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IRCT20180428039445N2 IRCT 2018-12-18 Shiraz University of Medical Sciences The Effect of Structured Feedback on Nurses The Effect of Structural Mutual Feedback on Nurses' Individual Performance Score 2017-01-09 anticipated 100 Complete https://irct.ir/trial/33163 interventional Randomization: Randomized, Blinding: Not blinded, Placebo: Not used, Assignment: Single, Purpose: Education/Guidance, Randomization description: We have two blocks (AB and BA blocks). Using the random number table, the individual numbers were divided into blocks AB and the coupled numbers into the BA block. This will continue to complete the number of samples in two groups. N/A Individual Nurses' Performance. Intervention 1: Intervention group: Evaluation criteria for each employee in the form of three titles: 1) Ethics, values ​​and culture; 2) Knowledge, skills and ability; and 3) The objective results and factors, their impact factors in the evaluation form. So that the contribution of each of the above criteria as a result of the assessment is 20, 30, and 50 percent respectively, which indicates the importance of each criterion in the assessment. Each manager and supervisor will be required, at the beginning of the course, to discuss with the staff of his direct subcommittee the objectives and expectations of the notification in accordance with the assessment criteria. Objectives must be specific, measurable, achievable, relevant to the occupation, and timely organizational goals. Managers and supervisors are required during the evaluation period to continuous monitoring the behavior and performance of the staff of the subsystem, to provide appropriate and timely feedback, and to provide the necessary information to improve performance and achieve the stated goals. In this regard, in order to prevent evaluation errors, the behavior and performance of the staff as well as the feedback and advice given to them, will be recorded by the direct supervisor as appropriate. At the end of each period, each supervisor completes the performance evaluation form of his subordinate staff during individual meetings, and announces the result. The score for each person will be between 0 and 100. Employees also comment on how they evaluate, respond to their responsibilities and plan to resolve problems. Intervention 2: Control group: The evaluation score will be communicated to the individual in a general way, without giving details and without giving feedback and receiving feedback. Undecided - It is not yet known if there will be a plan to make this available Justification or reason for indecision in sharing IPD is No more information.
public Leila Bazrafcan
Zand Avenue, Shiraz University of Medical Sciences Building
Shiraz Iran (Islamic Republic of) 71345-1978 +98 71 1635 6164 Bazrafkanl@sums.ac.ir Shiraz University of Medical Sciences scientific Leila Bazrafcan
Zand Avenue, Shiraz University of Medical Sciences Building
Shiraz Iran (Islamic Republic of) 71345-1978 +98 71 1647 4254 Bazrafcanl@sums.ac.ir Shiraz University of Medical Sciences Iran (Islamic Republic of) Have at least one year of work experience. Officially hired. Satisfaction and collaboration required to participate in the study. no limit no limit Both Age over 60 years old. There is not enough time to attend the study. Other Other Intervention group: Evaluation criteria for each employee in the form of three titles: 1) Ethics, values ​​and culture; 2) Knowledge, skills and ability; and 3) The objective results and factors, their impact factors in the evaluation form. So that the contribution of each of the above criteria as a result of the assessment is 20, 30, and 50 percent respectively, which indicates the importance of each criterion in the assessment. Each manager and supervisor will be required, at the beginning of the course, to discuss with the staff of his direct subcommittee the objectives and expectations of the notification in accordance with the assessment criteria. Objectives must be specific, measurable, achievable, relevant to the occupation, and timely organizational goals. Managers and supervisors are required during the evaluation period to continuous monitoring the behavior and performance of the staff of the subsystem, to provide appropriate and timely feedback, and to provide the necessary information to improve performance and achieve the stated goals. In this regard, in order to prevent evaluation errors, the behavior and performance of the staff as well as the feedback and advice given to them, will be recorded by the direct supervisor as appropriate. At the end of each period, each supervisor completes the performance evaluation form of his subordinate staff during individual meetings, and announces the result. The score for each person will be between 0 and 100. Employees also comment on how they evaluate, respond to their responsibilities and plan to resolve problems. Control group: The evaluation score will be communicated to the individual in a general way, without giving details and without giving feedback and receiving feedback. Nurses' Performance. Timepoint: Before and a week after the intervention. Method of measurement: The form of employee performance evaluation is based on the assessment of the staff assessment of the social security organization established by the Committee for the Identification and Establishment of Benefits. Nursing Job Satisfaction. Timepoint: Before and a week after the intervention. Method of measurement: Paule Spector's Job Satisfaction Questionnaire. Shiraz University of Medical Sciences Approved 2017-01-08 Ethics committee of Shiraz University of Medical Sciences Zand Street, headquarters of Medical Sciences Shiraz Fars Iran (Islamic Republic of)