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DP312 – Evaluation of Education Support Professionals

  • Effective: 7/11/1974
  • Revision: 8/2/2011
  • Reviewed: 12/10/2013
  1. Board Directive
    The Board recognizes the need for periodic evaluation of all District personnel.  This evaluation shall be conducted by each employee's immediate supervisor.  The primary purpose of the evaluation shall be to assist each employee to improve his/her performance in his/her individual assignment.  The Board delegates the responsibility for the evaluations of education support professionals to the Administration.
  2. Administrative Policy
    The following provisions shall be used for administering the evaluation policy:

    1. The purposes of the evaluation are:
      1. to assess and improve the personal and professional growth of each employee and thus insure a higher quality of service, and
      2. to provide a basis for necessary administrative decisions.
    2. The Jordan Education Support Professionals Evaluation System (JESPES) is the District’s tool for conducting evaluations of contract education support professionals.
    3. Evaluation is an ongoing process.  Suggestions and constructive criticism should take place whenever the need arises.  Written evaluation forms shall be completed for all first year provisional education support professionals prior to the end of each six-month period of the first year.  Beyond the first year of employment, contract education support professionals shall be evaluated annually, or more often if deemed necessary by the principal or administrator.
    4. An essential part of the evaluation is a conference between the contract education support professional and his/her immediate supervisor.  The purpose of the conference is to review areas of commendation or areas of concern and suggest goals for improvement.  Following the conference, the contract education support professional shall sign the evaluation form indicating that a conference had been held and the evaluation form had been reviewed with him/her.  Signing the form does not necessarily indicate agreement.
    5. This evaluation shall be completed and one (1) copy shall be sent to the Human Resources Specialist, one (1) copy retained by the immediate supervisor, and one (1) copy given to the contract education support professional.  No changes in this evaluation will be made after the conference unless mutually agreed upon by the supervisor and employee.
    6. If the District intends to terminate a contract during its term or discontinue a contract education support professional’s contract beyond the current school year for reasons of unsatisfactory performance, the unsatisfactory performance must be documented in at least two (2) evaluations conducted at any time within the preceding three (3) years.
    7. Expunging items from records of education support professionals
      1. Employees may request to have a memorandum expunged from their individual employee files under the following conditions:
        1. Five (5) or more years have elapsed since the memorandum was placed in the file.
        2. The employee's work performance has been satisfactory from the time the memorandum was placed in the file.
        3. The employee's immediate supervisor and Human Resources Department administrator agree to the expungement.
      2. Evaluation reports and other items which are part of the permanent employee record shall not be expunged.
      3. Probation reports and negative evaluations older than five (5) years with no repeat violation as defined by DP 316B—Orderly Termination Procedures - Educational Support Professionals, shall not be considered in employee eligibility for promotion or transfer.