Skip to main content

Performance Evaluation

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.

More information: Evaluation process and resources by bargaining unit






All other staff

The performance evaluation process differs by bargaining unit — but there are some common elements for all City Schools staff members.

Individual development plan

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:

  • Specific performance and professional goals,
  • Activities aligned to and in support of achieving these goals.
  • Time frames, and
  • Measurable outcomes.

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.

Online tools
  • The Online Performance Management System (OPMS) is used for evaluations of all staff.

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.

Performance improvement plan

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.