Employee Job Evaluation Form

							        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


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            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


    January 31, 2011      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


    January 31, 2011             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




January 31, 2011     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 revie wed 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 ne wly 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 supe rvisor. 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 pe rformance scores will be determined.        The
                                            performance evaluation is forwarded to the appropriate director
                                            and/or department head for signature.

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          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




January 31, 2011   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

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 Understanding the Competencies
 Brief definitionsare 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!

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           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
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        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
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                       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

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               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
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