Section 1.2: System Policies and Procedures

Approved: December 14, 2021

APPRAISAL PROCESS FOR SECRETARIAL STAFF & INFORMATION SERVICES TECHNICIANS

Procedures 

1.0             Purpose

The performance appraisal procedure is instituted in order to:

• Assess performance and skill levels
• Monitor on-the-job progress
• Improve communication between a principal/supervisor and an employee
• Improve productivity
• Improve principal/supervisor awareness of the work being done
• Better understand organizational goals, objectives and strategies
• Identify development training needs
• Enhance work force planning
• Establish a model of accountability

2.0             Evaluation Procedure

Principal or supervisor provides an appraisal (Appendix A) of the COPE employee group (school secretaries, board secretaries, clerks, information services technicians).

Non-Probationary Employees

Employees will create a growth plan annually (Appendix B) to establish professional development goals. Performance Appraisals will occur every three years. The Principal/Supervisor may conduct additional performance appraisals as deemed necessary.

Probationary Employees

A performance appraisal will occur during the probationary period for each new employee.[1] Subsequent performance appraisals must occur once every three years. The Principal/Supervisor may conduct additional performance appraisals as deemed necessary.

Principals/Supervisors are responsible for signing and communicating evaluations. Principals/Supervisors will review the evaluation format with the employee in September of the year the evaluation is to take place, or upon hiring. Completed evaluations are to be shared with, and copied to, the employee. The original form is to be forwarded to Human Resources for placement in personnel files. Employees who disagree with their evaluation should bring their concerns to their immediate supervisor. An employee who still disagrees with an evaluation may appeal to the Superintendent of Human Resources in writing within seven days of receipt of the evaluation.

Employees who receive an unsatisfactory performance appraisal (receiving a Level 1 rating on one or more of the standards of performance) are required to meet with their principal/supervisor and complete the Improvement Plan (Appendix C). Employees who receive an unsatisfactory performance appraisal will follow the process as outlined in Appendix D.

3.0             Rating Scale

• Satisfactory – Performance meets or exceeds expectations.
• Unsatisfactory – Performance does not meet expectations. Performance improvement plan required.

Appendices

Appendix A: Secretarial & I.S. Technician Performance Appraisal

Appendix B: Secretarial & I.S. Technician Annual Growth Plan

Appendix C: Secretarial & I.S. Technician Improvement Plan

Appendix D: Process for Unsatisfactory Performance Appraisal