1. Performance Management
Creating a High-Quality Team
Audrey Rowland, MS MBA
www.greenspacetx.com

2. Objectives
• Discuss the importance of performance management
• Develop job descriptions that empower employees
• Create a framework for employee performance management
• Practice providing effective feedback

3. Train for Skill
• In-center New Employee Orientation
• In-Service Training Days
• Assign a Mentor
• Job Performance Appraisals
• Support Continuing Education
• CDA Programs
• Individualize Training Plans

4. Center Orientation – Required
Minimum Standards
Center Orientation (policy/procedures/discipline/release)
Abuse/Neglect
Emergency Procedures
Use and location of fire extinguishers and first aid equipment

5. Orientation – Best Practices
• Don’t isolate the new hire
• Keep it interactive
• Involve the entire staff
• Cross-Train
• Mentor and Team Meetings
Task By Day Date/Time Teacher Sign-Off
Toddler Snack Week 2
Diaper Change Week 1

6. Mentor Program

7. Job Descriptions
Identifies the tasks, duties, and responsibilities of a job.
• What is done, why it is done, where it is done, and how it is done.
Empowers employees
Sample Job Description
• General summary/purpose
• Essential job functions/duties and responsibilities
• Qualifications
• Working conditions
• Physical requirements
• Direct reports
Sample Job Description

8. Creating a Job Description
• Identify a goal for performance
What is your vision?
• Brainstorm a task list
Daily, weekly, annual duties
• Group tasks into categories
• Reference minimum standards, NAEYC/NAC, parent handbook,
policies, etc.
http://www.childcarelounge.com/printables/job-descriptions.php

9. Provide Feedback
• Ongoing, informal feedback
• Daily walk-through, kudos, etc.
• Training, staff meetings, etc.
• Performance reviews
• Consistent format with job description
• Regular intervals (3-6 months)
• Formal, written, two-way
• Performance issues
• Written counsel
• Development Plan
• Action Plan

10. Discussion
• How do you provide feedback to your team?
• Do you find it easier to praise or correct?
• Is your feedback effective?

11. Performance Reviews
• Prepare
• Observations
• Anecdotal notes
• Peer or parent surveys
• Self-evaluation
• Determine your goal for the evaluation
• Review performance
• Share review with employee
• Create goals

12. Goal Setting for On-Target Reviews
• SMART Goals
• Specific
• Measurable
• Achievable
• Relevant
• Time-based
Goals should be based on achieving growth, not completing basic job
descriptions.

13. Below-Target Performance
• Action Plan
• Specific performance concerns
• Goals for meeting performance
• Time-line for improvement
• Follow-up schedule
• Resources

14. Tough Conversations
• Don’t surprise
• Be timely
• Be prepared
• Be clear and concise
• Individualize the conversation/process
• Know your goal (Coaching or Counseling)

15. Termination
Best Practices:
• Be prepared
• Minimize employee embarrassment
• Don’t debate the decision
• Don’t apologize
• Have another manager/owner present
• Know the employment laws for your state and organization size

16. Conclusion
• Q&A
• Best Practices
• Action Plan