Timeline and Steps
Recommended Timeline for FY26 RN Peer Review
For specifics about the Annual Performance Appraisal timeline, tools and more, please access the HR Performance Management website.
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.
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.
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 – 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.