麻豆果冻传媒 ISD Staff Appraisals
The Office of Employee Effectiveness provides support for all employee appraisals in 麻豆果冻传媒 ISD.
Staff interested in resources related to any staff appraisal please . (Must be logged in using your AISD credentials.)
The Classified Appraisal Plan is used for both central-based and campus-based classified staff. All classified staff are appraised by their central-office supervisor or a campus administrator annually.
The Classified Appraisal Plan covers 11 areas:
- Quantity of Work,
- Quality of Work,
- Knowledge of Job and Equipment,
- Utilization of Materials and Equipment,
- Safety and Security,
- Campus/District Expectations,
- Dependability/Reliability,
- Communication,
- Resourcefulness,
- Cooperation, and
- Relationships.
Classified Appraisal Goal
The goal of the Classified Appraisal is to enable classified staff to grow professionally and achieve their individual professional goals.
Classified Appraisal Resources
Staff interested in Custodian Appraisal resources should You must log in using your AISD credentials.
A work group of counselors, campus administrators, and central office administrators was convened to develop an appraisal system that better reflected the work that counselors should be doing based on the ASCA (American School Counselor Association) model. As a result of this group鈥檚 work, the 麻豆果冻传媒 ISD Counselor Appraisal System was developed and implemented beginning in the 2018-2019 school year.
The Counselor Appraisal System covers 3 areas:
- Counseling Program,
- Professional Growth and Responsibilities, and
- Goal Setting.
CAS Goal
The goal of the Counselor Appraisal System is to value the counseling profession through promoting professional growth, encouraging timely, formative feedback, and incorporating multiple measures of success with the intent to align to the needs of the whole child.
CAS Resources
Staff interested in CAS resources should You must log in using your AISD credentials.
In the 2022-2023 school year, the Custodian Appraisal Plan was redesigned to incorporate a joint evaluation between district and campus custodian supervisors. Every custodian in 麻豆果冻传媒 ISD is evaluated annually on this plan.
The Custodian Appraisal Plan covers 12 areas:
- District Expectations
- Quantity of Work,
- Quality of Work,
- Knowledge of Job and Equipment,
- Utilization of Materials and Equipment,
- Safety and Security,
- District Expectations,
- Campus Expectations:
- Dependability/Reliability,
- Communication,
- Resourcefulness,
- Cooperation,
- Relationships, and
- Campus Expectations.
Custodian Appraisal Goal
The goal of the Custodian Appraisal is to enable custodians to grow professionally and achieve their individual professional goals.
Custodian Appraisal Resources
Staff interested in Custodian Appraisal resources should You must log in using your AISD credentials.
麻豆果冻传媒 ISD and the Librarian Appraisal Work Group, which consists of librarians, campus administrators, and Human Capital staff, revised the Librarian Appraisal System in the 2023-2024 school year to align with the multi-measure systems used to evaluate teachers, counselors, and campus administrators. The Librarian Appraisal System now includes a compensation component, in the form of a stipend, based on the overall final rating.
The appraisal covers 4 areas:
- Library Standards Rubric
- Professional Growth & Responsibilities
- Goal Setting
- School-wide Value-Added
LAS Goal
The goal of the Librarian Appraisal System is to provide alignment of the work of librarians, promote professional growth for all librarians, encourage more frequent, timely, and formative feedback, and to incorporate multiple indicators of success.
LAS Framework
The Librarian Appraisal System uses a final rating scale with 5 rating categories: Ineffective, Progressing, Effective, Highly Effective, and Distinguished. All components will be multiplied by the percentage numbers and added together for a final score that will fall along the final rating scale. Librarians will receive a final rating based on the total score.
Stipend Incentive
In order to recruit and retain effective librarians, AISD librarians are eligible to earn one-time stipends for an Effective or better final rating on their summative score.
Stipend eligibility and amount will be determined annually at the close of each evaluation cycle.
| Appraisal Final Rating | Standard | Title 1 | Enhanced |
|---|---|---|---|
| Effective | $500 | $750 | $1,000 |
| Highly Effective | $750 | $1,000 | $1,250 |
| Distinguished | $1,000 | $1,250 | $1,500 |
LAS Resources
Staff interested in LAS resources related to appraisals should You must log in using your AISD credentials.
This appraisal is used for most campus -based staff who are teachers, principals, assistant principals, or classified staff, such as Instructional Coaches and Project Specialists. All Campus NTPs are evaluated annually by a campus administrator.
The Campus NTP Appraisal covers five areas:
- Growth & Reflection,
- Collaboration & Contributions,
- Planning & Resources,
- Communication & Relationships, and
- Professional Standards.
Central-Based Non-Teaching Professionals/Non-Campus Administrators (Central NTP/Central NCA)
This appraisal is used for most central office-based staff who are not classified staff. All Central-Based Non-Teaching Professional and Non-Campus Administrators are evaluated annually by their central office supervisor.
The NTP/NCA Appraisal covers three areas:
- Growth & Reflection,
- Communication & Relationships, and
- Professional Standards.
Campus NTP and Central NTP/NCA Resources
Staff interested in Campus NTP or Central NTP/NCA resources should You must log in using your AISD credentials.
In order to build system alignment and create a culture of shared accountability, our Principal Supervisor Performance Review was created to evaluate principal supervisors, those who directly supervise campus principals, on effective, measurable practices and growth.
This multi-measure system includes a rubric aligned to the expectations of our AISD Leadership Framework, and the network score of campus-level student growth measures that are included in teacher, assistant principal, and principal evaluations.
Principal Supervisor Performance Review covers 4 areas:
- Principal Supervisor Standards Rubric
- Instructional Leader
- Talent Developer
- Executive Leader
- Culture Builder
- Compliance Rubric
- CIP.TIP Work
- Principal Coaching/Feedback Sessions
- 3 per campus per semester
- Campus Teacher Appraisal Completion
- Principal Supervisor Performance Target (PSPT)
- SMART Goal set by administrator
- Collaboration with Appraiser
- Based on network needs
- Student Growth Measures
- Network SWVA Measure
- Assigned campuses
- Actual vs Expected Growth
- Campus Network Scorecard
- Assigned campuses
- Campus/Level Specific
- Measures progress
- Network SWVA Measure
PSPR Goal
麻豆果冻传媒 ISD鈥檚 Principal Supervisor Performance Review (PSPR) was developed to support district leaders' understanding and support of the work of their principal supervisors in the Office of School Leadership. These standards are research-based and aligned to best practices of principal supervisors from across the nation, whose work has had a positive impact on school improvement. Within these standards, we aim to help district leaders assess their current performance and measure growth over time.
PSPR Appraisal Resources
Staff interested in PSPR resources should You must log in using your AISD credentials.