GDOEVALUATION OF SUPPORT
STAFF MEMBERS
GDOPerformance evaluation is intended to be a constructive tool for encouraging and supporting the performance, effectiveness and morale of staff members. The value of evaluation lies in the opportunities for supervisors to conduct reliable measurements of performance which will recognize achievements, permit constructive feedback, and support personal growth of staff members.
Used properly, performance evaluations also provide supervisors with information and data which can inform individual or departmental training needs, and recommendations for promotion or advancement. They are also useful for assisting employees with problems or for justifying disciplinary action or dismissal when corrective efforts have failed.
It is the intent of this policy to place the responsibility for the evaluation of employee performance on immediate supervisors, who will advise their staff members of their ratings through discussion which affords the employee the opportunity for meaningful input.
Frequency of Evaluations
At the start of each evaluation cycle, the supervisor shall provide the employee with a copy of the evaluation instrument(s) which will be used by the supervisor to document the appraisal of the employee's performance.
Probationary evaluation. The performance of every new staff employee shall be reviewed and rated by the immediate supervisor prior to the completion of two (2) months employment and again at least two (2) weeks prior to the expiration of the probationary period.
Annual evaluation. The performance of every staff member will be reviewed by the immediate supervisor at least annually, to occur no later than May 15.
Special evaluation. The performance of staff members may be reviewed and rated at any time following a previous evaluation where their overall performance rating is other than satisfactory. This may include:
A. Special recognition(s) of superior performance during a single assignment or period, but, due to the performance not being continuous, the overall rating is not changed. Special recognition is usually provided in narrative form as a letter to the employee, with a copy to the personnel file.
B. Revised ratings on the basis of a performance level that has changed significantly since the last review, following a supervisor's recommendations for improvement. Ratings may be revised after a reasonable period of sustained performance or after ninety (90) days.
C. Where performance deficiencies are noted by a supervisor in an evaluation, the supervisor shall provide recommendations for improvement with input from the employee.
Separation Ratings
An assessment of the overall performance of a staff member upon their separation from the District for any reason is a means of providing historical information for consideration in the event of application for reinstatement or rehire.
A separation rating is considered a component of final personnel action papers and need not be completed on the usual rating form. Instead, a summary of overall performance during the entire period of employment will be entered on the Separation Form. (See Policy GDQD and Regulation GDQD-R, Discipline, Suspension, and Dismissal of Support Staff Members.)
External (Public) Complaints
Complaints against staff members for reasons not associated with their employment will not be considered unless there is clear evidence there is a nexus between the issue and their duties or position within the District, especially where that nexus results in adverse effect upon the employee's performance or their ability to function effectively with the District.
Adopted: June 7, 2016