File: GBF-R

Staff Communication Proficiency

CSDB uses sign language assessments to assess the sign language communication skills of staff. Assessment results are used to:

  • identify the American Sign Language (ASL) communication skills each staff member possesses;
  • provide feedback to staff members and their supervisors in support of performance planning relative to ASL proficiency.

This planning, which is part of the annual review process/performance plan between staff members and their supervisors, takes into consideration sign language communication skill level standards (GBF-E-1A: Functional Sign Language Descriptions by Level) established for each CSDB staff position.

I.Required sign language skill levels are established for all CSDB positions (GBF-E-1: Sign Language Proficiency Requirements by Assignment).

  1. Required sign language skill levels for positions are based upon the nature and amount of communication with staff members and students who are deaf, per CSDB policy (GBF-E-2: Sign Language Communication Proficiency Memo).
  2. All CSDB staff members must participate in the assessment process.

II.Sign languageskill levels are evaluated upon employment.

  1. CSDB is committed to hiring the most highly qualified people available.
  2. Sign language communication skill qualifications are included on all CSDB job announcements.
  3. All sign language assessments are completed by individuals who have met specified qualifications including formal training.
  4. When circumstances allow, CSDB assesses the sign language communication skills of job applicants as part of the application/interview process. If the new employee providesa validated sign language assessment report from another organization, the reported level may be accepted effective upon hire, with the understanding that the supervisor may request a re-assessment at any time.
  5. Timeframes for achieving required sign language skills are established by, or with, the supervisor within the first month of employment as part ofthe performance plan development process.
  6. Staff members who are hired to work primarily with students who are Deaf/hard-of-hearing are required to take a sign language assessment within the first year of employment. It is expected that the employee will meet the required sign language proficiency rating within the first year of employment.
  7. Staff members who will not have direct responsibility for students who are Deaf/hard-of-hearing and who have minimal or no sign language skills may sign a waiver/agreement (GBF-E-3: Release of Sign Proficiency Waiver) to complete the sign language assessment by the end of the second year of employment.
  8. Staff members achieving a rating below their required level are expected to participate inskill development activities. These staff members are required to take the sign language assessment annually until they achieve their identified level. During the performance planning process each supervisor is responsible to addresssign language skill development.

III.Sign language skills must be maintained.

  1. If a staff member’s assessment results are documented to be at or above the level required for his/her position and he/she is continuously using sign language in a CSDB position, re-assessment is not required; however, the supervisor may request a re-assessment at any time.

IV.Assessment results

  1. Individual results: The CSDB Human Resources (HR) office will be provided with a copy of each individual’sassessment report to be placed in his/her permanent personnel record. The report will also be provided to the staff member,his/her supervisor, and the ASL team. Individual results will not otherwise be obtained through the HR office and released without a release of information form (GBF-E-4: Release of Sign Language Assessment Results)signed by the staff member.
  2. Group results are provided as appropriate for CSDB administrative staff to assist in planning program additions and modifications based upon this information. Confidentiality of individual results is maintained.
  3. Discussion of assessment results with staff members/supervisors:
  4. Upon completion of the assessment, the staff member or his/her supervisor may request a meeting to discuss the results of his/her assessment. This meeting may include:
  5. discussion of staff member’s sign language communication skills/strengths
  6. recommendations for improvement
  7. During annual performance plan development, each staff member and his/her supervisor will discuss and identify sign language communication skill development goals and activities for the upcoming year. Supervisors may request information about available sign language skills development opportunities from the CSDB ASL team.
  8. If the staff member and/or supervisor believe the assessment results are inaccurate, he/she may request a second interview. The higher of the two results will become the final result.

V.Staff member’s progress toward achieving his/her required sign language skill level is closely monitored.

  1. Supervisors are responsible for addressing the following issues within the performance planning and evaluation process:
  2. Identification of specific timeframes within whichthe staff member is expected to achieve required sign language skill levels, taking into consideration his/her existing skills;
  3. Identification of appropriate sign language communication skill development goals and activities, including completion of the assessment;
  4. Identification of progress made toward achieving required sign language skill levels;
  5. Identification of staff member’s achievement of required sign language skill levels; and,
  6. Identification of activities necessary to maintain required sign language skill levels.
  7. Supervisors are responsible to make recommendations in accordance with performance evaluation policies concerning staff members who do not achieve their required sign language communication skill levels within established time frames. Any such recommendation should include, but is not limited to information regarding:
  8. the staff member’s efforts to develop sign language skills;
  9. mitigating circumstances that may have prevented the staff member from achieving his/her required sign language skill level;
  10. what, if any, action should be taken with regard to the staff member’s failure to achieve the required sign language skill level within the specified period of time;
  11. input from theCSDB ASL team; and,
  12. anyother relevant facts.

Adopted by the Superintendent: April 12, 2012

Revised and Approved by the Superintendent: April 21, 2015

Revised and Approved by the Superintendent: April 26, 2016

Colorado School for the Deaf and the Blind, Colorado Springs, COPage 1 of 4