GDO
EVALUATION  OF  SUPPORT
STAFF  MEMBERS

All support personnel shall be annually evaluated by the appropriate supervisor on or before the last day of the employees’ work calendar.

The supervisor or designee will meet with each employee to discuss the employee's evaluation.  The supervisor and employee must sign the evaluation.  The original evaluation will be placed in the employee's personnel file.  The employee, the supervisor, and, if applicable, supervisor designee will also receive copies of the evaluation.

When an employee receives an unsatisfactory evaluation, the evaluator and the affected employee will collaboratively develop an improvement plan.

Evaluation  Rebuttal  or  Appeal

Employees that disagree with the contents of their performance evaluation and/or the improvement plan have one (1) of two (2) options available to them.

Definitions

A day is any day when the employee is required to be at work.

A supervisor is the person responsible for preparing the performance evaluation.

Option I - Rebuttal

Within ten (10) days after receiving the evaluation the employee may provide the supervisor a written statement of concerns which will be attached to the evaluation before it is submitted to the District office.

- or -

Option II - Appeal

Within ten (10) days after receipt of the evaluation the employee may submit a written appeal to the supervisor regarding the contents of the evaluation.  The appeal must explain what specifically the employee disagrees with on the evaluation and the reasons why.  The supervisor will meet with the employee within ten (10) days after receiving the appeal to review the employee's concerns.  Based upon the presented information, the supervisor can revise the evaluation, reevaluate the employee, or make no changes to the evaluation.  If the supervisor does not revise the evaluation or reevaluate the employee, the supervisor will provide the employee with a written response within ten (10) days of the meeting explaining the reasons for the decision not to revise the evaluation or reevaluate the employee.

If the employee is dissatisfied with the decision of the supervisor, the employee may invoke the provisions of Level II of the grievance procedure as outlined in Governing Board policy.

Transfers

When an employee's evaluation indicates that an aspect of the employee's job performance is currently unsatisfactory, resulting in a plan of improvement, that employee must remain in their current position until the employee's improvement justifies the removal of the unsatisfactory mark(s) from the evaluation.  Any deviation from this procedure requires approval from the Superintendent or the Superintendent's designee.

Salary  Increase

If at the time that a Governing Board salary increase takes effect an employee's performance evaluation indicates that an aspect of their job performance is currently unsatisfactory, resulting in a plan of improvement, that employee will not be granted a salary adjustment.  However, when the employee accomplishes the goals described on the improvement plan the employee will receive a retroactive salary increase.  The employee's supervisor will notify human resources that the employee met the improvement plan.  If an employee's current performance evaluation indicates that an aspect of their job performance is unsatisfactory and that employee resigns, is terminated, or has their contract non-renewed, that employee is not eligible for the salary adjustment.

The evaluation will be used to increase job proficiency and for recommending continued employment.

Adopted:  June 27, 2019

LEGAL REF.:
A.R.S.
15-341
15-1326

CROSS REF.:
GCF-RB - Staff Hiring (Support Staff Probationary Period)