EMPLOYEE EVALUATION Sample Clauses
The EMPLOYEE EVALUATION clause establishes the process and criteria by which an employee's job performance is assessed by the employer. Typically, this clause outlines the frequency of evaluations, the standards or metrics used, and the potential outcomes, such as feedback, promotions, or corrective actions. Its core practical function is to provide a structured and transparent method for reviewing employee performance, ensuring accountability, and supporting professional development within the organization.
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EMPLOYEE EVALUATION. A. Formal evaluation of employees shall be in writing and shall be for the purpose of establishing a record of the employee’s work performance. The evaluation may include but is not limited to: establishing performance standards and outcome measures, recognition of an employee’s efforts, as well as planning for improvement. Issues of attendance and punctuality may be addressed if they have previously been discussed with the employee. The employee’s job description shall be a basis for the evaluation.
B. The evaluator shall review the written evaluation with the employee and provide the employee with a copy. The employee shall sign the evaluation acknowledging receipt. If the employee has objections to the evaluation, s/he, may within twenty (20) working days following receipt of the evaluation put such objections in writing and have them attached to the evaluation report and placed in his/her personnel file.
C. The frequency of evaluations shall be determined by the District and generally occur every other year by April 1st for bargaining unit employees. If the District chooses to do so, it may conduct formal evaluations on an annual basis. An employee may request to receive one (1) annual evaluation. Such request shall be in writing to the employee’s supervisor with a copy to the Human Resources Department.
D. The Human Resources Department will consult with the Federation in developing an outline of best practices to be used in conducting employee evaluations.
E. When the District determines that an employee’s work performance is unsatisfactory, it shall inform the employee in writing of any deficiency and the improvement expected and provide the employee with the opportunity to correct the unsatisfactory performance within a reasonable time period established by the District.
F. The judgment of an employee’s work performance by an evaluating supervisor shall not be the subject of a grievance. A grievance concerning an evaluation shall be limited to an allegation that the evaluation was done in bad faith or clearly untrue. The burden of proof shall rest with the grievant. Such grievance shall be filed at the next administrative level above that of the evaluator and that administrator shall provide a written decision within ten (10) working days of any hearing. If the grievance is not resolved, it may be appealed by submitting a written statement to the Human Resources Department within ten (10) working days following receipt of the administrative written...
EMPLOYEE EVALUATION. 9.1 Employees shall be evaluated in accordance with ORS 342.850, utilizing written criteria from the District Professional Growth and Accountability (PGA) model, which shall be provided to each new employee at the time of employment. Extra copies are available, upon request, from the district office; provided, that no remedy shall be granted for the District's breach of this subsection unless the breach substantially prejudices the rights of the evaluated employee. The District may implement change(s) in existing evaluation policy after providing the Council an opportunity to provide input regarding the change(s).
9.1.1 If a substantive change is made in the Professional Growth and Accountability model, a joint committee of equal parts CEA and District will convene to determine said changes to report to the school board.
9.2 The criteria for evaluation of each employee shall be defined in the District Professional Growth and Accountability model.
9.3 Prior to the commencement of the annual evaluation cycle employees shall be informed in writing of the evaluation timeline and the criteria being used by the evaluator. The criteria may include any district/building/personal goals.
9.4 Upon request by either party, individual pre-observation conferences with the evaluator shall be granted. However, the evaluator may also conduct unannounced observations. These unannounced observations are exempted from pre-observation conferences.
9.5 The evaluation shall be in writing. A copy of the written evaluation shall be submitted to the employee at the time of the personal conference or within a reasonable time; if requested, a copy of the evaluation shall be delivered to the member.
9.6 The evaluation process shall further include a post-evaluation interview in which the results of the evaluation are discussed with the employees.
9.7 Evaluation reports shall be placed in the employee’s personnel file only after reasonable notice to the employee. The personnel file shall be open for inspection by the employee, the employee’s designees, authorized administrators, confidential employees, and District’s/Association’s attorneys.
9.8 Employees will not be required or asked to participate, at any level, in the evaluation of another employee.
EMPLOYEE EVALUATION. Sec 25.1 Pursuant to Oregon Revised Statute 342.850, the District shall conduct evaluations of teachers based on job descriptions and performance standards with the adopted evaluation policies. Sec 25.2 Each year a committee representing an equal number of teachers assigned by ▇▇▇▇ and administrators designated by the Superintendent will review the current evaluation process from the Licensed Educators Evaluation and Growth System and suggest modifications if needed. The composition of the committee shall appropriately represent subjects and grade levels. Sec 25.3 Adoption of changes or revisions shall be through acceptance from ▇▇▇▇, the Superintendent, and the school Board. Changes will be implemented when the Teacher Evaluation and Professional Growth Handbook is revised and approved. This handbook will serve as an addendum to the current contract and shall become effective with the new evaluation cycle. Sec 25.4 Where serious deficiencies are identified through the formal observation process and noted in writing in the evaluation documents, a teacher may be placed on a program of assistance for improvement. A Program of Assistance for Improvement (PAI) will be developed by the evaluator in cooperation with the employee. A Program of Assistance for Improvement shall be in writing, in accordance with ORS 342.815 and shall consist of a minimum of 60 calendar days. Sec 25.5 An employee may request to have an Association representative present during any meetings held with the evaluator or any other administrator regarding the Program of Assistance for Improvement. Sec 25.6 While the components of a Program of Assistance for Improvement may be varied the following principles shall be contained in plans resulting from deficiencies noted in the evaluation documents:
a) The plan will identify the performance standards deemed deficient.
b) The plan will set forth a description of the expectations related to the deficiency(ies).
c) The plan will include a description of assistance and resources to be provided to the employee which may include but are not limited to mentoring, coursework, book studies, coaching, classroom visitations, etc.
d) The plan will identify monitoring procedures.
e) The plan will establish a completion date. Sec 25.7 Successful programs of assistance for improvement shall not be placed in personnel files since they are for the specific purpose of improving instruction. Programs of assistance for improvement are not intended to be punitive...
EMPLOYEE EVALUATION. The School shall annually evaluate all instructional employees pursuant to state law.
EMPLOYEE EVALUATION. Employees will be evaluated on an annual basis or more frequently if deemed necessary, and informed of the quality of their work. All evaluations are the responsibility of the immediate administrative supervisor and shall be comprehensive. Employees will receive a copy of their evaluation at least five (5) duty days before the end of their work year. The employee has a right to review and to comment in writing regarding all evidence on file to support any evaluation of the employee’s performance. An employee who disagrees with the evaluation may submit a written addendum or rebuttal to the evaluation. The evaluation and the addendum, if any, will be placed in the employee’s personnel file. The employee shall be requested to sign the evaluation. Signing the evaluation does not mean that the employee agrees or disagrees with the assessment. If an employee desires a performance assessment with his/her immediate supervisor, he/she may request the assessment in writing. In the case of an unsatisfactory performance, the immediate supervisor will note areas that are unsatisfactory and make recommendations for improvement. Employees who receive an unsatisfactory performance evaluation will not be eligible for a step increase. If the employee achieves a satisfactory rating on a subsequent out-of-sequence evaluation, he/she will receive the step increment effective of the date of achieving the satisfactory evaluation. Judgment of performance by an evaluator shall not be subject to the grievance procedure. An employee who disagrees with the unsatisfactory evaluation may file an administrative appeal under Section 4-205 (c) of the Annotated Code of Maryland, Education Article. If an employee’s unsatisfactory evaluation is overturned as a result of a Section 4-205 (c) appeal the employee shall be granted a step increase retroactive to the beginning of the contract year.
EMPLOYEE EVALUATION. A. An employee shall at all times be entitled to have present a representative of the Union when he/she is being reprimanded, warned or disciplined for any infraction of discipline or delinquency in performance. When a request for such representation is made, no action shall be taken with respect to the employee until such representation of the Union in present.
B. No employee shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any advantage without just cause.
EMPLOYEE EVALUATION. 4.1 Non-tenured employees shall be evaluated at least once each school year. This evaluation will consist of a minimum of three observations of which two must be a formal observation. Tenured employees shall be evaluated at least once every two school years. This evaluation will consist of a minimum of two observations of which one must be a formal observation. Any tenured employee who is rated as “needs improvement” or “unsatisfactory” must be evaluated at least once in the school year following the receipt of the rating. This evaluation will consist of a minimum of three observations of which two must be a formal observation.
4.2 At the start of the school term (i.e., the first day students are required to be in attendance), the school district shall provide a written notice that a performance evaluation will be conducted in that school term to each teacher affected or, if the affected teacher is hired after the start of the school term, then no later than thirty (30) days after the contract is executed. The building principal or immediate supervisor shall acquaint each employee under said supervisor's supervision with the evaluation procedures, standards and instruments, and the principal or immediate supervisor shall advise each employee as to who will observe and evaluate the employee's performance. No evaluation may take place until such orientation has been completed.
4.3 The administrator shall evaluate each employee in writing, using the evaluation instrument designed by the PERA committee.
4.4 Within five (5) days following the evaluation the evaluator shall set a conference time and date.
4.5 The employee shall have the right to attach an explanation to any adverse evaluations or other negative materials that are placed in the employee's personnel file within fifteen school days of the post conference.
4.6 A copy of the evaluation shall be signed and given to each teacher immediately following the evaluation conference. The teacher shall sign the official copy as evidence that he/she has received said copy.
4.7 Teacher evaluation shall be done in compliance with Article 24A of the School Code.
EMPLOYEE EVALUATION. A. Notification of evaluation will be made to the employee by their supervisor no later than October 1st. In the event of a change in the employee’s immediate supervisor, notification to the employee will be made within a reasonable period of time.
B. Employees shall be evaluated by their immediate supervisors.
C. Probationary employees shall be evaluated at least once a year and no later than thirty
EMPLOYEE EVALUATION. 12.01 The parties recognize that the evaluation of the performance of all employees is the responsibility of the administration. The evaluation process is designed to assess and communicate performance effectiveness, to aid in improving performance of assigned duties and, if necessary, to develop a performance improvement plan to assist in addressing deficiencies for the employee whose performance is not satisfactory; the process is not to be used as a punitive measure.
12.02 The following guidelines shall be used in the evaluation process:
EMPLOYEE EVALUATION. 11.1 Any evaluation critical of an employee’s job performance which is to be made part of his personnel file shall be examined by the employee and initialed by him prior to being placed in his file.
11.2 If the employee refuses to initial said evaluation, then a witness to its presentation to the employee and his refusal may initial the evaluation prior to it being placed in his file.
11.3 Within ten (10) working days of presentation or examination of an evaluation of his job performance, an employee may present for inclusion in his personnel file his written comments regarding the evaluation.