West Des Moines Community School District Performance Evaluation Report Support Staff
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1 West Des Moines Community School District Performance Evaluation Report Support Staff Instructions: 1. Within 20 working days of employment or reassignment, the Supervisor will: Provide an evaluation orientation for employees who are on cycle for evaluation, including a copy of this Instructions page and Evaluation Report. (New employees will be informally assessed during their probationary period and may be evaluated earlier in the year, before the 90 th day of work.) 2. Within the first two weeks of September, the Supervisor will: Confirm with Human Resources (HR) the names of employees who will be evaluated: a. Employees will be evaluated each year during the first three years of employment. b. After an employee has been employed for three years, the employee will be evaluated every other year. c. Other employees may be evaluated at any time during the year when circumstances warrant. (The Supervisor is required to notify the employee and inform him/her of the circumstances.) Provide an evaluation orientation for employees who are on cycle for evaluation, including a copy of this Instructions page and Evaluation Report. Ask employees if they want to participate in 360 Degree Feedback. Send names of employees who want to participate in 360 Degree Feedback to HR. 3. Throughout employment, the Supervisor will: Observe performance. Provide feedback and coaching as appropriate. 4. Before the Supervisor completes the evaluation report, he or she will: Review progress demonstrated and performance documentation since the last evaluation (or since employment for probationary employees). Review the employee s Professional Growth Goal progress. Review the employee s 360 Degree Feedback (if the employee chose to participate in 360 Degree Feedback for the second time or more; first time results are for the employee s eyes only)
2 7 5. Prior to May 1, the Supervisor will: Mark the box indicating the rating for each item. Write one or more specific examples to clarify the strength if an item is rated 4. Write one or more specific examples to clarify the concern and what needs to be done to improve if an item is rated 2 or 1. If the employee s performance is rated unsatisfactory, or is rated lower than the previous evaluation in any category, an explanation to substantiate the rating and a recommendation for improvement must be discussed with the employee. If one or more areas of job performance needs improvement and the supervisor deems an improvement plan is needed, steps to begin an improvement plan process will be put into place (see pages 15-16) Schedule a summative evaluation conference within 15 days of the completion of the evaluation. Provide a copy of the evaluation to the employee at least two working days before the evaluation conference (printed and/or electronic). 6. When the employee receives an copy of the evaluation before the conference, he or she may: Write comments in the space provided before the conference. Submit a separate letter to Human Resources to be attached to the evaluation after the conference. 7. During the evaluation conference, the Supervisor and Evaluatee: Review the evaluation report. Discuss strengths and areas for growth. Discuss and agree upon a Professional Growth Goal, and then write the goal on the evaluation report. Sign and date the evaluation to indicate that it has been reviewed. 8. By May 1st, the Supervisor will: a copy of the evaluation to the employee. Conduct a summative evaluation conference.
3 Submit the evaluation report to HR for the employee s personnel file West Des Moines Community School District Performance Evaluation Report Support Staff Employee s Name Position Location School Year Evaluation Cycle: Probationary /Year Year 2 Year 3 Bi-Annual (Regular Cycle) Annual Job Duties Indicators: Performs the duties of the work assignment; complies with policies, procedures, guidelines, and instructions. 4: Consistently performs the job duties without supervision. 3: Usually performs the job duties without supervision. 2: Sometimes needs supervision to complete job duties. 8
4 1: Often needs direct supervision to complete job duties. Quality of Work Indicators: Attention to detail, consistency of quality, work seldom has to be redone, thorough, clean, neat and organized work area. 4: Consistently demonstrates high quality of work. 3: Usually demonstrates high quality of work. 2: Sometimes needs supervision to perform quality work. 1: Often needs direct supervision to perform quality work. 9 Dependability Indicators: Time Clock System data indicates the employee works scheduled days and hours. Observes start times, break times, and end times. If not able to work scheduled days and hours, follow department guidelines. 4: Consistently demonstrates dependable employee conduct.
5 3: Usually demonstrates dependable employee conduct. 2: Sometimes demonstrates dependable employee conduct only under close supervision. 1: Often does not demonstrate dependable employee conduct. 10 Teamwork and Cooperation Indicators: Promotes teamwork to support student achievement. Communicates effectively with coworkers, supervisors, teachers, students, parents, community members, vendors. Shares resources and information pertinent to job productivity with others. Gives timely responses to requests made by others. Exhibits positive behaviors during times of change. Takes on new tasks with enthusiasm and energy. 4: Consistently demonstrates teamwork and cooperation.
6 3: Usually demonstrates teamwork and cooperation. 2: Sometimes demonstrates teamwork and cooperation. 1: Often does not cooperate with others. Safety Demonstrates safe work habits, contributes to accident prevention, and recognizes potential hazards. Utilizes personal protective equipment as required. 4: Consistently demonstrates safe work habits. 3: Usually demonstrates safe work habits. 2: Sometimes demonstrates safe work habits. 1: Often does not demonstrate safe work habits. 11 Professional Growth Goal (as agreed upon by employee and supervisor)
7 Signature of Supervisor Signature of Employee Date Date Employee s signature indicates the employee has had this form reviewed with him/her. The signature does not indicate agreement. The employee may appeal the decision of the supervisor through the District Complaint Policy. The employee may submit a separate letter to Human Resources to be attached to the evaluation after the conference.
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