1. Classified Employee Performance Evaluation Orientation 2009-10 School Year

2. Classified EmployeesEvaluation 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

3. 1st Performance CategoryJob 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

4. 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”

5. 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) 

6. 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.

7. 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

8. So, how is the overall annual rating determined? Just add ‘em up! 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

9.  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.

10. Recognizing the Best! Your administrative evaluator is strongly encouraged to acknowledge exceptional performance with specific written commentary in Section VI of the evaluation document.

11. 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 30th ~ District Rule

12. 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

13. 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 Unsatisfactory Annual Ratings ~ Paraprofessionals

14. 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 Unsatisfactory Annual Ratings

15. 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

16. QUESTIONS?