed this with another nurse and we decided that that was the best course of action'.

say things like 'i feel that we really only focussed on the negatives, and there are plenty of positives too'. do not say 'unfair' 'wrong' ';witch hunt', and don't resort to saying 'well, other nurses do that..', this review is about you, not them.

basically, have an answer for everything, don't be afraid to speak up if something isn't right...

or, rather than doing all that, you could focus on the next one - speak to the manager and tell them you are concerned about your eval and ask for specific things you can do to improve.

happymedium · Aug 11, 2006

Thanks for the vote of confidence. Although I have always believed what you have stated regarding employee information to be the truth, I don't trust anyone at this facility. I know I must sound paranoid, but after being bullied by the staff here on and off for two years, I am! I have written up a reply to the most recent memo because I never rebutted my previous unfavorable evaluation. I did have two acceptable ones after the intial poor one. All I want to do is be able to leave this place with as little grief as possible. I too live in a small town and am going to have to travel to my new job but it will be worth it. I am eagerly awaiting the offer and then will decide if I should give the two week notice or just leave. I really fear for my reputation staying at this place any longer.

mydesygn · Aug 11, 2006

Well guys, I am going to work Thurs. for my 1st day of being on my own but still on probation. Writing a rebuttal sounds like it will not do much but at least I can give my perspective on the eval and if placed in HR (where some of my neighbors work!) than I think it looks all the better than being powerless. Its interesting how in the May issue of "Critical Care Nursing" the editor writes a timely piece on "Take time to nurture the novices." She writes how the first impression, weather positive or negetive will imprint on ones entire career should they elect to stay in that field. She notes how the preceptor is to teach, mentor and inspire. Than in an eariler copy, March there is the new PCU article explaining the matrix. Again it repeats the a synergy model for its development using a team approach, mentoring, teaching etc. etc. not setting up one for failure. When time allows I will incorporate these finding in my rebuttal and if it reaks havic than so be it. There is always COBRA and other hospitals somewhere that can use me. Since this is a newly merged dept. and many RN's took early retirement or split I wonder if some of the newbies are trying to establish thier turf for superiority? Kind of like a premitive pissing ritual, but hope its not, time will tell.

I can't tell you how awful I feel regarding your experience but I am very inclined to place some blame on your manager for not supporting and nuturing new staff. I have been a clinical manager and often have listened to the petiness and criticism lodged at new staff. The sad situation is that the vast majority of it has more to do with how well you are "liked" as opposed to how well you perform. Many staff nurses have the unrealistic expectation that new staff should perform as seasoned professionals and don't recognize growth and learning. A good manager understands how to nurture (your manager should have been assessing your progress by discussing it with you frequently (I do one-on-ones monthly) and she should be willing to meet with you and your preceptor together to discuss your educational needs prior to any performance evaluation. I would suggest considering other employment because it sounds like your manager has already made a "judgement" about you and it will be an uphill battle for you from this point on.

If you must stay, these strategies may help:

1) Do not place a rebuttal regarding your performance evaluation. This information is placed in your file along with your evaluation. What you write will be heavily scrutinized and you will likely be viewed as a "disgruntled" staff nurse rather than trying to clarify your position.

2) Change preceptors!!!! Is their another staff member with whom you have developed a good rapport. You need a cheerleader and a change in preceptors usually will make an impact for you.

3) Kiss up. Instead of simply asking for information, consider stating to the nurse that you noticed how well they handle a certain situation and really would like them to help you master the same procedure.. documentation etc.. The sad truth is "flys are attracted to sugar".

4) Socialize. When you have downtime, chat with some of the other nursing staff. Ask open-ended questions about their life, family etc.. Do not participate in any conversations that criticize other staff or management but do keep up light chit-chat. Be careful not to divulge personal details of you own life, however. Long term, consider the impact of office "politics". This is a good article:

http://www.dcardillo.com/articles/politics.html

5) Arrange for one-on-one time with your manager. Even if your manager does not recognize the importance of this time. Ask to have scheduled 15 - 30 minute meeting with her every other week or at least once a month. This is your "face" time, use this time to get to know your manager and talk about expectations. Your manager will be less likely to rely on others opinions, if she has been able to spend time with you indivually.

6) Do as you are told. There are many acceptable ways of performing taks. At this point, you are under heavy scrutiny so each time you deviate from common practice, it will be viewed negatively. If you must "do it your way", then clarify this with your preceptor beforehand ( a simple " I know you guys usually pull meds from the pyxis this way but I find that by .... I can usually work faster, safer etc...) This forces the preceptor to give you immediate feedback as opposed to complaining to your manager later.

happymedium · Aug 11, 2006

Thanks for the vote of confidence. Although I have always believed what you have stated regarding employee information to be the truth, I don't trust anyone at this facility. I know I must sound paranoid, but after being bullied by the staff here on and off for two years, I am! I have written up a reply to the most recent memo because I never rebutted my previous unfavorable evaluation. I did have two acceptable ones after the intial poor one. All I want to do is be able to leave this place with as little grief as possible. I too live in a small town and am going to have to travel to my new job but it will be worth it. I am eagerly awaiting the offer and then will decide if I should give the two week notice or just leave. I really fear for my reputation staying at this place any longer.