June 6, 2013

Employee Evaluations – Dos and Don’ts

By Dr. Ramiro Zuniga

Employee EvaluationsPart 2 of 2

In Part 1, I discussed specific practices that an administrator could use from the beginning of the evaluation process to the end. In Part 2, I will focus on practices to avoid before, during, and after the evaluation process.

Before

Employees should be made aware of the upcoming evaluations at least a week in advance. Administrators should, soon thereafter, provide each employee with the scheduled date and time of their respective evaluation conference. This will provide employees with enough time to consider points of discussion.

In preparation for completing the evaluation instrument, administrators should review email exchanges, memorandums, attendance reports, and other relevant documentation for each employee. Reviewing documentation collected since the previous evaluation allows an opportunity to better recall accomplishments and situations relevant to each employee.

Administrators should review an individual employee’s documentation and complete the evaluation process before proceeding to the next employee. This prevents the possibility of the administrator confusing facts or occurrences between employees.

Administrators also should be very aware of their personal emotional state. Completing an employee evaluation while angry or otherwise distracted could lead to an unfair evaluation that could be challenged and shown to be unsubstantiated.  Retaliation or attacking an employee must never be the purpose of any evaluation.

A final review of the completed evaluation instrument should be carried out in an effort to identify and correct grammatical or typographical errors. Comments should be reviewed for clarity.

During

Administrators should never be distracted during an evaluation conference. Great care should be taken to ensure that each employee receives the respect of being seen and heard throughout the entire discussion.

Body language should always reflect seriousness and engagement on the part of the administrator; otherwise the employee may be led to believe that the evaluation is simply a required exercise.

Interruption of an evaluation conference must be prevented except for the most urgent situations. An interruption, if one occurs, should be explained to the employee so that the employee understands the circumstances and doesn’t feel slighted.

Any comments offered during the evaluation conference should be limited to those documented on the evaluation instrument. Specific incidents or examples can be used to support comments; these should also be documented on the evaluation instrument. Patronizing comments must never be offered. The evaluation in its entirety should be genuine.

Under no circumstances should an administrator lose their composure. Administrators should expect that individual employees may question or disagree with their score. In all cases, the administrator should remain calm, acknowledge the employee’s position and continue the evaluation discussion. Changing a score as a result of an employee’s objections should be considered taboo by all administrators. After all, each evaluation should have been given due diligence as it was being scored.

After

After the evaluation, post-discussion comments should be restricted to thanking the employee for their cooperation in the evaluation process. If any employee refuses to sign their evaluation, administrators should ask another administrator to come in and sign the evaluation instrument as a witness to the employee’s refusal to sign. Details of the evaluation should never be shared with the second administrator.

Throughout this process, administrators should keep in mind that evaluations are to be based on facts and observations that are documented. It would be a disservice to themselves, their employees, and their districts to complete evaluations in any other manner.

 

Tags: , , , ,


Comments and Reviews
  1. Very helpful article, with lots of great suggestions (i.e., body language, focus, preparation). I believe others outside the field of education will also benefit from it.

    Posted by Annabel Hoffman on

Your email address will not be published. Required fields are marked *

*

Recent Posts

Understanding Micromanagement
January 29, 2015

Five Key Ed-Tech Questions for 2015
January 27, 2015

FETC 2015 Highlights: Chartiers Valley High School Celebrated for STEM Excellence
January 23, 2015

FETC 2015 Highlights: Florida Digital Memories
January 22, 2015

FETC 2015 Highlights: Jane McGonigal Encourages Educators to Use Gaming to Engage Students in Real-World Problem Solving
January 22, 2015


News

Sioux City Community Schools, Iowa, upgrades to the latest version of the eFinancePLUS financial and human resource management system
January 30, 2015

SunGard K-12 Education Announces Koa Hills Consulting as Premier Consulting Services Provider for BusinessPLUS Initiatives
January 28, 2015

Dickinson Independent School District, Texas, upgrades to the latest version of the eFinancePLUS financial and human resource management system
January 7, 2015

Centerville City Schools, Ohio, selects PerformancePLUS to analyze student performance and map curriculum
December 30, 2014

Northwest Tri-County IU5, Pa., selects the eSchoolPLUS student information system and the eFinancePLUS financial and human resource management system
December 22, 2014


Customer Success

Weslaco ISD Chooses eSchoolPLUS for Regulatory Support, End-User Experience
November 4, 2014

Lenawee Monroe Technology Consortium Shares Best Practices for Enterprise-Class Software Implementations
October 21, 2014

Upper Dublin School District Leverages Integrated Data for Excellence
August 26, 2014

Paramus Public Schools Builds a Data-Focused Culture
August 21, 2014

SunGard K-12 Education Celebrates Arkansas Department of Education, Arkansas Schools
August 8, 2014


Subscribe

Enter your email address:


Archive
  • January 2015 (14)
  • December 2014 (15)
  • November 2014 (16)
  • October 2014 (16)
  • September 2014 (7)
  • August 2014 (17)
  • July 2014 (17)
  • June 2014 (25)
  • May 2014 (16)
  • April 2014 (20)

  • Our best-in-class applications help districts across the country improve student achievement and increase efficiency. Sign up below to learn how to Lead without Limits in your district.

    Get More Info

    Latest Tweets

    Customer Quotes

    © SunGard 2002 – 2015