Rating Scale. The following six criteria and rating scales shall be used for the establishment of equitable rates of pay for additional responsibilities.
Rating Scale. Definition:
Rating Scale. Temporary and probationary unit members shall be evaluated according to their demonstration of sufficient growth toward competency in all areas of the RBUSD Expectations for Practice. Sufficient Growth Performance demonstrates either acquired competency or sufficient progress toward competency such as would be achieved through continued professional growth and practice. Insufficient Growth Performance demonstrates either continued deficiency despite assistance and guidance or a pace of development such as would not progress toward competency prior to the completion of the probationary period.
Rating Scale. 11.2.1 The rating scale for purposes of this Article shall be: Distinguished Meets Expectations Developing (may only be used for first year teacher/someone new to the profession) Needs Improvement Unsatisfactory
Rating Scale. M = Consistently meets or exceeds expectations N = Needs improvement in meeting expectations U = Unsatisfactory in meeting expectations
Rating Scale. (a) The IAC will develop a rating scale for the criteria identified in paragraph 3, above. The IAC may, if it so wishes, assign more points to some categories than to others.
Rating Scale. Rating 1:
Rating Scale. 1. Excellent 2. Proficient
Rating Scale. Rating scale consists of four categories: “S” Strong; “C” Competent; “NI” Needs Improvement; “U” Unsatisfactory.
Rating Scale. E = Exceeds job requirements M = Meets job requirements N = Needs Improvement APPENDIX A MUST BE COMPLETED FOR ANY AREA MARKED “NEEDS IMPROVEMENT” WITH SPECIFIC RECOMMENDATIONS FOR IMPROVEMENTS AND PROVISIONS FOR ASSISTING THE EMPLOYEE IN IMPLEMENTING SUCH RECOMMENDATIONS. PERFORMANCE FACTORS RATING QUALITY OF WORK Performs tasks accurately, neatly & thoroughly E M N Comments: ABILITY TO WORK EFFICIENTLY Performs duties in an efficient manner E M N Comments: WORK HABITS Carries out duties in an assigned manner. Always completes work. Is dependable. Ability to work well with others E M N Comments: ABILITY TO WORK WITH MINIMUM SUPERVISION Does routine duties well with minimum supervision. Solves problems and can make decisions. E M N Comments: ABILITY TO BE FLEXIBLE Adaptable to new procedures duties & occurrences. E M N Comments: SAFETY: Applies sound safety practices, and takes responsibility for reporting hazards. E M N Comments: SKILLS AND USE OF EQUIPMENT: Uses equipment efficiently & effectively. E M N Comments: OVERALL JOB PERFORMANCE E M N Written Comments Required:: Evaluator’s Signature Title Date Employee Signature Title Date A signature on this appraisal does not mean the evaluatee necessarily agrees with the opinions expressed, but merely indicates he/she has read the analysis and has had an opportunity to discuss its contents. You have fifteen (15) working days to respond to the evaluation before it is placed in your file. Said response shall be attached to the evaluation. MORONGO UNIFIED SCHOOL DISTRICT PERFORMANCE EVALUATION FOR CLASSIFIED EMPLOYEES APPENDIX A This form is to be used for comments when any area is marked as “N – Needs Improvement” on the Performance Evaluation Form. Specific recommendations for improvement along with implementation of these recommendations must be listed on this form. PERFORMANCE AREA: Comments: Recommendations For Improvement: Provisions For Implementation of Recommendations: Evaluator’s Signature Date of Evaluation Employee’s Signature Date Distribution: Original -Personnel File; Copy 1 – site; Copy 2 – evaluatee MORONGO UNIFIED SCHOOL DISTRICT PERFORMANCE EVALUATION FOR CLASSIFIED EMPLOYEES APPENDIX B This form is to be used when an employee wishes to respond to a written Performance Evaluation. An employee shall be given fifteen (15) working days to respond to an evaluation before the evaluation is placed in his/her file. Signature of Employee Date Original to Human Resources, copy 1 to site, copy 2 to eva...
