Applying a balanced score card approach and Multi-Rater feedback strategy to shift from appraising to managing head nurses’ performance at general surgical units-Main Mansoura University Hospital-Egypt

Abstract

Background and objective: Traditionally, performance appraisal is used to measure behaviors, procedures or actions taken as in head nurse performance plans. Applying balanced score card measures at the nursing administration department level with participating the findings with all nursing staff and patients will help administrators to get all information needed to match head nurses performance plans with nursing administration department as well as hospital goals which help in drawing full shape of performance. The objective was to apply a balanced scorecard approach with 360-degree feedback strategy to shift from appraising to managing head nurses’ performance at general surgical units -Main Mansoura University Hospital-Egypt.

Methods: Subjects: All supervisors (n = 12), head nurses (n = 10), staff nurses (n = 96) working in general surgical units and all available patients admitted to these units at the time of study (n = 113) were included. Tools: Eight tools that were used for data collection involved feedback questionnaires for patients, head nurses, staff nurses and supervisors, observational checklist, activity analysis checklist, auditing performance appraisal form, and auditing personnel decisions form.

Results: There was a statistically significant difference between head nurses, staff nurses and supervisors’ perspectives from one side and among patients’ perspectives from the other side regarding the performance of head nurses’ in general surgical units. In addition, about a third of head nurses’ time is spent in unrated activities. However, none of personnel decisions are depended on performance appraisal outcomes.

Conclusions: The results of the present study indicated that the methods used to measure head nurses’ performance in general surgical units at Main Mansoura University Hospital were not integrated or depended on clear work standards to develop and improve the performance of Head Nurses (HNs).