Staff evaluations must be handled carefully by all organizations, but in schools, there is often an added layer of visibility that requires particularly skillful handling of evaluations. In K-12 institutions, administrators may handle staff evaluations, but many parents have a vested interest in how well their children's teachers are teaching. Honest evaluations with supporting documentation are essential for staff evaluations in schools.
Some aspects of staff evaluations are very similar to evaluations in businesses and other organizations. Employees have standards and goals to meet, and administrators must conclude whether employees meet standards and reach goals, based on evidence that supports those conclusions. Improving the evaluation process requires knowing what to avoid, what is required of you, and how to protect your organization and your employee with proper documentation. Knowing What Not to Do Is Important In school systems, there is no room for dishonest evaluations. Rating a poor performer as "satisfactory" (or rating an excellent performer as "satisfactory") can both bring unexpected consequences. Written evaluations must be honest, yet must be written knowing that others could read them later. If you use numerical ratings in staff evaluations, you should also include commentary. This helps each employee know exactly where he or she is excelling and what needs improvement. Don't lose or throw out supporting documentation, regardless of whether it's a glowing or scathing evaluation. Supporting documentation is essential should questions be raised about staff evaluations later. Dishonest or misunderstood appraisals can, in worst cases, result in complaints of discrimination or harassment. If layoffs occur based on numerical rankings without commentary to elucidate those rankings, you could face complaints. If any staff member is affected by the Family and Medical Leave Act (FMLA) or Americans with Disabilities Act (ADA), make sure to that effect is included in the staff evaluation. Those who perform staff evaluations must stay apprised of state or federal laws that apply. Infractions of these laws can get you into trouble with state or federal authorities, and could expose you to litigation as well. They must also understand federal laws prohibiting discrimination based on protected class (such as race, color, sex, age, national origin, disability, religion, or pregnancy). Many states and municipalities have additional nondiscrimination laws that may add protected classes, and your administrators must understand these laws so as not to run afoul of them. Policies must be applied consistently because you could be legally liable if employees aren't all held to the same standards of conduct.
