Performance assessment in health care providers: a critical review of evidence and current practice

Hamilton, Karen E Stc; Coates, Vivien; Kelly, Brendan; Boore, Jennifer; Cundell, Jill; Gracey, Jacquie; McFetridge, Brian; McGonigle, Mary; Sinclair, Marlene

doi:10.1111/j.1365-2934.2007.00780.x

Cited by 30 publications

(41 citation statements)

References 54 publications

(75 reference statements)

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“…Sector-wide performance assessment has been extensively introduced in the hospital sector; however, there are far less initiatives in the sector of social care, elderly care and mental health [39][40][41]. Our experience demonstrates that performance indicators can be developed for these sectors as well.…”

Section: Discussionmentioning

confidence: 90%

Making performance indicators work: The experience of using consensus indicators for external assessment of health and social services at regional level in Spain

et al. 2009

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Section: Discussionmentioning

confidence: 90%

Making performance indicators work: The experience of using consensus indicators for external assessment of health and social services at regional level in Spain

et al. 2009

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“…When using observations to evaluate intervention effectiveness, the Hawthorne effect may exaggerate improvements. On the other hand, some clinicians may feel uncomfortable and their performance could be impaired 87. With a properly performed video recording, the risk of inducing a Hawthorne effect is low, especially during clinical crises when the focus is directed elsewhere 88.…”

Section: Discussionmentioning

confidence: 99%

Observation for assessment of clinician performance: a narrative review

et al. 2015

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Observations are useful for the improvement of healthcare delivery through the identification of clinician lapses and weaknesses that affect quality and safety. Limitations of observations include the Hawthorne effect and the necessity of trained observers to capture and analyse the notes or videos. The comprehensive, subtle and sensitive information observations provided can supplement traditional quality assessment methods and inform targeted interventions to improve patient safety and the quality of care.

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“…For example, the use of multi-method approaches and clinical specialty-related assessment tools are highly recommended in nurse competence assessment to increase the validity and reliability of the measurement. [12,39,40] Also factors which enhance and impede competence performance and its development should be further explored.…”

Section: Discussion Of the Findingsmentioning

confidence: 99%

Congruence between nurse managers’ and nurses’ competence assessments: A correlation study

Numminen¹,

Leino‐Kilpi

Isoaho

et al. 2014

JNEP

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Background/objective: Nurse managers have an important impact on nurses' competence. However, research on managers' and nurses' competence assessments using the same criteria is scarce. For quality care it is important that these assessments align. This study compared nurses' and their managers' competence assessments. Methods:A cross-sectional, descriptive, comparative correlation design was applied. Participants were 1656 manager-nurse pairs conducting self-assessments and manager assessments respectively in a university hospital in Finland. The Nurse Competence Scale which measures nurses' generic level professional competence was used to collect the data. Means, range, frequencies, and standard deviations, and Mixed Models with Repeated Measures were used in data analysis.Results: Both managers and nurses assessed the competence level as good, but managers assessed the level significantly higher than nurses themselves. However, the overall competence profiles between the groups aligned. Higher competence level and smaller Visual Analogy Scale (VAS) score differences between the groups were related to individualized patient care, and ethically committed and flexible action in care situations. Lower competence level and bigger VAS score differences between groups concerned consultation, guiding, and evaluation activities within care team, developmental tasks, and use of research knowledge.Conclusions: Although the difference between managers' and nurses' competence assessments was significant in favour of managers, there is a strong congruence between the groups concerning core tasks of nursing. Competences with low scores, differences between groups, management's support, and factors influencing competence need further research for planning interventions to enhance competence development. Use of multiple assessment methods is recommended to add validity and reliability of the measurements.

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Performance assessment in health care providers: a critical review of evidence and current practice

Abstract: No single method is appropriate for assessing clinical performance. Rather, this study endorses proposals for a multi-method strategy to ensure that performance assessment demonstrates all attributes required for effective nursing and midwifery practice.

Cited by 30 publications

References 54 publications

Making performance indicators work: The experience of using consensus indicators for external assessment of health and social services at regional level in Spain

Making performance indicators work: The experience of using consensus indicators for external assessment of health and social services at regional level in Spain

Observation for assessment of clinician performance: a narrative review

Congruence between nurse managers’ and nurses’ competence assessments: A correlation study

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