PSRP Eval Presentation 9 25 2013

1 Paraprofessional and School Related Personnel (PSRP) Evaluation Overview Dr. Kim Lewis Office of Human Capital Thursd...

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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

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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

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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

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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

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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

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Most often demonstrates the attributes of the indicator

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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

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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)

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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