Use this step by step explanation to craft a good employee performance feedback review for a teacher assistant. Find the right words with quality phrases.

A teacher assistant assists teachers in achieving learning outcomes stipulated in a classroom set up. He/she works hand in hand with the students and the teachers to ensure that there is a seamless and beneficial interaction between the two parties.

Other specific responsibilities for this position include reinforcing lessons taught by teachers in the classroom. In one-on-one basis with the students, they review the materials and explain the complex concepts. In addition, he/she is responsible for enforcing school and class rules, to make sure students exhibit the best behavior. Lastly, they assist teachers in record keeping, lesson planning, and overall supervision of the students.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

Rating Meaning

The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies.

1

Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results.

2

The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work.

3

Supervisor's Feedback

Skill

Comments

Rating

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Sets aside time for intense or complex tasks that require one's full concentration

Thinks about whether there are resources to manage or distribute other than own time and attention

3

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Encourages shy members to speak up by asking them for input on a subject they are knowledgeable about or interested in

Uses email discussions, document sharing services, and online wikis to communicate and keep group members up to date

3

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Expresses negative thoughts, feelings, and emotions in a healthy and positive manner

Uses assertive body posture as part of strengthening self position when delivering a point home

3

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Takes time to research and analyze the strengths and weaknesses of competing companies

Performs repetitious or routine tasks with attention and care and follows the required procedures to ensure all parts of the tasks are complete

2

COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization.

Believes in the company's ultimate vision and is willing to push through brief rough patches in order to achieve goals

Has speedy and effective resolution of customers' issues and complaints and often tracks customers' satisfaction

3

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Supports and helps other employees in their work in order to contribute to the overall success of the company

Takes own responsibilities seriously and consistently meets the company's expectations for professionalism, service, and quality

3

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Is always looking for new ways to help the team members achieve their personal goals as well as the company goals

Seeks feedback from other employees; communicates one's areas of strengths and works closely with one's superiors to identify development needs

3

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Writes notes of appreciation to employees who are doing exemplary work, makes positive contributions and goes beyond the call of duty

Introduces oneself to colleagues at social work events such as retreats, holiday parties, and conferences in order to know them better

2

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Strives to understand before being understood; thinks about what the other person wants and how they would want to be persuaded for a particular work or situation

Practices and rehearses how to present a situation and gets ready for all possible outcomes

3

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Takes the time to get to know own surroundings in order to know how to respond

Understands what needs to be done at work and is always willing to pitch in and get it done

3

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

How do you prioritize your tasks to make sure that all are attended to and that they meet deadlines?

What tips have you used to differentiate tasks that fit well in multi-tasking from those that require your undivided attention?

[employee comments]
COLLABORATING WITH OTHERS:

Have you been rewarded in the past for successfully empowering a group of people in achieving a goal? If yes, what was the reward?

Some people prefer working alone while other prefer working as a team. What do you prefer and why?

[employee comments]
ASSERTIVENESS:

Have you ever used verbal communication to get a point across that was important to you?

Have you ever been in a situation where you were motivated to question your employer's decision?

[employee comments]
ATTENTION TO DETAIL:

Describe a time when you were confused by a client's request. What process did you use to clarify things?

Can you describe a time when you were able to produce quality work when under pressure? How did you go about ensuring the quality of your work?

[employee comments]
COMMITMENT TO THE JOB:

Are there times you have come in early or stayed late in order to meet a deadline?

Is there a time you were able to provide your own motivation even though you were working alone? How did you motivate yourself?

[employee comments]
PERSONAL ACCOUNTABILITY:

What steps have you taken to improve your effectiveness in the company, workgroup and your career?

Would you rather design procedures and plans or implement/manage them? Why?

[employee comments]
PERSONAL DRIVE:

Look back to when you were about seven years old. Is where you are now where you wanted to be?

If you were asked to supervise your colleagues, how would you interact with them in order to help them find their personal drive?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you have been able to address an angry customer and build a great relationship. What was the problem and how did you handle it?

Describe a time when a colleague asked you to keep something confidential. How did you go about building this trust?

[employee comments]
PERSUADING OTHERS:

When selling an idea, it is sometimes useful for one to use real-life stories. Can you give an example of a time when you were able to do that? What was the outcome?

In your opinion, which is the best time to persuade others? Explain your answer

[employee comments]
USING COMMON SENSE:

When is the last time you failed in a project because you did not use common sense? How did you rise up?

What have you done to avoid the most common arguments with your colleagues and customers?

[employee comments]

Summary

Sections 1-4: To be completed by the supervisor

Section 5: To be completed by the employee

1. Exceeds Job Related Expectations

2. Areas to improve

3. Goals completed since last performance feedback

4. Goals for next period

5. 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:

Related Articles