HUMAN RESOURCES Teach Cobb! It’s Better at the Top! Classified Employee Performance Evaluation Orientation

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  • Human Resources: Teach Cobb! Its 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 formJob Competencies Workplace Qualities Human Relations

  • Human Resources: Teach Cobb! Its better at the Top!1st Performance CategoryJob Competencies The first of 8 performance descriptors in this category references your job descriptionAlthough 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 overstatedThe first descriptor in the Job Competency category is your supervisors 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

  • Human Resources: Teach Cobb! Its better at the Top!Two Other Performance CategoriesWorkplace QualitiesThese six performance descriptors address desirable behaviors in the workplace as related to your department and specific position, such as self-motivatedHuman RelationsThese six performance descriptors address desirable traits related to professional interpersonal skills, such as teamwork

  • Human Resources: Teach Cobb! Its better at the Top!How are these performance descriptors rated? Each descriptor is assigned one of three individual ratings based on the employees performanceMeets Expectations (ME) Needs Improvement (NI) Non-Applicable (NA)

  • Human Resources: Teach Cobb! Its better at the Top!What do the performance descriptor ratings mean? Simply put. Meets Expectations (ME) means that the employee did what was expected of him/her and did it in a certain manner.Needs Improvement (NI) means that the employee didnt do some of the things that were expected or that the things were not done in the expected manner.Non-applicable (NA) means the descriptor is not applicable to that employee. NA counts as an ME. Evaluator determines if a descriptor is NA.

  • Human Resources: Teach Cobb! Its better at the Top!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 MEWorkplace Qualities: 4 of 6 ME = Overall MEHuman Relations: 4 of 6 ME = Overall MERemember NA = ME

  • Human Resources: Teach Cobb! Its better at the Top!So, how is the overall annual rating determined? The Annual Overall Rating is assigned based on the overall ratings earned on the three Performance CategoriesMeets Expectations ME in all 3 Overall RatingsNeeds Improvement NI in 1 Overall RatingUnsatisfactory NI in 2 or 3 Overall Ratings

    Just add em up!

  • Human Resources: Teach Cobb! Its better at the Top! 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.

  • Human Resources: Teach Cobb! Its better at the Top!Recognizing the Best!Your administrative evaluator is strongly encouraged to acknowledge exceptional performance with specific written commentary in Section VI of the evaluation document.

  • Human Resources: Teach Cobb! Its better at the Top!When do I have my annual evaluation conference? Paraprofessionals must have their annual conferences by March 31st ~ State law, PSC regulation, and District RuleOther classified employees must have their annual conferences before June 30th ~ District Rule

  • Human Resources: Teach Cobb! Its better at the Top!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 reportThe evaluator must respond to the appeal within 20 business days of receipt of the appealIf the rating is upheld by the evaluator, the employee may submit an appeal to the evaluators supervisor within 10 days of receipt of the evaluators responseThe evaluators supervisor must respond to the appeal within 20 days of receipt of the appealIf the evaluators supervisor upholds the rating, the appeal process is exhausted

  • Human Resources: Teach Cobb! Its better at the Top!Unsatisfactory Annual Ratings~ ParaprofessionalsBecause 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 PSCs UNSAT statewide databaseIf a paraprofessional has 2 Unsatisfactory ratings on the database and has not demonstrated remediation (improvement), the PSC will not renew the paraprofessionals certification

  • Human Resources: Teach Cobb! Its better at the Top!Unsatisfactory Annual RatingsIn 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 yearHuman Resources will receive the originals of all classified evaluations for filing in employees personnel files

  • Human Resources: Teach Cobb! Its better at the Top!Help is on the way!As needed and at the Supervisors 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

  • Human Resources: Teach Cobb! Its better at the Top!QUESTIONS?