Each of our employees receives an annual Employee Evaluation. The evaluation process forces us take the time to thoroughly assess how each of our employees is performing. It also allows each employee to understand what they are doing well and where they have room for improvement. Without having a specific evaluation policy in place, it’s easy to overlook this critical piece of staff development.
The first step in our evaluation process is a self-evaluation. Through regular observation of that person’s performance, I think I have a pretty good idea of how they are doing, but I want to know their impression as well. Knowing how an employee feels about his or her own performance is a critical piece of completing an evaluation.
As we can’t fairly evaluate someone’s performance on unfamiliar criteria, we use the employee’s Job Description as the basis of the evaluation. They have that Job Description on the day on which they accept their position and know from that moment on that their performance will be evaluated based upon how well they meet the requirements detailed in it. So, we simply ask them how well they are meeting each of those criteria.
Along with the specifics of the Job Description, I also want to know how the employee feels that they have contributed to the program over the past year, what types of struggles they have encountered, and what goals they have for the upcoming year.
The other thing that we learn from a self-evaluation is how well the employee can objectively assess a situation. If the self-evaluation indicates that the employee absolutely walks on water, we have an opportunity to talk about objectivity in observations; a critical skill for people who work with young children.
Next week we’ll talk about the actual evaluation.