Performance Review

At TMS it is expected that performance review is ongoing and improvement is continuous.  Our performance review is both informal and formal.

Informal review

Employees interact with co-workers, and supervisors each day. Senior management (e.g. Operations, Administrative and Directors) visit residences regularly throughout each week.  We expect that constructive, positive feedback is a regular part of these daily interactions. 

The staff communications book as well as “tool box” or “stand-up” sessions are also            recommended as opportunities for sharing, in a positive way, observations about what is working well and what is not.

Formal review

A formal performance evaluation will be conducted annually for all employees of TMS.  Performance Evaluations will include:

  • a review of competency, knowledge and skills related to their jobs;
  • knowledge of related policies, procedures and guidelines;
  • ability to complete tasks as outlined in procedures and guidelines;
  • ability to follow and adhere to program plans and schedules for persons served;
  • ability to complete required documentation and written communications;
  • ability to work effectively as a team member to deliver required service;
  • attendance and ability to meet scheduling expectations.
  • a plan for improvement if required in any areas;
  • a conversation about career plans and identification of a career path;
  • a goal for development during the next year.

Performance evaluations will typically include a self evaluation by the employee that is shared with their supervisor. The supervisor will discuss the employee’s self-evaluation at the time their formal review is completed. The formal review process may also include testing of specific competencies, knowledge or skill sets.  

The intent of the performance evaluation, including any testing, is to develop a plan for improvement.  Plans for improvement will include identification of additional training, guidance or instruction desired or required.

Performance evaluation can be an awkward process, especially when family is involved.  CARF standards (see 1.I.6)  acknowledge this by providing an exemption  when employees 'are supervised by a board controlled by the employee or his or her family’.

Despite the exemption, at TMS, we believe that all employees (including family) should, as a minimum, complete a self-evaluation that includes identification of areas for improvement and plans for additional training, guidance or instruction.

During the performance evaluation supervisors will ensure that the employee file has been reviewed within the past year to verify that all required documentation is complete, current and accurate (see Verifcation of employment conditions and other documentation).  Supervisors will ensure training has been completed and documented.

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