Classified Employee Performance Evaluation Orientation by qiant230

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									               HUMAN RESOURCES
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Classified Employee
Performance Evaluation
Orientation
 2009-10 School Year
Classified Employees
Evaluation Process
   Classified employees are
    evaluated in three Performance
    Categories, each containing
    performance descriptors which
    describe expected behaviors within
    the category ~ see your job-specific
    evaluation form
      Job Competencies
      Workplace Qualities
      Human Relations



      Human Resources: Teach Cobb! It’s better at the Top!
1st Performance Category
Job Competencies
   The first of 8 performance descriptors in this category
    references your job description
   Although the items on your job description are not
    specifically rated, the importance of your performance on
    the essential duties of your job can not be overstated
   The first descriptor in the Job Competency category is
    your supervisor’s assessment of your performance of
    your essential duties (job description)
   If you should receive a Needs Improvement (NI) on this
    single descriptor, you will not receive an overall Meets
    Expectations (ME) rating for this Performance Category



     Human Resources: Teach Cobb! It’s better at the Top!
Two Other Performance
Categories…
   Workplace Qualities
       These six performance
        descriptors address desirable
        behaviors in the workplace as
        related to your department
        and specific position, such as
        “self-motivated”
   Human Relations
       These six performance
        descriptors address desirable
        traits related to professional
        interpersonal skills, such as
        “teamwork”


     Human Resources: Teach Cobb! It’s better at the Top!
How are these performance
descriptors rated?
 Each descriptor is assigned one of
 three individual ratings based on the
 employee’s performance
  MeetsExpectations (ME) 
  Needs Improvement (NI) 
  Non-Applicable (NA) 



  Human Resources: Teach Cobb! It’s better at the Top!
What do the performance
descriptor ratings mean?
Simply put….
   Meets Expectations (ME) means that the employee
    did what was expected of him/her and did it in a
    certain manner.
   Needs Improvement (NI) means that the employee
    didn’t do some of the things that were expected or
    that the things were not done in the expected
    manner.
   Non-applicable (NA) means the descriptor is not
    applicable to that employee. NA counts as an ME.
    Evaluator determines if a descriptor is NA.
     Human Resources: Teach Cobb! It’s better at the Top!
How is each overall
category rating determined?

   Each Performance Category is given an Overall
    Category Rating based on the number of
    individual descriptors within the category and
    the rating received on each one:
   Job Competencies: 6 of 8 ME = Overall ME
   Workplace Qualities: 4 of 6 ME = Overall ME
   Human Relations: 4 of 6 ME = Overall ME
   Remember NA = ME

    Human Resources: Teach Cobb! It’s better at the Top!
So, how is the overall
annual rating determined?
The Annual Overall Rating is
  assigned based on the overall
  ratings earned on the three
  Performance Categories
    Meets Expectations
        ME in all 3 Overall
         Ratings
    Needs Improvement
        NI in 1 Overall Rating
    Unsatisfactory
        NI in 2 or 3 Overall
         Ratings
    Human Resources: Teach Cobb! It’s better at the Top!
 No Surprises! 
 No employee should
   receive an Annual
 Overall Unsatisfactory
  Rating unless he/she
  has been informed in
   writing of specific
 performance concerns
    during the year.

  Human Resources: Teach Cobb! It’s better at the Top!
Recognizing the Best!

                        Your administrative evaluator
                         is strongly encouraged to
                         acknowledge exceptional
                         performance with specific
                         written commentary in
                         Section VI of the evaluation
                         document.


  Human Resources: Teach Cobb! It’s better at the Top!
When do I have my annual
evaluation conference?
   Paraprofessionals must
    have their annual
    conferences by March
    31st ~ State law, PSC
    regulation, and District
    Rule
   Other classified
    employees must have
    their annual conferences
    before June 30th ~
    District Rule

      Human Resources: Teach Cobb! It’s better at the Top!
What if I wish to appeal my
annual evaluation rating?
    If an employee wishes to appeal his/her evaluation results,
     he/she must complete an evaluation appeal form (found on
     EMWeb) and submit it, along with any evidence and/or
     documentation, to the evaluator within 10 business days of
     the receipt of the original evaluation report
    The evaluator must respond to the appeal within 20 business
     days of receipt of the appeal
    If the rating is upheld by the evaluator, the employee may
     submit an appeal to the evaluator’s supervisor within 10 days
     of receipt of the evaluator’s response
    The evaluator’s supervisor must respond to the appeal within
     20 days of receipt of the appeal
    If the evaluator’s supervisor upholds the rating, the appeal
     process is exhausted

      Human Resources: Teach Cobb! It’s better at the Top!
Unsatisfactory Annual
Ratings ~ Paraprofessionals
   Because Paraprofessionals are
    certified by the PSC, per GA law and
    PSC regulation, an annual
    Unsatisfactory rating earned by a
    paraprofessional must be recorded on
    the PSC’s UNSAT statewide database
   If a paraprofessional has 2
    Unsatisfactory ratings on the database
    and has not demonstrated remediation
    (improvement), the PSC will not renew
    the paraprofessional’s certification



     Human Resources: Teach Cobb! It’s better at the Top!
Unsatisfactory Annual
Ratings
   In accordance with Administrative
    Rule GBC, any employee earning
    an overall UNSAT annual rating will
    have his/her salary/step frozen until
    he/she has earned a satisfactory
    annual rating in a subsequent year
   Human Resources will receive the
    originals of all classified evaluations
    for filing in employees’ personnel
    files




      Human Resources: Teach Cobb! It’s better at the Top!
Help is on the way!
   As needed and at the
    Supervisor’s discretion, a
    Performance Improvement
    Plan (PIP) may be developed
    to support professional growth
    at any time during the year
   A PIP may also result
    following Needs Improvement
    or Unsatisfactory
    Performance Evaluation
    Ratings


    Human Resources: Teach Cobb! It’s better at the Top!
                                              QUESTIONS?
Human Resources: Teach Cobb! It’s better at the Top!

								
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