Peer Performance Appraisals

The Impact of Rater Competence, Rater Location, and Rating Correctability on Fairness Perceptions
1. 1. Julie Houser Barclay 1. University of Nebraska-Lincoln Lynn K. Harland 1. University of Nebraska at Omaha

Abstract
Evidence suggests that peer performance appraisals are being increasingly used in organizations and that peers are accurate sources of performance information, yet empirical research on factors contributing to peer rating acceptability is sparse. This field experiment (using 359 public health nurses as subjects) used procedural justice theory as a framework for investigating the impact of the following three peer rating system characteristics on fairness perceptions: rater competence, rater location, and rating correctability (i.e., the opportunity to correct errors in the appraisal). Results supported the hypotheses that rater competence and rating correctability will positively influence fairness perceptions, but did not support the hypothesis that rating systems using external raters will be perceived as more fair. Additionally, the hypothesized interaction between rater competence and rating correctability was not supported.

PEER GROUP EVALUATION (To be submitted to instructor/s) Instructor/s_________________________ Course____________ Semester ________ Your Name ____________________________________________ Section _________ I. Names of your group members. (The letter corresponds to the student's name.) a._________________________________________________________________ b._________________________________________________________________ c._________________________________________________________________ d._________________________________________________________________ e._________________________________________________________________ Performance in the Learning Community II. Rank each member (a,b,c,d,e) with a 4,3,2,1,0 (4=highest,0=lowest) 1. Reliable for meetings a._________ b.__________ c.__________ d.__________ e. ___________ 2. Reliable with meeting deadlines for work in progress and final project a._________ b.__________ c.__________ d.__________ e. ___________ 3. Contributes ideas to the group a.__________ b.__________ c._________ d. __________ e. ___________ 4. Respects each group member's opinions a.__________ b.__________ c._________ d.___________ e ___________ 5.. Contributes his/her share to discussions a.__________ b.__________ c._________ d.__________ e. ____________

6. Knowledgeable about assignments and her/his role and fulfills that role a.__________ b.__________ c._________ d.__________ e._____________ 7. Gives input for work-in-progress promptly and with a good faith effort a.___________ b.__________ c._________ d.__________ e.____________ III. If given the opportunity, would you want to work with this team member again? ("Yes"= 4 points; "Maybe"= 2 points; "No"= 0 points) a.___________ b.__________ c._________ d.__________ e.__________ IV. In one sentence, what is your overall impression of each member's performance? a) ____________________________________________________________________________ b) ____________________________________________________________________________

_________________________________________________________________ __ d) _________________________________________________________________ __ e) _________________________________________________________________ __

c)
[Don't base your evaluations on friendship or personality conflicts. Your input can be a valuable indicator to help assess contributions in a fair manner. THESE EVALUATIONS WILL NOT BE SEEN BY YOUR GROUP MEMBERS.]

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Advantages & Disadvantages of Peer Review in Performance

By Carol Deeb, eHow Contributor updated April 18, 2011

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Rating your employees takes careful consideration of objective facts and performance of job duties. Observing and documenting your employees helps you remember the full scope of performance over the entire rating period. However, you cannot watch all of your employees all of the time. That's when peer input on performance reviews is valuable.

1. Definition
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Performance reviews that include the observations of peers, also referred to as 360-degree feedback, allow coworker input on another employee's evaluation. Comments from other staff members, fellow supervisors and customers are all used to give a complete picture of the level of performance of your employee. It is one of the most commonly used appraisal systems because the information that it contains is comprehensive and the employee is given concrete examples for the rating received on the report.

Advantages
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When an employee hears the feedback given by a variety of unbiased co-workers and supervisors, it's difficult to refute areas that you point out for improvement. For example, if your employee must perform a service to customers outside the organization or to other employees, then one who is not performing the job adequately will receive negative feedback by both types of clientele. This will help you to write a performance plan for improvement and, once the employee is performing satisfactorily, it can lead to increased profits due to better

customer service. Communicating your expectations effectively is an advantage to peer reviews because it makes employees more receptive to your input, as they don't feel defensive about your impression of their work habits. The rating is a combination of feedback, instead of your opinion alone.

Disadvantages
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Ensuring that there is no bias in the peer reviews is imperative to the success of this approach. Whether the coworker provides unsupported positive or negative feedback due to a friendship, or lack thereof, will not help to accurately rate the employee. Choose peers who are above-average performers and continually produce a professional work output. Also, if the reviewers are not trained in how to report performance, such as using objective measures and documented examples, the 360-feedback system will not work. In addition, if opinions are reported without an abundance of facts, then the morale of the employee being reviewed may suffer and expectations of performance will not be clear. Therefore, the employee's development won't advance.

Considerations
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Performance reviews are based on plans outlining required duties that the employee was given when hired. This plan should be given to those who are chosen for feedback regarding the employee's performance to match the current duties with the company's expectations. If a job has changed during the rating period, then reviewers should be given an updated plan. Also, insist that all information be kept confidential and not discussed with anyone, including the employee being reviewed. Allow those who are not comfortable with rating a peer an opportunity to decline an invitation to participate. Overall, make it a positive experience by emphasizing employee development and company growth as an objective of the appraisal system.

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What Is Involved in Nursing Peer Review Groups?

By Gloria Attar, eHow Contributor

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What Is Involved in Nursing Peer Review Groups?

There are many types of peer reviews in the field of nursing. A peer review may be used for yearly evaluations of performance. A peer review is also required for most articles written by nurses for nursing journals. Even for a hospital to be awarded Magnet status there is a peer review process. Setting out the differences in each area may help healthcare workers understand when to expect a peer review and the ensuing steps taken throughout each process.

1. What Does Having a Peer Review Mean?

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A peer is an equal or a colleague in your chosen field--someone who is familiar with the work or situation, and who comes from a similar, or perhaps who has achieved a higher, education level. When a peer review is conducted, typically there is more than one colleague or peer reviewer. This prevents personal bias from entering

the decision-making process and more evenly levels the playing field. Peers must be as objective as possible in their review and are asked to opt out of giving or withholding their approval if they feel their opinion will be biased.

Peer Reviewed Journals

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Peer reviewed journals are typically nursing journals which report on research and latest innovations in nursing. A writer compiles information into an article, submits it to a nursing journal and the journal sends the article out to reviewers, some of whom have published their own works with the journal. The review is usually double-blinded with the author and reviewer not knowing who the other is. This prevents any bias from established work or personal relationships from entering the decision-making process. The reviewer reads the article, answers a number of questions about the article and recommends whether or not the article should be published in the journal.

Peer Review for Magnet Status

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Magnet status awards are given to hospitals which meet the 14 criteria for Magnet status developed by the American Nurse Credentialing Center. These 14 criteria of excellence in nursing care have become known in healthcare circles to be a mark of the best hospitals. Patients who use hospitals with Magnet status have been proven to have better outcomes in their hospital stays. In this highly regarded review process, a team of Magnet reviewers (nurses) look at patient outcomes, staffing ratios, observe nurses in their practice and make sure that nursing management supports all nurses at their hospital through available research projects, further education and career opportunities.

Peer Reviews for Performance Evaluations

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Hospitals and other healthcare agencies often solicit peer reviews for an employee's performance. These reviews are especially crucial during the initial 30- to 90-day period following an employee's hire date. These reviews are designed to pinpoint the employee's weaknesses and strengths and to identify whether or not the employee is an asset to the company. Although highly subjective these reviews are regarded by companies as future predictors of an employee's success and profitably for the healthcare agency. Generally the peer review for performance evaluation in health care is the same as any other company using this method of yearly evaluations for its employees.

Peer Review for Continuing Nurse Education

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Each State Board of Nursing evaluates education programs that wish to be an accredited school of nursing. These programs are held to strict standards of curriculum and practical application in healthcare settings for new nurses. Generally new programs of nursing do not receive accreditation until after the first class has graduated from the program and passed the State Board Examination. The number of graduates versus the number of initial enrollees and the passing rate of the graduates on their first time taking the State Boards are two of the biggest factors in whether or not a school will receive and maintain its accreditation. Schools take the pass rates very seriously as they can lose state funding if their passing rates dip too low.

Considerations
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Peer group reviews can be useful tools in honing a nurse to fit the hospital or healthcare agency model, but it may also take away some of the enthusiasm of new ideas so needed to revitalize nursing practice and keep it updated. Peer group reviewed articles are best for maintaining publication standards and weeding out misinformation, but can tag months onto an article's wait time before publishing. By then, the research could be dated.

Read more: What Is Involved in Nursing Peer Review Groups? | eHow.com http://www.ehow.com/about_4728191_involved-nursing-peerreview-groups.html#ixzz1YN0SDGhK

Implementing peer review: guidelines for managers and staff.

Davis KK, Capozzoli J, Parks J.
Source Department of Medical Nursing, The Johns Hopkins Hospital, 1830 E Monument St, Room 9061, Baltimore, MD 21287, USA. kdavis4@jhmi.edu

Abstract
The performance appraisal process is a key component of professional nursing practice. The peer review process is referred to frequently in Magnet Nursing Standards as a key element in professional nursing. The peer review process allows professionals from common practice areas to systematically assess, monitor, make judgments, and provide feedback to peers by comparing actual practice to established standards. Peer review can engage a multigenerational workforce and lead to more satisfied, engaged employees. As a component of the annualperformance appraisal, peer review can create positive relationships, foster a better work environment, and allow peers to increase individual and group accountability. Peer review has many common elements that can be individualized to fit any type of unit or work culture. This article describes how to design, implement, and evaluate a unitbased peer review program. The content and steps outlined are intended to support nurse managers in implementing unitspecific peer review programs by focusing on existing expertise and best practices. The implementation steps are divided into 5 phases describing the introduction of concepts and getting nurses engaged, implementation guidelines, piloting the process, staff education, and ongoing evaluation. Staff involvement is the key to a successful unit-based peer review process.