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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 2
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 3
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 4
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 5
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 6
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 7
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. Point Value
Highly Effective
Effective
Developing
3
2
1
Consistently demonstrates the attributes of the indicator
BALTIMORE CITY
Most often demonstrates the attributes of the indicator
PUBLIC SCHOOLS
Sometimes demonstrates the attributes of the indicator
Components in the Individual Evaluation Cycle There are three steps that all
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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 Mid Year Review Step 3: Annual Evaluation 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
Evaluation Scoring with Departmental Goals 9
The roll-out of the evaluation scoring model occurs over 3 years. The weight of the individual evaluation decreases slightly over time as district and departmental goals gradually account for more of the final evaluation rating.
Year
Evaluation Scoring Components
Highly Effective Scoring Range (in points)
Year 1
100% Individual Evaluation
90-70
Year 2
100% Individual Evaluation
90-70
Year 3
85% Individual Evaluation 15% Departmental Goals
106 - 80
Effective
Developing
Scoring Range (in points)
Scoring Range (in points)
69-50
49 and below
69-50
49 and below
79 - 55
54 and below
Note: Earning a “Highly Effective” or “Effective” rating on the evaluation is equivalent to earning a “Satisfactory” based on contract language.
BALTIMORE CITY
PUBLIC SCHOOLS
Evaluation Impact on Compensation 10
Compensation is linked with employee evaluations as
outlined below: Annual Evaluation Rating Highly Effective or Effective (equivalent to “satisfactory or better” in contract)
Developing (equivalent to “unsatisfactory” in contract)
No Evaluation Completed
BALTIMORE CITY
Impact on Compensation •Employees are eligible to move one interval on the pay scale. •Employees receive any cost-of-living adjustment (COLA). •Employees do not move along the pay scale. •Employees receive COLA. •Employees are deemed to be “effective” and eligible to move one interval on the pay scale. •Employees receive COLA. PUBLIC SCHOOLS
Evaluation Timeline 11
Deadline
Task
By September 30th
•Employees and supervisors review employee evaluation system and deadlines
By Oct. 30th
•Initial conferences are held. •Each employee completes and submits an Individual Development Plan(IDP) to his or her supervisor
By Feb. 18th*
Midyear evaluation due
By June 1st
Supervisor submits goals data to the Office of Human Capital.
By one week before the last day of work for 10 month employees
Annual Evaluation due
*FOR SY2013-2014, MIDYEAR EVALUATIONS ARE DUE ON TUESDAY, F E B R U A R Y 1 8 TH G I V E N T H E P R E S I D E N T S D A Y H O L I D A Y .
BALTIMORE CITY
PUBLIC SCHOOLS
PSRP Annual Evaluation Overview SY 2012-13* 12
Overall, 97% of PSRP employees receiving an annual
evaluation earned an “Effective” or “Highly Effective” rating. Overall Rating “Developing”
Overall Rating “Effective”
Overall Rating “Highly Effective”
3%
31%
66%
Note: Earning a “Highly Effective” or “Effective” rating on the evaluation is equivalent to earning a “Satisfactory” based on contract language. * Reflects evaluation data as of 9/24/2013 and excludes manually-submitted paper evaluations. These percentages will change to reflect all evaluations, electronic and paper, once finalized.
BALTIMORE CITY
PUBLIC SCHOOLS
PSRP Evaluation Support 13
PSRP members and supervisors can access support documents on the
Human Capital website. http://www.baltimorecityschools.org/Page/22504 Training videos and support guides are available through the Teacher Student Support System (TSS). https://www.bcpss.org/webapps/login/?action=relogin Audience
Format
PSRP Members
•Online videos (TSS)
PSRP Supervisors
•Support guides (HC webpage)
BALTIMORE CITY
Topics •Purpose •Comparison (SY 12-13 v. SY 13-14) •Evaluation timeline •Evaluation process •Impact on compensation •Conferencing Checklist •Non-Teacher system (supervisors only) PUBLIC SCHOOLS
Next Steps…. 14
Visit the City Schools website
http://www.baltimorecityschools.org/Page/22504
Questions? Contact the Office of Human Capital
Sarah Orao, Manager-Evaluation and Training •
[email protected]
Jessica Papia- Training Specialist •
[email protected]
BALTIMORE CITY
PUBLIC SCHOOLS