Performance Development Plan
ESD 113 adopted the Performance and Development Plan (PDP) for three purposes:
- To facilitate performance planning and development activities.
- To provide feedback during and at the end of the performance period.
- For the 90-day evaluation of new employees.
- PDP Instructions
- PDP Core- For employees who are not supervisors
- PDP Core Competency Rubrics
- PDP Leader- For employees in supervisory roles
- Leadership Competency Rubrics rubrics
Within 90 days of Hiring
- Complete a 90-day evaluation of the new employee using the PDP form.
- Submit the original signed form to HR for the personnel file.
October 31 - Beginning of Assessment Period
- Supervisor drafts Part 2, Performance Goals and Expectations and Part 3, Training and Development Needs/Opportunities.
- Employee and supervisor meet to discuss the upcoming year; review the job description and core competencies; modify performance goals and expectations and training and development needs/opportunities the employee will focus on throughout the year.
- Supervisor may use Part 4 to enter comments.
- Employee and supervisor discuss and document organizational support needs in Part 5.
End of February - Check-in Meeting
At least one check-in meeting is due by the end of February. Check-in meetings are brief conversations between employee and supervisor to discuss progress toward goals and development needs. One to two check-in meetings per year are recommended.
August 31 - End of Assessment Period
- Supervisor assesses competencies outlined in Part 1.
- Employee and supervisor meet to discuss core competency assessment ratings and end of assessment period outcomes.
- Supervisor enters comments summarizing the year in Part 4.
- Acknowledgment signature are obtained in Part 6.
- The original is sent to Human Resources and the supervisor and employee each get copies.
- A new performance cycle begins.
If you identify areas of deficiency in the employee's PDP, talk to the HR department for guidance on developing a performance improvement plan.
One of the core goals of the ESD is "Grow Our People." Professional development should be linked to the goals developed in the PDP.
There are a number of opportunities for employees to receive professional development.
Training opportunities through ESD 113:
- Employees can also search for professional learning opportunities on pdEnroller.
- Our ESD has an account on Hoonuit.com that allows employees to take technology-related courses online at their own pace. Contact ITHelp for account information.
- The state of Washington Department of Enterprise Services (DES) offers a wide variety of classes and professional certification programs. Contact DES to request space in a training.
- SPSCC offers a variety of classes and certificate programs through their Corporate and Continuing Education program.
Remember to work with your supervisor to identify trainings that will be helpful in your success here at the ESD.
The research on engagement supports what most of us already know intuitively: employees are more engaged when employers value their contributions and communicate that value in specific, visible ways. Engagement matters because engaged employees are more productive workers.
There are a number of ways to acknowledge employees:
- Appreciation – Focused on the person, and connects to who they are and how they contribute to the workplace.
- Recognition – Often spoken or written acknowledgment of an individual or a team effort or result.
- Rewards – Usually tangible and used to motivate employees to work toward a specific result or the "prize" at the end of the performance.
Some of the attributes of effective acknowledgment are:
- Genuine – Expressing sincere gratitude makes recognition effective.
- Short – It should take less than a minute to get your point across.
- Specific – Specific supports competence. Vague statements are uninspiring.
- Timely – Waiting shows the acknowledgment wasn't a priority.
- Meaningful – Acknowledging people for things they see as insignificant misses the mark.
- Inclusive – Over time, no one is left out or singled out.
- Frequent – Acknowledge often, but not predictably.
Employees vary in the way they like to receive recognition. While some may like a very public recognition of their work, others would find that embarrassing and would prefer a discreet hand-written note. You don't have to guess what each person likes — just ask them! Use the Recognition Profile to survey your employees and learn about their preferences.
Post good news on ESD 113's Workplace page — be sure to include a photo, if possible! Posts with photos get much more attention! (You do not need a Facebook account to have a Workplace account.) The Communications Department will then share that news on the ESD's Twitter and Facebook accounts.
ESD 113 recognizes employees for their years of service. Service awards are given after 5 years and every 5 years thereafter. The HR department tracks the years of service and will contact employees to choose the reward they want. Service awards are given at the annual all-staff meeting in September.
The superintendent recognizes employees or departments that have made a significant contribution at the monthly Board Meetings. Contact your executive team member or the superintendent if you have an employee or department that you would like to recommend for recognition.