Timeline and Steps

Recommended Timeline for FY27 RN Peer Review

For specifics about the Annual Performance Appraisal timeline, tools and more, please access the

HR Performance Management website.

The RN Peer Review Process is as Easy as 1 – 2 – 3!

Step 1: Using the Prep Tool, self-reflect and make notes about yourself, including strengths and opportunities for growth, for each PPM category. Refer to the behaviors of the PPM if needed.

Bonus: This helps you prepare for your self-evaluation.

Step 2: Meet with your self-selected or NPG committee-selected peer review buddy face-to-face – in person or virtually. Share your self-reflections and invite them to share their input and insights regarding your professional practice – including strengths and opportunities for growth. Then switch roles!

Be sure to take notes about your peer using the Prep Tool for each PPM category.

Step 3: Using your notes, document and submit a peer review for your buddy utilizing the “UVAH: NPGO Peer Review – Team Member-Locked Template” in Workday.

Tip: We recommend typing up your notes in Word and then copy/pasting into Workday so that you do not risk losing your work. Do this also with your self-evaluation.

And that’s it! Additional information and resources are below, as well as in the Operational Guideline available in the right-hand column.

Key Components of Performance Appraisal RN Peer Review Process

One RN Peer Review is required for each performance appraisal cycle for all RNs in all roles. Additional peer review may be completed as determined by the manager and/or individual.

A peer is defined as a professional of the same rank, education, clinical expertise, and level of licensure who performs similar roles. The following should be considered when selecting a peer for non-formal leader registered nurses:

• RN Job Profile (e.g. Charge Nurse, RN Care Coordinator, Clinical Career Ladder position, Clinical Program Coordinator, CNL, APRN, etc.)
• Department roles (e.g. preceptor, champion, etc.)
• How frequently the pair work together (example: similar shifts)
• Years of experience / tenure

Peer Review occurs in a face-to-face buddy process with a peer. Peers may be self-selected, or pairs may be assigned by the local professional governance committee.

Peer Review is conducted in a transparent process – face-to-face and documented via a template in Workday, including who provided the peer review, to be included in each performance appraisal cycle.

Use the Workday function “Get Feedback on Self” and select “UVAH: NPGO Peer Review – Team Member-Locked Template” to send a request to your peer. Confirm “Share with others” is selected.

** Workday will issue an orange “Alert” bar at the top of the screen, notifying the user that this template is “locked” - meaning, it has pre-determined questions that cannot be edited in the same way the “General Feedback” option can be. 

IGNORE this alert/notification, and proceed with completing the form, hitting the blue “Submit” button to send the peer review request.

This applies to all feedback “Locked-Templates” provided in Workday, including for ASPIRE, non-formal RNs, and Formal Nurse Leaders. 

Prepare by using the RN Peer Review Prep Tool to reflect on one’s own strengths and areas for growth. The Professional Practice Model is the foundation for all non-formal nurse leader peer review, as it highlights the role of a professional nurse. Review the behaviors for each PPM category.

Schedule 30 minutes to meet face-to-face. Take turns sharing self-reflections with peer and invite peer’s input and feedback throughout dialogue. Take notes.

Once complete, document and submit the peer review in Workday within one week of the dialogue.

Important Notes:

• This is not an opportunity for holding a crucial conversation, as in-the-moment-feedback should occur outside of performance appraisal peer review.
• Formal Nurse Leaders (ANMs and above) – please refer to the Nurse Leader-specific process information and tools linked in the right-hand menu.
• Completion of peer review by new hires follows the same eligibility/timeline as the annual performance appraisal process communicated by Human Resources and Leadership.

The Role of the Nurse Leader

Nurse Leaders support this professional obligation for their teams and themselves through promotion of the process, accountability. and tracking completion. Their roles include, but are not limited to:

Assistant Nurse Managers and Nurse Managers shall:

• Familiarize themselves with centralized resources provided by NPGO Professional Development Committee and Human Resources Performance Management.
• Collaborate with Local NPG Committee to:
  •  Determine if utilizing self-selected or local NPG committee-assigned peer reviews for the upcoming performance cycle.
  • Create a plan to follow recommended timeline of completion.
• Provide accountability to their department by tracking peer review assignments and completion of peer review in Workday.

Directors and above shall:

• Understand the role of peer review within professional practice and the guiding principles provided by national guidelines and standards.
• Familiarize themselves with centralized resources provided by NPGO Professional Development Committee and Human Resources Performance Management.
• Provide accountability to support departments to conduct and document peer review in Workday.
• Collaborate with their Nurse Leadership team to identify plan for peer reviews for clinicians and formal leaders.
• Provide accountability to their team by tracking peer review assignments and completion of peer review in Workday.