Purpose & Scope
The LVUSD Classified Management Evaluation is a growth-oriented framework designed to align role expectations with district standards and foster professional development.
Primary Purpose
To provide a consistent, evidence-informed process for recognizing performance, identifying growth areas, and documenting professional development for classified managers.
Who It Applies To
Classified managers and evaluators. This process does not apply to all classified staff or certificated administrators. It is specifically designed for those in leadership roles.
Scope of Application
Current assignment/job description, full period evaluations, and role-relevant evidence. It is not a substitute for job descriptions or HR procedures.
Process Principles
Aligned with district practices, California standards, and national research. Principles include accountability, transparency, and a focus on developmental growth.
Scope & Principles
The evaluation process is designed to provide a consistent, evidence-informed framework for growth. It applies specifically to LVUSD classified managers and evaluators, focusing on role-relevant performance and district expectations.
Scope of Evaluation
Scope is defined by the current assignment/job description, the full evaluation period, and the specific role-relevant evidence required to demonstrate performance.
Principles
Our process is guided by principles of job-relatedness, evidence-informed decisions, consistency, transparency, developmental focus, accountability, and contextual understanding.
Role-Relevant Evidence
Evidence must be directly tied to the role's responsibilities. This includes work products, timelines, data, budgets, audits, communications, observations, staff development, and process improvements.
Exclusions
The evaluation does not replace job descriptions, policy, agreements, or HR procedures. It is not a substitute for supervision or a replacement for HR processes.
Annual Evaluation Timeline
Aligning role expectations with district standards through a consistent, evidence-informed process.
Jan 1
Set Expectations
Feb 1
Check In
Mar 1
Reflect & Gather Evidence
Apr 1
Evaluate
May 1
Deadline
Annual Evaluation Deadline
Jun 1
Conference
Jul 1
Acknowledge & Plan
Process Boundaries
Our evaluation process is designed to support growth and accountability, but it does not replace established HR procedures or district policies.
HR Procedures
The evaluation is not a substitute for the formal HR review process or job description requirements.
Personality Tests
We do not use personality assessments to evaluate performance or leadership effectiveness.
Job Detached Checklists
Checklists that are not directly tied to the role's responsibilities or district expectations are not part of this evaluation.
HR Procedures
The evaluation is not a substitute for the formal HR review process or job description requirements.