Educational Support Professional Evaluation Orientation August,

Agenda Evaluation Tools Overview of Evaluation Forms Educational Support Professional Performance Standards Rubric Worksheet Summative SMART Goals Performance Concerns Time Lines 2

Evaluation Tools Establish best performance practices, capabilities, and overall results Facilitate communications to employees and sharing of best practices among employees Provide direction to the employees for the future Supervisor makes the final decision after collaborative and engaging meetings with the employee 3

Overview of Evaluation Forms Cover Sheet Rubric Worksheet Summative Notice of Deficiencies Remediation Plan 4

Performance Standards I.Promotes/Supports Student Achievement Through Job Performance II.High Performing Team Member III.Innovation IV.Effective Communication V.Safe Working and Learning Environment VI.Operational Efficiencies VII.Fiscal Prudence, Financial Responsibility VIII.ESP Lead Responsibilities (Only) 5

Educational Support Professionals Rubric Worksheet Performance Standards Definitions Indicators Scores 6

I. Promotes/Supports Student Achievement Through Job Performance Definition: The employee demonstrates behaviors to promote student achievement Review Indicators and Scoring 7

II. High Performing Team Member Definition: The employee communicates with, interacts cooperatively with, recognizes the values and diversity of, and demonstrates respect and courtesy for all others Review Indicators and Scoring 8

III. Innovation Definition: The employee demonstrates creativity, flexibility, adaptability, while being an innovative thinker and decision maker Review Indicators and Scoring 9

IV. Effective Communication Definition: The employee communicates and engages effectively with students, parents, peers, and supervisors Review Indicators and Scoring 10

V. Safe Working and Learning Environment Definition: The employee completes work efficiently and accurately within the time allocated Review Indicators and Scoring 11

VI. Operational Efficiencies Definition: The employee demonstrates behaviors in accordance with District 11 policies and procedures Review indicators and scoring. 12

VII. Fiscal Prudence, Financial Responsibility Definition: The employee completes work efficiently, accurately, within time limits and with responsible use of resources Review Indicators and Scoring 13

VIII. ESP Lead Responsibilities (Only) Definition: (This category is not included in overall performance, and is rated separately) Review Indicators and Scoring 14

Summative Evaluation to Enhance Employee Engagement Evaluation conferences are interactive and collaborative Evaluation conferences are face to face Employees are encouraged to be ready to be active participants Copies of the signed summative are provided to the employee, supervisor’s file, and the original goes to Personnel Support Services ESP worksheets remain in the school/department file 15

Summative Report Input from evaluatee and evaluator(s) Scoring Strengths-specific Weaknesses or Areas for Improvement Commendations Specific dates Supervisor makes final decision If an employee “disagrees,” the employee may: Attach written explanation to be included with the evaluation document This must be done within 7 working days or the documents will not be accepted into the personnel file as part of the evaluation 16

SMART Goals Specific (Who, What, Where, When, Which, Why) Measurable (Establish concrete criteria for measuring progress) Attainable (Important to you to attain) Research-based or Realistic Timely (Develop a timeline to measure goals) 17

Performance Concerns Remediation Plan is provided to an employee when there is one or more “Unsatisfactory” ratings in an indicator Employee is given a reasonable time to improve (60-90 days is a standard) ESP representative may attend evaluation meetings with the evaluatee if there is to be a Remediation Plan given 18

Timeline for Educational Support Professionals Evaluations Orientation during the first three weeks of the beginning of school or after hire date Mid Year Conference is encouraged to allow time for improvement and avoid end of the year surprises Annual evaluation summative must completed by end of June and signed by the employee and supervisor(s) Transition employees are not evaluated Copies of the signed summative are provided to the employee, supervisor’s file, and the original goes to Personnel Support Services 19

Timeline for Educational Support Professional Employees with 89 Work- Day Trial Period Must be provided evaluation 2 times during trail period. Evaluations must be provided by the 30 th and 60 th days Contact Human Resources for assistance if unsatisfactory ratings continue before 60 th day evaluation 20

Evaluation Support Human Resources Karey Carole