Use this step by step explanation to craft a good employee performance feedback review for a critical care unit manager. Find the right words with quality phrases.

A Critical Care Unit Manager assumes the overall primary responsibility of overseeing and management of all critical care unit activities. He or she will assume the overall accountability of all departments that pertain to critical care management. He or she will get to liaise with other hospital personnel to ensure that all critical care activities are done according to the laid down procedures and policies.

Other duties performed by him or her include; developing and implementing plans and policies with the Critical Care department, ensure strict compliance of all critical care rules and regulation, supervise and evaluate the performances of all personnel under him or her, prepare and assign responsibilities accordingly and undertaking appropriate documentation and reporting of all activities done in the unit.

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.

Shows great skills and abilities when it comes to wrapping up deals.

Acts soberly when a difficult situation arises during the negotiation process.

2

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Asks one's boss for more responsibilities in order to broaden one's skill set and keep one stimulated and motivated to work

Makes realistic lists for the day in order to increase motivation to accomplish goals and gain momentum from crossing things off the list once they are complete

2

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.

Explains the specific goals for each task and how one will know whether or not an employee has accomplished the goal

Assigns smaller tasks to newer employees in order to build their competence and confidence

2

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Have no difficulty at all working along with others in the organization

Creates an environment of open communication and trust among the employees and management

3

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Gives extremely good remarks and feedback to all the team members who outdo themselves

Expert in providing good management skills to employees and the management

3

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Makes the customer feel valued; offers trusted advice to customers who want to develop a long-term relationship with the company

Maintains an eye contact when having a conversation with a colleague and does not let one's own gaze drift all over the place

2

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Looks at a person's ability to learn from their past experiences and use that learning on new situations at work

Checks to see whether a person takes time to work on weak areas after receiving feedback

3

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

Prepares for any contradictions by practicing own pitch and giving it a thorough evaluation before meeting the person one wants to persuade

Remains calm in order to avoid an appearance of self-doubt and anxiety and speaks in a clear, straightforward manner

2

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Stays abreast of industry trends that help one perform own tasks faster and better and become more efficient

Uses appropriate tools to check and ensure that all parts of a task or project are complete before submission

2

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.

Knows how to communicate information and answer most questions related to a product

Shows willingness to understand industry trends, terminologies, and concepts surrounding a product

2

Self Evaluation

Self Evaluation Question

Employee Comments

NEGOTIATION SKILLS:

Have you ever been involved in any negotiation process? What did you learn from it?

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

[employee comments]
MOTIVATING OTHERS:

Do you prefer working in a busy environment or one that is quiet? Why?

Is there a time when you have not accomplished a task due to lack of motivation? What led to your lack of motivation? How did you fix it?

[employee comments]
DELEGATION:

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

How do you deal with an employee who does not deliver a project on the agreed time?

[employee comments]
TEAM BUILDING:

Do you cooperate with others in your group to lead, follow, contribute, advice or you just watch?

Do you easily cooperate with others when asked to or do you follow your own ideas without submission?

[employee comments]
MANAGEMENT SKILLS:

How do employees and supervisors respond to your leadership skills?

Do you always have the necessary support to your staff?

[employee comments]
EMPATHY:

Can you think of a time when you had to deliver less than ideal news? How did you go about it?

What is one thing you wish other colleagues knew about you, but they don't?

[employee comments]
EVALUATING OTHERS:

Describe a time when you went into a performance review without preparation. How did it go?

What ways, if any, have you used to help underperforming colleagues improve their performance?

[employee comments]
PERSUADING OTHERS:

What are some of the things that you have done to improve your ability to persuade others?

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

[employee comments]
MANAGING DETAILS:

How would you deal with a team member who is super detail oriented, that he/she always slows the team down?

How have you helped your team members improve their ability to manage details? How has this improved the overall productivity of the team?

[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:

Related Articles