Performance Appraisal For Clinical Staff

Performance Appraisal for Clinical StaffAt the completion of a successful 60 to 90 day training period, a performance appraisal should begiven. Appraisals should be given at least annually thereafter, separated from a discussion of a salaryincrease by at least one month. If a raise and performance appraisal are discussed simultaneously,staff members are more attuned to news of increased wages than to understanding and committingto needed improvements in work skills and habits. The following form may be edited to appropriatelyaddress dental assistants, hygienists, or lab technicians. An appraisal for a clinical auxiliary follows.

Performance Appraisal for Clinical StaffName:Date:Position/role:Date Hired:Instruction to the Appraiser1. Consider only one trait or quality at a time. Do not let your judgment concerning one traitinfluence your judgment of other traits.2. Consider the individual's entire work performance. Do not base your judgment on only one or tworecent occurrences.3. Please check only one box on each line. Include specific examples to illustrate comments.1. Results(output)2. Planningandorganization3. Mentalalertness(adaptability)4. Dependability5. Initiative;amount ofsupervisionrequiredWell abovestandards;excellent overallresults.Better thanothers usually;rarely falls belowstandards.Average; turnsout requiredamount of workbut seldom more.Generally all right; Frequently belowbut sometimesstandards; needsbelow standards. sharpimprovement.oReal talent fororganizing.Handles any jobsystematically.oMore thansatisfies jobrequirements.Plans in order touse timeeffectively.oQuicker thanmost in learningnew ways.oWorks in anorderly wayoccasionally.ODoes routinetasks, but doesnot plan otherwork efficiently.oVery disorderly.Does not followroutine workmethods well.oHandles nondetailedinstructions fairlywell.oNot especiallyalert. Slow ingrasping newinstructions.oLimited to routinejob. Learnsslowly; confusedby complexity.oExtraordinarilydependable in allaspects.Attendancesuperior. Neverlate.oDoes assignedjobs with a highdegree ofreliability. Rarelyabsent.oCan be dependedon to do a goodday’s work.MinimalabsenteeismoNot fullydependable.Absent toofrequently.oToo unreliable tokeep job ul.Developsassignmentswithout follow-upinstructions.oFairly selfsufficient.Requires littlefollow-up.oNeeds occasionalfollow-up. Doesassignmentswithout muchdirection.oRequires frequentfollow-up. Wantsto be shown andtold.oNeeds follow-upon all phases ofworkassignments.oooOutstanding in allrespects.oooThis document written by Ann Page Griffin is the property of Practicon and can be reproduced for use in private practice. It cannot bereproduced for sale or profit. Copyright Practicon Inc.

6. Ability to getalong withothers;cooperation andattitudeExceptional.Good teamplayer. Alwayscooperative.Cooperative.UsuallyUsually goes more cooperative. Maythan half way.clash with othersoccasionally.Cooperative onlywhen he/she hasto be. Frequentcomplaints fromco-workers.Too poor to keepon job withoutimprovement.oooooIllustrate each of the following evaluations with specific examples. Use a separate sheetfor notes if needed.ExcellentSatisfactoryNeedsImprovementOn time for workGeneral appearanceVoiceEnthusiasmSincerityMannerisms around officeCharts reviewedX-ray techniqueSterilization techniquesHealth history reviewedGeneral care of equipmentStocking and care of unitsResourcefulness with supplies and materialsLight on when Dr. at chairInstruments ready to handRubber dam placedMouth cleaned and checked to save timeThis document written by Ann Page Griffin is the property of Practicon and can be reproduced for use in private practice. It cannot bereproduced for sale or profit. Copyright Practicon Inc.

No wasted chair timeCharts written properly and neatlyEfficiency with amalgamsEfficiency with compositesEfficiency with sealantsEfficiency with crown and bridge proceduresEfficiency with space maintainersEfficiency with appliances/prosthesesEfficiency with surgeryEfficiency with endodonticsEfficiency with periodonticsEfficiency with recare patients and new examsEfficiency with emergenciesEfficiency with management casesEfficiency with medically compromised patientsThis document written by Ann Page Griffin is the property of Practicon and can be reproduced for use in private practice. It cannot bereproduced for sale or profit. Copyright Practicon Inc.

What do you as an employee feel should be changed (begun, stopped, or improved) about your workenvironment or the practice as a whole?Appraiser’s comments:Steps recommended for further employee development (i.e., additional training, growth of skills,change of attitude, initiative, etc.)Auxiliary's reaction and commitment:Auxiliary's signature:Date:Appraiser's signatureDateThis document written by Ann Page Griffin is the property of Practicon and can be reproduced for use in private practice. It cannot bereproduced for sale or profit. Copyright Practicon Inc.

At the completion of a successful 60 to 90 day training period, a performance appraisal should be given. Appraisals should be given at least annually thereafter, separated from a discussion of a salary increase by at least one month. If a rais