Performance Evaluation

A. Policy. Performance evaluation is the continuing process of measuring employee's contribution to Life Essence Academy. The performance evaluation process: (1) provides the employee with the supervisor’s assessment of areas of strengths and those needing improvement in the performance of assigned duties; (2) allows the employee and supervisor to plan professional development activities; and (3) provides the supervisor with a formal process for feedback to and from employees. Performance evaluation will be the supporting data used for individual personnel decisions such as promotions, demotions, incentive awards and other recognition. It will also be used to plan group training, organizational restructuring and workforce expansion. Increases in compensation are not automatic and will be based in part on performance.

B. Evaluation. Each employee will be evaluated. Teachers will be observed/evaluated formally at least once per school year. If problems are observed, additional observations may be required. A first year teacher will be observed three times per school year. A second year teacher will be formally observed/evaluated once per school year. All teachers who have been teaching three years or more will be formally observed/evaluated once per year. The supervisor/Principal will use an evaluation checklist to document all formal observations.

Teacher Assistants will be formally evaluated at least thrice per school year by their immediate supervisor and others as may be appropriate.

C. Evaluation of Non-Teaching and Administrative Personnel.

The evaluation of Non-teaching and Administrative Personnel shall be accomplished thrice a year by their immediate supervisor. The supervisor shall regularly observe the performance of all employees under his/her supervision. Once every term, the supervisor shall complete a written evaluation of each employee under his/her supervision on a standard form to be provided to the Principal. In the event where problem areas are observed during the observation then additional observations will be required. An accurate and completed copy of the evaluation, dated and signed by the supervisor, shall be delivered to the employee in a private conference within three days of the evaluation date, The evaluation shall be signed and dated by the employee acknowledging only receipt at the time of the conference.

D. Performance Standards. Performance standards will be based upon the principal job elements set forth in the written Position Description and, where possible, written in measurable objective statements. Each supervisor will meet with staff within thirty (30) days of the beginning of each school year to review performance standards. New employees will review the performance standards with the supervisor within the first two (2) weeks of employment.

E. Deficiencies. A formal performance evaluation will be conducted when the immediate supervisor notes unsatisfactory work performance. Follow-up plans to improve performance will include specific actions needed to be performed by the employee, along with a timeline within which improvement should be noted.

F. Administration. The Principal will provide supervisors with performance evaluation forms for each employee in their areas of responsibility. Copies of the performance evaluation will be filed in each employee’s official personnel file.

G. Principal.. The Board is responsible for conducting annual evaluations for the Principal. The evaluation shall be based upon criteria taken from the job description. All evaluations will be discussed with the Principal in an executive session of a duly called meeting. The Principal will be given a copy of the written evaluation.

H. Employee Comments. Every performance evaluation form shall include space for comment by the employee. If the employee does not agree with the evaluation, a statement of non-concurrence can be included in the evaluation.