The 2024-25 End-of-Year (EOY) evaluation window for Education Support Professionals is now open (April 7-May 23)!

Team Member Next Steps:

• Review the EOY Slide Deck or EOY Screencast
• Work with your supervisor to establish a timeline
• Complete and submit your self-reflection. Self-reflections are optional, yet highly encouraged.  
• Be prepared with your DPS ID# and your supervisor’s email address.
• After you submit your information, you and your supervisor will receive a copy of your self-reflection.

Manager/Evaluator Next Steps:

• Review the EOY Slide Deck or EOY Screencast
• Feel free to utilize the Best Practices Checklist resource
• Schedule time to meet with your employees individually in accordance with applicable bargaining agreements and timelines
• Invite your direct reports to complete a self-reflection form
• Draft EOY evaluation forms 
• Meet for the EOY conversation
• Submit EOY evaluations using this EOY Manager Evaluation Link

Need guidance with how to have an EOY conversation?  Watch this Screencast or Slide Deck.

It's time to host Mid-Year (MY) conversations with your Education Support Professionals (ESP)/Classified team members. Supervisors must complete an evaluation for each direct report and submit it to the Growth & Performance team by January 31, 2025.

Supervisors Next Steps:

• Review the Best Practices Checklist, Screencast, and Slide Deck.
• Schedule time to meet with your employees individually in accordance with applicable bargaining agreements and timelines.
• Invite your direct reports to complete a self-reflection.
• Draft MY evaluation forms. Ratings are not provided during mid-year.
• For those who set goals, now is a good time to review progress on goals.
• Meet for the MY conversation.
• Submit MY evaluations using this LINK.

Team Members Next Steps:

• Complete a self-reflection form (optional, yet strongly recommended).
• Connect with your supervisor for a mid-year evaluation conversation and discuss progress, personal development, and make adjustments to work/projects as needed.

We are excited to share a couple of updates to the Classified Reimagined Performance Evaluation!  

1. OPTION TO SET GOALS:  We have added the option for team members to set job specific goals to the evaluation form. Leaders now have the ability to require team members to set goals for the school year. In addition, a rating scale specifically designed for goals has been added. 
   • Classified Reimagined Goal Setting Guidance
2. EXISTING RATING SCALE UPDATE  While the rating scale is still focused on demonstration of performance factors, the descriptions of the ratings have changed slightly and the titles for each rating category have been updated to align with the LIFT, LEAD & LEAP performance evaluations (Not meeting, Approaching, Effective, Distinguished). 

The Classified Beginning-of-Year (BOY) window is now open (August - October 1st)! It’s time to host conversations with your Educational Service Providers (ESP)/Classified team members. 

Next Steps:   Schedule time to meet with your employees individually in accordance with applicable bargaining agreements and timelines. During the meeting:

• Review the team members job description

• Review the new Classified: Reimagined evaluation and process

• Discuss areas of focus for the most significant positive impact to the building or with populations served

• Discuss any growth areas for individual professional development

• Share the timing and processes for sharing feedback throughout the year in support of the employee's ongoing professional growth

Employees are evaluated on the following Performance Factors:

1. Job Knowledge
2. Quality/Effectiveness of Work; Operational & Organizational
3. Personal & Values
4. Communication; People & Culture
5. Teamwork; Community & Equity
6. Leadership; Vision and Strategy - applicable to managers of people only

Leaders have the option to require team members to set goals for the school year.  Team members may set 1-3 individual goals and it is a best practice for everyone on the same team to have the same number of goals.  Ensure the goals being set are S.M.A.R.T. and aligned to the Department’s priorities and the DPS Strategic Roadmap.  Use the goals section in this form to set and progress monitor goals and rate goals at End-of-Year.