Knowledge of the job description, combined with the performance evaluation process, creates the foundation for initial and ongoing employment for all employees in the organization. Once the job description is finalized in writing, each employee must review and sign this document upon initial hire and when any changes are made. The essential functions section of the evaluation is specific to each role and forms a part of the overall performance evaluation process. These essential functions are unique to each role and are derived from the job description. To effectively evaluate nurses' job performance, it is necessary to define nurses' work more precisely and establish intelligent ways to measure impact (Ladden, 2009). In this structure, employee performance evaluation is conducted after the first ninety days of work and then annually. The annual evaluation process is conducted for all staff throughout the month of March. Overall, the probationary review is effective because it allows new employees to receive feedback on their performance before the annual evaluation, which is tied to financial compensation. Having a set month for which all assessments are due is much easier for leaders to accomplish, meet staff expectations for timeliness, and ensure the completion date is met according to hospital policy. Before starting the current position, a job description and a formal document the offer letter has been provided. Both had to be signed and returned before transfer fees were guaranteed. Since this position was recently established, the initial job description included input from the writer and was determined to...... middle of document ......g (The Magnet Model Components and Sources of Evidence, 2008). Keeping this in mind as a nursing leader is key to future success. References Drenkard, K., & Swartaount, E. (2005, November). Journal of Nursing Administration. Retrieved March 15, 2011, from Effectiveness of a Clinical Ladder Program: http://www.LOOK UPLadden, MD (2009, November). Charting the future of nursing. Retrieved March 15, 2011, from Perspectives on Pay for Performance in Nursing: Key Considerations in Shaping Payment Systems to Drive Better Patient Outcomes: http://www.rwjf.org_charting_nurses_future.htmlMarshall, J. (2006, May 9). HCPro. Retrieved March 15, 2011, from Retain Top Nurses With a Clinical Ladder: http://www.hcpro.com/NRS-59006-3238.htmlThe Magnet Model Components and Sources of Evidence. (2008). Silver Spring: American Nurses Credentialing Center.