RCBOE Policy C 3 8 Evaluation of Service

RCBOE Policy C. 3. 8 Evaluation of Service Personnel Employees

Purpose • Each service personnel employee is entitled to an open, honest, and impartial evaluation of his/her performance to assist in improving skills and correcting deficiencies. • The Raleigh County Board of Education requires that regularly employed service personnel employees be evaluated on their job performance. • This policy covers all service personnel employees of the Raleigh County Board of Education.

Evaluation Process: Observations & Evaluations • An evaluation must be based on observations, which may be formal or informal in nature. • Any performance indicator rated as unsatisfactory must be documented on an observation before being included in an evaluation. • A minimum of two observations, formal, informal, or a combination of the two, must be completed before an evaluation may reflect an unsatisfactory rating. • In the event that a performance indicator results in an unsatisfactory rating involving a safety or security issue, the service personnel employee may be evaluated based on a single observation.

Evaluation Process: Observations & Evaluations • The same indicator does not have to be rated unsatisfactory on all observations used for an indicator to be deemed unsatisfactory on the evaluation. • The immediate supervisor may conduct more observations and evaluations than the minimum required if he/she determines additional observations and/or evaluations are needed.

Evaluation Process: Timeline • Probationary contract status: Evaluated at least once per year with the evaluation completed on or before May 15 th and supported by two observations. • First observation --- completed on or before December 15 th • Second observation --- completed on or before May 15 th • Probationary employee (will complete less than 45 days of employment in that employment term): No evaluation is required unless the immediate supervisor has determined that the service personnel employee’s performance may be unsatisfactory.

Evaluation Process: Timeline • Continuing contract status: Evaluated at least once every other year. • Last name beginning with the letter A-L (odd fiscal years) • Last name beginning with the letter M-Z (evaluated on even fiscal years) • Evaluation --- completed on or before May 15 th and supported by two observations • First observation --- completed on or before December 15 th • Second observation --- completed on or before May 15 th • After completion of an observation and/or evaluation, the immediate supervisor and service personnel employee shall hold a conference within 5 workdays to review the observation or evaluation unless an extension is necessary.

Observation & Evaluation Form Service personnel employees shall be rated on three domains of performance: Work Habits, Performance, and Professional Development. ü Observation of work hours ü Attendance ü Compliance with rules and policies ü Safety practices ü Public relations ü Employee relationships ü Meeting schedules (deadlines) ü Acceptance of change ü Appearance of work area ü Initiative ü Attitude

Observation & Evaluation Form Service personnel employees shall be rated on three domains of performance: Work Habits, Performance, and Professional Development. ü Work judgments ü Planning and organizing ü Quality of work ü Accepts responsibility ü Following instructions ü Efficiency under stress ü Operation and care of equipment ü Work coordination (multitasking)

Observation & Evaluation Form Service personnel employees shall be rated on three domains of performance: Work Habits, Performance, and Professional Development. ü Knowledge of work ü Job-related training

Ratings & Improvement Plans Service Personnel employees shall be rated as: • Highly Effective – total performance is well above the normal standards for the position • Effective – consistently competent performance meeting or exceeding standards • Needs Improvement – total performance periodically or regularly falls short of normal standards • Unsatisfactory – performance clearly inadequate in one or more areas; performance is not acceptable for the position

Ratings & Improvement Plans • Observations may not include all domains/indicators. • Evaluations must include all domains/indicators unless documenting a safety or security indicator. • Improvement Plan • Unsatisfactory indicators --- Improvement Plan within 10 days • May combine unsatisfactory indicators instead of addressing each indicator separately • Reasonable timeframe for completion of an Improvement Plan must be provided but not extend beyond 18 weeks.

Ratings & Improvement Plans • Improvement Plan Team • Immediate supervisor, • The service personnel employee, • A service personnel employee in the same or substantially similar classification(s) who has consistently demonstrated effective to highly effective performance, • May include any additional personnel needed • Team members should be mutually agreeable but the immediate supervisor shall have final authority to recommend members to serve on the Improvement Team.

Ratings & Improvement Plans Improvement Plan must identify the following: • deficiencies (each indicator rated as unsatisfactory), • the corrective action to be undertaken to remediate the deficiencies, • the timeframe for monitoring/deadline for meeting satisfactory performance characteristics for each identified deficiency, and • the resources and assistance to be made available to successfully improve service personnel employee performance to a satisfactory level.

Ratings & Improvement Plans • Completion of Improvement Plan Timeframe • Evaluation to determine if the service personnel employee’s performance meets a satisfactory level for each identified deficiency. • If the service personnel employee’s performance has shown a sufficient degree of improvement but still remains unsatisfactory, the Improvement Plan shall be revised and continued. • If the service personnel employee’s performance has not sufficiently improved, the immediate supervisor may recommend that the Superintendent recommend non-renewal or termination of the employee’s contract of employment. • Upon satisfactory completion of an Improvement Plan, no additional Improvement Plans are required if a subsequent evaluation demonstrates a reoccurrence of unsatisfactory performance in previously addressed indicators.

RCBOE Policy C. 3. 8 Evaluation of Service Personnel Employees https: //boe. rale. k 12. wv. us/county_policy_manual