Communication

Feedback is always constructive.

Too often blames others for problems.

Effectively communicates expectations and goals.

Effectively communicates personal concerns.

Needs to speak up more when faced with concerns.

Effectively highlights problems within the company and/or solutions to fix them.

Is unafraid to say, “I don’t know” when confronted with a tricky question or problem.

Manages meetings efficiently.

[Does not] return[s] communications in a timely manner.

Able to listen as effectively as talk.

Needs to work on listening to others.

Asks insightful and probing questions.

Able to empathize with others and is respectful of opposing viewpoints.

Constantly/never talks over others in meetings.

Attitude/Cooperation/Teamwork

Empowers his/herself as well as others around him/her.

Makes new employees feel welcome.

Recognizes potential in others, and seeks to help them reach their potential.

Quick to lend a hand to others in need of help.

Shares expertise with others, to teach as well as achieve goals.

Excellent example of our company culture in action.

Struggles when faced with activities which require a high amount of flexibility.

Is resistant/open to change.

Enthusiastic about work and working with others.

Greater enthusiasm is needed.

Handles pressure well.

Avoids delivering bad news when necessary or leaves that responsibility to others.
Is sensitive and clear when delivering bad news.

Finds the positive in situations where perspective is required.

His/her enthusiasm for the work shines through and infects others around them.

An excellent example of our company culture.

Though results are good, [employee] could stand to work on improving his/her general attitude or
enthusiasm.

Has a tendency to blame others for problems or poor results.

Attendance and Punctuality

Consistently meets all/most deadlines.

Is punctual for work and meetings.

Always arrives to work prepared.

Is not meeting current standards for punctuality and/or attendance.

Needs to work on time management.

Respects [or fails to respect] the time of others.

Is utilizing time effectively.

Needs to utilize given time more effectively.

Is a reliable performer and maintains a good schedule.

Leadership/Management Ability

Able to bring out the best out of those in the team.

Has established [or needs to establish] an effective system for communication and information retrieval.

Provides constant coaching and guidance to employees.

Open to listening to employees, as well as experimenting with new management techniques.

Empowers others to take initiative as well.

Shows sound judgement in critical decision making.

Avoids knee jerk reactions, and collects all relevant facts before making a decision.

Needs to know when to step back and let the team work.

Sets [too] high expectations for his/her team.

Rarely/often gives recognition to his/her team.

Creates an atmosphere in which creativity and innovation is both rewarded and encouraged.

Too often stifles innovation and creativity.

Productivity

Developed [program/initiative] that delivered [x] results.

Improved output/production by [x]%.

Exceeded start of year goals by [number].

Thoroughly plans and prepares for the unexpected.

Provides consistent results that clients/customers can always count on.

Does not understand how to deal with difficult client/customer demands.

Deals with difficult client/customer demands in a way that leaves everyone satisfied.

Will never quit until a project is finished.

Is falling behind coworkers when it comes to producing results.

Creativity/Innovation

Actively seeks new ideas and approaches.

Excited and innovative when faced with unexpected obstacles.

Constantly searching for different and better ways to accomplish goals.

Has launched creative initiatives such as [specific example].

Creative in finding ways to correlate ideas with action.

Has become a constant well of fresh ideas.

Needs to find more ways to take creative risks.

Is [un]able to find more than one way to achieve a difficult task.

Has proven his/herself to be an innovator at heart.

Has a talent for thinking outside of the box, and encouraging others to do the same.

Consistently provides a new angle or way of thinking about things.

Can too often fall into the role of “naysayer.”

Needs to be more resourceful in accomplishing goals and tasks.

Vision/Drive/Goals

Has a strong vision for the future—both personally, and company wide.

Develops actionable goals and plans with which to meet them.

Implements plans swiftly and effectively, and able to tweak them when something is not working.

Works to promote the company’s mission and vision.

Contributes to the company’s larger goals.

Needs to set goals that are more challenging.

Constantly pursues opportunities for growth and learning.

When making goals, should strive to aim a little higher.

Might benefit from reigning in goals and vision to something more achievable.

Needs to work on making goals that more accurately match his/her talent level.

Learning/Growth/Technical Skills

Exhibits excellent proficiency in [relevant skill].

Able to grasp difficult technical concepts and explain them to others.

Tackles the intricacies of the job with ease and flair.

Needs to work on adapting better to new systems or technologies.

The first person we turn to when faced with a technical problem.

Continually searching for ways to improve.

Experiments with new means to improve skills and results.

Rarely/often makes careless errors.

Practices a great deal of care with the work.

Has good instincts and knows when to follow them.

Professional growth seems to have halted.

Has grown a lot since hiring, but still exhibits great potential for further growth
RIME evaluation framework
The RIME framework describes the typical progression of students’ development of clinical skills and
clinical reasoning, and it is useful for figuring out where your student is with clinical skills.
Specific skills The question Notes & Who this
they presentations describes…
answer…

PRE-  Working on Incomplete or MS3 not yet

REPORTER Reporter skills inconsistent at expected
History, PE competency

REPORTER  Gathers basic H & Tries to Reliably MS3 – at

P reliably and answer completes expected
accurately “what is History, PE competency
 Uses appropriate happening
terminology with the
 Recognizes patient?” MS4 - not
normal vs. yet at
abnormal expected
 Communicates competency
info clearly
 Beginning to
interpret H&P
 Can recognize a
new problem

INTERPRETER Reporter plus: Takes Reliably MS3 -

ownership for completes the advanced
 Consistently addressing the Assessment
identifies and “why”
prioritizes questions to MS4 -
problems explain expected
 Constructs a changes in
differential patient status.
diagnosis related
to each clinical
problem
 Offers 2-3
reasonable
possibilities and
can cite reasons
they may apply to
this patient
 Interprets data,
including
 laboratory and
radiology
 Advanced
knowledge
 Active participant
in patient care

MANAGER Reporter and Takes Constructs MS3 –

Interpreter plus: ownership for assessment and exceptional
answering plan
 Proactive, not “How do we independently
reactive solve this?” MS4 –
 Suggest about patient advanced
management care.
options
 Tailor
management to
patient’s
circumstances and
preferences
 Able to state and
explain own
preferences for
next steps
 Broad/deep fund
of knowledge

EDUCATOR Rare at student

level

Key information to include in your written comments

 Patient care
 H & P skills that you have observed – accuracy, completeness, appropriate focus for patient problem
 Ability to generate assessment and differential diagnosis, understanding of overall picture for the
patient and details of patient’s care
 Ability to understand or generate plan
 Medical knowledge
 Understanding of patient problems, reasoning through problems student does not know
 Reads to learn new information relevant to patients s/he is seeing
 Communication/professionalism
 Rapport with patient and family, responsiveness to patient’s emotional cues
 Punctuality, participation
 Responsiveness to feedback
 Reliability in completing tasks; initiative
Consults with all appropriate staff for advice and guidance

Identifies learning needs and participates in goal setting related to clinical practice

Demonstrates safe professional practice within scope

Has refined time management skills and manages patient workload

Communicates effectively with clients/patients/whanau and colleagues

Demonstrates competency in clinical skills necessary for the clinical area