The guidance provided here includes outlines of:
- outcomes to be obtained from conducting a staff appraisal,
- the process involved and 6 simple steps to follow,
- tips for setting the scene properly and conducting the performance review effectively.
Templates (e.g. for reflection and review, recording feedback, etc.) are shown below for ChildForum members to use and/or adapt for their particular needs.
What a Staff Appraisal Is and Benefits
Usually conducted annually, the appraisal is a strategy for evaluating staff performance and offers opportunity to:
- Support staff to reflect on their performance level and set goals with you that will enhance work quality and benefit the service.
- Check staff are performing at the expected level of competence and identify strengths and gaps/weakness that the staff member can improve; and determine any training and supervision needs.
- Identify and acknowledge staff member achievements and work application, boosting morale and self-respect.
- Identify new learning that may be needed by staff to respond to changes in the early childhood field, your local community, and society.
The appraiser is usually the manager, supervisor, employer or leader of the early childhood service but another person may be appointed for this role by the employer.
Many other people involved in the service may contribute information to the appraisal, including children, parents, colleagues and even visitors.
The appraisal process should be carried out in the spirit of a partnership between the appraiser and appraisee. This will enable the appraisee to take responsibility for the process, feel ownership of it, and accept the outcomes.
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