Annual Performance Evaluation Timeline/Process

For Supervisors
Performance appraisal forms and evaluation reference guides can be
accessed
on my279 (under HR/HR Forms)

SEPTEMBER/OCTOBER (prior to October 31st)

For AESPs and ESPs
Review employee history
Schedule meeting prior to October 31st to discuss goals identified at the final evaluation meeting
(held in May of the previous school year)
Review expectations of the position; encourage regular check-ins for clarification or guidance as
needed
Schedule mid-year progress update meeting (for AESPs) (January)
For Confidential Support, Equity (except Bilingual Assistants), Student Assistance
Counselors, Kidstop Instructors
Review employee history
Schedule meeting to discuss employees self-assessment and goals prior to October 31 st
Request employee to complete self-assessment, to bring to scheduled meeting
At meeting to be held prior to October 31st, conduct review of employees self-assessment, goals
and action plan; recommend any edits, if necessary (if edits are recommended, request a revised
copy be submitted to supervisor within one week after meeting)
Schedule mid-year progress update meeting, to be held in January
For Directors & Confidential Managers, General Counsel, Licensed Coordinators,
Management I-M, and School Executives:
Schedule fall performance appraisal meeting no later than October 31 st
Prior to fall meeting, review employee past performance history along with the newly submitted
employee self-assessment (Form A-1) and system leader goal planning guide (Form D-1)
Conduct fall meeting; review and discuss the employees self-assessment (Form A-1) and goal
planning guide (Form D-1) (if edits are recommended, request the employee submit any revised
form(s) to you within 1 week of the meeting
Schedule mid-year progress update meeting (January)
For Communications, Custodians, Food & Nutrition, Bilingual Assistants and RN/LPN:
(Reviews are completed every two years)
Review employee history
Review expectations of the position; encourage regular check-ins for clarification or guidance as
needed

Annual Performance Evaluation Timeline/Process

For Supervisors
Performance appraisal forms and evaluation reference guides can be
accessed
on my279 (under HR/HR Forms)

DECEMBER/JANUARY
For AESPs and ESPs
Schedule year-end (spring) performance appraisal meeting
For Confidential Support, Equity (except Bilingual Assistants), Kidstop Instructors, and
Student Assistance Counselors:

Employee to bring compiled information for review of goals/self-assessment initially

discussed in October;
Conduct mid-year progress update meeting with employee to discuss progress on goal
attainment and the domains
Schedule year end, (spring) performance appraisal meeting for the month of April

For Directors & Confidential Managers, General Counsel, Licensed Coordinators,

Management I-M, and School Executives:
Review employee goals/self-assessment received at fall meeting
Conduct mid-year progress update meeting with employee; discuss progress on goal attainment
and the 5 leadership domains
Schedule year end (spring) performance appraisal meeting no later than May 31st
For Communications, Custodians, Food & Nutrition, Bilingual Assistants and RN/LPN:
Schedule year-end (spring) performance appraisal meeting

Annual Performance Evaluation Timeline/Process

For Supervisors
Performance appraisal forms and evaluation reference guides can be
accessed
on my279 (under HR/HR Forms)

MAY
For AESPs and ESPs
Employee and Administrator complete separate evaluation forms and bring them to the annual
evaluation.
Professional Growth Goal for the Administrative Educational Support Professional form to be
completed at the annual evaluation (or to be discussed and handed back to Administrator within
two (2) weeks of the annual evaluation)
AESP and ESP employees will be entitled to step movement and/or career increments only upon
satisfactory job performance, as determined by the employees performance evaluation.
Employees who do not receive a step increase or career increment due to job performance shall
be eligible for such step increase or career increment the following January 1, pending a reevaluation that is satisfactory.
Send or deliver final performance appraisal document to Human Resources in confidential
envelope no later than May 31st
For Confidential Support, Equity (except Bilingual Assistants), Kidstop Instructors,
Student Assistance Counselors:
Prepare draft of performance appraisal
Conduct year end performance appraisal meeting with employee
Review and discuss; make changes if necessary
Sign performance appraisal and request employee to sign
Sign the Qualification for Salary Advancement or Stipend form (if applicable)
Make copy of all documents for employee and your records
Keep original Goal Planning Guide; send or deliver final, performance appraisal documents*
(Performance Appraisal and Salary Advancement form) to HR Coordinator in confidential
envelope no later than May 31st
*Note: System Leader Goal Planning Guide and Employees self-assessment are not submitted to
HR
For Directors & Confidential Managers, General Counsel, Licensed Coordinators,
Management I-M, and School Executives:
Prepare final performance appraisal (Forms A-2, Form B and Form C)
Conduct year end (spring) performance appraisal meeting with employee; review forms
completed by the supervisor (Forms A-2, Form B and Form C) and review the employees
completed reflection of goal accomplishment (Form D-2)
Request employee to sign performance appraisal (Form B) and supervisor signs Advancement or
Stipend (Form C)
Make copy of Forms A-2, Form B and Form C for employee and your records and submit original
forms to Human Resources in a confidential envelope attn: HR Coordinator
Keep original Employees System Leader Goal Planning Guide (Forms D-1 and D-2) for your
records; do not submit to HR

Annual Performance Evaluation Timeline/Process

For Supervisors
Performance appraisal forms and evaluation reference guides can be
accessed
on my279 (under HR/HR Forms)

For Communications, Custodians, Food & Nutrition**, Bilingual Assistants and RN/LPN:
Prepare draft of performance appraisal
Conduct year end performance appraisal meeting with employee
Review and discuss; make changes if necessary
Sign performance appraisal and request employee to sign
Make a copy of all documents for employee and your records
Send or deliver final performance appraisal document to Human Resources in a confidential
envelope no later than May 30th
**Food & Nutrition employees complete separate evaluation forms and bring them to their
annual evaluation