Dr. Kim Lewis Office of Human Capital Thursday, September 25 th , - - PowerPoint PPT Presentation

BALTIMORE CITY PUBLIC SCHOOLS

Paraprofessional and School Related Personnel (PSRP) Evaluation Overview

• Dr. Kim Lewis

Office of Human Capital Thursday, September 25th, 2013

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BALTIMORE CITY PUBLIC SCHOOLS

Background

 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

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BALTIMORE CITY PUBLIC SCHOOLS

Performance Management Philosophy

 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.

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BALTIMORE CITY PUBLIC SCHOOLS

PSRP Employee Feedback from Focus Groups

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

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BALTIMORE CITY PUBLIC SCHOOLS

Terminology

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 Core Competencies identify the “what” of

performance management; they describe the categories

• f performance

 Indicators of Performance identify the “how” of

performance management; they describe the behaviors

• f 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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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

 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.

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

 Supervisors upload forms by

• Oct. 30th

 Step 2: Mid Year Review

 Supervisors hold conference with

employee, upload forms, and submit ratings by Feb. 18th

Initial Conference Mid Year Review Annual Evaluation

 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

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Year Evaluation Scoring Components Highly Effective

Scoring Range (in points)

Effective

Scoring Range (in points)

Developing

Scoring Range (in points)

Year 1 100% Individual Evaluation 90-70 69-50 49 and below

Year 2

100% Individual Evaluation 90-70 69-50 49 and below

Year 3 85% Individual Evaluation 15% Departmental Goals 106 - 80

79 - 55 54 and below



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.

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

 Compensation is linked with employee evaluations as

• utlined below:

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Annual Evaluation Rating Impact on Compensation Highly Effective or Effective

(equivalent to “satisfactory or better” in contract)

• Employees are eligible to move one interval
• n the pay scale.
• Employees receive any cost-of-living

adjustment (COLA). Developing

(equivalent to “unsatisfactory” in contract)

• Employees do not move along the pay scale.
• Employees receive COLA.

No Evaluation Completed

• Employees are deemed to be “effective” and

eligible to move one interval on the pay scale.

• Employees receive COLA.

BALTIMORE CITY PUBLIC SCHOOLS

Evaluation Timeline

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

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* F O R S Y 2 0 1 3 - 2 0 1 4 , M I D Y E A R E V A L U A T I O N S A R E D U E O N T U E S D A Y , F E B R U A R Y 1 8 T H 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*

 Overall, 97% of PSRP employees receiving an annual

evaluation earned an “Effective” or “Highly Effective” rating.

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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

 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

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Audience Format Topics PSRP Members PSRP Supervisors

• Online videos (TSS)
• Support guides

(HC webpage)

• Purpose
• Comparison (SY 12-13 v. SY 13-14)
• Evaluation timeline
• Evaluation process
• Impact on compensation
• Conferencing Checklist
• Non-Teacher system (supervisors
• nly)

BALTIMORE CITY PUBLIC SCHOOLS

Next Steps….



Visit the City Schools website



http://www.baltimorecityschools.org/Page/22504



Questions? Contact the Office of Human Capital

 Sarah Orao, Manager-Evaluation and Training

• Sorao@bcps.k12.md.us

 Jessica Papia- Training Specialist

• JEPapia@bcps.k12.md.us

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