Introduction:

Performance appraisal is a cornerstone of human resource management in any organization. It is now mandatory, essential and necessary, for the dynamism and promotion of individual performance improvement, being a motivating force for performance improvement, quality improvement, with direct implications for the success of organizations, by promoting the strategic and sustained success of the organization.

Objetives:

To identify which elements should be included in the nurses' performance evaluation framework; Identify good practices on the performance evaluation process.

Methods:

Study with a qualitative approach, descriptive and exploratory. Sampling was intentional, consisting of 12 nurses. Semi-structured interviews were carried out with nurses from the public, private and social sectors.

Results:

The current evaluation system in place has several gaps. An ideal assessment model should focus on competencies; the personal objectives must be articulated with the organizational objectives, the evaluation must be carried out by the hierarchical superior, annually, with quantitative evaluation and a reward system must be predefined.

Conclusion:

Performance evaluation promotes professional development and stimulates individual performance; there must be an articulated negotiation of objectives, respecting organizational and personal objectives. The model must adopt a quantitative, annual assessment by the hierarchical superior, with an associated mandatory reward system.

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