Classified Employee Performance Evaluation Orientation Evaluator Training 2018-19 SY Updated Sept. 20, 2016 by Maria Schmidt, Evaluation Specialist

Classified Employees Evaluation Process Classified employees are evaluated in 3 Performance Categories: each category contains Performance Descriptors describing expected behaviors within the category (see job-specific evaluation forms) Job Competencies Workplace Qualities Human Relations

Performance Category: 1. Job Competencies The 1st descriptor is the supervisor’s assessment of the employee’s performance on his/her essential duties (job description) Although the items on the job description are not specifically rated, the importance of an employee’s performance on the essential duties of the job cannot be overstated If an employee receives a Needs Improvement (NI) on this single descriptor, he/she will not receive an overall Meets Expectations (ME) rating for this Performance Category

Performance Category: 2. Workplace Qualities Has 6 Performance Descriptors The Descriptors address desirable behaviors in the workplace as related to an employee’s department and/or his/her specific position, such as “self-motivated”

Performance Category: 3. Human Relations Has six Performance Descriptors The Descriptors address desirable traits related to professional interpersonal skills, such as “teamwork”

Rating Performance Descriptors Each descriptor is assigned 1 of 3 individual ratings based on an employee’s performance Meets Expectations (ME) Needs Improvement (NI) Not Applicable (N/A)

What do the Performance Descriptor Ratings mean? Simply put… Meets Expectations (ME) means that the employee consistently accomplishes assigned tasks and demonstrates specific competencies needed for the responsibilities at or above the expectations of the supervisor. Needs Improvement (NI) means that the employee inconsistently accomplishes assigned tasks or fails to demonstrate specific competency for the responsibility.

What do the Performance Descriptor Ratings mean? Not Applicable (N/A) means the descriptor does not apply to that employee. N/A is equal to Meets Expectations (ME). The evaluator determines if a descriptor is N/A. Unsatisfactory means that the employee consistently fails to accomplish assigned tasks and/or fails to demonstrate specific competencies needed for the responsibilities of the position (Overall Annual Rating, only).

How is an overall rating for each category determined? Each Performance Category is given an Overall Category Rating based on the number of individual descriptors within the category & the rating received on each one: Job Competencies: 6 of 8 ME = Overall ME Workplace Qualities: 4 of 6 ME = Overall ME Human Relations: 4 of 6 ME = Overall ME Remember: N/A = ME

How is the overall Annual Rating determined? The Annual Overall Rating is assigned based on the overall ratings earned on the 3 Performance Categories Meets Expectations ME in all 3 Overall Ratings Needs Improvement NI in 1 Overall Rating Unsatisfactory NI in 2 or 3 Overall Ratings

No Surprises! No employee should receive an Annual Overall Unsatisfactory Rating unless he/she has been informed in writing of specific performance concerns during the year.

Recognizing the Best! Administrative evaluators are strongly encouraged to acknowledge exceptional performance with specific written commentary in Section VI of the evaluation document.

When are Annual Evaluation Conferences held? Paraprofessionals must have their annual conferences complete by May 15th, 2019. Other classified employees must have their annual conferences before June 21st, 2019.

Appealing an Annual Rating If an employee wishes to appeal his/her evaluation results, he/she must: complete an evaluation appeal form (found on PASS), submit it to the evaluator within 10 business days of the receipt of the original evaluation report, along with any evidence and/or documentation The evaluator must respond to the appeal within 20 school days of receipt of the appeal

Appealing an Annual Rating If the rating is upheld by the evaluator, the employee may submit an appeal to the evaluator’s supervisor within 10 days of receipt of the evaluator’s response The evaluator’s supervisor must respond to the appeal within 20 days of receipt of the appeal If the evaluator’s supervisor upholds the rating, the appeal process is exhausted

Unsatisfactory Annual Ratings for Paraprofessionals As Paraprofessionals are certified by the PSC, per GA law and PSC regulation, an annual Unsatisfactory Rating earned by a paraprofessional must be recorded on the PSC’s UNSAT statewide database. If a paraprofessional has 2 Unsatisfactory Ratings on the database, and has not demonstrated successful remediation (improvement), the paraprofessional’s certification will not be renewed by the PSC.

Unsatisfactory Annual Ratings In accordance with Administrative Rule GBA-R, any employee earning an overall UNSAT annual rating will have his/her salary/step frozen. When an employee has earned a Satisfactory Annual Rating in a subsequent year, his/her salary/step is unfrozen. Human Resources receives the originals of all classified evaluations for filing in employees’ personnel files.

Remediation Plan Directions are on PASS! As needed, and at a Supervisor’s discretion, a Remediation Plan may be created to support professional growth and development at any time during the year. A Remediation Plan may also result from an employee receiving a rating of Needs Improvement or Unsatisfactory.

Cheryl Davis Director of Evaluations 678-581-6750 Office of Evaluations