HUMAN RESOURCES Teach Cobb! It’s Better at the Top! Classified Employee Performance Evaluation Orientation

Human Resources: Teach Cobb! It’s better at the Top! Classified Employees Evaluation Process Classified employees are evaluated in three Performance Categories, each containing performance descriptors which describe expected behaviors within the category ~ see your job-specific evaluation form  Job Competencies  Workplace Qualities  Human Relations

Human Resources: Teach Cobb! It’s better at the Top! 1 st Performance Category Job Competencies The first of 8 performance descriptors in this category references your job description Although the items on your job description are not specifically rated, the importance of your performance on the essential duties of your job can not be overstated The first descriptor in the Job Competency category is your supervisor’s assessment of your performance of your essential duties (job description) If you should receive a Needs Improvement (NI) on this single descriptor, you will not receive an overall Meets Expectations (ME) rating for this Performance Category

Human Resources: Teach Cobb! It’s better at the Top! Two Other Performance Categories… Workplace Qualities  These six performance descriptors address desirable behaviors in the workplace as related to your department and specific position, such as “self-motivated” Human Relations  These six performance descriptors address desirable traits related to professional interpersonal skills, such as “teamwork”

Human Resources: Teach Cobb! It’s better at the Top! How are these performance descriptors rated? Each descriptor is assigned one of three individual ratings based on the employee’s performance  Meets Expectations (ME)  Needs Improvement (NI)   Non-Applicable (NA) 

Human Resources: Teach Cobb! It’s better at the Top! What do the performance descriptor ratings mean? Simply put…. Meets Expectations (ME) means that the employee did what was expected of him/her and did it in a certain manner. Needs Improvement (NI) means that the employee didn’t do some of the things that were expected or that the things were not done in the expected manner. Non-applicable (NA) means the descriptor is not applicable to that employee. NA counts as an ME. Evaluator determines if a descriptor is NA.

Human Resources: Teach Cobb! It’s better at the Top! How is each overall category rating determined? Each Performance Category is given an Overall Category Rating based on the number of individual descriptors within the category and 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 NA = ME

Human Resources: Teach Cobb! It’s better at the Top! So, how is the overall annual rating determined? The Annual Overall Rating is assigned based on the overall ratings earned on the three 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 Just add ‘em up!

Human Resources: Teach Cobb! It’s better at the Top!  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.

Human Resources: Teach Cobb! It’s better at the Top! Recognizing the Best! Your administrative evaluator is strongly encouraged to acknowledge exceptional performance with specific written commentary in Section VI of the evaluation document.

Human Resources: Teach Cobb! It’s better at the Top! When do I have my annual evaluation conference? Paraprofessionals must have their annual conferences by March 31st ~ State law, PSC regulation, and District Rule Other classified employees must have their annual conferences before June 30 th ~ District Rule

Human Resources: Teach Cobb! It’s better at the Top! What if I wish to appeal my annual evaluation rating? If an employee wishes to appeal his/her evaluation results, he/she must complete an evaluation appeal form (found on EMWeb) and submit it, along with any evidence and/or documentation, to the evaluator within 10 business days of the receipt of the original evaluation report The evaluator must respond to the appeal within 20 business days of receipt of the appeal 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

Human Resources: Teach Cobb! It’s better at the Top! Unsatisfactory Annual Ratings~ Paraprofessionals Because 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 remediation (improvement), the PSC will not renew the paraprofessional’s certification

Human Resources: Teach Cobb! It’s better at the Top! Unsatisfactory Annual Ratings In accordance with Administrative Rule GBC, any employee earning an overall UNSAT annual rating will have his/her salary/step frozen until he/she has earned a satisfactory annual rating in a subsequent year Human Resources will receive the originals of all classified evaluations for filing in employees’ personnel files

Human Resources: Teach Cobb! It’s better at the Top! Help is on the way! As needed and at the Supervisor’s discretion, a Performance Improvement Plan (PIP) may be developed to support professional growth at any time during the year A PIP may also result following Needs Improvement or Unsatisfactory Performance Evaluation Ratings

Human Resources: Teach Cobb! It’s better at the Top! QUESTIONS?