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.

Uses waiting time efficiently; always has a portable task to do such as reading especially in places where one anticipates waiting

Shifts multitasking to single-tasking throughout the day to allow one's mind to reboot

2

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.

Addresses underlying causes of low participation; finds out why a group member is not fulfilling the assigned role or barely attending meetings

Constantly reminds group members of the importance of working as a team and emphasizes the importance of collaboration and cooperation

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.

Says what's on one self's mind, but does it in a way that protects the other person's feelings

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.

Examines technical charts for errors and reviews documents for compliance with established standards

Creates a detailed work plan that outlines each key job functions and uses it as a guide when one gets distracted or interrupted

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.

Uses critical thinking to analyze one's performance and asks for constructive criticism from qualified colleagues in order to know one's strengths and weaknesses

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.

Holds oneself and others accountable for making principled decisions and addresses unethical and unsatisfactory behavior head on

Admits misjudgments mistakes and errors and informs others when one is not able to meet a commitment

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.

Operates as an effective representative of the company in both internal and external forums

Provides accurate advice on how to deal with difficult circumstances and how to avoid such circumstances in future

2

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

Shares own knowledge, personality, and expertise at meetings in order to be more approachable and build relationships

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.

Is willing to keep asking for what one wants even when other people keep on turning one down

Remains calm in order to avoid an appearance of self-doubt and anxiety and speaks in a clear, straightforward manner

2

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

Gets constant feedback from other employees in order to know own strengths and areas that need improvement

2

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

What system do you use to keep track of multiple projects? How has this helped you meet deadlines?

Are there times when you have been interrupted while multi-tasking? What happened? What have you done to reduce or avoid interruptions?

[employee comments]
COLLABORATING WITH OTHERS:

What are some of the challenges you have faced when working with others? How do you manage to stay focused despite the challenges?

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:

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?

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:

Can you give an example of a time when you had to go above and beyond the call of duty to have a task accomplished?

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:

Give an example of a time when despite carefully planning, things did not turn out as expected or went out of hand. What did you do?

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?

How do you ensure that your personal drive level is high on a daily basis?

[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?

What have you done to improve the relationship between you and your bosses? How has this relationship benefited your career?

[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?

Can you describe a time when you have had to convince a difficult colleague to accept your idea?

[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?

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]

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