Staff Performance Evaluation Update

What is the purpose of this communication?
This communication is targeted to all staff and supervisors. It is intended as a reminder of key staff performance evaluation processes and due dates.

Focus of Performance Evaluations
The focus is on continuous professional growth and skill development in order to better serve students, families and educators.

Where do I find the current manual and forms?
You can find the most current copy of the staff performance evaluation process manual, leaders performance evaluation process, as well as other forms on the Intranet in the Human Resources section and by clicking on Staff Performance Evaluation and Leaders Performance Evaluation. Please note: this manual is dated 2008-09 but is still being used for 2011-12.

Completing Your Professional Development Plans
Agency staff will continue to use the same Professional Development Plan (PDP) form as we have used in the past. As you begin to develop your plan, please review our agency theory of action and goals (found by clicking here), as well as the goals of the children/schools you serve. The current process includes three versions of the eight Standards and Criteria. Employees will use the Standards appropriate to their role in the agency.

• Iowa Teaching Standards with Alternative Criteria for Certified AEA Staff: All licensed non-management staff with the exception of those in teaching positions (Shelter Care teachers)
• Iowa Teaching Standards: All non-management staff who are currently in teaching positions (Shelter Care teachers)
• AEA Standards for Classified Staff: All staff who are not licensed, non-management

While you are still required to align your plans to our standard areas, it is very important that you be reflective about your professional learning needs in light of the agency, schools and/or children’s goals. We want to do everything we can to ensure our work yields results for those we serve.

Overview of Performance Evaluation Cycles
There are three different cycles within Heartland’s performance evaluation process.

• All employees who are within their initial probationary period are considered to be in the Induction Cycle.
• All employees who have completed their initial probationary period and are not in need of assistance are in the Growth Cycle.
• All employees who are in need of assistance are in the Intensive Assistance Cycle.

Timelines for Development of Individual Professional Development Plans
All staff members who are in the summative evaluation phase will complete a self-assessment, submit a Professional Development Plan (PDP) and have a PDP conference with their supervisor by October 30. All other staff members who are in the formative evaluation phase will complete a self-assessment, submit their PDP and hold a PDP conference with their supervisor by November 30.

Portfolio Requirement
A portfolio is required for certified staff and leaders. It consists of artifacts that provide evidence and examples of how the each of the eight Standards is being met. Supervisors of classified staff are required to have evidence that employees are meeting each of the Standards, however, classified employees are encouraged but not required to develop portfolios.

Questions?
If you have specific questions about any element of the performance evaluation system, including the development of your professional development plan, please contact your supervisor.