Policy - GDO
EFFECTIVE DATE: 6-6-2018
CANCELS SHEET DATED: NEW
REVIEWED BY POLICY COMMITTEE: 4-10-2018
Support Staff Evaluation Policy
The Board believes that a competent support staff is essential to the success of the school system. An evaluation program for support staff should be of benefit to both the employee and the school system. Support staff evaluation should foster development in support staff functions, establish a standard of performance for all support staff and provide for recognition of exceptional service.
The Superintendent of Schools is responsible for the implementation of the Support Staff Evaluation Policy. To the greatest extent possible, the evaluation of an employee's performance shall be conducted in an atmosphere of trust, confidence and support.
For purposes of this policy, support staff includes all members of the RSU #74 Support Staff as identified below.
Each employee shall be provided with a copy of the job description for his/her position.
A supervisor shall clarify and delineate specific tasks or assignments as they arise.
A supervisor shall clarify expectations on an ongoing basis, as required or requested.
Criteria to be considered in the evaluation process of a support staff employee's performance are specified on the evaluation instrument.
Employees shall be evaluated at least annually.
Employees shall be evaluated and shall meet with their evaluator after each evaluation to discuss the observations made. An employee shall be given a copy of any evaluation report prepared by their evaluator within five (5) working days, and at least one (1) day before any conference to discuss it.
Employees shall be evaluated annually by their immediate supervisor and /or administrator as it is listed below, designated by the Superintendent of Schools, with input and consultation with the building principal who shall sign off on the evaluation.
No evaluation shall be submitted to the central office, placed in the employee's personnel file, or otherwise acted upon without prior conference with the employee.
Supervisors are to complete evaluation ratings by June 1. All completed and signed evaluations are due in the Superintendent of Schools' Office on or before June 15.
Upon receiving a rating of Partially Meets or Does Not Meet, written recommendations are required from the evaluator to help the employee improve their job performance. Written recommendations shall be included on the evaluation at the time it is given.
As provided in the collective bargaining agreement:
ARTICLE 9 – EVALUATION
A. All employees shall be evaluated as to their performance in their respective positions. All monitoring or observation of the work or performance of an employee shall be conducted openly.
B. The employee shall have an opportunity to sign the evaluation report that is to be placed in the personnel file. The employee's signature does not mean that the employee agrees with the evaluation, only that he/she has seen it and has been given a copy. The employee shall have the right to respond in writing to such evaluation and have it attached to the original in the personnel file, provided such answer is given to the Superintendent's office within ten (10) days of receipt of the evaluation.
C. No employee shall be required to sign a blank or incomplete evaluation form. Nothing shall be added to or detracted from an employee's evaluation once the employee has signed it. The employee shall have the right to submit a written response to his/her evaluation, which shall be attached to the evaluation and placed in his/her personnel file.
D. Any written complaints regarding an employee which may be made to any member of the administration by a parent, student, or other person which are used in any manner in evaluating an employee shall be promptly investigated and called to the attention of the employee. The employee shall be given an opportunity to respond to and/or rebut such complaints, and shall have the right to be represented by the Association at the meetings or conferences regarding such complaints.