2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 85
Evaluation shall be based on a planned process of assessment for determining the extent to which
established values of Catholic education are achieved, purposes carried out, and predetermined
goals reached. The evaluation process shall encompass the efforts of personnel and programs.
The primary goal of evaluation is the improvement of administrators and teachers. Other goals
may include:
1.
2.
3.
4.
5.
Improvement of programs
Effective management of the school as a whole
Long-range planning
Promotion or dismissal of personnel
Study and revision of curriculum
School administrators are those personnel who are responsible for the faculty, staff, and pupils in
their program.
Principals are evaluated on an annual basis through the process established by the Office of
Catholic Schools. After a conference between the Superintendent and the Principal, the evaluation
is signed and dated by both the Superintendent and the Principal. The signed evaluation shall be
placed in the Principal’s personnel file.
It is the responsibility of the Principal to evaluate all other personnel, both contracted and noncontracted, annually. The criteria used for evaluation should be derived from the employee’s job
description. After a conference between the Principal and employee, evaluation is signed and
dated by the Principal and the employee.
Evaluation of personnel may include, but is not limited to: classroom visits, outside of the
classroom responsibilities, interaction with parents and others, demonstration of support of the
philosophy of the school and Archdiocese, demonstrated support of the school administration, etc.
4100: FAMILY MEDICAL AND LEAVE ACT (FMLA)
Click here to view Section 3.6 & 3.7 Family Medical Leave/Non-FMLA Leave Policies
4110: HARASSMENT/DISCRIMINATORY CONDUCT (GRIEVANCE)
Each school shall be committed to providing a professional work environment for all employees
that is totally free from physical, psychological, or verbal harassment. This commitment continues
our long-standing policy of fair and equal employment to every person regardless of age, race,
color, gender, mental or physical impairment, national origin, ethnicity, or other basis protected by
law. Each school has an obligation to provide a work environment that is free from intimidation,
discriminatory conduct and harassment based on any of these factors.
Harassment can result from a single incident or from a pattern of behavior wherein the purpose or
effect is to create a hostile, offensive, or intimidating work
environment. Harassment/discriminatory conduct encompass a broad range of physical or verbal
behavior which can include, but is not limited to, the following:
•
•
•
•
Abuse: psychological, physical, verbal, non-verbal;
Racial insults;
Derogatory comments;
Unwelcome sexual advances;
