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Student Name DOB School Please check what applies in each section Person Completing Form To be approved: Approved Special Evaluation Checklist For IEP Review Team Only Medicaid Office Enrich Office

How to fill out special eval

How to fill out special eval:

1. Start by gathering all necessary information: Before filling out the special eval, make sure you have all the relevant information at hand. This may include performance reviews, goals, objectives, feedback from supervisors or colleagues, and any other relevant documentation.
2. Familiarize yourself with the evaluation form: Take the time to thoroughly review the special eval form before starting to fill it out. Ensure that you understand each section and the criteria that will be used to assess performance.
3. Provide a concise summary of the evaluated individual's job responsibilities: Begin by clearly outlining the job responsibilities and role of the person being evaluated. This will provide context for the evaluation and help the reviewer understand the scope of the individual's work.
4. Assess performance against established goals and objectives: Evaluate the individual's performance based on the goals and objectives that were previously set. Provide specific examples of how these goals were achieved or any areas where there may be room for improvement.
5. Consider feedback from supervisors and colleagues: Take into account any feedback received from supervisors or colleagues. If there were any commendations or areas of improvement highlighted by others, include these in the evaluation. It is important to acknowledge the perspectives of those who work closely with the person being evaluated.
6. Address strengths and weaknesses: Offer an objective assessment of the individual's strengths and weaknesses. Highlight areas where they excel and provide examples to support these claims. Similarly, identify areas where improvement may be needed and provide constructive feedback or suggestions for development.
7. Provide specific, measurable, achievable, relevant, and time-bound (SMART) objectives for the future: Set realistic goals and objectives for the individual's future performance. Ensure that these goals are specific, measurable, achievable, relevant, and time-bound. This will give the evaluated person a clear understanding of what is expected moving forward.

Who needs special eval:

1. Employees seeking career development: Special evals can be useful for employees who are looking to advance their careers or take on new responsibilities. The evaluation provides valuable feedback on their performance and areas for improvement, which can help guide their career development plans.
2. Managers or supervisors responsible for performance management: Special evals are often conducted by managers or supervisors who are responsible for assessing and managing the performance of their team members. These evaluations allow them to objectively evaluate individual performance, identify skill gaps, and create development plans.
3. Human Resources (HR) professionals: HR professionals may also need to conduct or review special evals. They play a key role in ensuring that the evaluation process is fair, consistent, and aligns with organizational policies and procedures. HR professionals may provide guidance and support to managers and employees involved in the special eval process.

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