The categories seem pretty straight forward to me. Don't many of these issues go through your mind periodically? Just be aware that whatever you put down is going to be turned into a long term goal for you at the very end section of the final draft of your evaluation that you will be expected to work at achieving and will pop up on next year's evaluation, so if there's something in particular that you think is too big for you to take on, don't bring it up. So, put down the things that you think you've really learned how to do well and those you wish you did better at. The last two questions are more evaluations of the supervision and management, so don't be deliberately harsh or you'll come across looking bad and your attitude will then be on the table of discussion. The question on additional training and learning can be a kind of wish list for you. Ask for the opportunity to go to paid conferences or continuing education programs about those things you said you wish you did better at in the second question. The fourth question is more of a evaluation of your supervisor. So, if the people who manage and supervise you have some fault, here is your chance to get them down on paper. Just do it tactfully and as positively as you can in terms of how you are treated. For example, if you want to convey that someone has been cranky with you when you've mentioned not having enough experience to do male catheterization you might put, "wish people in the chain of command would be more considerate of my feelings and fears when I bring up my inexperience when I am talking with them and give more positive and helpful advice". If the DON wants more information, let her question you about it. These are very typical topics that are addressed on employee yearly evaluations.