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Addillade and Partners is a private medical practice with a full-time staff of about 15 nurses. Until now, the performance management system at Addillade has been based on a direct evaluation approach. The partners would simply rate how well each nurse they interacted with over the course of the year performed. However, some of the nurses have complained that the system isn’t fair. One of the criticisms is that some managers are known to be good ones to work for – their nurses tend to receive high ratings and, as a result, high rewards. Other managers don’t really provide any feedback; each nurse is simply given a score at the end of the review period without any insight into why he received that score or what they could do to improve.

Because Addillade relies so extensively on its nurses, the partners have decided to take steps to improve their perceived fairness of the system. In doing so, the partners are considering using the graphic rating scale to evaluate the nurses:

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1. From an administrative perspective, what are some of the potential problems with this evaluation form? What are some of the potential problems from a developmental perspective?
2. What are the strengths and weaknesses of this evaluation form relative to a ranking form?
3. What recommendations would you make to improve the evaluation form?
4. Pick two other evaluation methods and describe how you would use them in this situation. What challenges does each present? Of the two, which approach is best? Why?

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