Common use of Bargaining Unit Member Evaluation Clause in Contracts

Bargaining Unit Member Evaluation. The parties agree that during the summer of 2014, a committee comprised of administration and the GSRP-TA will meet to design a new evaluation tool/process to be implemented in the 2014-2015 school year. 1. Each non-probationary bargaining unit member will be evaluated in accordance with the requirements of the grant or a minimum of once every two (2) years and may be evaluated more frequently if the need arises. The staff evaluation program shall aim at the early identification of specific areas in which the bargaining unit member needs help, so that appropriate assistance may be provided or arranged for. The evaluation of the performance of each bargaining unit member shall be the responsibility of the immediate supervisor. The name of the evaluator shall be provided to each member in writing via a courier signed receipt letter by the fifteenth (15th) day of September. In the event the bargaining unit member has not received notification by the above date, the building principal shall be the evaluator. 2. All monitoring or observations, including the use of closed circuit television, audio systems, and similar devices when used for evaluation, shall be conducted openly and with the full knowledge and consent of the bargaining unit member at a mutually acceptable time. 3. Each bargaining unit member shall be given a copy of the evaluation form prior to any formal evaluation or observation. Bargaining unit members shall also receive a copy of the written evaluation at the time of the personal conference following the evaluation. In the event a bargaining unit member disagrees with any evaluation, the bargaining unit member may put his/her objections in writing and shall have them attached to the evaluation report for the personnel file. 4. If a bargaining unit member, after receiving suggestions for improvement and a reasonable degree of assistance to correct any deficiencies, fails to correct the deficiencies or perform his/her assignments in a satisfactory manner, then non-renewal or dismissal procedures may be invoked. However, if any deficiency previously noted in earlier evaluations fails to appear in subsequent evaluations, then the bargaining unit member shall consider sufficient improvement/correction was made. 5. The performance of probationary bargaining unit members shall be observed no less than one times during the probationary period with a written evaluation after each evaluation. The number of observations will be increased in the event that performance concerns are identified in the initial observation. In the event that additional observations are deemed necessary, the staff member will be notified in writing of the concerns necessitating the additional observations and an appropriate performance improvement plan will be implemented. a. In the event that the supervisor is unable to complete the one (1) observation, the staff member’s performance will be deemed “effective”. 6. A bargaining unit member shall review and sign all evaluation materials that are to be included in the personnel files. Such signing does not necessarily indicate agreement, and the bargaining unit member may submit any written statement in regard to such materials. 7. The content of any evaluation is not subject to arbitration.

Bargaining Unit Member Evaluation. The parties agree that during A. Evaluation is for the summer purposes of 2014, fostering the self-improvement of bargaining unit members and setting forth the procedure by which bargaining unit member effectiveness will be measured by the Employer. It is the intent of the Employer to take action where necessary to assure an acceptable level of performance as determined by the Employer. B. New employees hired into the bargaining unit shall serve a committee comprised probationary period of administration and the GSRP-TA will meet to design a new evaluation tool/process to be implemented in the 2014-2015 school yearsixty (60) working days. 1. Each non-All probationary bargaining unit member will members shall be evaluated at least once prior to the completion of the probationary period in accordance with the requirements provisions of the grant or a minimum of once every two (2) years and may be evaluated more frequently if the need arises. The staff evaluation program shall aim at the early identification of specific areas in which the bargaining unit member needs help, so that appropriate assistance may be provided or arranged for. The evaluation of the performance of each bargaining unit member shall be the responsibility of the immediate supervisor. The name of the evaluator shall be provided to each member in writing via a courier signed receipt letter by the fifteenth (15th) day of September. In the event the bargaining unit member has not received notification by the above date, the building principal shall be the evaluatorthis Article. 2. All monitoring The probationary period for newly-hired employees may be waived upon mutual consent between the Superintendent and the Association President or observations, including the use of closed circuit television, audio systems, and similar devices when used for evaluation, shall be conducted openly and with the full knowledge and consent of the bargaining unit member at a mutually acceptable timetheir designees. 3. Each For the purpose of probation, the term “days” shall mean actual workdays and do not include paid or unpaid leave days or holidays. C. Upon the Board's approval of a final evaluation instrument and upon initial employment, the bargaining unit member shall be given a copy of the instrument with which he will be evaluated. The Association shall have the opportunity to submit its written recommendations with regard to the content of the evaluation form prior instrument to any formal evaluation or observation. Bargaining the Employer through its President. D. Except as provided in Section B.1 of this Article, bargaining unit members will be evaluated at least once in each two (2) year period. E. All evaluations shall also receive be in writing with a copy provided to the bargaining unit member in a manner that is confidential. 1. A conference will be held within ten (10) workdays after each evaluation to discuss the contents of the written evaluation. The conference will be conducted in a private work setting to maintain confidentiality. 2. The bargaining unit member shall sign the evaluation. His signature shall not be interpreted to mean that he necessarily agrees with the content of the evaluation, but that he has reviewed it. 3. A bargaining unit member may submit additional comments to be attached to the file copy of the written evaluation at if he chooses. 4. All written evaluations shall be placed in the time of the personal conference following the evaluation. bargaining unit member's personnel file. F. In the event a bargaining unit member disagrees with is not continued in employment, the Employer will advise the bargaining unit member in writing. G. It shall be the Employer's responsibility to evaluate the work performance of members of the bargaining unit. It is agreed that no bargaining unit member shall be requested to observe and/or subsequently to evaluate the work performance of any evaluationother bargaining unit member. H. It is understood that the content of bargaining unit member evaluations is not subject to the grievance procedure. I. Whenever the Employer believes that a bargaining unit member is doing unacceptable work, the bargaining unit member may put his/her objections will be directed as to how to meet the Employer's standards. J. Except when discharge is being initiated, should the supervisor find a bargaining unit member's work performance lacking, the supervisor shall provide the bargaining unit member with a written plan for improvement in writing and accordance with the following: 1. The supervisor shall have them attached to conduct a conference with the evaluation report for bargaining unit member. 2. The supervisor shall identify in specific terms, the personnel filework performance in need of improvement. 3. The supervisor shall state the specific actions that would correct or improve the work performance. 4. If a bargaining unit member, after receiving suggestions for improvement and a reasonable degree of The supervisor shall state the specific assistance to correct any deficiencies, fails to correct be given by the deficiencies or perform his/her assignments in a satisfactory manner, then non-renewal or dismissal procedures may be invoked. However, if any deficiency previously noted in earlier evaluations fails to appear in subsequent evaluations, then the bargaining unit member shall consider sufficient improvement/correction was madeadministration. 5. The performance of probationary bargaining unit members supervisor shall be observed no less than one times during the probationary period with establish a written evaluation after each evaluation. The number of observations will be increased in the event that performance concerns are identified in the initial observation. In the event that additional observations are deemed necessary, the staff member will be notified in writing of the concerns necessitating the additional observations and an reasonable/appropriate performance improvement plan will be implemented. a. In the event that the supervisor is unable to complete the one (1) observation, the staff member’s performance will be deemed “effective”time line for improvement. 6. A bargaining unit member The supervisor shall review and sign all evaluation materials that are state the specific outcomes for failure to be included in the personnel files. Such signing does not necessarily indicate agreement, and the bargaining unit member may submit any written statement in regard to such materialsimprove. 7. The content of any evaluation is not subject to arbitration.

Bargaining Unit Member Evaluation. The parties agree that during the summer of 2014, a committee comprised of administration and the GSRPEvaluation is an on-TA will meet to design a new evaluation tool/going process to be implemented in the 2014-2015 school year. 1. Each non-probationary bargaining unit member will be evaluated in accordance with the requirements of the grant or a minimum of once every two (2) years and may be evaluated more frequently if the need arises. The staff evaluation program shall aim at the early identification of specific areas in which the bargaining unit member needs help, so that appropriate assistance may be provided or arranged for. The evaluation assessment of the performance of each bargaining unit member a Bargaining Unit Member as conducted by on-the-job observation and shall be the responsibility in writing and followed by an evaluation conference. A. All formal monitoring or observation of the immediate supervisor. The name work of the evaluator shall be provided to each member in writing via a courier signed receipt letter by the fifteenth (15th) day of September. In the event the bargaining unit member has not received notification by the above date, the building principal shall be the evaluator. 2. All monitoring or observations, including the use of closed circuit television, audio systems, and similar devices when used for evaluation, Bargaining Unit Member shall be conducted openly in person and with the full knowledge and consent of the bargaining unit member at a mutually acceptable timeBargaining Unit Member. The use of eavesdropping, public address, computer, audio systems and similar surveillance or other electronic devices shall be strictly prohibited for purposes of evaluation. 3B. Bargaining Unit Member evaluation shall be by personal observation or personal knowledge of Bargaining Unit Member's work. Normal observations shall be for periods of time that accurately sample the Bargaining Unit Member's work. Each bargaining unit member Bargaining Unit Member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the criteria upon which he/she will be evaluated. The criteria shall be limited to the actual performance of the job duties and/or responsibilities. Work outside the Bargaining Unit Member's school- assigned duties shall not be evaluated. Evaluations shall be by personal observation conducted by the Bargaining Unit Member's immediate supervisor. C. The form to be used for evaluations shall be jointly developed by the Board or its designee and the Association and shall be attached to this Agreement. D. All evaluations shall be reduced to writing and a copy given to the Bargaining Unit Member within ten (10) workdays of the evaluation. If the Bargaining Unit Member disagrees with the evaluation, he/she may submit a written response, which shall be attached to the file copy of the evaluation in question. If a supervisor believes a Bargaining Unit Member is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall an identification of the specific ways in which the Bargaining Unit Member is to improve, and of the assistance to be given by the employer towards that improvement. In subsequent observation reports, failure to again note a specific deficiency shall be interpreted to mean that adequate improvement has taken place. E. Following each formal evaluation, which shall include a conference with the evaluator; the Bargaining Unit Member shall sign and be given a copy of the evaluation form prior report prepared by the evaluator. In no case shall the Bargaining Unit Member's signature be construed to any formal evaluation or observationmean that he/she necessarily agrees with the contents of the evaluation. A Bargaining unit members shall also receive a copy of Unit Member may submit additional comments to the written evaluation at if he/she so desires. All written evaluations are to be placed in the time of the personal conference following the evaluation. In the event a bargaining unit member disagrees with any evaluation, the bargaining unit member may put his/her objections in writing and shall have them attached to the evaluation report for the Bargaining Unit Member's personnel file. 4F. Each new employee hired by the Petoskey School District is subject to a 45 workday probationary period before determination is made to employ said person as a regular staff member. If a During the 45 workday probationary period, the probationary employee shall be evaluated at least two times. All other members of the bargaining unit member, after receiving suggestions for improvement and a reasonable degree of assistance shall be evaluated at least once each year. G. A non-probationary Bargaining Unit Member who is given an overall unsatisfactory rating shall be given one thirty (30) day period during said employee's work season to correct any deficiencies, fails to correct the deficiencies or perform bring his/her assignments in work up to a satisfactory manner, then non-renewal or dismissal procedures may be invokedlevel. However, if any deficiency previously noted in earlier evaluations fails to appear in subsequent evaluations, then the bargaining unit member shall consider sufficient improvement/correction was made. 5. The performance of probationary bargaining unit members A new evaluation shall be observed no less than one times during issued at this time to determine improvement. If the probationary period with a written new evaluation after each evaluation. The number of observations will be increased in the event that performance concerns are identified in the initial observation. In the event that additional observations are deemed necessaryor subsequent evaluations contain an overall unsatisfactory rating, the staff member will be notified in writing of the concerns necessitating the additional observations and an appropriate performance improvement plan will be implemented. a. In the event requirement that the supervisor is unable Bargaining Unit Member be given a thirty (30) day period to complete the one (1) observation, the staff member’s performance will be deemed “effective”bring his/her work up to a satisfactory level shall not apply. 6. A bargaining unit member shall review and sign all evaluation materials that are to be included in the personnel files. Such signing does not necessarily indicate agreement, and the bargaining unit member may submit any written statement in regard to such materials. 7. The content of any evaluation is not subject to arbitration.

Bargaining Unit Member Evaluation. The parties agree that during A. Evaluation is for the summer purposes of 2014, fostering the self-improvement of bargaining unit members and setting forth the procedure by which bargaining unit member effectiveness will be measured by the Employer. It is the intent of the Employer to take action where necessary to assure an acceptable level of performance as determined by the Employer. B. New employees hired into the bargaining unit shall serve a committee comprised probationary period of administration and the GSRP-TA will meet to design a new evaluation tool/process to be implemented in the 2014-2015 school yearsixty (60) working days. 1. Each non-All probationary bargaining unit member will members shall be evaluated at least once prior to the completion of the probationary period in accordance with the requirements provisions of the grant or a minimum of once every two (2) years and may be evaluated more frequently if the need arises. The staff evaluation program shall aim at the early identification of specific areas in which the bargaining unit member needs help, so that appropriate assistance may be provided or arranged for. The evaluation of the performance of each bargaining unit member shall be the responsibility of the immediate supervisor. The name of the evaluator shall be provided to each member in writing via a courier signed receipt letter by the fifteenth (15th) day of September. In the event the bargaining unit member has not received notification by the above date, the building principal shall be the evaluatorthis Article. 2. All monitoring The probationary period for newly-hired employees may be waived upon mutual consent between the Superintendent and the Association President or observations, including the use of closed circuit television, audio systems, and similar devices when used for evaluation, shall be conducted openly and with the full knowledge and consent of the bargaining unit member at a mutually acceptable timetheir designees. 3. Each For the purpose of probation, the term “days” shall mean actual workdays and do not include paid or unpaid leave days or holidays. C. Upon the Board's approval of a final evaluation instrument and upon initial employment, the bargaining unit member shall be given a copy of the instrument with which he will be evaluated. The Association shall have the opportunity to submit its written recommendations with regard to the content of the evaluation form prior instrument to any formal evaluation or observation. Bargaining the Employer through its President. D. Except as provided in Section B.1 of this Article, bargaining unit members will be evaluated at least once in each two (2) year period. E. All evaluations shall also receive be in writing with a copy provided to the bargaining unit member in a manner that is confidential. 1. A conference will be held within ten (10) workdays after each evaluation to discuss the contents of the written evaluation. The conference will be conducted in a private work setting to maintain confidentiality. 2. The bargaining unit member shall sign the evaluation. His signature shall not be interpreted to mean that he necessarily agrees with the content of the evaluation, but that he has reviewed it. 3. A bargaining unit member may submit additional comments to be attached to the file copy of the written evaluation at if he chooses. 4. All written evaluations shall be placed in the time of the personal conference following the evaluation. bargaining unit member's personnel file. F. In the event a bargaining unit member disagrees with is not continued in employment, the Employer will advise the bargaining unit member in writing. G. It shall be the Employer's responsibility to evaluate the work performance of members of the bargaining unit. It is agreed that no bargaining unit member shall be requested to observe and/or subsequently to evaluate the work performance of any evaluationother bargaining unit member. H. It is understood that the content of bargaining unit member evaluations is not subject to the grievance procedure. I. Whenever the Employer believes that a bargaining unit member is doing unacceptable work, the bargaining unit member may put his/her objections will be directed as to how to meet the Employer's standards. J. Except when discharge is being initiated, should the supervisor find a bargaining unit member's work performance lacking, the supervisor shall provide the bargaining unit member with a written plan for improvement in writing and accordance with the following: 1. The supervisor shall have them attached to conduct a conference with the evaluation report for bargaining unit member. 2. The supervisor shall identify in specific terms, the personnel filework performance in need of improvement. 3. The supervisor shall state the specific actions that would correct or improve the work performance. 4. If a bargaining unit member, after receiving suggestions for improvement and a reasonable degree of The supervisor shall state the specific assistance to correct any deficiencies, fails to correct be given by the deficiencies or perform his/her assignments in a satisfactory manner, then non-renewal or dismissal procedures may be invoked. However, if any deficiency previously noted in earlier evaluations fails to appear in subsequent evaluations, then the bargaining unit member shall consider sufficient improvement/correction was madeadministration. 5. The performance of probationary bargaining unit members supervisor shall be observed no less than one times during the probationary period with establish a written evaluation after each evaluation. The number of observations will be increased in the event that performance concerns are identified in the initial observation. In the event that additional observations are deemed necessary, the staff member will be notified in writing of the concerns necessitating the additional observations and an reasonable/appropriate performance improvement plan will be implementedtime line for improvement. a. In the event that the supervisor is unable to complete the one (1) observation, the staff member’s performance will be deemed “effective”. 6. A bargaining unit member shall review and sign all evaluation materials that are to be included in the personnel files. Such signing does not necessarily indicate agreement, and the bargaining unit member may submit any written statement in regard to such materials. 7. The content of any evaluation is not subject to arbitration.

Bargaining Unit Member Evaluation. The parties agree that during A. All monitoring or observation of the summer work performance of 2014, a committee comprised of administration and the GSRP-TA will meet to design a new evaluation tool/process to be implemented in the 2014-2015 school year. 1. Each non-probationary bargaining unit member will be evaluated in accordance conducted openly and with the requirements full knowledge of the grant or a minimum of once every two (2) years and may be evaluated more frequently if the need arises. The staff evaluation program shall aim at the early identification of specific areas in which the bargaining unit member needs help, so that appropriate assistance may be provided or arranged formember. The Millbury Teachers’ Association and the Millbury School Committee agree to implement the Educator Evaluation Plan for the Millbury Public Schools, as developed by the Labor/Management Committee, becoming effective September 2012 and proceeding forward in subsequent years. Bargaining unit members will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss such report with their superiors. B. Bargaining unit members will have the right, upon request, to review the contents of the performance of each their personnel file. A bargaining unit member shall be the responsibility may request a representative of the immediate supervisor. The name of the evaluator shall Association to accompany him/her during such review. C. No material derogatory to a bargaining unit member’s conduct, service, character or personality will be provided to each member place in writing via a courier signed receipt letter by the fifteenth (15th) day of September. In the event his/her personal file unless the bargaining unit member has not received notification by had an opportunity to review the above date, the building principal shall be the evaluator. 2material. All monitoring or observations, including the use of closed circuit television, audio systems, and similar devices when used for evaluation, shall be conducted openly and with the full knowledge and consent of the The bargaining unit member at a mutually acceptable time. 3will 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 with the contents thereof. Each The bargaining unit member will also have the right to submit a written answer to such material and his/her answer shall be given a copy reviewed by the Superintendent and/or Principal and attached to the file copy. D. The Association recognizes the authority and responsibility of the evaluation form prior to any formal evaluation Principal for disciplining or observation. Bargaining unit members shall also receive a copy of the written evaluation at the time of the personal conference following the evaluation. In the event reprimanding a bargaining unit member disagrees with any evaluation, the bargaining unit member may put his/her objections in writing and shall have them attached to the evaluation report for the personnel file. 4delinquency of professional performance. If a bargaining unit membermember is to be disciplined or reprimanded by an administrator, after receiving suggestions for improvement and he/she may request a reasonable degree member of assistance the Association to correct be present. E. No bargaining unit member will be disciplined or reprimanded through a reduction in rank or compensation or deprived of any deficienciesprofessional advantage without just cause, fails to correct in which case he/she will be notified by the deficiencies Superintendent or perform his/her assignments in designee, through a satisfactory mannerformal written communication, then non-renewal or dismissal procedures may be invoked. However, if any deficiency previously noted in earlier evaluations fails as to appear in subsequent evaluations, then the bargaining unit member shall consider sufficient improvement/correction was madewhy such action is being taken. 5. The performance of probationary bargaining unit members shall be observed no less than one times during the probationary period with a written evaluation after each evaluation. The number of observations will be increased in the event that performance concerns are identified in the initial observation. In the event that additional observations are deemed necessary, the staff member will be notified in writing of the concerns necessitating the additional observations and an appropriate performance improvement plan will be implemented. a. In the event that the supervisor is unable to complete the one (1) observation, the staff member’s performance will be deemed “effective”. 6. A bargaining unit member shall review and sign all evaluation materials that are to be included in the personnel files. Such signing does not necessarily indicate agreement, and the bargaining unit member may submit any written statement in regard to such materials. 7. The content of any evaluation is not subject to arbitration.

Bargaining Unit Member Evaluation. The parties agree that during the summer of 2014, a committee comprised of administration and the GSRP-TA will meet to design a new evaluation tool/process to be implemented in the 2014-2015 school year. 1. Each non-probationary bargaining unit member will be evaluated in accordance with the requirements A. All monitoring or observation of the grant or a minimum of once every two (2) years and may be evaluated more frequently if the need arises. The staff evaluation program shall aim at the early identification of specific areas in which the bargaining unit member needs help, so that appropriate assistance may be provided or arranged for. The evaluation of the performance work of each bargaining unit member shall be the responsibility conducted in person and with full knowledge of the immediate supervisorbargaining unit member. B. Bargaining unit member evaluation shall include formal observation of bargaining unit member work. Observations shall be for periods of time that accurately samples the bargaining unit member's work. Each observation shall be preceded by not less than forty-eight (48) hours notice. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later shall be apprised of the specific criteria upon which he/she will be evaluated. The name criteria shall be established by an evaluation instrument agreed to by the Employer and the Association. Work outside of the bargaining unit member's normally assigned duties shall not be evaluated. The evaluator must affirm the accuracy of any information used to evaluate the employee by direct observation or other reasonable investigation. C. All evaluations shall be provided reduced to each member in writing via and a courier signed receipt letter by the fifteenth (15th) day of September. In the event copy given to the bargaining unit member has not received notification by within ten (10) days of the above date, the building principal shall be the evaluator. 2evaluation. All monitoring or observations, including the use of closed circuit television, audio systems, and similar devices when used for evaluation, shall be conducted openly and with the full knowledge and consent of If the bargaining unit member at disagrees with the evaluation, he/she may submit a mutually acceptable timewritten response, which shall be attached to the file copy of the evaluation in question. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall an identification of the specific ways in which the bargaining unit member is to improve, an appropriate time frame to effectuate remediation, and of the assistance to be given by the Employer towards that improvement. In subsequent observation reports, failure to again note a specific deficiency shall be interpreted to mean that adequate improvement has taken place. 3D. Following receipt of the written evaluation, a conference shall be held with the evaluator. Each The bargaining unit member shall sign and be given a copy of the evaluation form prior to any formal evaluation or observationreport prepared by the evaluator. Bargaining unit members In no case shall also receive a copy of the written evaluation at the time of the personal conference following the evaluation. bargaining unit E. In the event a bargaining unit member disagrees with any evaluationis not continued in employment, the Employer will advise the bargaining unit member may put his/her objections of the specific reasons therefore in writing and shall have them attached with a copy to the evaluation report for the personnel fileAssociation. 4. If a bargaining unit member, after receiving suggestions for improvement and a reasonable degree of assistance to correct any deficiencies, fails to correct the deficiencies or perform his/her assignments in a satisfactory manner, then non-renewal or dismissal procedures may be invoked. However, if any deficiency previously noted in earlier F. All evaluations fails to appear in subsequent evaluations, then the bargaining unit member shall consider sufficient improvement/correction was made. 5. The performance of probationary bargaining unit members shall be observed no less than one times during the probationary period with a written evaluation after completely finished by May 15th of each evaluation. The number of observations will be increased in the event that performance concerns are identified in the initial observation. In the event that additional observations are deemed necessary, the staff member will be notified in writing of the concerns necessitating the additional observations and an appropriate performance improvement plan will be implementedyear. a. In the event that the supervisor is unable to complete the one (1) observation, the staff member’s performance will be deemed “effective”. 6. A bargaining unit member shall review and sign all evaluation materials that are to be included in the personnel files. Such signing does not necessarily indicate agreement, and the bargaining unit member may submit any written statement in regard to such materials. 7. The content of any evaluation is not subject to arbitration.

Bargaining Unit Member Evaluation. The parties agree that during the summer of 2014, a committee comprised of administration and the GSRP-TA will meet to design a new evaluation tool/process to be implemented in the 2014-2015 school year.‌ 1. Each non-probationary bargaining unit member will be evaluated in accordance with the requirements A. All formal monitoring or observation of the grant or a minimum of once every two (2) years and may be evaluated more frequently if the need arises. The staff evaluation program shall aim at the early identification of specific areas in which the bargaining unit member needs help, so that appropriate assistance may be provided or arranged for. The evaluation of the performance work of each bargaining unit member shall be the responsibility of the immediate supervisor. The name of the evaluator shall be provided to each member in writing via a courier signed receipt letter by the fifteenth (15th) day of September. In the event the bargaining unit member has not received notification by the above date, the building principal shall be the evaluator. 2. All monitoring or observations, including the use of closed circuit television, audio systems, and similar devices when used for evaluation, Bargaining Unit Member shall be conducted openly in person and with the full knowledge and consent of the bargaining unit member at a mutually acceptable timeBargaining Unit Member. The use of eavesdropping, public address, computer, audio systems and similar surveillance or other electronic devices shall be strictly prohibited for purposes of evaluation. 3B. Bargaining Unit Member evaluation shall be by personal observation or personal knowledge of Bargaining Unit Member's work. Normal observations shall be for periods of time that accurately sample the Bargaining Unit Member's work. Each bargaining unit member Bargaining Unit Member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the criteria upon which he/she will be evaluated. The criteria shall be limited to the actual performance of the job duties and/or responsibilities. Work outside the Bargaining Unit Member's school-assigned duties shall not be evaluated. Evaluations shall be by personal observation conducted by the Bargaining Unit Member's immediate supervisor. C. The form to be used for evaluations shall be jointly developed by the Board or its designee and the Association and shall be attached to this Agreement. D. All evaluations shall be reduced to writing and a copy given to the Bargaining Unit Member within ten (10) workdays of the evaluation. If the Bargaining Unit Member disagrees with the evaluation, he/she may submit a written response, which shall be attached to the file copy of the evaluation in question. If a supervisor believes a Bargaining Unit Member is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall an identification of the specific ways in which the Bargaining Unit Member is to improve, and of the assistance to be given by the employer towards that improvement. In subsequent observation reports, failure to again note a specific deficiency shall be interpreted to mean that adequate improvement has taken place. E. Following each formal evaluation, which shall include a conference with the evaluator; the Bargaining Unit Member shall sign and be given a copy of the evaluation form prior report prepared by the evaluator. In no case shall the Bargaining Unit Member's signature be construed to any formal evaluation or observationmean that he/she necessarily agrees with the contents of the evaluation. A Bargaining unit members shall also receive a copy of Unit Member may submit additional comments to the written evaluation at if he/she so desires. All written evaluations are to be placed in the time of the personal conference following the evaluation. In the event a bargaining unit member disagrees with any evaluation, the bargaining unit member may put his/her objections in writing and shall have them attached to the evaluation report for the Bargaining Unit Member's personnel file. 4F. Each new employee hired by the Petoskey School District is subject to a 45 workday probationary period before determination is made to employ said person as a regular staff member. If a During the 45 workday probationary period, the probationary employee shall be evaluated at least two times. All other members of the bargaining unit member, after receiving suggestions for improvement and a reasonable degree of assistance shall be evaluated at least once each year. G. A non-probationary Bargaining Unit Member who is given an overall unsatisfactory rating shall be given one thirty (30) day period during said employee's work season to correct any deficiencies, fails to correct the deficiencies or perform bring his/her assignments in work up to a satisfactory manner, then non-renewal or dismissal procedures may be invokedlevel. However, if any deficiency previously noted in earlier evaluations fails to appear in subsequent evaluations, then the bargaining unit member shall consider sufficient improvement/correction was made. 5. The performance of probationary bargaining unit members A new evaluation shall be observed no less than one times during issued at this time to determine improvement. If the probationary period with a written new evaluation after each evaluation. The number of observations will be increased in the event that performance concerns are identified in the initial observation. In the event that additional observations are deemed necessaryor subsequent evaluations contain an overall unsatisfactory rating, the staff member will be notified in writing of the concerns necessitating the additional observations and an appropriate performance improvement plan will be implemented. a. In the event requirement that the supervisor is unable Bargaining Unit Member be given a thirty (30) day period to complete the one (1) observation, the staff member’s performance will be deemed “effective”bring his/her work up to a satisfactory level shall not apply. 6. A bargaining unit member shall review and sign all evaluation materials that are to be included in the personnel files. Such signing does not necessarily indicate agreement, and the bargaining unit member may submit any written statement in regard to such materials. 7. The content of any evaluation is not subject to arbitration.

Bargaining Unit Member Evaluation. The parties agree that during the summer of 2014, a committee comprised of administration and the GSRP-TA will meet to design a new evaluation tool/process to be implemented in the 2014-2015 school year. 1. Each non-probationary bargaining unit member will be evaluated in accordance with the requirements of the grant or a minimum of once every two (2) years and may be evaluated more frequently if the need arises. The staff evaluation program shall aim at the early identification of specific areas in which the bargaining unit member needs help, so that appropriate assistance may be provided or arranged for. The evaluation of the performance of each bargaining unit member shall be the responsibility of the immediate supervisor. The name of the evaluator shall be provided to each member in writing via a courier signed receipt letter by the fifteenth (15th) day of September. In the event the bargaining unit member has not received notification by the above date, the building principal shall be the evaluator. 2. All monitoring or observations, including the use of closed circuit television, audio systems, and similar devices when used for evaluation, shall be conducted openly and with the full knowledge and consent of the bargaining unit member at a mutually acceptable time. 3. Each bargaining unit member shall be given a copy of the evaluation form prior to any formal evaluation or observation. Bargaining unit members shall also receive a copy of the written evaluation at the time of the personal conference following the evaluation. In the event a bargaining unit member disagrees with any evaluation, the bargaining unit member may put his/her objections in writing and shall have them attached to the evaluation report for the personnel file. 4. If a bargaining unit member, after receiving suggestions for improvement and a reasonable degree of assistance to correct any deficiencies, fails to correct the deficiencies or perform his/her assignments in a satisfactory manner, then non-renewal or dismissal procedures may be invoked. However, if any deficiency previously noted in earlier evaluations fails to appear in subsequent evaluations, then the bargaining unit member shall consider sufficient improvement/correction was made. 5. The performance of probationary bargaining unit members shall be observed no less than one two times during the probationary period with a written evaluation after each evaluation. The number of observations will be increased in the event that performance concerns are identified in the initial observation. In the event that additional observations are deemed necessary, the staff member will be notified in writing of the concerns necessitating the additional observations and an appropriate performance improvement plan will be implemented. a. In the event that the supervisor is unable to complete the one (1) observation, the staff member’s performance will be deemed “effective”. 6. A bargaining unit member shall review and sign all evaluation materials that are to be included in the personnel files. Such signing does not necessarily indicate agreement, and the bargaining unit member may submit any written statement in regard to such materials. 7. The content of any evaluation is not subject to arbitration. 8. Each bargaining unit member shall receive a $200.00 merit pay annually for an evaluation which is greater than ineffective. The merit pay will be based on the current school year’s evaluation and paid on the last pay in June. In the absence of an evaluation the employee is deemed effective.

Bargaining Unit Member Evaluation. The parties agree that during A. Evaluation is for the summer purposes of 2014, fostering the self-improvement of bargaining unit members and setting forth the procedure by which bargaining unit member effectiveness will be measured by the Employer. It is the intent of the Employer to take action where necessary to assure an acceptable level of performance as determined by the Employer. B. New employees hired into the bargaining unit shall serve a committee comprised probationary period of administration and the GSRP-TA will meet to design a new evaluation tool/process to be implemented in the 2014-2015 school yearsixty (60) working days. 1. Each non-All probationary bargaining unit member will members shall be evaluated at least once prior to the completion of the probationary period in accordance with the requirements provisions of the grant or a minimum of once every two (2) years and may be evaluated more frequently if the need arises. The staff evaluation program shall aim at the early identification of specific areas in which the bargaining unit member needs help, so that appropriate assistance may be provided or arranged for. The evaluation of the performance of each bargaining unit member shall be the responsibility of the immediate supervisor. The name of the evaluator shall be provided to each member in writing via a courier signed receipt letter by the fifteenth (15th) day of September. In the event the bargaining unit member has not received notification by the above date, the building principal shall be the evaluatorthis Article. 2. All monitoring or observations, including The probationary period for newly-hired employees may be waived upon mutual consent between the use of closed circuit television, audio systems, District and similar devices when used for evaluation, shall be conducted openly and with the full knowledge and consent of the bargaining unit member at a mutually acceptable timeAssociation. 3. Each For the purpose of probation, the term “days” shall mean actual workdays and do not include paid or unpaid leave days or holidays. C. Upon the Board's approval of a final evaluation instrument and upon initial employment, the bargaining unit member shall be given a copy of the instrument with which he will be evaluated. The Association shall have the opportunity to submit its written recommendations with regard to the content of the evaluation form prior instrument to any formal evaluation or observation. Bargaining the Employer through its President. D. Except as provided in Section B.1 of this Article, bargaining unit members will be evaluated at least once in each two (2) year period. E. All evaluations shall also receive be in writing with a copy provided to the bargaining unit member. 1. A conference will be held within ten (10) workdays after each evaluation to discuss the contents of the written evaluation. 2. The bargaining unit member shall sign the evaluation. His signature shall not be interpreted to mean that he necessarily agrees with the content of the evaluation, but that he has reviewed it. 3. A bargaining unit member may submit additional comments to be attached to the file copy of the written evaluation at if he chooses. 4. All written evaluations shall be placed in the time of the personal conference following the evaluation. bargaining unit member's personnel file. F. In the event a bargaining unit member disagrees with any evaluationis not continued in employment, the Employer will advise the bargaining unit member may put his/her objections in writing and shall have them attached to the evaluation report for the personnel filewriting. 4G. It shall be the Employer's responsibility to evaluate the work performance of members of the bargaining unit. If a bargaining unit member, after receiving suggestions for improvement and a reasonable degree of assistance to correct any deficiencies, fails to correct the deficiencies or perform his/her assignments in a satisfactory manner, then non-renewal or dismissal procedures may be invoked. However, if any deficiency previously noted in earlier evaluations fails to appear in subsequent evaluations, then the It is agreed that no bargaining unit member shall consider sufficient improvement/correction was madebe requested to observe and/or subsequently to evaluate the work performance of any other bargaining unit member. 5. The performance of probationary bargaining unit members shall be observed no less than one times during the probationary period with a written evaluation after each evaluation. The number of observations will be increased in the event that performance concerns are identified in the initial observation. In the event that additional observations are deemed necessary, the staff member will be notified in writing of the concerns necessitating the additional observations and an appropriate performance improvement plan will be implemented. a. In the event H. It is understood that the supervisor is unable to complete the one (1) observation, the staff member’s performance will be deemed “effective”. 6. A content of bargaining unit member shall review and sign all evaluation materials that are to be included in the personnel files. Such signing does not necessarily indicate agreement, and the bargaining unit member may submit any written statement in regard to such materials. 7. The content of any evaluation evaluations is not subject to arbitrationthe grievance procedure.

Bargaining Unit Member Evaluation. The parties agree that during the summer of 2014, a committee comprised of administration and the GSRP-TA will meet to design a new evaluation tool/process to be implemented in the 2014-2015 school year. 1. Each non-probationary The primary purpose of the bargaining unit member evaluation is designed to improve performance as well as promote professional growth. The process will identify strengths and weaknesses and shall also provide an opportunity for recognition and encourage outstanding performance. Bargaining unit members will be evaluated in accordance with the requirements of the grant or a minimum of once every two (2) years and may be evaluated more frequently if the need arisesthis Agreement. The staff Federation will have input into all new evaluation program shall aim at forms with the early identification Employee Performance Appraisal System (Rev. 2016). 2. The primary purpose of specific areas in which the a bargaining unit member needs help, so that appropriate assistance may member’s evaluation shall be provided or arranged forthe improvement of performance. The evaluation of the performance of each all bargaining unit member shall be members is the responsibility of the immediate supervisor. The name immediate supervisor may be assisted in the evaluation of a bargaining unit member by other site administrators. A bargaining unit member may request the HR Director to assist in the formal evaluation. 3. All evaluations shall be conducted openly with the full knowledge of the evaluator shall bargaining unit member. Daily observations may be provided to each member in writing via a courier signed receipt letter by the fifteenth (15th) day of September. In the event used for formal evaluations, as long as the bargaining unit member has not received notification by the above date, the building principal an opportunity to respond to any negative documentation of needed improvement. The bargaining unit member shall be advised prior to being evaluated of the evaluatorprocedures and instruments within forty (40) days of the annual employment contract. 24. All monitoring or observationsbargaining unit members, including for the use first three (3) years of closed circuit television, audio systems, and similar devices when used for evaluationemployment, shall be conducted openly evaluated a minimum of twice a year by the last Friday in December and with the full knowledge and consent of the last Friday in April. All other bargaining unit member at members who have completed three (3) or more years in the District shall be evaluated a mutually acceptable timeminimum of once a year by the last Friday in April. 35. Each All bargaining unit member members shall be given a copy of the evaluation form prior report and shall be given the opportunity to any formal discuss the evaluation or observationbefore it is submitted to the HR Department. Bargaining The bargaining unit members member shall also receive a copy of be afforded the written evaluation at the time of the personal conference following opportunity to place comments on the evaluation. In the event a The bargaining unit member disagrees shall sign the evaluation indicating acknowledgement that the evaluation has been read and understood. Such signature does not indicate agreement with any evaluation, the content. 6. When the bargaining unit member exhibits “unsatisfactory” performance, the immediate supervisor shall discuss the evaluation with the bargaining unit member. The bargaining unit member may have Federation representation at any evaluation meeting where the employee will be placed on a growth plan. 7. The District and the employee will design an improvement plan with employee input. 7.1 The improvement plan shall be put his/her objections in writing and shall have them attached writing. 7.2 The plan will include: 7.2.1 The unsatisfactory performance. 7.2.2 The specific changes necessary to improve the performance. 7.2.3 Recommendations for assistance to the evaluation report for the personnel filebargaining unit member. 47.2.4 Time limitations for necessary changes in performance. 7.2.5 Resources available to the bargaining unit member. 8. If Anonymous complaints shall not be honored or considered by an evaluator to evaluate the performance of a bargaining unit member. All complaints, after receiving suggestions for improvement including complaints from students, parents and a reasonable degree other employees shall be brought to the attention of assistance to correct any deficiencies, fails to correct the deficiencies or perform his/her assignments in a satisfactory manner, then non-renewal or dismissal procedures may be invoked. However, if any deficiency previously noted in earlier evaluations fails to appear in subsequent evaluations, then the bargaining unit member shall consider sufficient improvement/correction was made. 5prior to any disciplinary action. The performance of probationary bargaining unit members member shall be observed no less than one times during provided the probationary period with a written evaluation after each evaluationalleged infraction, and the date and time when the alleged infraction occurred. The number of observations will be increased in the event that performance concerns are identified in the initial observation. In the event that additional observations are deemed necessary, the staff bargaining unit member will be notified in writing allowed to provide a written response to any complaint or allegation prior to the conclusion of any investigation, but no later than two (2) working days after the written notice of the concerns necessitating conclusion of the additional observations and an appropriate performance improvement plan will be implementedinvestigation. a. In the event that the supervisor is unable to complete the one (1) observation, the staff member’s performance will be deemed “effective”. 69. A bargaining unit member shall review and sign all evaluation materials that are to be included in provided a copy of the personnel files. Such signing does not necessarily indicate agreementdocumented, and written observation made while observing the bargaining unit member may submit any written statement in regard to such materialsmember’s performance no later than the next working day. 7. The content of any evaluation is not subject to arbitration.

Bargaining Unit Member Evaluation. The parties agree that during A. All observations and evaluations of the summer work of 2014, a committee comprised of administration and the GSRP-TA will meet to design a new evaluation tool/process to be implemented in the 2014-2015 school year. 1. Each non-probationary bargaining unit member will be evaluated conducted on a professional basis. Bargaining Unit Members will be given a copy of any observation report prepared by their supervisors. Bargaining unit members shall have the right to add a written response to the report before the report is submitted to Central Administration or put in accordance with the requirements personnel files; however, such response must be made within twenty (20) school days of receipt of the grant evaluation or a minimum of once every two (2) years and may such right to respond shall be waived. B. All bargaining unit members will be evaluated more frequently if the need arises. The staff evaluation program shall aim at the early identification of specific areas in which the bargaining unit member needs help, so that appropriate assistance may be provided or arranged for. The evaluation of the performance by no later than May 1 of each school year. C. The bargaining unit member shall be have the responsibility of the immediate supervisorright upon request to review all documents in his/her personal file, which are used in evaluating his/her performance. The name bargaining unit member shall have the right to have a representative of his/her own choosing accompany him/her during the evaluator review. D. No material pertaining to a bargaining unit member’s conduct, service, character or personality shall be provided to each member placed in writing via a courier signed receipt letter by the fifteenth (15th) day of September. In the event his/her personnel file unless the bargaining unit member has had an opportunity to review the material. The bargaining unit member shall acknowledge that (s)he had the opportunity to review the 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, and that such signature may not received notification be withheld. The bargaining unit member shall also have the right to submit a written answer to such material and his/her answer shall be reviewed by the above date, Superintendent and attached to the building principal file copy. The answer must be made by the teacher within twenty (20) school days of receipt of the material to be placed in his/her file or such right to respond shall be the evaluatorwaived. This shall not apply to pre-employment material. 2. All monitoring or observations, including E. At such time as the use of closed circuit television, audio systems, and similar devices when used for evaluation, shall be conducted openly and with the full knowledge and consent of School District proposes to change the bargaining unit member at a mutually acceptable timeevaluation form, the Association shall be notified and shall be permitted to submit proposals and meet, by designated committee with the District’s designated committee and confer concerning the proposed changes. The final decision as to the changes to be adopted shall be reserved to the School District and the Board of Education. 3. Each bargaining F. Bargaining unit member members shall be given a copy have the right to photocopy all post-employment, non-confidential materials (as defined by the Freedom of the evaluation form prior to any formal evaluation or observationInformation Law) contained within their personnel file. Bargaining unit members shall also receive be charged ten (10) cents per copy unless the material is related to any disciplinary action or a copy grievance that has been filed at Step 3 of the written evaluation at Grievance Procedure, in which case the time of the personal conference following the evaluation. In the event a bargaining unit member disagrees with any evaluation, the bargaining unit member may put his/her objections in writing and shall have them attached to the evaluation report for the personnel file. 4. If a bargaining unit member, after receiving suggestions for improvement and a reasonable degree of assistance to correct any deficiencies, fails to correct the deficiencies or perform his/her assignments in a satisfactory manner, then non-renewal or dismissal procedures may be invoked. However, if any deficiency previously noted in earlier evaluations fails to appear in subsequent evaluations, then the bargaining unit member shall consider sufficient improvement/correction was made. 5. The performance of probationary bargaining unit members materials shall be observed no less than one times during the probationary period with a written evaluation after each evaluation. The number provided free of observations will be increased in the event that performance concerns are identified in the initial observation. In the event that additional observations are deemed necessary, the staff member will be notified in writing of the concerns necessitating the additional observations and an appropriate performance improvement plan will be implementedcharge. a. In the event that the supervisor is unable to complete the one (1) observation, the staff member’s performance will be deemed “effective”. 6. A bargaining unit member shall review and sign all evaluation materials that are to be included in the personnel files. Such signing does not necessarily indicate agreement, and the bargaining unit member may submit any written statement in regard to such materials. 7. The content of any evaluation is not subject to arbitration.

Bargaining Unit Member Evaluation. The parties agree that during the summer of 2014, a committee comprised of administration and the GSRP-TA will meet to design a new evaluation tool/process to be implemented in the 2014-2015 school year. 1. Each non-probationary bargaining unit member will be evaluated in accordance with the requirements of the grant or a minimum of once every two (2) years and may be evaluated more frequently if the need arises. The staff evaluation program shall aim at the early identification of specific areas in which the bargaining unit member needs help, so that appropriate assistance may be provided or arranged for. The evaluation of the performance of each bargaining unit member shall be the responsibility of the immediate supervisor. The name of the evaluator shall be provided to each member in writing via a courier signed receipt letter by the fifteenth (15th) day of September. In the event the bargaining unit member has not received notification by the above date, the building principal shall be the evaluator. 2. All monitoring or observations, including the use of closed circuit television, audio systems, and similar devices when used for evaluation, shall be conducted openly and with the full knowledge and consent of the bargaining unit member at a mutually acceptable time. 3. Each bargaining unit member shall be given a copy of the evaluation form prior to any formal evaluation or observation. Bargaining unit members shall also receive a copy of the written evaluation at the time of the personal conference following the evaluation. In the event a bargaining unit member disagrees with any evaluation, the bargaining unit member may put his/her objections in writing and shall have them attached to the evaluation report for the personnel file. 4. If a bargaining unit member, after receiving suggestions for improvement and a reasonable degree of assistance to correct any deficiencies, fails to correct the deficiencies or perform his/her assignments in a satisfactory manner, then non-non- renewal or dismissal procedures may be invoked. However, if any deficiency previously noted in earlier evaluations fails to appear in subsequent evaluations, then the bargaining unit member shall consider sufficient improvement/correction was made. 5. The performance of probationary bargaining unit members shall be observed no less than one two times during the probationary period with a written evaluation after each evaluation. The number of observations will be increased in the event that performance concerns are identified in the initial observation. In the event that additional observations are deemed necessary, the staff member will be notified in writing of the concerns necessitating the additional observations and an appropriate performance improvement plan will be implemented. a. In the event that the supervisor is unable to complete the one (1) observation, the staff member’s performance will be deemed “effective”. 6. A bargaining unit member shall review and sign all evaluation materials that are to be included in the personnel files. Such signing does not necessarily indicate agreement, and the bargaining unit member may submit any written statement in regard to such materials. 7. The content of any evaluation is not subject to arbitration.

Bargaining Unit Member Evaluation. The parties agree that during A. Evaluation is for the summer purposes of 2014, fostering the self-improvement of bargaining unit members and setting forth the procedure by which bargaining unit member effectiveness will be measured by the Employer. It is the intent of the Employer to take action where necessary to assure an acceptable level of performance as determined by the Employer. B. New employees hired into the bargaining unit shall serve a committee comprised probationary period of administration and the GSRP-TA will meet to design a new evaluation tool/process to be implemented in the 2014-2015 school yearsixty (60) working days. 1. Each non-All probationary bargaining unit member will members shall be evaluated at least once prior to the completion of the probationary period in accordance with the requirements provisions of the grant or a minimum of once every two (2) years and may be evaluated more frequently if the need arises. The staff evaluation program shall aim at the early identification of specific areas in which the bargaining unit member needs help, so that appropriate assistance may be provided or arranged for. The evaluation of the performance of each bargaining unit member shall be the responsibility of the immediate supervisor. The name of the evaluator shall be provided to each member in writing via a courier signed receipt letter by the fifteenth (15th) day of September. In the event the bargaining unit member has not received notification by the above date, the building principal shall be the evaluatorthis Article. 2. All monitoring The probationary period for newly-hired employees may be waived upon mutual consent between the Superintendent and the Association President or observations, including the use of closed circuit television, audio systems, and similar devices when used for evaluation, shall be conducted openly and with the full knowledge and consent of the bargaining unit member at a mutually acceptable timetheir designees. 3. Each For the purpose of probation, the term “days” shall mean actual workdays and do not include paid or unpaid leave days or holidays. C. Upon the Board's approval of a final evaluation instrument and upon initial employment, the bargaining unit member shall be given a copy of the instrument with which he will be evaluated. The Association shall have the opportunity to submit its written recommendations with regard to the content of the evaluation form prior instrument to any formal evaluation or observation. Bargaining the Employer through its President. D. Except as provided in Section B.1 of this Article, bargaining unit members will be evaluated at least once in each two (2) year period. E. All evaluations shall also receive be in writing with a copy provided to the bargaining unit member in a manner that is confidential. 1. A conference will be held within ten (10) workdays after each evaluation to discuss the contents of the written evaluation. The conference will be conducted in a private work setting to maintain confidentiality. 2. The bargaining unit member shall sign the evaluation. His signature shall not be interpreted to mean that he necessarily agrees with the content of the evaluation, but that he has reviewed it. 3. A bargaining unit member may submit additional comments to be attached to the file copy of the written evaluation at if he chooses. 4. All written evaluations shall be placed in the time of the personal conference following the evaluation. bargaining unit member's personnel file. F. In the event a bargaining unit member disagrees with any evaluationis not continued in employment, the Employer will advise the bargaining unit member may put his/her objections in writing and shall have them attached to the evaluation report for the personnel filewriting. 4G. It shall be the Employer's responsibility to evaluate the work performance of members of the bargaining unit. If a bargaining unit member, after receiving suggestions for improvement and a reasonable degree of assistance to correct any deficiencies, fails to correct the deficiencies or perform his/her assignments in a satisfactory manner, then non-renewal or dismissal procedures may be invoked. However, if any deficiency previously noted in earlier evaluations fails to appear in subsequent evaluations, then the It is agreed that no bargaining unit member shall consider sufficient improvement/correction was madebe requested to observe and/or subsequently to evaluate the work performance of any other bargaining unit member. 5. The performance of probationary bargaining unit members shall be observed no less than one times during the probationary period with a written evaluation after each evaluation. The number of observations will be increased in the event that performance concerns are identified in the initial observation. In the event that additional observations are deemed necessary, the staff member will be notified in writing of the concerns necessitating the additional observations and an appropriate performance improvement plan will be implemented. a. In the event H. It is understood that the supervisor is unable to complete the one (1) observation, the staff member’s performance will be deemed “effective”. 6. A content of bargaining unit member shall review and sign all evaluation materials that are to be included in the personnel files. Such signing does not necessarily indicate agreement, and the bargaining unit member may submit any written statement in regard to such materials. 7. The content of any evaluation evaluations is not subject to arbitrationthe grievance procedure.

Bargaining Unit Member Evaluation. The parties agree that during A. All monitoring or observation of the summer work performance of 2014, a committee comprised of administration and the GSRP-TA will meet to design a new evaluation tool/process to be implemented in the 2014-2015 school year. 1. Each non-probationary bargaining unit member will be evaluated in accordance conducted openly and with the requirements full knowledge of the grant or a minimum of once every two (2) years and may be evaluated more frequently if the need arises. The staff evaluation program shall aim at the early identification of specific areas in which the bargaining unit member needs help, so that appropriate assistance may be provided or arranged formember. The Millbury Teachers’ Association and the Millbury School Committee agree to implement the Educator Evaluation Plan for the Millbury Public Schools, as developed by the Labor/Management Committee, becoming effective September 2012 and proceeding forward in subsequent years. Bargaining unit members will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss such report with their superiors. B. Bargaining unit members will have the right, upon request, to review the contents of the performance of each their personnel file. A bargaining unit member shall be the responsibility may request a representative of the immediate supervisor. The name of the evaluator shall Association to accompany him/her during such review. C. No material derogatory to a bargaining unit member’s conduct, service, character or personality will be provided to each member placed in writing via a courier signed receipt letter by the fifteenth (15th) day of September. In the event his/her personal file unless the bargaining unit member has not received notification by had an opportunity to review the above date, the building principal shall be the evaluator. 2material. All monitoring or observations, including the use of closed circuit television, audio systems, and similar devices when used for evaluation, shall be conducted openly and with the full knowledge and consent of the The bargaining unit member at a mutually acceptable time. 3will 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 with the contents thereof. Each The bargaining unit member will also have the right to submit a written answer to such material and his/her answer shall be given a copy reviewed by the Superintendent and/or Principal and attached to the file copy. D. The Association recognizes the authority and responsibility of the evaluation form prior to any formal evaluation Principal for disciplining or observation. Bargaining unit members shall also receive a copy of the written evaluation at the time of the personal conference following the evaluation. In the event reprimanding a bargaining unit member disagrees with any evaluation, the bargaining unit member may put his/her objections in writing and shall have them attached to the evaluation report for the personnel file. 4delinquency of professional performance. If a bargaining unit membermember is to be disciplined or reprimanded by an administrator, after receiving suggestions for improvement and he/she may request a reasonable degree member of assistance the Association to correct be present. E. No bargaining unit member will be disciplined or reprimanded through a reduction in rank or compensation or deprived of any deficienciesprofessional advantage without just cause, fails to correct in which case he/she will be notified by the deficiencies Superintendent or perform his/her assignments in designee, through a satisfactory mannerformal written communication, then non-renewal or dismissal procedures may be invoked. However, if any deficiency previously noted in earlier evaluations fails as to appear in subsequent evaluations, then the bargaining unit member shall consider sufficient improvement/correction was madewhy such action is being taken. 5. The performance of probationary bargaining unit members shall be observed no less than one times during the probationary period with a written evaluation after each evaluation. The number of observations will be increased in the event that performance concerns are identified in the initial observation. In the event that additional observations are deemed necessary, the staff member will be notified in writing of the concerns necessitating the additional observations and an appropriate performance improvement plan will be implemented. a. In the event that the supervisor is unable to complete the one (1) observation, the staff member’s performance will be deemed “effective”. 6. A bargaining unit member shall review and sign all evaluation materials that are to be included in the personnel files. Such signing does not necessarily indicate agreement, and the bargaining unit member may submit any written statement in regard to such materials. 7. The content of any evaluation is not subject to arbitration.