Use this step by step explanation to craft a good employee performance feedback review for an icu staff nurse. Find the right words with quality phrases.

An ICU Staff Nurse is tasked with the primary role of providing first care to patients with life-threatening medical conditions such as invasive surgery, road accidents, and organ failures. He or she will perform careful assessment and monitoring of patients? progress for any changes and offer correct solutions when need be. He or she will also get to offer personal care to the patients from time to time.

Other duties that he or she can perform are; treating wounds and injuries, observing and recording all vital signs and symptoms of the patients, ensuring that all critical lifesaving machines are working properly, performing diagnostic tests, administering medications to the patients and assisting the doctor to perform certain medical procedures.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

Rating Meaning

The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies.

1

Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results.

2

The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work.

3

Supervisor's Feedback

Skill

Comments

Rating

NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace.

Engages the other party in a nice way that builds rapport and makes the other person relaxed and comfortable.

Knows how to present issues in a clear and concise manner that is well understood by all parties.

3

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Respects the ideas and opinions that the other team members have to say.

Displays good planning and organizing skills and ensures that all team activities are run in a proper manner.

3

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Selects one's tasks, with a general sequence of events in mind, in order to complete them without needless repetition or redundancy

Sets a timer or makes a mental note to remind oneself to pay attention to a task when one gets distracted

3

DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Delegates tasks to the lowest possible organizational level in order to help develop employees on that level and increase workplace efficiency

Makes sure that the person assigned the task knows that he/she needs to report any problem associated with the project or task at hand

3

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Is always looking for new ways to help the team members achieve their personal goals as well as the company goals

Creates time to reflect on one's own behavior and the impact it has on other employees, the company, and the customers

3

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Thinks about how incredible one is to the situation at hand before one is able to persuade others

Approaches a person when he/she is more relaxed and open discussions in order to achieve faster and better results

3

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Uses downtime to prepare for future tasks, catch up on backlogs or as a time to do simple or easy tasks

Marks positive changes in own performance in order to implement them further and identifies areas that need improvement

2

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Plans ahead in order to avoid doing things haphazardly, and without an idea of the consequences

Tracks own time and writes everything that needs to be done down in order not to miss an important commitment

3

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Recognizes and rewards employees who have consistently produced quality work in order to keep them motivated to continue working hard

Conducts regular performance reviews of team members to let them identify what they have done well and areas that need improvement

3

PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.

Demonstrates awareness about the customer experience offered by the product

Understands how to fix all problems associated with a product

3

Self Evaluation

Self Evaluation Question

Employee Comments

NEGOTIATION SKILLS:

When negotiating how well do you take charge of the process?

Have the results of any negotiation process gone against your expectations?

[employee comments]
TEAMWORK SKILLS:

Do you make your voice heard on team issues, or you allow others to come up with the ideas?

Do you show leadership skills while you are in a team and how will you rate your leadership skills?

[employee comments]
MULTI-TASKING:

What effect does handling many things simultaneously have on you? When is the last time this happened?

What are some of the ways and techniques that you have found to make handling of multiple tasks easier and more effective?

[employee comments]
DELEGATION:

Do you regard yourself a micro or macro manager? How do you delegate your tasks or projects?

Would you train a new employee to perform a certain task for you or would you prefer an employee who already has the required skills to handle the task? Why?

[employee comments]
PERSONAL DRIVE:

Is there a time when you have received an award from the company? What was the award? Why did you receive the award?

If you were asked to supervise your colleagues, how would you interact with them in order to help them find their personal drive?

[employee comments]
PERSUADING OTHERS:

Describe a time when you have used persuasion to convince someone to see things your way. What tips did you use?

Describe the most difficult persuasion exercise you have conducted. What made it difficult and how did you go about it?

[employee comments]
ROLE AWARENESS:

What have you done to help team members become more aware of their roles in a team project?

In your opinion, do you think it is important for employers to develop ways to help employees become more aware of their positions it the company? Explain

[employee comments]
USING COMMON SENSE:

Describe a time when you have had an argument with your boss because you had not done something that required common sense. What was it and how did you defend yourself?

How do you avoid making the most common mistakes at work like being late or missing deadlines?

[employee comments]
QUALITY OF WORK:

Describe the most challenging task you have handled. What made it challenging and what was the quality of work produced?

What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company?

[employee comments]
PRODUCT KNOWLEDGE:

What are you doing to enhance your understanding of industry trends, terminologies, and concepts surrounding a product?

Have you ever failed to demonstrate how a product can be integrated with another? What did you do to improve?

[employee comments]

Summary

Sections 1-4: To be completed by the supervisor

Section 5: To be completed by the employee

1. Exceeds Job Related Expectations

2. Areas to improve

3. Goals completed since last performance feedback

4. Goals for next period

5. Employee comments

Signatures

I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal.
Employee: Date:
Supervisor: Date:
Human Resources: Date:

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