005.1015 EVALUATION FOR CLASSIFIED PERSONNEL
REPLACES AND ELIMINATES POLICY APPROVED ON 1/7/14
Documentation of Employee
The Board recognizes the need for
periodic evaluation of all District personnel. Documentation of an
employee’s job performance is helpful in maintaining satisfactory levels of
work and achievement, and in providing opportunities for planning and
communication between the employee and the immediate supervisor.
The performance of each school
district employee shall be evaluated annually.
A standard evaluation form for each
classified category: media, office/secretaries, foods department, bus drivers,
maintenance and teacher aides will be developed and used as the district tool.
Letters of commendation and other
written reports to document outstanding job performance may be submitted to an
employee by his or her immediate supervisor whenever the supervisor deems it
If the district intends to not renew
a career employee’s contract for unsatisfactory performance or terminate a
career employee’s contract during the contract term for unsatisfactory
performance, the supervisor shall:
Provide and discuss with the career
employee written documentation clearly identifying the deficiencies in
Provide written notice that the
career employee’s employment is subject to termination if, upon a reevaluation
of the career employee’s performance, the career employee’s performance is
determined to be unsatisfactory;
Develop and implement a plan of
assistance which shall include a statement clearly identifying (a) specific,
measurable, and actionable deficiencies, (b) the available resources that will
be provided for improvement, and (c) a recommended course of action that will
improve the employee’s performance.
1.5.4 The period of time for implementing a plan of assistance:
22.214.171.124 May not exceed 120 contract days;
126.96.36.199 May continue into the next contract year;
188.8.131.52 Should be sufficient to successfully complete the plan of assistance;
184.108.40.206 Shall begin when the career employee receives the written notice specified in section 1.5.2 above; and
Shall end when the determination is
made that the career employee has successfully remediated the deficiency or
notice of intent to terminate the career employee’s employment is given in
accordance with law.
Reevaluate the career employee’s
1.5.6 If the career employee’s performance remains unsatisfactory, give notice of intent to not renew or terminate the career employee’s contract in accordance with state law.
If, upon reevaluation of the career
employee’s performance, the district determines the career employee’s
performance is satisfactory, and within a three-year period after the initial
documentation of unsatisfactory performance for the same deficiency specified
in section 1.5.2 above, the career employee’s performance is determined to be
unsatisfactory, the district may elect to terminate the career employee’s
1.5.8 If the district intends to terminate a career employee’s contract as provided in section 1.5.7 above, the district shall:
220.127.116.11 Provide written documentation of the career employee’s deficiencies in performance; and
Give notice of intent to terminate
the career employee’s employment in accordance with law.
A copy of each performance
evaluation shall be submitted by supervisors to the Human Resources Department
for placement in the employee’s personnel file.
Before submitting a copy of any
performance evaluation to the Human Resources Department, supervisors shall
ensure that the employee has an opportunity to review, sign, and receive a copy
of the document. Such signatures indicate only that the employee has
read the materials and is aware of the contents.
1.8 If the employee does not agree with the performance evaluation, the employee shall have the right to submit to the Human Resources Department within ten working days the employee’s own written response to the unsatisfactory evaluation, and to have the written response placed in the employee’s file.