In the landscape of employment within the Los Angeles Unified School District, the PC 80 22 form serves a vital role in ensuring the performance of Permanent Unit D Classified Employees is systematically assessed. This comprehensive evaluation tool covers an array of performance indicators including attendance, work product quality and quantity, work habits, relations with others, and additional job-related factors, aiming to provide a holistic view of an employee's contribution to their designated work environment. The form requires evaluators to document performance by marking whether an employee exceeds, meets, or falls below standards across these varied domains. Designed to foster a transparent and constructive dialogue between supervisors and their staff, the PC 80 22 form mandates a review process wherein employees are not only apprised of their performance but are also given the opportunity to respond to the evaluation. This process highlights the importance of mutual understanding and dialogue in the pursuit of professional growth and development. Furthermore, it includes provisions for addressing discrepancies in job classification, thereby ensuring that employees’ duties align with their assigned roles. Implicit in the form's structure is a commitment to fair and informed assessment practices, recognizing the importance of prior notification and the opportunity to remedy substandard performance. Overall, the PC 80 22 form embodies a structured approach to performance evaluation, emphasizing accountability, continuous improvement, and the alignment of individual performance with broader organizational goals.
Question | Answer |
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Form Name | Pc Form 80 22 |
Form Length | 2 pages |
Fillable? | No |
Fillable fields | 0 |
Avg. time to fill out | 30 sec |
Other names | JOBIdentify, dependability, deficiencies, H-260 |
LOS ANGELES UNIFIED SCHOOL DISTRICT – PERSONNEL COMMISSION
PERFORMANCE EVALUATION FOR PERMANENT UNIT D CLASSIFIED EMPLOYEES
(Please read the instruction on the other side before completing this form.)
Full Name (Las Name First) |
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Employee Number |
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Job |
Title (Assigned Class) |
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Name of |
W ork Location |
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Report |
from _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ |
to _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ |
indicate time period |
during which |
employee is |
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is being |
evaluated. |
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1 . |
ATTENDANCE: |
Note the number |
of hours absent |
each |
day during the past year, excluding religious holidays of the |
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employee’s faith, |
vacations and |
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school |
holidays or |
recesses. |
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Pay Period |
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1 st |
W eek |
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2 nd W eek |
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3 rd W eek |
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4 th W eek |
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Subtotals |
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Pay Period |
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M |
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T |
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W |
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F |
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M |
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T |
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W |
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F |
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T |
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W |
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W |
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F |
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First |
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Second |
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Third |
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Fourth |
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Fifth |
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Sixth |
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Seventh |
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Eighth |
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Ninth |
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Tenth |
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Eleventh |
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Twelfth |
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Thirteenth |
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Comments: |
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Total Hours Absent |
_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ |
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Exceeds Standards
Meets Standards
Below Standards
2 . W ORK PRODUCT
If “Below Standards” is checked,
see Paragraphs 5 & 6 on the reverse side.
Quality of W ork
Quantity of W ork
£ £ £
£ £ £
Consider job knowledge, job- related judgment, thoroughness, neatness, skill level, employee workload, output volume, the extent to which work schedules and established priorities of work assignments are met .
3 . W ORK HABITS
Consider dependability, punctuality, and ability to comply with instructions, and the ability to work without close supervision.
£ £ £
4 . RELATIONS W ITH OTHERS
Consider attitude towards and acceptance by other employees, supervisors, school- based personnel, students and the public.
£ £ £
5 . ADDITIONAL
Identify critical job factors not considered above.
£ £ £
6 . OVERALL W ORK PERFORMANCE
£ £ £
7 . |
CLASSIFICATION OF POSITION: |
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Are the assigned job duties within |
the scope of the classification? If in doubt, |
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Yes |
No |
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Review |
class description. |
If either |
indicates No”, attach a statement of the |
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Supervisor |
£ |
£ |
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Out - of- class duties to a copy of this form and send it to the Personnel Com- |
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mission, Room H- 2 6 0 , Administrative Offices. |
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Employee |
£ |
£ |
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EMPLOYEE: The signing of this form is merely an acknowledgment of having seen |
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and discussed the evaluation. Your signature does not |
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necessarily |
imply |
agreement with the conclusions of your supervisor. |
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Signature |
of |
Evaluator |
Title |
Date |
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If you wish, you |
may attach an explanation. |
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Signature |
of |
Reviewer |
Title |
Date |
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W ritten comments made by the reviewer |
should be discussed with the |
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Signature of Employee |
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Supervisor |
& |
the employee. |
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PC Form 8 0 .2 2 (Rev. 3 / 0 1 )
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INSTRUCTIONS FOR PREPARING PERFORMANCE EVALUATION FORMS |
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1 . |
An |
evaluation must be completed at least once a year for each regular employee who is not serving an initial probation period. |
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Every reasonable effort should be made to evaluate employees at least twenty (2 0 ) working days prior to the end of their |
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assignment for the school year. |
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2 . |
The |
evaluation |
is to be completed by the person who is at a supervisory level or higher. |
W here applicable, other supervisors or |
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managers responsible for directing employee’s work must be consulted. The evaluator must consider the employee’s performance |
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over the entire evaluation period. |
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3 . |
The |
evaluation |
is recorded by placing an “X” in the appropriate box opposite the factor being evaluated. |
Evaluations should be |
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based on observations or knowledge and not upon unsubstantiated or undocumented charges or rumors. No evaluation can be |
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based on derogatory materials in the employee’s personnel file unless the employee has been given prior notice and an |
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opportunity to review and attach his or her comments to such material. |
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The |
evaluator |
should: |
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a. |
Discuss the evaluation with the employee. |
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b. |
Sign the performance evaluation form and obtain the signature of the employee in duplicate. |
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c. |
Give the employee the duplicate copy of |
the |
completed form . If the |
employee |
has left |
the work |
location, forward |
the |
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employee’s copy to the home address. |
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d. |
Retain |
the original copy. |
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e. |
Follow |
the above procedures whether or |
not |
the employee signs the |
evaluation. |
If |
the |
employee |
refuses to sign, indicate |
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it on the employee signature line. |
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4 . |
Attendance: |
A number should be placed in the |
appropriate box to indicate |
number of |
hours for each day the employee was |
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absent due |
to |
illness, industrial illness, bereavement, personal necessity or unauthorized |
(unpaid) time away from the job. |
Do |
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not |
include |
personal necessity taken for religious holidays. |
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5 . |
Factor Definitions: |
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EXCEEDS STANDARDS - This means that performance for the factor being rated is consistently and noticeably above a proficient level. This performance is clearly obvious.
MEETS STANDARDS - This means that performance for the factor being rated is consistently at a proficient level. The employee has, overall, achieved the expected level of performance.
BELOW STANDARDS – This means a lack of consistent performance at a proficient level for the factor being rated. The employee’s performance is inadequate and inferior, and the employee has not achieved the expected level of performance. This rating must be documented by the following:
∙A statement of the problem or concern
∙The desired improvement
∙Suggestions on to how to improve
∙Provisions for assisting the employee
6 . |
Overall |
W ork |
Performance: Before an |
employee can be rated as “Below Standards” on overall work performance solely due to |
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excessive absences, the employee must |
have been given the opportunity to discuss the reasons for absence and must have been |
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warned |
that |
the absences are considered excessive. |
If overall work performance is rated as “Below Standards” for reasons other than excessive absences, the evaluator must note on the evaluation whether or not the employee has been previously advised of the specific deficiencies and, if not, the reasons why.
7 . |
Classification |
of Position: |
If there is doubt whether a job duty is appropriate to the current classification, call the Personnel |
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Commission, |
Classification |
Section at (2 1 3 ) 6 2 5 - 6 5 2 3 . |
PC Form 8 0 .2 2 (Rev. 3 / 0 1 )