An Administrator's Guide to California Private School Law

Chapter 5 – Employee Evaluations

Now, with a relatively clear picture of performance expected and performance obtained, you are in a position to make your evaluation. Remember that the standards of performance you use should relate to the standards which have been communicated and with which the employee is familiar. Different types of jobs will have different types of expectations. For example, an employee who works in development may be required to provide specified deliverables at various intervals throughout the year, whereas teachers must deliver in multiple ways on a daily basis as they plan and teach their students.

LCW Practice Advisor

TWO: Communicate Goals & Expectations  In annual evaluation meetings  In other discussions  In discussions/documentation following classroom observations  In counseling meetings  In non-disciplinary and disciplinary memos  In staff meetings THREE: Observe Employee’s Performance  Establish routine method to observe  Observe all areas of employee’s performance  Establish method to monitor attendance and tardiness  Document observations  In supervisor’s file  In calendar  In electronic notebook  In memos  In counseling memos  In disciplinary documents FOUR: Ongoing Communication With Employee About Performance  Provide notice of needed corrections

 Throughout the year- NOT just in an annual performance evaluation  Be specific and clear

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