2012-13 Non Instructional Employee Evaluation Process.
Attached is a list of positions identifying who is responsible for conducting employeeperformance evaluations. The designated responsible person may elect to delegate the task of evaluating an employee to another or to share the process but the responsibility for the evaluation lies with the listed person.
Because of the large number of employees in the Transportation and Food Service departments,the evaluationschedule will be modified to assure that the evaluations are less cumbersome. Mr. Lynch and Mr. Murphy will work with the Human Resources department in staging the employee evaluation.
The goals of the Board’s evaluation program for support staff are:
A.To improve and reinforce the skills, attitudes, and abilities which enable a support staff member to be effective in achieving assigned job goals.
B.To identify and remediate weaknesses which prevent a support staff member from achieving the goals of assigned duties.
During the 2012-13 school year the following evaluation schedule will be in place:
Phase 1 – Employee Self Evaluation and Job Description Review.
Prior to September 21st all employees being evaluated will receive a Self Evaluation form and a copy of their job description. Employees will fill out the self evaluation form and be given an opportunity to review their job description.
Phase 2 – Initial Meeting between Employee and Evaluator
Prior to October 31st employees and the responsible evaluator or their designee will meet face to face to review the self evaluation and discuss their job description. At this meeting the employee and evaluator will identify any job related goals for the school year. The purpose of the meeting is to communicate and share information on the employee’s expected performance for the school year.
The employee and evaluator will each retain a copy of the self evaluation.
Any recommended alteration of the job description should be submitted to Human Resources for review.
Phase 3 – Annual Evaluation Meeting
Between March 15th and May 30th evaluators will complete employee evaluations and meet with their employees to review the evaluations.
Phase 4 – Documentation
The final signed copy of the evaluation form shall be submitted to Human Resources no later than June 7th and will be maintained in the employee’s personnel record.
Employee Discipline is not a part of the annual evaluation process. Any areas where an employee is being ranked at level 5 – well below what is expected of a typical employee must be addressed through either coaching or formal discipline during the school year and prior to the annual evaluation. This is intended to eliminate any surprises to the employee during the evaluation process. It is also intended to ensure that the employee’s due process rights related to discipline are protected.