Common use of Employee Evaluation Procedures Clause in Contracts

Employee Evaluation Procedures. 11.1 These are the areas to be considered in evaluations and only as they pertain to a unit member's in- class performance and other duties normally required to be performed as an adjunct to their regular assignment: a. Classroom performance b. Supervision of students c. Involvement in co-curricular activities d. Examples of professional growth - such as coursework, or involvement in professional activities and associations. The District and WSCTA agree the Guide to Understanding the Teacher Evaluation Process and evaluation forms will be included in the WSCTA Contract as an Appendix. Changes to the guide or forms will be made by mutual consent of the Association and District. 11.2 The District Superintendent shall make efforts to insure that the evaluators have current knowledge of procedures and techniques of evaluation and that these criteria are fairly and equally observed. 11.3 Every temporary or probationary certificated employee shall be evaluated by the administration in writing at least once each school year. • Unit Members will be notified within the first four weeks of school that they will be evaluated, and a pre-evaluation conference will be scheduled. • By the end of the first quarter, the evaluator will meet with the unit member to seek agreement of the evaluation process, the CSTP/Academic Standard requirements, Employee Goal Sheet and other related evaluation requirements. • Unit Members will have a minimum of two pre-arranged classroom observations. • Unit Members will address two or more course specific Academic Standards, plus CSTP standards two, three and four. • Unit Members shall complete the Certification Goal Sheet prior to the first classroom observation. • Classroom observations will be a minimum of thirty (30) minutes, including the beginning and end of a lesson as pre-arranged by the unit member and evaluator. • The first observation will be completed by December 1. • The evaluator will hold a conference with the unit member about each observation within three (3) school days of each observation. • Unit members will receive the written final evaluation no later than thirty (30) days before the last day of the school year, with the final evaluation conference scheduled no more than three (3) days later. 11.4 All permanent certificated employees may be evaluated by the administration in writing every year. All permanent unit members who have been employed between three and ten years will be evaluated at least every other year. 11.4.1 All permanent unit members to be evaluated within a school year will be notified within the first four (4) weeks of school. 11.4.2 For those permanent unit members who have been employed at least ten years with the school district, are highly qualified as defined in 20 U.S.C. Sec. 7801 (ESEA), and whose immediately previous evaluation rated the employees as “standards met or exceeded” evaluation will be done every five years by mutual agreement of the unit member and the evaluator. The unit member or the evaluator may withdraw consent at any time. • Unit Members will be notified within the first four weeks of school that they will be evaluated, and a pre-evaluation conference will be scheduled. • By the end of the first quarter, the evaluator and the employee will meet to determine the evaluation process (Alternative or Traditional) and to discuss the required timelines, meeting dates, Employee Goal Sheet, project responsibilities and the observation/evaluation procedures to be used. • Traditional Process: Unit Members using the Traditional Process will have a minimum of one pre- arranged classroom observation. • Alternative Process: Unit Members with the Alternative Evaluation Plan will have minimum of three meetings per year to discuss and evaluate the Alternative Plan. • Unit Members will address two or more course specific Academic Standards, plus any two CSTP standards. • Classroom observations will be a minimum of thirty (30) minutes, including the beginning and end of a lesson as pre-arranged by the unit member and evaluator. • The evaluator will hold a conference with the unit member about each observation within three (3) school days of each observation. • Unit members will receive the written final evaluation no later than thirty (30) days before the last day of the school year, with the final evaluation conference scheduled no more than three (3) days later. 11.5 No later than November 1 of each year, the evaluator shall determine the activities, the standards of performance, and the assessment procedures to be used in the evaluation, after discussion with the evaluate. By mutual agreement the evaluation plan may be modified. 11.6 Any evaluator or unit member who has difficulty meeting the timelines in this article may request a meeting with the Superintendent and the Association President (or designees) to assist in resolving the issues. 11.7 The entire evaluation process shall include at least one classroom observation including the beginning and ending of the lesson as pre-arranged by the unit member and evaluator. 11.8 The initial observation for evaluation purposes in any year shall be arranged by the evaluator and the unit member in advance of the observation. 11.9 Any certificated employee who receives a negative evaluation shall upon written request, be entitled to a subsequent observation, conference, and written evaluation, as prescribed above. Such subsequent evaluations shall concentrate upon deficiencies previously noted. Such entitlement shall continue after each written evaluation. 11.10 Both the evaluator and the evaluatee shall make affirmative action to correct any cited deficiencies. Such action on the part of the evaluator shall include specific recommendations for improvement, assistance in implementing those recommendations, and adequate released time for the certificated employee to visit and observe other similar classes when the evaluator and evaluatee agree upon the necessity for such visits. 11.11 Each written evaluation shall be signed by the evaluator and evaluatee and placed in the employee's personnel file. If the evaluator and evaluatee cannot reach consensus, the evaluatee may attach his/her dissenting comments to the evaluator's evaluation, and both shall be placed in the evaluatee's personnel file. 11.12 The employee evaluation procedures, including the areas to be considered in evaluations listed in Article 11.1, are subject to grievance. The evaluator’s findings and conclusions in the employee’s written evaluation are not subject to grievance. 11.13 If subsequent remedial action eliminates the negative evaluation and/or the identified deficiencies, the evaluation(s) citing such deficiencies shall be removed from the evaluatee's file after a period of five years and returned to the employee. 11.14 No unit member shall be held accountable for correcting any deficiencies noted on an evaluation over which it can be demonstrated that the unit member has no reasonably expected authority or ability to correct. 11.15 After evaluations have been placed in a unit member's file, a log attached to the file shall be kept of who consults the evaluations, when, and for what reason(s). 11.16 Only one confidential file containing these evaluations shall be maintained on each employee. Such a file shall be kept in the Personnel Office of the District Office. Access to such a file shall be limited to the unit member involved, members of the administrative personnel on a need to know basis, members of the Board of Education and others as approved by the unit member. 11.17 The written evaluation shall not include any reference to a unit member's use of force in the performance of his/her duties provided that force in no event exceeded the amount of force reasonably necessary to maintain order. 11.18 Unless otherwise agreed to by the involved unit member, a unit member's personnel file shall not include any evaluations and ratings that were obtained prior to the employment of the unit member by this district, or were obtained in connection with a promotional examination. 11.19 The voluntary transfer denial form shall not be considered a formal written evaluation and shall not be kept in the file containing evaluations.

Employee Evaluation Procedures. 11.1 These are the areas to be considered in evaluations and only as they pertain to a unit member's in- in-class performance and other duties normally required to be performed as an adjunct to their regular assignment: a. Classroom performance b. Supervision of students c. Involvement in co-curricular activities d. Examples of professional growth - such as coursework, or involvement in professional activities and associations. The District and WSCTA agree the Guide to Understanding the Teacher Evaluation Process and evaluation forms will be included in the WSCTA Contract as an Appendix. Changes to the guide or forms will be made by mutual consent of the Association and District. 11.2 The District Superintendent shall make efforts to insure that the evaluators have current knowledge of procedures and techniques of evaluation and that these criteria are fairly and equally observed. 11.3 Every temporary or probationary certificated employee shall be evaluated by the administration in writing at least once each school year. • Unit Members will be notified within the first four weeks of school that they will be evaluated, and a pre-evaluation conference will be scheduled. • By the end of the first quarter, the evaluator will meet with the unit member to seek agreement of the evaluation process, the CSTP/Academic Standard requirements, Employee Goal Sheet and other related evaluation requirements. • Unit Members will have a minimum of two pre-arranged classroom observations. • Unit Members will address two or more course specific Academic Standards, plus CSTP standards two, three and four. • Unit Members shall complete the Certification Goal Sheet prior to the first classroom observation. • Classroom observations will be a minimum of thirty (30) minutesan entire class period, including the beginning and end of a lesson as pre-arranged by the unit member and evaluator. • The first observation will be completed by December 1. • The evaluator will hold a conference with the unit member about each observation within three (3) school days of each observation. • Unit members will receive the written final evaluation no later than thirty (30) days before the last day of the school year, with the final evaluation conference scheduled no more than three (3) days later. 11.4 All permanent certificated employees may be evaluated by the administration in writing every year. All permanent unit members who have been employed between three and ten years will be evaluated at least every other year. 11.4.1 All permanent unit members to be evaluated within a school year will be notified within the first four (4) weeks of school. 11.4.2 For those permanent unit members who have been employed at least ten years with the school district, are highly qualified as defined in 20 U.S.C. Sec. 7801 (ESEA), and whose immediately previous evaluation rated the employees as “standards met or exceeded” evaluation will be done every five years by mutual agreement of the unit member and the evaluator. The unit member or the evaluator may withdraw consent at any time. • Unit Members will be notified within the first four weeks of school that they will be evaluated, and a pre-evaluation conference will be scheduled. • By the end of the first quarter, the evaluator and the employee will meet to determine the evaluation process (Alternative or Traditional) and to discuss the required timelines, meeting dates, Employee Goal Sheet, project responsibilities and the observation/evaluation procedures to be used. • Traditional Process: Unit Members using the Traditional Process will have a minimum of one pre- arranged classroom observation. • Alternative Process: Unit Members with the Alternative Evaluation Plan will have minimum of three meetings per year to discuss and evaluate the Alternative Plan. • Unit Members will address two or more course specific Academic Standards, plus any two CSTP standards. • Classroom observations will be a minimum of thirty (30) minutes, including the beginning and end of a lesson as pre-arranged by the unit member and evaluator. • The evaluator will hold a conference with the unit member about each observation within three (3) school days of each observation. • Unit members will receive the written final evaluation no later than thirty (30) days before the last day of the school year, with the final evaluation conference scheduled no more than three (3) days later. 11.5 No later than November 1 of each year, the evaluator shall determine the activities, the standards of performance, and the assessment procedures to be used in the evaluation, after discussion with the evaluate. By mutual agreement the evaluation plan may be modified. 11.6 Any evaluator or unit member who has difficulty meeting the timelines in this article may request a meeting with the Superintendent and the Association President (or designees) to assist in resolving the issues. 11.7 The entire evaluation process shall include at least one classroom observation including the beginning and ending of the lesson as pre-arranged by the unit member and evaluator. 11.8 The initial observation for evaluation purposes in any year shall be arranged by the evaluator and the unit member in advance of the observation. 11.9 Any certificated employee who receives a negative evaluation shall upon written request, be entitled to a subsequent observation, conference, and written evaluation, as prescribed above. Such subsequent evaluations shall concentrate upon deficiencies previously noted. Such entitlement shall continue after each written evaluation. 11.10 Both the evaluator and the evaluatee shall make affirmative action to correct any cited deficiencies. Such action on the part of the evaluator shall include specific recommendations for improvement, assistance in implementing those recommendations, and adequate released time for the certificated employee to visit and observe other similar classes when the evaluator and evaluatee agree upon the necessity for such visits. 11.11 Each written evaluation shall be signed by the evaluator and evaluatee and placed in the employee's personnel file. If the evaluator and evaluatee cannot reach consensus, the evaluatee may attach his/her dissenting comments to the evaluator's evaluation, and both shall be placed in the evaluatee's personnel file. 11.12 The employee evaluation procedures, including the areas to be considered in evaluations listed in Article 11.1, are subject to grievance. The evaluator’s findings and conclusions in the employee’s written evaluation are not subject to grievance. 11.13 If subsequent remedial action eliminates the negative evaluation and/or the identified deficiencies, the evaluation(s) citing such deficiencies shall be removed from the evaluatee's file after a period of five years and returned to the employee. 11.14 No unit member shall be held accountable for correcting any deficiencies noted on an evaluation over which it can be demonstrated that the unit member has no reasonably expected authority or ability to correct. 11.15 After evaluations have been placed in a unit member's file, a log attached to the file shall be kept of who consults the evaluations, when, and for what reason(s). 11.16 Only one confidential file containing these evaluations shall be maintained on each employee. Such a file shall be kept in the Personnel Office of the District Office. Access to such a file shall be limited to the unit member involved, members of the administrative personnel on a need to know basis, members of the Board of Education and others as approved by the unit member. 11.17 The written evaluation shall not include any reference to a unit member's use of force in the performance of his/her duties provided that force in no event exceeded the amount of force reasonably necessary to maintain order. 11.18 Unless otherwise agreed to by the involved unit member, a unit member's personnel file shall not include any evaluations and ratings that were obtained prior to the employment of the unit member by this district, or were obtained in connection with a promotional examination. 11.19 The voluntary transfer denial form shall not be considered a formal written evaluation and shall not be kept in the file containing evaluations.three

Employee Evaluation Procedures. 11.1 These are The District and WSCTA agreed to the areas following language revisions to be considered in evaluations and only as they pertain to a unit member's in- class performance and other duties normally required to be performed as an adjunct to their regular assignment: a. Classroom performance b. Supervision of students c. Involvement in co-curricular activities d. Examples of professional growth - such as coursework, or involvement in professional activities and associations. Article 11 – Employee Evaluation Procedures: The District and WSCTA agree the Guide to Understanding the Teacher Evaluation Process and evaluation forms will be included in the WSCTA Contract as an Appendix. Changes to the guide or forms will be made by mutual consent of the Association and District. 11.2 The District Superintendent shall make efforts to insure that the evaluators have current knowledge of procedures and techniques of evaluation and that these criteria are fairly and equally observed. 11.3 Every temporary or probationary certificated employee shall be evaluated by the administration in writing at least once each school year. • Unit Members will be notified within the first four weeks of school that they will be evaluated, and a pre-evaluation conference will be scheduled. • By the end of the first quarter, the evaluator will meet with the unit member to seek agreement of the evaluation process, the CSTP/Academic Standard requirements, Employee Goal Sheet and other related evaluation requirements. • Unit Members will have a minimum of two pre-arranged classroom observations. • Unit Members will address two or more course specific Academic Standards, plus CSTP standards two, three and four. • Unit Members shall complete the Certification Goal Sheet prior to the first classroom observation. • Classroom observations will be a minimum of thirty (30) minutes, including the beginning and end of a lesson as pre-arranged by the unit member and evaluator. • The first observation will be completed by December 1. • The evaluator will hold a conference with the unit member about each observation within three (3) school days of each observation. • Unit members will receive the written final evaluation no later than thirty (30) days before the last day of the school year, with the final evaluation conference scheduled no more than three (3) days later. 11.4 All permanent certificated employees may be evaluated by the administration in writing every year. All permanent unit members who have been employed between three and ten years will be evaluated at least every other year. 11.4.1 All permanent unit members to be evaluated within a school year will be notified within the first four (4) weeks of school. 11.4.2 For those permanent unit members who have been employed at least ten years with the school district, are highly qualified as defined in 20 U.S.C. Sec. 7801 (ESEA), and whose immediately previous evaluation rated the employees as “standards met or exceeded” evaluation will be done every five years by mutual agreement of the unit member and the evaluator. The unit member or the evaluator may withdraw consent at any time. • Unit Members will be notified within the first four weeks of school that they will be evaluated, and a pre-evaluation conference will be scheduled. • By the end of the first quarter, the evaluator and the employee will meet to determine the evaluation process (Alternative or Traditional) and to discuss the required timelines, meeting dates, Employee Goal Sheet, project responsibilities and the observation/evaluation procedures to be used. • Traditional Process: Unit Members using the Traditional Process will have a minimum of one pre- arranged classroom observation. • Alternative Process: Unit Members with the Alternative Evaluation Plan will have minimum of three meetings per year to discuss and evaluate the Alternative Plan. • Unit Members will address two or more course specific Academic Standards, plus any two CSTP standards. • Classroom observations will be a minimum of thirty (30) minutes, including the beginning and end of a lesson as pre-arranged by the unit member and evaluator. • The evaluator will hold a conference with the unit member about each observation within three (3) school days of each observation. • Unit members will receive the written final evaluation no later than thirty (30) days before the last day of the school year, with the final evaluation conference scheduled no more than three (3) days later. 11.5 No later than November 1 of each year, the evaluator shall determine the activities, the standards of performance, and the assessment procedures to be used in the evaluation, after discussion with the evaluate. By mutual agreement the evaluation plan may be modified. 11.6 Any evaluator or unit member who has difficulty meeting the timelines in this article may request a meeting with the Superintendent and the Association President (or designees) to assist in resolving the issues. 11.7 The entire evaluation process shall include at least one classroom observation including the beginning and ending of the lesson as pre-arranged by the unit member and evaluator. 11.8 The initial observation for evaluation purposes in any year shall be arranged by the evaluator and the unit member in advance of the observation. 11.9 Any certificated employee who receives a negative evaluation shall upon written request, be entitled to a subsequent observation, conference, and written evaluation, as prescribed above. Such subsequent evaluations shall concentrate upon deficiencies previously noted. Such entitlement shall continue after each written evaluation. 11.10 Both the evaluator and the evaluatee shall make affirmative action to correct any cited deficiencies. Such action on the part of the evaluator shall include specific recommendations for improvement, assistance in implementing those recommendations, and adequate released time for the certificated employee to visit and observe other similar classes when the evaluator and evaluatee agree upon the necessity for such visits. 11.11 Each written evaluation shall be signed by the evaluator and evaluatee and placed in the employee's personnel file. If the evaluator and evaluatee cannot reach consensus, the evaluatee may attach his/her dissenting comments to the evaluator's evaluation, and both shall be placed in the evaluatee's personnel file. 11.12 The employee evaluation procedures, including the areas to be considered in evaluations listed in Article 11.1, are subject to grievance. The evaluator’s findings and conclusions in the employee’s written evaluation are not subject to grievance. 11.13 If subsequent remedial action eliminates the negative evaluation and/or the identified deficiencies, the evaluation(s) citing such deficiencies shall be removed from the evaluatee's file after a period of five years and returned to the employee. 11.14 No unit member shall be held accountable for correcting any deficiencies noted on an evaluation over which it can be demonstrated that the unit member has no reasonably expected authority or ability to correct. 11.15 After evaluations have been placed in a unit member's file, a log attached to the file shall be kept of who consults the evaluations, when, and for what reason(s). 11.16 Only one confidential file containing these evaluations shall be maintained on each employee. Such a file shall be kept in the Personnel Office of the District Office. Access to such a file shall be limited to the unit member involved, members of the administrative personnel on a need to know basis, members of the Board of Education and others as approved by the unit member. 11.17 The written evaluation shall not include any reference to a unit member's use of force in the performance of his/her duties provided that force in no event exceeded the amount of force reasonably necessary to maintain order. 11.18 Unless otherwise agreed to by the involved unit member, a unit member's personnel file shall not include any evaluations and ratings that were obtained prior to the employment of the unit member by this district, or were obtained in connection with a promotional examination. 11.19 The voluntary transfer denial form shall not be considered a formal written evaluation and shall not be kept in the file containing evaluations.

Employee Evaluation Procedures. 11.1 These A. Certificated Staff 1. Teachers shall be evaluated consistent with applicable state statue and regulation (current references are the areas to be considered P.L. 2012, c.26 and N.J.A.C.6A:10) as reflected in evaluations and only as they pertain to a unit member's in- class performance and other duties normally required to be performed as an adjunct to their regular assignment: a. Classroom performance b. Supervision of students c. Involvement in co-curricular activities d. Examples of professional growth - such as courseworkBoard Policy 3221, or involvement in professional activities and associations. The District and WSCTA agree the Guide to Understanding the Teacher Evaluation Process and evaluation forms will be included in the WSCTA Contract as an Appendix. Changes to the guide or forms will be made by mutual consent of the Association and Districtadopted 8/21/2014. 11.2 The District Superintendent shall make efforts to insure that the evaluators have current knowledge of procedures and techniques of evaluation and that these criteria are fairly and equally observed. 11.3 Every temporary or probationary certificated 2. An employee shall be evaluated given a copy of his/her summary evaluation report by June 15th. The employee has ten (10) working days to respond to the administration in writing at least once each school yearreport, which must be received by June 30th. 3. • Unit Members will be notified within Every post-observation conference must occur face-to-face between the first four weeks of school that they will be evaluated, and a pre-evaluation conference will be scheduled. • By the end of the first quarter, the evaluator will meet with the unit member to seek agreement of certified supervisor conducting the evaluation process, the CSTP/Academic Standard requirements, Employee Goal Sheet and other related evaluation requirements. • Unit Members will have a minimum of two pre-arranged classroom observations. • Unit Members will address two or more course specific Academic Standards, plus CSTP standards two, three and four. • Unit Members shall complete the Certification Goal Sheet prior to the first classroom observation. • Classroom observations will be a minimum of thirty (30) minutes, including the beginning and end of a lesson as pre-arranged by the unit member and evaluator. • The first observation will be completed by December 1. • The evaluator will hold a conference with the unit member about each observation within three (3) school days of each observation. • Unit members will receive the written final evaluation no later than thirty (30) days before the last day of the school year, with the final evaluation conference scheduled no more than three (3) days later. 11.4 All permanent certificated employees may be evaluated by the administration in writing every year. All permanent unit members who have been employed between three and ten years will be evaluated at least every other year. 11.4.1 All permanent unit members to be evaluated within a school year will be notified within the first four (4) weeks of school. 11.4.2 For those permanent unit members who have been employed at least ten years with the school district, are highly qualified as defined in 20 U.S.C. Sec. 7801 (ESEA), and whose immediately previous evaluation rated the employees as “standards met or exceeded” evaluation will be done every five years by mutual agreement of the unit member and the evaluator. The unit member or the evaluator may withdraw consent at any time. • Unit Members will be notified within the first four weeks of school that they will be evaluated, and a pre-evaluation conference will be scheduled. • By the end of the first quarter, the evaluator and the employee will meet to determine the evaluation process (Alternative or Traditional) and to discuss the required timelines, meeting dates, Employee Goal Sheet, project responsibilities and the observation/evaluation procedures to be used. • Traditional Process: Unit Members using the Traditional Process will have a minimum of one pre- arranged classroom observation. • Alternative Process: Unit Members with the Alternative Evaluation Plan will have minimum of three meetings per year to discuss and evaluate the Alternative Plan. • Unit Members will address two or more course specific Academic Standards, plus any two CSTP standards. • Classroom observations will be a minimum of thirty (30) minutes, including the beginning and end of a lesson as pre-arranged by the unit member and evaluator. • The evaluator will hold a conference with the unit member about each observation within three (3) school days of each observation. • Unit members will receive the written final evaluation no later than thirty (30) days before the last day of the school year, with the final evaluation conference scheduled no more than three (3) days laterwho was evaluated. 11.5 4. No later than November 1 of each year, the evaluator shall determine the activities, the standards of performance, and the assessment procedures to be used in the evaluation, after discussion with the evaluate. By mutual agreement the evaluation plan may be modified. 11.6 Any evaluator or unit member who has difficulty meeting the timelines in this article may request a meeting with the Superintendent and the Association President (or designees) to assist in resolving the issues. 11.7 The entire evaluation process shall include at least one classroom observation including the beginning and ending of the lesson as pre-arranged by the unit member and evaluator. 11.8 The initial observation for evaluation purposes in any year report shall be arranged by the evaluator and the unit member in advance of the observation. 11.9 Any certificated employee who receives a negative evaluation shall upon written request, be entitled submitted to a subsequent observation, conference, and written evaluation, as prescribed above. Such subsequent evaluations shall concentrate upon deficiencies previously noted. Such entitlement shall continue after each written evaluation. 11.10 Both the evaluator and the evaluatee shall make affirmative action to correct any cited deficiencies. Such action on the part of the evaluator shall include specific recommendations for improvement, assistance in implementing those recommendations, and adequate released time for the certificated employee to visit and observe other similar classes when the evaluator and evaluatee agree upon the necessity for such visits. 11.11 Each written evaluation shall be signed by the evaluator and evaluatee and Human Resources or placed in the employee's personnel file. If the evaluator and evaluatee cannot reach consensus, the evaluatee may attach file without his/her dissenting knowledge. No employee shall be required to sign a blank or incomplete evaluation form. 5. The administration will consult with designated Association representatives in developing forms used for formal observation and evaluation reports. 6. The teacher shall submit his/her comments of the evaluation within ten (10) working days following the post-conference/written evaluation, which must be received by June 30th. 7. Any question or criticism by a supervisor, administrator, or Board member of an employee’s performance/instructional methodology shall be made in confidence and not in the presence of students, parents, co-workers, or members of the public. B. Non-Certificated Staff 1. Each non-certificated personnel will be entitled to at least one (1) supervisory report prior to action concerning contract renewal for the subsequent or next employment year. 2. Any written evaluation made after an observation by a supervisor shall be submitted to the evaluator's employee within ten (10) working days after such evaluation was made. 3. Written observations by supervisory personnel shall include a follow-up conference with the employee within ten (10) working days of the observation, unless the employee is absent. The conference must be face to face between the supervisor and the employee. 4. An employee shall be given a copy of his/her written evaluation report and be asked to sign it by June 15th. This signature shall indicate only that the employee has seen the completed evaluation report. The employee has up to ten (10) working days to respond and return the evaluation, and both which shall be placed in the evaluatee's personnel fileno later than June 30th. 11.12 The employee 5. No evaluation procedures, including the areas report shall be submitted to be considered in evaluations listed in Article 11.1, are subject to grievance. The evaluator’s findings and conclusions Human Resources or placed in the employee’s written file without his/her knowledge. No employee shall be required to sign a blank or incomplete evaluation are not subject to grievanceform. 11.13 If subsequent remedial action eliminates the negative evaluation and/or the identified deficiencies, the evaluation(s) citing such deficiencies 6. Employees shall be removed from provided in advance with the evaluatee's file after a period of five years and returned evaluation instrument to the employeebe utilized. 11.14 No unit 7. Any question or criticism by a supervisor, administrator, or Board member of an employee’s performance/instructional methodology shall be held accountable for correcting any deficiencies noted on an evaluation over which it can be demonstrated that the unit member has no reasonably expected authority or ability to correct. 11.15 After evaluations have been placed made in a unit member's file, a log attached to the file shall be kept of who consults the evaluations, when, confidence and for what reason(s). 11.16 Only one confidential file containing these evaluations shall be maintained on each employee. Such a file shall be kept not in the Personnel Office presence of the District Office. Access to such a file shall be limited to the unit member involvedstudents, parents, co-workers, or members of the administrative personnel on a need to know basis, members of the Board of Education and others as approved by the unit memberpublic. 11.17 The written evaluation shall not include any reference to a unit member's use of force in the performance of his/her duties provided that force in no event exceeded the amount of force reasonably necessary to maintain order. 11.18 Unless otherwise agreed to by the involved unit member, a unit member's personnel file shall not include any evaluations and ratings that were obtained prior to the employment of the unit member by this district, or were obtained in connection with a promotional examination. 11.19 The voluntary transfer denial form shall not be considered a formal written evaluation and shall not be kept in the file containing evaluations.