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EASTON AREA
SCHOOL DISTRICT
No. 512
SECTION:
CLASSIFIED EMPLOYEES
TITLE:
EVALUATION OF CLASSIFIED
EMPLOYEES
ADOPTED:
July 20, 2006
REVISED:
512. EVALUATION OF CLASSIFIED EMPLOYEES
1.
Purpose
Evaluation is a continuing process in which the employee and supervisor
cooperatively identify strengths and weaknesses in the individual's job performance.
The objectives of evaluation are to assess and improve performance, encourage
personal growth, promote positive behavior and facilitate attainment of district goals
and objectives.
Periodic evaluation of all classified personnel employed by the district shall be
performed for the purpose of assisting the employee toward self-improvement, as
well as for the orderly dismissal of those employees who do not meet the standards
established by the district.
2.
Authority
The evaluation plan for classified employees shall be approved by the Board.
3.
Guidelines
The objectives of the district evaluation plan for classified personnel are:
1.
To identify, improve, and reinforce the skills, attitudes and abilities that enable
an employee to be effective.
2.
To identify and improve upon weaknesses that prevent an employee from
effectively carrying out assigned duties.
The evaluation plan shall:
1.
Include timely conferences with the employee and evaluator to review and sign
each evaluation.
2.
Group classified employees into position classes based upon similarities of
duties, responsibilities, and qualifications; the evaluation process shall be similar
for all classes of employees.
3.
Ensure that appropriate evaluation of performance takes place during
probationary periods of employment.
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4.
Provide a procedure for identifying and commending effective performance,
counseling and assisting employees where improvement is necessary, and
dismissing an ineffective employee when counseling and assistance fail to
produce effective performance.
4.
Delegation of
Responsibility
The Superintendent or designee shall prepare procedures for the conduct of
employee evaluations which shall include:
1.
Conduct of evaluations at specified intervals for probationary employees and
each year for regular employees.
2.
Establishment of reasonable performance standards to permit the employee to
meet performance objectives determined by the employee's supervisor or
department head.
3.
Method of making and retaining personnel records which ensures that entries are
based on observable and verifiable facts, all materials will be held confidential,
and the employee has an opportunity to review evaluations and append a written
statement.
4.
Provisions for improving unsatisfactory performance by offering resource aid,
recommending how improvement can be effected, and scheduling follow-up
conferences to assess change.