Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a child care worker. Find the right words with quality phrases.

A child care worker carries out the role of ensuring that the children brought to him/her are taken good care of while their parents are busy handling other issues. They care for the children needs that include; feeding, teaching them how to read and write, bathing and then helping them with their homework.

In addition, to the primary function, they can also do the following; supervise and monitor the safety of each children under their care, maintain proper hygiene for the children, design and implement good routines for the children to take part in and keeping the day to day records of each child for the parents to have a look.

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

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Verbally guarantees that deadlines will be met but consistently misses them

Treats others with contempt and does not show concern for new employees

1

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

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.

Has difficulty managing and organizing different tasks, thus, produces unreliable output frequently

Sees the big picture, and overlooks the small picture; focuses on the major points and ignores most others

1

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.

Is not willing to fulfill or exceed customer service expectation

Must be put under supervision in order to complete a task

1

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Makes sure one has all the information needed before starting any task or project in order to avoid producing incorrect work

Does what one is asked to do in the workplace as long as it is moral, reasonable and harmless

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

Gets to work on time every day and completes all the assigned tasks on time with minimal supervision

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.

Does not show respect and courtesy to team members, customers, and external agencies

Meets one's own goals but is reluctant to help other employees meet theirs and become more productive in the workplace

1

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.

Kicks oneself after making a mistake instead of learning from it and moving on to looking for ways to avoid future mistakes

Tells others what to do instead of helping them learn how to differentiate the right from wrong or pointing them in the right direction

1

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Does not inform the client or key personnel involved when the project is facing problems such as production delays

Does not find out the factors that could affect the project quality such as lack of training or change in suppliers

1

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Does not put enough energy or attention on the assigned task and is uneven in own productivity

Sets unrealistic goals for oneself and members of the team and blames them when these goals are not accomplished or when work runs late

1

Self Evaluation

Self Evaluation Question

Employee Comments

DEPENDABILITY:

Are you trustworthy to handle the tasks given without passing them on to others?

Are your work results and your reliability in harmony and dos your record show that?

[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?

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

[employee comments]
ATTENTION TO DETAIL:

What techniques do you use to make sure you have the right information about a certain project?

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

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

[employee comments]
FOLLOWING DIRECTIONS:

Which is one time you have made mistakes due to not following directions? Were the mistakes fixed? How did you do it?

Describe a time when you missed some steps in a project due to not paying attention to details. How did you fix it?

[employee comments]
PERSONAL ACCOUNTABILITY:

Describe an occasion when you chose not to complete a task, for whatever reason. What happened?

Can you think of a time when you have motivated yourself to finish unpleasant tasks? What steps did you take?

[employee comments]
PERSONAL DRIVE:

Describe how you demonstrate personal drive at work. What have you done to improve your personal drive?

Can you think of a time when the events or actions of a colleague adversely affected your personal drive? How did you cope with that?

[employee comments]
USING COMMON SENSE:

How have you used common sense at work to meet your goals? Give a specific example when 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]
PROJECT MANAGEMENT:

What stress management techniques and problem resolution models have you used while managing a project? Illustrate your answer with a real life example

In your opinion, what do you think is the most important quality of a project manager? Explain you answer

[employee comments]
QUANTITY OF WORK:

Describe a big change that occurred in a project you were working on. How did you take advantage of this change to improve your productivity?

What do you think can be done differently to improve the overall productivity of your company?

[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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