Employee Evaluation

Purpose

This policy governs employee evaluations for ANCS personnel.

Duration

This policy is permanent, but it is subject to revisions.

Policy

Section 1. Employee Evaluation Systems

Under Georgia law, all teachers and school leaders must be evaluated using the state's Teacher Keys (TKES) or Leader Keys (LKES) evaluation systems. For all such employees, the state requirements of TKES or LKES will be followed. All other (non-TKES/LKES) employees will be evaluated by the process described in the sections that follow.

Section 2. Employee Evaluation Cycles

  1. The process of evaluation at ANCS is one that is ultimately focused on giving clear and actionable feedback to support employees in the development of their practice and acknowledging professional growth.
  2. Employees are formally evaluated by their supervisors via TKES or LKES as a part of evaluation cycles:
    1. Level 1 employees are involved in an evaluation cycle at least twice each year.
    2. Level 2 and 3 employees are involved in at least one evaluation cycle each year.
    3. For each employee, at least one evaluation cycle must be completed prior to the issuance of a new/renewed contract.
  3. At a minimum, an evaluation cycle consists of the following:
    1. A pre-conference between the supervisor and employee.
    2. An evaluation of a reasonable amount of the employee's work by the supervisor using multiple sources of data (including the observation of at least one full class session for all teachers and associate teachers).
    3. A written evaluation report with information from data sources containing commendations and recommendations and an overall rating of "Unsatisfactory", "Progressing", "Proficient", or "Exemplary."
  4. At the start of the school year, each employee will meet with his/her supervisor by the end of September to review the criteria on which he/she will be evaluated and establish goals for the school year.

Section 3. Employee Evaluation Reports

  1. All evaluation reports will be signed by the employee, the employee's supervisor, and a Campus Principal or the Executive Director. An employee's evaluation reports will be kept confidential in the employee's personnel file. An employee may submit a written reply to any evaluation report, and the reply will be attached to the report and placed in the personnel file (Confidential Personnel File).
  2. If an employee's performance has been rated "Unsatisfactory," the Executive Director or Campus Principal (in consultation with the employee's supervisor) may require that the employee be placed on an improvement plan. An improvement plan will outline the following:
    1. The specific criteria to be met.
    2. Indicators of satisfactory performance.
    3. Support the employee will receive, when appropriate, in meeting these criteria.
    4. The time that will be allowed for improvement.
    5. The date by which another evaluation report will be completed.
  3. The employee, supervisor, and Executive Director or Campus Principal must review the improvement plan prior to it going into effect. Also, upon being placed on an improvement plan, the employee will receive a written warning that if his/her performance remains "Unsatisfactory" at the end of the evaluation cycle, he/she may be dismissed from his or her position.
  4. In order to provide a more comprehensive picture of employee performance, multiple sources of data will be used in the process of evaluating employees as well as to target areas for specific professional development and improvement. Staff will be evaluated according to Georgia state standards when applicable, or in-house evaluation tools.

Resources

Approval and Review

Approved

Effective

 Last Review

Next Review
06/16/2015 07/02/2015 09/2024 03/2027