Performance appraisal of decentralized pharmacists

A survey was conducted to examine how managers evaluate the competency of individual hospital pharmacists in a decentralized or satellite setting. Sixteen hospitals in the Western United States were surveyed onsite by the author. Sixteen managers and 40 staff pharmacists were interviewed. The objectives of this study were: (a) to investigate the performance appraisal process used by the organization (including the type of evaluation tool used and frequency of performance appraisal), and (c) to examine management and employee expectations of the appraisal process. The results of this study indicate that managers do the annual evaluation because it is required. Most managers to no use the performance appraisal for developmental purposes. Managers tend to perceive the entire process of the performance appraisal as more meaningful and reliable than do the pharmacists. Fifty-six percent of the hospital pharmacies surveyed use the graphic rating scale type of appraisal instrument. This type of instrument is easy to develop and use, but generally provides information on personality traits, rather that on actual performance. Thirty-eight percent of surveyed pharmacies use the performance standards type of appraisal. Eighty percent of the pharmacists feel manager do not have enough contact with the pharmacist to accurately evaluate performance, while 56% of the managers believe there is sufficient contact to evaluate performance. Managers do the majority of pharmacist performance ratings, but both managers and pharmacists agree that peer pharmacists should rate other pharmacists' performance. On the average, managers believe they give positive feedback to the pharmacists at least once a month, while pharmacist believe positive feedback occurs only once per year. A significant number of pharmacist do not know what is expected of them to improve their performance for the next appraisal. General, the performance appraisal gravitates to the low side of the manager's priority list until attention is required to meet a mandated deadline.