The length of the evaluation cycle is variable, ranging from six months or less to three years for accomplished and trustworthy administrators. Step Three comprises the time in which the performance growth goals are to be achieved and the efforts of the administrator to achieve them. The supervisor s responsibility is to help during the process to provide the feedback and encouragement necessary to maintain momentum towards goal attainment. Step Four involves preparation for a summative conference. Step Five is the summative conference, which occurs at the end of the evaluation cycle.
PEP recommends that it take place at the workplace of the administrator under evaluation.
During this conference, both parties review the progress that has been made toward the performance growth goals by examining work products or other artifacts produced during the evaluation cycle, progress on overall job performance, and the executive summary. During this conference no new information should be introduced by the evaluating supervisor that is, the person being evaluated should encounter no surprises during this discussion. This memorandum also may include suggestions for goals for the next evaluation cycle. The person being evaluated receives two copies of this document. The executive summary and the supervisor s memorandum, which together form the documentation of the evaluation process, are then placed in the personnel file of the administrator who has been evaluated.