1 Paraprofessional and School Related Personnel (PSRP) Evaluation Overview Dr. Kim Lewis Office of Human Capital Thursday, September 25 th , 2013 B ALTIMORE C ITY P UBLIC S CHOOLS
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 B ALTIMORE C ITY P UBLIC S CHOOLS
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. B ALTIMORE C ITY P UBLIC S CHOOLS
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 B ALTIMORE C ITY P UBLIC S CHOOLS
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 B ALTIMORE C ITY P UBLIC S CHOOLS
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. B ALTIMORE C ITY P UBLIC S CHOOLS
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. Highly Effective Effective Developing Point Value 3 2 1 Consistently Most often Sometimes demonstrates the demonstrates the demonstrates the attributes of the attributes of the attributes of the indicator indicator indicator B ALTIMORE C ITY P UBLIC S CHOOLS
Components in the Individual Evaluation Cycle 8 There are three steps that all supervisors need to complete for the individual evaluation: Annual Initial Step 1: Initial Conference Evaluation Conference Supervisors upload forms by Oct. 30 th Step 2: Mid Year Review Supervisors hold conference with employee, upload forms, and submit ratings by Feb. 18 th 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. B ALTIMORE C ITY P UBLIC S CHOOLS
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. Highly Effective Developing Effective Evaluation Scoring Year Components Scoring Range Scoring Range Scoring Range (in points) (in points) (in points) Year 1 100% Individual Evaluation 90-70 69-50 49 and below 100% Individual Year 2 90-70 49 and Evaluation 69-50 below 85% Individual Evaluation 79 - 55 54 and below Year 3 106 - 80 15% Departmental Goals Note: Earning a “Highly Effective” or “Effective” rating on the evaluation is equivalent to earning a “Satisfactory” based on contr act language. B ALTIMORE C ITY P UBLIC S CHOOLS
Evaluation Impact on Compensation 10 Compensation is linked with employee evaluations as outlined below: Annual Evaluation Rating Impact on Compensation Highly Effective or Effective • Employees are eligible to move one interval (equivalent to “satisfactory or better” on the pay scale. in contract) • Employees receive any cost-of-living adjustment (COLA). Developing • Employees do not move along the pay scale. (equivalent to “unsatisfactory” in • Employees receive COLA. contract) No Evaluation Completed • Employees are deemed to be “effective” and eligible to move one interval on the pay scale. • Employees receive COLA. B ALTIMORE C ITY P UBLIC S CHOOLS
Evaluation Timeline 11 Deadline Task By September 30 th • Employees and supervisors review employee evaluation system and deadlines By Oct. 30 th • Initial conferences are held. • Each employee completes and submits an Individual Development Plan(IDP) to his or her supervisor By Feb. 18 th* Midyear evaluation due By June 1 st Supervisor submits goals data to the Office of Human Capital. By one week before Annual Evaluation due the last day of work for 10 month employees * 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 . B ALTIMORE C ITY P UBLIC S CHOOLS
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 Overall Rating Overall Rating “Developing” “Effective” “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. B ALTIMORE C ITY P UBLIC S CHOOLS
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 Topics • Purpose PSRP Members • Online videos (TSS) • Comparison (SY 12-13 v. SY 13-14) • Evaluation timeline PSRP • Support guides • Evaluation process Supervisors (HC webpage) • Impact on compensation • Conferencing Checklist • Non-Teacher system (supervisors only) B ALTIMORE C ITY P UBLIC S CHOOLS
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 • Sorao@bcps.k12.md.us Jessica Papia- Training Specialist • JEPapia@bcps.k12.md.us B ALTIMORE C ITY P UBLIC S CHOOLS
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