Performance Review for County Educators

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

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

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

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

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

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

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

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

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

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

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

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

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

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.

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

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.

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.