1. Performance Evaluations Human Resources Manager
Classified Employee
Performance Evaluations
Micah S. Fisher, SPHR
Human Resources Manager
January 16, 2014

2. 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

3. 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

4. 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)

5. 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

6. 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

7. 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

8. 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?