Human Resources
- Human Resources
- We're Hiring
- Background Checks / Fingerprinting
- Employee Handbook - pdf
- Collective Bargaining Agreements
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Compensation
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Cleveland Teachers Union (279)
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Class Size Overage Information
- First Quarter Interim Progress Report Marking Period
- First Quarter Grade Report Marking Period
- Second Quarter Interim Progress Report Marking Period
- Second Quarter Grade Report Marking Period
- Third Quarter Interim Report Marking Period
- Third Quarter Grade Report Marking Period
- Fourth Quarter Interim Report Marking Period
- Continuing Contract Information
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Class Size Overage Information
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Cleveland Teachers Union (279)
- Employee Benefits
- Employment & Income Verification
- Employment Opportunities
- Leave of Absence/ADA
- Leaving the District
- Licensure (Certification)
- New Educator Portal (*new)
- Performance Management
- Position Control
- Substitute Center
- Who to Contact
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PD&E End-of-year Evaluation
The PD&E End-of-year Evaluation (EOY) is a time to review goals and progress over the course of the year. Employees should self-evaluate and managers will also assess employees on their goals and decide upon a final overall rating for the year. The EOY must be complete by June 21, 2019.
Final ratings are either Accomplished, Skilled, Developing, or Ineffective. Each of these ratings describes a level of performance that should be used consistently by managers across CMSD.
Accomplished
Makes exceptional contributions on both the functional and enterprise levels. Consistently demonstrates a high degree of skill and mastery across all competencies. Exemplar of CMSD culture, aspirational norms, and desired behaviors. Independently demonstrates cross functional leadership.
Skilled
Makes significant contributions on the functional level. Consistently accomplishes goals and meets expected outcomes and may sometimes exceed.
Developing
Performance is sometimes below expectations. Key goal(s), deadline(s), or accomplishment(s) may be at risk of not being met.
Ineffective
Performance is often or consistently below expectations. Key goal(s), deadline(s), or accomplishment(s) missed. Immediate and significant performance improvement is required
Steps in the Process:
- Employee self evaluates on goals and requests feedback
- Manager reviews feedback and evaluates on goals
- Manager assigns final rating and discusses with employee
- Employee reviews manager feedback and acknowledges
- Manager acknowledges