Classified Evaluations
Educator Effectiveness:Its about Communication, Relationships,
and a Process of SupportACSA Personnel InstituteOctober 7, 2015Use
#EffectiveEd on twitter
H.R.https://m.youtube.com/watch?v=32WjO7IiHpI Educator
Effectiveness:Its about Communication, Relationships, and a Process
of Support Robert A. Martinez, Ed.D. FSUSD-Assistant Superintendent
of Human Resources
Jonathon BrunsonDJUSD-Director Human Resources
Anna J. MillerAtkinson, Andelson, Loya, Ruud & Romo, Senior
Attorney
Initial QuestionsDo you recall a mentor, boss or supervisor, who
provided you feedback, or important information?How did they do
it?What did they say?What approach did they use?With what frequency
did that occur?
Share with your partner:Group sharing
opportunityEngagementhttps://m.youtube.com/watch?v=IZA94smSkQgKnow
your VisionThe FSUSD Vision isWe are a premier learning community
that empowers each student to thrive in an ever-changing world
For students, and each other6 Know your Mission
The FSUSD Mission is:In a safe, welcoming, and supportive
learning environment, we provide innovative educational
opportunities to develop resilient students who are inspired to
succeed.
Agenda:Leadership: Yes, it is that importantEffective
Supervision Relationship BuildingPurpose of Evaluation-Leadership
ConferencePreparing for the Leadership ConferenceConducting the
Leadership ConferenceLegal BenefitsEvaluatd-A System of
SupportDiscussion and Questions
Add you-tube video8Presentation NormsSet aside distractions and
respect one anotherBe honest and share what you think and
feelListen to hear one another's viewpointsBe an active
participantBe present and enjoy the opportunity to learnReflect who
you are as a leader and how you lead in your organizationPlease use
your technology! #EffectiveEd
Connect to their
hearts!https://m.youtube.com/watch?v=vVVA_siR-xgYou as a manager,
must accept full responsibility for the success of failure for your
employees. You are the greatest influence over the success or
failure of your employees.
Ferdinand Fournies, Coaching for Improved Work PerformanceAdd
video component---The not what to do!11Dynamics of Top TeamsShared
Goals Shared ValuesShared PlansClear LeadershipContinuous
Evaluation and Appraisal
Activity in pairs-top four points.---Positive
Video!12Courage!https://m.youtube.com/watch?v=xWTXkVPhEXULeadership
Framework
Observation and evaluation of an employees work are two of the
most important responsibilities for a leader
Leadership FrameworkAs a learning community it is incumbent upon
all leaders to work to educate staff members at every level of the
organization
Leadership FrameworkExpect the best, accept responsibility,
think of others and respond with courage
Purpose of a Leadership ConferenceCommunicationContractual
Obligations Personnel ActionsEmployee Growth
The purpose of an organization is to maximize strengths and to
make weaknesses irrelevant.
Brian Tracy, How the Best Leaders Lead
Preparing for the Leadership ConferenceKnow and understand job
descriptionsReview the entire performance time periodReview both
performance and accomplishmentsAvoid the halo and horns
effectAnalyze supervisory techniquesDual supervision-gain input
from othersPreparing for the Leadership Conference, page 2
Review all documentation prior to the meetingSchedule the
meeting at a convenient time and keep free from interruptionsPlan
your approach-positives or strengths firstEach moment, an
opportunity to leadConsider the level of employee input
requiredSubstantiate your ratingsNote special circumstancesTake
care to create authentic evaluations, with specific feedback. As
evidenced by BecauseEach moment, an opportunity to leadAddress the
actual performance, not the length in the positionCite specific,
observable, quantifiable behaviorsMeasurement takes a measure!Set
realist goalsInclude the entire duration of time for the evaluation
and advise of the next evaluation
Conducting the Leadership Conference
Listen CarefullyReview the format of the evaluationDescribe each
factor considered, and provide information regarding your
ratingConducting the Leadership Conference, page 2Listen Carefully,
Yes, its listed twice!Solicit input from the employee on ideas for
improvement, growth or developmentReview areas of needed
improvementImprovement Plan Template
Conducting the Leadership Conference, page 3Listen CarefullyFor
Good Measure!Invite the employee to comment in writingEnsure that
the form is signed by both you and the employeeSchedule a follow-up
meeting if needed to monitor progress on goals
Human ResourcesEducational ServicesThe Importance of
ConnectionLegal Benefits to the Leadership Conference
ApproachDevelop strong employeesOffer support for those individuals
who are not strong employeesEducation Code section 44664: in the
event a [temporary, probationary, or permanent] certificated
employee is not performing his duties in a satisfactory manner
according to the standards prescribed by the Board, the district
shall notify the employee in writing of such fact and describe such
unsatisfactory performance.Same affirmative duty is required for
permanent classified employees under Education Code section 45113
and 45116
Frequency of EvaluationsEduc. Code Section 44664:Certificated
Probationary Personnel Minimum of 1x per yearCertificated Permanent
Personnel At least 1x every other year. Certificated Permanent
Personnel with 10 Years Experience at the District1x Every Five
YearsIf Highly qualified individualIf occupy positions that are
required to be filled by a highly qualified professional under the
No Child Left Behind of 2001Previous evaluation rate employee as
meeting or exceeding standardsWhy is preserving a record of
employee deficiencies important?To substantiate managements burden
of proof in disciplinary casesTo justify personnel actions under
labor contract provisions in arbitration disputes involving
performance related criteriaTo support the districts defense in
discrimination complaints or PERB unfair practice
chargesDocumenting Employee Performance DeficienciesConference
Summary Performance ReportsWritten WarningsLetters of
ReprimandUnsatisfactory EvaluationsConsequences of Failure to
Document.Documentation is the Districts primary source of
evidence.Inadequate documentation of unsatisfactory performance is
the MOST COMMON REASON districts lose discipline casesLack of
documentation(including evaluations) is the primary reason
Districts often have to step back from disciplinary actionProblems
= no documents or inadequate documentsReality.Preparing and
tracking evaluation documents is time consuming and sometimes even
tediousLots of work to prepare for the worst case scenario Critical
part of the educational process:We need strong, hard working,
effective and dedicated employeesWe also need to get rid of those
that arent!During the Leadership ConferenceActive Listening:Stay
focusedLean forwardDont interruptPause Before RespondingClarify and
ParaphraseBeing Sincere:Body Language 55%Tone of voice 38%Words
spoken 7%
EvaluatdAn employee evaluation system for K-12 school
districtsSharing of best practices---Timely, efficient, effective,
accountability. Principal collaboration!33
Your EvaluationProcess andTimelines
Your EvaluationForms and Rubrics
Your District User Credentials
Your HR Data from the CountyComplete Integration with your
existing Systems
AnalyticsManagementTrackingWalk-thru'sCertificated&ClassifiedAutomatedNotificationsAutomatedRemindersEvaluatdCompleteEvaluationSystem
Efficient
EffectiveAccessibleAffordablePromotes communication and
accountability at all levelsAccess from any device or any
locationLow monthly usage cost with no contractYour forms, Your
timelines, Your standardsAccess ControlAutoSaveData
EncryptedAutoNotifyAutomatedBackupAuto Time-Out
Data SecurityConclusionProviding positive feedback and
constructive critique is are essential componentsEnhancing the
mission, and fulfilling the vision of the District is a
responsibility we all haveTelling Our Story is of Paramount
Importance-Legally, Ethically, and for the Benefit of Our
Districts.Conclusion, ContinuedBuild and sustain
relationshipsTrustListen to understandCompassionate and kindEngage
with a diverse network of leadersUse a system to assist you! Such
as Evaluatd
Engagementhttps://m.youtube.com/watch?v=y4nwoZ02AJMDiscussion
and Questions?
Thank you!Robert A. Martinez, Ed.D. FSUSD-Assistant
Superintendent of Human ResourcesEmail: [email protected]:
707-580-5827Twitter: @DrRobM_FSUSD
Jon0than BrunsonDJUSD-Director of Human ResourcesEmail:
[email protected] Phone: 530.681.0901
Anna J. MillerAtkinson, Andleson, Loya, Ruud & Romo, Senior
[email protected] Direct Line: 916-920-6965
