Employee Evaluation Resource
The Unit I Employee evaluation models are designed to promote professional growth and enhance job performance. The comprehensive evaluation informs professional development to guide and support career decisions.
There are 2 evaluation models that Unit I members may be assigned to. Educators who are responsible for instruction on a regular basis will be assigned the Framework for Teaching (FfT) model. All other educators who do not provide direct instruction on a regular basis will be assigned the Standards for Excellence SFE model
All educators assigned the FfT Evaluation tool are evaluated annually on professional practice and student growth measures.
FfT Professional Practice (70 points) is determined through collecting evidence during formal observations, using Danielson’s Framework for Teaching Evaluation Instrument. The points assigned to each of the measures that make up the Professional Practice is listed below.
FfT Student Growth (30 points) is determined by collecting progress data from various student performance indicators. Student growth measures include one SLO and a Locally Selected Reading Assessment. Educator tenure status, teaching schedule, and observation cycle dictate the components of the evaluation.
The Standards for Excellence tool is a performance-based evaluation system used for continuous improvement of performance and accountability supporting the growth of educators. The comprehensive evaluation informs professional development and guides and supports career decisions. The evaluation system is based on the following professional standards:
Certain educators/specialists, depending on their classification or job responsibilities, who do not provide direct instruction to students, are evaluated using the Standards for Excellence (SFE) evaluation tool.
The SFE Evaluation is comprised of four Professional Practice standards. Each component is weighted equally in the final evaluation. Student growth is not a measure within the SFE Evaluation.
The Association of Supervisory and Administrative School Personnel (ASASP) evaluation system is designed to provide employees with an evaluation that enhances job performance and promotes continuous improvement and growth.
The redesigned school-based administrator evaluation model is a 70/30 model that is in compliance with the State.
The Professional Practice component comprises of 70% of the final evaluation based on the following Professional Standards for Educational Leaders (PSEL):
Standard 1. Mission, Vision, and Core Values
Standard 2. Ethics and Professional Norms
Standard 3. Equity and Cultural Responsiveness
Standard 4. Curriculum, Instruction, and Assessment
Standard 5. Community of Care and Support for Students
Standard 6. Professional Capacity of School Personnel
Standard 7. Professional Community for Teachers and Staff
Standard 8. Meaningful Engagement of Families and Community
Standard 9. Operations and Management
Standard 10. School Improvement
The Student Growth component comprises of 30% of the final evaluation. The 3 Progress Indicators (PI) aligned to the SMART Goals identified in the School Performance Plan (SPP) will be used to evaluate the Student Growth component.
The ASASP Units II and III non-school based evaluation tools are a performance-based appraisal system. The evaluation system is based on the following standards:
Non-Supervisor
Standard 1. Leadership
Standard 2. Productivity and Accountability
Standard 3. Decision-Making Strategies
Standard 4. Collaboration with Stakeholders
Supervisor
Standard 1. Leadership
Standard 2. Productivity and Accountability
Standard 3. Decision-Making Strategies
Standard 4. Collaboration with Stakeholders
Standard 5. Supervisory
2250/400 employees provide a wide range of support and services that are vital to the success of the school district. The 2250/400 evaluation tools are designed to promote the professional growth of this diverse employee group.
Prince George’s County Public Schools (PGCPS) is committed to implementing the support staff evaluation model in order to facilitate continuous improvement and thereby improve student achievement. PGCPS is working together with the bargaining units and other stakeholders to understand and enhance the way we measure effectiveness for all support staff. The evaluation model is based on the below vision.
Learn more about the people who work in the Office of Employee Performance.
Employee Performance Team