Non-Administrative Meet & Confer Staff

Employee-
Position-
Evaluator-
Date Cycle Completed-
Month / Year

Non-Administrative Meet & Confer Staff

Performance Evaluation

(Groups that may be included are: Specialists, Technicians, Liaisons, Confidential Secretaries, ITT, Sign Language Interpreters, Short-Term Contracts,)

The purpose of this evaluation shall be to improve the quality of performance in the Cedar Rapids Community School District.

The evaluation procedure shall be a positive, systematic process which objectively monitors position responsibilities and assesses the individual’s progress toward performance targets consistent with goals and objectives of the District. The evaluation process should also identify strengths, limitations and strategies to correct any deficiencies. To these ends, the evaluation procedure shall be a cooperative process wherein the employee and the employee’s evaluator share responsibility for the employee’s success in fulfilling the position responsibilities and achieving the selected target performance.

A formal evaluation of an employee’s performance in the Non-Administrative Meet & Confergroupshall be conducted after 3 months, one-year and then triennially or as deemed necessary by the employee’s supervisor. The evaluator may need to provide coaching, training, and other assistance to the employee.

The ratings for the evaluation categories are as follows:

Exceeds Expectations** / Consistently exceeds expectations of this target. Performance is worthy of special recognition and may be capitalized upon.
Meets Expectations / Consistently meets expectations of this target.
Needs Improvement** / Occasionally fails to meet expectations of this target.
Does Not Meet Expectations** / Consistently fails to meet expectations of this target. Immediate attention should be focused on this area.

**Written comments required

Targets may be set on the Performance areas utilizing the following:

Setting of targets involves these assumptions:

Targets are S.M.A.R.T.

(S) Specific targets are clear and identify exactly what is expected.
(M) Measurable targets identify whether the employee is making progress toward successful completion.
(A) Attainable targets are realistic and not extreme.
(R) Relevant targets are meaningful and are in alignment with overall department goals.
(T) Time-bound targets establish a commitment to a deadline.

The setting or re-setting of targets has both motivating and development potential for the employee.
The number of targets during any given review period should be limited in number (3-5) and capable of being reached.
Although targets are short-range objectives, they should have relevance to the strategic plan, key improvement priorities, and/or building improvement plan.
Dates are established for each specific target. Review of progress toward targets should not be confined to the end of the review period. The nature of the target will determine the time of the progress check.

Exceeds Expectations / Meets Expectations / Needs Improvement / Does Not Meet
Expectations / PERFORMANCE AREA I
Basic Job Requirements
1) UNDERSTANDING OF THE JOB. Employee demonstrates adequate knowledge and skills related to the requirements of this job.
2) QUALITY OF WORK. The quality of the work performed meets established criteria or standards as described in the job description.
3) ORGANIZATIONAL ABILITY. Plans, schedules and prioritizes work to be completed. Demonstrates skills in identifying and setting priorities.
4) RELIABILITY/DEPENDABILITY. Employee follows through with assigned tasks and meets acceptable attendance requirements.
5) PRO-ACTIVE INVOLVEMENT/INITIATIVE. Gets involved in solving problems. Employee seeks opportunities to learn new skills and makes suggestions for improving work processes.
6) SOCIAL AWARENESS. Perceives the needs, concerns, and problems of others; resolves concerns effectively; interacts appropriately with persons from different backgrounds; knows what information to communicate and to whom.
7) CONFIDENTIALITY. Employee appropriately communicates information to co-workers or customers only on a need-to-know basis, and in accordance with federal law, state law and district policy.
8) ORAL/WRITTEN COMMUNICATION. Clearly presents facts or ideas. Uses district e-mail appropriately.
9) SAFETY. Employee follows safety rules and reports unsafe working conditionsand is also proactive in preventing unsafe work practices in the workplace.
10) PROFESSIONAL VALUES AND ATTITUDES. Demonstrates openness to new ideas and change; motivates self & others; approaches job responsibilities positively; supports District level policies and decisions.
OVERALL PERFORMANCE AREA I RATING

COMMENTS:

PERFORMANCE AREA I
POSITION TARGETS IN SMART TARGET FORMAT
Target
Number Target(s)
1.
2.
3.
4.
5.
Exceeds Expectations / Meets District Standards / Needs Improvement / Does Not Meet
Expectations / PERFORMANCE AREA II
Job Specific Attributes
1) PROBLEM ANALYSIS. Employee uses relevant data, analyzes information and reaches appropriate decisions.
2) JUDGMENT. Employee approaches each situation or task objectively and without bias. Decisions are factually-based and consistent.
3) FLEXIBILITY. Employee demonstrates an ability to adjust to changing job requirements or other unforeseen constraints.
4) ACCOUNTABILITY. Employee takes ownership of job duties and holds him/herself accountable for projects and job duties.
5) CUSTOMER SERVICE. Employee demonstrates a desire to serve and shows a willingness and readiness to provide good service to students, faculty, staff and the public.
6) ETHICS. Employee exhibits honesty, integrity and high standards.
OVERALL PERFORMANCE AREA II RATING

COMMENTS:

PERFORMANCE AREA II
POSITION TARGETS IN SMART TARGET FORMAT
Target
Number Target(s)
1.
2.
3.
4.
5.
Exceeds Expectations / Meets Expectations / Needs Improvement / Does Not Meet
Expectations / PERFORMANCE AREA III
Interpersonal Skills and Working Relationships
1) COMMUNICATION. Employee listens and conveys information effectively, comprehends and follows directions and asks appropriate and timely questions.
2) COOPERATION. Employee provides assistance to others to enable colleagues or the team to meet stated goals and objectives.
3) TEAMWORK. Employee works effectively with others to accomplish common goals and objectives and works to improve the productivity of the team. Employee demonstrates an attitude of respect toward co-workers.
4) CONFLICT RESOLUTION. Employee takes positive initiatives to address situations involving conflict to resolve differences, so there is little disruption to the work environment.
5) WILLINGNESS TO IMPROVE. Employee accepts constructive feedback and takes initiative to improve performance. Seeks opportunities for improvement of interpersonal skills.
OVERALL PERFORMANCE AREA III RATING

COMMENTS:

PERFORMANCE AREA III
POSITION TARGETS IN SMART TARGET FORMAT
Target
Number Target(s)
1.
2.
3.
4.
5.
Employee please list five (5) main job responsibilities during the evaluation period.
Number Main Job Responsibilities
1.
2.
3.
4.
5.
Employee please list up to five (5) specific accomplishments during the evaluation period.
Number Accomplishments
1.
2.
3.
4.
5.

NON-ADMIN MEET & CONFER PERFORMANCE EVALUATION SUMMARY

Employee- Position-

Evaluator- Position-

Date-

Overall Performance Evaluation Rating (select one from dropdown) - Choose One

**Written comments required

Schedule of Conference Dates: (if needed)TargetsProgress Final

Employee Signature- ______Date- ______

Evaluator’s Signature- ______Date- ______