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iRubric: Support Staff Performance Evaluation rubric

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Support Staff Performance Evaluation Rubric to be used for Support Staff Evaluation Rubric Code: Q59CWX By tmcsweeney Draft Public Rubric Subject: (General) Type: (Other) Grade Levels: (none)

Support Staff Evaluation Rubric Rubric used to evaluate Civil Service Support Staff
	Exemplary 4 pts	Proficient 3 pts	Developing 2 pts	Ineffective 1 pts
1a. Attendance & use of time a. Starts work on time and consistently maintains a punctual daily work schedule; maintains regular attendance.	Exemplary Is punctual; never late or absent without good cause and always contacts supervisor; Utilizes work time in a highly responsible and productive manner.	Proficient Occasionally late or absent but usually with good reason and consistently contacts supervisor; Utilizes work time in a responsible and productive manner.	Developing Absent or late more than desirable. Absences and tardiness impact work performance; Does not report absences, tardies or variations of schedule to supervisor; Sometimes fails to utilize work time in a responsible and productive manner.	Ineffective Is chronically late or absent; fails to contact supervisor; Does not use work time in a responsible and productive manner.
1b.Attendance & use of time b. Organizes, prioritizes, and completes tasks effectively and in a timely manner.	Exemplary Excellent organizational skills, with a focus on developing and following effective routines and procedures, and on identifying priorities. Work is of excellent quality; production is exceptional; tasks are completed on or before deadlines.	Proficient Organizational skills are good, with procedures developed and followed for routine tasks. Tasks are prioritized. Work and production are average, with few errors, and are completed by deadline.	Developing Lacks organizational skills, even with some routine tasks. Requires regular supervision to develop and accomplish priorities. Deadlines are often not met.	Ineffective Work is not acceptable; Unable to prioritize; Seldom meets deadlines. Consistently requires supervision.
2a. Initiative Carries out responsibilities independently; assumes additional responsibility when appropriate.	Exemplary Self starter; anticipates, recognizes and meets demands and deadlines; Consistently stays focused on priorities. Utilizes available resources effectively. Makes suggestions for improving procedures or products.	Proficient Takes responsibility for assigned tasks and seeks additional responsibilities or tasks as appropriate; Maintains focus.	Developing Difficulty working independently. Has problems maintaining focus and completing assigned tasks; Seldom seeks additional tasks.	Ineffective Requires constant or direct supervision. Does not complete assigned tasks or focus on priorities. Does not take initiative.
2b. Initiative Recognizes problems and takes appropriate action to solve them.	Exemplary Anticipates problems, creates and implements appropriate and effective solutions.	Proficient Recognizes problems and suggests solutions. Modifies priorities to address problems.	Developing May recognize problems, but sticks to job routines. Does not report problems or suggest solutions.	Ineffective Does not recognize or take responsibility for reporting or solving problems.
2c. Initiative Takes opportunities for continual professional growth.	Exemplary Continually seeks out and takes advantage of opportunities for learning and professional growth. Views new challenges as learning opportunities.	Proficient Seeks out and takes advantage of opportunities for learning and professional growth.	Developing Rarely seeks and takes advantage of learning opportunities Professional growth is not a priority.	Ineffective Does not attempt to learn or grow professionally, Skills need to be updated.
3a. Service Cooperates with and assists the co-workers, employees in various agency locations, and members of component districts.	Exemplary Consistently demonstrates courtesy, tact, and discretion when interacting with others.	Proficient Demonstrates courtesy, tact, and discretion when interacting with people. Seeks to serve others in a positive manner.	Developing Not always courteous to others, and may convey an unhelpful or negative attitude in working with the supervisors, colleagues, employees or affiliates of the agency or members of component districts	Ineffective Is often uncooperative, unhelpful, and discourteous to the others.
3b. Service Establishes and maintains harmonious relationships with co-workers while supporting District goals.	Exemplary Consistently respects and is respected by co-workers; sensitive to feelings of others; is highly cooperative and helpful.	Proficient Gets along well with co-workers. Values positive working relationships while supporting District goals.	Developing At times has difficulty with relationships with co-workers, contributing to a negative or unproductive work environment.	Ineffective Consistently has difficulty when dealing with others.
4a. Communications Speaks clearly and effectively.	Exemplary Demonstrates strong, effective oral communications skills using clear, precise, and grammatically correct language in a confident and professional manner.	Proficient Demonstrates effective oral communication skills using clear and precise language.	Developing Is inconsistent or ineffective in the demonstration of oral communications skills.	Ineffective Lacks oral communication skills which makes completion of assigned duties difficult; many noticeable errors.
4b. Communications Conveys written information in a clear, precise, grammatically correct, and professional manner.	Exemplary Excels at providing written information that is clear, precise, grammatically correct, and professional.	Proficient Consistently conveys written information in a clear, precise, grammatically correct, and professional manner.	Developing Written information is frequently unclear, contains excessive errors, and may often be difficult to understand.	Ineffective Needs to improve quality of written information required for accomplishing job responsibilities.
5. Flexibility Responds appropriately to challenges, changes, and new situations.	Exemplary Consistently demonstrates willingness and ability to successfully adapt to changing demands.	Proficient Generally demonstrates willingness and ability to successfully adapt to changing demands.	Developing Somewhat reluctant or unable to adapt to change or challenges.	Ineffective Does not adapt to change well. Doesn't modify behavior in response to feedback.
6a. General Job Knowledge a. Understands personal role in fulfilling the functions of the specific job classification.	Exemplary Excellent, thorough understanding and application of job functions.	Proficient Good understanding and application of job functions.	Developing Some understanding of skills and job functions, but requires additional training and supervision.	Ineffective Lacks understanding of job functions. May be unwilling or unable to learn necessary skills.
6b. General Job Knowledge Understands and follows ESBOCES policies and procedures and state and federal mandates.	Exemplary Consistently understands and implements program and District policies and procedures; Makes accurate recommendations for action based on these policies and procedures.	Proficient Generally understands and implements program and District policies and procedures; Makes accurate recommendations for action based on these policies and procedures	Developing Fails to consistently base action on policies, procedures, or mandates.	Ineffective Demonstrates minimal regard for policies, procedures, or mandates. Does not follow expected requirements.
6c. General Job Knowledge Uses technology to fulfill job expectations and work efficiently.	Exemplary Continually seeks the most up-to-date information on technological developments; integrates technology as a tool.	Proficient Demonstrates the ability to use current technological knowledge and developments.	Developing Lacks a basic understanding of current technology and makes minimal use of computers. May avoid integration of technology applications.	Ineffective Knows little about technology and makes no apparent effort to learn. Lack of understanding affects job performance.
6d. General Job Knowledge Maintains confidentiality of privileged information.	Exemplary Consistently protects privileged information.	Proficient Protects privileged information.	Developing Cannot always be relied on to protect confidentiality. May not understand applicable policies.	Ineffective Fails to consistently maintain confidentiality.
6.1.a. Specific Job Knowledge Maintains accurate records; compiles information and produces accurate reports, documents, and correspondence.	Exemplary Independently maintains highly organized, effective record-keeping systems; analyzes information, and produces accurate reports, documents, and correspondence.	Proficient Maintains organized and effective record-keeping systems; analyzes information, and produces accurate reports, documents, and correspondence.	Developing Possesses only basic organizational record-keeping skills; reports, documents, and correspondence are sometimes inaccurate.	Ineffective Lacks organizational record keeping skills; reports, documents, and correspondence are consistently inaccurate.
6.1.b. Specific Job Knowledge Provides support services necessary to fulfill the mission of the unit or program.	Exemplary Independently provides necessary support services for program functions. Schedules events, enlists participation of appropriate people, and notifies those involved.	Proficient Provides necessary support for assigned functions.	Developing Has difficulty providing the necessary support for program functions. Needs assistance in utilizing appropriate resources.	Ineffective Fails to provide the necessary support for program functions. Does not seek assistance in utilizing appropriate resources.
7. Organization Creates effective systems to support efficiency and accuracy	Exemplary Independently develops and maintains systems to support efficient, accurate, and timely completion of tasks.	Proficient Is able to maintain existing systems to support efficient, accurate and timely completion of tasks.	Developing Has difficulty following or maintaining systems that support efficient, accurate and timely completion of tasks.	Ineffective Fails to follow or maintain a system or systems that support efficient, accurate and/or timely completion of tasks; reports, documents, correspondence are not completed efficiently, accurately and/or timely.
8. Problem Solving Engages in problem solving to improve efficiencies and to fulfill the objectives/goals of the department and/or program	Exemplary Consistently demonstrates willingness and ability to successfully problem solve. Independently takes action to identify problems and root cause, determine effective solutions, and make recommendations to appropriate administrator(s).	Proficient Occasionally engages in problem solving; will identify problem, make suggestions, and seek approval.	Developing Identifies problems or obstacles; will describe problem to supervisor or administrator. Will follow directive or implement solution after problem is resolved by others.	Ineffective Fails to identify problems or to bring problems or obstacles to the attention of others. Does not make his/her supervisor aware of existing problems. Does not take ownership for finding solutions.
9. Responsive to Supervision Responds to feedback from supervisor and implements suggestions/directives	Exemplary Consistently demonstrates willingness to improve and implement suggestions/directives made by supervisor. Response to constructive evaluations results in performance improvement.	Proficient Occasionally responds to suggestions/directives made by supervisor. Generally seeks to improve performance and response to evaluation frequently results in improved performance.	Developing Resists suggestions/directives made by supervisor. Response to constructive evaluation sometimes results in limiting actions only to exactly what is directed and a marked decrease in independent work.	Ineffective Fails to respond to suggestions from supervisor. Often does not follow directives. Response to constructive evaluation often results in diminished productivity or undesirable behaviors.

Keywords:

Support Staff Evaluation

Subjects:

(General)

Types:

(Other)

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