1. Performance Review for County Educators

2. Purpose
To assist educators and administrators in planning, teaching, supervision and salary administration
Ongoing process. Happens every day whether you know it or not
Aids in providing the highest possible level of educational service for the citizens of Oklahoma
Encourage employees in areas that indicate strength and assist them in those needing improvement

3. How It Works
Increases understanding of jobs and expectations for a given level of performance
Increases satisfaction and educational experiences on the job
Provides information that will help assign personnel to program areas where they can make the greatest contribution
Furnishes a basis for in-service training and guidance
Helps educators to evaluate their own work on an annual basis

4. Principles Job performance in each assigned area of work is evaluated
Serves as an educational process used to identify strengths and weaknesses in employee performance
Honest and consistent self-analysis, supplemented with a subjective performance evaluation by the supervisor. We feel this is the most effective type of performance appraisal
Person doing the evaluation should be acquainted with the work of the person being reviewed
Recognized and accepted part of the supervision process
Self respect and confidence of the individual being evaluated must be protected

5. Structure
Ensure consistency from one program area and geographical area to another in the appraisal of educators by the CED and DED
Enables county educators to become aware of criteria used to appraise their performance under each of the performance guidelines

6. Expectations
Educators should substantially meet the criteria listed in a rating standard before they can be scored on the next highest standard
All expectations under Standard #2 must be met before credit is given for any of the expectations under Standard #3
Receive a score for the highest level of expectations met, as long as those in the previous standard are also met

7. Expectations
Criteria used to determine the overall rating include, but are not limited to
Goals and Objectives
Personal Observations of appraiser(s)
Event Summary Record Data
Monthly Narratives
Performance Appraisal Reporting Form
Self Review of County Educator
The Guide is intended to provide consistency and outline expectations that will promote excellence in the Educator’s performance and in delivering quality county programs

8. Responsibilities
CED and DED are responsible for performance evaluation
Final review and approval rest with DED

9. Educator Goals and Objectives
Submit Goals and Objectives by December 1 each year
New employees submit Goals and Objectives appropriate for their level of experience. Must be submitted within 60-days after employment
DED and DPS will assist
Performance period is January 1 through December 31 each year.
Educator is responsible for collecting and maintaining documentary evidence of results attained on the stated Goals and Objectives
Educators will report accomplishments monthly through the Event Summary Record and a one-page narrative
Revisions to Goals and Objectives must be justified with CED, DPS, and DED

10. Timeline/ Procedure
Educator submits Self-Appraisal to CED along with documentation by December 15 or other date designated by DED
CEDs submit their Self-Appraisal (including CED ratings) along with documentation to DED by December 15 or other date designated by DED
CED conducts performance appraisal with Educators and submits Educator’s Self-Appraisal, CED’s Appraisal along with documentation to DED by December 31

11. Documentation Files Sign-in Sheets Newsletters Flyers/Circular Letters
Agendas
News Articles/News Releases
Media such as TV, Radio, etc.
Technology Use (social media accounts, copies of postings, website contributions)
Evaluation Instruments/Data Compilation

12. Appeals Procedure
An employee who disagrees with the overall performance appraisal rating has a right to appeal that through DASNR HR.

13. Recap of Timeline December 1: December 15: December 31:
Goals and Objectives for current program year and the next program year submitted to CED and DED
December 15:
Submit Performance Appraisal County Extension Educator Self-Appraisal along with supporting documentation to CED
CEDs may begin holding performance appraisals with Educators
December 31:
Deadline for CEDs to send Performance Appraisals of Eductors to DED

14. Performance Factors and Criteria
Program Planning and Development
Goals and Objectives of Educator (POW)
Program Implementation
Implementation
Equity, Access and Opportunity
Technology and Innovation
Program Evaluation/Accountability
Evaluation/Outcomes/Impacts
Professionalism
Customer Service
Reporting
Policy Compliance
Professional Development
Work Habits
Interpersonal Skills
Community and
Organizational Leadership
Leadership
Optimizing Staff and Volunteers
Resource Management

15. Performance Level Definitions and Criteria Rating
4 Performance consistently exceeds position requirements, goals and management expectations. Resourcefulness and depth of program and technical knowledge are of the highest quality. Assignments are accomplished in an exceptional manner with minimal direction and are characterized by outstanding achievement seldom accomplished within a county.

16. Performance Level Definitions and Criteria Rating
3 On a regular basis, performance is characterized by high quality and quantity of work that exceeds most position requirements and key objectives and management expectations. Employee demonstrates outstanding skills and abilities, and assignments are accomplished in a highly effective manner with limited guidance and direction

17. Performance Level Definitions and Criteria Rating
2 Performance meets all the essential work objectives. Occasionally exceeds management expectations. Employee demonstrates good knowledge of job duties, and assignments are accomplished effectively with normal supervisory guidance.

18. Performance Level Definitions and Criteria Rating
1 Performance does not consistently meet management expectations. The employee requires more than normal guidance and direction. Progress goals are not met and essential work objectives are not accomplished. Improvement is necessary if the supervisor elects to continue employment with the employee.