A childcare staff evaluation form is a structured document that directors use to assess an employee’s performance, set goals, and give feedback. It typically covers interactions with children, lesson planning, safety compliance, and classroom management.
Regular evaluations help directors identify training needs, recognize high-performing staff, and keep the quality of care consistent. For educators, reviews clarify expectations and provide a roadmap for professional development, which supports job satisfaction and retention.
A fair, encouraging, and thorough review process supports your team’s growth. Our downloadable template helps you:
Use the form on this page to download the template.
A comprehensive childcare staff evaluation should cover five core domains, summarized below. For a broader framework, see the NAEYC Professional Standards and Competencies for Early Childhood Educators, which outline six standards, including family–teacher partnerships and professionalism.
| Domain | What to assess | Examples to look for |
|---|---|---|
| Classroom management | Order, transitions, and a safe environment | Smooth transitions between activities; consistent routines; children supervised at all times |
| Curriculum implementation | Delivering lesson plans and adapting them to children’s needs | Plans prepared in advance; activities adjusted for individual children; learning documented |
| Family engagement | Communication and partnership with families | Shares regular updates; responds to questions promptly; welcomes feedback |
| Professionalism | Reliability, handbook adherence, and teamwork | Arrives on time; follows the staff handbook; collaborates with colleagues |
| Health and safety | Licensing and hygiene compliance | Follows hygiene protocols; meets licensing requirements; completes required trainings |
A five-point scale is common. Define each number in writing so every reviewer scores consistently.
| Score | Label | What it means |
|---|---|---|
| 1 | Needs improvement | Does not yet meet expectations; a support plan is needed. |
| 2 | Developing | Meets some expectations; growth is expected with coaching. |
| 3 | Meets expectations | Consistently performs the role as described. |
| 4 | Exceeds expectations | Regularly goes beyond the role and models best practice. |
| 5 | Outstanding | Sets the standard and mentors others. |
| Type | Completed by | Best for | Typical timing |
|---|---|---|---|
| Self-evaluation | The employee | Reflection before a formal review | Before each formal review |
| Supervisor evaluation | The director | An objective assessment of performance | Annually or twice a year |
| New-hire check-in | The director | Early feedback and expectation setting | During the first few months |
| Informal coaching | Director or lead teacher | Ongoing feedback and support | Monthly or quarterly |
A performance review can be stressful for both the director and the teacher. Follow these five steps for a productive and positive experience:
Most childcare programs conduct formal performance reviews annually or twice a year. Informal feedback and coaching sessions every month or quarter help keep staff aligned and supported between formal reviews.
A childcare staff evaluation form should cover classroom management, curriculum implementation, family engagement, professionalism, and health and safety, plus a rating scale and space for goals and comments.
A five-point scale is common, from 1 (needs improvement) to 5 (exceeds expectations). Define each number in writing so every reviewer scores consistently.
Yes. Many childcare management platforms let you create and store digital staff evaluations. Digital tools make it easier to track performance over time and share feedback with staff right away.
A self-evaluation is completed by the employee to reflect on their own performance, strengths, and challenges. A supervisor evaluation is completed by the director to give an objective assessment of the employee’s work. Comparing the two helps identify gaps in perception and align expectations.
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