District APT Employee Professional Practices Evaluation Document
Employee
Name: Employee
Position:
Initial or
Review Goal
Setting
Conference:
(by September 30)
ID#:
Location:___________
Evaluator:
Mid-Year Conference:
(by January 15)
Final Conference:
(by June 15)
Statement of Purpose: Thompson School District uses the following standards and reflection to evaluate an
administrator/professional/technical leader’s effectiveness toward achieving division and department goals
and objectives.
Definition of Professional Performance Ratings:
x
x
x
x
Highly Effective (3 points): Individual’s performance on professional practices exceeds district
standard.
Effective (2 points): Individual’s performance on professional practices meets district standard.
Partially Effective (1 point): Individual’s performance on professional practices is below district
standard.
Ineffective (0 points): Individual’s performance on professional practices is significantly below
district standard.
Professional Practices Standards
Standard 1: Demonstrates Strategic Leadership
(Definition: Employee creates conditions or processes through collaboration, by being
proactive, and by building positive relationships that result in strategically
implementing District’s vision, mission, and goals; Department work plans and
monitoring results.)
Performance Definition
0
Standard 1 Rating: ____________
ARTIFACTS and EVIDENCE (examples for consideration to be determined between evaluator and employee: division or department
improvement plans and goals aligned with desired results or determined modifications, work plans associated with goals/teams/projects, survey or
feedback results, evidence that stakeholders needs were met)
EVALUATOR COMMENTS:
GROWTH OPPORTUNITIES:
Standard 2: Demonstrates Support of the
Instructional Environment (Definition: Employee creates processes
that ensure the strategic allocation and use of resources to meet and support student
learning needs. Employee recognizes that student achievement and engagement
depends upon safe, comfortable, accessible classrooms and support facilities.)
0
Standard 2 Rating: ____________
ARTIFACTS and EVIDENCE (examples for consideration to be determined between evaluator and employee: survey results,
documented evidence that shows how employee assist educators to adjust and improve learning environment activities)
Revised 12/12/2013
EVALUATOR COMMENTS:
GROWTH OPPORTUNITIES:
Standard 3: Demonstrates an Intentional and
Collaborative Culture (Definition: Employee models and positively
reinforces an inclusive and welcoming culture in the department that influences the
continuous improvement of district work. Demonstrates leadership by encouraging
staff to value diverse talents, backgrounds, and experiences in the work place.)
0
Standard 3 Rating: ____________
ARTIFACTS and EVIDENCE (examples for consideration to be determined between evaluator and employee:
environment, recognizing communication styles, multi-departmental task teams, survey results)
collaborative work
EVALUATOR COMMENTS:
GROWTH OPPORTUNITIES:
Standard 4 (Supervisory): Demonstrates Human
Resource Leadership (Definition: Employee demonstrates positive
attitude and values that ensure processes and systems are in place that result in the
recruitment, onboarding, support, evaluation development and retention of a highperforming staff.)
Standard 4 Rating: 0
___________
Standard 4 (Non-supervisory): Demonstrates Human
Resource Leadership (Definition: Employee demonstrates positive
attitude and values the ability of staff to accomplish substantial outcomes to improve.)
ARTIFACTS and EVIDENCE (examples for consideration to be determined between evaluator and employee: mentoring log,
employee retention report, professional development activities, trainings provided, professional growth plans)
EVALUATOR COMMENTS:
GROWTH OPPORTUNITIES:
Revised 12/12/2013
Standard 5: Demonstrates Managerial Leadership
(Definition: Employee shows evidence of the district’s/department’s processes and
systems in place e.g., budgeting, staffing, problem solving, communicating expectations
and scheduling. Employee utilizes organizational resources and procures resources
efficiently and effectively to respond to district needs.)
0
Standard 5 Rating: ____________
ARTIFACTS and EVIDENCE (examples for consideration to be determined between evaluator and employee:
maintaining or
controlling budgets, ensuring competitive pricing, workflow documents, communication processes, standard operating procedures (SOP), meeting
agenda/notes, cost/benefit management)
EVALUATOR COMMENTS:
GROWTH OPPORTUNITIES:
Standard 6: Demonstrates Principles of Professional
Conduct (Definition: Employee exhibits continued investment in personal ethics
and values; models high standards in the areas of honesty, integrity, stewardship, trust,
respect, and confidentiality. Functions as an integral and contributing member of the
district’s management team.)
0
Standard 6 Rating: ____________
ARTIFACTS and EVIDENCE (examples for consideration to be determined between evaluator and employee: outside professional
organizations integrated into work, adheres to district policies and procedures, best professional practices and/or benchmarking tools, strategic
partner within the organization and community.)
EVALUATOR COMMENTS:
GROWTH OPPORTUNITIES:
Standard 7: Demonstrates Commitment to Continuous
Improvement (Definition: Employee promotes and articulates procedures for
continuous improvement. Facilitates collaborative processes, shared decision making,
and critical thinking tasks involving all stakeholders. Utilizes key measurements to
benchmark and track progress on goals.)
0
Standard 7 Rating: ____________
ARTIFACTS and EVIDENCE (examples for consideration to be determined between evaluator and employee: meetings supported;
internal or external representation of district interests; evidence of participation within district/community partnerships and teams; demonstration
of key measurements, benchmarking data, or other quality tools or survey results.)
Revised 12/12/2013
EVALUATOR COMMENTS:
GROWTH OPPORTUNITIES:
Standard 8: Job Knowledge
(Definition: Degree of excellence demonstrated relative to both department and district
standards, understands job duties, responsibilities and technology needed to maximize
job performance, knowledge of techniques, methods and procedures to do the job,
quality of work.
0
Standard 8 Rating: ___________
ARTIFACTS and EVIDENCE
Non- Technical Positions (Executive Director, Director, Manager, Coordinator, etc. Examples include: Demonstrates an understanding of
knowledge specific to a professional or administrative field of work through the application of related procedures, principles, theories or concepts.
The ability to update job knowledge and effectively utilize available resources and technology.)
Technical Positions (Network Systems Engineer, Database Programmer, SIS Manager, Webmaster, Assessment Specialist, Online Professional
Development Specialist, etc. Examples include: Manage support for network, diagnose or solve problems related to technical field, trouble-shoot
district wide data, technology, database, etc., research and advise specifications relating to new systems, provide planning and other assistance to
supervisor, perform responsibilities to conform to department plan, provide training and support to district employees, produce end-user
documentation for job specific processes, act as technical liaison with other departments and customers.)
EVALUATOR COMMENTS:
GROWTH OPPORTUNITIES:
Standard 9: Job Competence
(Definition: Degree of factual and experiential knowledge and skills that one needs to
effectively implement the practice. How efficiently and effectively an employee completes the
work and the results they achieve.)
0
Standard 9 Rating: ____________
ARTIFACTS and EVIDENCE
Non- Technical Positions (Executive Director, Director, Manager, Coordinator, etc. Examples include: Ability to focus on results and desired
outcomes and how best to achieve them. Motivates self and others to effectively and efficiently achieve goals. Looks for opportunities to advance
projects along. Utilizes problem solving and creative thinking skills.)
Technical Positions (Network Systems Engineer, Database Programmer, SIS Manager, Webmaster, Assessment Specialist, Online Professional
Development Specialist, etc. Examples include: Analytical thinking, problem solving, diagnostic information gathering, ability to achieve results,
attention to detail, concerns for clarity, can competently follow instructions, facilitate events to achieve employer’s goals, minimal need for
individual supervision.)
Revised 12/12/2013
EVALUATOR COMMENTS:
GROWTH OPPORTUNITIES:
Professional Development Plan
Examples include: Evidence of professional development planning for employee or for department e.g., aligned goals, trainings, courses,
certifications, or individual career paths
Department Professional Development Plan
Employee Professional Development Plan
Reflection and Analysis of Current Year’s Leadership Goals—Employee Reflection
(Timeline for submission to evaluator should be agreed upon prior to the final conference and it should
include analysis of data/surveys and accomplishment of Professional Practice Standards and established
department work plan goals.)
Next Year’s Employee Goals—Final Conference/Goal Setting:
Revised 12/12/2013
Overall Rating
Remember to go back to each standard and record the total points calculated and rating level
for each standard using the chart below.
Professional Practices Standard
1. Demonstrates Strategic Leadership
2. Demonstrates Support of the Instructional Environment
3. Demonstrates an Intentional & Collaborative Culture
4. Demonstrates Human Resource Leadership
5. Demonstrate Managerial Leadership
6. Demonstrates Principles of Professional Conduct
7. Demonstrates Commitment to Continuous Improvement
8. Job Knowledge
9. Job Competence
Total Points for All Standards & overall Professional Practices
Rating
Total Points Calculated
and Rated
0
0
0
0
0
0
0
0
0
0
Translating the Total Points for All Standards to Overall Professional Practices Rating
Total Number of Points Received
23 to 27 points
14 to 22 points
5 to 13 points
0 to 4 points
Rating for Number of Points Received
Highly Effective
Effective (Meets District Expectations)
Partially Effective
Ineffective
An employee who has a final rating of either Partially Effective or Ineffective must be placed on a
Performance Improvement Plan.
Signatures: The signature indicates that I have been advised of my performance status, and it does
not necessarily imply that I agree with this evaluation.
__________________________ ________
Employee Signature
Date
__________________________
Supervisor Signature
Revised 12/12/2013
Date
_______