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

An Intensive Care Unit Nurses have the primary role of offering or providing direct care to patients who are facing life-threatening medical conditions within the confines of an intensive care unit. He or she will get to provide a holistic care approach that is in line with the patients and family needs as well as promoting good team environment to ensure that things run smoothly.

Other duties that they will get to perform from time to time include; assisting the general doctor in undertaking certain procedures, monitoring and recording the patient's vital signs, taking body samples for test, managing all Intensive care unit equipment comprising of life support machine, ordering diagnostic tests, provide patients with personal care and administering medications.

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.

Puts views and opinions in a non-confrontational manner and keeps cool when things get out of hand.

Uses great verbal communication abilities to try to pass ideas across in a clear manner.

2

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.

Has a good way of solving team conflicts and ensures that peace and harmony are upheld.

Always ready to help other team members with their work to ensure it is completed on time.

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.

Takes the time to learn employees' strengths and weaknesses and delegates tasks to whoever has the largest number of relevant skills for that task

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

2

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Is highly organized; takes notes in order to capture every detail instead of trying to remember everything

Considers the employer's point of view instead of arguing about it, shouting or being uncompassionate

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.

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

Asks questions to find out why someone is hesitant to agree with one's ideas and backs up own statements with credible evidence

2

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Develops multiple possible ways to prevent the problem in order to come up with the right one

Creates realistic projects deadlines and milestones in order to stay on track and avoid missing deadlines

3

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.

Slows down when one is upset or stressed; refrains from making hasty decisions in order to avoid hurting others

Remains calm even when one is upset and empathizes with others instead of kicking them when they are going through a hard time

2

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.

Communicates projects' instructions effectively and asks team members to paraphrase what one has said to make sure that they have understood the concept

Constantly tracks a project in its early stages to identify and fix errors that could affect the overall quality of the project

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 a product can be integrated with or connected to other things

Puts effort to understand most of the procedures and policies that guide products and services

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?

Describe your best and worst moments of any negotiation process you have been part of?

[employee comments]
TEAMWORK SKILLS:

Give an instance you contributed actively to a group problem and what was the result?

Give an instance you helped your team members to finish their tasks before the deadline?

[employee comments]
DELEGATION:

Is there a time when you have made a terrible mistake due to poor delegation skills? What happened and how was it resolved?

What are some of the things you have done to improve your delegation skills?

[employee comments]
FOLLOWING DIRECTIONS:

Which is one time you have made mistakes due to not following directions? Were the mistakes fixed? How did you do it?

Is there a time you have had a conflict with a customer or colleague due to not following simple instructions? How did you resolve the conflict?

[employee comments]
PERSONAL DRIVE:

What role has your supervisor, manager or colleagues played in improving your personal drive in the workplace?

Can you think of a time when the events or actions of a colleague adversely affected your personal drive? How did you cope with that?

[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?

In your opinion, which is the best time to persuade others? Explain your answer

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have faced a huge problem that could have been prevented? How did you go about solving it?

What are some of the project management tools, if any, that you have used to determine the future of your project?

[employee comments]
USING COMMON SENSE:

How do you help other employees use common sense at work? When is the last time this happened?

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

[employee comments]
QUALITY OF WORK:

What are some of the programs you have initiated, if any, to train new employees on the company values and standards?

What are some of the tools that you have used to check for information accuracy before working on it?

[employee comments]
PRODUCT KNOWLEDGE:

What efforts are you making to improve your understanding of different product specifications?

What are you doing to improve your ability to fix problems associated with a product?

[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