Evaluation of Classified Employees

Evaluation of Classified Employees

0.50 USBE Credits
The evaluation process provides an opportunity for the intern supervisor and the classified employee to mutually develop performance goals. This helps the intern supervisor in determining areas for improvement and assisting in correction of deficiencies.

DESCRIPTION

This microcredential focuses on educators completing an administrative internship. To earn this 0.5 USBE credit microcredential, you will submit two evidence items to demonstrate your competency with evaluating classified employees. There is a $25 review fee associated with this microcredential.

FEES

You will be charged $25 by the badge provider. You'll be charged at the point you submit your badge for final review.

CLARIFICATIONS

All employees have a commitment and responsibility to continued improvement in their performance. The purpose of the evaluation is to improve employees’ job performance, skill, and expertise through a systematic and constructive evaluation system.

IMPORTANT TERMS

Exemplary: Employee exceeds performance standard. Evidence of exceeding expectation.

Effective Practices: Employee performs duties adequately and effectively. Evidence of meeting expectation.

Areas for Growth : Some evidence of employee performing duties at an acceptable level. Some performance is inadequate. Corrective measures may be necessary.

Ineffective : Minimal or no evidence of employee performing duties at an acceptable level. Performance is clearly inadequate. Immediate corrective measures are required.

BACKGROUND SCENARIO

The Evaluation Process:
1. At the beginning of the evaluation period, the supervisor sends the employee a self-assessment form and schedules a Standards Overview meeting with the employee.
2. Employee completes the Self-Assessment form from the district and shares the results at the Standards Overview meeting. Expectations for the employee are reviewed and Goals for the evaluation period are discussed, agreed upon, and documented.
3. During the evaluation period, the supervisor checks with the employee, observes performance, and offers assistance where necessary.
4. At the end of the evaluation period, the supervisor completes the Classified Employee Evaluation form from the district and shares the results at a Performance Evaluation Meeting.
5. During the Performance Evaluation meeting, the Supervisor and employee review overall performance and set goals for the next evaluative period.

The Performance Evaluation Meeting:
1. Pre-schedule a time to meet with the employee, giving the employee sufficient notice to prepare.
2. Review the employee’s job description and other resources related to the employee’s job performance.
3. Ensure a quiet and private place where you will not be interrupted.
4. Create a positive atmosphere and ask open-ended questions.
5. Give honest and constructive work-related feedback.
6. Encourage an interactive discussion on the review and establishment of goals and objectives.
7. Ask the employee what you can do to assist them to be successful.
8. Discuss how you will follow-up and close the meeting by thanking the employee for participating.

EVIDENCE OPTIONS

Observation Results: Submit an observation letter of support from your Mentor Principal documenting how you have met “Effective” Indictor 3A:2 standard of the Utah School Leadership Standards. Maintains the physical plant, adheres to safety and ADA requirements and other access issues in order to support student learning.

Other: Submit your district's or charter's Classified Self-Assessment form (or the one you created or used), Classified Employee Evaluation form (or the one you created or used), and Performance Evaluation Meeting notes you crafted and use with your classified employee.

Candidates are required to make 2 evidence submission(s).

Review Criteria

1. Evidence demonstrates that the supervisor intern provides observations for the classified staff to assist in the maintenance of the physical plant, adherence to safety and ADA requirements, and other access issues in order to support student learning.

2. Evidence demonstrates that the supervisor intern conducts personnel evaluation processes that lead to improved professional practice of classified staff and complies with district and state policies.

3. Evidence demonstrates that the supervisor intern develops, shares, and monitors a comprehensive safety and security plan and implements effective instructional programs and safety practices to address safety topics.

REFLECTION PROMPTS

  1. Describe how your evidence demonstrates effective maintenance the physical plant, adherence to safety and ADA requirements, and other access issues in order to support student learning through your review of classified employees.

  2. Discuss how learners in your setting and the parents and teachers who support them benefit from your efforts at reviewing classified employee performance and setting goals for future effective performance.

  3. Address how your current activities in evaluating classified employees will (a) engage you as a school leader, and (b) direct school staff and stakeholder groups to understand and sustain the positive relationship between a well-maintained and accessible physical plant and student learning.

Review Criteria

1. Reflection demonstrates that the intern supports classified staff in meeting and sometimes exceeding expectations and role requirements in maintenance and other support staff job duties.

2. Reflection demonstrates that the intern supports classified staff in collaborative, skilled, and reliable support service activities, resulting in positive perceptions by peers, managers, students, and other customers.

3. Reflection demonstrates that the intern supports classified staff by encouraging consistent, effective interaction with peers and/or management.

RESOURCES

Clark County Classified Personnel Evaluation System
http://www.clarkschools.net/District_Docs/Employee_Evaluation/Classified_Eval_2015-16.pdf
This is Clark County, Nevada's, Classified Employee Evaluation System. This may be a good comparison to that from Box Elder.

Classified Employee Performance Evaluation and Improvement Report
http://www.utahparas.org/federal/samples/BoxElderEvalImprvRpt.pdf
This is Box Elder School District's Classified Evaluation System. It will be helpful if your district doesn't’ use one.

Classified Performance Evaluation
https://core-docs.s3.amazonaws.com/documents/asset/uploaded_file/125809/Evaluation-Protocol-for-Classified-Staff.pdf
This sample classified staff evaluation form focuses on setting goals with the employee.

Employee Relations: Bank of Expectations
https://apps01.civilservice.louisiana.gov/asp/referenceandreporting/pesbankofexpectations.aspx
This is a great tool to help craft a Classified Staff Example form if your district does not have one.

Evaluation of Classified Employees Tools
https://files.eric.ed.gov/fulltext/ED537591.pdf
This is a great tool to help you identify characteristics of good supports of classified employees systems.

Rule R277-532. Local Board Policies for Evaluation of Non-Licensed Public Education Employees (Classified Employees)
https://rules.utah.gov/publicat/code/r277/r277-532.htm
Utah School Board of Education's (USBE) rule for district evaluation of non-licensed personnel.

BADGE EARNERS

Xia Chi
Xia Chi
Lajean Elder
Lajean Elder
Courtney Geisler
Courtney Geisler
Brenda Gleed
Brenda Gleed
Cindy Nottingham
Cindy Nottingham

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