An Administrator's Guide to California Private School Law

Chapter 5 – Employee Evaluations

To have an effective performance evaluation meeting, the supervisor will need to adequately plan and prepare. To be completely prepared for this meeting, the supervisor should set aside time to review all necessary documents, which may include past performance reviews, written classroom observations, the supervisor’s notes or files, written documentation given to the employee addressing performance deficiencies, any written commendations, and job performance standards. Pay particular attention to any job-performance discussions and/or counseling that occurred during the review period. Factors to be considered in planning the meeting with the employee include:  Should the employee’s “areas of strength” be further developed?  What should be done about weak points?

 Is additional or specified professional development needed?  Is specific training, job instruction, or mentoring needed?  Do you wish to warn the employee? Should it be done orally or in writing? Should you do it or should it be done by your supervisor?

Whatever you decide to do, it will be necessary to talk with the employee. Plan and practice what you intend to communicate to the employee in this meeting. Anticipate objections, concerns, emotion, and possible excuses the employee may offer, and practice how you will respond to them. Generally, commence the meeting with a review of performance strengths and successes, and follow with a discussion of performance concerns and areas that need improvement. The employee must understand what level of performance he or she is expected to meet. If improvement is needed, make plans for bringing about the necessary changes, and establish a timeline within which an employee must demonstrate that improvement. F OLLOW -U P : I F I MPROVEMENT I S N EEDED Evaluations addressing areas where improvement is needed should include a plan for achieving that improvement.  Follow-up plans must be carried out. Section 8

 Offer or provide resources, such as training or mentoring where appropriate.  Records must be kept to determine if the employee has met the required level of performance.

 Follow-up evaluation must occur within the time specified.  Evaluation must follow all school policies and procedures.

An Administrator’s Guide to California Private School Law ©2019 Liebert Cassidy Whitmore 145