To: From: RE: Date: All administrators Human Resources Support Staff Evaluation Process September 17, 2008 We have a new evaluation form that is to be used all support staff employees. The directions for using this form and the evaluation form are enclosed below. Please Support Staff Appraisal Process 1. Orientate staff members on the instrument within the first thirty days (30). 2. Completion of a mid year and end of the year evaluation for Annual Contact employees. 3. Completion of end of the year evaluation for Continuing Contract employees. Questions to use to help identify an employee’s rating level for the Performance Indicators JOB KNOWLEDGE & SKILLS: Has the employee used their job knowledge and skills to support the school or department operations? QUALITY OF WORK: Has the employee’s demonstrated quality in their work duties this year? PRODUCTIVITY: Has the employee managed the tasks of their job efficiently and how has it contributed to the overall school or department operations? CUSTOMER SERVICE/WORK RELATIONSHIPS: Has the employee supported productive work relationships and provided high quality customer service in their job? CRITICAL THINKING/FLEXIBILITY Has the employee used problem solving and flexibility to perform their expected job duties? ETHICS, REGULATIONS, POLICY & PROCEDURES (Meets, Improvement Expected, Unsatisfactory Only) Has the employee followed school board policies and appropriate federal, state and local laws or regulations? EMPLOYEE DEVELOPMENT & INITIATIVES: Has the employee participate in any committees, training or other activities to enhance their work performance? Performance Rating Scale Rating Definition Exceptional Performance that consistently exceeds the requirements of the position. Performance at this level clearly exceeds the Above Expectation level and may be uncommon among others holding similar positions in the district. Above Expectation Performance that regularly exceeds the requirements of the position. Performance at this level occasionally exceeds or falls below this level. Meets Expectation Performance that meets the requirements of the position. Performance at this level usually meets, but occasionally exceeds or falls below this level. Performance that does not meet the requirements of the position. The staff member is expected to develop and implement strategies to improve performance to the level expected. Improvement Expected Unsatisfactory Performance that does not meet the minimum requirements of the position and/or a level commensurate with the experience of the staff member. Prior to this rating being used, a Performance Improvement Plan (PIP) is initiated by the administrator and reviewed with the staff member. The PIP should be prepared when unsatisfactory performance is detected. A PIP must have been developed and executed before the “Unsatisfactory” rating can be used. If a rating of “Unsatisfactory” is used then written comments are required and the PIP is attached. Decision Table Overall Rating Exceptional Criteria No ratings of Unsatisfactory and No ratings of Improvement Expected and No more than one rating of Meets Expectation and Have 3 or more ratings of Exceptional Above Expectation No ratings of Unsatisfactory and No ratings of Improvement Expected and Have three (3) or more ratings of Above Expectation or higher No ratings of Unsatisfactory and No more than two ratings of Improvement Expected Meets Expectation Improvement Expected Three or more ratings of Improvement Expected and/or No more than one rating of Unsatisfactory Two or more ratings of Unsatisfactory Unsatisfactory * Since Ethics, Regulation, Policies & Procedures can only be rated Meets Expectations, Improvement Expected or Unsatisfactory it will not be considered in the individual’s overall performance rating. PER0030.1 St. Lucie County School Board Support Staff Evaluation Form Employee Name: Position Title: School Year: Worksite: Contract Status A _____ CS _____ Performance Indicators: 1 Job knowledge & skills 2 Quality of work 3 Productivity 4 Customer service/work relationships 5 Critical Thinking/Flexibility 6 Ethics, Regulations, Policies & Procedures 7 Employee development & Initiatives Rating Scale Legend: Recommended for reappointment YES _____ NO _____ End of the Year Appraisal E A M I U If a rating of "I" or "U" is used for any indicator a comment sheet must be attached stating the specific deficiency along with suggestions for improvement. If a rating of "U" is given please attach the employee's Performance Improvement Plan. Mid Year Review E A M I U E = Exceptional I = Improvement A = Above Expectation M = Meets Expectation Expected U = Unsatisfactory Overall Rating - Use only with the end of the year appraisal. This evaluation has been discussed with me. (check one) E A M I U I agree with the contents. I disagree with the contents. I understand that I may submit a letter within the time period specified in the Collective Bargaining agreement to the Personnel Office, stating reasons for any disagreement. Mid Year Progress Review Date End of the Year Appraisal Date Appraiser Appraiser Appraisee Appraisee PIP/Written Comments Attached PIP/Written Comments Attached Original - Personnel Office Canary - School/Department Pink - Employee PER0030 REV 9/2008 PREVIOUS VERSIONS OF THIS FORM ARE OBSOLETE