West Virginia Code of State Rules › Agency 126 - Education › Title 126 - LEGISLATIVE RULE BOARD OF EDUCATION › Series 126-142 - Performance Evaluation of Professional Personnel and Athletic Coaches (Policy 5310) › Section 126-142-16 - Evaluation Process for Professional Support Personnel and Central Office Personnel

Current through Register Vol. XLI, No. 28, July 12, 2024
16.1.
				Professional support and central office personnel shall receive a written
				evaluation a minimum of one time per year.
16.2. The immediate supervisor, as defined by
				the county superintendent, is responsible for monitoring performance and
				professional conduct and for preparing the written evaluation. When monitoring
				professional conduct, consideration should be given to the following: adhering
				to policy and procedure; professional attendance; adhering to schedule; and
				respect.
16.3. The purpose of the
				evaluation is to improve the professional support and central office employee's
				performance and professional growth. The professional support/central office
				employee and the immediate supervisor will mutually establish annual written
				goals for the professional support employee's performance evaluation on or
				before November 1. The goals shall be related to the professional
				support/central office employee's job responsibilities. In addition to the goal
				setting conference, the professional support/central office employee and the
				supervisor will meet at least once annually to review progress toward meeting
				the established goals. The supervisor will schedule an evaluation conference
				with the professional support/central office employee to share findings and
				prepare the written evaluation. The professional support/central office
				employee shall receive a copy of the evaluation within five working
				days.
16.4. The primary data source
				for the performance evaluation will be information and documentation related to
				the mutually established goals. The professional support/central office
				employee shall maintain a portfolio of materials that validate progress or
				completion of the mutually established goals. The professional support/central
				office employee's supervisor may also collect documentation relating to these
				goals. The supervisor will evaluate the professional support/central office
				employee's performance using a narrative description to document the progress
				made toward goal attainment or to document unsatisfactory performance. Because
				the mutually established goals will be unique to each professional
				support/central office employee, it follows that the evaluation narrative will
				focus on the professional support/central office employee's demonstration of
				those skills identified in the performance characteristics. Therefore, the
				evaluation will be goal directed and may incorporate the performance
				characteristics in the narrative description. The supervisor may include those
				performance characteristics appropriate to the mutually established goals. The
				performance characteristics should be identified during the goal setting
				conference. The portfolios maintained by the professional support/central
				office employee and the supervisor shall be included as part of the evaluation
				documentation.
16.5. The
				professional support/central office employee's signature on the evaluation form
				denotes that the supervisor has reviewed the evaluation with the professional
				support employee. The professional support employee's signature does not imply
				concurrence with the evaluation and/or its rating. The professional support
				employee shall receive a copy of the evaluation. The professional support
				employee has the right to include a written statement as an addendum to the
				evaluation. An addendum and the signature of the professional support employee
				must be affixed to the evaluation not later than five working days following
				receipt of the written evaluation.