Classified Employee Performance Evaluation Orientation

HUMAN RESOURCESTeach Cobb! It’s Better at the Top!

Classified Employee Performance Evaluation Orientation

Evaluator TrainingSY 12-13

Human Resources: Teach Cobb! It’s better at the Top!

Classified EmployeesEvaluation Process

Classified employees are evaluated in three Performance Categories, each containing performance descriptors which describe expected behaviors within the category ~ see your job-specific evaluation form Job Competencies Workplace Qualities Human Relations


1st Performance CategoryJob Competencies The first of 8 performance descriptors in this category

references your job description Although the items on your job description are not

specifically rated, the importance of your performance on the essential duties of your job can not be overstated

The first descriptor in the Job Competency category is your supervisor’s assessment of your performance of your essential duties (job description)

If you should receive a Needs Improvement (NI) on this single descriptor, you will not receive an overall Meets Expectations (ME) rating for this Performance Category


Two Other Performance Categories… Workplace Qualities

These six performance descriptors address desirable behaviors in the workplace as related to your department and specific position, such as “self-motivated”

Human Relations These six performance

descriptors address desirable traits related to professional interpersonal skills, such as “teamwork”


How are these performance descriptors rated? Each descriptor is assigned one of

three individual ratings based on the employee’s performanceMeets Expectations (ME) Needs Improvement (NI) Non-Applicable (NA)


What do the performance descriptor ratings mean? Simply put…. Meets Expectations (ME) means that the employee

consistently accomplishes assigned tasks and demonstrates specific competencies needed for the responsibilities at or above the expectations of the supervisor.

Needs Improvement (NI) means that the employee inconsistently accomplishes assigned tasks or fails to demonstrate specific competency for the responsibility.

What do the performance descriptor ratings mean?

Non-applicable (NA) means the descriptor is not applicable to that employee. NA counts as an ME. Evaluator determines if a descriptor is NA.

Unsatisfactory means that the employee consistently fails to accomplish assigned tasks and/or fails to demonstrate specific competencies needed for the responsibilities of the position (Overall Annual Rating only).



How is each overall category rating determined?

Each Performance Category is given an Overall Category Rating based on the number of individual descriptors within the category and the rating received on each one:

Job Competencies: 6 of 8 ME = Overall ME Workplace Qualities: 4 of 6 ME = Overall ME Human Relations: 4 of 6 ME = Overall ME Remember NA = ME


So, how is the overall annual rating determined? The Annual Overall Rating is

assigned based on the overall ratings earned on the three Performance Categories Meets Expectations

ME in all 3 Overall Ratings

Needs Improvement NI in 1 Overall Rating

Unsatisfactory NI in 2 or 3 Overall

Ratings

Just add ‘em

up!


No Surprises! No employee should

receive an Annual Overall Unsatisfactory Rating unless he/she has been informed in

writing of specific performance concerns

during the year.


Recognizing the Best!

Your administrative evaluator is strongly encouraged to acknowledge exceptional performance with specific written commentary in Section VI of the evaluation document.


When do I have my annual evaluation conference?

Paraprofessionals must have their annual conferences by March 29th ~ State law, PSC regulation, and District Rule

Other classified employees must have their annual conferences before June 28th ~ District Rule


What if I wish to appeal my annual evaluation rating?

If an employee wishes to appeal his/her evaluation results, he/she must complete an evaluation appeal form (found on EMWeb) and submit it, along with any evidence and/or documentation, to the evaluator within 10 business days of the receipt of the original evaluation report

The evaluator must respond to the appeal within 20 business days of receipt of the appeal

If the rating is upheld by the evaluator, the employee may submit an appeal to the evaluator’s supervisor within 10 days of receipt of the evaluator’s response

The evaluator’s supervisor must respond to the appeal within 20 days of receipt of the appeal

If the evaluator’s supervisor upholds the rating, the appeal process is exhausted


Unsatisfactory Annual Ratings ~ Paraprofessionals

Because Paraprofessionals are certified by the PSC, per GA law and PSC regulation, an annual Unsatisfactory rating earned by a paraprofessional must be recorded on the PSC’s UNSAT statewide database

If a paraprofessional has 2 Unsatisfactory ratings on the database and has not demonstrated remediation (improvement), the PSC will not renew the paraprofessional’s certification


Unsatisfactory Annual Ratings

In accordance with Administrative Rule GBC, any employee earning an overall UNSAT annual rating will have his/her salary/step frozen until he/she has earned a satisfactory annual rating in a subsequent year

Human Resources will receive the originals of all classified evaluations for filing in employees’ personnel files


Help is on the way! As needed and at the

Supervisor’s discretion, a Performance Improvement Plan (PIP) may be developed to support professional growth at any time during the year

A PIP may also result following Needs Improvement or Unsatisfactory Performance Evaluation Ratings


QUESTIONS?

Documents

Classified Employee Performance Evaluation Orientation