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Click on the links below:

Timeline for Probationary Employees

Timeline for Non-Probationary Employees on Professional Growth Series

Timeline for Non-Probationary Employees NOT on Series

FAQ by Probationary Employees about the New PGEP

FAQ by Non-Probationary Employees about the New PGEP

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Probationary Employee’s TIMELINE
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DATE ACTIVITY
September 15: ___ The employee will review and sign the PQR and AUP.
September 30:

___The employee will take the PQR online self-assessment and complete the Planning Conference Form based on the self-assessment and other relevant data.
___  The employee and supervisor will meet to review the self-assessment and the Planning Conference Form to determine the PQR focus and action plan.

December 15:

___ The supervisor will complete a Mid-year Evaluation Form and provide a copy for the employee.  A face-to-face conference is not needed unless the employee is not meeting the PQR. 

Ongoing:

___  The non-continuing contract employee and supervisor will hold at least one implementation conference by March 1.   In preparation for this, the employee should complete the first part of the Action Plan Report.
___  The employee and supervisor may meet for additional conferences and the supervisor may complete additional Evaluation Reports as needed.

March 1:

___  The employee should complete the bottom portion of the Action Plan Report and meet with the supervisor to discuss outcomes.  
___  The supervisor will complete a PQR Final Evaluation and provide a copy for the employee.  A face-to-face conference is not needed unless the employee is not meeting the PQR

 

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TIMELINE FOR NON-PROBATIONARY EMPLOYEES ON
PROFESSIONAL GROWTH SERIES

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DATE ACTIVITY
September 15 ___ The employee will review and sign the PQR and AUP.
September 30

___The employee will take the PQR online self-assessment and complete the Planning Conference Form based on the self-assessment and other relevant data.
___  The employee and supervisor will meet to review the self-assessment and the Planning Conference Form to determine the PQR focus and action plan.

January 30

___ The supervisor will complete a Mid-year Evaluation Form and provide a copy for the employee.  A face-to-face conference is not needed unless the employee is not meeting the PQR. 

Ongoing

___  The non-continuing contract employee and supervisor will hold at least one implementation conference by June 30.   In preparation for this, the employee should complete the first part of the Action Plan Report.
___  The employee and supervisor may meet for additional conferences and the supervisor may complete additional Evaluation Reports as needed.

June 30

___  The employee should complete the bottom portion of the Action Plan Report and meet with the supervisor to discuss outcomes.  
___  The supervisor will complete a PQR Final Evaluation and provide a copy for the employee.  A face-to-face conference is not needed unless the employee is not meeting the PQR

 

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TIMELINE FOR NON-PROBATIONARY EMPLOYEES
NOT ON SERIES
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DATE ACTIVITY
September 15: ___ The employee will review and sign the PQR and AUP.
January 30:

___ The supervisor will complete a Mid-year Evaluation Form and provide a copy for the employee.  A face-to-face conference is not needed unless the employee is not meeting the PQR. 

June 30

___  The supervisor will complete a Final Evaluation report and provide a copy to the employee.  A face-to-face conference is not needed unless the employee is not meeting the PQR. 

 

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FREQUENTLY ASKED QUESTIONS BY PROBATIONARY EMPLOYEES ABOUT THE
NEW PROFESSIONAL GROWTH AND EVALUATION PROCESS (PGEP)

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1. What are the initial steps for probationary employees in the new Professional Growth and Evaluation Process (PGEP)?

Supervisors will present and review the Professional Qualities and Responsibilities (PQR) with all employees.  All employees sign this form signifying that they understand and will adhere to the PQR.  Next, probationary employees complete a PQR Self-Assessment of their skills/abilities.  This self-assessment is based on specific areas of the PQR.

2. What occurs at the initial PGEP meeting with my supervisor?

Your supervisor will review your self-assessment with you.  After reviewing the self-assessment, the supervisor and employee will jointly decide the specific PQR that will be the focus of the action plan for the year.  The focus is documented on a professional growth series planning form.  This focus may change during the year and the planning form may be updated.

3. How many conferences are required for probationary employees?

Probationary employees must participate in a minimum of three conferences during the year. The first is the Planning Conference, completed no later than September 30.   The second may be anytime between the planning conference and the final evaluation (to be completed by March 1).   The purpose of the second conference is to discuss implementation of the Action Plan, detailed on the Planning Form.   This should be recorded on the first part of the Action Plan report.  The final conference for all probationary employees should occur before March 1, at which time the outcomes should be detailed on the last section of the Action Plan report. 

4. Who should conduct the conferences for probationary employees?

The supervisor is ultimately responsible for the conferences. However, supervisors are encouraged to have the probationary employee participate in the series with several different employees/supervisors.  This allows the employee and supervisors to gain insight from others with different experiences and expertise.  Anyone asked to conduct a conference with a probationary employee must have received division training in how to conduct the conference.  Communication must occur between the various participants so that the employees do not receive conflicting messages and the focus of their growth is consistent.  The supervisor should always be aware of the outcomes of the conferences.

5. Is there a standard professional growth series planning form?

Yes.  The professional growth series planning form includes a section for an action plan to be developed by the employee and the supervisor during the initial planning conference.  This action plan should be centered on the chosen PQR focus for the employee.  The action plan report form should be used during subsequent conferences to communicate progress.

6. Is there a standard Action Plan Report form?

Yes.  The action plan report form is located on the PGEP website and includes:

  1. A place to record the status of the Action Plan at the implementation conference.   The employee completes this section, and the supervisor adds comments when appropriate.  Both supervisor and employee sign the form at the Implementation Conference.
  2. At the end of the Professional Growth Series, the employee will list the steps from the action plan that have been implemented. 
  3. A list of the evidence demonstrating how effectively the steps were implemented will also be provided by the employee on the form.  Again, this is completed by the employee. 
  4. The outcomes of the steps and progress towards the PQR goal is included.
  5. Supervisor feedback on progress and next steps in the process, if needed, is provided.

7. Will my performance be formally evaluated?

The employee’s progress toward meeting or exceeding the Professional Qualities and Responsibilities (PQR) will determine his/her evaluation.  Evaluation of probationary employees relies heavily upon the data collected during the conferences.  The supervisor will complete the PQR Evaluation Form/Mid-year before December 15th.  This mid-year report will denote whether the employee has or has NOT met the PQR during the first half of the year.   If the employee has NOT met the PQR, details of required areas of improvement as well as increased support from administration will be provided.

8. When is the final evaluation completed?

By March 1,  a final PQR Evaluation must be completed by the supervisor and given to the employee.  However, conferences may continue until the end of the school year.

 

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FREQUENTLY ASKED QUESTIONS BY NON-PROBATIONARY EMPLOYEES ABOUT THE
NEW PROFESSIONAL GROWTH AND EVALUATION (PGEP) PROCESS

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1. What are the major changes in the Professional Growth and Evaluation Process (PGEP) for continuing contract employees?

There are many changes to the PGEP process that are addressed on the PGEP website and by your supervisors.  The three major changes are:

  1. The Professional Qualities and Responsibilities (PQR) for employees have been rewritten.  The PQR serve as the foundation for the PGEP process.  Review the new PQR carefully to understand expectations for all employees in Henrico County Public Schools.
  2. The emphasis of the professional growth series is on reflective practice.  This emphasis allows employees and supervisors to engage in meaningful dialogue about professional growth in some aspect of job performance as it relates to the PQR.  To allow employees and supervisors time to conduct meaningful conferences, non-probationary  employees who meet or exceed the PQR will participate in Professional Growth Series EVERY OTHER YEAR.
  3. In years when employees are not on professional growth series, they will still be evaluated based on the PQR, but the evaluation will not require the employee to have meetings with supervisors (unless they are not meeting the PQR).

2.  Will I be required to complete an action plan every year?

No.  Non-probationary employees who meet or exceed the PQRs will formally participate in the professional growth series every other year.  However, an employee may be asked to participate at any time.

3. How many conferences are required for employees on continuing contract?

Continuing contract employees will participate in a series of at least conferences for professional growth every other year.  The conferences should build on each other.

4. What are the expectations for employees who are no longer on probation?

The ideal non-probationary employee meets or exceeds the spirit of the Professional Qualities and Responsibilities (PQR).  The PGEP series for employees on continuing contracts provides the opportunity for employees to explore and reflect on practice through the PQR.  In order to do this, employees are encouraged to incorporate new and innovative strategies and move outside of their “comfort zone.”  Therefore, the series for continuing contract employees who meet or exceed the PQR are focused on professional growth beyond PQR competence.

5. Who should conference with the non-probationary employee?

The supervisor is ultimately responsible for the professional growth series.  Supervisors can designate other supervisors to conduct the professional growth conferences for non-probationary employees and are encouraged to designate only one other supervisor. This allows for a relationship of trust to develop between the supervisor and employee so that employees feel safe to move outside their typical practice and delve deeper into the Professional Growth and Responsibilities (PQR). This also allows for deeper ongoing dialogue with the employee about professional development. The designee may be another supervisor, specialist, or other recognized employee leaders. Anyone asked to participate in a series with a non-probationary employee will receive division training in how to facilitate the series.  Non-probationary employees will agree to have someone other than their supervisor to participate in the professional growth series. The supervisor must always be aware of the outcomes of each conference in the series.

6. Can a supervisor place an employee on a professional growth series if it is not his/her biennial year?

Yes.  The supervisor may ask any employee to participate in a professional growth series at any time.

7. What is the procedure for a non-probationary employee not in good standing with the Professional Growth and Responsibilities (PQR)?

The PQR performance deficiencies of the individual employee should be noted on the PQR Evaluation Form.  If the deficiencies are specific to skills effecting quality job performance, the professional growth series must become part of the same evaluation process being applied to probationary employees. There should be a minimum of three conferences, but supervisors are encouraged to go beyond this number to provide support and feedback for improved performance.

8. Is there a standard professional growth series planning form?

Yes.  The professional growth series planning form includes a section for an action plan to be developed by the employee and the supervisor during the initial planning conference.  This action plan should be centered on the chosen PQR focus for the employee.  The action plan report form should be used during subsequent conferences to communicate progress towards goals and areas still in need of improvement.

9. Is there a standard action plan report form?

Yes.  The action plan report form is located on the PGEP website and includes:

  1. A place to record the status of the Action Plan at the implementation conference.   The employee completes this section, and the supervisor adds comments when appropriate.  Both supervisor and employee sign the form at the Implementation Conference.
  2. At the end of the Professional Growth Series, the employee will list the steps from the action plan that have been implemented. 
  3. A list of the evidence demonstrating how effectively the steps were implemented will also be provided by the employee on the form.  Again, this is completed by the employee. 
  4. The outcomes of the steps and progress towards the PQR goal is included.
  5. Supervisor feedback on progress and next steps in the process, if needed, is provided.

10. Will my performance be formally evaluated?

The employee’s progress towards meeting or exceeding the Professional Qualities and Responsibilities (PQR) will determine his/her evaluation. The supervisor will complete the mid-year PQR Evaluation Form/Mid-year for all non-probationary employees before January 30th.  All employees will also receive an annual PQR Evaluation Form by June 30.  The supervisor MUST meet ONLY with those employees who are not meeting or exceeding the PQR.

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