As a former employee and supervisor, I’ve received and given many a performance review in my day. Because I’m no longer employed in a full-time job, I’ve done neither in quite a while.

Time for that to change.

Today I work both ends of the review process — giving and receiving a review for myself in the highly coveted position of Grandma, using the performance evaluation document of a former employer as my guide.

Performance Recognition and Planning Guide

Name: Lisa

Position: Gramma to Bubby

Date of hire: 6/2008

Date of this review: 2/2011

Rating Scale:

5Exceptional

4Exceeds Standards

3Meets Standards

2Needs Improvement

1Unsatisfactory

Achievements — Lisa is efficient in the position, regularly researching ways to forge a strong relationship with Bubby despite the miles between them. She’s arranged many visits to the desert, even in light of a dwindling bank account. She’s also learned to Skype, use Picasa, blog with abandon, use USPS and UPS to her advantage. In addition, she depends on regular telephone communication with her daughter and grandson despite hating the telephone. Rating: 4

Ownership — Lisa takes full ownership of her position as Gramma, never shirking the name or duties involved. She takes pride in the position, sometimes to the extreme, not wanting to share the title with others. Rating: 4

Results — Bubby has no doubt who Gramma is and delights in his time with her. During Skype sessions, Bubby most wants to view toys, cars, and trucks PawDad shares with him instead of the picture books Lisa shares, making it clear more enjoyable books need to be chosen or Lisa needs to steal the cars and truck from PawDad and show them to Bubby herself. Rating: 3

Teamwork — Lisa works well with PawDad, her partner in grandparenting. Excepting, of course, her desire to steal Matchbox emergency vehicles during Skype sessions. Rating: 3

Communication — See “Achievements.” Rating: 4

Initiative — Lisa is proactive in problem solving when it comes to finding new ways to engage Bubby, in person or long-distance. Rating: 4

Skills — Lisa demonstrates a high-level of long-distance ability, regularly making use of ideas and activities offered up by fellow grandparent bloggers. She needs (and desires) more face time with Bubby in order to improve her skills and efficiency in one-on-one situations with the grandchild. Rating: 4

Dependability — Regardless of day, distance or dollars involved, Lisa will do anything and everything for Bubby. Rating: 4

Overall Rating = 3.75 Meets/Nearly Exceeds Standards

A supervisor once told me that although I was doing an excellent job, corporate policy prevented her from granting me a 5 on the scale as that would mean I’m as good as can be, leaving no room to strive for improvement. At the time, I considered it a bunch of hooey from tight-fisted executives who didn’t want to pay the higher salary due those rating at the top in reviews.

Now in my position as Grandma, I understand the policy of not earning a 5. I’m not as good as it gets and I surely want to continue to improve. Not in hopes of earning a bigger paycheck but with the goal of improving my performance in one of the most important positions I’ve held yet — Gramma to Bubby ... plus soon to be Birdy and countless other grandchildren to come.

Today’s question:

Using the numbered Ratings Scale above, how do you rate your performance in one of your current positions, personal or professional?