Common use of Bargaining Unit Member Evaluation Clause in Contracts

Bargaining Unit Member Evaluation. A. The negotiated evaluation system for bargaining unit members with students rostered to them shall be a rigorous, transparent, and fair performance system that includes: 1. A clear approach to measuring student growth data that counts toward 20% of the total evaluation score, and will be gathered and calculated in a way that has been negotiated with the Association. a. Student growth data will be based on measurable, long term academic goals. b. Growth data assessments will be designed or selected by grade level/department chairs in collaboration with the Superintendent or their designee. c. Growth data assessments will remain consistent year to year unless a concern is raised regarding the data collected, in which case the grade level/department chairs would work collaboratively with the Superintendent or their designee to resolve the concern. d. The teacher shall be allowed to eliminate data attributable to students who have excessive absences (20% or more during unit of instruction), or who have other anomalous circumstances that warrant eliminating that data. e. That data used in this section must be attributable to the assigned teaching responsibilities of the individual teacher. 2. A negotiated year-end evaluation of the teacher’s job performance that utilizes objective criteria for 80% of the year-end evaluation score, and that includes one formal and at least one informal observation. a. The formal observation must include a pre-conference, the review of formal lesson plans, and a post conference with written feedback held within 10 school days of the observation. i. The length of time of the formal observation must be for the duration of the lesson discussed at the pre-conference and never less than 15 consecutive minutes. ii. Unless identified as a deficiency in performance within an existing Individual Development Plan (IDP), bargaining unit members will only be required to submit formal lesson plans to an administrator for the day(s) they are being formally observed. b. The informal observation must be at least 15 consecutive minutes. c. Any observations must be scheduled 2 school days in advance, unless upon agreement of both the teacher and the administrator. d. Both observations must include feedback student engagement of the lesson observed; other elements may also be marked. e. Both observations must include a review of the teacher’s lesson plan for the day of the observation and the state curriculum standard being used in the lesson. 3. Specific performance goals identified by the teacher to improve their effectiveness in the upcoming school year. B. The negotiated evaluation system for bargaining unit members who do not have students rostered to them shall be a rigorous, transparent, and fair performance system that includes: 1. A negotiated year-end evaluation of the teacher’s job performance that utilizes objective criteria for 100% of the year-end evaluation score, and that includes one formal and at least one informal observation. a. The formal observation must include a pre-conference, the review of formal plans specific to the observation circumstances, and a post conference with written feedback, held within 10 school days of the observation. i. The length of time of the formal observation must be for the duration of the observation discussed at the pre-conference and never less than 15 consecutive minutes. ii. Unless identified as a deficiency in performance within an existing Individual Development Plan (IDP), bargaining unit members will only be required to submit formal plans to an administrator for the day(s) they are being formally observed. b. The informal observation must be at least 15 consecutive minutes. c. Any observations must be scheduled 2 school days in advance, unless upon agreement of both the teacher and the administrator. 2. Specific performance goals identified by the teacher to improve their effectiveness in the upcoming school year. C. Observations of bargaining unit members that are intended to assist in their year-end performance evaluation shall be conducted as follows:

Bargaining Unit Member Evaluation. A. The negotiated evaluation system for 1. No bargaining unit members with students rostered to them member shall be a rigorous, transparent, and fair performance system that includes: 1. A clear approach to measuring student growth data that counts toward 20% suffer any professional disadvantage by reason of his or her membership in the total evaluation score, and will be gathered and calculated Union or participation in a way that has been negotiated with the Association. a. Student growth data will be based on measurable, long term academic goals. b. Growth data assessments will be designed or selected by grade level/department chairs in collaboration with the Superintendent or their designee. c. Growth data assessments will remain consistent year to year unless a concern is raised regarding the data collected, in which case the grade level/department chairs would work collaboratively with the Superintendent or their designee to resolve the concern. d. The teacher shall be allowed to eliminate data attributable to students who have excessive absences (20% or more during unit of instruction), or who have other anomalous circumstances that warrant eliminating that data. e. That data used in this section must be attributable to the assigned teaching responsibilities of the individual teacherits lawful activities. 2. A negotiated yearIt is recognized that a system of periodic evaluation is essential to assist bargaining unit members in developing competency and realizing their potential. It is further recognized that information gathered through such a system will enable decisions by the Board of Education concerning reappointment, tenure, promotion, etc., to be made in a just and equitable manner. Consequently, the Superintendent and all responsible school personnel are charged with the responsibility for implementing the following evaluation procedure. 3. All classroom evaluations will be based upon observations which cover a complete lesson or class period. These classroom observations of the work performance of a bargaining unit member shall be conducted openly and with full knowledge of the bargaining unit member. The administrator shall be free at any time to evaluate the activities of the bargaining unit member with regard to non-end classroom instructional responsibilities. All observations will be followed as soon as possible but in no case later than five (5) school days, by a conference during which the evaluation of the teacher’s job performance that utilizes objective criteria for 80% lesson will be discussed. The written report of the observer and evaluator is to be signed by both the evaluator and the bargaining unit member. The bargaining unit member’s signature does not indicate agreement with the evaluation; it only indicates that a conference had been held and the bargaining unit member had received a copy of the evaluation. The bargaining unit member may file a written comment on the observation and evaluation. This will be attached to the evaluation and become a part of the bargaining unit member’s personnel file. 4. Where the initial evaluation warrants it, all probationary bargaining unit members will be observed at least twice during the first semester of their first year. In those instances where a recommendation for non-end reappointment is to occur, a minimum of three (3) observations shall be provided prior to such notification. 5. During the first semester of the second year, the bargaining unit member will again be observed. 6. A bargaining unit member’s request for one additional observation and evaluation scoreby the evaluator and/or by the bargaining unit member’s peers, if made prior to March 1, and that includes one formal and with at least one informal observationweek’s notice, shall be honored. 7. No bargaining unit member shall be disciplined, reprimanded, reduced in rank or compensation, suspended, demoted, have a contract terminated, or be otherwise deprived of any professional advantage without just cause. (Just cause shall mean: 1) demonstrated incompetency; 2) immorality; 3) conviction of a felony; 4) failure to maintain certification; 5) insubordination.) Any such action or violation of professional ethics asserted by the board or any other administrative personnel shall be subject to the grievance procedure set forth in this agreement. Involuntary transfers will only be made under the following circumstances: a. The formal observation must include when the tenure area of the employee will not be affected. b. when the employee has been given written notice of the District’s intent and has had at least fifteen (15) school days to react. c. when a pre-conferencemeeting has been conducted with the union/grievance committee (such committee limited to a minimum of 5 and maximum of 8 members) and committee members have had an opportunity to make recommendations to the district with regard to proposed transfer. d. when the decision can be justified on the basis of the educational needs of the District. 8. In the event that the Board is considering the dismissal of an employee, it will provide at least one written warning and will schedule a meeting among the immediate supervisor, the review of formal lesson plansemployee, and his/her Union representative for the purpose of improving his/her performance in order to continue employment. 9. Bargaining unit members shall have the right, upon request, to review the contents of their personnel file in the presence of a post conference with written feedback held representative of the Superintendent of Schools. The bargaining unit member may elect to have an additional witness of his or her own choosing. Any material resulting from any event or occurrence involving a bargaining unit member which becomes a matter of concern to the Administration shall be reduced to writing and a copy furnished the bargaining unit member within 10 ten (10) school days of the observationtime the Administration becomes aware of the occurrence. If it is determined that the matter is of sufficient magnitude to warrant placing it in the bargaining unit member’s file, the bargaining unit member shall be notified immediately of such decision. When material of a derogatory nature is to be placed in the file, the bargaining unit member will sign the material before it is placed in the file. Bargaining unit members shall have the right to insert written explanations or responses to material in their personnel file. Such explanation shall be delivered to the Superintendent of Schools within ten (10) school days after the bargaining unit member has received a copy of the material referred to above. There shall be only one official personnel folder for each bargaining unit member maintained by the District. Such folder is subject to the conditions mentioned above. This folder will be the exclusive official repository for all bargaining unit member evaluations and any material of a derogatory nature concerning the character or teaching ability of that bargaining unit member. Materials proven incorrect will be removed from a bargaining unit member’s file. i. The length 10. If non-renewal of time a contract is to be recommended by the Administrator, the bargaining unit member shall be informed in writing of the formal observation must be for the duration of the lesson discussed at the pre-conference and never less than 15 consecutive minutesbasis on which this decision was reached. ii. Unless identified as a deficiency in performance within an existing Individual Development Plan (IDP), bargaining unit members will only be required to submit formal lesson plans to an administrator for the day(s) they are being formally observed. b. The informal observation must be at least 15 consecutive minutes. c. Any observations must be scheduled 2 school days in advance, unless upon agreement of both the teacher and the administrator. d. Both observations must include feedback student engagement of the lesson observed; other elements may also be marked. e. Both observations must include a review of the teacher’s lesson plan for the day of the observation and the state curriculum standard being used in the lesson. 3. Specific performance goals identified by the teacher to improve their effectiveness in the upcoming school year. B. The negotiated evaluation system for bargaining unit members who do not have students rostered to them shall be a rigorous, transparent, and fair performance system that includes: 1. A negotiated year-end evaluation of the teacher’s job performance that utilizes objective criteria for 100% of the year-end evaluation score, and that includes one formal and at least one informal observation. a. The formal observation must include a pre-conference, the review of formal plans specific to the observation circumstances, and a post conference with written feedback, held within 10 school days of the observation. i. The length of time of the formal observation must be for the duration of the observation discussed at the pre-conference and never less than 15 consecutive minutes. ii. Unless identified as a deficiency in performance within an existing Individual Development Plan (IDP), bargaining unit members will only be required to submit formal plans to an administrator for the day(s) they are being formally observed. b. The informal observation must be at least 15 consecutive minutes. c. Any observations must be scheduled 2 school days in advance, unless upon agreement of both the teacher and the administrator. 2. Specific performance goals identified by the teacher to improve their effectiveness in the upcoming school year. C. Observations of bargaining unit members that are intended to assist in their year-end performance evaluation shall be conducted as follows:

Bargaining Unit Member Evaluation. A. The negotiated evaluation system for 1. No bargaining unit members with students rostered to them member shall be a rigorous, transparent, and fair performance system that includes: 1. A clear approach to measuring student growth data that counts toward 20% suffer any professional disadvantage by reason of his or her membership in the total evaluation score, and will be gathered and calculated Union or participation in a way that has been negotiated with the Association. a. Student growth data will be based on measurable, long term academic goals. b. Growth data assessments will be designed or selected by grade level/department chairs in collaboration with the Superintendent or their designee. c. Growth data assessments will remain consistent year to year unless a concern is raised regarding the data collected, in which case the grade level/department chairs would work collaboratively with the Superintendent or their designee to resolve the concern. d. The teacher shall be allowed to eliminate data attributable to students who have excessive absences (20% or more during unit of instruction), or who have other anomalous circumstances that warrant eliminating that data. e. That data used in this section must be attributable to the assigned teaching responsibilities of the individual teacherits lawful activities. 2. A negotiated yearIt is recognized that a system of periodic evaluation is essential to assist bargaining unit members in developing competency and realizing their potential. It is further recognized that information gathered through such a system will enable decisions by the Board of Education concerning reappointment, tenure, promotion, etc., to be made in a just and equitable manner. Consequently, the Superintendent and all responsible school personnel are charged with the responsibility for implementing the following evaluation procedure. 3. All classroom evaluations will be based upon observations which cover a complete lesson or class period. These classroom observations of the work performance of a bargaining unit member shall be conducted openly and with full knowledge of the bargaining unit member. The administrator shall be free at any time to evaluate the activities of the bargaining unit member with regard to non-end classroom instructional responsibilities. All observations will be followed as soon as possible but in no case later than five (5) school days, by a conference during which the evaluation of the teacher’s job performance that utilizes objective criteria for 80% lesson will be discussed. The written report of the observer and evaluator is to be signed by both the evaluator and the bargaining unit member. The bargaining unit member’s signature does not indicate agreement with the evaluation; it only indicates that a conference had been held and the bargaining unit member had received a copy of the evaluation. The bargaining unit member may file a written comment on the observation and evaluation. This will be attached to the evaluation and become a part of the bargaining unit member’s personnel file. 4. Where the initial evaluation warrants it, all probationary bargaining unit members will be observed at least twice during the first semester of their first year. In those instances where a recommendation for non-end reappointment is to occur, a minimum of three (3) observations shall be provided prior to such notification. 5. During the first semester of the second year, the bargaining unit member will again be observed. 6. A bargaining unit member’s request for one additional observation and evaluation scoreby the evaluator and/or by the bargaining unit member’s peers, if made prior to March 1, and that includes one formal and with at least one informal observationweek’s notice, shall be honored. 7. No bargaining unit member shall be disciplined, reprimanded, reduced in rank or compensation, suspended, demoted, have a contract terminated, or be otherwise deprived of any professional advantage without just cause. (Just cause shall mean: 1) demonstrated incompetency; 2) immorality; 3) conviction of a felony; 4) failure to maintain certification; 5) insubordination.) Any such action or violation of professional ethics asserted by the board or any other administrative personnel shall be subject to the grievance procedure set forth in this agreement. Involuntary transfers will only be made under the following circumstances: a. The formal observation must include when the tenure area of the employee will not be affected. b. when the employee has been given written notice of the District’s intent and has had at least fifteen (15) school days to react. c. when a pre-conferencemeeting has been conducted with the union/grievance committee (such committee limited to a minimum of 5 and maximum of 8 members) and committee members have had an opportunity to make recommendations to the district with regard to proposed transfer. d. when the decision can be justified on the basis of the educational needs of the District. 8. In the event that the Board is considering the dismissal of an employee, it will provide at least one written warning and will schedule a meeting among the immediate supervisor, the review of formal lesson plansemployee, and his/her Union representative for the purpose of improving his/her performance in order to continue employment. 9. Bargaining unit members shall have the right, upon request, to review the contents of their personnel file in the presence of a post conference with written feedback held representative of the Superintendent of Schools. The bargaining unit member may elect to have an additional witness of his or her own choosing. Any material resulting from any event or occurrence involving a bargaining unit member which becomes a matter of concern to the Administration shall be reduced to writing and a copy furnished the bargaining unit member within 10 ten (10) school days of the observationtime the Administration becomes aware of the occurrence. If it is determined that the matter is of sufficient magnitude to warrant placing it in the bargaining unit member’s file, the bargaining unit member shall be notified immediately of such decision. When material of a derogatory nature is to be placed in the file, the bargaining unit member will sign the material before it is placed in the file. Bargaining unit members shall have the right to insert written explanations or responses to material in their personnel file. Such explanation shall be delivered to the Superintendent of Schools within ten (10) school days after the bargaining unit member has received a copy of the material referred to above. There shall be only one official personnel folder for each bargaining unit member maintained by the District. Such folder is subject to the conditions mentioned above. This folder will be the exclusive official repository for all bargaining unit member evaluations and any material of a derogatory nature concerning the character or teaching ability of that bargaining unit member. Materials proven incorrect will be removed from a bargaining unit member’s file. i. The length 10. If non-renewal of time a contract is to be recommended by the Administrator, the bargaining unit member shall be informed in writing of the formal observation must be for the duration of the lesson discussed at the pre-conference and never less than 15 consecutive minutesbasis on which this decision was reached. ii. Unless identified as a deficiency in performance within an existing Individual Development Plan (IDP), bargaining unit members will only be required to submit formal lesson plans to an administrator for the day(s) they are being formally observed. b. The informal observation must be at least 15 consecutive minutes. c. Any observations must be scheduled 2 school days in advance, unless upon agreement of both the teacher and the administrator. d. Both observations must include feedback student engagement of the lesson observed; other elements may also be marked. e. Both observations must include a review of the teacher’s lesson plan for the day of the observation and the state curriculum standard being used in the lesson. 3. Specific performance goals identified by the teacher to improve their effectiveness in the upcoming school year. B. The negotiated evaluation system for bargaining unit members who do not have students rostered to them shall be a rigorous, transparent, and fair performance system that includes: 1. A negotiated year-end evaluation of the teacher’s job performance that utilizes objective criteria for 100% of the year-end evaluation score, and that includes one formal and at least one informal observation. a. The formal observation must include a pre-conference, the review of formal plans specific to the observation circumstances, and a post conference with written feedback, held within 10 school days of the observation. i. The length of time of the formal observation must be for the duration of the observation discussed at the pre-conference and never less than 15 consecutive minutes. ii. Unless identified as a deficiency in performance within an existing Individual Development Plan (IDP), bargaining unit members will only be required to submit formal plans to an administrator for the day(s) they are being formally observed. b. The informal observation must be at least 15 consecutive minutes. c. Any observations must be scheduled 2 school days in advance, unless upon agreement of both the teacher and the administrator. 2. Specific performance goals identified by the teacher to improve their effectiveness in the upcoming school year. C. Observations of bargaining unit members that are intended to assist in their year-end performance evaluation shall be conducted as follows: