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.
Misty
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