Human Resources

classified and nonaffiliated Performance Evaluation


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    General Information
  • DPS Policy GDO: Evaluation of Support Staff is found at http://board.dpsk12.org/policy/GDO
  • When reviewing an employee, select the verbiage below which best details their performance.
  • Individual factors rated average or unsatisfactory require written comments.
  • Some factors may not apply; not all factors must be rated."
  • An overall performance rating of below average or unsatisfactory requires written comments and a Plan for Improvement.
  • A Plan for Improvement may still be initiated at the supervisor's discretion for any factor rated below average or unsatisfactory.

Performance Factors
1. JOB KNOWLEDGE: The employee's knowledge of processes, procedures, skills and resources required to perform the job.
Demonstrates marginal job knowledge; Continually repeats mistakes and requires continuous supervision and instruction. Demonstrates basic job knowledge. Occasionally repeats mistakes and requires frequent supervision and instruction. Demonstrates satisfactory job knowledge. Retains learning and requires little supervision or instruction. Works independently
 Demonstrates strong job understanding and knowledge. Rarely requires instruction or supervision. Works independently. Is able to provide assistance to less experienced staff in some aspects of job
 Demonstrates comprehensive understanding and mastery of all aspects of job. Recommends ways to improve job processes. Works independently. Provides training and guidance to less experienced staff in all aspects of job.
Comments: (supervisor or employee)
2. ORGANIZATION: The employee's ability to handle multiple tasks, meet deadlines and prioritize effectively.
Demonstrates marginal skills in establishing a course of action to accomplish job tasks and responsibilities. Rarely demonstrates effective time management and prioritization skills. Rarely meets deadlines on important tasks or projects.
 Demonstrates basic skills in establishing a course of action to accomplish job tasks and responsibilities. Occasionally demonstrates effective time management and prioritization skills. Sometimes meets deadlines on important tasks or projects
 Demonstrates effective skills in establishing a course of action to accomplish job tasks and responsibilities. Usually demonstrates effective time management and prioritization skills. Often meets deadlines on important tasks or projects
 Demonstrates advanced skills in establishing a course of action to accomplish job tasks and responsibilities. Frequently demonstrates effective time management and prioritization skills. Usually meets deadlines on important tasks or projects.
 Demonstrates superior skills for self and/or others in establishing multiple courses of action to accomplish job tasks and responsibilities. Consistently demonstrates effective time management and prioritization skills. Consistently meets deadlines on important tasks or projects
Comments: (supervisor or employee)
3. PRODUCTIVITY: The employee's ability to regularly produce work results by using given knowledge, resources, time or any combination of these.
Rarely produces work output that meets minimum requirements of job. Continually uses more resources and time than needed to accomplish job.
 Sometimes produces work output that meets minimum requirements of job. Often uses more resources and time than needed to accomplish job.
Usually produces work output that meets minimum requirements of job. Usually makes effective use of given resources and time to accomplish job.
Frequently produces work output that exceeds minimum requirements of job. Frequently uses given resources and time in an efficient manner.
 Consistently produces work output that exceeds minimum requirements of job. Maximizes given resources and time to achieve goals.
Comments: (supervisor or employee)
4. INITIATIVE: The employee's ability to demonstrate follow-through and commitment to accomplish job tasks and responsibilities.
Rarely completes projects or tasks on own without assistance.
Sometimes completes projects or tasks on own without assistance.
Often completes projects or tasks on own without assistance. Takes on additional tasks when requested.
 Frequently completes projects or tasks on own without assistance. Takes on additional tasks without prompting.
Consistently completes projects or tasks on own without assistance. Assists others in completion of tasks and assumes additional responsibility without prompting.
Comments: (supervisor or employee)
5. COMMUNICATION: The employee's ability to promote good relations through written and verbal methods among coworkers and, if applicable, within the Denver Public Schools' community.
Rarely demonstrates effective written or verbal skills.
Sometimes demonstrates effective written or verbal skills. Often demonstrates effective written or verbal skills.
Frequently demonstrates effective written or verbal skills.
Consistently demonstrates effective written or verbal skills.
Comments: (supervisor or employee)
6. TEAMWORK: The employee's ability to work cooperatively to achieve district goals.
Rarely demonstrates cooperative skills with others. Sometimes demonstrates cooperative skills with others

 Often demonstrates cooperative skills with others. Frequently demonstrates cooperative skills with others.
Consistently demonstrates cooperative skills with others. Takes lead role among peers in establishing teamwork.
Comments: (supervisor or employee)
OVERALL PERFORMANCE RATING: A summary of the employee's performance during the appraisal period.
÷ =
Total of ratings, Items 1-6   Number of ratings given   Overall Performance Rating
 


UNSATISFACTORY


Not successful in performing the minimum responsibilities of his/her job; does not meet the requirements of the position.
BELOW AVERAGE


Not consistently or completely successful in performing the minimum responsibilities of his/her job; must achieve improvements to meet the requirements of the position.
EFFECTIVE


Has successfully performed the responsibilities of his/her job; completely carries out the requirements of the position.
SUPERIOR


Has exceeded expectations in performing the responsibilities of his/her job; displays superior abilities in carrying out the requirements of the position.
OUTSTANDING


Has consistently and significantly exceeded expectations in performing the responsibilities of the job; demonstrates exceptional abilities in carrying out the requirements of the position.
1.0 - 1.5
 1.6 - 2.5
 2.6 - 3.5
 3.6 - 4.5
 4.6 - 5.0


ADDITIONAL JOB REQUIREMENTS

Instructions: Check one box that defines the employee’s job performance in the following areas.

Safety: Follows all safety rules and regulations as appropriate for job.

Yes No

Comments (Optional): (supervisor or employee)

      

Attendance: Consistently arrives at work per the established work schedule.

Yes No

Comments (Optional): (supervisor or employee)

     

Punctuality: Arrives and is prepared to begin work at the established start of the workday.

Yes No

Comments (Optional): (supervisor or employee)

      

EMPLOYEE DEVELOPMENT: (to be completed jointly by supervisor and employee):

Strengths (include knowledge, skills and abilities)

     

Areas for Improvement (include knowledge, skills and abilities needing improve ment)

 

 

 

 

 

NOTE: If improvement is needed, a Plan for Improvement (PFI) form (attached) is to be used. Check here if a PFI is attached.

 

Length of time in current job: years months

Additional Comments: (Employee)


Additional Comments: (Superviosr)

  • BOTH the Supervisor and the Employee MUST initial the Bottom of each page of the printout.
  • Please attach additional sheets if necessary to clarify or supplement comments or ratings.
  • An Overall Performance Rating below 2.6 requires the completion of a Planned Program of Improvement (PPI).
  • Employee's signature does not indicate agreement, rather that the appraiser has reviewed and discussed the appraisal with the employee.

Employee's Signature   Date
 
*Supervisor's Signature   Date

* For paraprofessionals, evaluation must be signed by principal, department head or designee.

Employee GUID (Global User ID) for identification purposes only:      Note: Employee signature indicates receipt of this document, not necessarily agreement. Additional documents may be attached. Forward original to Human Resources for personnel file.

Original to HUMAN RESOURCES
Copy to DEPARTMENT FILE
Copy to EMPLOYEE