• About Alternative Evaluation
• Process
• Participant Commitment Form
• Goals Form
• Final Form
• Dates to Remember
• September Information Meeting Flyer

ALTERNATIVE EVALUATION FOR CLASSIFIED STAFF

GOAL:      This evaluation program is intended to encourage classified staff members to pursue ongoing professional development and personal growth.  The program offers classified personnel who have consistently demonstrated a high degree of competence an alternative to the traditional evaluation process.  The program encourages staff members to grow in self-chosen areas of interest that promote organizational excellence, personal leadership, and, ultimately, student learning.  An additional goal of the program is to strengthen collegial relationships and networking. 

DESCRIPTION:   The Alternative Evaluation program is based on the premise that highly competent staff members are capable of setting meaningful goals to serve as a focus for ongoing professional growth.  The individual professional growth becomes the basis for evaluation.  The participants, together with their supervisors, establish their own criteria for the evaluation of their growth.  Areas of emphasis should include personal reflection and collaboration between participants and supervisors.

Staff members with a minimum of 3 years experience in PUSD, coupled with consistent evaluation ratings of meeting or exceeding standards are eligible for participation.  Site and department supervisors select participants from all qualified volunteers.

Participating staff members develop goals to serve as the basis for professional growth and evaluation for the year.  At a meeting held prior to October 31, the participant and supervisor meet, discuss, and agree on these goals.  Criteria and format for the evaluation should be established, along with a timeline/schedule for implementation and tracking of progress.  A minimum of two participant/supervisor meetings must be scheduled.

SCHEDULED INTERACTIVE SESSIONS:  One goal of this program is to increase opportunities for professional dialogue and networking.  Consequently, at least two interactive sessions with other Alternative Evaluation participants are required during the year.  Activities that meet this requirement may include, but are not limited to:

     · Two meetings during the year with all Alternative Evaluation participants from a site or department - Sharing of goals and progress would be the focus of these meetings.  In addition, the meetings might be facilitated by participants’ supervisor, and, therefore, fulfill the requirement for two participant/supervisor meetings as well.

     · Two meetings during the year with job-alike staff members from different sites and departments – Sharing of goals and progress would provide an opportunity for participants to exchange best practices specific to their roles and responsibilities.  Articulation between sites and departments across the District would also take place.

     · Peer coaching – Regularly scheduled visits with a colleague for observation and feedback in the work setting would meet the criteria for interactive sessions. 

END OF YEAR SUMMARY:    Not later than 30 days before the last work day of the school year, the participating staff member and his/her supervisor meet to review accomplishments.  The participant must provide a written self-analysis of progress toward meeting the established goals.  Included in the summary should be the participant’s evaluation of his/her growth, reflection on goals’ effect on work performance, and plans for subsequent growth.  The supervisor also provides a written response to the participant’s goals and growth. 

EVALUATION FORMAT OPTIONS:  Participating staff members and supervisors are encouraged to be creative in developing an evaluation format that best supports the established goals.  Some examples to consider include:

     · Peer coaching logs
     · Portfolio of activities and accomplishments
     · On-the-job action research and documentation of results
     · Participation in professional development activities and implementation of new knowledge/skills

GOVERNING STRUCTURE – The Classified Professional Development Task Force oversee the Alternative Evaluation process.

PROCESS FOR ALTERNATIVE EVALUATION FOR CLASSIFIED STAFF