1.8.2.2: Annual Staff Competency Evaluation

For each employee, there should be a written annual self-evaluation, a performance review from the personnel supervisor, and a continuing education/professional development plan based on the needs assessment, described in Standard 1.4.4.1 through Standard 1.4.5.4.

RATIONALE

A system for evaluation of employees is a basic component of any personnel policy (1). Staff members who are well trained are better able to prevent, recognize, and correct health and safety problems (2).

COMMENTS

Formal evaluation is not a substitute for continuing feedback on day-to-day performance. Performance appraisals should include a customer satisfaction component and/or a peer review component. Compliance with this standard may be determined by licensing requirements set by the state and local regulatory processes, and by state and local funding requirements, or by accrediting bodies (1). In some states, a central Child Development Personnel Registry may track and certify the qualifications of staff.

TYPE OF FACILITY

Center, Early Head Start, Head Start, Large Family Child Care Home

RELATED STANDARDS

1.4.4.1 Continuing Education for Directors and Caregivers/Teachers in Centers and Large Family Child Care Homes
1.4.4.2 Continuing Education for Small Family Child Care Home Caregivers/Teachers
1.4.5.1 Training of Staff Who Handle Food
1.4.5.2 Child Abuse and Neglect Education
1.4.5.3 Training on Occupational Risk Related to Handling Body Fluids
1.4.5.4 Education of Center Staff
1.4.6.1 Training Time and Professional Development Leave
1.4.6.2 Payment for Continuing Education
1.8.2.2 Annual Staff Competency Evaluation

REFERENCES

1. National Association for the Education of Young Children (NAEYC). 2008. Leadership and management: A guide to the NAEYC early childhood program standards and related accreditation criteria. Washington, DC: NAEYC.
2. Owens, C. 1997. Rights in the workplace: A guide for child care teachers. Washington, DC: Worker Option Resource Center.