Use this sample and step by step explanation to craft a meaningful 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.

Not willing to compromise during the negotiation process to achieve a win-win solution.

Finds it difficult to put points across in a clear and understandable manner.

1

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

Sets career goals that match with those of the company in order to stay motivated during the workweek

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 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

Accepts partially finished work, which puts one is a position of redoing the work

1

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

Shy away from assignments that require group efforts and does not show up for group discussions

Works well with the team only when heading a project but doesn't help others with their projects.

1

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.

Highly responsible with the staff always informed what is happening in their professional and personal life

Gains the employee's respect by respecting each one of them without favoritism

2

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

Sets oneself the challenge of having a conversation with a stranger every week in order to understand life in another person's perspective

2

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

Is not honest when evaluating people's work; gives credit to people who don't deserve it and denies those who really deserve it

Uses judgment phrases such as "that was the wrong thing to do", or "good leaders don't", when evaluating people

1

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

Does not take the time to find out what the other person really needs before starting the persuasion process

1

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.

Gets lost in the various details present in a project or task and ultimately loses focus on the actual project or task

Insists that a job be done in a certain way and does not welcome new ideas from others members of the team

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.

Does not know how to install and configure most products

Hardly understands how a product addresses the needs of a client

1

Self Evaluation

Self Evaluation Question

Employee Comments

NEGOTIATION SKILLS:

Give an instance that you managed to negotiate on something. What was the result?

Have you ever lost your temper while negotiating with someone and what was the outcome?

[employee comments]
MOTIVATING OTHERS:

What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties?

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:

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

How do you ensure that the person you assign a task has understood all the instructions?

[employee comments]
TEAM BUILDING:

Should you take a more active role and contribute more to your future teamwork?

How effectively did you work together with others on this project?

[employee comments]
MANAGEMENT SKILLS:

How have you led the efforts of your team to ensure they emerge the best?

Do your workers respect or fear you and do your leadership role intimidate them?

[employee comments]
EMPATHY:

In your opinion, what are the ingredients in building and maintaining good relationships with colleagues at work?

Can you think of a time someone interpreted something you said negatively, even though you didn't intend for it to be negative?

[employee comments]
EVALUATING OTHERS:

What techniques have you used to evaluate others? What have you done to improve these techniques?

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

[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?

What are some of the challenges you have faced when trying to persuade others and how have you overcome them?

[employee comments]
MANAGING DETAILS:

How do you manage distractions at work? Describe a time when a project or task you were working on faced a major distraction

How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used?

[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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