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Littleton Public Schools Policy |
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Policy Code GDN Policy Name Evaluation of Classified Staff and Administrators Adoption July 2, 1984 Revised April 27, 2000 |
The development of a competent classified staff is essential to the smooth functioning of a school system. The Board expects all employees to make continuous efforts to improve their work and expects their supervisors to assist them through supervision and evaluation processes.
The evaluation will cover the major areas of the employee’s specific position responsibilities and be based on the performance factors established by the District. A remediation plan may result from the evaluation, although suspension/termination may supersede the evaluation system.
The employee shall be advised by the supervisor of the evaluation process and criteria to be used. Unless the supervisor acts in bad faith or maliciously with respect to the application of a procedure associated with the evaluation process, any misapplication of a procedure, failure to apply a procedure, failure to inform the employee of the process and criteria to be used, or failure to adhere to a prescribed timeline shall not render invalid the evaluation nor any action based on the evaluation.
Classified Staff
Employees are to be evaluated, in writing, at least once each year on a schedule determined by the position supervisor. Introductory employees must be evaluated before or during the last month of the first year of employment. Thereafter, regular classified employees must be evaluated annually. Additional evaluations may be conducted as often as deemed necessary by the employee’s immediate supervisor. The director of food services shall confer with and consider recommendations of the building principal when evaluating food service managers. The building principal or designee, after conferring with and considering the recommendations from the assistant superintendent of human resources or designee and lead custodian, will evaluate building custodial staff. Input may be provided from the assistant superintendent of human resources or designee prior to the evaluation of the building maintenance and lead custodians by the principal.
District provided procedures and forms will be used for all evaluations. All evaluations shall include a conference involving the immediate supervisor and employee. The employee will sign the evaluation form and any attachments, and receive a copy for his/her records. Such signing does not imply agreement with the evaluation, but indicates the evaluation has been reviewed, in conference, with the immediate supervisor. Copies of all completed evaluations will be directed to the Human Resources Department for inclusion in the employee’s personnel file.
Classified Administrators
The Superintendent shall institute and maintain a comprehensive program for the evaluation of all classified administrators.
The purposes of the classified administrator evaluation program shall be to assist administrators to develop and strengthen their professional abilities, to improve the program of support services, and to accomplish the effective management of the school system.
Classified administrators shall be employed on a year-to-year basis. An individual’s performance which does not meet District standards shall lead to the administrator being placed on a remediation plan or being dismissed. Nothing in this policy shall be construed to imply in any manner the establishment of any property rights or expectancy or entitlement to continued employment not explicitly established by Board policy or contract. Neither shall this policy and/or the evaluation system be deemed or construed to establish any conditions prerequisite relative to renewal of contracts, transfer, assignment, dismissal, or other employment decisions relating to school personnel.
All employment decisions remain within the sole and continuing discretion of the Board, subject only to the conditions and limitations prescribed by Colorado law.