Use this sample and step by step explanation to craft a meaningful 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. | Does not know how to break information into smaller, more manageable parts or look for links and relationships thus fails to understand the overall situation Waits around for the most perfect or ideal choice instead of figuring out the best criteria for making an adequate decision | 1 |
| 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 Requires only a little guidance to work on a new responsibility | 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. | Rarely shows a willingness to compromise with others. Always want things done self's way Lacks good listening skills. Responds quickly without listening carefully to what the other person has to say, thus missing important details | 1 |
| ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task. | Frequently forgets one's task and projects and loses track of details on how and when everything needs to come together 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. | Comes in early and stays late in order to complete a project or task on time Abides by company's policies, rules, and procedures and helps ensure other colleagues do the same | 2 |
| 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. | Is unwilling to resume responsibilities outside of one's own job description 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. | Spends most of the work time either on focusing on areas that are not important or on doing meaningless tasks Does not make any effort of learning new things in order to improve own common sense skills | 1 |
| 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. | Goes back and forth between different tasks thus slows down own brains and clouds own judgment Performs complex tasks later in the day when own mind feels bogged down thus ends up not completing them or submitting poor work | 1 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Does not keep employees motivated by recognizing their hard work thus experiences a high employee turnover Sets unrealistic goals that are highly unachievable thus ends up wasting plenty of the company's time and resources | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| JUDGMENT SKILLS: Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved? 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: Are you well equipped for the tasks you applied for? What areas do you think you need to improve on? | [employee comments] |
| ASSERTIVENESS: Can you describe a situation where you were able to strengthen a relation with a colleague by using effective communication? 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: Do you prefer to work with the "details" or the "big picture" of a situation? What tools/techniques do you use to check your work? Why do you use these tools/techniques? | [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? 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: 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? 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] |
| 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? When is the last time you apologized to a colleague? What had you done and why did you feel the need to do this? | [employee comments] |
| ORGANIZATIONAL SKILLS: When scheduling your time, how do you decide which task comes first and which one goes last? Give an example In your opinion, which is the best time to work on complex tasks? Which time works best for you? | [employee comments] |
| RESOURCE USE: What basic rules have you followed for successful resource planning? How has this helped you to manage resources effectively? Describe a time when you have had to use a resource for a longer period of time than you expected? What were the consequences? | [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: |