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Paraprofessional and School Related Personnel (PSRP) Evaluation Overview

Dr. Kim Lewis Office of Human Capital Thursday, September 25th, 2013

BALTIMORE CITY

PUBLIC SCHOOLS

Background

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In spring of 2011, City Schools and Paraprofessionals & School-Related Personnel (PSRP) negotiated and signed a new contract designed to continues City Schools' commitment to creating a rigorous, performance-based management system that links employees' compensation with student and district outcomes.

The agreement includes:

Cooperative development of new evaluations tied to clear, measurable goals based on student progress and district-wide success

Creation of a career pathway model that will link members' compensation to performance-based evaluations

Creation of opportunities for career advancement that are meaningful for all PSRP members, both at schools and in district office

BALTIMORE CITY

PUBLIC SCHOOLS

Performance Management Philosophy

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Baltimore City Public Schools recognizes that all employees are essential to the district's overall success. This success is achieved by empowering employees to perform to the best of their abilities. The performance management system will foster a work environment that will attract, support, and retain effective employees.

BALTIMORE CITY

PUBLIC SCHOOLS

PSRP Employee Feedback from Focus Groups

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Benefits of Evaluations Include:

? Job Improvement ? To help you improve or see best practices

? Let You Know How You Are Doing ? And to serve as a document/record to protect you

? Make Room for Advancement ? There was none in the former evaluation method

City Schools Employees Want:

? An evaluation that is more job specific ? Acknowledgement of their hard work ? An opportunity to provide comments ? A list of trainings ? that they have already completed and of

professional development that is available

BALTIMORE CITY

PUBLIC SCHOOLS

Terminology

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Core Competencies identify the "what" of performance management; they describe the categories of performance

Indicators of Performance identify the "how" of performance management; they describe the behaviors of the Competencies

Core Competencies communicate City Schools expectations and create environment for goal-setting around employee work

Indicators for each Core Competency add specificity and clarity

BALTIMORE CITY

PUBLIC SCHOOLS

Competencies in the Individual Evaluation

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The individual evaluation consists of 6 equally rated competencies:

Communication

Critical Thinking

Effectiveness & Efficiency

Job Knowledge

Professionalism

Teamwork

Each indicator is scored within the competency for an overall competency score for each competency.

A final rating is compiled from the aggregate of the competency scores.

Over 3 years of implementation, department goals will account

for a percentage of the total evaluation.

BALTIMORE CITY

PUBLIC SCHOOLS

Evaluation Rubric for Each Indicator

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City Schools is committed to evaluating employees so that their evaluation is commiserate with how they are performing.

This evaluation system uses a 3 point rating system for each indicator on the individual evaluation.

Highly Effective

Effective

Developing

Point Value

3

2

1

Consistently demonstrates the attributes of the indicator

Most often demonstrates the attributes of the indicator

Sometimes demonstrates the attributes of the indicator

BALTIMORE CITY

PUBLIC SCHOOLS

Components in the Individual Evaluation Cycle

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There are three steps that all supervisors need to complete for the individual evaluation:

Step 1: Initial Conference

Annual Evaluation

Initial Conference

Supervisors upload forms by Oct. 30th

Step 2: Mid Year Review

Supervisors hold conference with employee, upload forms, and submit ratings by Feb. 18th

Step 3: Annual Evaluation

Mid Year Review

Supervisors hold conference with employee, upload forms, and submit ratings by 1 week before the last day of work for 10 month employees.

BALTIMORE CITY

PUBLIC SCHOOLS

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