Evaluating Staff

Completing a Staff Evaluation

Although it not a Direct Funding Program requirement, you should consider performing annual performance reviews of your attendants; if you provide a wage increase every year, this might be the time to complete a performance review.

You should keep track of anything that is done incorrectly or forgotten by your attendant, and it should be brought to the attendant’s attention. This informal process should be carried over to a more formal, documented evaluation on an annual (or even more frequent) basis. Even if everything is going well, an evaluation will let your attendant know that you are pleased with his/her job performance.

Written Evaluation

Usually, a written evaluation takes place within three months of the time your employee starts to work for you (i.e. before the end of a probationary period), and then at least once every year. Tell your attendant in advance about a specific probationary period, or write it into the employment agreement. Documented evaluation can be valuable for proving just cause in the event that you terminate your employee.

What to Include

Documented evaluation can be as simple as a written letter to your attendant discussing his/her work performance, or it can be a formal evaluation form. The following general areas of performance could be included, in addition to any other, more specific duties in the job description:

  • Job knowledge
  • Job skills
  • Time management
  • Integrity
  • Communication
  • Initiative/commitment
  • Flexibility/learning ability

Points to Consider in Performance Evaluation

The following are points to consider in the general areas of performance:

  • Job Knowledge
    • Complies with specific procedures and assigned work
    • Knows and understands an attendant’s job
  • Job Skills
    • Has practical skills to meet job requirements
    • Is able to perform all aspects of assigned work as required
  • Time Management
    • Attendance is good and meets job requirements
    • Is not late or tardy
    • Does not spend unnecessary time off the job
    • Does not conduct personal business on work time
    • Uses time wisely
  • Integrity
    • Is sincere and trustworthy
    • Demonstrates honesty and integrity in all aspects of job responsibility
  • Communication
    • Listens to directions and is able to follow through
    • Is able to follow written instructions/guidelines
    • Communicates clearly, both verbally and in written form
    • Uses open and honest communication
    • Handles conflict to bring about a positive result
  • Initiative/Commitment
    • Identifies problems and takes appropriate action
    • Willingly accepts responsibility and performs expected and unexpected tasks
    • Demonstrates tenacity and initiative in completing tasks and solving problems
    • Willingly exerts extra effort, when necessary, to get the job done
    • Expresses and follows through with creative ideas
  • Flexibility/Learning Ability
    • Demonstrates willingness (and flexibility) to job assignments
    • Is willing and able to learn new methods, skills and techniques

Performance Rating

Should you choose to set up a performance rating scale from one to five, the following can be a guideline for values assigned to the number ratings:

  1. Performance is not meeting the requirements in the key areas evaluated. Significant short-term improvement is required for continued employment in the current position.
  2. Performance met most but not all position requirements in most key areas evaluated. Additional coaching or more frequent reviews of performance may be required.
  3. Performance met position requirements in the key areas evaluated.
  4. Performance exceeded the position requirements in some key areas evaluated.
  5. Performance exceeded the position requirements in all key areas evaluated.

Concrete Examples

Keep track of anything that is done particularly well or very poorly, especially during the month preceding the evaluation. In this way you can use recent concrete examples of performance that support your evaluation in each area. This will justify any corrective action you may need to take with an attendant.

Signed Copy

Make sure your attendant signs a copy of the evaluation to show that he/she has seen it, and keep this copy for your records.

For more information on the Direct Funding program, contact CILT:

Centre for Independent Living in Toronto (CILT)
365 Bloor Street East Suite 902
Toronto, Ontario
M4W 3L4

Tel: (416) 599-2458
Fax: (416) 599-3555
TTY: (416) 599-5077
Toll Free:1-800-354-9950

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