Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a cardiovascular clinical nurse specialist. Find the right words with quality phrases.

A Cardiovascular Clinical Nurse Specialist is responsible for coordinating and facilitating cardiology activities in the clinical environment. He/she coordinates imaging test as per the directive of the senior doctor. They are generally in charge of providing support within the cardiology department in regards to nursing duties by taking care of people with cardiovascular diseases and helping to rehabilitate them.

Besides that he/she can get to perform the following roles: evaluating overall patient care, mentoring and supervising junior staff, offering comprehensive cardiology patient care, applying research findings to cardiology-related issues, consulting complicated nursing problems mostly on matters about cardiology and performing administrative roles when needed to.

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

ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit.

Does not know how to follow protocol when handling work related issues

Manages time in an improper way leading to work piling up overtime.

1

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.

Keeps an open mindset during a negotiation process so ensure that an acceptable solution is arrived at.

2

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Creates an environment where members are afraid of airing their views for fear of being judged

Does not understand the importance of setting goals or contributing solutions to problems

1

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.

Assumes that the person assigned the task understands what one wants, rather than making sure he/she does actually understand

Is not clear about the vision, outcome, and timeline of the project; expects people to read one's mind on the same

1

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.

Pays attention to the surrounding, the expressions, feelings, and actions of the people before interacting with them

Does not just want to be right to proof a point, rather, is truly interested in the best outcome or solution to a problem

2

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.

Operates as an effective representative of the company in both internal and external forums

Feels anxious and have doubts, but has learned how to stop one's anxiety and doubts from overwhelming oneself

2

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

Thinks that one is perfect in persuasion and therefore fails to hone own skills instead of looking at areas where one needs to improve

Imposes one's own views instead of listening to what others have in mind and coming up with an agreement

1

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.

Assumes to know everything and does not ask for help from others even when one needs it

Bases own opinions on what others think instead of doing own research and looking at both sides of the story

1

CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise.

Does not manage the expectations of customers by failing to give reasons for delays

Demonstrates insufficient knowledge of company products and does not bother to stay updated with changes to products

1

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 little outstanding understanding on how a product compares to rival products

Shows little willingness to understand how products address the needs of clients

1

Self Evaluation

Self Evaluation Question

Employee Comments

ORGANIZED WORKPLACE:

Do you feel you value your job? Explain your answer.

Do you feel the rules, procedures, and protocols of the company are relevant to having an organized workplace?

[employee comments]
NEGOTIATION SKILLS:

Have you ever compromised to help reach an acceptable solution?

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

[employee comments]
COLLABORATING WITH OTHERS:

Can you describe a team experience which you have found rewarding?

Can you describe the most disappointing team experience you have ever had? Is there anything you could have done to prevent it?

[employee comments]
DELEGATION:

Describe a time when you have had to deal with an employee who was not following your instructions on an assigned project. How did you go about it?

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]
EMPATHY:

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

Describe a time when you were able to strengthen a relationship between colleagues using effective communication. What made your communication effective?

[employee comments]
PERSONAL DRIVE:

What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished?

If you were given a management role, how would you create a working environment that employees found motivating?

[employee comments]
PERSUADING OTHERS:

When selling an idea, it is sometimes useful for one to use real-life stories. Can you give an example of a time when you were able to do that? What was the outcome?

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

[employee comments]
USING COMMON SENSE:

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

When is the last time you apologized to a colleague? What had you done and why did you feel the need to do this?

[employee comments]
CUSTOMER SERVICE:

Can you recall of any situations where customers made objections? How did you react?

Can you think of a time where you felt you had not responded well? How did you correct the situation?

[employee comments]
PRODUCT KNOWLEDGE:

Can you think of a situation where you demonstrated your ability to fix problems associated with a product?

What are you doing to improve your ability to explain to a client how a new product works?

[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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