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CENTRAL RIVERS AEA
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Employee Name:Supervisor Name:
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Service Area:Location:
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Rate each performance element according to the scale provided. Use the Comments section to further describe the employee’s strengths or areas for improvement if necessary. Indicate specific examples of job related behavior that support the ratings. This form is filed in the employee's personnel file in the Human Resources Office.
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Core Operating PrinciplesMeets ExpectationsMeets Expectations with ExceptionsDoes Not Meet ExpectationsEnd of Year Supervisor Assessment and Comments
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1. We utilize research and quality data in making decisions on services. Gathers, identifies and utilizes appropriate, research based evidence and data when making professional decisions. Inconsistently gathers, identifies and utilizes appropriate data research based evidence and data when making professional decisions. Rarely gathers, identifies and utilizes appropriate data research based evidence and data when making professional decisions.

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2. We engage in continuous improvement as a proactive, learning organization.Takes the initiative to positively and proactively solve problems.Solves problems as directed. Cannot solve problems independently.
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Willingly and positively accepts feedback about how to improve his/her job performance.Listens to feedback about his/her work but not always in a positive manner.Does not accept feedback about how to improve his/her job performance in a positive manner and is uncooperative in making improvements.
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Willingly and positively accepts change in process, procedure or duties as needed.Reluctantly accepts change in process, procedure or duties as needed and slow to put into practice.Does not accept change in process, procedure or duties as needed and does not put into practice.
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3. We foster quality relationships that promote trust, respect, collaboration, and communication.Fosters and demonstrates positive relationships with coworkers, supervisor, administration and LEA partners. Generally demonstrates positive relationships with coworkers and supervisor. Relationship issues are minimal and at times have required the intervention of a supervisor.Ongoing problems with relationships with coworkers and/or supervisor that require the intervention of the supervisor
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Collaboratively shares knowledge and expertise with others in your work assignment.Shares knowledge and expertise with others in your work assignment when encouraged.Is not collaborative in sharing knowledge and expertise with others in your work assignment even when requested. Prefers to work independently.
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4. We take pride in the quality of the work that we do and challenge each other to achieve our mission and goals.Work product is quality with minimal errors.Work product is acceptable with errors at times.Work product is often unacceptable and errors are common.
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Uses new technologies to improve work quality and efficiency.Needs encouragement to put new technologies into practice to improve work. Does not utilize new technologies to improve work even when directed to do so.
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5. We respect, promote, and support leadership, creativity, and diversity.Respects diversity and listens to new ideas. Generally respects diversity and creativity in people and ideas but some reminders are needed.Ongoing reminders are needed about respecting diversity and creativity in people and ideas.
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Willingly looks beyond what is preferable for himself/herself to what is best for the Agency and/or LEA partners.Looks beyond what is preferable for himself/herself to what is best for the Agency and/or LEA partners when encouraged to do so.Cannot or will not look beyond what is preferable for himself/herself to what is best for the Agency and/or LEA partners.
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6. We utilize our resources to provide effective, efficient, and equitable services.Eager to learn new ways to improve efficiency, productivity, and/or work environment.Sometimes reluctant to learning new ways to improve efficiency, productivity, and/or work environmentResistant to learning new ways to improve efficiency, productivity, and/or work environment.
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Work is completed within timeline given.Work is completed but sometimes not by timeline given; when timeline is not going to be met, supervisor is consulted.Work is often completed late; does not update supervisor on work completion.
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Knows how to prioritize work to effectively meet deadlines for both short and long term projects.Sometimes needs assistance on prioritizing work and meeting deadlines for both short and/or long term projects.Lack of prioritizing has caused work to be completed late and affected others’ ability to meet deadlines.
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Always provides equitable service to all stakeholders while carrying out the responsibilities of his/her job duties.Sometimes is inconsistent in providing service to all stakeholders.Does not provide equitable service to all stakeholders across the agency.
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7. We provide and engage in high quality professional development as we strive to become a high performing organization.Develops professional growth goal(s) which are based on at least one of the agency goals and reflective of the staff’s needed area(s) of growth. The professional growth plan is implemented and completed as planned or revised. Evidence regarding positive impact on practice is shared.Develops professional growth goal(s) which are based on at least one of the agency goals and reflective of the staff’s needed area(s) of growth. The professional growth plan is implemented and completed as
planned or revised with coaching. Evidence regarding positive impact on practice is
shared.		Develops professional growth goal(s) which are based on at least one of the agency goals and reflective of the staff’s needed area(s) of growth. The professional growth plan is not implemented and/or completed as planned or revised. Lacks evidence regarding positive impact on practice.
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Work BehaviorsVery few reminders are needed for the completion of daily, weekly, or monthly tasks.Periodic reminders are needed for the completion of daily, weekly, or monthly tasks.Inconsistent completion of daily, weekly, or monthly tasks.
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Minimal supervision is required for employee to be successful.Some supervision is required for employee to be successful and to be sure work is completed with quality and on time.Supervision with detailed direction is required for employee to be successful and to be sure work is completed with quality and on time.
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Confidential information is not left out at employee’s work station; FERPA/HIPAA rules are followed.Confidential information is sometimes left out at employee’s work station; FERPA/HIPAA rules are not consistently followed. Confidential information is frequently left out an employee’s work station; FERPA/HIPAA rules are not consistently followed.
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Demonstrates organizational strategies and skills that support retrieval and response to requests from supervisor, colleagues and stakeholders. Generally, organization skills and strategies are adequate for work production and response time. Lacks required organizational skills to perform efficiently and effectively in work environment.
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(For hourly employees): Notifies appropriate personnel of absences and follows rules for time clock. Few reminders were issued from supervisor.(For hourly employees): At times does not notify appropriate personnel of absences and/or submit leave within 24 hours of return to work. Warning received from HR.(For hourly employees): Frequently does not notify appropriate personnel of absences and/or submit leave within 24 hours of return to work. Pay was deducted due to repeat behavior.
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Leaves are filed prior to leave or within 24 hours of return to work.Leaves are often filed outside of the 24-hour expectation. Reminders are needed for employee to file leave requests.
Leave requests are frequently not filed prior to leave and reminders are necessary.
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Certified Staff: Works the hours required and needed to ensure the work is completed; the need for additional hours/days have pre-approval of the supervisor.Certified Staff: Generally works hours as determined by supervisor; sometimes works additional time without pre-approval of supervisor.Certified Staff: Does not follow consistently work hours as determined by supervisor; without pre-approval of supervisor.
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Classified Staff: Always work hours as determined by supervisor; and gets preapproval for any additional hours.Classified Staff: Generally work hours as determined by supervisor: sometimes works additional time without pre-approval of supervisor and/or without pay. Classified Staff: Does not consistently work hours as determined by supervisor and does consistently get preapproval of supervisor and/or without pay.
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Dress is professional and appropriate for job assignment. Dress is generally appropriate for the job assignment.Dress is not professional and appropriate for job assignment.
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Email/phone calls are responded to in 24-48 hours. Out of Office email messages/voice mail greetings are utilized as appropriate.Email/phone calls are generally responded to in 24-48 hours. Out of Office email messages/voice mail greetings are utilized sporadically.Email/phone calls are frequently not responded to in 24-28 hours. Does not use Out of Office messages for email or voice mail greetings.
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Personal phone calls/texts kept to a minimum and/or used only at break times. Phone is always on silent and used in appropriate locations.
Personal phone calls/texts at times distract from agency work. Phone tones are sometimes heard and/or phone is used in public areas of the agency such as the reception area.Makes and takes personal phone calls/texts throughout the day. Phone not set on silent and is used in public areas of the agency such as the reception area.
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CENTRAL RIVERS AEA
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Employee Name:Supervisor Name:
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Service Area:Location:
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Employee Signature (following spring conference)
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Date:
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The employee signature does not indicate agreement with the contents or outcome of this evaluation. It indicates only that the evaluation conference has occurred and that the supervisor’s evaluation of employee performance has been shared.
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Evaluator Signature (following spring conference):
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Date:
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This form is filed in the employee's personnel file in the Human Resources Office.
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