performance evaluation for classified (non-certified) staff
SY 20 Name:
- 20 _
Department/Program: _
Job Title: _
PERFORMANCE EVALUATION FOR CLASSIFIED (NON-CERTIFIED) STAFF
St. Louis Language Immersion School
OVERVIEW At St. Louis Language Immersion School we believe that critical thinking and leadership skills are vital to contribute to SLLIS students’ success. To that end, we strive to create a performance evaluation tool that helps ensure that SLLIS recognizes employees’ successes by helping us to identify, celebrate, develop, and retain our most talented personnel. The purpose of this evaluation is to recognize the personal skills, professionalism and effectiveness of the employee when performing the assigned duties and tasks in this organization. The evaluation, therefore, provides a basis for improving and maintaining job efficiency.
PROCEDURES Evaluation of the employee will occur throughout the school year with at least three performance-related interactions with the employee's supervisor. Annually, the employee's supervisor will complete the evaluation form to display the rating, evidence, comments and acknowledgement of the employee about his/her evaluation. The employee's supervisor shall be defined as that position to whom the employee reports as noted in the school's job description. First interaction: A group meeting will occur before August 15th to establish work performance standards and expectations. All non-certified employees will be requested to set individual performance goals and strategies for meeting goals (appendix A) for the year. The appendix A should be submitted to their supervisor no later than August 30th. Second interaction: It will occur between November 1st and February 15th. A 1:1 meeting with the employee will be scheduled to review the 3 evaluated competencies: I. Personal Skills, II. Professionalism, and III. Effectiveness. Supervisors are going to complete the Evaluation Form (appendix B) in collaboration with the employee; they will review the descriptors of the evaluation and will award the points together. During the meeting, both supervisor and employee are going to identify the strengths and suggestions for improvement. If any discrepancy is arising, it will be documented in the comments section. Third interaction: It will occur by the end of the school year no later than May 31st. At the last interaction, the employee's supervisor will complete the Evaluation Form (appendix B) and will meet the employee to review the overall performance for the year. The employee and evaluator will sign two copies of the document, one is for the employee’s reference and the second one will be submitted to the office of the Talent Director no later than June 15th.
RUBRIC Evaluate the employee’s work by using the following rating/scale for each competency: • • •
Assign two points if the employee demonstrates a “Proficient” performance. One point if the performance is “Basic”, and Zero will be placed if the performance is “Unsatisfactory”.
Maximum total points are 30. If the employee scores 30 points total, will be identify as Distinguished. If scores 20 or less, the supervisor must provide a written statement in the evidence/comment section (appendix B) describing the concern(s). A Performance Improvement Plan (PIP) can also be initiated if the supervisor determines the need for improvement in job performance. More information about the PIP can be found on the SLLIS Staff Handbook on page 45, and on Caravus Connect (our HR software platform).
0-Unsatisfactory Performance is consistently below requirements and expectations
1- BASIC Performance satisfies only the minimum requirements of the job and needs improvement
2-PROFICIENT Performance acceptable/far superior to meet the expectations established for the job 30 points=Distinguished
APPENDIX A-Goal Setting and Strategies
GOALS AND STRATEGIES FOR THE YEAR (list at least 2) GOAL 1 (SPECIFY TO WHAT COMPETENCY IS RELATED: I.
STRATEGIES FOR MEETING GOALS
Personal Skills. II Professionalism. III. Effectiveness
GOAL 2 (SPECIFY TO WHAT COMPETENCY IS RELATED: I. Personal Skills. II Professionalism. III. Effectiveness
STRATEGIES FOR MEETING GOALS
APPENDIX B-Evaluation Form
COMPETENCY I.
PERSONAL SKILLS
A. The employee demonstrates skills necessary to perform job related tasks. B. The employee reports to work on time. C. The employee is rarely absent. If absent, is following the protocol specified in Board policy. D. The employee manages time effectively.
RATING 2- Proficient 1-Basic 0- Unsatisfactory I.A. ________________
I.B. _________________ I.C. _________________ I.D. ________________
I.E. _________________
E. The employee exhibits reasonable judgment in making work related decisions. II.
PROFESSIONALISM
A. The employee maintains an enthusiastic atmosphere toward the school community.
2- Proficient 1-Basic 0- Unsatisfactory II.A. ________________
B. The employee observes common courtesies, is well mannered and polite.
II.B. _________________
C. The employee works cooperatively with others to promote a positive school/office atmosphere.
II.C. _________________
D. The employee maintains confidentiality with all job related information.
II.D. ________________
E. The employee is receptive to constructive criticism designed to effect improvement. III. EFFECTIVENESS
II.E. _________________
2- Proficient 1-Basic 0- Unsatisfactory
EVIDENCE (provide examples)
A. The employee can be relied on to complete all aspects of the job with reasonable promptness and with little supervision.
III.A. ________________
B. Employee consistently completes assigned responsibilities when or before they are due.
III.B. _________________
C. The employee displays sufficient drive to work through job related obstacles.
III.C. _________________
D. The employee possesses the ability to quickly understand new information and situations.
III.D. ________________
E. The employee displays organizational skills which promote efficiency in job performance
III.E. _________________
Final Summative Score: I. PERSONAL SKILLS Final Overall Rating:
______pts
____/30pts
II. PROFESSIONALISM ______pts (30 pts= Distinguished)
Strengths:
Suggestions for Improvement/Comments:
III. EFFECTIVENESS ______pts
Employee Acknowledgment: I have reviewed this document and discussed the contents with my supervisor. My signature means that I have been advised of my performance status and does not indicate that I agree with the evaluation.
Employee's Signature
Evaluator's Signature
Date _
Title
Date______________
- 20 _
Department/Program: _
Job Title: _
PERFORMANCE EVALUATION FOR CLASSIFIED (NON-CERTIFIED) STAFF
St. Louis Language Immersion School
OVERVIEW At St. Louis Language Immersion School we believe that critical thinking and leadership skills are vital to contribute to SLLIS students’ success. To that end, we strive to create a performance evaluation tool that helps ensure that SLLIS recognizes employees’ successes by helping us to identify, celebrate, develop, and retain our most talented personnel. The purpose of this evaluation is to recognize the personal skills, professionalism and effectiveness of the employee when performing the assigned duties and tasks in this organization. The evaluation, therefore, provides a basis for improving and maintaining job efficiency.
PROCEDURES Evaluation of the employee will occur throughout the school year with at least three performance-related interactions with the employee's supervisor. Annually, the employee's supervisor will complete the evaluation form to display the rating, evidence, comments and acknowledgement of the employee about his/her evaluation. The employee's supervisor shall be defined as that position to whom the employee reports as noted in the school's job description. First interaction: A group meeting will occur before August 15th to establish work performance standards and expectations. All non-certified employees will be requested to set individual performance goals and strategies for meeting goals (appendix A) for the year. The appendix A should be submitted to their supervisor no later than August 30th. Second interaction: It will occur between November 1st and February 15th. A 1:1 meeting with the employee will be scheduled to review the 3 evaluated competencies: I. Personal Skills, II. Professionalism, and III. Effectiveness. Supervisors are going to complete the Evaluation Form (appendix B) in collaboration with the employee; they will review the descriptors of the evaluation and will award the points together. During the meeting, both supervisor and employee are going to identify the strengths and suggestions for improvement. If any discrepancy is arising, it will be documented in the comments section. Third interaction: It will occur by the end of the school year no later than May 31st. At the last interaction, the employee's supervisor will complete the Evaluation Form (appendix B) and will meet the employee to review the overall performance for the year. The employee and evaluator will sign two copies of the document, one is for the employee’s reference and the second one will be submitted to the office of the Talent Director no later than June 15th.
RUBRIC Evaluate the employee’s work by using the following rating/scale for each competency: • • •
Assign two points if the employee demonstrates a “Proficient” performance. One point if the performance is “Basic”, and Zero will be placed if the performance is “Unsatisfactory”.
Maximum total points are 30. If the employee scores 30 points total, will be identify as Distinguished. If scores 20 or less, the supervisor must provide a written statement in the evidence/comment section (appendix B) describing the concern(s). A Performance Improvement Plan (PIP) can also be initiated if the supervisor determines the need for improvement in job performance. More information about the PIP can be found on the SLLIS Staff Handbook on page 45, and on Caravus Connect (our HR software platform).
0-Unsatisfactory Performance is consistently below requirements and expectations
1- BASIC Performance satisfies only the minimum requirements of the job and needs improvement
2-PROFICIENT Performance acceptable/far superior to meet the expectations established for the job 30 points=Distinguished
APPENDIX A-Goal Setting and Strategies
GOALS AND STRATEGIES FOR THE YEAR (list at least 2) GOAL 1 (SPECIFY TO WHAT COMPETENCY IS RELATED: I.
STRATEGIES FOR MEETING GOALS
Personal Skills. II Professionalism. III. Effectiveness
GOAL 2 (SPECIFY TO WHAT COMPETENCY IS RELATED: I. Personal Skills. II Professionalism. III. Effectiveness
STRATEGIES FOR MEETING GOALS
APPENDIX B-Evaluation Form
COMPETENCY I.
PERSONAL SKILLS
A. The employee demonstrates skills necessary to perform job related tasks. B. The employee reports to work on time. C. The employee is rarely absent. If absent, is following the protocol specified in Board policy. D. The employee manages time effectively.
RATING 2- Proficient 1-Basic 0- Unsatisfactory I.A. ________________
I.B. _________________ I.C. _________________ I.D. ________________
I.E. _________________
E. The employee exhibits reasonable judgment in making work related decisions. II.
PROFESSIONALISM
A. The employee maintains an enthusiastic atmosphere toward the school community.
2- Proficient 1-Basic 0- Unsatisfactory II.A. ________________
B. The employee observes common courtesies, is well mannered and polite.
II.B. _________________
C. The employee works cooperatively with others to promote a positive school/office atmosphere.
II.C. _________________
D. The employee maintains confidentiality with all job related information.
II.D. ________________
E. The employee is receptive to constructive criticism designed to effect improvement. III. EFFECTIVENESS
II.E. _________________
2- Proficient 1-Basic 0- Unsatisfactory
EVIDENCE (provide examples)
A. The employee can be relied on to complete all aspects of the job with reasonable promptness and with little supervision.
III.A. ________________
B. Employee consistently completes assigned responsibilities when or before they are due.
III.B. _________________
C. The employee displays sufficient drive to work through job related obstacles.
III.C. _________________
D. The employee possesses the ability to quickly understand new information and situations.
III.D. ________________
E. The employee displays organizational skills which promote efficiency in job performance
III.E. _________________
Final Summative Score: I. PERSONAL SKILLS Final Overall Rating:
______pts
____/30pts
II. PROFESSIONALISM ______pts (30 pts= Distinguished)
Strengths:
Suggestions for Improvement/Comments:
III. EFFECTIVENESS ______pts
Employee Acknowledgment: I have reviewed this document and discussed the contents with my supervisor. My signature means that I have been advised of my performance status and does not indicate that I agree with the evaluation.
Employee's Signature
Evaluator's Signature
Date _
Title
Date______________
