Employee Evaluations – Step by Step Success for Child Care Directors (Part 2 of 4)
Employee evaluation should be a valuable exercise for both employer and employee. Five key elements to successful employee evaluation include:
- Set the Expectation
- Evaluate Regularly
- Use Appropriate Communication
- Provide Training
- Exhibit a Positive Attitude
- This section (Part 2) will examine the first two elements to a successful employee evaluation program.
Set the Expectation:
The employer sets the tone of the employee evaluation, and employee evaluations should be presented as a routine work practice. An employee should be notified at least one day prior to the in order to have time to reflect on past work. Ask the employee to be prepared to discuss what has worked well since the last evaluation, what areas can be improved, and what are the improvement suggestions. Give the employee the exact time the evaluation will be conducted, and stick to this time, and select a location free of phone and people interruptions.
When evaluations are conducted in a non-threatening, productive manner, supervisors and employees become candid and more willing to problem solve. Sitting with an employee to discuss such topics as work flow, customer service techniques, work team interaction, work accuracy, supervisory techniques, work efficiency, and general work habits can become a powerful tool to overall company improvement.
Evaluate Performance Regularly
The performance of a new employee should be reviewed during months one, two, three, six, nine and twelve. All employees should have a performance review every six months. When an employee makes a significant change in duties, the review process should be as that of a new employee. In addition, an employee should be given the opportunity to request a review at any time. While this might sound unlikely now, it can become a common practice if employees have positive experiences when they meet with a supervisor for a review.
A customized evaluation form should serve as the guide of the evaluation. This form should include a review of each major function within the employee’s job description. The evaluation form should indicate performance to be “effective” or “needs improvement”. For performance that “needs improvement”, specific direction for improvement and a timetable should be discussed thoroughly and included in writing. It is also valuable to include a section that allows the employee to make suggestions for his/her professional growth. The supervisor should be prepared to help the employee determine how to reach the professional growth goals.