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Performance Evaluations Human Resources Manager
Classified Employee Performance Evaluations Micah S. Fisher, SPHR Human Resources Manager January 16, 2014
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Project Team Johnny Giles- Chief of Staff
Micah Fisher, SPHR- Human Resources Manager Chasitie White, SPHR- Lead Lean Consultant, Lean Frog Mary Ila Ward, SPHR- Human Resources Consultant, Lean Frog
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Goals of the Classified Evaluation
Align the performance evaluation with: The strategic goals of the organization Work culture of the organization Rewards and recognition Clarify accountability to established performance expectations Recognize top performance and identify opportunity for improvement of performance Facilitate observation, coaching and regular feedback Discuss how job goal from the job description is tied to every performance evaluation as a function of job execution
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Development Process Job Analysis Job Descriptions
Job Descriptions Performance Evaluation Focus on the individual executing the job as defined by: The job goal Essential duties of the job How employees act in support of the work culture (work habits)
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Development Process, cont.
Grouped jobs into job families and created 3 separate evaluations: Support/ Service- Custodian, CNP Worker, Administrative Assistant, etc. Professional/Para-Professional- IT Systems Specialist, CNP Specialist, etc. Leadership- Directors, Managers, Supervisors, etc. Conducted focus groups to validate and gain additional insight
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Dimensions Job Execution
Job Knowledge (not included in Support/Service) Professional Conduct Interpersonal Skills Communication Student/ Customer Relations Leadership for applicable positions Support dimensions-Job Execution, Professional Conduct, Interpersonal Skills, Communication, Customer/Student Relations Professional/Para dimensions- Job Execution, Job Knowledge, Professional Conduct, Interpersonal Skills, Communication, Customer/Student Relations, Leadership dimensions- Job Execution, Job Knowledge, Professional Conduct, Interpersonal Skills, Communication, Customer/Student Relations, Leadership
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Key Components Three point rating scale: Unsatisfactory Satisfactory
Exceeds Expectations Reference guide (rubric) to guide evaluators Development log is provided to document observed behaviors throughout the year Behavioral-based and measurable observations required to support ratings Key Performance Indicators of department performance required to support ratings at leadership level Three point scale- does not meet, meets, exceeds
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Training for Evaluators
Next Steps Training for Evaluators Communication with classified employees regarding the new process and forms Written process compiles/refers to board policy where appropriate Should we include something about a disciplinary process/policy?
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