CLASSIFIED EMPLOYEE
CONTRACTUAL STATUS RECOMMENDATION
Fayette County Public Schools
Employee Name:Work Site/Department:
Position/Job Title:
The classified employee was regularly observed during the school year. A conference was held with the classified employee to review and sign this document.
CONTRACT RECOMMENDATION (Check One):
RENEWAL (One Year) / NON-RENEWAL (Staff Reduction, Other)CONDITIONAL RENEWAL
The employee is in Progressive Discipline Procedure. Renewal is with conditions as specified by attached documents. / NON-RENEWAL FOR CAUSE
Non-renewal request based upon attached documentation. Forward to the Classified Personnel Office, Department of Human Resources, for presentation to the Superintendent for final determination of contract status.
Supervisor’s Signature ______Date
I HAVE READ THE ABOVE RECOMMENDATION FROM THE SCHOOL/DEPARTMENT AND UNDERSTAND THAT FINAL CONTRACTUAL STATUS WILL BE DETERMINED AT THE DISTRICT LEVEL.
Employee’s Signature: ______Date
Employee Number:
FAYETTE COUNTY PUBLIC SCHOOLS
WORK PERFORMANCE EVALUATION INSTRUCTIONS
The work performance of all classified personnel staff shall be evaluated annually.
Written evaluations are to be submitted to the Department of Human Resources on or before April 15th of each school year.
Each evaluatee’s performance shall be evaluated by his/her immediate supervisor.
INSTRUCTIONS:
1. For each performance indicator listed, use a rating scale of 1 to 5 to describe and score the degree to which the evaluatee meets work expectations. Use the comments section to expand or clarify any additional comments and/or concerns. The 1 to 5 rating scale is defined as follows:
1 to 5 RATING DEFINITIONS
1 – Unsatisfactory: Fails to meet job requirements. Unacceptable performance which may
indicate a lack of willingness and/or ability to perform the requirements of the position.
Work performance below competent level.
2 – Needs Improvement: Not fully satisfactory. Performs many duties capably, meets some goals
and objectives, but requires improvement to fully meet standards; may require more supervision than expected for assignments. Work performance is approaching competent level.
3 – Fully Satisfactory: Meets the job requirements needed to capably handle all work related goals, responsibilities and duties. Work performance is at the competent level.
4 – Exceeds Standards: Meets and in most cases, exceeds the normal expectations for all work related goals, responsibilities and duties. Work performance noticeably better than competent level.
5 – Far Exceeds Standards: -Consistently exceeds all work related requirements. Significantly exceeds
expectations and all work related goals, responsibilities and duties, with exceptional quality, quantity, and timeliness of work.
2. The evaluator shall discuss the work performance evaluation with the evaluatee in a conference. In each case where the evaluatee receives a rating of a “1” or “2” on any performance indicator, the evaluator will explain both verbally and in writing specifically what improvement(s) are expected to meet satisfactory work performance.
3. The evaluator and evaluatee shall both sign below. The evaluatee’s signature means that he/she has had his/her evaluation reviewed with the evaluator. It does not imply that he/she agrees or disagrees with the evaluation.
4. One copy of the complete evaluation, including the Contractual Status Recommendation form, shall be provided to the evaluatee.
5. One copy of the complete evaluation, including the Contractual Status Recommendation form, shall be retained and filed by the evaluator.
6. The complete original evaluation, including the Contractual Status Recommendation form, shall be submitted to the Department of Human Resources, where it shall be filed in the employee’s personnel file.
FAYETTE COUNTY PUBLIC SCHOOLS
WORK PERFORMANCE REVIEW
DEPARTMENT OF LAW ENFORCEMENT
SCHOOL YEAR
EVALUATEE: EVALUATOR:WORKSITE/DEPARTMENT:
JOB KNOWLEDGE: To what extent does this employee have the skills/knowledge of the information, procedures, materials, equipment, techniques, etc., needed to complete work related responsibilities, tasks and duties. / 1 / 2 / 3 / 4 / 5
1. Possesses technical knowledge/skill required to complete tasks
2. Understands and completes all records, reports, and documents as required
3. Has working knowledge of tools and equipment that are necessary for completion of assigned tasks and work related duties
4. Is a self-starter; Initiates own activities
5. Properly applies KY Revised Statues and Standard Operating Procedures
Additional Evaluator Comments:
QUALITY OF ACCOMPLISHMENTS: Rate the accuracy and completeness of the employees work. / 1 / 2 / 3 / 4 / 51. Completes work assignments according to job description
2. Is complete and thorough in fulfillment of job requirements; meets or exceeds quality of work expected
3. Uses proper equipment to accomplish job goals
4. Expresses ideas well orally and/or in writing
5. Takes advantage of opportunities to develop job skills
6. Daily reports are complete, accurate and are submitted on time
Additional Evaluator Comments:
PRODUCTIVITY: Rate the volume and timeliness of the employees work. / 1 / 2 / 3 / 4 / 51. Meets or exceeds quantity of work expected; plans and organizes to accomplish work goals
2. Meets deadlines when they exist; shift to new tasks when priorities change.
3. Does routine work without instructions
4. Is capable of independent action
5. Approaches assignments in a positive manner
6. Readily accepts changes in work method, procedures and assignments when such changes are required
Additional Evaluator Comments:
RESPONSIBILITY: Consider the employees efforts to ensure the successful completion of tasks, the leading of others in various tasks, extra efforts made to meet work demands, general assistance and dependability / 1 / 2 / 3 / 4 / 51. Maintains confidentiality of school related business.
2. Is innovative in solving difficult problems
3. Does own follow-through to ensure job completion
4. Operates within established policy guidelines
5. Is interested in and concerned about their work.
6. Assumes responsibility voluntarily
7. Listens to and accepts instructions.
8. Discusses assignments and problems with supervisor (s)
9. Demonstrates care in use of board equipment/supplies
10. Is responsible for all overtime assignments
11. Displays a positive response to coaching and supervision
12. Modifies work habits with input from supervisor and then follows through with recommendation as directed
Additional Evaluator Comments:
PERSONAL CHARACTERISTICS: Consider this employee’s relationships with other employees, students and faculty; and their willingness to perform duties and to help others accomplish tasks / 1 / 2 / 3 / 4 / 51. Is tactful, friendly, and courteous with co-workers and the public
2. Has positive rapport with students and/or co-workers
3. Exhibits cooperation with co-workers; works well as a team member
4. Reports to work on time
5. Uses sick and leave time appropriately
6. Grooming and personal hygiene are appropriate for school personnel
7. Uniform is presented according to standards
Additional Evaluator Comments:
Areas in this employee’s performance which need improvement are:
Improvement can be achieved by doing the following:
Evaluatee’s Comments:
CLASSIFIED EMPLOYEE EVALUATION CONFERENCE VERIFICATION
I have read this work performance evaluation and have had an opportunity to discuss it in a conference with my immediate supervisor. My signature does not imply agreement or disagreement with the content of this report.
Signature of Evaluatee ______Date ______
I have discussed the content of this evaluation in a conference with the evaluatee.
Signature of Evaluator ______Date ______
REMINDER: Contractual Status Recommendation must also be signed.
NOTE: If the evaluatee believes the work performance evaluation is inaccurate and/or has failed to take extenuating circumstances into consideration, he/ she may make a written rebuttal to the evaluation. The evaluator is then obligated to attach the rebuttal to the original evaluation, which shall be filed in the evaluatee’s personnel file, located in the Department of Human Resources. In a case where the evaluatee feels that his/her evaluation has been unjust, he/she may appeal it via the established grievance procedure as set forth in the Classified Employee Handbook.
I understand that I have the option to attach a written rebuttal to this evaluation and that I may appeal the results through the district’s grievance procedure.
Signature of Evaluatee ______Date ______
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