COMPLETING THE EVALUATION FORM Sample Clauses

COMPLETING THE EVALUATION FORM. 15.4.1 The purpose of the evaluation is to provide an opportunity for the employee and supervisor to have an open discussion concerning the employee’s performance, and to develop plans for maintaining a high performance level, setting goals, or improving performance, as warranted. The performance evaluation also serves to document the employee’s performance over the period specified. The performance evaluation is intended as a tool for constructive feedback and not discipline; however, performance evaluations can be used as evidence in a disciplinary process 15.4.2 Upon receiving the evaluation form, and in order to facilitate the primary purpose of the evaluation meeting, the employee will have the opportunity to discuss the evaluation with the supervisor. 15.4.3 When a supervisor has a concern about an employee’s performance, the employee should be made aware of the problem at the time of occurrence, so the employee has the opportunity to take corrective action prior to the preparation of the evaluation. Performance issues which would lead to a rating of not satisfactory or to comments in Section three (3) of the evaluation form which have not been brought to the attention of the employee before the performance evaluation, will not be included in the employee’s performance evaluation, but 15.4.4 An employee's work performance shall be evaluated by placing an X in the appropriate box opposite the factor being reported. In addition, the supervisor should state in the appropriate section the employee’s job strengths, progress in achieving set goals, goals set for the next year, and any performance deficiencies or job behavior requiring improvement or correction.

COMPLETING THE EVALUATION FORM. The evaluator’s knowledge of the administrator’s consistent performance through direct observations must be used to complete the assessment form. It is important that no single isolated incident or an atypical event be used to measure the administrator’s effectiveness without considering his/her overall performance. The evaluation form uses criterion statements that have been written to reflect demonstrated behaviors. Indicators follow the criterion to help clarify each statement. The evaluator needs to determine whether the administrator’s job performance meets the District’s standards for each of the criterion statements. The statement, even though one or more of the indicators receives suggestions for improvement. In those situations where one of the indicators is judged to be below the District’s standards, an (X) on the indicator line should be used to note this. Because the goal statements contained in the evaluation cannot fully describe the administrator’s effectiveness, it is essential that the evaluator use the narrative section to give a clearer perspective. In those situations where an administrator’s performance has been above the standards of the District for a specific goal, the narrative section should be used to reflect this. The narrative section may also be used to make suggestions for growth and development even in those areas where the District’s standards have been met.

COMPLETING THE EVALUATION FORM. The purpose of the evaluation is to provide an opportunity for the employee and supervisor to have an open discussion concerning the employee’s performance, and to develop plans for maintaining a high performance level, or improving performance, as warranted. When a supervisor has a concern about an employee’s performance, the employee should be made aware of the problem before it appears in the evaluation. When completing the evaluation, the supervisor must also focus on the overall performance for the factor being reported, rather than an isolated, minor incident.

COMPLETING THE EVALUATION FORM. The purpose of the evaluation is to provide an opportunity for the employee 50 and supervisor to have an open discussion concerning the employee’s 51 performance, and to develop plans for maintaining a high-performance level, 52 setting goals, or improving performance, as warranted. The performance 53 evaluation also serves to document the employee’s performance over the 54 period specified specific period. The performance evaluation is intended as 55 a tool for constructive feedback and not discipline; however, performance 56 evaluations can be used as evidence in a disciplinary process 57