Staff evaluation must be thorough, accurate and timely and should facilitate the following goals:
| | A. | Ensure that all employees are working to support the District’s Vision, Mission, Beliefs and Objects as incorporated in the Strategic Plan.
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| | B. | Generate relevant information for all employees about their performance so that they might make the best decisions as to how to improve professionally.
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| | C. | Ensure that all employees are accountable relative to the performance of responsibilities specified in their position descriptions.
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| | D. | Instill in each employee the desire to grow professionally, to value research and to achieve excellence.
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| | E. | Obtain data identifying professional growth needs that will be used in establishing District, building, and individual staff development initiatives through the District staff development program.
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| | F. | Provide information which ensures rational and defensible job retention, assignment, and promotion decisions.
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| | | 1. | Direct Observations by Supervisor – The number of observations and their timing will be determined by the supervisor. The supervisor will also have sole discretion in determining how to document observations.
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| | | 2. | Position Description Checklist
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| | | | This checklist is used to assess performance on job responsibilities included in the administrator’s position description.
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| | | | Based upon a discussion with the administrator during the Initial Conference, the supervisor will specify any areas of the administrator’s position description which are to be priorities for they year under the Position Description checklist. Priorities may exist because important activities need to be carried out that year relative to that area of the position description or because performance in that area needs to improve. If the administrator’s performance is sufficient to fulfill all position responsibilities, it is not necessary to specify any areas as a priority. Where priorities have been specified by the supervisor, Anticipated Achievements also need to be communicated to the administrator on this form.
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| | | | For the Interim and Final Conferences, the administrator completes the checklist and submits it to the supervisor prior to the meeting. At these two (2) conferences, the supervisor and administrator discuss the administrator’s performance relative to the position description and progress towards fulfilling any Anticipated Achievements specified. If the supervisor checks "not acceptable" relative to the administrator’s performance on a key function or progress toward anticipated achievements or has identified area(s) of the job description not marked as a priority that is not being performed satisfactorily and in which improvement is needed, then the supervisor should provide written feedback in Section B of the Conference Report. If the administrator disagrees with the supervisor’s assessment, the administrator may provide the supervisor with a written description of the disagreement.
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| | | 3. | Administrator Work Plan
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| | | | Based upon a discussion with the supervisor during the Initial Conference, the administrator will develop a work plan that specifies professional an personal goals that are linked to the administrator’s position responsibilities and District initiatives. For the Interim and Final Conferences, the administrator completes the checklist, along with a copy of the Administrator Work Plan, and submits it to the supervisor prior to the meeting. At these two (2) conferences, the supervisor and administrator discuss the administrator’s progress relative to the Work Plan. The supervisor will provide the administrator with written feedback on the Administrative Work Plan Feedback Form.
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