Presentations text content in Classified Employee Performance Evaluation Orientation
Slide1
Classified Employee Performance Evaluation Orientation
Evaluator Training 2016-17 SY
Slide2Classified
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
Slide3
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
Slide4
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”
Slide5
Performance Category:3. Human Relations
Has six
Performance Descriptors
The Descriptors address
desirable traits related to professional interpersonal skills, such as “teamwork”
Slide6Rating
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
)
Slide7What 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.
Slide8What 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
).
Slide9How 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
Slide10
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
Slide11No 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.
Slide12Recognizing the Best!
Administrative evaluators are
strongly encouraged
to acknowledge
exceptional performance
with specific written commentary in Section VI of the evaluation document.
Slide13When 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
).
Slide14Appealing 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
Slide15If 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
Slide16Unsatisfactory 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.
Slide17Unsatisfactory 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.
Slide18Performance 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.
Slide19Maria SchmidtEvaluation Specialist678-581-6793Office of EvaluationsHuman Resources
Slide20
Classified Employee Performance Evaluation Orientation
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