PERFORMANCE
EVALUATION
PLAN
FOR
CLASSIFIED PERSONNEL
“We are what we repeatedly do. Excellence, therefore, is not an act, but a habit.”
-Aristotle
Adopted by the Danville School Board
November 4, 2004
Revised June 22, 2010
15
Danville Public Schools
PERFORMANCE EVALUATION PLAN
FOR CLASSIFIED PERSONNEL
TABLE OF CONTENTS
I.
Introduction and Beliefs
…………………………………………..
1
II.
Philosophy of Evaluation
…………………………………………...
1
III.
Purposes of Evaluation
…………………………………………..
2
IV.
Employment Standards and Practices
…………………………..
2-3
A. Standards
B. Practices
V.
Levels of Performance, Evaluation Criteria, and Plans of Assistance ….…
4-5
A. Levels of Performance
B. Plan of Assistance
VI.
Annual Goal Form - Optional
…………………………………………
6
VII.
Interim Review - Optional
……………………………………….
7-8
VIII. Employee Final Evaluation Self-Assessment – Optional
IX.
Final/End-of-Year Performance Evaluation Form
………………
…………………….
9-10
11-14
A. Version 1 (Outstanding, Very Good, Good,
Improvement Needed, Unsatisfactory)
B. Version 2 (Satisfactory, Improvement Needed,
Unsatisfactory)
X.
Plan of Assistance
………………………………………
15-16
DANVILLE PUBLIC SCHOOLS
PERFORMANCE EVALUATION PLAN
FOR CLASSIFIED PERSONNEL
I.
Introduction and Beliefs
The Danville Public School division recognizes a need for continual improvement of instruction.
The division’s performance evaluation plan provides a framework for systemic improvement, which satisfies
requirements mandated by the Virginia Department of Education while providing for the improvement and
enhancement of professional skills.
The Danville Public School division believes:
1.
Performance evaluation is a basic fact of life and we are committed to the maintenance of standards
of excellence in our educational programs.
2.
Performance evaluation must be a cooperative effort, based on mutual trust and open dialogue
between administrator/supervisor and staff.
3.
The performance evaluation process should aid the employee in gaining new insights into his or her
performance and in identifying areas for continual growth.
4.
Performance evaluation should be based on a variety of processes and instruments.
5.
Self-evaluation and the use of data are essential to effective evaluation.
6.
Well-trained and well-qualified evaluators who continually update their skills are indispensable to
an effective performance evaluation process.
7.
The performance evaluation plan must be subject to periodic review.
8.
The entire staff has a responsibility to understand and to review continually the performance
evaluation plan.
II.
Philosophy of Evaluation
Performance evaluation is a process whereby the effectiveness of the staff member is appraised in relation to
his or her competencies, working conditions, and standards and practices. The performance evaluation process
shall recognize the worth of the individual and his or her unique role in the education process and must serve to
support and lend positive direction toward individual and group effectiveness. The performance evaluation
process must serve to foster self-improvement and be a vital part of the total school plan to improve the quality
of education, the instructional process, and the educational growth of the student.
1
III.
Purposes of Evaluation
 To improve our educational programs
 To promote and assist with the employee’s growth and improvement of skills
 To fulfill, in a uniform manner, the legal requirements of state and local authorities
 To identify and remediate the employee who is performing unsatisfactorily
Note: An unsatisfactory evaluation may initiate dismissal proceedings in accordance with state
code.
IV.
Employment Standards and Practices
A.
Employment Standards
1. Employees in the Danville Public Schools (DPS) provide high quality services to the community and
its citizens.
2. DPS employees fulfill their obligation to provide services and to conduct themselves in a manner
that places the highest esteem on human rights and dignity.
3. DPS employees ensure that every student receives the highest quality of service.
4. DPS employees recognize and demonstrate that their primary responsibility is to the student and the
development of the student’s potential.
5. DPS employees exhibit, by their actions, value for the worth and dignity of every person, student,
and colleague; the pursuit of truth; devotion to excellence; acquisition of knowledge; and
democratic principles.
6. DPS employees engage in continuing development that benefits the students of the school system and
keep current with trends and technology applicable to their specific duties.
7. DPS employees pursue and use resources that best serve the interests and needs of students.
B. Practice
2
B.
Employment Practices
Employment practices are behaviors and attitudes that are based on a set of values that the DPS
education community believes and accepts. These values are demonstrated by the employee’s conduct
toward students, colleagues, employer, and the community. Employees in the Danville Public Schools
are expected to abide by this section.
1. DPS employees abide by the Code of Virginia, other school laws of the Commonwealth, rules and
regulations of the Virginia Board of Education, and Danville School Board policies and regulations.
2. DPS employees maintain high levels of competence throughout their careers.
3. DPS employees exhibit consistent and equitable treatment of students, fellow employees, and
parents. DPS employees respect the civil rights of all and do not discriminate on the basis of age,
race, national or ethnic origin, culture, religion, gender or sexual orientation, marital status,
political beliefs, socioeconomic status, disabling condition, and/or vocational interest. (This list of
bases of discrimination is not all-inclusive.)
4. DPS employees model for students the principles of good citizenship and responsibility.
5. DPS employees use acceptable and professional language and communication skills.
Communications with students, parents, and staff reflect sensitivity to the fundamental human rights
of dignity, privacy, and respect.
6. DPS employees are open-minded and knowledgeable and use appropriate judgment and
communication skills when responding to an issue in the educational environment.
7. DPS employees maintain confidentiality of information obtained in the course of conducting school
business unless required to be disclosed by law or by clear and compelling professional necessity as
determined by one’s supervisor or the superintendent/designee.
8. DPS employees exert reasonable effort to protect the student from conditions that interfere with
learning or are harmful to the student’s health and/or safety.
3
V.
Levels of Performance, Evaluation Criteria, and Plans of Assistance
A. Levels of Performance
This framework for performance evaluation consists of twelve (12) categories, a set of supervisor-determined
requirements, and their related criteria.
At the Interim Review point, the employee’s performance is rated as progressing satisfactorily or improvement
needed.
1.
Progressing Satisfactorily
This rating in any category indicates that the employee understands and exhibits the concepts
underlying the criteria of that category.
2.
Improvement Needed
This rating in any category indicates that the employee is having difficulty either understanding and/or
demonstrating an understanding of the concepts underlying the criteria of that category. Working on
the fundamental practices associated with the criteria will enable the employee to grow and develop.
For any category rated as needing improvement, the evaluator must assist the employee in his or her
effort to grow and improve in this area.
Note: Interim Reviews are optional. The employee or the supervisor may request such a review.
At the End-of-the-Year Evaluation point, the supervisor may choose to use one of the following scales:
(a)
outstanding, very good, good, improvement needed, or unsatisfactory
(b)
satisfactory, improvement needed, or unsatisfactory
1. Outstanding
This rating in any category indicates that the employee understands the concepts underlying the criteria
for that category and in his or her performance demonstrates this knowledge in an exceptional,
exemplary fashion. His or her performance is at a level that surpasses basic expectations for the position
held.
4
2. Very Good
This rating in any category indicates that the employee understands the concepts underlying the criteria
of that category and in his or her performance demonstrates this knowledge in a manner that is above
average.
3. Good or Satisfactory
This rating indicates that the employee’s performance meets the basic expectations for the position held.
4. Improvement Needed
This rating in any category indicates that the employee is having difficulty either understanding and/or
demonstrating an understanding of the concepts underlying the criteria of that category. Working on the
fundamental practices associated with the criteria will enable the employee to grow and develop. For
any category so rated, the evaluator must assist the employee in his or her effort to grow and improve in
this area.
5. Unsatisfactory
An unsatisfactory rating in any category indicates that the employee either does not understand
and/or does not demonstrate an understanding of the concepts underlying the criteria of that
category. A focused approach, developed jointly by the employee and the supervisor, for
improving in the areas associated with the category is in order. If an unsatisfactory rating is
given in any category, the evaluator must provide anecdotal records or other written evidence
to support such a rating.
Note: An end-of-the-year evaluation that is unsatisfactory overall may initiate dismissal
proceedings in accordance with the Code of Virginia.
B. Plan of Assistance
If the overall performance of an employee who is no longer on probation is deemed unsatisfactory by the
immediate supervisor, a plan of assistance may be developed and implemented by the immediate
supervisor. The plan will be individualized to the specific needs of the employee and may include
readings, discussion, observation of others who have mastered the area of concern, and/or other
development/training components. Such a plan may be initiated as deemed necessary by the immediate
supervisor at any point during the evaluation year. Failure on the part of the employee to comply with or
meet the expectations set forth in the Plan of Assistance may initiate dismissal proceedings in accordance
with the Code of Virginia. [See page 15 for proper form.]
5
PERFORMANCE EVALUATION PLAN
FOR CLASSIFIED PERSONNEL
ANNUAL GOAL FORM (OPTIONAL)
Please print the information in this section.
Employee’s Name:
Position/Title:
Supervisor:
School Year:
School/Location:
Directions: Supervisors and employees may use this form to establish goals for the evaluation cycle. Areas of
particular interest to the employee and areas of concern from the previous evaluation cycle make excellent bases
for goals for the new school year.
 Focus (On which of your job responsibilities and/or which area of accountability will you focus this year?)
 Baseline (Status at beginning of evaluation period)
 Goal Statement (Desired results)
 Strategies for Accomplishment (Activities to accomplish goals)
______________________________________
Employee’s Signature
Date
COPIES:
Employee
_________________________________
Evaluator’s Signature
Date
Principal/Supervisor
6
PERFORMANCE EVALUATION PLAN
FOR CLASSIFIED PERSONNEL
INTERIM REVIEW (OPTIONAL)
Please print the information in this section.
Employee’s Name:
Position/Title:
Supervisor:
School Year:
School/Location:
Directions: Supervisors may use this form to maintain records throughout the evaluation cycle in preparation
for the end-of-the year/final performance evaluation. This form serves as a running record for documenting
performance of the employee from all pertinent data sources. Evaluators should document areas of concern
and/or strengths in the comment section referencing the specific standards being addressed. Evaluators are to
circle progressing satisfactorily or improvement needed to indicate rating.
Quality of Work Excellence of work produced
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
Timely Task Completion The promptness with which work is completed
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
Productivity Ability to produce quantity of acceptable work which meets supervisor’s standards
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
Knowledge of Job Comprehension of current job, of other work closely related to it, and of
equipment/materials/resources necessary to perform job functions
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
Reliability and Responsibility Ability to complete assignments dependably, with minimal supervision
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
Attendance Overall attendance and punctuality
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
Initiative Extent to which new work assignments and additional duties are sought out -- and/or completed
independently -- when needed
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
7
DANVILLE PUBLIC SCHOOLS
PERFORMANCE EVALUATION PLAN FOR CLASSIFIED PERSONNEL
OPTIONAL INTERIM REVIEW
EMPLOYEE’S NAME:
SCHOOL YEAR:
PAGE 2
Creativity Ability to offer suggestions and propose innovative ideas and solutions to work situations
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
Working Relationships Willingness to work with and help colleagues; cooperation with fellow employees
and supervisor; ability to accept constructive criticism
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
Adherence to Division Policies and Procedures Extent to which division policies and procedures are
followed
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
Judgment Extent to which proper judgment and decision-making skills are demonstrated
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
Customer Service Orientation Extent to which proper behavior and decorum are demonstrated with internal
and external clients
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
Performance Area(s) Determined by Supervisor.
Area #1: (Description) ____________________________________________________________
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
Area #2: (Description) ____________________________________________________________
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
Area #3: (Description) ____________________________________________________________
Progressing Satisfactorily
Improvement Needed
Comments: ___________________________________________________________________
Additional Comments [Attach additional page(s), if more space is needed]:
__________________________________________________________________________________________
______________________________________________________________________________
Employee’s Signature: ______________________________________
Date: ______________
Supervisor’s Signature: _____________________________________
Date: ______________
COPIES:
Employee
Principal/Supervisor
Dept. of Human Resources
8
PERFORMANCE EVALUATION PLAN
FOR CLASSIFIED PERSONNEL
EMPLOYEE FINAL EVALUATION SELF-ASSESSMENT
(OPTIONAL)
Please print the information in this section.
Employee’s Name:
Position/Title:
Supervisor:
School Year:
School/Location:
Directions: Please use this form to assess your work/job performance for this school year.
Quality of Work Excellence of work produced
 Outstanding
Comments:
 Very Good
 Good
 Improvement Needed
 Unsatisfactory
Productivity Ability to produce quantity of acceptable work which meets supervisor’s standards
 Outstanding
Comments:
 Very Good
 Good
 Improvement Needed
 Unsatisfactory
Knowledge of Job Comprehension of current job, of other work closely related to it, and of
equipment/materials/resources necessary to perform job functions
 Outstanding
Comments:
 Very Good
 Good
 Improvement Needed
 Good
 Improvement Needed
 Unsatisfactory
Reliability Timely/prompt task completion
 Outstanding
Comments:
 Very Good
 Unsatisfactory
Responsibility Task completion and follow-up, with minimal supervision
 Outstanding
Comments:
 Very Good
 Good
 Improvement Needed
 Unsatisfactory
 Improvement Needed
 Unsatisfactory
Attendance Overall attendance and punctuality
 Outstanding
Comments:
 Very Good
 Good
9
PERFORMANCE EVALUATION PLAN FOR CLASSIFIED PERSONNEL
OPTIONAL EMPLOYEE FINAL EVALUATION SELF-ASSESSMENT
EMPLOYEE’S NAME:
SCHOOL YEAR:
PAGE 2
Initiative Extent to which new work assignments and additional duties are sought out -- and/or completed
independently -- when needed
 Outstanding
Comments:
 Very Good
 Good
 Improvement Needed
 Unsatisfactory
Creativity Ability to offer suggestions and propose innovative ideas and solutions to work situations
 Outstanding
Comments:
 Very Good
 Good
 Improvement Needed
 Unsatisfactory
Working Relationships Willingness to work with and help colleagues; cooperation with fellow employees and
supervisor; ability to accept constructive criticism
 Outstanding
Comments:
 Very Good
 Good
 Improvement Needed
 Unsatisfactory
Adherence to Division Policies and Procedures Extent to which division policies and procedures are followed
 Outstanding
Comments:
 Very Good
 Good
 Improvement Needed
 Unsatisfactory
Judgment Extent to which proper judgment and decision-making skills are demonstrated
 Outstanding
Comments:
 Very Good
 Good
 Improvement Needed
 Unsatisfactory
Customer Service Orientation Extent to which proper behavior and decorum are demonstrated with internal
and external clients
 Outstanding
Comments:
 Very Good
 Good
 Improvement Needed
 Unsatisfactory
Additional Comments (Attach additional pages, if more space is needed):
___________________________________________________________________________________________
___________________________________________________________________________________________
___________________________________________________________________________________________
Employee’s Signature: _______________________________________
Date: ______________
Supervisor’s Signature: ______________________________________
Date: ______________
COPIES:
Employee
Principal/Supervisor
10
DANVILLE PUBLIC SCHOOLS
EMPLOYEE’S NAME (Please print.):
PERFORMANCE EVALUATION PLAN
FOR CLASSIFIED PERSONNEL
SUPERVISOR’S NAME (Please print.):
FINAL EVALUATION FORM
Version 1
Directions: The Supervisor is to use this form to assess
the employee’s work/job performance, using the
rating options provided.
Evaluation Year:
_______________________________________
Quality of Work Excellence of work produced
Outstanding Very Good
Good Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
Timely Task Completion The promptness with which work is completed
Outstanding Very Good
Good Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
Productivity Ability to produce quantity of acceptable work which meets supervisor’s standards
Outstanding Very Good
Good Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
Knowledge of Job Comprehension of current job, of other work closely related to it, and of
equipment/materials/resources necessary to perform job functions
Outstanding Very Good
Good Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
Reliability and Responsibility Ability to complete assignments dependably, with minimal supervision
Outstanding Very Good
Good Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
Attendance Overall attendance and punctuality
Outstanding Very Good
Good Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
Initiative Extent to which new work assignments and additional duties are sought out -- and/or completed
independently -- when needed
Outstanding Very Good
Good Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
Creativity Ability to offer suggestions and propose innovative ideas and solutions to work situations
Outstanding Very Good
Good Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
Working Relationships Willingness to work with and help colleagues; cooperation with fellow employees
and supervisor; ability to accept constructive criticism
Outstanding Very Good
Good Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
COPIES:
Employee
Principal/Supervisor
11
Dept. of Human Resources
DANVILLE PUBLIC SCHOOLS
PERFORMANCE EVALUATION PLAN FOR CLASSIFIED PERSONNEL
FINAL EVALUATION FORM
EMPLOYEE’S NAME: _________________________________________
SCHOOL YEAR : ______________________________________________
PAGE 2
Adherence to Division Policies and Procedures Extent to which division policies and procedures are
followed
Outstanding Very Good
Good Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
Judgment Extent to which proper judgment and decision-making skills are demonstrated
Outstanding Very Good
Good Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
Customer Service Orientation Extent to which proper behavior and decorum are demonstrated with internal
and external clients
Outstanding Very Good
Good Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
Performance Area(s) Determined by Supervisor
Area #1: (Description) ______________________________________________________________________
Outstanding Very Good
Good
Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
_________________________________________________________________________________________
Area #2: (Description) ____________________________________________________________
Outstanding Very Good
Good Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
_________________________________________________________________________________________
Area #3: (Description) ____________________________________________________________
Outstanding Very Good
Good Improvement Needed
Unsatisfactory
Comments: _______________________________________________________________________________
_________________________________________________________________________________________
Additional Comments [Attach additional page(s), if more space is needed]: ____________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________ ________
Employee’s Signature
Date
______________________________ ________
Supervisor’s Signature
Date
The employee’s signature above acknowledges that this completed form has been reviewed with him or her and
he or she has received a copy.
COPIES:
Employee
Principal/Supervisor
12
Dept. of Human Resources
DANVILLE PUBLIC SCHOOLS
EMPLOYEE’S NAME (Please print.):
PERFORMANCE EVALUATION PLAN
FOR CLASSIFIED PERSONNEL
SUPERVISOR’S NAME (Please print.):
FINAL EVALUATION FORM
Version 2
Directions: The Supervisor is to use this form to assess
the employee’s work/job performance, using the
rating options provided.
Evaluation Year:
_______________________________________________
Quality of Work Excellence of work produced
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
Timely Task Completion The promptness with which work is completed
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
Productivity Ability to produce quantity of acceptable work which meets supervisor’s standards
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
Knowledge of Job Comprehension of current job, of other work closely related to it, and of
equipment/materials/resources necessary to perform job functions
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
Reliability and Responsibility Ability to complete assignments dependably, with minimal supervision
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
Attendance Overall attendance and punctuality
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
Initiative Extent to which new work assignments and additional duties are sought out -- and/or completed
independently -- when needed
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
Creativity Ability to offer suggestions and propose innovative ideas and solutions to work situations
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
Working Relationships Willingness to work with and help colleagues; cooperation with fellow employees
and supervisor; ability to accept constructive criticism
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
COPIES:
Employee
Principal/Supervisor
13
Dept. of Human Resources
DANVILLE PUBLIC SCHOOLS
PERFORMANCE EVALUATION PLAN FOR CLASSIFIED PERSONNEL
FINAL EVALUATION FORM
EMPLOYEE’S NAME: _________________________________________
SCHOOL YEAR : _____________________________________________
PAGE 2
Adherence to Division Policies and Procedures Extent to which division policies and procedures are
followed
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
Judgment Extent to which proper judgment and decision-making skills are demonstrated
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
Customer Service Orientation Extent to which proper behavior and decorum are demonstrated with internal
and external clients
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
Performance Area(s) Determined by Supervisor
Area #1: (Description) ____________________________________________________________
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
Area #2: (Description) ____________________________________________________________
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
Area #3: (Description) ____________________________________________________________
Satisfactory
Improvement Needed
Unsatisfactory
Comments: ___________________________________________________________________
Additional Comments [Attach additional page(s), if more space is needed]:
__________________________________________________________________________________________
______________________________________________________________________________
____________________________________________________________________________________
_________________________________ ________
Employee’s Signature
Date
______________________________ ________
Supervisor’s Signature
Date
The employee’s signature above acknowledges that this completed form has been reviewed with him or her and
he or she has received a copy.
COPIES:
Employee
Principal/Supervisor
14
Dept. of Human Resources
DANVILLE PUBLIC SCHOOLS
CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION PLAN
PLAN OF ASSISTANCE
EMPLOYEE’S NAME: ___________________________________
LOCATION:
___________________________________
AREA OF
CONCERN
AS EVIDENCED
BY
SCHOOL YEAR FOR WHICH PLAN IS EFFECTIVE:
_________________________
DATE WRITTEN PLAN WAS PRESENTED TO EMPLOYEE: _________________________
STANDARD/EXPECTATION
TO BE MET
15
ASSISTANCE TO BE
PROVIDED AND
BY WHOM
EVIDENCE THAT
STANDARD HAS
BEEN MET
DATE BY
WHICH STANDARD
IS TO BE MET
AREA OF
CONCERN
AS EVIDENCED
BY
STANDARD/EXPECTATION
TO BE MET
ASSISTANCE TO BE
PROVIDED AND
BY WHOM
EVIDENCE THAT
STANDARD HAS
BEEN MET
_______________________________________________________
SIGNATURE OF EMPLOYEE
_____________________________
DATE SIGNED
_______________________________________________________
SIGNATURE OF IMMEDIATE SUPERVISOR/DESIGNEE
______________________________
DATE SIGNED
16
DATE BY
WHICH STANDARD
IS TO BE MET
CRITICAL DATES AND PROCEDURES
IN THE PERFORMANCE EVALUATION CYCLE
FOR CLASSIFIED EMPLOYEES
2016-2017 SCHOOL YEAR
BY OCTOBER 24, 2016
The immediate supervisor will meet with the employee and –
(a) Explain the performance evaluation process. [This explanation may take place in a group
meeting.]
(b) Make sure each employee understands what is expected of him or her and the criteria on
which his or her performance is being evaluated. It is also during this timeframe that the
supervisor may add criteria specific to the employee’s performance during the previous
year/evaluation cycle and/or the employee’s particular job in the Performance Area(s)
Determined by Supervisor sections of the Interim Review, Employee Final Evaluation SelfAssessment, and Final Evaluation forms. The supervisor is to explain these additions to the
employee.
(c) If the Annual Goal Form is going to be used, it is also at this time that the supervisor is to work
with the employee to develop a plan for the year.
BY DECEMBER 16, 2016
The supervisor is to meet with any employee who is experiencing performance problems and inform
the employee of the problem area(s).
BY FEBRUARY 17, 2017
If the Interim Review process is going to be used, it is by this date that the supervisor is to meet with
the employee and complete the Interim Review form.
BY APRIL 7, 2017
Hold a personal conference with each employee for whom you plan to recommend dismissal and tell
him or her that you will be recommending termination.
BY APRIL 21, 2017
Send to the Chief Human Resources (HR) Officer, in writing, the names of those employees for
whom you recommend dismissal, along with [a] each person’s completed Final Evaluation Form,
[b] the reason(s) termination is being recommended, and [c] supporting evidence/documentation.
BY MAY 5, 2017
Forward to the Department of HR the completed Final Evaluation Form on each classified employee
who is being recommended to return the next year.
NOTE: Dates may be adjusted if days are missed due to inclement weather.
Fall 2016
17