Current through all regulations passed and filed through March 18, 2024
The board delegates all personnel
employments and discharges to the president or designee who will establish and
implement a program of performance appraisal.
(A)
It is the purpose
of the employee performance appraisal to:
(1)
Review and
evaluate an employee's job performance as supported and supplemented by ongoing
documentation, continuous monitoring, coaching, and providing feedback so that
employees may learn if their job performance is meeting expectations and
identify strengths and weaknesses;
(2)
Receive
recognition for good performance;
(3)
Learn what the
employee could do to improve their outcomes by stressing the importance of job
performance improvement on the part of employees so that each student may be
provided a quality education;
(4)
Ensure the
continuous improvement of administrative and supervisory services that are
provided employees;
(5)
Establish a process of continuous and systematic
employee performance evaluation; and
(6)
Establish a plan
for employee development and/or training.
(B)
The evaluation
program shall aim at the early identification of specific areas in which the
employee needs help so that appropriate assistance may be provided. A
supervisor offering suggestions for improvement to an employee shall not
release the employee from the responsibility to improve. In the case of an
employee, after receiving a reasonable degree of assistance, fails to perform
his/her assigned responsibilities in a satisfactory manner, dismissal or
non-renewal procedures may be invoked. In such an instance, all relative
evaluation documents may be used in the proceedings.
(B)
Evaluations shall
be conducted for each employee. Employees shall be given a copy of any
documents relating to his/her performance, which are to be placed in the
personnel file.
(1)
Examples of good documents relating to the evaluation
are, position descriptions, the last performance review document, work product
files, written observations of job performance, significant job related
incidents, certificates, awards and thank-you notes.
(2)
Examples of
inappropriate documents for the evaluation are medical records and unsigned
observation notes.
(3)
The supervisor conducting the evaluation should be
cautious of making subjective judgments' as the review should be based on
objective facts that can be documented and consistent with disciplinary or
other performance records.
(4)
All evaluations
will follow the prescribed guidelines within the applicable collective
bargaining agreements.
