EMPLOYEE PERFORMANCE EVALUATION SYSTEM by I3CSR5U

VIEWS: 6 PAGES: 13

									        MCS
EMPLOYEE PERFORMANCE
  EVALUATION SYSTEM
                        AGENDA
 Overview of the Process
 Objectives of the Evaluation System
 Timeline and Process
      Annual Process (June to June)
      Conferences:
         Initial

         Quarterly

         Mid-Year

         Final

 Evaluation Form
 Questions and Answers
 Performance Management and Professional Development



February 7, 2013        Department of Human Resources   2
           Objectives of the Evaluation
                     System
   Provide a Fair, Consistent, and Objective Evaluation System
   Identify and Prioritize Job Responsibilities – Supervisors can set
    their expectations
   Recognize and Reward Job Performance
   Use it as a Management Tool
      Identify areas in need of improvement
      Improve job performance
   Strategic Goal #2 Accountability
      Increase accountability district-wide


    February 7, 2013      Department of Human Resources            3
                                  Overview
     The Evaluation Form is customized according to the Employee’s Job Description or you
      can use the Skills Set Checklist. (Contact HR Compensation for job descriptions)

     Employees are scored on 10 Competencies (See Page 5 Of Evaluation Process/Also look
      at page 18)
            Quality of Work              Quantity of Work
            Dependability                Interpersonal Relations
            Initiative                   Attendance
            Technical Skill              Professional Knowledge
            Problem Solving              Adherence to Policies, Laws, Safety

     Employees have the opportunity to assess themselves, using the competency descriptions
      and the rubric performance levels (5=high; 1=low)

     Employees and Evaluators have the opportunity to provide comments and
      documentation on the competency performance section

     Employee Professional Development Plan Included. Have one to three goals, with at
      least one being job related.

     We are currently working with IT to develop an on-line Employee Evaluation Form


    February 7, 2013             Department of Human Resources                          4
                   Job Descriptions
    Defines the duties, responsibilities, and requirements for
     the position
    Evaluation addresses parameters of the Job Description
    Available On Line at:
     www.mcsk12.net/admin/personnel/hr_compensation.htm




February 7, 2013       Department of Human Resources              5
       Evaluation Planning Calendar
                                                 (Page 4)
        DATE/TIMEFRAME                                 ACTION OR ACTIONS REQUIRED

June 1 – July 1                             Performance evaluation plans are developed by each incumbent.

July 1 – July 30                            Performance evaluation conferences are held by the appropriate
                                            supervisor and reviewed by directors and/or department heads as
                                            appropriate. All performance evaluations are to be finalized by
                                            July 30.

Quarter 1:   July 1- September 30           Quarterly conferences may be held for recent or newly assigned
Quarter 2:   October 1 – December 30        personnel or for employees that may require more guidance.
Quarter 3:   January 1 – March 31           These conferences are at the discretion of the supervisors, but may
Quarter 4:   April 1 – June 30              be requested by the employee, if deemed necessary.

January 1 – January 31                      Midyear conferences are held by the appropriate supervisor. A
                                            review of the performance to date is discussed, along with any
                                            adjustments/feedback in the key responsibilities or benchmarks
                                            that may be necessary.

June 1 – June 30                            Final performance evaluation conferences are held by the
                                            appropriate supervisor. A final performance evaluation will be
                                            made and/or performance scores will be determined.         The
                                            performance evaluation is forwarded to the appropriate director
                                            and/or department head for signature.

February 7, 2013                       Department of Human Resources                                              6
          Forms Included in Evaluation
                    Process

   EVALUATION FORM - Pages 13-16

   EMPLOYEE DEVELOPMENT PLAN - Page 17

   MID-YEAR CONFERENCE CHECKLIST - Page 18

   INTERVENTION PLAN – Page 19




February 7, 2013   Department of Human Resources   7
           Evaluation Form: Page 13
Enter Employee Information
Current Job Performance Objectives
     Use the Job Description to identify the 5 top
      tasks for each employee
     Prioritize these by importance
General Competencies 1 – 6
     Employee rates self; supervisor rates employee
     “5” is high; “1” is low

February 7, 2013   Department of Human Resources       8
 Understanding the Competencies
 Briefdefinitions are on page 5
 A general rubric appears on page 9
     NOTE: 2.50 = Consistently meets all position
      requirements
     When employee and supervisor disagree on
      employee rating, this means:
              A discussion is needed
              Comments need to be entered on the comments page
              The supervisor’s score is the one that counts!

February 7, 2013         Department of Human Resources        9
           Evaluation Form: Page 15
 Competencies 7 – 10
 Comments for these last competencies
 Section II Totals
      Add the scores of all competencies rated, and divide by
       the number of evaluated items (some ratings may be
       “NA” for some jobs)
      Round to 2 decimal places
      The supervisor’s rating is listed at the bottom
   Recommendations: Page 16
February 7, 2013      Department of Human Resources          10
       Evaluation Form: Page 17
      Employee Development Plan
 Plan is developed at the initial goal-setting
  meeting
 Include a minimum of 1, maximum of 3 goals
 SMART goals
      Specific
      Measurable
      Attainable
      Relevant
      Time limited
   One goal must be performance based
February 7, 2013      Department of Human Resources   11
                   At the End….
 Signatures
   Employee
   Supervisor
   Reviewer
 When an employee disagrees with the result
  Rebuttal process on page 12
  Signing does not indicate agreement, only that
         the employee was present

February 7, 2013     Department of Human Resources   12
               Questions and Answers
   Review Document and
    Process with Subordinates
   Procedures and Process at:
    www.mcsk12.net
     Human Resources
     HR Divisions
     Performance Management
      and Professional
      Development
     Scroll down to Links
     Classified Employee
      Performance Evaluation
     On-Line Form and Process
      – TBP
February 7, 2013       Department of Human Resources   13

								
To top