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PERFORMANCE  EVALUATION SERVICES
Evaluation Programs for Classified Personnel

Classified Personnel will undergo a formal evaluation at the end of the six-month probationary period and before being allowed to go into the informal evaluation program.  The District's Performance Evaluation System for Classified Personnel will be used by the immediate supervisor to conduct the formal evaluation. This system requires the supervisor and the person being evaluated to meet at least three times during the evaluation cycle. At the Initial Conference the goals and expectations for the year are delineated and clarified.  At the Mid-Year Conference, progress is assessed and at the end of the year Evaluation Conference the ratings on the 10 Standards and the final Evaluation rating are presented orally and in writing by the supervisor.

Employees and supervisors are required to develop remediation goals for any Standards rated as Needs Improvement. These goals can become part of the informal Goal-Based (GBE) Evaluation goals if the final Performance Evaluation Status is rated Needs Improvement.  If the person is rated Exceeds Expectations or Competent, Professional Growth Goals are set up for the GBE evaluation by having the employee recommend a goal for the year.  The goals for GBE must be approved by the supervisor.   If the final Performance Evaluation Status is Extended Evaluation, then a formal evaluation will have to take place the following year.

A person who successfully completes the formal evaluation is then placed on the Goal-Based Evaluation (GBE) for the next two years. The GBE evaluation requires that the supervisor and employee meet at the beginning of the year to determine an improvement or a professional growth goal to be completed that year.  The supervisor and the employee meet again at the end of the year to assess the completion of the goal.  This will be done for a cycle of two years.  At the end of the cycle the supervisor determines whether the employee can continue on another GBE cycle or needs to be put on formal evaluation.

Forms for both the Formal Evaluation and the GBE can be found in the downloads section of this site. For further information or concerns contact the Director of Classified Employee Services in Human Resource Services at 231-7418

Classified Personnel Formal Evaluation

Classified Personnel will undergo a formal evaluation at the end of the six month probationary period and before being allowed to go into the informal evaluation program.  The District's Performance Evaluation System for Classified Personnel will be used by the immediate supervisor to conduct the formal evaluation. This system requires the supervisor and the person being evaluated to meet at least three times during the evaluation cycle. At the Initial Conference the goals and expectations for the year are delineated and clarified.  At the Mid-Year Conference, progress is assessed and at the end of the year Evaluation Conference the ratings on the 10 Standards and the final Evaluation rating are presented orally and in writing by the supervisor.

Employees and supervisors are required to develop remediation goals for any Standards rated as Needs Improvement. These goals can become part of the informal Goal-Based (GBE) Evaluation goals if the final Performance Evaluation Status is rated Needs Improvement  If the final Performance Evaluation Status is Extended Evaluation then a formal evaluation will have to take place the following year.

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Classified Personnel Goal-Based (GBE) Evaluation

A person who successfully completes the formal evaluation is placed on the Goal-Based Evaluation (GBE) for a two year cycle.  The GBE evaluation requires that the supervisor and employee meet at the beginning of the year to determine an improvement or a professional growth goal to be completed that year.  The supervisor and the employee meet again at the end of the year to assess the completion of the goal.  This will be done for a cycle of two years.  At the end of the cycle the supervisor determines whether the employee can continue on another GBE cycle or needs to be put on formal evaluation.

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Classified Personnel Incentive Point Program

The Richland One Incentive Points Program is designed to encourage and reward classified personnel who take the initiative to participate in staff development activities that enhance their personal and professional development. The Office of Human Resource Services assists employees by processing and recording the points earned in District sponsored activities and approved outside activities.  In order to help all classified personnel employees understand the Incentive Points Program, the following summary is provided.

  1. The Professional Development Academy provides and supports staff development activities intended to assist departments, programs and schools to meet their goals and objectives and to help individuals become more successful in their jobs.
  2. Participation in the Points Program is voluntary.  Employees may start earning points as soon as they have completed their six (6) months probationary employment period.  Employees can only earn points for activities that take place outside of their work hours.  Activities that take place during work hours are considered on-the-job-training.
  3. One point is earned for every hour spent in a staff development workshop or course that is conducted by an instruction or facilitator and where successful completion can be documented.  No points can be earned for on-the-job-training, for attending meetings, for computer tutorials, for correspondence courses, for personal travel or for simply attending conferences, but points can be earned for the worshop(s) attended while at a conference.
  4. An employee becomes eligible for a salary increment after accumulating 120 points and fulfilling the employment time requirements.
  5. Employees hired before July 1, 1997, will continue to earn points and salary increments under the former criteria.  Employees hired on or after July 1, 1997, must be at Step 11 on the new salary schedule for three (3) years in order to receive the first salary increment.
  6. In order to earn the next four (4) salary increments, all employees must earn 120 points and have three (3) additional years of employment for each increment.
  7. Employees are responsible for submitting to the Office of Human Resource Services the documentation of successfully completed activities.  Employees should submit points only after accumulating the necessary points (120 points) to earn an increment.
  8. Employees must have their supervisor's approval before they can earn points by participating in out-of-district activities.  Approval forms can be obtained from this website.  The approval forms should be submitted to Human Resource Services with the other documentation after enough points have been earned (120 points) to receive a salary increment.
  9. Human Resource Services verifies the years of employment and notifies the employee about the salary increments.
  10. Salary increments become effective on July 1 after all requirements and time periods have been met and verified. 

The salary increments for 2002-2003 are:

  • Incentive 1=$682.46
  • Incentive 2=$1,134.85
  • Incentive 3=$1,134.85
  • Incentive 4=$1,134.85
  • Incentive 5=$1,134.85

For further information about the Classified Incentive Point Program contact Mack Ouzts in Human Resource Services at 231-7418 or email him at mouzts@richlandone.org .

 

Longevity Increases

Beginning July 1, 1990, longevity increases are granted for classified employees according to the following schedule:

  1. Employees having completed 10 continuous years of service will have a total of $100 added to their annual salary.

  2. Employees having completed 15 continuous years of service will have a total of $50 added to their $100 for a total of $150 added to their annual salary.

  3. Employees having completed 20 continuous years of service will have a total of $50 added to their $150 for a total of $200 added to their annual salary.

  4. Employees having completed 25 continuous years of service will have a total of $50 added to their $200 for a total of $250 added to their annual salary.

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