Evaluations of the support staff members shall, when applicable, comply with provisions of a collectively-bargained, negotiated agreement. In all cases, evaluations should meet the following conditions:
| | A. | Evaluations are conducted at least annually.
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| | B. | Job objectives are clearly stated, are complete and accurate in content, are agreed upon by the evaluator and evaluatee, and are divided into the following categories:
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| | | 1. | expected/desired results (what is to be accomplished)
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| | | 2. | expected/desired actions (how something is to be done)
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| | | 3. | expected/desired attitudes (willingness to act in a particular manner)
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| | C. | Factors hindering achievement of job objectives are clearly-defined and agreed upon by the evaluator and evaluatee.
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| | D. | Evaluation procedures are established and mutually agreed-upon, and ensure that the same process is used for similar positions and the confidentiality of the staff member is protected.
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STRATEGY FOR EVALUATION
The following guidelines should be followed when designing an evaluation plan. (See AG 2605 for steps of the strategy and additional guidelines.)
| | | 1. | measurement - determination of the current result and/or performance
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| | | 2. | assessment - comparison of the current result/performance with a desired level of quality
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| | | 3. | observation - measurement and/or assessment while one or more aspects of the expected result is being produced or created (performance)
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| | | 4. | evaluation - value judgement about the result/performance based on the assessment
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| | B. | Intended Outcome of the Evaluation Plan
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| | | The procedure should produce conclusions that:
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| | | 1. | include those characteristics of a result and/or performance that meet or exceed described standards;
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| | | 2. | include those characteristics that fall below such standards;
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| | | 3. | are complete (no missing elements), accurate (no factual errors or unsupported inferences), and clear (understandable by all relevant parties);
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| | | 4. | indicate priorities for closing important gaps between current results/performance and expected results/performance;
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| | | 5. | provide a judgement about the value or worth of the result and/or performance.
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