Stressed about your LMS evaluation? We all agree that evaluations can be uncomfortable. When we take a position as a media specialist, we do not walk into the door thinking about how we will be evaluated and what effect those evaluations will have on our programs, our funding, defining the value of our programs and well, maintaining our employment. With some research, active participation, and planning, you can develop a method to improve the evaluation process and demonstrate the value of your program.
So, it is the beginning of the year. Evaluation planning begins now.
So, it is the beginning of the year. Evaluation planning begins now.
 | At the beginning of the school year, we are simply not thinking about evaluation. We are thinking about schedules, timelines, ordering materials, processing materials, planning book fairs and literacy initiatives, technology access, library orientation, collaborative lessons.... Did you notice what just happened? We disappeared into the avalanche of our duties, not how those duties will be evaluated. However, this is the perfect time to begin thinking about the evaluation process. Begin with research. 1. Setting the Stage for Success. |
First, become familiar with your specific job description and evaluation rubric, which may require some digging on your school district's website, a phone call or two, and asking your administrator to provide this information. It is not that this information is not available, it is just usually not stored in a readily retrievable manner. Don't be afraid to ask.
Next, don't just put your employee handbook on the shelf in your office. Read it, cover to cover. Highlight those passages that apply directly to your job role. These passages may have bearing on your conversations about your evaluation later.
Lastly, ask who will be evaluating you, when you will be evaluated, how and when, and if the evaluation rubric for your job role is the only instrument used in your evaluation. Make note of the evaluation timeline on your calendar, put it into any electronic calendars that you use and set reminders of deadlines. If you could not find a copy, now is the time to ask for a copy of the evaluation rubric.
Next, don't just put your employee handbook on the shelf in your office. Read it, cover to cover. Highlight those passages that apply directly to your job role. These passages may have bearing on your conversations about your evaluation later.
Lastly, ask who will be evaluating you, when you will be evaluated, how and when, and if the evaluation rubric for your job role is the only instrument used in your evaluation. Make note of the evaluation timeline on your calendar, put it into any electronic calendars that you use and set reminders of deadlines. If you could not find a copy, now is the time to ask for a copy of the evaluation rubric.
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