Common use of Assessment of Performance Clause in Contracts

Assessment of Performance. A. An annual assessment of performance shall be the means by which the Supervisor of Buildings, Grounds, and Transportation shall evaluate the performance of the First Shift Supervisor. Such assessment of performance shall be conducted as described below in each year of this agreement and a score will be given. The annual assessment of performance shall comply with the Public School Code and Regulations implementing the School Code, if applicable to this agreement. Review of the performance assessment shall be conducted in a private session. All parties agree that the performance assessment made shall be privileged and that the Board Members, Supervisor of Buildings, Grounds, and Transportation, and Superintendent shall respect the confidentiality of the discussions, except to the extent as may be required by law. Nothing contained herein shall prevent the School District from using such evaluation in a hearing properly brought under the Public School Code. The parties agree that the Employees’ employment with the School District is subject to the Public School Code, as amended, and in effect from time to time. B. It is extremely important for each individual to have a sense of his/her own performance and contribution to the organization. This can only be accomplished through regular communication with the Employee’s supervisor in order to assess the Employee’s performance based on the expectations of the Employee’s job description, the Employee’s accountability for achieving District goals (primary responsibility, supervisory responsibility, or support responsibility), and the Employee’s progress toward meeting the Employee’s individual objectives. C. A plan for improvement shall be developed by the Employee’s supervisor in those instances where the Employee has received a Failing rating in either of the two categories. Any employee who does not receive at least a Proficient rating in the year following one in which a Failing rating was received will be subject to dismissal at the will of the School Board.

Assessment of Performance. A. An annual assessment of performance shall be the means by which the Supervisor of Buildings, Grounds, and Transportation Superintendent shall evaluate the performance of the First Shift SupervisorCoordinator of Communications and Public Relations. Such assessment of performance shall be conducted as described below in each year of this agreement and a score will be given. The annual assessment of performance shall comply with the Public School Code and Regulations implementing the School Code, if applicable to this agreement. Review of the performance assessment shall be conducted in a private session. All parties agree that the performance assessment made shall be privileged and that the Board Members, Supervisor of Buildings, Grounds, and Transportation, and Superintendent shall respect the confidentiality of the discussions, except to the extent as may be required by law. Nothing contained herein shall prevent the School District from using such evaluation in a hearing properly brought under the Public School Code. The parties agree that the Employees’ employment with the School District is subject to the Public School Code, as amended, and in effect from time to time.and B. The Coordinator of Communications and Public Relations shall be rated based on the District assessment process by the Superintendent and scored as follows: C. It is extremely important for each individual to have a sense of his/her own performance and contribution to the organization. This can only be accomplished through regular communication with the Employee’s supervisor in order to assess the Employee’s performance based on the expectations of the Employee’s job description, the Employee’s accountability for achieving District goals (primary responsibility, supervisory responsibility, or support responsibility), and the Employee’s progress toward meeting the Employee’s individual objectives. C. D. A plan for improvement shall be developed by the Employee’s supervisor in those instances where the Employee has received a Failing rating in either of the two categories. Any employee who does not receive at least a Proficient rating in the year following one in which a Failing rating was received will be subject to dismissal at the will of the School Board.

Assessment of Performance. A. An annual assessment of performance shall be the means by which the Supervisor of Buildings, Grounds, and Transportation shall evaluate the performance of the First Second Shift Supervisor. Such assessment of performance shall be conducted as described below in each year of this agreement and a score will be given. The annual assessment of performance shall comply with the Public School Code and Regulations implementing the School Code, if applicable to this agreement. Review of the performance assessment shall be conducted in a private session. All parties agree that the performance assessment made shall be privileged and that the Board Members, Supervisor of Buildings, Grounds, and Transportation, and Superintendent shall respect the confidentiality of the discussions, except to the extent as may be required by law. Nothing contained herein shall prevent the School District from using such evaluation in a hearing properly brought under the Public School Code. The parties agree that the Employees’ employment with the School District is subject to the Public School Code, as amended, and in effect from time to time. B. It is extremely important for each individual to have a sense of his/her own performance and contribution to the organization. This can only be accomplished through regular communication with the Employee’s supervisor in order to assess the Employee’s performance based on the expectations of the Employee’s job description, the Employee’s accountability for achieving District goals (primary responsibility, supervisory responsibility, or support responsibility), and the Employee’s progress toward meeting the Employee’s individual objectives. C. A plan for improvement shall be developed by the Employee’s supervisor in those instances where the Employee has received a Failing rating in either of the two categories. Any employee who does not receive at least a Proficient rating in the year following one in which a Failing rating was received will be subject to dismissal at the will of the School Board.