Classified Employee Performance Evaluation Orientation PowerPoint Presentation, PPT - DocSlides

Classified Employee Performance Evaluation Orientation

Evaluator Training 2016-17 SY

Classified

Employees Evaluation Process

Classified employees are evaluated in

3

Performance

Categories

:

each category contains

Performance Descriptors

describing

expected behaviors within the category

(

see job-specific

evaluation

forms)

Job

Competencies

Workplace

Qualities

Human Relations

Performance Category:1. Job Competencies

The 1

st

descriptor is the

supervisor’s assessment of

the employee’s

performance

on his/her

essential

duties

(job

description)

Although

the items on the job description are not specifically rated, the importance of an employee’s performance on the essential duties of the job

cannot be

overstated

If an employee receives

a

Needs Improvement (NI)

on this single descriptor,

he/she

will not

receive an overall

Meets Expectations (ME)

rating for this Performance Category

Performance Category:2. Workplace Qualities

Has 6

Performance

Descriptors

The Descriptors address

desirable behaviors in the workplace as related to an employee’s department and/or his/her specific position, such as “self-motivated”

Performance Category:3. Human Relations

Has six

Performance Descriptors

The Descriptors address

desirable traits related to professional interpersonal skills, such as “teamwork”

Rating

Performance Descriptors

Each descriptor is assigned

1 of 3

individual ratings based on

an

employee’s performance

Meets

Expectations (ME)

Needs

Improvement (NI)

Not Applicable

(

N/A

)

What do the Performance Descriptor Ratings mean?

Simply put

…

Meets Expectations (ME)

means that the employee

consistently

accomplishes assigned tasks and demonstrates specific competencies needed for the responsibilities at or above the expectations of the supervisor.

Needs Improvement (NI)

means that the employee

inconsistently

accomplishes assigned tasks or fails to demonstrate specific competency for the responsibility.

What do the Performance Descriptor Ratings mean?

Not Applicable

(

N/A

) means the descriptor

does not apply

to that employee.

N/A is equal to Meets Expectations (ME).

The evaluator

determines if a descriptor is

N/A

.

Unsatisfactory

means that the employee

consistently fails

to accomplish assigned tasks and/or

fails to demonstrate specific competencies

needed for the responsibilities of the position (Overall

Annual

Rating,

only

).

How is an overall rating for eachcategory determined?

Each

Performance Category

is given an

Overall Category Rating

based on the number of individual descriptors within the category &

the rating received on each one:

Job Competencies: 6 of 8 ME =

Overall ME

Workplace Qualities: 4 of 6 ME =

Overall ME

Human Relations: 4 of 6 ME =

Overall ME

Remember

:

N/A

=

ME

How is the overall Annual Rating determined?

The Annual Overall Rating is assigned based on the

overall

ratings earned on the 3

Performance Categories

Meets Expectations

ME

in all

3

Overall Ratings

Needs Improvement

NI

in

1

Overall Rating

Unsatisfactory

NI

in

2

or

3

Overall Ratings

No Surprises!

No

employee should receive an Annual Overall

Unsatisfactory Rating

unless he/she has been informed

in writing

of specific performance concerns during the year.

Recognizing the Best!

Administrative evaluators are

strongly encouraged

to acknowledge

exceptional performance

with specific written commentary in Section VI of the evaluation document.

When are Annual Evaluation Conferences held?

Paraprofessionals must

have their annual conferences

by

May 8

th

, 2017

.

Other classified employees must have their annual conferences before

June

30

th

, 2017

(

District Rule

).

Appealing an Annual Rating

If an employee wishes to appeal his/her evaluation results, he/she

must:

complete

an evaluation appeal form (found on

PASS

),

submit it to the evaluator within 10 business days of the receipt of the original evaluation report,

along

with any evidence

and/or documentation

The evaluator must respond to the appeal within

20

school

days

of receipt of the

appeal

If the rating is upheld by the evaluator, the employee may submit an appeal to the evaluator’s supervisor within 10 days of receipt of the evaluator’s responseThe evaluator’s supervisor must respond to the appeal within 20 days of receipt of the appealIf the evaluator’s supervisor upholds the rating, the appeal process is exhausted

Appealing an Annual Rating

Unsatisfactory Annual Ratings for Paraprofessionals

As Paraprofessionals

are certified by the PSC, per GA law and PSC regulation, an annual

Unsatisfactory

Rating

earned by a paraprofessional must be recorded on the PSC’s UNSAT statewide

database.

If a paraprofessional has

2

Unsatisfactory

Ratings

on the

database,

and has not

demonstrated successful

remediation (improvement), the

paraprofessional’s

certification

will not be renewed by the PSC.

Unsatisfactory Annual Ratings

In accordance with Administrative Rule GBA-R,

any

employee earning an overall UNSAT annual rating will have his/her salary/step

frozen.

When an employee

has earned a

S

atisfactory

A

nnual

R

ating

in a

subsequent

year

, his/her salary/step is unfrozen.

Human

Resources receives

the originals of all classified evaluations for filing in employees’ personnel

files.

Performance Improvement Plan (PIP) Directions are on PASS!

As needed, and

at a

Supervisor’s discretion, a

Performance Improvement Plan

(

PIP

)

may be

created

to support professional growth

and development at

any time during the

year.

A

PIP

may also result

from an employee receiving a rating of

Needs

Improvement

or

Unsatisfactory.

Maria SchmidtEvaluation Specialist678-581-6793Office of EvaluationsHuman Resources