Common use of Administrator Evaluation Clause in Contracts

Administrator Evaluation. A. Philosophy The Board and LASA agree that members of the administrative staff shall be subject to an evaluation process that is fair, constructive and reliable in order to facilitate the successful and continuing achievement of the goals and objectives of the Lansing School District Board of Education. B. Purpose The Board and LASA agree that the administrator evaluation process has several purposes including: 1. To establish, maintain and improve communication between supervisors and administrators, particularly in relation to an administrator's job performance. 2. To ensure that each administrator is aware of job responsibilities and related performance level expectations. 3. To recognize outstanding performance by individual administrators. 4. To maintain, strengthen and improve the level of performance of the administrative staff. 5. To identify and assist the correction of performance deficiencies by individual administrators. C. Evaluation Procedures 1. Upon employment, each administrator will be provided a written description of his/her job. Administrators will be informed of specific criterion upon which they will be evaluated by being provided a copy of the Performance Appraisal for LASA Administrators which has been mutually agreed to. 2. The content of any evaluation is not subject to the grievance procedure, however, non-adherence to procedures set forth in this Article by an evaluator shall be grievable. 3. Monitoring or observation of the work of an administrator shall be conducted openly and with knowledge of the administrator. 4. Administrators shall be evaluated every three years, or more often, if deemed necessary by the Board. Administrators selected shall be evaluated by March 30, and a written copy of the evaluation shall be given to the administrator. However, if an administrator is being put on an improvement plan through the evaluation process, the evaluation must be completed by February 1. The evaluator(s) shall hold a conference with the administrator for the purpose of clarifying the evaluation and recommendations. Such a conference shall be held within ten (10) days of submission of the written report to the administrator. An administrator who disagrees with the evaluation may submit written comments which shall be attached to the personnel file copy of the evaluation. 5. In the event that performance is unsatisfactory, a corrective action plan will be developed. Failure of an administrator to comply with the terms of a corrective action plan may constitute grounds for disciplinary action. Failure of an administrator to improve his/her performance to a satisfactory level may constitute grounds for disciplinary action up to and including discharge. 6. Any discipline, up to and including discharge, which is done through a corrective action plan shall not be subject to progressive discipline. Any bargaining unit member who is put on a corrective action plan shall be put on it on or before February 1 of the school year. Members shall generally have until the end of the school year to improve, but in no case shall they be given less than ninety (90) calendar days in which to improve. These timelines shall not apply to discipline imposed in situation other than corrective action plans. Also, a corrective action plan shall not be required if an employee has had a prior corrective action plan involving the same issue within the past five years or an employee has had an unsatisfactory rating within the previous 18 months. 7. Any employee who is demoted through discipline or a corrective action plan shall receive the rate of pay for the position into which they are being moved. D. Administrators whose contracts are not to be renewed for reasons of performance shall be notified on or before ninety (90) days prior to the expiration of their individual contract. E. Any changes in the Lansing School District, Administrative Performance Review Handbook will be by mutual agreement between the Board and LASA. F. Administrators with an inordinately high number of teacher evaluations to perform may seek appropriate assistance or relief from the Area Director(s) (as applicable). The applicable Director will make reasonable assistance available. G. The parties agree and formally recognize that the evaluation of teachers is a main component of an administrator’s responsibility. Failure to complete assigned evaluations in a timely manner will be cause for serious discipline per Article 4, Section H of this contract.

Administrator Evaluation. A. Philosophy The Board and LASA agree that members of the administrative staff shall be subject to an All evaluation process that is fair, constructive and reliable in order to facilitate the successful and continuing achievement of the goals and objectives of the Lansing School District Board of Education. B. Purpose The Board and LASA agree that the administrator evaluation process has several purposes including: 1. To establish, maintain and improve communication between supervisors and administrators, particularly in relation to an administrator's job performance. 2. To ensure that each administrator is aware of job responsibilities and related performance level expectations. 3. To recognize outstanding performance by individual administrators. 4. To maintain, strengthen and improve the level of performance of the administrative staff. 5. To identify and assist the correction of performance deficiencies by individual administrators. C. Evaluation Procedures 1. Upon employment, each administrator will be provided a written description of his/her job. Administrators will be informed of specific criterion upon which they will be evaluated by being provided a copy of the Performance Appraisal for LASA Administrators which has been mutually agreed to. 2. The content of any evaluation is not subject to the grievance procedure, however, non-adherence to procedures set forth in this Article by an evaluator shall be grievable. 3. Monitoring or observation of the work performance of an administrator shall will be conducted openly and with full knowledge of the administrator. 4. No adverse comments shall be made to an administrator except in private. Administrators will be given a copy of any evaluation report and the evaluator will discuss such reports with the administrator. Following such discussion, the administrator shall be evaluated every three years, or more often, if deemed necessary acknowledge that he/she has received a copy of his/her Evaluation Report and that he/she has discussed said Report with the Superintendent by affixing his/her signature to the Board. Administrators selected shall be evaluated by March 30, and a written file copy of the evaluation shall be given Report subject to the administratorunderstanding that the signature by the administrator does not necessarily indicate his agreement with the contents of the Report. HoweverIn the event of an unfavorable Evaluation Report, the administrator shall have the right to present to the Superintendent a written statement of his/her disagreement with said Report, and his statement, if an administrator is being put on an improvement plan through the evaluation processpresented, the evaluation must be completed by February 1. The evaluator(s) shall hold a conference with the administrator for the purpose of clarifying the evaluation and recommendations. Such a conference shall be held within ten (10) days of submission of the written report to the administrator. An administrator who disagrees with the evaluation may submit written comments which shall be attached to the personnel file copy of the evaluationEvaluation Report. 5B. Administrators will have the right, upon advance written request, to review the contents of their personnel file and have copies made of the contents. In Such requests shall be made during office hours and the event that performance is unsatisfactory, a corrective action plan administrators will be developedentitled to have a representative of the Association accompany him/her during such review. Failure of an administrator to comply with the terms of a corrective action plan may constitute grounds for disciplinary action. Failure of an administrator to improve The Superintendent or his/her performance designee must be present during such review. The administrator shall acknowledge that he/she has had the opportunity to review the contents of his personnel file as provided in this paragraph by affixing his/her signature to a satisfactory level may constitute grounds for disciplinary action up memorandum to and including dischargethat effect, subject to the understanding that the signature by the administrator on said memorandum does not necessarily indicate his agreement with the contents of his personnel file. 6. Any discipline, up C. No material relating to and including discharge, which is done through a corrective action plan shall not an administrator's performance or non-performance of duties will be subject to progressive discipline. Any bargaining unit member who is put on a corrective action plan shall be put on it on placed in an administrator's file or before February 1 of files by the school year. Members shall generally have until Superintendent unless the end of the school year to improve, but in no case shall they be given less than ninety (90) calendar days in which to improve. These timelines shall not apply to discipline imposed in situation other than corrective action plans. Also, a corrective action plan shall not be required if an employee has had a prior corrective action plan involving the same issue within the past five years or an employee administrator has had an unsatisfactory rating within opportunity to review the previous 18 months. 7material. Any employee who is demoted through discipline The administrator will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement or disagreement with the contents thereof. If the administrator refuses to sign the material, the Superintendent or his/her designee witnessing this refusal will sign the copy and attest to the administrator's refusal to sign. The administrator will also have the right to submit a corrective action plan written answer to such material and his/her answer shall receive be reviewed and signed by the rate of pay for Superintendent and attached to the position into which they are being movedfile copy. D. Administrators whose contracts are not to be renewed for reasons of performance Any complaint regarding an administrator shall be notified on or before ninety (90) days prior promptly called to the expiration attention of their individual contractthe administrator in writing. E. Any changes in the Lansing School District, Administrative Performance Review Handbook will be by mutual agreement between the Board and LASA. F. Administrators with an inordinately high number of teacher evaluations to perform may seek appropriate assistance or relief from the Area Director(s) (as applicable). The applicable Director will make reasonable assistance available. G. The parties agree and formally recognize that the evaluation of teachers is a main component of an administrator’s responsibility. Failure to complete assigned evaluations in a timely manner will be cause for serious discipline per Article 4, Section H of this contract.

Administrator Evaluation. A. Philosophy The Board and LASA agree that members of the administrative staff shall be subject to an evaluation process that is fair, constructive and reliable in order to facilitate the successful and continuing achievement of the goals and objectives of the Lansing School District Board of Education. B. Purpose The Board and LASA agree that the administrator evaluation process has several purposes including:Evaluation 1. To establish, maintain Administrators will be evaluated annually through a process collaboratively developed between the Administrators Association and improve communication between supervisors and administrators, particularly in relation to an administrator's job performancethe Superintendent. 2. To ensure that each administrator is aware of job responsibilities and related performance level expectations. 3. To recognize outstanding performance by individual administrators. 4. To maintain, strengthen and improve the level of performance of the administrative staff. 5. To identify and assist the correction of performance deficiencies by individual administrators. C. Evaluation Procedures 1. Upon employment, each administrator will be provided a written description of his/her job. Administrators will be informed of specific criterion upon which they will be evaluated by being provided a copy of the Performance Appraisal for LASA Administrators which has been mutually agreed to. 2. The content of any evaluation is not subject to the grievance procedure, however, non-adherence to procedures set forth in this Article by an evaluator shall be grievable. 3. Monitoring All monitoring or observation of the work or performance of an administrator Administrator shall be conducted openly and with full knowledge of the administratorAdministrator. 43. Administrators shall be evaluated every three years, or more often, if deemed necessary only by the BoardSuperintendent except where principals are expected to aid in evaluating their assistants. 4. Administrators selected shall be evaluated by March 30, and a written copy of the evaluation An Administrator shall be given a copy of any evaluation report prepared by his/her evaluators within one (1) week or at least one (1) day before any conference to discuss it. No such report shall be submitted to the administrator. However, if an administrator is being put on an improvement plan through the evaluation process, the evaluation must be completed by February 1. The evaluator(s) shall hold a Personnel File without prior conference with the Administrator. No administrator for the purpose of clarifying the evaluation and recommendations. Such a conference shall be held within ten (10) days of submission of the written report required to the administrator. An administrator who disagrees with the sign a blank or incomplete evaluation may submit written comments which shall be attached to the personnel file copy of the evaluationform. 5. In the event that performance is unsatisfactory, a corrective action plan will be developed. Failure Final evaluation of an administrator Administrator shall be conducted prior to comply with termination of employment and no comment and/or other material shall be placed in the terms personnel file of a corrective action plan may constitute grounds for disciplinary actionsuch Administrator after severance. B. Derogatory Material 1. Failure of No material derogatory to an administrator to improve Administrator’s conduct, service or personality shall be placed in his/her performance to a satisfactory level may constitute grounds for disciplinary action up to and including discharge. 6. Any discipline, up to and including discharge, which is done through a corrective action plan shall not be subject to progressive discipline. Any bargaining unit member who is put on a corrective action plan shall be put on it on or before February 1 of personnel file unless the school year. Members shall generally have until the end of the school year to improve, but in no case shall they be given less than ninety (90) calendar days in which to improve. These timelines shall not apply to discipline imposed in situation other than corrective action plans. Also, a corrective action plan shall not be required if an employee has had a prior corrective action plan involving the same issue within the past five years or an employee Administrator has had an unsatisfactory rating within opportunity to review the previous 18 monthsmaterial. The Administrator shall acknowledge that he/she had had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the content thereof. The administrator shall also have the right to submit a written response to such material and his/her response shall be reviewed by the superintendent and his/her designee and attached to the file copy. 72. The Committee agrees to protect the confidentiality of personal references, academic credentials, or other similar documents, and will not establish any separate personnel file that is not available for the Administrator’s inspection. C. Complaints 1. Any employee who is demoted through discipline or a corrective action plan complaint which may be used to evaluate an Administrator will be promptly investigated and brought to his/her attention. The Administrator shall receive be given an opportunity to respond to and/or rebut such complaint and will have the rate of pay for the position into which they are being moved. D. Administrators whose contracts are not right to be renewed for reasons of performance shall be notified on or before ninety (90) days prior to represented by the expiration of their individual contractAssociation at any meetings regarding such complaint. E. Any changes in the Lansing School District, Administrative Performance Review Handbook will be by mutual agreement between the Board and LASA. F. Administrators with an inordinately high number of teacher evaluations to perform may seek appropriate assistance or relief from the Area Director(s) (as applicable). The applicable Director will make reasonable assistance available. G. The parties agree and formally recognize that the evaluation of teachers is a main component of an administrator’s responsibility. Failure to complete assigned evaluations in a timely manner will be cause for serious discipline per Article 4, Section H of this contract.

Administrator Evaluation. A. Philosophy The Board parties will form a subcommittee composed of an equal number of Unit Band School System representatives to update and/or improve the evaluation standards, procedures and LASA agree that members of the administrative staff shall be subject to an evaluation process that is fair, constructive and reliable in order to facilitate the successful and continuing achievement of the goals and objectives of the Lansing School District Board of Educationforms. B. Purpose The Board A. All administrators will be evaluated in writing, and LASA agree that will be shown a copy of any such evaluation. High School and Middle School administrators will be evaluated by their respective principals. Elementary vice principals will be evaluated by their respective principals. All other Unit B administrators will be evaluated by the administrator evaluation process has several purposes including:Superintendent of Schools or his designee. 1. To establish, maintain and improve communication between supervisors and administrators, particularly in relation The attached "Unit B Evaluation Document" will be used to an administrator's job performanceevaluate all administrators covered by the Unit B contract. 2. To ensure that each administrator is aware of job responsibilities and related performance level expectations. 3. To recognize outstanding performance by individual administrators. 4. To maintain, strengthen and improve the level of performance of the administrative staff. 5. To identify and assist the correction of performance deficiencies by individual administrators. C. Evaluation Procedures 1. Upon employment, each administrator will be provided a written description of his/her job. Administrators will be informed of specific criterion upon which they will be evaluated by being provided a copy of the Performance Appraisal for LASA Administrators which has been mutually agreed to. 2. The content of any evaluation is not subject to the grievance procedure, however, non-adherence to procedures set forth in this Article by an evaluator shall be grievable. 3. Monitoring Any monitoring or observation of the work performance of an administrator shall will be conducted openly and with full knowledge of the administrator. 4. B. Administrators shall be evaluated every three yearswill have the right, or more oftenupon written request and at reasonable times, if deemed necessary by to review the Board. Administrators selected shall be evaluated by March 30, and a written copy contents of the evaluation shall be given to the administrator. However, if an administrator is being put on an improvement plan through the evaluation process, the evaluation must be completed by February 1. The evaluator(s) shall hold a conference with the administrator for the purpose of clarifying the evaluation and recommendations. Such a conference shall be held within ten (10) days of submission of the written report to the administratortheir personnel file. An administrator who disagrees will be entitled to have a representative accompany him/her during such review. C. No material derogatory to an administrator's conduct, service, character, or personality will be placed in his/her personnel file unless the administrator has had an opportunity to review the material. The administrator will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the evaluation may express understanding that such signature in no way indicates agreement with the contents thereof. The administrator will also have the right to submit a written comments which answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the personnel file copy of the evaluation. 5. In the event that performance is unsatisfactory, a corrective action plan will be developed. Failure of an administrator to comply with the terms of a corrective action plan may constitute grounds for disciplinary action. Failure of an administrator to improve his/her performance to a satisfactory level may constitute grounds for disciplinary action up to and including discharge. 6. Any discipline, up to and including discharge, which is done through a corrective action plan shall not be subject to progressive discipline. Any bargaining unit member who is put on a corrective action plan shall be put on it on or before February 1 of the school year. Members shall generally have until the end of the school year to improve, but in no case shall they be given less than ninety (90) calendar days in which to improve. These timelines shall not apply to discipline imposed in situation other than corrective action plans. Also, a corrective action plan shall not be required if an employee has had a prior corrective action plan involving the same issue within the past five years or an employee has had an unsatisfactory rating within the previous 18 months. 7. Any employee who is demoted through discipline or a corrective action plan shall receive the rate of pay for the position into which they are being movedcopy. D. Administrators whose contracts are not will have the right to add any material to their personnel file that they believe is pertinent to their employment. No more than twelve (12) pages will be renewed for reasons of performance shall be notified on or before ninety (90) days prior to the expiration of their individual contractadded per year. E. Any changes in the Lansing School District, Administrative Performance Review Handbook complaint regarding an administrator will be by mutual agreement between promptly called to the Board attention of the immediate superior of the administrator, who will then inform the administrator, discuss the matter, including the identity of the complainant, and LASAmay, at his discretion, report to the Superintendent of Schools or his designee. F. Administrators with an inordinately high number of teacher evaluations to perform may seek appropriate assistance or relief from the Area Director(s) (as applicable). The applicable Director will make reasonable assistance available. G. The parties agree and formally recognize that the evaluation of teachers is a main component of an administrator’s responsibility. Failure to complete assigned evaluations in a timely manner No administrator will be cause for serious discipline per Article 4disciplined, Section H reprimanded, reduced in rank or compensation, or deprived of this contractany professional advantage without just cause.

Administrator Evaluation. A. Philosophy The Board and LASA agree that members of the administrative staff shall be subject to an evaluation process that is fair, constructive and reliable in order to facilitate the successful and continuing achievement of the goals and objectives of the Lansing School District Board of Education. B. Purpose The Board and LASA agree that the administrator evaluation process has several purposes including: 1. To establish, maintain and improve communication between supervisors and administrators, particularly in relation to an administrator's job performance. 2. To ensure that each administrator is aware of job responsibilities and related performance level expectations. 3. To recognize outstanding performance by individual administrators. 4. To maintain, strengthen and improve the level of All monitoring or observation or work performance of the administrative staff. 5. To identify and assist the correction of performance deficiencies by individual administrators. C. Evaluation Procedures 1. Upon employment, each administrator Administrator will be provided a written description of his/her job. Administrators will be informed of specific criterion upon which they will be evaluated by being provided a copy of the Performance Appraisal for LASA Administrators which has been mutually agreed to. 2. The content of any evaluation is not subject to the grievance procedure, however, non-adherence to procedures set forth in this Article by an evaluator shall be grievable. 3. Monitoring or observation of the work of an administrator shall be conducted openly and with full knowledge of the administratorAdministrator. Administrators will be given a copy of any evaluation report prepared by their superiors. 4B. Administrators will have the right upon written request to review the contents of their personnel file and to make copies thereof. C. No material derogatory to Administrator’s conduct, service, character, or personality will be placed in his/her personnel file unless the Administrator has had an opportunity to review the material. Administrators The Administrator will acknowledge that he/she has had opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The Administrator will also have the right to submit a written answer to such material and his/her answer shall be evaluated every three years, or more often, if deemed necessary reviewed by the Board. Administrators selected shall be evaluated by March 30, Superintendent and a written copy of the evaluation shall be given to the administrator. However, if an administrator is being put on an improvement plan through the evaluation process, the evaluation must be completed by February 1. The evaluator(s) shall hold a conference with the administrator for the purpose of clarifying the evaluation and recommendations. Such a conference shall be held within ten (10) days of submission of the written report to the administrator. An administrator who disagrees with the evaluation may submit written comments which shall be attached to the personnel file copy of the evaluation. 5. In the event that performance is unsatisfactory, a corrective action plan will be developed. Failure of an administrator to comply with the terms of a corrective action plan may constitute grounds for disciplinary action. Failure of an administrator to improve his/her performance to a satisfactory level may constitute grounds for disciplinary action up to and including discharge. 6. Any discipline, up to and including discharge, which is done through a corrective action plan shall not be subject to progressive discipline. Any bargaining unit member who is put on a corrective action plan shall be put on it on or before February 1 of the school year. Members shall generally have until the end of the school year to improve, but in no case shall they be given less than ninety (90) calendar days in which to improve. These timelines shall not apply to discipline imposed in situation other than corrective action plans. Also, a corrective action plan shall not be required if an employee has had a prior corrective action plan involving the same issue within the past five years or an employee has had an unsatisfactory rating within the previous 18 months. 7. Any employee who is demoted through discipline or a corrective action plan shall receive the rate of pay for the position into which they are being movedcopy. D. Administrators whose contracts are not Any complaints regarding an Administrator made to any member of the Administration by any parent, student or other person will be renewed for reasons of performance shall be notified on or before ninety (90) days prior promptly called to the expiration attention of their individual contractthe Administrator. E. Any changes in The Association recognizes the Lansing School Districtauthority and responsibility of the Superintendent for disciplining or reprimanding an Administrator for breach of professional demeanor. If an Administrator is to be disciplined or reprimanded, Administrative Performance Review Handbook however, he/she will be entitled to have a representative of the Association present. If an Administrator is to be disciplined or reprimanded by mutual agreement between an immediate superior, other than the Board and LASASuperintendent, it will be done privately. F. Administrators with an inordinately high number No Administrator will be disciplined, reprimanded, reduced in rank or compensation, or deprived of teacher evaluations to perform may seek appropriate assistance or relief from the Area Director(s) (as applicable). The applicable Director will make reasonable assistance availableany professional advantage without good cause. G. The parties agree and formally recognize that the evaluation of teachers Administrator Evaluation Instrument is a main component of an administrator’s responsibility. Failure to complete assigned evaluations in a timely manner will be cause for serious discipline per Article 4, Section H of hereby incorporated into this contractagreement by reference.

Administrator Evaluation. A. Philosophy The Board parties will form a subcommittee composed of an equal number of Unit B and LASA agree that members of School System representatives to update and/or improve the administrative staff shall be subject to an evaluation process that is fairstandards, constructive procedures and reliable in order to facilitate the successful and continuing achievement of the goals and objectives of the Lansing School District Board of Educationforms. B. Purpose The Board A. All administrators will be evaluated in writing, and LASA agree that will be shown a copy of any such evaluation. High School and Middle School administrators will be evaluated by their respective principals. Elementary vice principals will be evaluated by their respective principals. All other Unit B administrators will be evaluated by the administrator evaluation process has several purposes including:Superintendent of Schools or his designee. 1. To establish, maintain and improve communication between supervisors and administrators, particularly in relation The attached "Unit B Evaluation Document” will be used to an administrator's job performanceevaluate all administrators covered by the Unit B contract. 2. To ensure that each administrator is aware of job responsibilities and related performance level expectations. 3. To recognize outstanding performance by individual administrators. 4. To maintain, strengthen and improve the level of performance of the administrative staff. 5. To identify and assist the correction of performance deficiencies by individual administrators. C. Evaluation Procedures 1. Upon employment, each administrator will be provided a written description of his/her job. Administrators will be informed of specific criterion upon which they will be evaluated by being provided a copy of the Performance Appraisal for LASA Administrators which has been mutually agreed to. 2. The content of any evaluation is not subject to the grievance procedure, however, non-adherence to procedures set forth in this Article by an evaluator shall be grievable. 3. Monitoring Any monitoring or observation of the work performance of an administrator shall will be conducted openly and with full knowledge of the administrator. 4. B. Administrators shall be evaluated every three yearswill have the right, or more oftenupon written request and at reasonable times, if deemed necessary by to review the Board. Administrators selected shall be evaluated by March 30, and a written copy contents of the evaluation shall be given to the administrator. However, if an administrator is being put on an improvement plan through the evaluation process, the evaluation must be completed by February 1. The evaluator(s) shall hold a conference with the administrator for the purpose of clarifying the evaluation and recommendations. Such a conference shall be held within ten (10) days of submission of the written report to the administratortheir personnel file. An administrator who disagrees will be entitled to have a representative accompany him/her during such review. C. No material derogatory to an administrator's conduct, service, character, or personality will be placed in his/her personnel file unless the administrator has had an opportunity to review the material. The administrator will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the evaluation may express understanding that such signature in no way indicates agreement with the contents thereof. The administrator will also have the right to submit a written comments which answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the personnel file copy of the evaluation. 5. In the event that performance is unsatisfactory, a corrective action plan will be developed. Failure of an administrator to comply with the terms of a corrective action plan may constitute grounds for disciplinary action. Failure of an administrator to improve his/her performance to a satisfactory level may constitute grounds for disciplinary action up to and including discharge. 6. Any discipline, up to and including discharge, which is done through a corrective action plan shall not be subject to progressive discipline. Any bargaining unit member who is put on a corrective action plan shall be put on it on or before February 1 of the school year. Members shall generally have until the end of the school year to improve, but in no case shall they be given less than ninety (90) calendar days in which to improve. These timelines shall not apply to discipline imposed in situation other than corrective action plans. Also, a corrective action plan shall not be required if an employee has had a prior corrective action plan involving the same issue within the past five years or an employee has had an unsatisfactory rating within the previous 18 months. 7. Any employee who is demoted through discipline or a corrective action plan shall receive the rate of pay for the position into which they are being movedcopy. D. Administrators whose contracts are not will have the right to add any material to their personnel file that they believe is pertinent to their employment. No more than twelve (12) pages will be renewed for reasons of performance shall added per year. ▇. Any complaint regarding an administrator will be notified on or before ninety (90) days prior promptly called to the expiration attention of their individual contract. E. Any changes in the Lansing School Districtimmediate superior of the administrator, Administrative Performance Review Handbook who will be by mutual agreement between then inform the Board administrator, discuss the matter, including the identity of the complainant, and LASAmay, at his discretion, report to the Superintendent of Schools or his designee. F. Administrators with an inordinately high number of teacher evaluations to perform may seek appropriate assistance or relief from the Area Director(s) (as applicable). The applicable Director will make reasonable assistance available. G. The parties agree and formally recognize that the evaluation of teachers is a main component of an administrator’s responsibility. Failure to complete assigned evaluations in a timely manner No administrator will be cause for serious discipline per Article 4disciplined, Section H reprimanded, reduced in rank or compensation, or deprived of this contractany professional advantage without just cause.