Turner Classified Employee Evaluation System

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1 Turner

2 Turner Classified Employee Evaluation Procedure Overview New Classified Staff (in year one of employment) 1. Performance Evaluation #1 Supervisor/ evaluator completes performance evaluation document ( must be completed before the 60 th day of employment) Supervisor/ evaluator schedules conference with classified staff member Conference is held and evaluation form is signed by both 2. Documentation due to Human Resource Office Performance evaluation form sent to HR Office (within the first 60 days of employment) *If classified staff member is hired after January 1, only one evaluation needs to be completed for their first year of employment (prior to their 60 th day of employment) 3. Performance Evaluation #2 Supervisor/ evaluator completes performance evaluation document 4. Performance Evaluation Conference #2 Supervisor/ evaluator schedules conference with classified staff member Conference is held and evaluation form is signed by both 5. Documentation due to Human Resource Office Performance evaluation form sent to HR Office (priorr to May 1) Classified Staff (returning staff members employed more than one year) 1. Performance Evaluation Supervisor/ evaluator completes performance evaluation document 2. Performance Evaluation Conference Supervisor/ evaluator schedules conference with classified staff member Conference is held and evaluation form is signed by both 3. Documentation due to Human Resource Office Performance evaluation form sent to HR Office (priorr to May 1) BOE approved

3 Standard 1: Knowledge, Skills, Quality and Quantity of Work Component (1)=Needs Assistance (2)=Basic (3)=Proficient (4)=Distinguished 1a Background Knowledge Needed for Position background knowledge needed for their current position. demonstrates the background knowledge at times, but the application of that knowledge is inconsistent. consistently demonstrates the recall of background knowledge during work activities. consistently demonstrates the recall of background knowledge, and supports other employees and teammates by sharing that knowledge. 1b Work Judgments skill with respect to work judgments. generally makes good work judgments, but at times demonstrates poor judgment. demonstrates good work judgment on a consistent basis. demonstrates outstanding work judgments on a consistent basis, and models a high skill level of decision making for other employees. 1c Planning and Organization planning with regard to their work duties. demonstrates some planning and organization, but is inconsistent. Planning and organization are consistently apparent when observing the classified employee. consistently demonstrates high levels of planning and organization. Work is often seen as proactive versus reactive. 1d Skill Level skill in performing their assigned duties. demonstrates basic skill in performing their assigned duties, but is inconsistent. demonstrates a proficient skill level in performing their assigned duties on a consistent basis. consistently models excellent skill levels in performing their duties, and may be used to model those skills with other employees. 1e Quality of Work effort to produce quality work. demonstrates some effort to produce quality work, but does so inconsistently. demonstrates a proficient level of quality work production on a consistent basis. consistently produces quality work, and models this level of performance to other employees. 1f Quantity of Acceptable Work produces little or no acceptable work. inconsistently demonstrates reasonable volume of acceptable work. consistently demonstrates an acceptable volume of acceptable work. consistently demonstrates an acceptable volume of quality work. employee regularly goes above and beyond with respect to the quantity and quality of their work. 1g Meeting Deadlines rarely meets work deadlines. meets work deadlines inconsistently. consistently meets work deadlines. meets work deadlines frequently in advance of supervisor s expectations. 1h Creating an Environment of Respect and Rapport does not contribute to an atmosphere of respect and rapport. s interactions with staff, students, and the community are a mix of negative and positive experiences. s interactions with staff, students, and community are consistently positive and respectful. s interactions with staff, students, and community are positive and respectful. models this attribute to others.

4 Standard 2: Delivery of Service and Flexibility Component (1)=Needs Assistance (2)=Basic (3)=Proficient (4)=Distinguished 2a Accepts Direction frequently does not follow through and/ or support supervisor direction. accepts direction, but on an inconsistent basis. accepts direction on a consistent basis. not only accepts direction on a consistent basis, but also anticipates supervisor, department and/ or organizational needs and addresses those needs without prompting. 2b Accepts Responsibilities rarely accepts responsibility for their job duties and/ or team performance. inconsistently accepts responsibility for their job duties and/ or team performance. accepts responsibility for their job duties and/ or team performance. readily accepts responsibility and consistently demonstrates their support for the team. 2c Accepts Change / Flexibility struggles with change. This may include both anticipated and/ or unanticipated change. does not demonstrate flexibility., at times, accepts change, but at other times, appears to struggle with change in the work environment or the changes that normally occur with their position. consistently accepts change and regularly demonstrates flexibility as they adjust to changes in the workplace. consistently accepts change and deals with change effectively by demonstrating flexibility and ingenuity to adopt more efficient practices in the workplace. 2d Collaboration declines to collaborate with other staff on departmental projects and other work related activities. inconsistently collaborates with other staff when working on projects or other work related activities, and/ or when specifically asked to do so. consistently initiates collaboration with other staff to tackle projects and other work related activities without prompting. consistently initiates collaboration with other staff to tackle projects and other work related activities, and is knowledgeable about locating additional resources from outside the school/ district. 2e Customer Service demonstrates little if any effort to provide quality customer service. provides very basic customer service. regularly provides a proficient level of customer service. consistently models outstanding customer service skills.

5 Standard 3: Professional Appearance/ Behaviors Component (1)=Needs Assistance (2)=Basic (3)=Proficient (4)=Distinguished 3a Observation of Work Hours and Attendance employee does not observe scheduled work hours and/ or has poor attendance. does maintain the scheduled work hours, but attendance is inconsistent. employee consistently observes the scheduled work hours and maintains regular attendance. not only observes the scheduled work hours and maintains regular attendance, but often goes above and beyond supervisor s expectations. 3b Grooming and Attire employee does not arrive to work well groomed and/ or appropriately dressed for work. normally appears well groomed and appropriately dressed for work, but at times, this is an area that is inconsistent. consistently arrives to work well groomed and appropriately dressed. s grooming and attire is that of a model employee. 3c Appearance of Work Site and Equipment employee does not maintain a positive and/ or professional work site. is inconsistent about maintaining a positive and professional work site and/ or does not appropriately maintain their equipment. consistently maintains a positive and professional work site, including their equipment. consistently maintains a positive and professional work site including their equipment, is proactive in regularly scheduled maintenance, and encourages teammates and other staff to do the same. 3d Knowledge of and Compliance with Rules employee displays little or no knowledge or compliance of job related rules, laws, and /or other supervisor expectations. displays some knowledge and compliance of job related rules, laws, and/ or other supervisor expectations, but is inconsistent in applying the knowledge. regularly displays knowledge and compliance of job related rules, laws, and/ or other supervisor expectations. consistently displays knowledge and compliance of job related rules, laws, and/ or other supervisor expectations and could serve as a model for both their knowledge and skills with compliance to rules, law, and meeting expectations. 3e Engaging in Professional Development employee does not participate in job related professional development/ training. participates only in the professional development/ training required by the supervisor/ employer. consistently participates in professional development and training without prompting. regularly participates in professional development and training without prompting, and seeks out professional development and training opportunities of interest that betters the employee/ team. 3f Demonstrating Professionalism employee displays a lack of honesty in interactions with colleagues and violates the norms of confidentiality. is honest in interactions with colleagues and respects the norms of confidentiality. consistently displays a high level of honesty and integrity during interactions with colleagues and respects norms of confidentiality. can be counted on to hold the highest standards of honesty and integrity during interactions with colleagues and takes a leadership role with colleagues in respecting the norms of confidentiality.

6 NAME: Standard 1: Knowledge, Skills, Quality and Quantity of Work 1a - Background Knowledge Needed for Position 1b - Work Judgments 1c - Planning and Organization 1d - Skill Level 1e - Quality of Work 1f - Quantity of Acceptable Work 1g - Meeting Deadlines 1h - Creating an Environment of Respect and Rapport NOTE: Explain all ratings of 1 or 4 Comments: (1)=Needs Assistance (2)=Basic (3)=Proficient (4)=Distinguished

7 Standard 2: Delivery of Service and Flexibility (1)=Needs Assistance (2)=Basic (3)=Proficient (4)=Distinguished 2a - Accepts Direction 2b - Accepts Responsibilities 2c - Accepts Change/ Flexibility 2d - Collaboration 2e - Customer Service NOTE: Explain all ratings of 1 or 4 Comments:

8 Standard 3: Professional Appearance/ Behaviors (1)=Needs Assistance (2)=Basic (3)=Proficient (4)=Distinguished 3a - Observation of Work Hours and Attendance 3b - Grooming and Attire 3c - Appearance of Work Site and Equipment 3d - Knowledge of and Compliance with Rules 3e - Engaging in Professional Development 3f - Demonstrating Professionalism NOTE: Explain all ratings of 1 or 4 Comments: Signature indicates employee has reviewed this document and does not necessarily indicate agreement. Employee has 10 days from the date of signature to submit a written response to the Assistant Superintendent of Administrative Services. Employee Date Supervisor Date

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