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

An infant and toddler teacher is responsible for educating and caring for infants and toddlers. He/she ensures that the specific emotional and developmental needs of the infants and toddlers are met while complying with the regulations of the child care regulatory agency.

The teacher is also responsible for a couple of other duties including supervising the children. Others include assessing the specific requirements of each child and defining the most appropriate learning package for each as well as maintaining a creative but safe classroom environment. Lastly, they need to liaise with the parents and the director when making crucial decisions regarding the toddlers and infants.

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

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Manages emotions and feelings well enough that it does not affect the process.

Strikes a good balance when it comes to confidence, modesty, and professionalism.

2

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.

Takes breaks when one needs them in order to balance rushes and refresh one's mind for tasks that require intense focus

Posts one's to-do list in a prominent place spot in order to remind oneself what really needs to get done

2

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Maintains a strong personal commitment to the company's goals all the time

Seeks opportunities to coach others on how to selflessly give the very best

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 make mistakes, asks for help and accepts criticism and compliments positively

Always clear and direct to the point when answering a question; never leaves a questioner with a half-baked answer

2

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

Employs trusted colleagues to look over one's work and offers them the same courtesy

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.

Shows eagerness to promote the company's products and services to customers in order to make the customers feel part of the company's long-term success

Trains and takes online courses in order to improve one's own skills in a way that best serves the company

2

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

Consistently delivers on commitments in good time and meets commitments to others

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.

Commits one's own time and energy to see that goals are achieved the right way and in a timely manner

Monitors one's own emotional responses and remains controlled at all times

2

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

Asks intelligent and thoughtful questions in order to get the other person to open up and talk about what he/she is passionate about

Gets to know the individual that one is hoping to persuade first, in order to create a bond and make the persuasion process easier

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Volunteers in community activities in order to have a new look of the world and think practically

Carefully analyzes and interprets information that one has collected and draws reasonable inferences

2

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

How well can you rate your confidence level before going about an interview process?

What is the one question you find challenging to answer during an interview and why?

[employee comments]
MULTI-TASKING:

Describe a time when you have had to perform multiple tasks at the same time. What are some of the challenges you faced?

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

[employee comments]
DEDICATION TO WORK:

Do you criticize the company or work hard to give it your level best?

Do you seek new opportunities to make you grow or you are not open minded?

[employee comments]
ASSERTIVENESS:

Is there a time you had to speak up in order to be sure that other people knew what felt or thought?

How often do you encourage your colleagues to get into groups in order to make decisions that should be made jointly?

[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?

Are there times you have made huge mistakes due to not paying attention to details? What happened?

[employee comments]
COMMITMENT TO THE JOB:

Are there instances in which you anticipated problems, and you were able to suggest solutions and influence a new direction?

Have you ever been in a situation where you had to lead a group of colleagues? How did you handle it?

[employee comments]
PERSONAL ACCOUNTABILITY:

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

Describe a time when you had to admit to your supervisor that you had made a mistake. What happened?

[employee comments]
PERSONAL DRIVE:

Is there a time when you have received an award from the company? What was the award? Why did you receive the award?

If you were given a management role, how would you create a working environment that employees found motivating?

[employee comments]
PERSUADING OTHERS:

Can you describe a time when you have used facts to convince a customer to buy your products or services?

What are some of the challenges you have faced when trying to persuade others and how have you overcome them?

[employee comments]
PRACTICAL THINKING:

How have you helped other employees improve their ability to think practically? How has this benefited the company?

Describe a project that was successful because of your ability to think practically. What was your role?

[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:

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