<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0873-3015</journal-id>
<journal-title><![CDATA[Millenium - Journal of Education, Technologies, and Health]]></journal-title>
<abbrev-journal-title><![CDATA[Mill]]></abbrev-journal-title>
<issn>0873-3015</issn>
<publisher>
<publisher-name><![CDATA[Instituto Politécnico de Viseu (IPV)]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0873-30152023000100208</article-id>
<article-id pub-id-type="doi">10.29352/mill0220.27352</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[The performance appraisal of nurses: a qualitative study]]></article-title>
<article-title xml:lang="pt"><![CDATA[A avaliação de desempenho dos enfermeiros: um estudo qualitativo]]></article-title>
<article-title xml:lang="es"><![CDATA[La evaluación del desempeño de los enfermeros: un estudio cualitativo]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Jerónimo]]></surname>
<given-names><![CDATA[Lúcia]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Araújo]]></surname>
<given-names><![CDATA[Nuno]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
<xref ref-type="aff" rid="Aaf"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Centro Hospitalar Universitário de Lisboa Central  ]]></institution>
<addr-line><![CDATA[Lisboa ]]></addr-line>
<country>Portugal</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Instituto Politécnico de Saúde do Norte Escola Superior de Saúde do Vale do Ave ]]></institution>
<addr-line><![CDATA[Famalicão ]]></addr-line>
<country>Portugal</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Business Research Unit (BRU-IUL)  ]]></institution>
<addr-line><![CDATA[Lisboa ]]></addr-line>
<country>Portugal</country>
</aff>
<pub-date pub-type="pub">
<day>30</day>
<month>04</month>
<year>2023</year>
</pub-date>
<pub-date pub-type="epub">
<day>30</day>
<month>04</month>
<year>2023</year>
</pub-date>
<numero>20</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_arttext&amp;pid=S0873-30152023000100208&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_abstract&amp;pid=S0873-30152023000100208&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_pdf&amp;pid=S0873-30152023000100208&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract  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.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo  Introdução:  A avaliação de desempenho é uma pedra angular na gestão de recursos humanos em qualquer organização. É hoje obrigatória, essencial e necessária, para a dinamização e promoção da melhoria do desempenho individual, sendo uma força motivadora da melhoria do desempenho, melhoria da qualidade, com implicações diretas no sucesso das organizações, ao promover o sucesso estratégico e sustentado da organização.  Objetivos: Identificar que elementos devem estar incluídos no referencial de avaliação de desempenho dos enfermeiros; identificar boas práticas sobre o processo de realização da avaliação de desempenho.  Métodos:  Estudo de abordagem qualitativa, descritivo exploratório. A amostragem foi intencional, sendo constituída por 12 enfermeiros. Foram realizadas entrevistas semi-estruturadas a enfermeiros do setor público, privado e social.  Resultados:  O sistema de avaliação atual em vigência apresenta diversas lacunas. Um modelo de avaliação ideal deve incidir nas competências; os objetivos pessoais devem ser articulados com os objetivos organizacionais, a avaliação deve ser realizada pelo superior hierárquico, anualmente, com avaliação quantitativa e deve estar predefinido um sistema de recompensas.  Conclusão:  A avaliação de desempenho promove o desenvolvimento profissional e estimula a performance individual; deve haver uma negociação articulada dos objetivos, respeitando os objetivos organizacionais e pessoais. O modelo deve adotar uma avaliação quantitativa, anual, pelo superior hierárquico, com um sistema de recompensas obrigatório associado.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen  Introducción:  La evaluación del desempeño es un pilar de la gestión de los recursos humanos en cualquier organización. Ahora es obligatorio, esencial y necesario para el dinamismo y promoción de la mejora del desempeño individual, siendo una fuerza motivadora para la mejora del desempeño, la mejora de la calidad, con implicaciones directas para el éxito de las organizaciones, al promover el éxito estratégico y sostenido de la organización.  Objetivos:  Identificar qué elementos deben ser incluidos en el marco de evaluación del desempeño de los enfermeros; Identificar buenas prácticas en el proceso de evaluación del desempeño.  Métodos:  Estudio con enfoque cualitativo, descriptivo y exploratorio. El muestreo fue intencional, conformado por 12 enfermeros. Se realizaron entrevistas semiestructuradas a enfermeras del sector público, privado y social.  Resultados:  El sistema de evaluación actual tiene varias lagunas. Un modelo de evaluación ideal debería centrarse en las competencias; los objetivos personales deben estar articulados con los objetivos organizacionales, la evaluación debe ser realizada por el superior jerárquico, anualmente, con evaluación cuantitativa y debe predefinirse un sistema de recompensas.  Conclusión:  La evaluación del desempeño promueve el desarrollo profesional y estimula el desempeño individual; debe haber una negociación articulada de objetivos, respetando los objetivos organizacionales y personales. El modelo debe adoptar una evaluación anual cuantitativa por parte del superior jerárquico, con un sistema de recompensa obligatorio asociado.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[nurses]]></kwd>
<kwd lng="en"><![CDATA[performance evaluation]]></kwd>
<kwd lng="en"><![CDATA[appraisar]]></kwd>
<kwd lng="en"><![CDATA[appraised]]></kwd>
<kwd lng="pt"><![CDATA[enfermeiros]]></kwd>
<kwd lng="pt"><![CDATA[avaliação de desempenho]]></kwd>
<kwd lng="pt"><![CDATA[avaliador]]></kwd>
<kwd lng="pt"><![CDATA[avaliado]]></kwd>
<kwd lng="es"><![CDATA[enfermeras]]></kwd>
<kwd lng="es"><![CDATA[evaluación del desempeño]]></kwd>
<kwd lng="es"><![CDATA[evaluador]]></kwd>
<kwd lng="es"><![CDATA[evaluado]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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