MCS EMPLOYEE PERFORMANCE EVALUATION SYSTEM

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MCSEMPLOYEE PERFORMANCE EVALUATION SYSTEM
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AGENDA

• Overview of the Process
• Objectives of the Evaluation System
• Timeline and Process
• Annual Process (June to June)
• Conferences
• Initial
• Quarterly
• Mid-Year
• Final
• Evaluation Form
• Questions and Answers
• Performance Management and Professional
  Development

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Objectives of the Evaluation System

• Provide a Fair, Consistent, and Objective
  Evaluation System
• Identify and Prioritize Job Responsibilities
  Supervisors can set their expectations
• Recognize and Reward Job Performance
• Use it as a Management Tool
• Identify areas in need of improvement
• Improve job performance
• Strategic Goal 2 Accountability
• Increase accountability district-wide

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Overview

• The Evaluation Form is customized according to
  the Employees Job Description or you can use the
  Skills Set Checklist. (Contact HR Compensation
  for job descriptions)
• Employees are scored on 10 Competencies (See Page
  5 Of Evaluation Process/Also look at page 18)
• Quality of Work Quantity of Work
• Dependability Interpersonal Relations
• Initiative Attendance
• Technical Skill Professional Knowledge
• Problem Solving Adherence to Policies, Laws,
  Safety
• Employees have the opportunity to assess
  themselves, using the competency descriptions
  and the rubric performance levels (5high 1low)
• Employees and Evaluators have the opportunity to
  provide comments and documentation on the
  competency performance section
• Employee Professional Development Plan Included.
  Have one to three goals, with at least one being
  job related.
• We are currently working with IT to develop an
  on-line Employee Evaluation Form

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Job Descriptions

• Defines the duties, responsibilities, and
  requirements for the position
• Evaluation addresses parameters of the Job
  Description
• Available On Line at www.mcsk12.net/admin/personn
  el/hr_compensation.htm

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Evaluation Planning Calendar (Page 4)
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Forms Included in Evaluation Process

• EVALUATION FORM - Pages 13-16
• EMPLOYEE DEVELOPMENT PLAN - Page 17
• MID-YEAR CONFERENCE CHECKLIST - Page 18
• INTERVENTION PLAN Page 19

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Evaluation Form Page 13

• Enter Employee Information
• Current Job Performance Objectives
• Use the Job Description to identify the 5 top
  tasks for each employee
• Prioritize these by importance
• General Competencies 1 6
• Employee rates self supervisor rates employee
• 5 is high 1 is low

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Understanding the Competencies

• Brief definitions are on page 5
• A general rubric appears on page 9
• NOTE 2.50 Consistently meets all position
  requirements
• When employee and supervisor disagree on employee
  rating, this means
• A discussion is needed
• Comments need to be entered on the comments page
• The supervisors score is the one that counts!

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Evaluation Form Page 15

• Competencies 7 10
• Comments for these last competencies
• Section II Totals
• Add the scores of all competencies rated, and
  divide by the number of evaluated items (some
  ratings may be NA for some jobs)
• Round to 2 decimal places
• The supervisors rating is listed at the bottom
• Recommendations Page 16

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Evaluation Form Page 17Employee Development Plan

• Plan is developed at the initial goal-setting
  meeting
• Include a minimum of 1, maximum of 3 goals
• SMART goals
• Specific
• Measurable
• Attainable
• Relevant
• Time limited
• One goal must be performance based

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At the End.

• Signatures
• Employee
• Supervisor
• Reviewer
• When an employee disagrees with the result
• Rebuttal process on page 12
• Signing does not indicate agreement, only that
  the employee was present

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Questions and Answers

• Review Document and Process with Subordinates
• Procedures and Process at www.mcsk12.net
• Human Resources
• HR Divisions
• Performance Management and Professional
  Development
• Scroll down to Links
• Classified Employee Performance Evaluation
• On-Line Form and Process TBP