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

A Pediatric Clinical Nurse Specialist is a nurse who is tasked with offering the highest level of medical service with a specialty in children health within a clinical setup. He/she will also get to advise parents on the proper way of managing their children medical needs and educate the nurses on the new pediatric medical procedures.

In addition, he/she can perform the following responsibilities: make use of clinical practices to improve pediatric service, develop proper plan to manage pediatric medical, work in close collaboration with other medical staffs, organizing and coordinating medical services concerning children health and participating in research work from time to time.

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.

Does not act soberly when the negotiation process hits a dead end and tends to lash out when it goes wrong.

Does not take charge of the negotiation process and allows it t go out of hand.

1

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.

Communicates opinions and ideas in a clear and concise way to the other team members.

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

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 keep the lines of communication open thus makes team members feel uncomfortable with contributing ideas that help solve 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.

Takes the project back when one is not satisfied with the progress instead of working with the employee to make sure that he/she understands the project to be his/her responsibility

Does not take the time to match the skills of the person handling the task to the task that needs to be done thus ends up assigning the task to the wrong person

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.

Rewards and praises colleagues for their accomplishments and strengths, and provides constructive feedback designed to focus on how to improve

Tries to come up with answers that truly explain one's own feelings and refrains with negative answers such as "I don't know"

2

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Keeps weekly and daily goals checklists in order to keep track of one's most important tasks and stay committed to accomplishing them

Finds an emotionally charged reason to commit and move through any pain, adversity, and apathy that arise as a result of the set goals

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.

Does not show honesty at work; often lies to colleagues and customers without considering the impact it will have on the company

Gets frustrated when a project fails to meet expectations and does not show willingness to try again

1

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

Provides too much information, which only gets people confused and makes them think that one is trying to blind them

Does not respect the other person's ideas or suggestions; regards own ideas as the best and does not care about what others have to say

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.

Spends most of the work time either on focusing on areas that are not important or on doing meaningless tasks

Does not know how to anticipate problems thus panics when faced with challenges on the way to accomplishing own goals

1

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

Receives substandard feedback from most customers and is viewed as the not to go to person

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

1

Self Evaluation

Self Evaluation Question

Employee Comments

NEGOTIATION SKILLS:

Have you ever compromised to help reach an acceptable solution?

Have you ever backed out of negotiation process and what was the outcome?

[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]
COLLABORATING WITH OTHERS:

What are some of the challenges you have faced when working with others? How do you manage to stay focused despite the challenges?

Some people prefer working alone while other prefer working as a team. What do you prefer and why?

[employee comments]
DELEGATION:

Can you describe a time when you have solved a major company problem due to an effective delegation of tasks?

How do you make a decision to delegate work? How do you choose the appropriate employee to handle a certain task?

[employee comments]
EMPATHY:

How can you tell that a colleague needs help? What steps would you go through to provide comfort?

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

[employee comments]
PERSONAL COMMITMENT:

What do you use to plan your tasks? Is there a time when you missed an appointment due to lack of proper planning?

Describe a great change that occurred in a project you were working on. How did you adapt to this change?

[employee comments]
PERSONAL DRIVE:

Describe how you demonstrate personal drive at work. What have you done to improve your personal drive?

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

[employee comments]
PERSUADING OTHERS:

Is there a time when you have had to persuade a group of managers to accept your proposal or idea? How did you go about it?

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

[employee comments]
USING COMMON SENSE:

How have you used common sense at work to meet your goals? Give a specific example when this happened

What have you done to avoid the most common arguments with your colleagues and customers?

[employee comments]
CUSTOMER SERVICE:

Are there any instances where customers asked irrelevant questions? How did you handle such customers?

What efforts are you making to gain more understanding about company products?

[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