Use this sample and step by step explanation to craft a meaningful 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.

Does not ask relevant questions that are in line with knowing what the position and the company entails.

Arrives late for the interview process and looks disoriented in most cases.

1

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.

Keeps a selection of simpler projects or smaller tasks and performs them while waiting for inspiration or information on a larger project

Chooses compatible tasks such as reading a book and clearing your desk and does them together

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.

Speaks negatively about the business but positively about the co-worker's competition

Gets into trouble for demoralizing other workers who are giving it their best

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.

Does not have control over anger or the ability to talk about it in a reasonable manner

Whines or shies away from asking people's opinion and drawing them into open group discussions

1

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

Takes time to research and analyze the strengths and weaknesses of competing companies

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.

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

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.

Does not acknowledge responsibility for failures and mistakes and always blames others when things don't turn out as expected

Lacks confidentiality thus is not entrusted with sensitive information either by the manager or other employees

1

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

Shows unwillingness to contribute suggestions that help solve company problems or conflicts among employees and team members

1

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

Thinks that one is perfect in persuasion and therefore fails to hone own skills instead of looking at areas where one needs to improve

Does not take the time to find out what the other person really needs before starting the persuasion process

1

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.

Falls into the trap of worrying too much about what others will say or think about one's ideas and lets that paralyze one from taking action

Looks at the situation at hand from only one point of view, and examines only a few factors thus makes premature decisions

1

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

Describe the best interview you have ever attended, and you felt you performed well?

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

[employee comments]
MULTI-TASKING:

How do you prioritize your tasks to make sure that all are attended to and that they meet deadlines?

What is the most difficult multi-tasking experience you have ever had? What did you do and what was the outcome?

[employee comments]
DEDICATION TO WORK:

Do you show up daily for work or you give excuses to be absent?

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

[employee comments]
ASSERTIVENESS:

Have you ever used verbal communication to get a point across that was important to you?

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:

Describe a time when you were confused by a client's request. What process did you use to clarify things?

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:

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:

Can you describe a day when your supervisor was absent, and you had to make tough decisions? What are some of the decisions you made?

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

[employee comments]
PERSONAL DRIVE:

Look back to when you were about seven years old. Is where you are now where you wanted to be?

What behaviors, workplace events or actions limit or destroy your personal drive? What do you do to get back on track?

[employee comments]
PERSUADING OTHERS:

What are some of the things that you have done to improve your ability to persuade others?

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

[employee comments]
PRACTICAL THINKING:

Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work?

Describe a time when you have had to analyze a problem and come up with possible solutions. How did you go about it?

[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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