PERFORMANCE
Good teaching is 1/4 preparation and 3/4 theater.
The purpose of the performance monitoring, development and evaluation process are to promote communication and provide useful feedback about job performance, to facilitate better working relationships, to provide an historical record of performance and to contribute to professional development and overall program quality. Use the following tools to manage and facilitate performance development and improvement.
PERFORMANCE EXPECTATIONS
Performance expectations are defined best on the job descriptions. Each job description defines the responsibilities and qualifications for the teaching staff and directors, serving as a tool for recruitment, employee management, and evaluation. The job description ensures clarity by outlining duties like ensuring child safety, implementing educational programs, supervising children, communicating with parents, and meeting licensing regulations. The monitoring, development and improvement plans are derived from the Job Description in order to determine whether staff meets performance expectations of the role and can deliver quality child care.
PERFORMANCE MONITORING
Self Evaluation Use this form to perform a self evaluation. The self evaluation and the performance evaluation will encourage healthy dialogue as it relates to the employee's overall performance.
Education Monitoring Use this form to evaluate and assess performance in the classroom throughout the year. The plan should be a continuous cycle of planning, implementation, monitoring, reflection, coaching and adaptation. This monitoring tool focuses on growth not just evaluation and serves to encourage healthy dialogue as it relates to the employee's overall performance. Directors are expected to complete education monitoring for every staff every period (quarter) by observing performance and providing feedback on compliance with curriculum, process and procedures and overall performance in the classroom.
Infant/Toddler Environment Checklist Use this form to evaluate the resources, practices, and learning environment in our infant/toddler classrooms. Programs are encouraged to use this self-assessment to critically evaluate and celebrate their strengths, as well as identify areas for growth.
Great Start to Quality: Quality Indicators Guidance Document Use this document for planning and completing the Self-Reflection. This document helps to organize documentation to upload as evidence or help plan for the quality improvement process. It is intended to be a working document used throughout the quality improvement process and many of the indicators are key performance markers on the professional development plan and best practices for a quality program.
PROFESSIONAL DEVELOPMENT
Professional Development Plan Use this form to set goals and outline an employee's professional development plan to reach those goals. The sum of the education monitoring for the year is later reviewed during the annual Performance Review to determine annual raise, set goals, and assign training for continued professional improvement.
MiRegistry Membership ToolKit Use this toolkit to guide you on being a MiRegistry member. MiRegistry membership is now a licensing requirement for child care professionals that gives you access to important resources you can use to manage your career in the early childhood and out of school time field. You will be able to create an online profile to track your training, education, and employment history. Use MiRegistry resources like the Learning Record to strengthen your resume, set career goals, and create yearly professional development plans.
TEACH Early Childhood® MICHIGAN Use this link to apply to available scholarships. TEACH links education, compensation and commitment to improving the quality of early education. TEACH Early Childhood® MICHIGAN is a statewide scholarship program designed to help child care center teaching staff, preschool teachers, family child care providers, group home owners, center directors, early childhood professionals and administrators meet their professional development goals, while continuing their current employment in regulated early childhood and school age care settings TEACH Early Childhood® MICHIGAN addresses two major challenges in the early education and care field – low wages and high turnover. The scholarship helps increase compensation and the retention of skilled teachers. The education level of child care providers is one of the most critical indicators of the quality of a child’s experiences in child care.
PERFORMANCE IMPROVEMENT
Point System Use this form to hold employees accountable to the job that is expected of them. While every infraction or circumstance is not defined in this point system; management have discretion to evaluate extraordinary circumstances to determine whether to count the infraction or circumstance as an occurrence.
Employee Counseling Statement Use this form to counsel an employee when policy, procedures and standards are not being followed.
Performance Improvement Plan Use this form to define areas of concern, gaps in work performance, reiterate performance expectations as well as define timeline for employee to demonstrate improvement and commitment.
Performance plans must be signed by both employee and manager and should be placed in the employee's personnel file.