Mesa Public Schools Classified Employee Evaluation Worksheet. Competency: Task and Technical Skills. Position: A. Job Knowledge

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1 Mesa Public Schools Classified Employee Evaluation Worksheet Employee: School/Dept: EIN: Date: Position: PART I: PERFORMANCE Competency: Task and Technical Skills A. Job Knowledge Demonstrates little or no knowledge of essential job duties and priorities; continually repeats mistakes and requires continuous supervision and instruction; not willing to seek knowledge. Demonstrates some knowledge of essential job duties and priorities; occasionally repeats mistakes and requires a significant amount of supervision; reluctant to learn new or additional job duties. Demonstrates knowledge of all essential job duties and priorities; rarely requires instruction or supervision; willing to learn new or additional job duties or procedures. B. Quality of Work Work is of marginal quality, frequently incomplete or needing correction; constant supervisory review is required. Work is of moderate quality; sometimes incomplete or needing correction; occasional supervisory review is required. Work is usually accurate and complete; only occasionally needing correction; supervisory review is seldom required.

2 C. Work Coordination Failure to coordinate work, results in duplicated efforts and waste of district resources; lack of communication with other employees, schools, departments etc. causes work effort to fail. Must be reminded occasionally to coordinate work efforts; incomplete or tardy communication with other employees, schools, departments, etc. causes work effort to be delayed or incomplete. Coordinates work efforts independently as needed; communicates with other employees, schools, departments, etc regarding work efforts in a timely, efficient and effective manner. D. Teamwork Will not work as a part of a team; insists on working alone; demonstrates possessive behavior with regards to work assignments and/or tools; refuses to assist other employees or work in other areas as needed. Must be reminded to work as part of a team with other employees; occasionally demonstrates possessive behavior with regards to work assignments and/or tools; frequently must be asked to assist other employees or to work in other areas as needed. Willingly works as part of a team with other employees; is always cooperative when working on assignments with other employees and appropriately shares work space and/or tools.

3 E. Planning and Organizing Needs constant supervisory assistance in organizing and prioritizing assigned duties; does not follow assigned work plan or schedule; work area or equipment not orderly or organized. Needs occasional supervisory assistance in organizing and prioritizing assigned duties; occasionally does not follow assigned work plan or schedule; must be reminded occasionally to keep work area or equipment orderly or organized. Requires little supervisory assistance in organizing and prioritizing assigned duties; follows assigned work plan or schedule; keeps work area or equipment generally neat and organized. F. Professional Development Refuses to take opportunities for training, change and improvement Has difficulty accepting opportunities for training, change and improvement. Does not apply new skills or methods to improve job skills. Accepts opportunities for training, change and improvement; immediately applies the training received to improve job skills.

4 Competency: Effectiveness and Productivity A. Volume of Acceptable Work Rarely produces work output that meets minimum requirement 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. B. Initiative Exerts little effort to improve work methods or assume any additional responsibility; usually does only what is required; requires frequent supervision. Rarely looks beyond job requirements; usually requires direction; seldom suggests work improvements or assumes additional responsibility; requires occasional supervision. Usually looks beyond job requirements; sometimes suggests work improvements and assumes additional responsibility; performs job-related tasks with minimal supervision; occasionally does more than required.

5 C. Establishing and Meeting Deadlines Shows little or no effort to meet deadlines; fails to provide timely advance notice when deadlines are not met; exhibits poor time management. Makes some effort to meet deadlines; usually provides timely advance notice when deadlines are not met; exhibits marginal time management. Strives to always meet deadlines; provides timely advance notice when deadlines are not met; exhibits good time management. D. Working Independently Does not demonstrate self-starting attributes; job performance is frequently below standards when working independently. Demonstrates limited self-starting attributes; job performance is occasionally below standards when working independently. Demonstrates self-starting attributes; job performance meets standards when working independently.

6 E. Effectiveness Under Stress Exhibits anger and reacts negatively to co-workers, faculty and staff in stressful situations; quality and / or volume of work are below acceptable standards in stressful situations. Exhibits frustration and reacts inconsistently in stressful situations; quality and/or volume of work significantly decline in stressful situations. Remains calm and confident in stressful situations; quality and/or volume of work do not significantly decline in stressful situations. F. Work Judgment Never makes decisions in accordance with prescribed policies, procedures, Arizona Revised Statutes(ARS) and supervisor s directives. Has difficulty making decisions in accordance with prescribed policies, procedures, ARS and supervisor s directives. Makes decisions in accordance with prescribed policies, procedures, ARS and supervisor s directives.

7 G. Flexibility Marginal ability to grasp new or different concepts, duties or instructions; refuses to accept change. Has trouble grasping new or different concepts, duties and/ or instructions; exhibits negative behavior related to change. Usually able to grasp new concepts, duties and / or instructions; accepts change with ease. H. Accepts Responsibility Blames others for work performance deficiencies and fails to accept personal accountability. Demonstrates reluctance to accept personal accountability for work performance deficiencies; is not open to constructive feedback. Accepts personal accountability for work performance deficiencies and shows effort to correct them; is open to constructive feedback.

8 PART II: PROFESSIONALISM Competency: Customer Service A. Mission and Vision Is not aware of the district s mission and vision, no consideration is taken regarding the mission and vision in the day to day and long-term work effort. Does not consistently take action to promote the district s mission and vision; only occasionally ensures that work effort reflects the district s mission and vision. Knows the district s mission and vision; aligns all work efforts with the district s mission and vision. B. Pupil Contacts (if applicable) Provides poor customer service and demonstrates a consistently negative attitude towards students; never treats students with dignity and respect; expresses negative feelings about student to member of the public, faculty or staff. Provides indifferent customer service and demonstrates an inconsistent attitude towards students; has difficulty treating students with dignity and respect; occasionally expresses negative feelings about students to members of the faculty and staff. Provides good customer service and demonstrates a consistently positive attitude towards students; treats students with dignity and respect; demonstrates a positive disposition towards students to member of the faculty or staff.

9 C. Public Relations Rude and/or abrupt with general public; often discourteous or antagonistic; interactions frequently result in complaints and require supervisory intervention. Must be reminded occasionally about the importance of customer service; occasionally tactless and unapproachable in dealing with customers; interactions occasionally result in customer complaints and require supervisory interaction. Provides good customer service and demonstrates a consistently positive attitude. D. Employee Contacts Uncooperative; poor or inappropriate interaction with co-workers; doesn t willingly work toward team goals; requires frequent supervisory intervention. Marginally cooperative; sometimes tactless or unapproachable in dealing with co-workers; interactions occasionally required supervisory intervention. Consistently cooperative and pleasant in dealing with co-workers; establishes harmonious relationships; communicates well; offers assistance when needed.

10 Competency: Compliance with Rules A. Accepts Direction Does not follow verbal or written instructions or directions; does not ask for direction or clarification of procedures as needed. Must occasionally be reminded of verbal or written instructions or directions; sometimes asks for direction or clarification of procedures as needed. Follows all verbal or written instructions or directions; asks for direction or clarification of procedures as needed. B. Operation and Care of Equipment Does not clean, maintain and/or store equipment properly. Occasionally must be reminded to clean, maintain and/or store equipment properly. Cleans, maintains and stores equipment properly. C. Safety Does not follow safety rules and practices; has endangered personal safety and the safety of others by working in an unsafe manner. Occasionally fails to follow or show concern for safety practices; does not always maintain safe work environment. Abides by safety rules; maintains a safe work environment.

11 D. Appearance Frequently does not present an appearance that is suitable for public, pupil or employee contacts; dress is often inappropriate or not consistent with school or department guidelines. Occasionally does not present an appearances that is suitable for public, pupil or employee contact; dress is sometimes inappropriate or not consistent with department or school guidelines. Appearance is suitable for public, pupil or employee contacts; consistently maintains a neat, clean personal appearance consistent with departmental or school guidelines. E. Observance of Work Hours Frequently reports late to work; clocks in and out prior to prescribed times without authorization; habitually fails to follow established work schedule. Occasionally reports late for work; occasionally clocks in or out prior to prescribed times without authorization; frequently fails to follow established work schedule. Rarely reports late for work and always contacts supervisor if possible; only clocks in or out prior to prescribed times when authorized; follows scheduled work hours. F. Attendance Has a pattern of frequent absences, especially before and after weekends or holidays; fails to follow required procedure for calling in absence; does not obtain prior approval for absences when applicable. Absences significantly impact quality of service or safety to district customers. Has a pattern of occasional absences, before and after weekends or holidays; occasionally fails to follow required procedure for calling in absence; occasionally does not obtain prior approval for absences when applicable. Absences frequently impact quality of service or safety to district customers. Shows no pattern of absences before and after weekends or holidays; always follows required procedure for calling in absence; always obtains prior approval for absences when applicable.