To:
From:
RE:
Date:
All administrators
Maurice Bonner, Director of Personnel
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