Classified Evaluation                                                                                                                        GCNB


Approved: 5-14-14
Reflective of Utah State Code R27-532 (Evaluation of Non-Licensed Public Education Employees)

 The Board recognizes the quality of Public Education can be improved and enhanced by providing a systematic, fair, consistent, and competent evaluation of classified employees and remediation of those whose performance is inadequate.The purpose of the evaluation system is to ensure that the best possible learning environment is provided to all students in the South Sanpete School District.


  1. Non-Licensed Public Education Employee (Classified Employee):
    A School District employee who is working in a position that does not require a Utah educator license. School districts typically refer to non-licensed public education employees as classified employees.
  2. Full-time Employee:
    Full time classified employees who works 30 or more hours a week or receives additional benefits, (insurance, sick leave, etc.).
  3. Part time Employee:
    An employee who is working less than 29.5 hours a week and is not receiving additional benefits.

Policy Statement:
South Sanpete School District wants qualified employees to have satisfying employment opportunities. This is achieved, in part, through a cycle of ongoing feedback on expectations of performance, setting goals for improvement, and appropriate training and remediation. All full-time classified employees will be evaluated annually. Part time classified employees may be evaluated on an as needed basis as determined by the administration. R277-532-3-F.

      The evaluation process should meet the following criteria:
        1. Recognize quality performance
        2. Value simplicity
        3. Based upon improvement, not fear of discipline
        4. Provide opportunity for open, honest communication
        5. Allow for prioritization of areas of improvement
        6. Provide information about resources to assist in identified areas of improvement
        7. Recognize improvement
        8. Provide measurable feedback on job performance standards

      Evaluation Process:
        Those who have direct-line authority will be conducting the evaluation with input from other supervisors.
                     Department                    Primary Evaluator                     Secondary Evaluator
                     Custodial                        Site Admin                               Supervisor
                     Cooks                             Immediate Supervisor              Site Admin
                     Transportation                 Transportation Supervisor         Site Admin
                     Technology                      Immediate Supervisor              Site Admin
                     Maintenance                    Supervisor                              Site Admin
                     Secretaries & Paras          Site Admin                              Supervisor

  1. All classified employees will have access to a copy of the evaluation provided at the time they are first hired. This document will be available on the District website.
  2. Evaluations are based upon ongoing performance during the year. If deemed necessary, a supervisor may request a formal supervisor evaluation and conference at any time.
  3. An evaluation conference, including goal setting, will be held before the end of each school year.
  4. If, as part of the evaluation process, there is a need for any type of remediation or discipline, a site administrator (or supervisor) will be involved in the evaluation conference.
  5. Employees will be provided a written signed copy of the completed document.
  6. Evaluations will be on file with the site administrator or supervisor.
  7. Employees have the right to respond to the evaluation in writing and have it placed with the evaluation.

Areas and Criteria for Evaluation:
The District shall identify areas and criteria for evaluation that are subject to change by the District administration based on the needs of the District. Employees will be notified of any changes, in the areas or criteria for evaluation, at least 90 days before the changes go into effect. The initial areas and criteria for evaluation are as follows:


  1. Demonstrates knowledge of position as specified on the job description and other duties as defined by supervisor.
           a. Understands job and related tasks.
           b. Understands purposes and methods for work performed.Has acquired required certifications and/or licenses (if applicable).

Performance of Skills:
Application of knowledge as specified on the job description and other skills as defined by the supervisor.

  1. Performs duties in an acceptable manner:
    a. Demonstrates competence in completing job functions.
    b. Accurate, neat and thorough in job tasks.
    c. Completes acceptable amount of work on schedule.
  2. Demonstrates good judgment/makes appropriate decisions:
    a. Demonstrates self-control – thinks before acting.
    b. Analyzes situations accurately.
  3. Adapts to change:
    a. Performs effectively in new situations.
    b. Adjusts to new scheduling and/or changes in schedules.
    c. Demonstrates willingness to learn new tasks and procedures.
    d. Demonstrates willingness to incorporate new ideas or methods.
  4. Organizes work and assignments effectively:
    a. Develops long-range plans in job assignments.
    b. Uses good judgment in use of supplies, materials, and equipment.
    c. Exhibits effectiveness in daily planning.


Interpersonal Relationships

  1. Interacts appropriately with staff, students, and patrons:
    a. Exhibits a positive approach toward students.
    b. Relationship with others is appropriate to job setting.
    c. Responds to student behavior concerns appropriately.
    d. Relates well with other members of school and district staff.
    e. Maintains student, family, and staff confidentiality.
  2. Works effectively with co-workers:
    a. Positive interaction with co-workers adds to successful completion of assignments.
    b. Understands job-related needs of co-workers.
    c. Understands contribution to total District effort.
  3. Communication:
    a. Seeks to clarify and confirm the accuracy of their understanding.
    b. Listens effectively.
    c. Makes oral and written communication clear and easy to understand.
    d. Informs supervisor as soon as employee is aware that they may be unable to meet an expectation.
    e. Seeks input from supervisor and/or co-workers.

Commitment to South Sanpete School District

  1. Observes work hours/attendance:
    a. Uses sick leave as outlined in District policy.
    b. Arrives at work on time and does not leave early without authorization, including lunch, breaks, etc.
    c. Provides reasonable notice when absent as outlined in District or department policies and procedures.
  2. Uses time effectively:
    a. Completes work on schedule (barring unforeseen disruptions).
    b. Carries out daily assignments.
    c. Prioritizes tasks well.
  3. Accepts accountability for the job:
    a. Employee is self-motivated.
    b. Sees a job through to completion.
    c. Takes responsibility for mistakes or failure.
  4. Demonstrates initiative:
    a. Identifies and corrects problems before they escalate into major issues.
    b. Often makes workable suggestions.

Professional personal appearance and grooming

Personal hygiene, grooming, and attire:
a. Appropriate to the work place and not disturbing to the educational environment.
b. Has a positive effect on work performance and safety requirements.
c. Does the employee dress accordingly to that function, if a uniform allowance is provided. (Cooks, Custodians)

Compliance to South Sanpete School District practices and policies

  1. Practices safe work habits:
    a. Maintains a safe environment in the work place.
    b. Follows safety procedures as prescribed by policy and common sense.
    c. Understands and follows safety guidelines associated with equipment, chemicals, and other supplies.
  2. Follows policies and procedures
    a. Demonstrates knowledge of District policies related to work assignments.
    b. Adheres to daily work guidelines, safety regulations, etc.
    c. Complies with school and District goals, policies, and procedures.

Evaluation Tool
      The current evaluation tools are forms GCNB-1 and GCNB-2.

Collaborative Improvement Plan
If an area on the evaluation tool is noted as unsatisfactory, an improvement plan will be developed by the employee and his/her supervisor, which will include a date for review of progress. The employee is responsible for implementing the improvement plan and taking advantage of any resources identified by the supervisor.

References: Utah Code R277-532 "Local Board Policies for Evaluation of Non-Licensed Public Education Employees (Classified Employees).

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