Custom Rubric Formats

Custom rubrics must be coordinated with your SuperEval Account Executive. 

When supplying SuperEval with a custom district rubric, it is important to consider that there are two possible formats, particularly if the rubric contains an extensive number of competencies (~20+). Please note that after choosing one of the formats below, the decision is irreversible as a change in format would result in the loss of any existing user data tied to the original format.

Option 1: All competencies are rated separately

1. In the self-evaluation, the employee needs to select a self-assessment rating and add reflections/comments for every competency. *
2. The supervisor needs to select a rating for every competency and provide comments/reflections for every domain. *
3. Pros:
   • In the Select Competencies phase of Step 1, supervisors can deselect any competencies they do not wish to include in the evaluation.
   • In the Weights & Ranges phase of Step 1, the suggested weighting of each domain will be based on the number of competencies contained within it (i.e., a domain containing 7 competencies will be weighted more heavily than a domain containing 3 competencies). If needed, weights can still be manually adjusted.
4. Cons:
   • If no competencies are deselected in the Select Competencies phase of Step 1, the employee needs to be evaluated on all competencies, which may result in an unintended focus on quantity over targeted growth and supporting evidence depth.

Option 2: All competencies in a given domain are consolidated into one

1. In the self-evaluation, the employee only needs to select a self-assessment rating and add reflections/comments for every domain. *
2. The supervisor only needs to select a rating and provide comments/reflections for every domain. *
3. Pros:
   • The employee and supervisor only need to select ratings for however many domains there are in the rubric (typically between 3 and 8).
   • The evaluation is less granular and therefore more focused on specific areas of the rubric, placing a priority on targeted growth and supporting evidence depth.
   • There is no need to complete the Select Competencies phase of Step 1 since the employee will be evaluated on an entire group of competencies instead of individual ones.
4. Cons:
   • In the Select Competencies phase of Step 1, individual competencies cannot be deselected without removing an entire domain.
   • In the Weights & Ranges phase of Step 1, the weights will likely need to be manually adjusted since the percentage of each domain will be the same despite domains potentially containing a different number of competencies (i.e., a domain containing 7 competencies and one containing 3 competencies will be equally weighted).

* 100% completion is strongly recommended but is not required to advance through the evaluation process.

Glossary:

Employee = Individual being evaluated (aka evaluatee)

Supervisor = Individual performing the evaluation of the employee (aka evaluator)

Domain = Broad evaluation category containing competencies (aka standard area)

Competency = Specific performance indicator within a domain (aka component or standard)

If you require further assistance, please contact the Help Desk or call 1-844-312-3825.