Employee performance evaluations are about improving what we do for students. A successful evaluation process is one where supervisors and staff members work together to identify how to do the best job possible and to grow as professionals who support strong outcomes for students.
Communities across Baltimore City have placed their young people and their trust in our district and in our schools. We recognize that our work and service on behalf of students and families has continued – and in many ways expanded – since March 2020, and we have seen much evidence of employees responding to challenges and leading from their seats in ways they may not have had the opportunity to show before.
We're committed to authentic employee evaluations, grounded by accurate observations of practice and meaningful feedback. We recognize the importance of each employee receiving feedback on their performance and impact and being recognized for the role they play in support of our students and families.
Therefore, wherever possible, employee evaluations will continue for this year. Employee evaluation forms and rubrics remain unchanged. In instances when performance data is not available for employees evaluated with an Effectiveness Framework, the remaining evaluation components will be reweighted as communicated at the start of the year.
Throughout April and May, City Schools staff and union partners discussed implementation of evaluations for the 2019-20 school year and have agreed to some adjustments related to the impact of evaluation ratings from this year, including those related to compensation.
Throughout this time and during performance discussions between supervisors and the professionals they support, we recognize that each team member may be navigating new and unique circumstances. Any end-of-year discussions should be another opportunity to acknowledge the humanity of our colleagues and help them feel supported and be successful.
You can find more information about evaluation and other impact information by clicking one of the employee group buttons below.
The performance evaluation process differs by bargaining unit — but there are some common elements for all City Schools staff members.
Leadership is an essential component of the district's blueprint for success, and all employees should use the performance evaluation process as a way to plan and document growth as professionals and leaders. An individual development plan is a useful tool in this process. The IDP describes the knowledge, skills, behaviors, attitudes, and interests an employee wants to develop to improve job performance. It includes specific goals, enabling activities, time frames, and outcomes.
Employees should develop an IDP early in the school year and come to an initial meeting with their supervisor in the fall to discuss it. For BTU employees, the initial planning conference takes place by October 15; for others (including PSASA), it happens by October 31. (Note that, if any deadline falls on a weekend or holiday, it moves to the next work day. Please refer to the information by bargaining unit — linked below — for specific details.)
City Schools values a collaborative culture of open professional practice where commitment to continuous improvement is the norm. An IDP can be a useful tool to help inform an employee’s career development in City Schools, by allowing employees to set, monitor progress towards, and assess attainment of professional goals aligned with employee roles and areas of specialization.
An IDP will include:
Employees should reflect on historical performance data, historical or current feedback, and opportunities to increase impact in role and/or to prepare for new responsibilities.
All supervisors should have access to the appropriate tool through the Employee Resource Portal (ERP). Supervisors must meet all evaluation deadlines, so they are advised to log in well before each deadline to confirm they can access the appropriate tools. For assistance, submit a service request through the HEAT portal.
The PIP is designed to help employees and supervisors determine areas for improvement and document the improvement and support process. Both the employee and evaluating supervisor can initiate a PIP at any time when an area for growth is noted. While the PIP should reflect consensus between the employee and supervisor, in cases where significant disagreement arises, the decision of the supervisor carries.