Transcript Document

West Valley-Mission CCD
Human Resources Department
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Objectives:
◦ Purpose of Evaluations
◦ Definitions
◦ Evaluation Documents
◦ Evaluation Cycles
◦ Contents of the Evaluation
◦ Immediate Supervisor Responsibility
◦ Human Resources
◦ Contact Information
◦ Questions
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To measure performance in an objective, unbiased manner; develop
individual plans for improvement based on agreed-upon goals, strengths
and weaknesses; evaluate growth and future career plans; encourage
continuing participation in professional development and identify growth
opportunities; and provide the opportunities for formal feedback.
Evaluations should encourage excellence by providing a written assessment
of work performance and should communicate performance standards to the
position and encourage growth and improvement.
Evaluations should reflect a constructive attempt to assess strengths and
weaknesses, and to suggest ways in which skills, relationships, and
professional knowledge can be enhanced.
Evaluations should reflect whether or not achievement of set goals/objectives
have been met and should also include the agreed-upon goals/objectives for
the next evaluation period.
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Educational Administrators (BP 7250)
◦ “Educational administrators are those who exercise direct
responsibility for supervising the operation of or
formulating policy regarding the instructional or student
services programs of the District.” - Reference Education Code
Sections 72411 et seq., 87002(b), and 87457-87460; Government Code Section
3540.1(g) and (m)
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Classified Administrators (BP 7260)
◦ “Classified administrators also have significant
responsibility for formulating District policies or
administering District programs other than the educational
programs of the District.” - Reference Education Code Section 72411;
Government Code Section 3540.1(g) and (m)
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Classified Employees (BP 7230)
◦ “Classified employees are those who are employed in positions
that are not academic positions. The employees and positions
shall be known as the classified service.” - Reference Education Code
Sections 88003, 88004, 88009, and 88013
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Confidential Employees (BP 7240)
◦ “Confidential employees are those who are required to develop
or represent management positions with respect to employeremployee relations or whose duties normally require access to
confidential information that is used to contribute significantly
to the development of management positions. The fact that an
employee has access to confidential or sensitive information
shall not in and of itself make the employee a confidential
employee.” - Reference Government Code Section 3540.1(c)
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Supervisors (Teamsters Local 856)
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Confidential Unit Employees
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District Peace Officers (Peace Officers Association)
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Classified Employees (West Valley-Mission Classified
Employees Association)
◦ Office, Technical & Business Services Unit – White Collar
◦ Operations & Support Services Unit – Blue Collar
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Administrative Evaluation Forms
◦ Located at http://www.wvm.edu > District Services >
Human Resources > Forms > Administrative
 Administrative Performance Review
 Administrative Performance Review Survey
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All Other Evaluation Forms
◦ Located at http://www.wvm.edu > District Services >
Human Resources > Forms > Classified
 Classified Employee Performance Evaluation
 Confidential Employee Performance Evaluation
 Police Officer Evaluation
 Supervisor’s Evaluation
Probationary Period
Served
Probationary Status
Eval(s)
Permanent Status
Eval(s)
Conditional Status
Eval
Administrators
Initial contract for 1 year
or less, depending on
date of hire
Annual
Annual
N/A
Supervisors
12 Months
5-Month Probationary
10-Month Probationary
Every other year
6-Month Probationary
Confidential
12 Months
4-Month Probationary
8-Month Probationary
Annually for first 3
years; then every other
year
N/A
WVMCEA
1 Year
5-Month Probationary
10-Month Probationary
Annually for first 3
years; then every other
year
6-Month Probationary
Peace Officers
12 Months after
completion of Field
Training Program
6-Month Probationary
11-Month Probationary
Every other year
N/A
Evaluation due dates are based on the employee’s hire and/or anniversary date
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Immediate supervisors should review the respective collective
bargaining agreement or unit handbook prior to completing
the evaluation, to be sure the intended comments/examples
are in compliance with contract language.
Immediate supervisors should communicate with employees
throughout the evaluation period so as to keep the lines of
communication open as well as to provide the employee with
ongoing feedback regarding performance of essential duties.
The evaluation content should accurately assess the
employee’s performance of essential duties – positive and
negative, during the evaluation period.
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Inclusion of negative performance issues in the evaluation,
must be in compliance with the collective bargaining
agreement language.
Overall “Needs to Improve” evaluations MUST include an
improvement plan and time period for the employee to
improve.
◦ Include expectations and/or objectives for the employee to meet
in order to improve
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The immediate supervisor is responsible for ensuring and/or completing
performance appraisals/evaluations for assigned staff in accordance
with collective bargaining agreements.
The immediate supervisor shall refer to the respective collective
bargaining agreement to identify the time and frequency of evaluations
for new and continuing employees. – AP 7150
If the position of the immediate supervisor is currently vacant or the
immediate supervisor is otherwise unable to complete the evaluation,
the next level supervisor is responsible for the completion of the
evaluation.
The immediate supervisor shall notify the employee of the evaluation
review meeting and, if a member of a bargaining unit, the employee’s
right to have a representative/steward at any step of the appraisal
process.
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If the employee chooses to have a representative, the immediate
supervisor should also have a representative present.
Following the evaluation review meeting, the immediate supervisor
should obtain the employee’s signature. The employee is signing as
evidence of his/her knowledge of its contents, not necessarily
agreement.
If the employee refuses to sign the evaluation, the immediate
supervisor should include a memo explaining why the signature was
not obtained.
Before submitting to Human Resources, the next level supervisor
also needs to sign the evaluation, confirming knowledge that the
evaluation was completed by the immediate supervisor. A copy of
the fully signed document should also be provided to the employee
for his/her records.
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Human Resources is responsible for coordinating and
administering the evaluation process.
Human Resources has developed a process, as a courtesy, to
notify supervisors of evaluation due dates.
◦ Initial hire: supervisors receive an email from HR with a copy of
the appointment letter and job description attached, and the
probationary period evaluation information – includes employee
name, evaluation type, evaluation period, evaluation due date, and
the link to the appropriate evaluation form online
◦ Upcoming evaluations: supervisors receive a “notification” email
which includes employee name, evaluation type, evaluation
period, evaluation due date and the link to the appropriate
evaluation form online.
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Once submitted, Human Resources will review the evaluation
for:
◦ Correct evaluation period
◦ Appropriate supervisor
◦ Content in compliance with collective bargaining agreements/unit
handbooks
◦ Inclusion of improvement plan (if applicable)
◦ All signatures obtained, including next level supervisor
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Human Resources will hold the evaluation for 10 working
days prior to filing in the employee’s personnel file.
◦ Allows employee to provide a response to the evaluation, to be
included in the file.
For Administrative Employees
For Classified Employees
Gloria Gutierrez
Rose Schultz
Human Resources Specialist
Human Resources Specialist
408.741.2171
408.741.2161
[email protected]
[email protected]