Operations Performance Appraisal Rubric The mission of the Parkway School District is to ensure all students are capable, curious, caring and confident learners who understand and respond to the challenges of an ever-changing world. Criteria Ineffective* Needs Attention* *Requires PIP *Requires recommendations for improvement to be identified in comments section Effective Exemplary *Requires supporting documentation identified in comments section Standard 1: PROFESSIONAL CONDUCT - Aligned to Goals 1, 2 and 3 Operations Staff contribute to the learning environment by modeling professional and ethical behavior in support of students, staff and the community. Maintains Employee does not Employee usually Employee maintains Employee is a role model for Confidentiality maintain confidentiality maintains confidentiality confidentiality and rarely others in his/her and shares information and sometimes shares shares information if there department/building, he/she even when there is not a information even if there is is not a need to know; will always maintains need to know not a need to know check with supervisor if confidentiality exhibiting unsure of confidential excellent judgment regarding nature of material sharing information only on a need to know basis Violates district Violates district EUP – may Complies with district EUP Is in compliance with district Employee Use Policy occasionally share – always secures EUP – does not share (EUP) – consistently passwords and/or uses confidential information and his/her passwords, always shares passwords, uses supervisor’s passwords; does not share passwords secures confidential PC supervisor’s passwords may not always secure screens, and places and/or does not secure computer when away from confidential materials under confidential documents desk for extended period lock and key and materials of time Makes sound and Supervisor has received Employee occasionally Employee makes sound Above average judgment in ethical decisions multiple complaints makes sound and ethical and ethical decisions and evaluating situations and regarding employee’s decisions with significant supports his/her supervisor making sound and ethical unethical actions – assistance; may “go with in making sound and ethical decisions without employee is not able to the flow” rather than report decisions; reports supervisory assistance; make sound and/or wrongdoing or unethical wrongdoing or unethical reports wrongdoing or ethical decisions actions practices unethical practices; exceptional judgment on important and complex Updated 2/16/2017 1 Criteria Shows Respect for People and Policies Maintains a positive image Ineffective* Needs Attention* Effective Exemplary *Requires PIP *Requires recommendations for improvement to be identified in comments section *Requires supporting documentation identified in comments section Does not consistently greet visitors and callers in a professional manner; uses poor customer service skills and has little respect for diversity Sometimes greets visitors and callers in an unprofessional manner with inconsistent customer service skills and little respect for diversity Greets visitors and callers in professional manner that respects diversity with customer service skills that handle inquiries and/or directs them to the appropriate persons according to their needs matters Greets visitors and callers in professional manner that respects diversity with excellent customer service skills that handle inquiries and/or directs them to the appropriate persons Little or no knowledge about district policies and guidelines specific to the work and has no idea how to locate them Knows there are district policies and guidelines but is not able to access them even with direction Is familiar with district policies and guidelines specific to the work and is able to access them Is familiar with district policies and guidelines specific to the work and is able to access them all of the time; references district policies and guidelines prior to decisions being made Does not represent district in positive manner; employee is rarely professional in dress and conversation Represents the district in a positive manner only when a Supervisor directs employee specifically to do so; employee is often unprofessional in dress and conversation Represents the district in a positive manner; employee is professional in dress and conversation Is a role model for others in the department/building; consistently projects exemplary appearance and conduct Occasionally maintains a positive relationship with internal and external customers Does not always maintain a positive relationship with internal and external customers Consistently provides excellent, prompt, friendly customer service and maintains a positive relationship with internal and external customers Consistently relied on to provide excellent, prompt, friendly customer service and maintains a positive relationship with internal and external customers; always reacts professionally under Updated 2/16/2017 2 Criteria Maintains Reliable Attendance Accepts constructive feedback and responds positively Ineffective* Needs Attention* *Requires PIP *Requires recommendations for improvement to be identified in comments section Employee’s attendance is poor and has many unexpected tardy instances or absences Effective Exemplary *Requires supporting documentation identified in comments section Time off is not requested in advance in Workforce and with no consideration of the expected workload Employee attendance is not reliable, inconsistent, not punctual and has several unexpected tardy instances or absences Time off is sometimes requested in Workforce with minimal consideration of expected workload Employee rarely responds positively or accepts constructive feedback Employee occasionally accepts constructive feedback and responds positively Employee attendance is reliable, punctual and consistent with few unexpected tardy instances or absences Time off is requested in Workforce usually checking in advance that the workload will not be impacted by time off Employee seeks and accepts constructive feedback and responds positively Rarely takes and follows direction; does not assume responsibility for mistakes Is inconsistent in taking and following direction. Seldom assumes responsibility for mistakes Takes and follows direction well; assumes responsibility for occasional or rare mistakes pressure and when dealing with difficult situations Employee attendance is outstanding and punctual with no unexpected tardy instances or absences Time off is always requested in Workforce and verified in advance that workload will not be impacted by time off Employee asks for, accepts and responds positively constructive feedback; volunteers own ideas for self-improvement; always striving to improve performance Takes and follows direction well; rarely makes mistakes, but assumes responsibility if made, with a focus on correcting the mistake as needed Standard 2: CONTINUOUS LEARNING - Aligned to Goal 4 Operations Staff are proficient in their work and continually develops their skills, knowledge and competencies. Searches Does not know how to Organizes and maintains Seeks, accesses, interprets Proactively pursues results independently for search for new ideas and information but does not and communicates and looks for creative new ideas invests large amounts of attempt to search for new information on a regular solutions on a regular basis non-productive time ideas, methods, or basis; proactively pursues and often contributes performing tasks current processes results and looks for innovative ideas and way rather than adopt solutions to issues solutions to existing Updated 2/16/2017 3 Criteria Understands and uses multiple best practice procedures Knows how to search for and access professional development opportunities in and out of district Adapts prior knowledge and experience with flexibility to new situations and tasks Ineffective* Needs Attention* *Requires PIP *Requires recommendations for improvement to be identified in comments section more progressive, timesaving process, technology, etc. Does not know why best practice procedures are important Effective Exemplary *Requires supporting documentation identified in comments section problems Doesn’t understand or use best practice procedures specific to work even when supervisor explains Understands and uses bestpractice procedures specific to work in collaboration with supervisor Consistently seeks for and understands, identifies and uses best-practice procedures specific to work Employee does not know where or how to access professional development opportunities in and out of district as requested and rarely participates in new learning Supervisor initiates professional development discussion to suggest improvement to skills and productivity and/or employee is inconsistent in transfer of new learning and/or resists new learning Discusses professional development with supervisor and attends professional development to improve skills and productivity and transfers learning; accesses professional development opportunities in and out of district with minimal assistance Creates and follows annual Professional Learning Plan (PLP); in collaboration with supervisor, searches for and attends professional development to improve skills and productivity and transfers learning on a regular basis Unable to self assess competencies and skills; does not upgrade skills needed to successfully complete work Rarely able to self-assess competencies and skills needed to successfully complete work; only upgrades skills as requested by Supervisor Able to self-assess competencies and skills Ensures skills are continually upgraded and competent to position’s needs Able to self-assess competencies and skills; ensures skills are proficient and continually upgraded to above what is required by the position Rarely adapts prior knowledge and experience to new situations and tasks; does not show flexibility Does not transfer prior knowledge and experience to new situations and tasks; demonstrates flexibility to new situations Transfers prior knowledge and experience to new situations and tasks; demonstrates flexibility to new situations Consistently transfers prior knowledge and experience to new situations and tasks; demonstrates flexibility to new situations, often taking Updated 2/16/2017 4 Criteria Shares and teaches professional knowledge Ineffective* Needs Attention* Effective *Requires PIP *Requires recommendations for improvement to be identified in comments section *Requires supporting documentation identified in comments section to new situations when it is convenient the lead as a model for others Professional skills not competent and should not be sharing with others Employee is knowledgeable about some professional skills and competencies but does not share knowledge with others Employee is knowledgeable about most professional skills and competencies and shares knowledge with others when appropriate Exemplary Employee is very knowledgeable about professional skills and competencies, is willing and able to share with others; known as a key resource person to assist others Standard 3: QUALITY OF WORK - Aligned to Goals 5 and 6 Operations Staff are accountable for job responsibilities, achieving performance goals, striving for excellence and adapting to change. Effective Problem Employee does not Employee is rarely able to Employee is able to Readily recognizes when a Solver problem solve and waits problem solve without problem solve with minimal decision is necessary; notes for specific direction from significant assistance; assistance from supervisor; alternatives to problematic supervisor reluctant to make recognizes when decision is methods/processes and decisions and decisions necessary and involves makes sound are not always sound; may relevant stakeholders recommendations on how not involve relevant others problems can be eliminated; in decision-making process always involves relevant others in decision-making process Updated 2/16/2017 5 Criteria Ineffective* Needs Attention* Effective Exemplary *Requires PIP *Requires recommendations for improvement to be identified in comments section Effective and thorough knowledge of all phases of job and its relation to other jobs Takes no responsibility for understanding job beyond basic requirements Often makes excuses and takes little responsibility for understanding of all phases of the job Takes responsibility for understanding most phases of the job and its relation to other positions Is knowledgeable and consistently takes responsibility for thorough understanding of all phases of the job and its relation to other positions Effective in establishing and organizing job priorities to ensure work is neat, accurate and completed properly Does not plan ahead, ineffective in establishing priorities, forgets deadlines and/or tasks are rarely done accurately; requires constant supervision Has difficulty in organizing workflow to comply with priorities, rarely anticipates deadlines and/or has frequent errors; high degree of oversight required of supervisor Understands and demonstrates project management; prioritizes work effectively, anticipates most deadlines and performs tasks with minimal errors Demonstrates excellent organizational skills Does not demonstrate effective and efficient organizational skills Demonstrates inconsistent organizational skills that occasionally result in effective and efficient work Demonstrates consistent organizational skills that result in effective and efficient work Shows sense of urgency about completing work Employee does not complete work on time and/or is not able to balance more than one deadline at a time Employee shows no sense of urgency in meeting deadlines Employee is focused on completing work on time and knows how to balance and meet several deadlines Often a “problem” will stop the employee in his/her tracks Often a “problem” will be ignored Proactively pursues results and solves issues; is able to view problems as challenges Understands and consistently demonstrates project management; very effective in establishing and organizing priorities; anticipates deadlines and performs tasks accurately with rare errors Demonstrates excellent organizational skills that result in highly effective and efficient work; reviews work periodically for most effective processes Employee is consistently focused on anticipating and completing work on time; knows how to balance and meet several deadlines; demonstrates readiness for higher level responsibility Proactively pursues results and solves issues; takes on problems as challenges and finds creative solutions *Requires supporting documentation identified in comments section Updated 2/16/2017 6 Criteria Ineffective* Needs Attention* *Requires PIP *Requires recommendations for improvement to be identified in comments section Produces a high volume of quality work Employee is unable to produce a high volume of high quality work; quantity and quality are unsatisfactory; employee unable to work more quickly when the workload requires it Needs improvement to meet expected results in quantity and quality; employee unable to work more quickly when the workload requires it Understanding and implementation of role in achieving components of Strategic Plan Employee does not know what the Strategic Plan and/or the district goals are; does not set professional goals to correct performance Employee has awareness of Strategic Plan and district focus on Mission, Vision, Commitments and Learning Principles but doesn’t see a direct connection between their work and district success; does not follow through even when supervisor assists in setting professional goals Standard 4: TEAMWORK - Aligned to Goal 4 Operations Staff effectively work together as team members in Parkway. Develops effective Does not demonstrate Does not demonstrate working effective interpersonal effective interpersonal relationships and skills, has difficulty skills; doesn’t work well works well with working with others from with others from diverse others in and out of diverse backgrounds; backgrounds; inconsistent work area does not maintain an in maintaining a positive open, positive working working relationship with relationship with staff and staff and the public Effective Exemplary *Requires supporting documentation identified in comments section before they become critical Employee achieves Employee produces expected results in quality unusually high volume of and quantity of work; able to excellent work; anticipates work more quickly when and is able to work more workload requires greater quickly when workload productivity requires greater productivity Employee understands that their work is supporting the education of our children and is more than job; sets professional goals, selfmonitors progress and selfcorrects performance in collaboration with supervisor Employee understands how their work directly impacts the success of the district’s Strategic Plan; sets professional goals, selfmonitors progress and selfcorrects performance to meet goals and communicates with supervisor Demonstrates effective interpersonal skills, works well and cooperatively with others from diverse backgrounds; promotes an atmosphere of respect for children and adults; works to maintain an open, Demonstrates outstanding interpersonal skills, works well and cooperatively with others from diverse backgrounds; promotes an atmosphere of respect for children and adults; consistently maintains an Updated 2/16/2017 7 Criteria Ineffective* Needs Attention* *Requires PIP *Requires recommendations for improvement to be identified in comments section the public Effective Exemplary *Requires supporting documentation identified in comments section Not aware of what team is working on and/or does not share information with team members to improve team effectiveness; even when directed by supervisor, unable to communicate ideas to persuade and convince others Teamwork skills are limited and participation is sporadic; rarely contributes to group effort to get jobs completed as needed Effectively communicates ideas to persuade and convince others, responsibly challenges existing procedures and policies to improve team effectiveness Employee does not know the team mission and vision and is not supportive of commitment to them Employee is not clear about team mission and vision and has limited commitment to the team Employee understands and is committed to the team mission and vision and encourages others in their work to support mission and vision open, positive working relationship with staff and the public; inspires cooperation and confidence even in times of high work pressure Active team member that searches for and shares pertinent information with team members to improve team effectiveness and productivity; communicates ideas that persuade and convince others, responsibly challenges existing procedures and policies Demonstrates excellent teamwork skills, contributes to group effort and actively assists others to get jobs completed; inspires others to higher levels of participation Employee demonstrates team mission and vision, leading by example, that actively encourages others in their work to support mission and vision Employee does not know how to manage conflict and often escalates Employee doesn’t constructively manage or diffuse difficult situations Employee knows and uses strategies to constructively manage conflict and difficult Employee knows and consistently uses strategies to constructively defuse and Shares information and resources to improve team performance Does not know what team is working on and/or does not communicate ideas to others effectively Takes on additional work to assist the team when needed Does not have teamwork skills; unable to contribute to group effort and does not assist others as needed Encourages commitment to team mission and vision Constructively manages conflict positive working relationship with staff and the public Actively participates as a team member, contributes to group effort and assists others to get jobs completed as needed Updated 2/16/2017 8 Criteria Ineffective* Needs Attention* *Requires PIP *Requires recommendations for improvement to be identified in comments section conflict Active collaboration on action or department team Does not participate on department or action team Effective *Requires supporting documentation identified in comments section situations Employee attends department or action team meetings but rarely contributes Exemplary Employee understands department or action team outcomes; actively participates and contributes to successful results manage conflict ; rarely allows situations to become difficult Employee has outstanding team work skills that support and encourage collaboration that contribute to successful outcomes for team goals Standard 5: RESOURCEFULNESS - Aligned to Goal 6 Operations Staff are responsible members of the community conserving and protecting district resources. Understands how Has no understanding of Has limited understanding Understands the cultural, Understands the cultural, cultural, the district processes and of the district processes organizational, and organizational, and organizational, and is not able to find the and often struggles to find technological processes of technological processes of technological solutions to requests the necessary solutions to the district and is able to the district to successfully systems work and requests find solutions to problems accomplish tasks and is operates effectively with limited supervisor consistently able to find with them assistance solutions to problems with collaboration with supervisor Suggests improved Employee is not Employee rarely suggests Employee is a creative Employee consistently thinks methods for interested in providing modifications and does not problem solver and creatively, looks for accomplishing feedback on existing provide relevant feedback provides relevant feedback innovation, and effective tasks systems on existing systems to to existing systems to practical implementation for improve effectiveness improve effectiveness modifications to existing systems and/or provides relevant feedback that will improve effectiveness Exercises effective time management Employee does not use effective time management; time is wasted by making excessive personal Employee is unable to prioritize time effectively Employee understands and consistently exercises effective time management and is focused on work related business Employee is highly efficient and demonstrates effective time management and is able to prioritize multiple work projects Updated 2/16/2017 9 Criteria Is aware of budget and proposes costsaving strategies Ineffective* Needs Attention* *Requires PIP *Requires recommendations for improvement to be identified in comments section phone calls, web surfing and/or other non-work related personal business Is unaware of cost saving criteria for decisions Effective Exemplary *Requires supporting documentation identified in comments section Does not look for or suggest cost-saving strategies that will still provide quality Employee understands budget limits and budget processes; suggests cost saving strategies that will still provide excellent quality Employee consistently looks for and suggests effective cost saving strategies that will still provide excellent quality in consideration for taxpayers’ dollars TECHNOLOGY LITERACY Aligned to all the standards. Expands technical Employee does not knowledge through participate in new participation in technology learning workshops, course opportunities work, conferences, and on-line learning Employee rarely interested in participating in new technology learning opportunities Employee shows interest in learning new technology skills and regularly participates in learning opportunities Employee consistently searches for new technology skills to improve work processes and participates in learning opportunities Provides technical assistance to others Employee has limited understanding of technologies and is not able to provide technical assistance Employee does not search for and learn new technology skills Employee has a strong understanding of and works with a variety of technologies and is willing to provide accurate technical assistance to others when needed Employee has a significant understanding of and works with a variety of technologies; successfully provides accurate technical assistance to others Proficiency in Microsoft Office or other software/ Employee does not understand when and how to apply specific Employee occasionally understands when and how to apply specific Employee understands when and how to apply specific technology to tasks Employee is proficient in applying technology to appropriate tasks; employee Updated 2/16/2017 10 Criteria Ineffective* Needs Attention* *Requires PIP *Requires recommendations for improvement to be identified in comments section *Requires supporting documentation identified in comments section technology to tasks technology to tasks searches out new technology to improve productivity Employee does not have proficiency in Microsoft Office applications or other software/equipment for work efficiency Employee does not use district and school/department websites Employee lacks competence in Microsoft Office applications or other software/equipment for work efficiency Employee uses district and school/department websites only with significant assistance Employee has limited understanding of technology applications and doesn’t look for new ways to accomplish tasks Employee doesn’t use new technology to improve job performance Prevents and solves equipment issues Employee does not maintain or troubleshoot equipment Ensures data integrity High data input error rate resulting in negative impact on department, When requested by supervisor, employee occasionally maintains and troubleshoots equipment – prevents, identifies, or solves problems with equipment Input of data is less than 100% accurate and /or employee may not equipment as appropriate to job Accesses district and school/ department websites for information Seeks and proposes new ways to utilize technology on job Effective Exemplary Employee demonstrates competence in Microsoft Office applications or other software/equipment for work efficiency Employee uses district and school/department websites to locate and share information effectively Employee demonstrates proficiency in Microsoft Office applications or other software/equipment for work efficiency Employee consistently uses and references district and school/ department websites with ease; effectively shares website location information Employee has an Employee has deep understanding of intent and understanding of intent and proper procedures for proper procedures for technology applications and technology applications and equipment; seeks and equipment; employee seeks proposes new ways to best and proposes new ways to accomplish tasks use technology to improve department performance Employee properly Employee consistently maintains and troubleshoots maintains and effectively equipment – prevents, troubleshoots equipment – identifies, or solves prevents, identifies, equipment problems communicates and/or solves problems with equipment Input of data is 100% accurate; is capable of demonstrating critical Data is 100% accurate; consistently demonstrates critical thinking in resolving Updated 2/16/2017 11 Criteria Ineffective* Needs Attention* *Requires PIP *Requires recommendations for improvement to be identified in comments section school and /or district demonstrate critical thinking by researching questionable or inconsistent data Effective Exemplary *Requires supporting documentation identified in comments section thinking by questioning and resolving data inconsistencies or issues data inconsistencies or issues as needed; understands use of data and data analysis; serves as a resource for others Updated 2/16/2017 12
