Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a critical care unit manager.
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 Goals Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
Performance Goals for Next Period | |
Performance Goals | Employee Comments |
|---|---|
| NEGOTIATION SKILLS: Show willingness to take more charge of negotiations and to direct it in a way that it should go. Strive to raise or ask relevant questions that will be of benefit to the negotiation process. | [employee comments goal] |
| MOTIVATING OTHERS: Break big goals into smaller, manageable goals and use planners, sticky notes, and checklists to remind one to keep going Adjust one's schedule so that it is less hectic and there is enough time for breaks | [employee comments goal] |
| DELEGATION: Track all the knowledge, information and processes that make the company run, before delegating Regularly communicate with the employee about the status of the project or task and its timing in order to avoid surprises at the end | [employee comments goal] |
| TEAM BUILDING: Understand what the team is supposed to achieve and work hard to do so Realize what the team needs to achieve and what extent they have to go to do it | [employee comments goal] |
| MANAGEMENT SKILLS: Consider the importance of working in teams and their requirements to function successfully Establish and use new techniques of coaching to allow your employees to learn new methods | [employee comments goal] |
| EMPATHY: Learn to use active listening skills and body language to show understanding of what the other person is saying Learn to treat people as being important and take them as they come and mostly be sensitive when handling their flaws and strengths | [employee comments goal] |
| EVALUATING OTHERS: Remember that people are human beings and no one wants to feel humiliated by one's critique of their work Avoid excessive use of body language or gestures unless one is illustrating a point about the other person's efforts | [employee comments goal] |
| PERSUADING OTHERS: Do careful research on own ideas and those of one's competitors in order to make sure that any claims one makes can be verified Give an example of a context where own ideas have been used successfully in order to convince others to support the ideas | [employee comments goal] |
| MANAGING DETAILS: Develop or use systems to organize or track information and work progress Develop a high but possible personal and professional standard in order to meet the standards of other employees, customers, and the company at large | [employee comments goal] |
| PRODUCT KNOWLEDGE: Shows little willingness to understand industry trends, terminologies, and concepts surrounding a product Learn more about the elements that allow customers to extend or customize products | [employee comments goal] |
Summary |
|---|
Sections 1-2: To be completed by the supervisor Section 3: To be completed by the employee |
1. Goals completed since last performance feedback |
2. Goals for next period |
3. 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: |