AP-G-201.4 Support Staff Growth,
Supervision, and Evaluation
Administrative Procedures
Revised February 16, 2010
PROCEDURES
General
1. Supervisors will review these Procedures with support staff near the commencement
of each school year.
2. A program of career-long learning will be an integral part of all staff’s professional
life. Support staff have the responsibility of frequently reflecting upon their
professional practice and seeking improvement as part of a continuing process of
professional development.
3. All support staff are required to participate in ongoing supervision to ensure that their
practices meet the expectations of these Procedures including the distinctive
requirements of this charter school, in order to promote professional growth.
4. These Procedures do not restrict supervisors:
4.1 from taking disciplinary or other action, as appropriate,. or
4.2 from taking any action under Section 105 of the School Act.
SUPPORT STAFF GROWTH
1. Support staff will prepare annual Professional Growth Plans.
2. An annual Growth Plan is expected to:
2.1
2.2
reflect goals based on self-assessment of professional learning needs by the
individual support staff member; and
take into consideration the educational plans of FFCA.
3. A Growth Plan may be a component of a long-term, multi-year plan.
4. Prior to October 15 of a school year, a support staff member will submit an annual
Growth Plan for review and approval to their supervisor.
5. Growth Plans should address the following:
5.1
professional learning goals,
5.2
5.3
5.4
strategies to obtain each goal,
a time line for implementation, and
the intended method of assessing goal attainment.
6. As part of the supervision process, a supervisor will maintain awareness of their
support staff member’s professional Growth Plan and the status of progression
towards achieving the goal(s) of the plan, and may provide guidance and assistance in
implementing the plan.
7. Prior to the end of the school year, each support staff member will meet with a
supervisor to review the implementation of the Growth Plan and to consider
professional growth possibilities for the next year.
8. The supervisor will retain a copy of the Growth Plan for the period of the school year.
The plan will be returned to the support staff member at the end of the school year.
9. Unless a support staff member agrees, the content of a Growth Plan will not be part of
an evaluation of a support staff member.
10. Despite “9” above, a supervisor may identify behaviours or practices that may require
evaluation in accordance with these Practices and Procedures and/or the distinctive
characteristics of this charter school, provided that the information identified is based
on a source other than that in the annual Growth Plan of the support staff member.
SUPERVISION
1. Supervision involves a range of leadership processes designed to ensure quality
support staff practice. Support staff supervision includes such activities as:
1.1
1.2
1.3
providing support and guidance to support staff members, including assisting
them to become familiar with the professional responsibilities as outlined in
these Practices and Procedures and/or the distinctive characteristics of this
charter school.
observing and receiving information from any source about the quality of
practice;
identifying the behaviours or practices of a support staff member that for any
reason may require an evaluation.
2. Supervisors will:
2.1
2.2
provide ongoing communication with support staff members about their
performance; and
review and approve annual Growth Plans.
3. If a concern regarding a support staff member’s practice is expressed by a parent,
student, or colleague to a supervisor, the supervisor may:
3.1
3.2
3.3
arrange for the person concerned to discuss the matter with the support staff
member;
if the matter remains unresolved, attempt to deal with the situation through
mediation, an investigation or more focussed supervision;
if an investigation or more focussed supervision leads to the belief the support
staff member may not be meeting the expectations of these Practices and
Procedures and/or and the distinctive requirements of this charter school,
initiate the support staff member evaluation process.
4. Where the supervisor, through the process of supervision, has reason to believe that a
support staff member may not be meeting the expectations of these Practices and
Procedures and/or and the distinctive requirements of this charter school, support staff
evaluation may be initiated in accordance with the “Evaluation” section of these
Practices and Procedures.
EVALUATION
1. The evaluation of a support staff member by a supervisor may be conducted:
1.1
1.2
1.3
1.4
upon written request by a support staff member;
for purposes of gathering information related to a specific employment
decision;
for purposes of assessing the growth of a support staff member's practice
related to the issuing of a permanent job placement;
when, on the basis of information received through supervision, the supervisor
has reason to believe that the performance of the support staff member may
not meet the expectations of these Practices and Procedures.
2. Support staff members shall be notified in advance that an evaluation will take place.
3. A support staff evaluation should consist of (see sample templates in Schedules A and
B):
3.1
3.2
3.3
3.4
an overview of the evaluation context;
identification of the significant strengths of a support staff member;
recommendations for improvement;
a statement verifying that the report has been discussed with the support staff
member, that provision has been made for the support staff member to sign
the report prior to its submission to the office of the Superintendent, and that
the support staff member has been made aware of the right of review.
4. All evaluation reports will be signed by the support staff member and his/her
supervisor. A copy of the evaluation report will be provided to the support staff
member being evaluated and the supervisor. The original report will be held in the
support staff member’s Central Office file.
5. A support staff member being evaluated shall be given the opportunity to append
additional comments to an evaluation report.
6. A support staff member may ask the Superintendent to review the evaluation to ensure
compliance with these Practices and Procedures.
7. A request for a Superintendent review of an evaluation will be made within 10
calendar days of the support staff member receiving the evaluation report and will
outline in writing the support staff member’s reasons for the request.
8. Upon receiving a request for a Superintendent review of a support staff member’s
evaluation, a review will be conducted and a written decision rendered within 21
calendar days.
9. Support staff members on contracts of six months or more will be evaluated during the
term of their contract in accordance with these Procedures.
FOUNDATIONS FOR THE FUTURE CHARTER ACADEMY
SCHEDULE A: Support Staff Performance Indicators Template (optional)
Performance Indicator Codes:
(1) Exceeds the standard or expectations
(2) Meets the standard or expectations
(3) Area for growth/focus
(4) Does not meet standards or expectations
N/A Not applicable for this position
The performance indicators are to be used as a guide in developing the
Support Staff Evaluation Document.
DOMAIN ONE: COMMUNICATION SKILLS
Indicators:
____ Expresses verbal thoughts clearly.
_____ Written skills are clear and concise
_____ Demonstrates courtesy, tact, respectfulness. _____ Demonstrates appropriate communication
_____ Communicates effectively with students,
skills with the public.
colleagues and/or supervisor.
_____ Interacts effectively with public.
_____ Understands and conveys important
messages.
Interim Comments:____________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
___________________________________________________________________________________
DOMAIN TWO: SUPERVISORY AND LEADERSHIP SKILLS
Indicators:
_____ Displays enthusiasm and confidence.
_____ Provides regular feedback to staff.
_____ Delegates authority and responsibility.
_____ Communicates information clearly.
_____ Provides constructive support and
_____ Plans work flow within realistic
encouragement.
timelines.
_____ Identifies areas for growth.
_____ Provides and encourages opportunities
_____ Provides support within a team
for growth.
environment.
_____ Shows initiative within job role.
Interim Comment:______________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
DOMAIN THREE: JOB PERFORMANCE
Indicators:
_____ Plans and organizes work on a short
_____ Complies with recognized FFCA
and long term basis.
practices and procedures.
_____ Meets required standards of quality.
_____ Demonstrates desire to learn new methods
_____ Adapts readily to changing work demands.
and techniques.
_____ Completes tasks thoroughly and on time.
_____ Demonstrates knowledge of equipment/
_____ Does what needs to be done without being
technology/tools.
told.
_____ Maintains safe and tidy worksite.
_____ Demonstrates sound decision-making.
_____ Understands and complies with office/
_____ Conveys a professional image to the
administrative procedures.
public.
_____ Demonstrates knowledge of computer
_____ Gives appropriate feedback to students,
software programs.
colleagues, and/or supervisor.
_____ Demonstrates appropriate telephone
_____ Demonstrates knowledge of current
etiquette.
operational methods and techniques.
_____ Bookkeeping/accounting skills.
_____ Works with minimal supervision.
_____ Word processing skills.
_____ Develops new ideas and methods.
_____ Demonstrates ability to accept and handle
_____ Understands the role of this position.
deadlines.
Interim Comment:______________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
DOMAIN FOUR: PERSONAL CHARACTERISTICS/ATTRIBUTES
Indicators:
_____ Demonstrates a respectful and caring
_____ Establishes an effective working
attitude to students, parents and staff
relationship with others.
_____ Demonstrates interest and enthusiasm.
_____ Demonstrates cooperation and loyalty.
_____ Addresses problems in a helpful and
_____ Responds positively to the supervisor’s
constructive manner.
directions.
_____ Acts as an appropriate role model for
_____ Takes responsibility for own growth and
students, parents and staff.
development.
_____ Accepts responsibility for actions.
_____ Remains calm and in control.
_____ Willingly assists others with workload.
_____ Contributes effectively to team.
_____ Respects confidentiality.
_____ Demonstrates reliability.
_____ Demonstrates sound judgment.
_____ Attendance/punctuality.
Interim Comment:___________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
ADDITIONAL COMMENTS:
FOUNDATIONS FOR THE FUTURE CHARTER ACADEMY
SCHEDULE B: Support Staff Evaluation Template (optional)
Name of Employee:
Location:
Name of Evaluator:
Date:
EVALUATION CONTEXT:
PERSONAL CHARACTERISTICS/ATTRIBUTES:
COMMUNICATION SKILLS:
JOB PERFORMANCE:
SUPERVISORY and LEADERSHIP SKILLS:
AREAS FOR FUTURE GROWTH:
CONCLUDING COMMENTS:
SIGNATURES:
I believe that the above report is a fair and accurate representation of the work that we have
completed with ____________ over the past several months.
__________________________________________
Name of Administrator
_________________________
Date
I certify that I have:
 Been apprised in advance of the process used in the development of this report.
 Been given the opportunity to discuss its contents.
 Responded to a draft of the report.
 Have received a copy.
__________________________________________
Name of Employee
_________________________
Date
Employee retains Original copy; Evaluator retains one copy; Human
Resources requires a copy for placement on Record of Service File.