Educational Support Professional Evaluation Orientation

1. Educational Support ProfessionalEvaluation Orientation August, 2012

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

3. 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

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

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

6. Educational Support Professionals Rubric Worksheet • Performance Standards • Definitions • Indicators • Scores

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

8. 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

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

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

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

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

13. 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

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

15. 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

16. 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

17. 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)

18. 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

19. 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

20. 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 30th and 60th days • Contact Human Resources for assistance if unsatisfactory ratings continue before 60th day evaluation

21. Evaluation Support Human Resources Karey Urbanski @ 520-2172 Carole Carlsen @ 520-2170