HR Badge #11: Employee Evaluations-HR Badge #11

HR Badge #11 - PowerPoint

Pdf Summary

This training (“Employee Evaluations – Human Resource Badge #11”) outlines legal requirements, timelines, and best practices for conducting employee observations and evaluations, with an emphasis on using collective bargaining agreements (CBAs) as the starting point. Key CBA-driven topics include who evaluates employees, announced/unannounced observations, due dates for observation summaries, pre/post conferences, student growth goals, the distinction between 90-day evaluation vs. observation, probation rules for provisional employees, when employees must receive written evaluations, and processes tied to “Requires Improvement/Unsatisfactory” ratings.<br /><br />Observation requirements include documenting observations in writing and providing documentation within three days of completing the write-up. Teachers must be observed at least twice for a total of 60 minutes; provisional level 3 teachers require three observations totaling 90 minutes; brand-new teachers must be observed once within the first 90 calendar days.<br /><br />The training explains comprehensive vs. focused evaluation cycles: non-provisional teachers with prior comprehensive scores of 3 or 4 may move to focused evaluation, and teachers can be moved back to comprehensive if notified in writing by December 15. It also notes that provisional non-renewals should be handled with legal counsel and require written notice by May 15.<br /><br />A major focus is creating objective, time-stamped evidence during observations, then efficiently tying evidence to the evaluation rubric/criteria (instructional skills and classroom management). Evaluators are encouraged to “copy and paste” four components into summaries: the criterion (strength/concern), an evidence example, why it matters for student learning, and a concrete suggestion.<br /><br />Common mistakes include unprofessional/insulting language, illegible notes, and losing/destroying evidence. Suggestions should be growth-oriented, actionable, build accountability, and move the employee along the rubric continuum.<br /><br />Finally, the training outlines supports for poor performance: immediately contact legal counsel for “Unsatisfactory (1),” and use tiered supports for “Basic (2)” depending on provisional/non-provisional status, including Growth Plans, Plans of Support, Informal Plans of Improvement, and Probationary Plans of Improvement. A final assessment requires 80% to earn the badge.

Keywords

employee evaluations

teacher observations

collective bargaining agreement (CBA) compliance

evaluation timelines and due dates

announced and unannounced observations

observation documentation within three days

comprehensive vs focused evaluation cycles

student growth goals

evaluation rubric evidence collection

requires improvement/unsatisfactory performance supports