The single summative rating communicates an overall rating level. Figure 8 explains the four levels of ratings. Scoring of Non-certified support staff employee’s occurs ONLY in the summative year. Scoring looks at ALL of the evidence collected in an Evaluation Cycle. Non-certified support staff employees are scored on each Standard AND given a holistic score on the standards. There is no averaging of scores, therefore, no decimals will be present in scores assigned by the Evaluator. Each Standard is weighted equally. The summative rating reflects an overall evaluation rating for the non-certified support staff employee. Frequency of Summative Evaluation All non-certified support will be evaluated summatively as prescribed by district policy. Summative evaluations are to be completed by the prescribed district procedure. Figure 9 details the suggested evaluation schedules using all of the data collection components of the evaluation system. Figure 9: Sample Evaluation Schedule for July-June Evaluation Cycle Timeline Activity Task or Document Responsibility for Activity Support Staff Evaluator By October 15 Non-certified support staff conduct self-assessment and establish a goal for the year. Self-Assessment Form Goal Setting Form ✓ By October 31 Goal discussed at Goal Setting Conference. Goal Setting Form ✓ ✓ By January 1 Evaluators conduct one observation of non-certified support staff. Observation Feedback Form ✓ By January 30 Evaluators/non-certified support staff conduct review of goal. Mid-Year Goal Review Form ✓ ✓ District decides date Non-certified support conduct surveys. Survey Survey Summary Form ✓ By May 1 Evaluators review Documentation Log. Documentation Log ✓ By end of school year Evaluators conduct a second observation of non-certified support staff. ✓ By end of school year Non-certified support staff employee and Evaluator determine goal accomplishment. End-of Year Goal Review Form ✓ ✓
a rating of Needs Improvement on two or more performance standards or three or more Developing ratings, or a rating of Unacceptable on one or more performance standards or an overall rating of Unacceptable. Implementation of Performance Improvement Plan When a non-certified support staff employee is placed on a Performance Improvement Plan, the evaluator must: provide written notification to the support staff employee of the area(s) of concern that need(s) to be addressed, formulate a Performance Improvement Plan, and review the results of the Performance Improvement Plan with the non-certified support staff employee within established timelines. Assistance may include: support from a peer or supervisor, conferences, classes, and workshops on specific topics, and/or resources to be identified. Resolution of Performance Improvement Plan to the evaluator making a final recommendation, the evaluator meets with the non-certified support staff employee to review progress made on the Performance Improvement Plan, according to the timeline. The options for a final recommendation include: a) Sufficient improvement has been achieved; the support employee is no longer on a Performance Improvement Plan and is rated Effective. b) Partial improvement has been achieved but more improvement is needed; the support employee remains on a Performance Improvement Plan and is rated Developing/Needs Improvement. c) Insufficient or no improvement has been achieved; the support employee is rated Unacceptable. When a non-certified support staff employee is rated Unacceptable, the support staff employee may be recommended for non-renewal or dismissal. PART II: NON-CERTIFIED SUPPORT STAFF PERFORMANCE STANDARDS, INDICATORS and RUBRICS Non-certified support employees are evaluated on the performance standards using the performance appraisal rubrics following each of the standards in this section. The performance indicators are provided as samples of activities that address the standard. The list of performance indicators is not exhaustive, is not intended to be prescriptive, and is not intended to be a checklist. Further, non-certified support staff are not expected to demonstrate performance for
Distinguished* In addition to meeting the requirement of Effective... Effective Effective is the expected level of performance. Developing/ Needs Improvement Unacceptable The support employee demonstrates initiative in enhancing effective communication to exceed the job responsibilities, thus having a greater impact on the school community. The support employee effectively uses oral, written and nonverbal forms of communication to fulfill the responsibilities of the job and positively impact the school community. The support staff employee inconsistently uses effective communication in oral, written or nonverbal forms. The support staff employee does not effectively communicate or positively impact their school community hinders the employee and/or others. * Support staff employees who are distinguished serve as role models and/or leaders. Performance Standard 3: Organization The support staff employee effectively organizes, plans and manages time and resources to produce quality results. Sample Performance Indicators Examples may include, but are not limited to: 3.1 Adheres to the assigned schedule. 3.2 Arrives and is prepared to assume responsibilities on time. 3.3 Monitors/maintains appropriate documentation, records, email and calendars. 3.4 Implements and maintains an effective system of organizing time, information and job specific duties. 3.5 Demonstrates effective work habits. 3.6 Identifies and utilizes resources efficiently and effectively. 3.7 Adapts to and exhibits flexibility with changes in tasks, assignments, locations with a positive attitude. 3.8 Maximizes opportunities to use their skills and abilities. Distinguished* Effective Developing/ Unacceptable
The support employee is an innovative, proactive decision maker and problem solver who consistently collaborates with relevant stakeholders to make informed decisions for a greater impact on the school community. The support staff employee effectively and appropriately problem solves to make informed decisions that positively impact the school community. The support staff employee is inconsistent in their ability to make informed decisions and/or does not include relevant stakeholders. The support staff employee does not problem solve and/or collaborate with others to make informed decisions which have a negative impact on the school community. * Support employees who are distinguished serve as role models and/or leaders. Performance Standard 5: Interpersonal Skills The support staff employee interacts and works effectively with others in a fair and respectful manner. Sample Performance Indicators Examples may include, but are not limited to: 5.1 Ability to effectively cooperate, coordinate and collaborate. 5.2 Demonstrates ability to use and share resources and space efficiently and effectively. 5.3 Adapts positively to and exhibits flexibility with changes in tasks, assignments, locations 5.4 Respectfully responds in daily situations. 5.5 Respects the opinions of others and to understand their perspective. 5.6 Is approachable and receptive to others. 5.7 Recognizes and celebrates the successes of others. Distinguished* In addition to meeting the requirement of Effective... Effective Effective is the expected level of performance. Developing/ Needs Improvement Unacceptable The support staff employee initiates a culture of collaboration, The support staff employee interacts and works effectively with The support staff employee is inconsistent in being fair and The support staff employee does not interact and/or work
organizing, planning and managing time and resources to independently, collaboratively and/or proactively achieve high quality results and/or additional tasks. organizes, plans and manages time and resources to produce quality results. organizes,plans and manages time and resources which produces minimal quality results. organize, plan, and/or manage time and resources effectively which does not produce quality results. * Support staff employees who are distinguished serve as role models and/or leaders. Standard 4: Problem Solving/Decision Making The support employee effectively and appropriately problem solves to make informed decisions that positively impact the school community. Sample Performance Indicators Examples may include, but are not limited to: 4.1 Makes sound decisions in an appropriate and timely manner. 4.2 Demonstrates effective conflict resolution skills. 4.3 Gathers and analyzes appropriate information as part of the problem solving process. 4.4 Seeks input from stakeholders when solving problems and making decisions. 4.5 Differentiates between and prioritizes decisions that need approval from those that are within the employee’s role. 4.6 Uses a consistent and approved approach to problem solving and decision making. 4.7 Responds to needs of students based on parameters given. Distinguished* In addition to meeting the requirement of Effective... Effective Effective is the expected level of performance. Developing/ Needs Improvement Unacceptable The support staff employee is an innovative, proactive decision maker and problem solver who consistently collaborates The support staff employee effectively and appropriately problem solves to make informed decisions that positively impact the The support employee is inconsistent in their ability to make informed decisions and/or does not include relevant stakeholders. The support employee does not problem solve and/or collaborate with others to make informed decisions which have a negative
with relevant stakeholders to make informed decisions for a greater impact on the school community. school community. impact on the school community. * Support staff employees who are distinguished serve as role models and or leaders. Performance Standard 5: Interpersonal Skills The support staff employee interacts and works effectively with others in a fair and respectful manner. Sample Performance Indicators Examples may include, but are not limited to: 5.1 Demonstrates ability to effectively cooperate, coordinate and collaborate. 5.2 Demonstrates ability to use and share resources and space efficiently and effectively. 5.3 Adapts positively to and exhibits flexibility with changes in tasks, assignments, locations 5.4 Respectfully responds in daily situations. 5.5 Respects the opinions of others and seeks to understand their perspective. 5.6 Is approachable and receptive to others. 5.7 Recognizes and celebrates the successes of others. 5.8 Engages in interactions with students that reflect warmth and caring and are respectful of diverse needs of students. Distinguished* In addition to meeting the requirement of Effective... Effective Effective is the expected level of performance. Developing/ Needs Improvement Unacceptable The support staff employee initiates a culture of collaboration, respect, understanding and recognition of others. The support staff employee interacts and works effectively with others in a fair and respectful manner. The support employee is inconsistent in being fair and respectful while interacting and working with others. The support staff employee does not interact and/or work effectively with others in a fair and respectful manner.