Shasta Head Start uses two different employee evaluation tools, one for employees with supervisory responsibilities and one for employees without supervisory responsibilities. Each has a General Performance section, described below:

General Performance – Ratings Categories

The General Performance section has eight different ratings categories. The objective descriptions are general prompts and things to consider related to the category. The ratings categories and a brief description of each is below:

Job Knowledge

This category is to evaluate how well the employee knows their job and how their job knowledge transfers into their performance.

Communication Skills

This section is used to evaluate how well the employee communicates verbally and written, how well they listen, and how they communicate with body language and affect.

Quality of Work

This section is used to rate the employee on the quality of their performance based on the expectations of their position.

Quantity of Work

This section is used to rate the employee’s workload. Does the employee meet their deadlines? Are they timely in their responsibilities? Do others have to pitch in to get the employee’s work completed?

Dependability

Use this section to rate the employee on their reliability with attendance, meeting deadlines, and follow-through.

Interpersonal Skills

Use this section to determine if the employee works well on their team and across the company. Are they open and honest in their dealings? Do they cooperate with others?

Initiative

This section is used to rate an employee’s initiative. Does the employee wait for direction, or do they take initiative to solve problems and assume responsibility?

Decision Making

Use this section to rate the employee on how well they make decisions throughout their workday.

Supervisory Performance – Ratings Categories

The Supervisory Performance Evaluation has three additional ratings categories based on their performance of supervising others. The ratings categories and a brief description of each is below:

Planning and Organization

Use this section to determine how well the employee plans their work and uses their resources. Do they plan tasks for their team to eliminate redundancies?

Leadership

This section is used to determine how well the employee leads their team. Giving clear and consistent direction, coordinating the activities of others, coaching and mentoring, making sound decisions, and communicating effectively are examples of things to consider in this section.

Control

This section is used to evaluate how effective the employee is at measuring and correcting the performance of others, how well they know and implement policies and procedures, and how well they use their resources.

Key Strengths

Use this section to highlight any areas of particular strength and how the employee used their strength during the review period.

Professional Development

Use the professional development section to work with the employee on setting goals for the upcoming year. This section can be used for education and training goals, it can also be used to set goals where the employee’s performance needs improvement.

Verification of Review

Both the employee and the evaluator should sign and date this section.

Rating

Meets Expectations:

Employee consistently meets expectations and performs all job responsibilities with little direction and infrequent errors.

Needs Improvement:

Employee does not adequately accomplish objectives nor fulfill all responsibilities. Or, employee may be new to the position and learning newly assigned tasks.

Does Not Meet Expectations:

Performs below expectations, employee does not accomplish most position objectives. Unacceptable performance.

RESOURCES

General Performance Evaluation

Supervisory Performance Evaluation