Cobb County School District s5

Cobb County School District Classified Performance Evaluation – Instructions I. IDENTIFICATION

Name: Last name first, please. Employee Identification Number or Social Security Number, as indicated: Self-explanatory Cluster/Location, as indicated: Self-Explanatory School Year: Self-explanatory - Example SY08-09 Date of Hire or Years Experience in this position, as indicated: Self-explanatory Evaluator: First and last name II. PRIMARY RESPONSIBILITIES

Describe primary responsibilities. If pre-filled, note significant additional duties and responsibilities over and above primary responsibilities, if any. III. PERFORMANCE CATEGORIES AND OVERALL ANNUAL RATINGS

Each performance category (Job Competencies, Workplace Qualities, and Human Relations) contains individual descriptors which are assigned an individual rating (ME, NI, or NA). Ratings are characterized by the following levels of performance: MEETS EXPECTATIONS (ME): Consistently accomplishes assigned tasks and demonstrates specific competencies needed for the responsibilities at or above the expectations of the supervisor. NEEDS IMPROVEMENT (NI): Inconsistently accomplishes assigned tasks or fails to demonstrate specific competency for the responsibility. NON-APPLICABLE (NA): Not applicable to the position’s responsibilities for this employee; NA counts as an ME. An overall rating is then assigned for the performance category which is determined by quantity of Meets Expectations or Needs Improvement earned for the descriptors within the category – see Section IV. UNSATISFACTORY: Consistently fails to accomplish assigned tasks and/or fails to demonstrate specific competencies needed for the responsibilities of the position (Overall Annual Rating only). IV. PERFORMANCE CATEGORIES

Job Competencies: 6 of 8 “Meets Expectations” are required for an overall rating of “Meets Expectations”. NOTE: Descriptor #1, Performs job duties to support student achievement, is based upon satisfactory performance of the duties and responsibilities as defined in the employee’s job description (the job description should be available for reference at the evaluation conference). A “Meets Expectations” is required for Descriptor #1 in order for the employee to receive an overall rating of “Meets Expectations” in Job Competencies. If the employee performs the preponderance of his/her job description responsibilities satisfactorily, he/she should receive “Meets Expectations” for this descriptor.

Workplace Qualities: 4 of 6 “Meets Expectations” are required for an overall rating of “Meets Expectations”.

Human Relations: 4 of 6 “Meets Expectations” are required for an overall rating of “Meets Expectations”. V. ANNUAL RATING

An annual rating is assigned based upon the quantity of designated overall ratings assigned in Section IV: MEETS EXPECTATIONS = ME in all 3 Overall Ratings; NEEDS IMPROVEMENT = NI in 1 Overall Rating; UNSATISFACTORY = NI in 2 or 3 Overall Ratings. No employee should receive an overall Unsatisfactory annual rating if he/she has not been informed in writing previously during the year of specific performance concerns. A Needs Improvement or Unsatisfactory annual rating may suggest the use of a Performance Improvement Plan to support performance remediation. VI. SIGNATURES and COMMENTS Evaluator signs and dates form, enters his/her current position title and optional comments. Evaluator’s are encouraged to recognize exceptional performance with written commendations, as well as, to provide written comments regarding performance descriptors identified as Needs Improvement or Unsatisfactory. Evaluator provides completed form to the employee in a private meeting prior to the end of the school year for review, discussion, and for the employee to sign and date. Signature indicates receipt of the evaluation document; it is not an indication of agreement with the ratings assigned. The evaluator gives the completed form to his/her supervisor, as Reviewer, for signature and date signed. VII. APPEAL PROCESS Employee may write comments in the space provided; additional paper may be attached to report, if needed. If the evaluatee wishes to appeal his/her rating(s), he/she may submit written evidence/documentation to his/her evaluator within 10 school days of the date he/she received the report. The evaluator must respond in writing to the evaluatee within 20 school days of receipt of the appeal. If the evaluatee has presented sufficient evidence/documentation to overturn a rating (descriptor or overall), the evaluator may amend the evaluation. If the evaluator upholds the original rating, the evaluatee may appeal to the evaluator’s supervisor by submitting his/her evidence/documentation within 10 days of receipt of the evaluator’s response. The supervisor must respond to the evaluatee within 20 school days of receipt of the appeal. If the evaluator’s supervisor upholds the rating(s), the appeal process is exhausted.

Original report is sent to Human Resources. Copies are given to employee, evaluator, and local school file. Created 02/08; Revised 7/08