Delegation, Supervision and Performance evaluations

In your own words, describe what “delegation” means for a nurse manager in relation to staff on a nursing unit, or perhaps staff in another department. Provide one example of what task might be delegated to another RN, and one example of what task might be delegated to an unlicensed member of the care team. Identify management skills that are needed to feel comfortable with delegation of tasks rather than doing all of the tasks without delegating.

In your own words, describe what “supervision” means for a nurse manager in relation to staff on a nursing unit. Provide one example of when supervision might be applied to another RN on the team, and one example of when supervision might be applied to an unlicensed member of the care team.

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Organizations often use periodic performance evaluations to align an employee’s goals with those of the organization, and also to provide valuable feedback about areas of strength and areas where growth is needed. Discuss the following with regard to performance evaluations:

Based on your reading and experience, what are the benefits of employees participating in their own evaluation versus having the supervisor fill out a form and present it to the employee? To what extent should the employee be involved in goal-setting, in your view?
Should a performance evaluation be tied to a pay increase? Many organizations do not base pay increases on the results of the evaluation, but rather follow an annual pay increase according to a predetermined schedule. Discuss the pros and cons of both ways of handling raises. Comment on which way has worked best for you and state why you believe this to be true.
Some organizations use what is called a “360-degree” evaluation for leadership staff, whereby leaders are evaluated by both their direct reports and people higher up on the chain of command to whom they themselves report. Do you think this process is of benefit for leaders within an organization? If so, why? Please research the 360-degree evaluation process before answering this question if you have not heard of it previously.
If you could design the “ideal” performance evaluation, what would it include and how would it be delivered between you and the person you are evaluating?

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