Use this step by step explanation to craft a good employee performance feedback review for a child caregiver. Find the right words with quality phrases.
A child caregiver is tasked with the primary responsibility of creating and maintaining a safe and stimulating environment for the young children under his or her care. He/she should or usually will work in a family designed-like program and ensures that the children receive the best of skills at an early age by supervising and managing them.
Other than the primary role he/she will perform other main responsibilities that include; formulating plans for language and literacy skills development, maintain a safe environment for the children, support proper growth of the child as a whole and helping in organizing and setting up of the classroom environment.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Creates time to research possible logistical or legal problems associated with a new company policy before implementing it Tries to be as objective and measured as one can be, and seeks input from other employees where appropriate or necessary | 2 |
| PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given. | Successfully applies knowledge acquired in the daily tasks that are undertaken Always willing to jump in and learn something new to help make work easier | 2 |
| 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. | Allows oneself to be angry but still remains respectful to colleagues and clients Delivers criticism in a way that demonstrates sensitivity to the feelings of other colleagues | 2 |
| ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task. | Limits distractions by trying to work in an area that is conducive to focus and concentrate Keeps a project checklist that covers all the details that might be missed | 3 |
| 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. | Sets an example for employees who don't have the experience or confidence to go through the challenging times and hold out for the rewards of success Is encouraging, empowering and helpful and focuses on maintaining a harmonious and happy office environment | 2 |
| PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others. | Takes ownership of personal or team performance and helps team members to achieve their goals or improve their performance Generates enthusiasm among the team members for accomplishing common goals that elevates the team and ensures the company success | 2 |
| 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. | Constantly pursues learning opportunities training, seminars or workshops in order to improve one's personal and professional skills Seeks feedback from other employees; communicates one's areas of strengths and works closely with one's superiors to identify development needs | 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 responsibility for own mistakes and shows the willingness to do better; refrains from blaming others Remains calm even when one is upset and empathizes with others instead of kicking them when they are going through a hard time | 2 |
| ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal. | Works on one task at a time and avoids multitasking as much as possible in order to improve own concentration Keeps all current projects in the forefront in order to stay focused on the tasks or activities that matter the most | 2 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Gets to know team members' strengths, skills, and the type of work that motivates them in order to match them with the perfect tasks Continuously updates the resource capability database with pertinent information in order to keep track of every resource | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| JUDGMENT SKILLS: Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it? In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines? | [employee comments] |
| PHYSICAL ABILITIES: Do you help others to come up with workable goals for complicated tasks? Do you communicate effectively to ensure adequate use of equipment or machines? | [employee comments] |
| ASSERTIVENESS: Is there a time you had to effectively "read" another person in order to guide your actions based on your understanding of their individual needs? How good are your listening skills? Do you have instances when you made mistakes because you did not listen well to what someone had to say? | [employee comments] |
| ATTENTION TO DETAIL: Have you been in a situation where you had an option to leave the details to others or take care of the details yourself? What did you do? Have you ever needed to persuade your supervisor or someone above you that they had made a mistake? How did the situation turn out? | [employee comments] |
| COMMITMENT TO THE JOB: What are some of the things that get you dedicated and devoted to your work? 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: Can you describe a time when you were asked to handle a tough problem which challenged your personal accountability? What was the outcome? Can you think of a time when you have motivated yourself to finish unpleasant tasks? What steps did you take? | [employee comments] |
| PERSONAL DRIVE: What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished? What behaviors, workplace events or actions limit or destroy your personal drive? What do you do to get back on track? | [employee comments] |
| USING COMMON SENSE: How do you help other employees use common sense at work? When is the last time this happened? Your workspace is messy. You can take one hour to clean it, or you can take three hours to shift to a new workspace. What should you do and why? | [employee comments] |
| ORGANIZATIONAL SKILLS: When scheduling your time, how do you decide which task comes first and which one goes last? Give an example Describe a time when you have missed an important commitment because you had not put it on schedule. What did you do? | [employee comments] |
| RESOURCE USE: What factors have you considered when managing resources at work? How have you ensured a fair and balanced resource allocation when planning your projects or tasks? | [employee comments] |
Summary |
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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: |