A staff appraisal is a formal, systematic process of determining and reviewing the performance of early childhood educators over a period of time, usually a year.
Objectives
In early childhood services, the aim of a staff appraisal is to:
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Acknowledge contributions: e.g., “Maria consistently set up engaging sensory play experiences that supported children’s fine motor development.”
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Encourage reflective practice: e.g., “During group time, you noticed children were restless. How might adjusting the length or adding movement help?”
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Identify career pathways: e.g., “You’ve shown strong leadership in mentoring new staff. Would you be interested in exploring a Lead Educator role next year?”
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Clarify how each educator’s performance contributes to the service’s overall goals.
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Improve communication between educators and leadership.
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Support compliance with National Quality Standards.
Principles
Staff appraisals should:
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Follow the “no surprises” principle—e.g., if an educator struggles with documentation, raise it during weekly catch-ups, not just at the annual review.
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Be supported by ongoing informal conversations – e.g., “I noticed the way you handled that conflict between two children today—great use of redirection.”
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Be conducted in a positive, supportive, and future-focused manner.
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Remain separate from disciplinary or salary discussions.
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Include two-way feedback – e.g., “What supports would help you feel more confident in managing transitions?”
Components
The appraisal process includes:
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Key Performance Indicators aligned with the National Quality Standards and the service’s QIP.
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Example KPI: “Maintain accurate daily documentation in line with EYLF outcomes.”
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Example KPI: “Engage families by sharing at least one learning story per child each month.”
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Goals tailored to the educator’s role:
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Assistant Educator: “Support group routines by preparing materials before transitions.”
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Lead Educator: “Coordinate weekly team reflections linked to the QIP.”
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Preparing for the Meeting
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Leader preparation: Review observation notes — e.g., “In March, you introduced a new science corner that children engaged with daily.”
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Educator preparation: Reflect—e.g., “I’d like more training in inclusive practices to better support children with additional needs.”
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Provide at least two weeks’ notice and schedule 1–2 hours of uninterrupted time.
Annual Performance Evaluation
The annual meeting should:
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Be well-prepared, with clear objectives unique to the educator.
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Be conducted in a relaxed yet purposeful manner.
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Allow educators time to speak, reflect, and share challenges.
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Use active listening – e.g., “So you feel that balancing documentation with direct engagement is challenging. Let’s explore strategies together.”
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Apply problem-solving – e.g., “You mentioned difficulty with outdoor transitions. Could we trial a visual schedule to support children?”
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Result in joint decisions – e.g., agree on “attend a workshop on behaviour guidance” as part of the professional development plan.
Professional Development Planning
Appraisals should lead to a 12-month professional development plan, including:
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Identifying educator needs and aspirations – e.g., “I’d like to build confidence in family communication.”
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Selecting courses, conferences, or mentoring opportunities – e.g., “Enroll in a workshop on STEM in early childhood.”
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Documenting and approving the plan with allocated resources—e.g., “Shadow the Educational Leader during family meetings.”
Mid-Year Review
A mid-year review ensures educators are
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On track with agreed KPIs and QIP responsibilities.
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Receiving timely feedback and recognition – e.g., “You’ve successfully implemented daily reflection journals. How do you feel this has impacted your practice?”
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Supported in implementing professional development plans – e.g., “We agreed on improving family communication. Have the monthly newsletters helped you connect more with parents?”
Why Appraisals Matter for Educators
By focusing on individual growth, communication, and professional development, staff appraisals help educators feel valued, supported, and motivated. Ultimately, this strengthens the quality of care and education provided to children.
Further Reading
Performance Reviews In Early Childhood Services
How To Provide Constructive Feedback To Educators
Educator Performance Review Template
Managing Underperforming Educators
Staff Appraisal For Assistant Educator Template
Staff Appraisal For Lead Educator Template
Reference:
Performance Evaluation and Development Planning, ELAA
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