Classified Management
A clear, confidential workspace for managers and evaluators to contribute to evaluations, track progress, and prepare for meaningful review conversations.
Authorized access
Use your LVUSD email address. Access will be based on your assigned role.
Preview access: enter any @lvusd.org email and a six-character password. The password is checked only in this page and is never stored.
Classified Management
This process creates a consistent record of leadership performance, supports direct feedback and reflection, and sets focused priorities for the next evaluation cycle.
The evaluation applies to LVUSD classified management employees. It combines employee reflection, evaluator evidence, a review conference, and documented goals.
Five clear stages, with responsibility shifting as the evaluation moves forward.
HR creates the cycle, selects the evaluation type, due date, and evaluator.
HR administratorThe manager adds concise reflection and evidence across the five domains.
Manager being evaluatedThe evaluator reviews input, selects ratings, and adds evidence-based comments.
EvaluatorBoth participants discuss evidence, clarify ratings, and agree on focused next steps.
Manager + evaluatorThe manager acknowledges receipt; the evaluator finalizes the record for HR.
Manager + evaluator + HRMeets Expectations, Area for Growth, Unsatisfactory, and Not Applicable. Ratings are not numeric.
Acknowledgment confirms that the manager received and reviewed the evaluation. It does not necessarily indicate agreement.
Annual evaluations are due May 1. Human Resources assigns due dates for 3-month, 6-month, and Special evaluations.
Submitted stages are locked. An authorized administrator may reopen a stage with a documented reason.
Create or confirm evaluator pairings before opening employee input.
Review your current cycle, contribute input, and track what comes next.
Completed District records will appear here after the production data connection is added.
Use the criteria as prompts for concise reflection and evidence. Save as often as needed. Submitting employee input advances the evaluation to the evaluator-review stage.
Select an assigned manager, add ratings and evidence, save your work, and submit the review for conference.
Only managers paired with your signed-in email by a designated HR administrator appear here.
Choose an assigned manager to see the evaluation type, cycle, deadline, and current status.
| Evaluation | Type | Due | Status | Action |
|---|
Evaluations will appear after a designated HR administrator completes the pairing.
Ratings use the District’s four approved labels. Ratings and evaluator comments remain editable until the review is advanced to the conference stage.
Submitting this review creates the confirmation, recipients, and secure return links for this evaluation.
This preview generates and records each notification without transmitting personnel information. Production delivery requires the District identity, database, and approved mail-service connection.
The record is ready for the evaluation conference and its notification package has been created.
Framework guide
The framework describes observable leadership practice across five domains. Use the indicators to organize evidence and feedback—not as a checklist detached from role, context, or impact.
Four descriptive labels; no numeric score and no “Exceeds Expectations” category.
Each domain includes five indicators used by both the manager and evaluator.
Quality matters more than volume.
Describe the action, context, outcome, and impact. Avoid unsupported labels or general impressions.
Look for patterns across time, responsibilities, stakeholders, and operating conditions.
A growth goal can strengthen solid performance; it does not automatically mean the domain is deficient.
Formal evaluation should reflect timely supervision and feedback already discussed during the year.
The LVUSD framework is locally designed and informed by established leadership standards and research.
Provides California’s statewide leadership standards, elements, and sample indicators for educational leaders.
Open the CDE standardsA systematic synthesis of 219 studies identifying leadership practices associated with stronger student, teacher, and school outcomes.
Open the research synthesisReviews the content and learning conditions connected to effective leadership development, including people, organizations, climate, and change.
Open the research reportAssign each classified manager to one evaluator for the selected evaluation cycle.
Both people must use an LVUSD email address.
Active evaluator assignments for the selected cycle.
| Management employee | Evaluator | Cycle / type | Assigned by | Action |
|---|
Production events will be written to a server-side audit record.