Evaluation Tools

Evaluation Tools
Hawaii State Department of Education

Evaluation Tools

Index

For Teachers – Professional Evaluation Program for Teachers (PEP-T)
For School Leaders – Professional Evaluation Program for School Leaders (PEP-SL)
For Educational Officers – State and District Educational Officers Evaluation Form (Former DOE Form 753)
For Coaches – Coaches Evaluation Form
For Career and Technical Educators – Professional Evaluation Program for Career and Technical Educators (PEP-CTE)
For Civil Service and Support Services Personnel – Performance Appraisal System (PAS)
For EMCP Group Personnel – EMCP Performance Evaluation System (EMCP-PES)

For Teachers – Professional Evaluation Program for Teachers (PEP-T)

The Professional Evaluation Program for Teachers (PEP-T) is a process for evaluating and rating the performance of teachers in the Hawai`i State Department of Education. The PEP-T serves these major purposes: (1) to evaluate teacher effectiveness on a continuous basis and (2) to provide ratings for temporary, probationary and tenured teachers in the public schools on a regular, specific schedule. The PEP-T provides a summative evaluation of whether or not a teacher has met the Duties of a Teacher.

The PEP-T ratings may result in employment actions such as: continuation of contract, granting of tenure, extension of probation, non-renewal of probationary contract, or termination.

The PEP-T provides a rating which indicates whether or not a teacher satisfactorily meets the Duties of a Teacher. Evaluators may review records, observe or collect data on teacher performance to the duties at any time; however, in order to issue a rating, the teacher must be scheduled for rating during that year or the appropriate procedures to move the teacher to an annual rating cycle must be applied.

The PEP-T process:

Allows teachers to acquaint themselves with the Duties;
Provides procedures by which they will be rated;
Provides the opportunity for the teacher to share and reflect on practices with the evaluator in accordance with Duty 5; and,
Provides for prescribed support, as appropriate, such as peer assistance or professional development courses for those with needs.

The Duties of a Teacher will be public and is provided in the Appendix of the PEP-T Manual. Specific procedures, detailed in the PEP-T Manual, offer assurances that the evaluation/rating process will be open, fair and accurate.

2012 PEP-T Official Manual
[.pdf] (3.83 MB)
DOE OHR 500-001 PEP-T Rating Form
[.pdf] (124 KB)
DOE OHR 500-001(a) PEP-T Suggested Checklist
[.pdf] (76.6 KB)
DOE OHR 500-001(b) PEP-T Summary of Conference
[.pdf] (62.7 KB)
DOE OHR 500-001(c) PEP-T Data Sheet
[.pdf] (73.0 KB)

PEP-T and You Video (three video formats available)

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For School Leaders – Professional Evaluation Program for School Leaders (PEP-SL)

DOE OHR 500-002 PEP-SL Rating Form
[.pdf] (96.9 KB)

For Educational Officers – State and District Educational Officers Evaluation Form (Former DOE Form 753)

DOE OHR 500-003 EO Evaluation Form
[.pdf] (88.8 KB)

For Coaches – Coaches Evaluation Form

DOE OHR 500-004 Coaches Evaluation Form
[.pdf] (144 KB)

For Career and Technical Educators – Professional Evaluation Program for Career and Technical Educators (PEP-CTE)

DOE OHR 500-005 PEP-CTE Rating Form
[.pdf] (141 KB)

For Civil Service and Support Services Personnel – Performance Appraisal System (PAS)

Our employees are the State's most valuable resource in providing efficient and effective services to the people of Hawai`i. It is important that all employees understand their work assignments and the results expected of them.

The Performance Appraisal System (PAS) provides supervisors with an effective tool to evaluate their employees' work performance and also to help employees improve their work performance.

The PAS can only work if employees, supervisors, and managers understand it. The PAS manual explains how the appraisal program works and clarifies everyone's roles and responsibilities.

If you have any questions, please contact your Departmental Personnel Office.

For EMCP Group Personnel – EMCP Performance Evaluation System (EMCP-PES)

Statutory Basis

Act 253, SLH 2000, the Civil Service Reform Act, provided new directions and greater flexibility in pay for excluded managers and specifically acknowledges variable pay related to performance. HRS 89-C permits "variable adjustments based on performance or other job criteria" and requires adjustments that "result in compensation and benefit packages that are at least equal to the compensation and benefit packages provided under collective bargaining agreements for counterparts and subordinates within the employer's jurisdiction."

Implementation of the Variable Pay Program is limited or fixed by the authority of the chief executive of the respective jurisdiction (i.e., the Governor for the Executive Branch), via executive order, and is subject to the ability to pay. Therefore, this pay program will be implemented only when it is authorized by the Governor in an executive order.

Objectives

To promote the success of the organization, and
To recognize and reward contributions to the success of the organization, contingent on the State's ability to pay.

Significance of Performance Management

Organizations need goals if they are to move forward. However, forward movement is contingent on clear directions and focused activity. Performance management assures that the efforts of the staff are directed, in an organized and planned manner, toward those goals, rather than dissipated on less essential or ephemeral issues and problems.

Performance management thus requires a common understanding of goals and objectives, focused efforts and commitment.

The EMCP group is comprised of division chiefs, chief staff officers, and managers of major branches. The EMCP Performance Evaluation System has been developed to measure on a consistent statewide basis, the contribution of these managers to the organization, in the overall management of their programs and the attainment of specific results.

It provides for:

Consistency in ratings for managers in all departments through a common performance management and evaluation system;
Focus on specific needs in each program area;
Flexibility to meet specific departmental and program needs through weighting/prioritizing elements; and
Consistency in rewards through common standards.

There are 5 basic ratings:

Exceptional
Exceeds Expectations
Fully Meets Expectations
Needs Improvement
Unsatisfactory

The amount of the variable pay adjustment or bonus, if any, will be specified in an executive order.

© Hawaii State Department of Education, P.O. Box 2360, Honolulu, HI 96804; Physical address: 1390 Miller St, Honolulu, HI 96813; phone: 808-586-3230; fax: 808-586-3234. All rights reserved. For problems/questions concerning this web site, please email the webmaster. Links to other web sites should not be considered an endorsement. DOE is not responsible for the content of external web sites.