I recently had my yearly evaluation. I had a really good review. My manager, however, said I need to improve my picking up extra shifts (she included this on my official report to HR)
I understand we all have to pitch in to help. I do as needed. However, my mom has recently been diagnosed with breast cancer and is undergoing chemo. My (serious) boyfriend’s dad is also in hospice care. My manager is aware of all this. I have not called in once this year - I even come in early every time they ask.
In addition, my co workers have gone behind my back in the past and complained to my manager I wasn’t picking up as much (my brother had a Covid wedding) - I told my manager about the wedding and she just told me to make sure my coworkers know that I had the wedding(which they did). They say I’m “young and healthy and live close so it’s easy to pick it up”
I just feel almost targeted and extra pressure now to pick up despite my crazy life right now, I’m already full time. I was wondering if a manager can include how much I’m able to pick up on an evaluation like that to HR? Like I said, it makes me feel targeted I could be in the wrong here, just wondering input. Thanks ☺️
Specializes in NICU, PICU, Transport, L&D, Hospice.
Didn't you get an opportunity to write your comment on that evaluation before it went into your HR file? You should be able go to HR and review your file. Ask what the procedure is for you to add to or contest what you find there.
I'm sorry that you are suffering under poor management.
Specializes in Nurse Leader specializing in Labor & Delivery.
20 hours ago, JBMmom said:
It's ironic that your username is klone, because I really wish you could clone yourself and fill ALL the management positions!! You always provide such a positive example of how managers can work WITH their employees and still fulfill the role required as a manager. So many people have been moved into management with no real understanding of how to lead people. Not specific to just this thread, whenever you write I'm always happy for the people you work with- and wish I could bring you to my unit.
Specializes in Addictions, psych, corrections, transfers.
You are not responsible for their short staffing. No you don't have to pitch in and help by picking up extra shifts. You already help out by coming in to your scheduled shifts. But, yeah, they can do whatever they want on your eval. Please, don't them push you into it. You have so much going on right now, and you and your family are the priority. Work doesn't give a crap about you or your mental health. "No" is a wonderful word.
Specializes in Med nurse in med-surg., float, HH, and PDN.
Thankfully, I finally perfected the ability to say "No," when my agency called me begging for me to cover some PDN shifts for them. It got so that every time I'd see the office name on the caller ID, I would pick up the phone and say 'No" instead of saying 'hello'. The CSR would fake crying and say :Plleeeaaase!
Sometimes I'd change my mind: "Okay, but only for this one shift." But whenever I had a message from them on the phone, I would call them back to say, "No." I guess so many did NOT call them back when a message was left. At the office, they got so they would say, "Oh, well, I thought I'd try. But thank you for AT LEAST calling me back!" I knew being left hanging for an answer and not getting a call back made it difficult for them to do THEIR job.
And you do NOT have to say "I can't" and THEN enumerate to them WHY you can't. I know it is hard, feeling you have to give them any explanation, but don't do it. It's a bad habit to fall into, because when you say WHY you can't, they are going to find a way to make it 'easier' to accept their request.
"It's my day off and I have plans" is about as specific as I would get.
Stop telling her your personal business.This is never in any job description.Mandatory OT is against the law.Putting this in a review is coercion and against labor laws.You are not working with such a great group if they went behind your back to complain about your extra hours.Chronic short staffing is her problem not yours.Good luck with this.
I always tell myself that management's crisis does not translate into it being my crisis. For a long time now in nursing this has been the management style to work with a nursing shortage and they expect nurses to pitch in over and above their required shifts to make up for it. They may have to hire more contingent nurses or pay double time to get a nurse to come in. Yeah, it's going to cost them more money but it's not fair to tie your job performance into something that is not in the parameters of your job. You have a lot of things going on in your personal life so I would just reiterate that you're not able to pick up extra shifts at this time. Leave it at that and I hope you don't feel guilty cause you shouldn't.
You're talking different levels of management. In my facility, it is administration that makes the decisions about hiring, pay, use of travel nurses, etc.
As part of the management team I can tell you we are at the mercy of those decision-making processes. Again, in my facility, the one who writes the evaluation as in this scenario is working with what has been handed down. We have a staffing crisis and we just have to make it work. Sure we can communicate our needs but ultimately have no control over getting people in the door.
That said I would never include such a thing in an evaluation. I have nothing but appreciation and gratefulness to those who do pick up but I respect the ones who don't for whatever reason. We always give the opportunity for comments on an evaluation and in this case it would be appropriate to ask that it be removed.
I wouldn't had signed that evaluation without requesting to review, where "picking up extra shifts" was indicated in your job description or performance indicators. Making sure the unit is well staffed (registry/travelers) is the manager's responsibly (literally in HER job description); Not yours.
Specializes in med-surg/Rehabilitation/occ health.
I would go to the director of HR, have them pull a copy of your job requirements. If you are fulfilling your required shifts, I would file a formal complain against the manager and have her remove that bit from your evaluation. I agree with the others, she is trying to guilt you into picking up shifts. We all have our unique family/life stressors and challenges. I would look for a different job. I left my dream job because of a manager giving me extra duties, not in my job description, because she thought I wasn't busy (I'm just well organized). The extra duties were actually HER Duties.
I worked in a nursing school where all other faculty were married with children. The Dean put on my evaluation that when I am done with my work responsibilities (writing content, grading tests, evaluating care plans) I should look around to see which other faculty need help and pitch in with their job. Now when those married with family were done it was 'yabba dabba doo' and out the door. But I was supposed to stick around and help them.
I would go to the director of HR, have them pull a copy of your job requirements. If you are fulfilling your required shifts, I would file a formal complain against the manager and have her remove that bit from your evaluation. I agree with the others, she is trying to guilt you into picking up shifts. We all have our unique family/life stressors and challenges. I would look for a different job. I left my dream job because of a manager giving me extra duties, not in my job description, because she thought I wasn't busy (I'm just well organized). The extra duties were actually HER Duties.
Good Luck,
Going to the director of HR and filing a formal complaint, may or may not remove the statement. Taking the issue out of the department... will put a target on her back. Leave the statement in. It could only hurt if and when, OP is looking for another position. Any decent facility will understand that it is not appropriate.
Ask to have it removed if it is not listed as job requirement.
Someone (other than you,) needs to remind the manager that their apparent inability to maintain adequate and appropriate unit coverage is the manager's and/or facility's responsibility and their failure. It is not staff's responsibility to additional shifts over their job requirements.
toomuchbaloney
16,026 Posts
Didn't you get an opportunity to write your comment on that evaluation before it went into your HR file? You should be able go to HR and review your file. Ask what the procedure is for you to add to or contest what you find there.
I'm sorry that you are suffering under poor management.