P.K.E.S. Professional Keys Effectiveness System Overview for Employees Evaluated using P.K.E.S.

1. P.K.E.S.  Professional Keys Effectiveness System Overview for Employees Evaluated using P.K.E.S. 2019-2020 CCSD Evaluations Department

2. PKES: What is it? Why are we transitioning to it? • Components of the PKES Instrument Learning Targets • Performance Standards and example indicators for Level III (expected performance) and Level IV (exceptional performance) for a Certified employee and a Classified employee

3. P.K.E.S: Professional Keys Effectiveness System

4. What & Why P.K.E.S.? P.K.E.S. is a district created evaluation instrument that aligns with T.K.E.S. and L.K.E.S. It can be used with any role within the school system (certified and classified). It was piloted by several district level departments and received great feedback as a valuable, user-friendly instrument. It is our mission to streamline the evaluation process for EVERY employee in our district, reducing 36 evaluation instruments to 3, beginning in the fall of 2020. Every employee in the district (certified and classified) will be evaluated using one of the following evaluation instruments: L.K.E.S (Leaders) T.K.E.S. (Teachers) P.K.E.S. (Professionals, all those not evaluated on the state's LKES or TKES instrument) This instrument also allows evaluators to recognize exceptional performance! Student Growth Percentiles LEA Determined Measures

5. Who is evaluated using P.K.E.S.? This is not an exhaustive list as we continue to add departments and roles...working toward our mission of only 3 evaluation instruments for every employee in CCSD. School-Based: Teachers on Alternate Assessment (Contributing Professionals) Paraeducators School Nurses Custodians Clerical District: Transportation Food & Nutrition Services (FNS) Human Resources Academic Division Support Services Directors, Assistant Directors, Program Supervisors, Program Trainers, Assistive Technology, & Itinerant Teachers Clerical Student Growth Percentiles LEA Determined Measures

6. Timeline & Guidelines P.K.E.S.: Professional Keys Effectiveness System

7. Evaluation Instrument & Job Description • First 30 days of employment Goal Setting *For certified staff only, including paraeducators • During first 30 days of school or first 30 days of employment • Throughout the year • Documentation and/or observation Performance Standards Mid-Year Conference *Optional, but required if there are performance concerns Observations & Documentation • December - January (varies school to school) Annual Evaluation Summative Assessment (Performance Standard Ratings) Summative Conference • May Student Growth Percentiles LEA Determined Measures

8. Review of Instrument P.K.E.S.: Professional Keys Effectiveness System

9. Employee Identification Completed during first 30 days of employment. Observations & Documentation The "Employee ID" is the employee's 6-digit number, not their badge ID or SSN. It is important that this is accurate as once the number is entered onto the form, a bar code will appear. This bar code is specific to each employee, allowing electronic filing MUCH easier for our records department. Student Growth Percentiles LEA Determined Measures

10. Professional Learning Goal/Plan Completed during first 30 days of employment. Observations & Documentation This is only required for those who hold a teaching certificate with the PSC. This includes paraeducators. This is what is referred to when we consider the requirements for recertification. For those with less than 3 years experience, additional details (as stated in the box) are required. *It is important to note that a "Plan" is NOT an additional goal. A "Plan" just requires more details about their goal.  To be completed at the discretion of the evaluator for those who do not hold a certification through the PSC. Student Growth Percentiles LEA Determined Measures

11. Optional Mid-Year Conference Completed in December or January, *if needed This section is required if there are documented concerns regarding performance. If the employee is a certified employee, including paraeducators, AND there are documented concerns regarding performance, thier progress toward their Professional Learning Goal/Plan is required. To be conducted at the discretion of the evaluator for those who do not hold a certification through the PSC. Observations & Documentation Student Growth Percentiles LEA Determined Measures

12. Summative Assessment/Conference Completed at end of the school year (approximately April-May) *Refer to district guidance This is where the evaluator rates the employee on the 5 Performance Standards. If the evaluator rates the employee as a Level IV, II, or I, comments are required. Comments are optional when rating the employee a Level III (expected level of performance). ALL Performance Standards MUST be rated as the Overall Annual Rating will be based on the points earned. Observations & Documentation Student Growth Percentiles LEA Determined Measures

13. Summative Assessment/Conference Level I (0 points) Level II (1 point) Level III (2 points) Level IV (3 points) Once the Total Points are calculated, the employee's Overall Annual Rating is determined accordingly. Employee's receiving an Overall "Ineffective" or "Needs Development" is considered Unsatisfactory. Observations & Documentation Student Growth Percentiles LEA Determined Measures

14. Professional Learning Goal/Plan Completed at end of the school year (approximately April-May) *Refer to district guidance This is completed during the Summative/Annual Evaluation Conference. This is only required for those who hold a teaching certificate with the PSC. This includes paraeducators. This is what is referred to when we consider the requirements for re-certification. All certified employees are required to participate in a PLC/CCC. The answer will be "Yes" or "No". For Professional Goal/Plan Growth, the evaluator will choose "Met", "Did Not Meet", or "In Progress". Observations & Documentation These components eliminate the need for the Professional Goal Addendum Form. Student Growth Percentiles LEA Determined Measures

15. Signatures Completed during Summative/Annual Evaluation Conference Observations & Documentation This is where the employee and evaluator will sign the Summative/Annual Evaluation. The employee's signature does not indicate agreement or disagreement with the evaluation. It only acknowledges receipt of the evaluation. Student Growth Percentiles LEA Determined Measures

16. The Performance Standards P.K.E.S.: Professional Keys Effectiveness System

17. Performance Standard 1: Professional Knowledge, Planning and Goal Setting EXPECTED LEVEL OF PERFORMANCE: The employee maintains an accurate understanding of his/her job responsibility and can articulate the District priorities and explain how they align with his/her role in the organization. The employee is a lifelong learner and is proactive in establishing and implementing a plan to achieve individual goals. What is my evaluator evaluating through observations and documentation?

18. Performance Standard 1: Professional Knowledge, Planning and Goal Setting Example indicators of a Level III (expected level of performance) for a Certified employee (Counselor): Example indicators of a Level III (expected level of performance) for a Classified employee: • Identifies the standards in the three domains that are addressed via the comprehensive school counseling program (Classroom/Group Mindsets & Behaviors Action Plan and Closing the Gap Action Plan *) • Facilitates activities and interventions within the three domains of academic, career, and social/emotional development • Develops lesson plans that incorporate counseling standards in the three domains • Maintains adequate knowledge of the district systems and operations that relate to the job assignment (OnTrack, TalentEd, Office 365, Munis, etc.) OR pursues the guidance, assistance, and/or professional development that is available  • Maintains adequate knowledge of policies and procedures that relate to the job assignment  • Keeps current with matters related to position  What is my evaluator evaluating through observations and documentation?

19. Performance Standard 1: Professional Knowledge, Planning and Goal Setting Example indicators of a Level IV (exceptional performance) for a Certified employee (Counselor): Example indicators of a Level IV (exceptional performance) for a Classified employee: • Independently sets and meets an annual Professional Learning Goal to continuously grow in the profession and shares new knowledge with others to increase collective understanding  • Committed to ongoing professional development and is seen as an expert in the field  • Is sought after for guidance and assistance by coworkers  • Serves as a consultant regarding the development of a comprehensive school counseling program for counselors in their school or district • Presents at the local, state and/or national levels • Demonstrates leadership in local, district, state or national committees or organizations • Supervises a school counseling practicum or intern student What is my evaluator evaluating through observations and documentation?

20. Performance Standard 2: Teamwork, Collaboration and Relationships EXPECTED LEVEL OF PERFORMANCE: The employee collaborates in a positive and encouraging manner to accomplish school and district goals, is open to new ideas, and values to contributions of others. The employee understands the importance of community and his/her work has a positive impact on this relationship. What is my evaluator evaluating through observations and documentation?

21. Performance Standard 2: Teamwork, Collaboration and Relationships Example indicators of a Level III (expected level of performance) for a Certified employee (Counselor): Example indicators of a Level III (expected level of performance) for a Classified employee: • Reflects the mission, vision and beliefs of the school counseling program (Mission, Vision, and Belief statements) • Ensures every student receives the benefit of the school counseling program by designing and delivering content curriculum to all students (Action Plans*) • Facilitates access to appropriate educational learning experiences for all students to reach their educational goals • Exhibits politeness and a cooperative attitude with all coworkers.  • Exhibits politeness and a customer service attitude with callers and/or external stakeholders.  • Actively supports coworkers and new team members.   • Works collaboratively to share tasks as needed • Understands the importance of community and how to build and nurture this relationship  • Supports activities, events, and initiatives What is my evaluator evaluating through observations and documentation?

22. Performance Standard 2: Teamwork, Collaboration and Relationships Example indicators of a Level IV (exceptional performance) for a Certified employee (Counselor): Example indicators of a Level IV (exceptional performance) for a Classified employee: • Participates on the School Strategic Plan committee to ensure alignment of the school counseling program goals (Agenda/Minutes) • Participates in school and district leadership opportunities • Advocates for systemic change, social justice and removal of barriers to achievement • Collaborates with community and school personnel for innovative delivery of college and career readiness activities • Mentors new staff or veteran staff to increase capacity in the organization  • Builds a strong network of relationships with external and/or cross-divisional stakeholders   • Initiates and implements social activities to strengthen professional relationships   • Putting the organization and/or division above individual work and willingly assists others with large projects that may bring additional time/responsibilities not in the job description What is my evaluator evaluating through observations and documentation?

23. Performance Standard 3: Accountability, Productivity and Results EXPECTED LEVEL OF PERFORMANCE: The employee prioritizes time on task for maximized productivity and takes ownership for results. The employee responds and accurately implements supervisor requests in a timely and cooperative manner. What is my evaluator evaluating through observations and documentation?

24. Performance Standard 3: Accountability, Productivity and Results Example indicators of a Level III (expected level of performance) for a Certified employee (Counselor): Example indicators of a Level III (expected level of performance) for a Classified employee: • Uses time wisely in order to accomplish tasks and projects in expected manner of time.   • Is accountable for task completion and efficiency.   • Completes tasks in an efficient manner in order to meet timelines or deadlines.  • Sees tasks and projects to completion.  • Is aware of and executes all essential duties on job description • Collects student/school data through a variety of sources (Student information reports on behavior, attendance and achievement/Needs Assessment/Pre-Post Surveys/School Data Summary*) • Examine student/school data in order to plan counseling instruction, interventions and programs What is my evaluator evaluating through observations and documentation?

25. Performance Standard 3: Accountability, Productivity and Results Example indicators of a Level IV (exceptional performance) for a Certified employee (Counselor): Example indicators of a Level IV (exceptional performance) for a Classified employee: • Takes ownership of mistakes, seeking ways to rectify rather than blame  • Models a commitment to high expectations and influences other to produce at high levels  • Continually produces work beyond expected level of performance   • Time management and efficiency allows for the employee to assist others in task completion and/or additional work  • Demonstrates expertise and provides leadership in the analyses of student/school data • Discerns when school/student needs go beyond the scope of a comprehensive school counseling program and collaborates with other stakeholders to influence schoolwide change • Leads others at the local, district, state or national level in the effective use of data What is my evaluator evaluating through observations and documentation?

26. Performance Standard 4: Problem Solving and Resource Management EXPECTED LEVEL OF PERFORMANCE: The employee takes initiative to identify and analyze potential problems and strives to create win-win solutions that fit into the school and district vision using available resources. The employee advocates for the appropriate utilization of resources and/or services. What is my evaluator evaluating through observations and documentation?

27. Performance Standard 4: Problem Solving and Resource Management Example indicators of a Level III (expected level of performance) for a Certified employee (Counselor): Example indicators of a Level III (expected level of performance) for a Classified employee: • Teaches developmentally appropriate classroom and small group lessons in the three domains and are linked to the standards (Lesson Plans*) • Facilitates individual student planning through appraisal and advisement • Delivers counseling services through such strategies as counseling and crisis response. • Delivers indirect student services through such strategies as referrals, consultation and collaboration • Accurately completes tasks with budget implications (payroll, travel forms, mileage reimbursement, etc.).   • Can independently solve problems by contacting vendors, stakeholders, or organizers for a variety of purposes.   • Shares innovative ideas for improved performance or use of resources with supervisor.  • Creates systems and procedures for management of records, finances, and tasks.   What is my evaluator evaluating through observations and documentation?

28. Performance Standard 4: Problem Solving and Resource Management Example indicators of a Level IV (exceptional performance) for a Certified employee (Counselor): Example indicators of a Level IV (exceptional performance) for a Classified employee: • Creates, implements, and shares with others the improvement of a process or procedure to increase the overall productivity of the division or organization  • Advocates for the appropriate utilization of resources and services beyond the department, benefiting the organization  • Advocates for the students and that the needs of students always come before adults • Makes a positive impact on student achievement and supports the school strategic plan via counseling activities and interventions (Results Report*) • Aligns use of time with the ASCA National Model Recommendations, which may include achieving RAMP status (ASCA Recognition) • Collaborates with and provides professional development to other educators on comprehensive school counseling programs What is my evaluator evaluating through observations and documentation?

29. Performance Standard 5: Communication and Professionalism EXPECTED LEVEL OF PERFORMANCE: The employee consistently implements federal/state and district/school policies and procedures. The employee effectively communicates through various avenues to meet the needs of all stakeholders and exhibits a commitment to professional standards and ethics. What is my evaluator evaluating through observations and documentation?

30. Performance Standard 5: Communication and Professionalism Example indicators of a Level III (expected level of performance) for a Certified employee (Counselor): Example indicators of a Level III (expected level of performance) for a Classified employee: • Maintains appropriate confidentiality • Follows code of ethics and legal standards (to include district, state and ASCA guidelines) • Participates in professional development opportunities • Utilizes professional literature • Uses mission and vision statements to guide the development of the comprehensive school counseling program • Communicates with stakeholders inside and outside of the organization with courtesy and a customer service attitude.  • Exhibits professionalism in communication, appearance, and manner.  • Uses professional demeanor to influence others in the division and district.  • Maintains a positive attitude with coworkers and outside stakeholders.   • Communicates a consistent message What is my evaluator evaluating through observations and documentation?

31. Performance Standard 5: Communication and Professionalism Example indicators of a Level IV (exceptional performance) for a Certified employee (Counselor): Example indicators of a Level IV (exceptional performance) for a Classified employee: • Demonstrates leadership at the local, district, state and/or national levels • Collaborates and networks with colleagues and community to reach educational decisions that enhance student learning and improve the school counseling program (Teacher, Parent or Community Surveys) • Incorporates 21st century technology to communicate with students, staff, parents/guardians, and stakeholders • Continually models, represents, and advocates for the District at the highest level of professionalism.   • Advocates in a positive manner for all initiatives and priorities of the organization  • Adapts communication strategies to the audience, ensuring a consistent and accurate message is understood by all stakeholders  • Creates an environment that is collegial stimulating and supportive  • Sets a standard of excellence for self and others What is my evaluator evaluating through observations and documentation?

32. Additional Information P.K.E.S.: Professional Keys Effectiveness System

33. Appeal Process Performance Ratings are not able to be grieved under State Law O.C.G.A. 20-2-210 or Cobb County Board of Education Policy GAE. Cobb employees may appeal their Annual Evaluation rating if the evaluator failed to follow District rules and procedures resulting in an Unsatisfactory Rating (overall Level I or II). • Certified employees earning an overall unsatisfactory (Level I or Level II) annual evaluation rating will have their evaluation results posted on the PSC’s unsatisfactory database and next year’s fiscal increase and any applicable salary step increase will be withheld.  Observations & Documentation • Classified employees earning an overall unsatisfactory (Level I or Level II) rating will have next year’s fiscal increase and any applicable salary step increase withheld. Student Growth Percentiles LEA Determined Measures

34. Attendance According to Cobb County Administrative Rule GARH-R, Leaves and Absences, once Approved Absences are excluded, a reasonable number of sick, personal, and unpaid absences are defined by the Employee's Annual Work Calendar: Concerns regarding attendance may be documented under Standard 5: Communication and Professionalism at the discretion of the evaluator.

35. Questions? Please contact your evaluator with any questions.