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St. Michael-Albertville Food Service Employee Handbook

Training/Resources Begin by reading:

This Handbook

St. Michael-Albertville Employee Handbook (www.stma.k12.mn.us)

Support Staff Contract (www.stma.k12.mn.us)

School Nutrition Association (SNA) Certification Guide

(www.schoolnutriton.org)

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FOOD SERVICE EMPLOYEE HANDBOOK Welcome to St. Michael-Albertville Schools, District 885. We are happy to have you working in our district. The objective in putting this handbook together is to help you understand the importance of your job as a food service employee or substitute. At STMA our main objective is to serve high quality and nutritious meals daily and in accordance with guidelines set by the United States Department of Agriculture (USDA.) It is the goal of all food service staff to strive for excellent service and customer satisfaction. We need to take great pride in our jobs and our schools to accomplish this. We feel that every job is important and we need to work together as a team to ensure that every area in the kitchen runs smoothly. We will accomplish this by:

1. Report for work promptly, ready to work at the scheduled time.

2. Work quietly and efficiently. Keep your work area clean and neat. Clean as you go.

3. Practice safety precautions at all times.

4. Cross-training. Every employee needs to be able to work in many areas of the kitchen. Be willing to accept and try new methods.

5. Remember that there are no silly questions. If you don’t know something or don’t understand something, ASK!

6. Work out solutions to problems in confidence with management, not by

complaining to each other during work or on breaks.

7. Develop and maintain an attitude of helpfulness toward all students, staff and visitors. Always treat our customers with a positive attitude.

8. Save time and energy without loss of food standards and guard against waste at all times.

9. With the exception of promoting our product and our service, refrain from discussing matters relating to the food service department with those outside of the department.

10. Rumors and gossip are always destructive to all concerned-they benefit no

one.

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ST. MICHAEL-ALBERTVILLE SCHOOL DISTRICT (STMA) The District has 4 Elementary schools, 2 Middle Schools, 1 High School and 1 Community Education Center. STMA operates full service kitchens in all sites except the Community Education Center which is satellite from the St. Michael Elementary Site.

ALBERTVILLE PRIMARY (AP) Kindergarten 5386 Main Ave NE Albertville, MN 55301 Kitchen phone #: 763-497-2688 Ext.1114

ST. MICHAEL ELEMENTARY (SE) Grades 1-4 101 Central Ave W St. Michael, MN 55376 Kitchen phone #: 763-497-4882 Ext. 2304

BIG WOODS EMEMENTARY 9(BW) Grades 1-4 13470 Frankfort Pkwy NE St. Michael, MN 55376 Kitchen phone #: 763-497-8025 Ext. 6459

FIELDSTONE ELEMENTARY (FE) Grades 1-4 5255 Jansen Ave NE St. Michael, MN 55376 Kitchen phone #: 763-497-0904 Ext. 7459

ST. MICHAEL-ALBERTVILLE MIDDLE SCHOOL EAST (ME) Grades 5-8 4862 Naber Ave NE St. Michael, MN 55376 Kitchen phone #: 763-497-2655 Ext. 3419

ST. MICHAEL-ALBERTVILLE MIDDLE SCHOOL WEST (MW) Grades 5-8 11343 50th St. NE Albertville, MN 55301 Kitchen phone #: 763-497-4524 Ext. 4106

ST. MICHAEL-ALBERTVILLE SENIOR HIGH SCHOOL (HS) Grades 9-12 5800 Jamison Ave NE St. Michael, MN 55376 Kitchen phone #: 763-497-2192 Ext. 8784

COMMUNITY EDUCATION CENTER (CE) Knights Academy, Just 4 Kids 60 Central Ave W St. Michael, MN 55376 Kitchen phone #: 763-497-6550 Ext. 5710

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True Time True time is the computer program we use for punching in and out. This program calculates the time worked, sick time earned, requests for days off, personal time, submitting timesheets and etc.

Punching In Be ready to work at your work station at the start of your shift. You should punch in no more than 3 minutes before your work shift starts. For safety reasons, you need to be punched in before starting any work. Punching in and out must be completed daily.

The computers for punching in and out are located in the loading dock of each building or, if available, you may use the cashier’s computers. Please avoid using the computer in the kitchen manager’s office.

Submitting Timesheets Each employee is responsible for submitting their timesheets for approval on a weekly basis. All requests for time off need to be entered before you submit your timesheet. Timesheets should be submitted on Fridays after your shift or right away on Monday. If you work for more than one department in the district, please be sure you are submitting the correct timesheet to the right supervisor.

Working More Than Schedule Hours Prior to working any extra hours the kitchen manager or the food service director needs to approve the hours. An explanation for extra time needs to be entered in True Time and on the Extra Time Approval Form. If you need to change clothes before leaving work, it must be done after you have punched out. For safety reasons, you cannot punch out and then continue working.

Calling In Sick Notify your kitchen manager by 7:00 a.m. or earlier to allow your manager time to find a replacement. REMEMBER, when you call in you need to talk to a person. Do not just leave a message on the voicemail as it may not be received. Please refer to the union contract regarding sick leave.

Requests for Personal Day Off Requests for a personal day are also completed in TrueTime. Please give adequate notice (at least 3 days) to your kitchen manager or the food service director. Personal days are for situations that arise requiring the employee’s personal attention which cannot be attended to when school is not in session. Per contract 8.3.2 No explanation need be given for personal leave. The employee shall, however, state in writing prior to the absence that the leave is to be taken for important personal business and/or obligations, not of a recreational and/or vacation nature that cannot be conducted on an off-duty day. The employee taking the leave will not relinquish any pay for the personal leave day taken.

You can note it in True Time or send a letter to the District Office which will go into your personal file.

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Time-Off Without Pay All requests for time off without pay must be pre-approved at two levels. It first must be approved by your kitchen manager or the food service director and then it goes on to the superintendent for a second level of approval. Please check the school calendar before planning vacations or time-off. Please note that most time-off without pay will not be granted!

Payroll and Benefits Paychecks will be deposited on the 15th and the 30th of each month. If the 15th or 30th lands on a Saturday, they will be deposited on the Friday before. If the 15th or 30th lands on a Sunday, they will be deposited on the following Monday. Check stubs can be viewed on True Time. Please check with the Benefit Coordinator regarding benefits such as life, health and dental insurance and other benefits.

Class and Membership Reimbursements Level One: Second Cooks Level One requires 6 hours of Continuing Education Units (CEU) every year.

Level Three: Kitchen Managers Level Three requires 18 hours of Continuing Education Units (CEU) every year.

Minnesota Food Managers Certificate: Kitchen Managers Minnesota Food Managers Certification requires 4 hours of Continuing Education Course of Food Sanitation and Safety every 3 years.

The district will reimburse second cooks and kitchen managers for classes or provide the training needed to maintain certification. Before taking a class it must be pre-approved by the Food Service Director for reimbursement. The district will not reimburse employees above the minimum CEUs to maintain certification per year.

Annual Renewal Fee, Membership Renewal Fee and Minnesota Food Manager Renewal Fee The district will reimburse second cooks and kitchen managers for Annual Renewal of Certification, Annual Membership Fees and Minnesota Food Manager Fee.

Submitting for Reimbursement The district will reimburse second cooks and kitchen managers three times during the school year for classes, annual renewal fees and membership fees. Employees need to complete one Check Request Form with all paper work attached. Paper work required: (See Employee Handbook)

Note: If required paperwork is incomplete your reimbursement may be delayed until the next reimbursement date.

The dates to submit reimbursements requests are: September 15 January 15 May 15

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Please send required paper work to the Food Service Director, district office, the week before the date listed above.

School Closings If you are unsure if school is closed it is your responsibility to check the school web site at: www.stma.k12.mn.us or check the following media sources: WCCO Radio-8:30, WCCO-4 Television, KRWC Radio-1360, KARE-11 Television, KSTP-5 Television. The Food Service Director will have a Phone Tree calling list with the Kitchen Managers and each site should have their own Phone Tree calling list.

Breaks You get a 15 minute rest break, not a lunch break (per contract) for every 4 hours that you work, which should be half way through your shift or at the discretion of your supervisor. Your 15 minutes start from the time you leave your work station and ends when you return to work. You are not allowed to take your break at the end of your shift. If you work less than 4 hours and wish to eat lunch, you must work your full shift, punch out and then you may eat your lunch.

Lunch You are entitled to eat ONE free meal per day AFTER the students have been served. This meal must consist of the printed menu food items as served to the students on that day. This meal includes ONE carton of milk. Ala Carte items may be purchased. Employees working 4 hours or less will need to take their lunch after they have punched out for the day. Eating and drinking are to be done in designated areas only and absolutely not in the serving line. Please remember to clean up after yourself.

Taking Food Home Employees are not allowed to take any food home that they were unable to eat for lunch.

Absolutely NO food is to be taken home by anyone. Nor shall any person take home any USDA commodities. This constitutes a federal offense.

Employees are not allowed to purchase any food items.

Personal Business or Phone Calls Any personal business or phone calls should be done before or after your work shift or during your 15 minute break. Cell phones should be turned off unless there is a legitimate reason for having it with you. Talk to your kitchen manager about such reasons.

Door Security All employees will either have their own fobs or are let in by the office personal per building principal. Kitchen managers and second cooks will also have their own code to enter the door by the loading dock. Do not give your code out to other employees. All vendors should have their own code to enter. If they do buzz in do not automatically let them in without asking who they are. All others must go to the main office to sign in.

Accidental/Injury at Work If you have an accident or injury while at work you must complete the appropriate Injury Report with your manager. This report should be forwarded to the District Office within 24 hours after the injury.

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How To Be Successful As A Cook In Our Kitchens

Personal Cleanliness

Uniforms

1. Hair restraints such as a visor, cap or a hairnet are required. Long hair must be tied back. Each individual is responsible for their own hair restraint.

2. Clothing must be clean, free from stains and winkle free. Clothing must fit properly. No sweat pants, wind pants or stretch pants are allowed. Jeans are allowed on Fridays only.

3. Plastic aprons will be provided by the district and should be worn.

4. Shoes must be kept clean. A comfortable leather upper, non skid soles is

required. No sandals, open-toed, open heeled shoes or canvas tennis shoes are permitted. If possible, it is suggested that you leave your work shoes at school to keep them looking new.

5. Jewelry must be kept to a minimum. No rings, except plain wedding bands. Earrings may be worn but should be small, no dangling earrings. No bracelets, activity trackers such as a Fitbits or wrist watches are to be worn.

6. Security badges must be worn for security reasons at all times when an

employee is in any part of a school building. Each employee is entitled to a $50.00 uniform allowance that can go toward shirts, shoes, hair restraints or aprons each school year. All purchases have to be made between August 1st and October 1st of the current school year. Employees need to complete a Check Request Form with all paper work attached. Paper work required: (See Employee Handbook) Please send required paper work to the Food Service Director, district office, no later than October 15th of the current school year. If an employee resigns before October 15th of the school year they will not be entitled to a $50.00 uniform allowance reimbursement. If an employee is hired after the start of the school year through February 1st they will be entitled to a $50.00 uniform allowance. The purchases have to be made within 30 days of employment.

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Components of a Good Personal Hygiene Program Good personal hygiene is the key to the prevention of food-borne illness. Good personal hygiene includes:

Following hygienic hand practices

Maintaining personal cleanliness

Wearing clean clothes and following dress codes

Avoiding unsanitary habits and actions

Maintaining good health

Reporting illnesses

Hand Washing To ensure proper hand washing in each establishment, the following steps need to be followed.

Wet your hands with running water as hot as you can comfortable stand (at least 100 degrees F)

Apply soap. Apply enough soap to build up a good lather.

Vigorously scrub hands and arms for at least twenty seconds. Lather well beyond the wrists, including the exposed portions of the arms.

Clean under the fingernails and between fingers using a nail brush.

Rinse thoroughly under running water.

Dry hands and arms. Use a single-use paper towel or a warm-air hand dryer. Never use aprons or wiping cloths to dry hands after washing.

Turn off the faucet using a single-use paper towel.

Hand sanitizers or hand dips may be used after washing, but should never be used in place of proper hand washing. If hand sanitizers are used, food handlers should never touch food or food-prep equipment until the hand sanitizer has dried.

Food handlers must wash their hands before they start work and after the following activities:

using the restroom

handling raw food (before and after)

touching the hair, face or body

sneezing, coughing or using a handkerchief or tissue

smoking, eating, drinking

handling chemicals

taking out garbage or trash

clearing tables or busing dirty dishes

touching soiled clothing or aprons

touching anything else that may contaminate hands, such as un-sanitized equipment, work surfaces ,wash cloths, bread racks and milk crates.

Glove Use

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Nothing can replace good sanitary practices in food preparation. The use of gloves is required when handling fresh products that will not be cooked and products that have been cooked and will receive no further heat treatment. When gloves are used, extra care must be taken to prevent a false sense of security. Improperly used gloves carry a high risk for cross-contamination because workers are not aware that gloves are contaminated and should be changed.

Wash hands before using gloves. This prevents contamination of the gloves by the hands.

Wash hands after using gloves. The warm moist environment provided by the gloves allows bacteria to grow and multiply on the hands.

Gloves should be discarded when they become soiled or when the product being handled changes from raw to finished. The general rule is gloves should be changed according to the same rules that dictate when handwashing should occur.

Discard gloves when leaving the work area, even to get supplies because gloves are considered contaminated from touching door handles, equipment, cardboard boxes and carts.

When returning to work area, wash hands and use a fresh pair of gloves.

It is more economical to discard soiled gloves according to the recommended guidelines than it is to treat customers and employees who become ill from poor practices.

Use Equipment Properly Check location of the on/off switch before operating equipment.

Turn machine off and unplug when cleaning.

Do not put hands into machine while it is on.

Do not stand in water while working with electrical equipment, or use wet hands to plug in equipment.

Make sure switches are off before plugging in equipment.

Use knives, automatic can-opener, slicers, etc., safely.

Cut away from yourself, never towards you.

Change can-opener blade as often as necessary to prevent jagged cutting and metal slivers.

Do not remove stuck food with slicer blade running.

Do not clean slicer with blade running.

Close blade on slicers after cleaning.

Do not put knives directly in sinks to be clean. Place them on the counter next to the sink.

Move or lift heavy, bulky or hot objects using the proper technique Squat (bend at knees) to pick up and set down heavy items, do not bend from

the waist.

Lift with your back straight and knees bent to prevent strain.

Get help to move or lift heavy items.

Use dollies or carts to move crates, boxes and other heavy items. Carts should be used to move hot items, such as hot trays/pans of food to serving lines.

Wear proper non-skid leather upper shoes.

Keep floors dry and free from litter.

Wipe up spilled food, water or grease at once.

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Report hazards immediately to your supervisor.

Use a stepladder or low stool for climbing (not a chair, box or piece of equipment).

Keep aisles and passages clear.

Let people know you are there by saying “Behind you” or “Coming through”.

Operate equipment in approved manner to prevent cuts, shocks and burns.

Prepare a place to put hot pans before removing from oven.

Use dry pot holders, not towels or aprons

Get help to remove heavy or large utensils from ovens.

Use Carts Appropriately Load heavy objects on bottom of carts; lighter objects on the top.

Do not place knives, pans or trays on top of tall carts.

Push carts in the direction in which the wheels are aligned, not sideways. SAFETY IS EVERYONE’S CONCERN. PLEASE REPORT ANY HAZARDOUS CONDITIONS IMMEDIATELY TO YOUR SUPERVISOR.

Equipment Problems When equipment is not working properly or stops working, notify your supervisor. The supervisor will look at it and if needed will call the lead custodian. If the lead custodian isn’t able to fix it they should call the director of buildings and grounds for assistance. If a repair service is required please have the following information compiled before calling the company so they can address our problem. Type of equipment Manufacturer’s name Purchase date if under warranty Model and serial numbers The best time to work on the equipment The work requested or problem-be as specific as possible

Is this a recurring problem

HACCP Hazard analysis critical control point (HACCP) is a seven step process a food

producer or establishment operator can use to develop a food process based, food safety plan. The HACCP process identifies critical control points and aids in the development of food process safety control measures.

The certified Food Service Site Manager is expected to practice “Active Managerial control”. The Food and Drug Administration (FDA) defines Active Managerial Control as the implementation and supervision of food safety practices to control risk factors by the Person-In-Charge.

Each site has a HACCP book. All employees are expected to know and follow the SOP’s in HACCP. It is everyone’s job to ensure that the foods we serve to our customers are SAFE.

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Food Employee Health The Minnesota Food Code requires a food employee to report to the person in charge if the employee:

Has a symptom caused by illness, infection, or other source that is: (1) associated with diarrhea, vomiting, or other acute gastrointestinal illness (2) jaundice or (3) a boil, infected wound, or other lesion containing pus that is open or draining unless it is covered by a dry, durable, tight-fitting bandage or other impermeable cover, such as a plastic glove or finger cot

Is infected with Salmonella, Shigella, Escherichia coli 0157:H7, or other enteric bacterial pathogen or the hepatitis A virus.

The Minnesota Food Code requires the person in charge to:

Exclude a food employee from a food establishment if the food employee is ill with vomiting or diarrhea

Restrict a food employee from working with exposed food, clean equipment, or clean utensils if the food employee has an enteric bacterial pathogen capable of being transmitted by food, including Salmonella, Shigella, or E. coli 0157:H7, until the Public Health Department has evaluated the potential for the food borne disease transmission

Notify the Public Health Department of a food employee infected with Salmonella, Shigella, E. coli 0157:H7, or other enteric bacterial pathogen capable of being transmitted by food; or the hepatitis A virus

Record all reports of diarrhea or vomiting made by food employees

Notify the Public Health Department of any complaint from a customer having or suspected of having diarrhea or vomiting, Salmonella, Shigella, E. coli 0157:H7, or other enteric bacterial pathogen capable of being transmitted by food; or a hepatitis A virus infection.

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The DO’s and DON’TS While Working with Food

DON’T work with food if you have an open sore, a cut, a boil or a severe cough or cold!

DO change gloves each time you begin a new task! DO wear gloves over bandages and cuts! DON’T scratch your head, blow your nose or pick your teeth. DON’T lean or sit on surfaces where food is to be placed. DON’T touch your face or hair! DO Use tape or a lint brush to remove loose hairs! DON’T use your ears or hair as pencil holders! DON’T nibble on food or use your fingers as tasting spoons! DON’T wipe your hands on aprons or dish towels! DON’T wear jewelry other than a plain gold band/wedding ring. DON’T wear nail polish or artificial finger nails! DON’T eat or drink while working. Use designated areas only! DO remove aprons when leaving food preparation areas! DON’T work if you are experiencing the following symptoms: fever, diarrhea,

vomiting, sore throat with fever, or jaundice! DO wear a smile! It’s the best part of the uniform!

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“Customer Service Is Not A Department, It’s An ATTITUDE!”

Here are some suggestions for great customer service:

Get to know the students. Become a name and a smiling face to them not just a plate!

Greet the students when they come to the line!

Suggest to the student that they will like it but, watch the way you serve it too!

Serve the food correctly. Never shovel or push the food at the students.

Keep the serving area neat and clean!

Always wear your nametag so students can put a name to your face!

Always look neat and presentable.

SMILE!

LISTEN to what the students are telling you.

Try to be helpful even if you don’t know the answer.

When answering the phone, state where you are, your name and how can you help them.

When leaving a message on voicemail state your name, purpose for the call and leave your phone number. Speak slowly and clearly.

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Support Staff

Rubric

and

Summative Conference Form

St. Michael-Albertville Performance Appraisal System

Performance Appraisal System Support Staff Rubric

COMPONENTS OF PROFESSIONAL PRACTICE

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Domain I: Job Knowledge

Component 1a: Knowledge and Job Skills (Job Description)

Component 1b: Use of Technology

Domain II: Communication & Interpersonal Skills

Component 2a: Communication Skills

Component 2b: Working with Students

Component 2c: Interaction with Co-workers

Component 2d: Working with the Public

Component 2e: Diversity Commitment

Domain III: Professional Responsibility

Component 3a: Compliance with Policy and Procedures

Component 3b: Punctuality, Time Management and Attendance

Component 3c: Education and Training

Component 3d: Confidentiality

Component 3e: Problem Solving

Component 3f: Professional Appearance, Hygiene and Demeanor

Domain IV: Service Delivery

Component 4a: Quantity of Work

Component 4b: Quality of Work

Component 4c: Knowledge of Student Needs and Age Group

Component 4d: Objectivity and Accuracy

Domain V: Work Environment

Component 5a: Planning and Organizing Work

Component 5b: Cooperation

Component 5c: Safety

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Support Staff Domain I: Job Knowledge Proficient includes Basic criteria. Exemplary includes both Proficient and Developing criteria.

Component Needs Improvement Developing Proficient Exemplary

a. Knowledge and Skills (refer to job description)

Fails to demonstrate appropriate skills and knowledge of assigned duties

Demonstrates a basic competency in the skills and knowledge required; however occasionally requires direct supervision and guidance. Specific skill and knowledge development is identified

Demonstrates competency in the skills and knowledge required. Learns and applies new skills within the expected time period. Works within the normal scope of supervision. Understands how his/her job relates to other jobs in the school/district.

Seeks out ways to improve methods in the assigned duties and successfully implements them within the organization. Provides leadership in on-the-job training for co-workers.

b. Use of Technology

Does not access available technology, resources, and tools. Fails to follow District 885 policies regarding acceptable use of technology

Makes limited or basic use of available technology, resources and tools related to job responsibilities; further use of technology is necessary. Follows District 885 policies regarding acceptable use of technology

Effectively uses available technology, resources, and tools for job specific requirements. Demonstrates ability to troubleshoot technology when necessary. Follows District 885 policies regarding acceptable use of technology

Seeks out improved technology tools, resources, and uses and successfully implements them to improve job performance and the operation of the school, department or district. Encourages staff to utilize available technology and serves as a resource for them on technology tools.

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Support Staff Domain II: Communication & Interpersonal Proficient includes Basic criteria. Exemplary includes both Proficient and Developing criteria.

Component Needs Improvement Developing Proficient Exemplary

a. Communication Skills

Displays ineffective verbal and written communication skills. Does not engage in attentive listening. Spoken or written language may contain many grammar and syntax errors. Vocabulary may be vague, inappropriate, or incorrect. Does not keep others informed or use proper channels of communication. Communication is inaccurate and causes confusion and dissent.

Basic communication skills; however occasionally displays ineffective verbal and written communication skills. Generally keeps others adequately informed through appropriate methods of communication. Generally communicates observations objectively but at times is not timely or lacks clarity and conciseness.

Is consistently able to communicate ideas and directions clearly, correctly, and with appropriate expression. Listens well. Keeps others informed. Communicates observations objectively and in a timely manner.

Seeks out ways to improve personal communication and to improve communication in the program, building and/or department. Provides leadership to encourage others to communicate appropriately. Promotes communication as a way to improve team work and ensure that all have the information he/she needs to do his/her job.

b. Working with Students

Does not apply basic techniques for working with students including behavior management.

Demonstrates a basic understanding of how best to work and communicate with students. Occasionally guidance and direction are necessary for behavior management, communication, and assisting students. Maintains the appropriate student-staff relationship.

Establishes open lines of communication with students which encourages respect and rapport with students and helps them feel a sense of self worth. Recognizes each student as an individual with unique needs and experiences. Recognizes students by name and seeks to establish positive relationships with them. Directions and procedures are clear to students and contain appropriate detail. Monitors student behavior, and responds appropriately and utilizes appropriate behavior management techniques.

Viewed as a role model in developing an overall positive relationship with students. Looks for opportunities to build positive relationships with students over and above his/her normal work responsibilities. Encourages other staff to work positively with students and offers suggestions. Anticipates situations that could become issues when working with students and successfully resolves them

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Support Staff Domain II: Communication & Interpersonal Proficient includes Basic criteria. Exemplary includes both Proficient and Developing criteria.

c. Interaction with the Co-Workers

Engages in excessive non-work related to communication with co-workers. May instigate conflict with co-workers or communicate misinformation.

Basic interpersonal relationship skills with co-workers. Does not consistently look for opportunities to build a positive work environment through positive interaction and support. Further development in interpersonal relationship skills is necessary.

Creates a positive work environment by encouraging team support and positive interaction. Exhibits tact and consideration in relations with others. Accepts and offers constructive criticism in a positive manner. Assists and supports co-workers

Exemplifies team leadership by demonstrating competence, honesty, innovation, and inspiration.

d. Working with the Public

Interactions with the public do not promote a positive image of the district or school. Has difficulty dealing with situations involving conflict. Is unable to direct individuals to appropriate resource or address basic needs.

Listens to and communicates with the public in a respectful and sensitive manner. Needs to develop more skill on directing public to appropriate resources, responding in a timely manner or reaching out to the public in a welcoming manner.

Communication with parents and general public is consistently welcoming. Is able to reduce conflict through knowledge and communication style. Timely in response and knowledgeable in directing public to appropriate resources.

Displays a positive and respectful demeanor, even in the most difficult circumstances. Demonstrates forethought by employing communication strategies which promote positive public relations.

e. Diversity Commitment

Fails to notify appropriate administrators when harassment is witnessed. Displays disrespect for cultural and physical differences. Engages in harassing behaviors including sexual harassment. Unaware of appropriate behaviors or language relating to culturally sensitive topics.

Demonstrates a basic knowledge and understanding of the organization’s harassment policy. Displays respect for individual differences. Recognizes and refrains from harassing behaviors. Further awareness of cultural competency and examples of harassment in the work place or among students and how to respond is necessary.

Accepts responsibility for a harassment-free work place including among students. Demonstrates a commitment to cultural competency skills. Consistently responds appropriately to incidents of harassment and disrespect.

Educates and encourages others about the value of a diverse work place. Builds harmony among staff and students with diverse backgrounds and interests. Promotes an appreciation of diversity in all work areas

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Support Staff Domain III: Professional Responsibility

Proficient includes Basic criteria. Exemplary includes both Proficient and Developing criteria.

Components Needs Improvement Developing Proficient Exemplary

a. Compliance with Policy and Procedures

Fails to perform duties in compliance with district and department policies and procedures regarding job performance and record keeping.

Regularly performs duties in compliance with district and department policies and procedures. Occasionally, guidance and direction may be needed to assure consistent compliance.

Consistently understands and follows district and department policies and procedures.

Encourages compliance with district and department policies and procedures. Participates in district and/or department improvement plans.

b. Punctuality, Time Management and Attendance

Occasionally late to work. Assigned duties are not completed on time. Fails to provide appropriate notification when absent or follow attendance policies.

Generally Is prepared and ready to work at assigned times. Breaks are taken within the allowable guidelines. Is present at assigned work stations when required. Assigned duties are completed on time. Occasionally guidance and direction may be needed.

Consistently demonstrates responsibility for assigned duties through presence and efforts at assigned work stations. Seeks to improve personal work efficiency.

Effectively manages time and encourages others to use time at work effectively.

c. Education and Training

Does not obtain required information to effectively perform job to identified standards or maintain certification requirements as identified on the job description.

Participates in professional activities and training when asked. Demonstrates ability to focus on goals for growth and seeks professional development for specific work tasks. Training needs to be consistently utilized on the job.

Seeks additional training to improve job skills. Actively participates in programs and professional organizations that promote the profession and assists others in the profession. Assists in training new staff members as assigned by supervisor.

Seeks information and feedback from supervisor to improve job performance. Completes job training to qualify for new job responsibilities. Takes a leadership role in providing training to other staff.

d. Confidentiality

Fails to follow district policy regarding public, private, and confidential information.

Generally follows district policy regarding data practices and student confidentiality. Occasionally guidance and direction may be needed to assure consistent compliance.

Demonstrates a thorough understanding of the district policy regarding data practices and student confidentiality.

Encourages other staff to understand and follow the district data practices policy and student confidentiality

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Support Staff Domain III: Professional Responsibility

Proficient includes Basic criteria. Exemplary includes both Proficient and Developing criteria.

Components Needs Improvement Developing Proficient Exemplary

e. Problem Solving

Is unable to recognize and deal appropriately with unexpected problems. Fails to communicate problem situations with appropriate co-workers and supervisors.

Recognizes and responds appropriately to basic problem situations. Uses good judgment and maintains composure during unexpected circumstances. Promptly and accurately communicates problem situations with appropriate persons to achieve resolution. Occasionally guidance and direction may be needed.

When faced with a work related problem, collects appropriate information, analyzes the situation, and identifies a timely and appropriate solution. Communicates the situation with others when appropriate.

Anticipates problems before they become an issue and successfully resolves these situations.

f. Professional Appearance, Hygiene and Demeanor

Appearance, hygiene and/or dress fails to meet district guidelines for safety and cleanliness.

Generally dresses appropriately for the position and presents a professional appearance.

Consistently displays a positive image of the district through appropriate appearance and demeanor.

Encourages other staff to understand and demonstrate a positive and professional image through appearance and demeanor. Shares ideas

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Support Staff Domain IV: Service Delivery

Proficient includes Basic criteria. Exemplary includes both Proficient and Developing criteria.

Components Needs Improvement Developing Proficient Exemplary

a. Quantity of Work

Wastes time while completing job tasks.

Generally completes assigned tasks within time limits. Accepts new responsibilities and performs them appropriately. Occasionally guidance and direction may be needed.

Increases work pace as needed. Assists co-workers in their duties when appropriate.

Takes on a leadership role in encouraging and motivating others to utilize work time more efficiently.

b. Quality of Work

Fails to apply feedback relating to performance. Work production is inconsistent or inaccurate.

Generally produces work which meets standards for accuracy and completeness. Applies feedback received to improve performance and monitors own work to meet quality standards. Occasionally guidance and direction may be needed.

Consistently produces a high quality service. Looks for ways to improve the quality of service and successfully implements these strategies. Regularly displays commitment to excellence. Makes effective use of resources and materials.

Successfully initiates and implements location-wide change to improve the quality of programs and services. Leads other staff in providing high quality, professional service.

c. Knowledge of Student Needs and Age Group

Lacks understanding of the development levels of age group and the special needs of the individual students.

Displays general understanding of the characteristics of the age group and special needs of individual students.

Uses age appropriate language and interests of students to help students in their learning and development. Interacts appropriately with students.

Has a thorough understanding of the language skills, developmental level, and behavior characteristics and utilizes this information throughout job responsibilities.

d. Objectivity and Accuracy

Observations are made or communicated with bias. Record keeping is inaccurate.

Generally records/monitors assigned tasks and documents appropriately and accurately.

Record keeping and monitoring is consistently fair, objective, and accurate.

Encourages others to view all situations with objectivity. Reports are always accurate and free of personal bias

22

Support Staff Domain V: Work Environment

Proficient includes Basic criteria. Exemplary includes both Proficient and Developing criteria.

Components Needs Improvement Developing Proficient Exemplary

a. Planning and Organizing Work

Fails to plan and organize job duties to complete tasks on time. Assigned work areas are unorganized. Unwilling to adjust work priorities when necessary.

Generally plans and organizes time efficiently and plans ahead for additional resources. Organizes and maintains work area. Displays flexibility in adjusting work priorities. Occasionally guidance and direction may be needed.

Examines and implements ways to improve work production through time management and work area organization. Co-workers or substitutes can easily adapt to assigned work area.

Recommends to supervisor and successfully implements techniques to improve programs and services

b. Cooperation

Unable or unwilling to handle anything beyond regular tasks or does so resentfully. Displays a negative or resistant attitude toward co-workers or supervisors. Lack of cooperation leads to conflict and unfinished tasks.

Generally establishes and maintains good working relationships. Outlook is positive and manner is pleasant. Assists and supports co-workers. Accepts work direction willingly. Occasionally guidance and direction may be needed.

Is willing to take on difficult jobs. Frequently volunteers to perform other than regular tasks without being asked. Willing to learn new skills, shift work assignments, and accepts new job responsibilities as needed.

Promotes team work among the entire work team. Is a leader in encouraging co-workers to assist others with their duties.

c. Safety

Does not follow guidelines for staff and student safety or task performance.

Generally observes safety and security procedures, Recognizes and reports conditions which are or potentially could be unsafe. Safely uses equipment. Occasionally guidance and direction may be needed.

Consistently follows all district safety guidelines without need for direction. Offers suggestions to improve procedures for added safety. Asks questions regarding safety issues when needed. even when faced with situations not covered by normal guidelines.

Encourages others to use approved guidelines and training to assure a safe learning and work environment

23

St. Michael-Albertville Support Staff Evaluation

Support Staff: Date:

Administrator/Director: School:

NA = Not

Assessed

N = Needs

Improvement D = Developing P = Proficient E = Exemplary

DOMAIN 1:

JOB KNOWLEDGE

PERFORMANCE

LEVEL

1a Knowledge and Job Skills (Job Description)

NA N D P E

1b Technology Skills

NA N D P E

Comments:

DOMAIN 2:

COMMUNICATION & INTERPERSONAL SKILLS

PERFORMANCE

LEVEL

2a Communication Skills

NA N D P E

2b Working with Students NA

N D P E

2c Interaction with Co-workers

NA N D P E

2d Working with the Public NA

N D P E

2e Diversity Commitment

NA N D P E

Comments:

DOMAIN 3:

PROFESSIONAL RESPONSIBILITY

PERFORMANCE

LEVEL

3a Compliance with Policy and Procedures

NA N D P E

3b Punctuality, Time Management and Attendance NA

N D P E

3c Education and Training

NA N D P E

3d Confidentiality

NA N D P E

3e Problem Solving

NA N D P E

3f Professional Appearance, Hygiene & Demeanor NA

N D P E

Comments:

24

NA = Not

Assessed

N = Needs

Improvement D = Developing P = Proficient E = Exemplary

DOMAIN 4:

SERVICE DELIVERY

PERFORMANCE

LEVEL

4a Quantity of Work

NA N D P E

4b Quality of Work NA

N D P E

4c Knowledge of Student Needs and Age Group

NA N D P E

4d Objectivity and Accuracy NA

N D P E

Comments:

DOMAIN 5:

WORK ENVIRONMENT

PERFORMANCE

LEVEL

5a Planning and Organizing Work NA

N D P E

5b Cooperation

NA N D P E

5c Safety NA

N D P E

Comments:

Probationary: Recommend continued employment

Recommend non-renewal due to performance

Last day of recommended employment:

Administrator/Director Signature:

______________________________________

Date:

________________

My signature indicates I have reviewed the evaluation and may add my own comments.

Staff Signature:

__________________________________________________

Date:

________________

Original to Superintendent Copy to Support Staff Copy to Principal/Director

25

MIDTERM PROBATIONARY SUPPORT STAFF EVALUATION

NAME: DATE: POSITION: SCHOOL:

Rating: S – Satisfactory N – Needs Improvement

…………………………………………………………………………………………

1) Job Knowledge & Use of Technology S N Comments:

2) Communication, Working Relationships, & Cooperation S N

Comments:

3) Compliance with Policy, Procedure, & Confidentiality S N Comments:

4) Attendance, Punctuality, & Time Management S N

Comments: 5) Professional Appearance & Demeanor S N

Comments: 6) Quality of Work & Organization S N

Comments: 7) Work Environment & Safety S N

Comments: …………………………………………………………………………………………

Comments: Probationary

I recommend continued employment I do not recommend continued employment Last day of recommended employment: _________________________________ ____________________________ Supervisor Signature Employee Signature

(My signature indicates I have reviewed the evaluation and may add my own comments.)

Employee Comments:

Original to Superintendent Copy to Support Staff Copy to Principal/Director