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Section 4 About Professional Career Development
and agreed on by both the educator and the supervisor. Supervisors may be far more experienced than the educators they oversee and should be considered a source of advice by the educator. A typical evaluation policy and form that could be used by institutions within the field of cosmetology follow. A typical employee-review report that has been used for evaluating educator performance can be seen in Figure 14–1.
Example of an Employee-Evaluation Policy
The performance of staff members is reviewed annually with respect to the tasks specified in the Job Description and Standards of Evaluation. Evaluation of employee performance will aid in recognition of excellence and encourage individual improvement when needed. The ultimate purpose of evaluation is to improve job performance and promote career development. An evaluation is an appraisal of performance based on expectations. During the Employee Review, there will be a discussion and summary of job performance and, where appropriate, recommendations for improvement. To determine the overall performance of the employee, the supervisor will consider all evaluation data, including observation of job performance as well as coworker and student surveys conducted in relation to the requirements of the position. The purpose of the Employee Review is to help the employee achieve a professional level of conduct and performance. To accomplish this goal, employees need to clearly understand what is expected and be committed to achieving quality results. Open communication between the employee and the evaluator is needed to conduct a successful review. The Employee Review should be structured as follows: 1. 2. 3. 4. State the results of the evaluation. Learn the employee’s view of his or her performance. Further investigate, if necessary, to get all the relevant facts. Generate a plan of action. a. State what is expected and by when. b. Determine how this expectation will be measured. c. Clearly define what will happen if the expected improvement is not achieved. 5. Form a commitment and sign and date the evaluation. The Employee Review is utilized in all steps of employee counseling, including regular evaluations, and may result in any of the following outcomes: • • • • Employment promotion Employment probation Leave of absence (voluntary or involuntary) Employment termination
Employee Review results are recorded on the Employee Review Report. Performance is evaluated as follows: Strength: Satisfactory: Development opportunity: Unsatisfactory: Consistently exceeds requirements Consistently meets requirements Room for improvement or needs exposure Performance has negative effect on results and improvement must occur