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

Allows the negotiation process to go on without seeking any form of clarification on issues not well understood.

Does not exude any form of confidence and composure when putting points across.

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.

Knows how to receive and give constructive feedback to other team members.

Always quick to notice and ease tensions that might be simmering within the group.

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

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

1

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

Does not read written directions carefully; quickly gets bored with reading lengthy instructions

Does not take time to understand the purpose of the instructions

1

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

Provides accurate advice on how to deal with difficult circumstances and how to avoid such circumstances in future

2

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

Asks intelligent and thoughtful questions in order to get the other person to open up and talk about what he/she is passionate about

Plans what one intends to say before one does so and then delivers it with conviction and confidence

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.

Does not take the time to test a new feature before it is introduced to a project thus is not able to uncover hidden issues

Jumps into solution mode even before one understands the problem thus sometimes makes a small problem seem bigger than it should be

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.

Jumps into a new situation assuming that one knows just what to do and ends up making terrible mistakes

Does not make any effort of learning new things in order to improve own common sense skills

1

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.

Lets new employees try to do tasks with zero guidance instead of training them the skills they need to do their job

Does not recognize employees who constantly produce exceptional work thus makes them feel unappreciated or produce substandard work

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.

Poor at explaining how to use a product to clients who have never used it before

Poor at communicating information and is hardly able to answer most questions related to a product

1

Self Evaluation

Self Evaluation Question

Employee Comments

NEGOTIATION SKILLS:

When negotiating how well do you take charge of the process?

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

[employee comments]
TEAMWORK SKILLS:

Do you make your voice heard on team issues, or you allow others to come up with the ideas?

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?

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

[employee comments]
FOLLOWING DIRECTIONS:

How do you react to a colleague who regularly fails to follow instructions?

Can you describe a time when you received complex instructions? How did you make sure you understood each and every detail?

[employee comments]
PERSONAL DRIVE:

Look back to when you were about seven years old. Is where you are now where you wanted to be?

What behaviors, workplace events or actions limit or destroy your personal drive? What do you do to get back on track?

[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?

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

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have met resistance while trying to implement a solution to a future problem? Describe the situation

How do you test a new software in order to make sure that it does not have hidden issues?

[employee comments]
USING COMMON SENSE:

When is the last time you failed in a project because you did not use common sense? How did you rise up?

How do you go about making decisions? How do you calculate your next action when solving a problem?

[employee comments]
QUALITY OF WORK:

How do you make sure that projects instructions are clear to your team members?

What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company?

[employee comments]
PRODUCT KNOWLEDGE:

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

What efforts are you making to know the customer experience offered by 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:

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