WASHOE COUNTY SCHOOL DISTRICT HUMAN RESOURCES CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION

Title:Employee Name: School/Department:

Due Date:Employee ID: Probationary:

Evaluator: :

Evaluator Title:Performance

StandardsSECTION C- Record PROGRESS ACHIEVED in attaining previously set goals for improved work performance, for personal or job qualifications, if employee was evaluated previously.a SECTION A: Primary

C C I U D Evaluator must check (X)

each PERFORMANCEO O M N O

M M P S E FACTOR in the appropriate

PERFORMANCEM P R A S

STANDARDS column.E E 0 T

VN T I N Prior to beginning this

D E E S O section, review the

A N T definitions provided on the

reverse side of this form andB T E A

in the ''Classified ProcedureL N C A

Manual.''E T T P

O P

PERFORMANCE FACTORSR L

SECTION D- Record specific GOALS or IMPROVEMENT PROGRAMS to be undertaken during the next evaluation period.

Y Y

1. Observance of work hours

2. Attendance

3. Grooming and dress

4. Compliance with rules

5. Safety practices

6. Dealing with others

7. Knowledge of work

8. Work judgments

9. Planning & organization

10. Job skill level

11. Quality of work

12. Volume of acceptable work

13. Meeting deadlines

SECTION E- Specify work performance deficiencies or job behavior(s) requiring improvement or correction. Explain checks in column (d) of Section A.

14. Accepting responsibility

15. Accepting direction

16. Accepting change

17. Effectiveness under stress

18. Appearance of work area

19. Operation, care of equipment

20. Initiative

Job Specific Performance Factors21.

22.

SECTION F: Check overall performance.23.

24.

Commendable Competent Improvement Unsatisfactory25.

SUPERVISOR PERFORMANCE FACTORSSECTION G- Check type of evaluation.26. Planning and organization

27. Scheduling & coordination 28. Training & instruction

Three Month Six Month Extension of Probation (onlyProbationary Probationary if probation is being extended)

29. Productivity30. Judgments & decisions

Annual Unscheduled31. Leadership32. Operational effectiveness33. Supervisory ability Comments:34.

35.

36.

Checks in column (d) must be explained in Section E

SECTION H- Evaluator's SignatureSECTION B- Record job STRENGTHS and superior performance.

Name: Date:

SECTION I: Employee's Signature

I certify this evaluation has been reviewed and discussed with me. I understand my signature does not necessarily indicate agreement.

No response A response will be made and submitted to personnel

I wish to discuss this evaluation with a supervisor/administrator other thanthe evaluator.

Employee's Signature: Date:

Evaluator: Please initial if employee refuses to sign evaluation.

b c d e

Employee Status: Post-Probationary:

M F

E000

6/14/07, Rev. A HR-F104 Page 1 of 1

INSTRUCTIONS

The instructions below are to provide a general overv iew of the process to be followed in the evaluation of classified employees . P rior to evaluating a c lass if ied em ployee, the supervising adminis trator must first read the "Classified P rocedure Manual," which provides spec if ic instructions for evaluating employees, as well as suggestions, definit ions, and interpretations.

1. The supervising adm inistrator shall complete all sections of the evaluation, except Section D. Mark ings and comments shall be typed or printed legibly in ink. The supervis ing adm inistrator shall then review the evaluation with the employee in a private conference. During the conference with the em ployee, Section D should be completed. A ll s ignatures shall be in ink. Changes and corrections shall be init ialed by the employee.

2. If space for comm ents is inadequate, sim ilarly dated and signed attachments may be made (either typed or in ink ).

3. Due dates shall be observed, and are particularly important for probationary evaluations.

4. Employees that are new to the dis trict shall serve a nine (9) month probationary period and shall be evaluated not later than the end of their third and sixth m onths of probationary service. Employees who have promoted or trans ferred to a position for which they have not previously served a probation, shall serve a six (6) month probationary per iod and shall be evaluated not later than the end of their third full m onth of probationary service.

5. The supervising administrator may extend the probationary per iod of an employee if the em ployee's performance is unsatisfac tory or requires addit ional review. The probationary period for new employees may be extended up to a total of three (3) months . For employees who prom ote or transfer, the probationary per iod m ay be extended up to a total of three (3) months. An extended probationary period should be limited to intervals of one (1) m onth, two (2) m onths, or three (3) months .

6. All regular (post-probationary) status em ployees shall be evaluated annually during April through May. Evaluations shall be submitted to the Human Resources Div ision no later than May 31.

7. Unscheduled evaluations may be filed at any time for em ployees new to the dis trict who are serving their nine (9) month probationary period. SECTION A; Check (X) one column for each Perform ance Fac tor. Column (e) m ay be checked when a factor is not consideredapplicable to a particular job. Each checkm ark in Column (d) requires specific explanation in Section E. Perform ance Factordefinitions are located in the "Classified P rocedure Manual." Definitions of Perform ance Standards are as follows:

(a) COMME NDABLE: Denotes perform ance which is com mendable in every respect. The rating of performance factors in Section A should suppor t an "overall per formance" des ignation in Section F which is comm endable. Superior performance and job strengths should be specified in Section B of the evaluation report.

(b) COMPE TENT: Denotes perform ance expec tations dem onstrated at a com petent level and in a consistent m anner.

(c) IMP ROVE MENT SHOULD OCCUR: Denotes sk ill deficiencies or job-related behaviors requiring correction with the anticipation that the em ployee can and will take appropriate corrective action and will soon dem ons trate satisfac tory performance.

(d) UNS ATISFACTORY: Denotes very serious skill deficienc ies or job-related behaviors which are incompatible with continued employment. Performance fac tors which are rated "unsatis factory " m ust be explained in Section E of the evaluation report. SECTION B: S hould be used to desc ribe outstanding qualities or perform ances , particularly when checkm ark {s) in Column (a) do not seem adequately descriptive.

SECTION C: Used to record progress or improvem ents in perform ance resulting from employee's efforts to reach previously set goals .

SECTION D: Record agreed-upon or prescribed perform ance goals for the next evaluation period.

SECTION E : G ive specific reasons for checkmarks in Column (d). E xplanations of checkmarks in Column (c) are optional. Record any other specific reasons why the employee should not be recom mended for post-probationary status, or if the employee is already post-probationary, any specific reasons for required improvem ent.

SECTION F: Check the overall perform ance here, taking into account all factors and total performance over the full period of service being evaluated. Definitions of overall perform ance ratings are as follows:

COMMENDABLE : Total performance is well above normal standards for the position. This evaluation should be reflected by m arks for performance factors in Section A. Superior or excellent performance should be noted in Section B.

COMPETENT: Consistently competent performance, meeting or exceeding s tandards in most performance factors for the position. If m argin is narrow and standards barely met. Explain in Sec tion E.

IM PROV EMENT SHOULD OCCUR: Total perform ance per iodically or regularly falls short of normal standards. Special deficiencies should be noted in Sec tion E. This evaluation indicates the supervising administrator's belief that the employee can and will make the necessary im provem ents.

UNSATISFACTORY: Total perform ance is clearly inadequate in one or more c rit ical factors as explained or documented in Section E. Employee has demonstrated inability or unwillingness to improve or to m eet s tandards . Performance is not acceptable for position held.

SECTION G: Check the box that describes the appropriate evaluation period. The "Extension of Probation" box should only be checked if the supervis ing administrator wants to extend the probationary period of an employee. The supervising adm inistrator should state in the "Comments" sec tion the num ber of m onths for which the probation is being extended.

SECTIONS H & I: The superv ising administrator and the employee shall sign and date the evaluation. The em ployee's s ignature indicates the conference has been held and that the employee has had an opportunity to read the report. If the em ployee refuses to sign for any reason, explain that the s ignature does not necessarily imply or indicate agreem ent with the report. If the employee still refuses to sign, the supervis ing administrator shall initial. The original evaluation shall be forwarded to the Human Resource Division and a copy shall be given to the em ployee. The supervising administrator may retain a copy for his/her records.