Weird Performance Evaluation

[ChaosCoordinatorRN]

Is there a new trend in nursing performance reviews in which we are personally rated for company performance? I was (on a 1-5 scale) given FOUR 1s, and I have never in my long career of nursing received anything below a 3. These were all corporate measures for the hospital and we were all (reportedly) individually given low marks. Things like LOS, employee retention, etc. 

Are you all seeing such things in your annual evaluations?

[Rose_Queen, BSN, MSN, RN]

Yes. Goals have been a thing in performance evals for quite some time in my experience. Usually 1-2 overarching organization goals, 1-2 unit specific goals, and a personal goal.

[ChaosCoordinatorRN]

Hi, thanks for your response! Yes, I know that goals are a part of evaluations. But this is the first evaluation I've seen in which company goals, over which I have very little personal influence, were used on a personal level, which severely brought down my (and others’) overall rating. There were 4-5 overarching goals added to all of our evaluations.

[Rose_Queen, BSN, MSN, RN]

ChaosCoordinatorRN said:

Hi, thanks for your response! Yes, I know that goals are a part of evaluations. But this is the first evaluation I've seen in which company goals, over which I have very little personal influence, were used on a personal level, which severely brought down my (and others’) overall rating. 

I've been seeing it for the last 5-6 years.

[klone, MSN, RN]

Weird, I've NEVER seen that on individual employee evaluations, and I've given them at 5 different organizations. That makes NO sense that YOU would be rated on "employee retention"

The only thing I can think of is if at your facility, all employees are given an annual "profit share" bonus if the organization meets certain performance goals, and this is your organization's way of letting everyone know that the performance goals were not met this year, thus people won't be getting their annual "profit share" bonus.

[ChaosCoordinatorRN]

And it's the second year in a row they rated us on retention. 

Of course, I'm curious how giving employees 1s on things they can't control will affect retention....?

[klone, MSN, RN]

See my post - I added another paragraph as something occurred to me.

[ChaosCoordinatorRN]

I bet you're right about that. Eager to learn about such processes as my MSN education progresses...

[Rose_Queen, BSN, MSN, RN]

Ah. The goals I've been involved with had to do with Press Gainey scores of "likely to recommend" categories. So they could claim the staff influenced those. 

[ChaosCoordinatorRN]

"Likely to recommend" was one of the four markers for which we were all given a 1. 

Good times! ??

[brandy1017, ASN, RN]

I would be looking for a new job.  Just another way to keep raises low and penalize workers for things that are out of their control.  Look for a different job with another healthcare organization.  This reflects their lack of respect toward their staff in my opinion to blame them for organizational problems brought about by their own greed.

My opinion a lot of issues would be solved with better staffing, safe and fair patient ratios, enough support staff, respect and good pay, but that is the opposite of what many places are willing to do to fix the real problems which have lead to a mass exodus of nurses from the bedside. 

[sleepwalker, MSN, NP]

ChaosCoordinatorRN said:

Hi, thanks for your response! Yes, I know that goals are a part of evaluations. But this is the first evaluation I've seen in which company goals, over which I have very little personal influence, were used on a personal level, which severely brought down my (and others’) overall rating. There were 4-5 overarching goals added to all of our evaluations.

yep...and "magically" that's a convenient excuse for the corporation to give minimal, if any, raise.