Employee Evaluation Procedures. A. The provisions of this Article constitute the procedures for the evaluation and assessment of the instructional performance of certificated employees as set forth in Education Code §§44660, et seq., commonly referred to as the ▇▇▇▇▇ ▇▇▇▇, or its successor. 1. Evaluation and assessment shall be made on a continuing basis. The evaluation and assessment of the performance of each certificated employee shall be made as follows: a. For a non-tenured teacher, at least two full pre-observation conference, formal observation, post observation conference evaluation cycles shall be conducted. b. For a permanent teacher, at least one full pre-observation conference, formal observation, post observation conference evaluation cycle once every other school year as provided by Education Code §44663(a). By mutual agreement, permanent teacher who meets all of the criteria in Education Code §44664(a)(3) may request to be subject to the full pre-observation conference, formal observation, post observation conference evaluation cycle at least every five years if all of the following criteria apply: • Employed by the Employer for 10 years; • Teaching in a position required to be filled by a “highly qualified professional” by the federal No Child Left Behind Act of 2001, • Previous evaluation rated the employee as meeting or exceeding standards; and, five year cycle. c. Except for any remediation activities, evaluations shall be concluded by the deadline set forth in the Education Code. The final evaluation shall be submitted to the employee not later than 30 days before the last school day scheduled on the school calendar. 2. Nothing in this Article shall restrict the right of the District to evaluate employees as often as it determines to be in its best interests. 3. The California Standards for the Teaching Profession shall be utilized in the evaluation process. 4. The evaluation of instructional unit members shall not be based solely on the District's instructional goals and shall take into account, among other things: • The instructional techniques and strategies used by the employee. • The employee's adherence to the curriculum. • The establishment and maintenance of a suitable learning environment within the scope of the employee's responsibilities. • The performance of those non-instructional duties and responsibilities, including supervisory and advisory duties, as may be prescribed by the District. The evaluation of non-instructional unit members shall be pursuant to Education Code §44662(c). 5. Each employee shall be furnished with a copy of the respective job descriptions. District goals are set out in the Board policy. Department goals have been established on a department basis and are available from the instructional department chairperson. Course goals and objectives have been established on a course-by-course basis in the Course Outline Handbook and are available from the Principal. 6. The evaluation shall not include the use of publishers’ norms established by standardized. 7. It is the responsibility of the Principal to evaluate or to designate the evaluator of each employee. If an employee is designated to be evaluated by another District employee who does not possess an administrative credential, the employee may file a written request for an alternate evaluator. The Principal shall consider the request after a conference, and shall make a final decision to grant or deny such request within 10 days. 8. Any statement concerning an employee’s instructional or job performance that is made by a person other than the evaluator shall be verified as factual prior to being included in the evaluation. B. If, during the course of the evaluation period, mitigating circumstances arise, the employee and evaluator shall meet to review and/or modify the evaluation schedule or cycle. Scheduled observations may be postponed or delayed by either the employee or evaluator for good cause. C. The observationS shall last a minimum of one class period. The employee shall be notified of a formal observation at least 24 hours in advance. In the event the observation is postponed or delayed, the notice of postponement shall be given 24-hours notice whenever possible. If a certificated employee has a concern(s) with their evaluation process they may address their concern(s) with their evaluator's supervisor and/or the Human Resources Department. D. In the written evaluation, the evaluator shall cite qualities, abilities, and deficiencies, if any. 1. In the event an employee is not performing the duties of the position in a satisfactory manner, the evaluator shall notify the employee in writing of such fact and describe such unsatisfactory performance. 2. The evaluator shall make specific recommendations as to areas of improvement in the employee's performance and endeavor to assist the employee in improving said performance. E. Prior to placing evaluation(s) in the employee's file, the employee and evaluator shall review the written evaluation. 1. Following the review, the employee shall sign the evaluation to indicate that it has been reviewed and that the employee has received a copy. 2. The employee may initiate a written response to the evaluation. Such response shall become a permanent attachment to the employee's personnel file. F. The District shall not take any adverse action against an employee based upon the employee's instructional performance using instruction evaluation materials which are not contained in the employee's personnel file.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Employee Evaluation Procedures. A. The provisions of this Article constitute the procedures for the evaluation and assessment of the instructional performance of certificated employees as set forth in Education Code §§44660, et seq., commonly referred to as the ▇▇▇▇▇ ▇▇▇▇, or its successor.
1. Evaluation and assessment shall be made on a continuing basis. The evaluation and assessment of the performance of each certificated employee shall be made as follows:
a. For a non-tenured teacher, at least two full pre-observation conference, formal observation, post observation conference evaluation cycles shall be conducted.
b. For a permanent teacher, at least one full pre-observation conference, formal observation, post observation conference evaluation cycle once every other school year as provided by Education Code §44663(a). By mutual agreement, permanent teacher who meets all of the criteria in Education Code §44664(a)(3) may request to be subject to the full pre-observation conference, formal observation, post observation conference evaluation cycle at least every five years if all of the following criteria apply: • Employed by the Employer for 10 years; • Teaching in a position required to be filled by a “highly qualified professional” by the federal No Child Left Behind Act of 2001, • Previous evaluation rated the employee as meeting or exceeding standards; and, • Neither the employee nor the evaluator has withdrawn consent during the five year cycle.
c. Except for any remediation activities, evaluations shall be concluded by the deadline set forth in the Education Code. The final evaluation shall be submitted to the employee not later than 30 days before the last school day scheduled on the school calendar.
2. Nothing in this Article shall restrict the right of the District to evaluate employees as often as it determines to be in its best interests.
3. The California Standards for the Teaching Profession shall be utilized in the evaluation process.
4. The evaluation of instructional unit members shall not be based solely on the District's instructional goals and shall take into account, among other things: • The instructional techniques and strategies used by the employee. • The employee's adherence to the curriculum. • The establishment and maintenance of a suitable learning environment within the scope of the employee's responsibilities. • The performance of those non-instructional duties and responsibilities, including supervisory and advisory duties, as may be prescribed by the District. The evaluation of non-instructional unit members shall be pursuant to Education Code §44662(c).
5. Each employee shall be furnished with a copy of the respective job descriptions. District goals are set out in the Board policy. Department goals have been established on a department basis and are available from the instructional department chairperson. Course goals and objectives have been established on a course-by-course basis in the Course Outline Handbook and are available from the Principal.
6. The evaluation shall not include the use of publishers’ norms established by standardizedstandardized tests.
7. It is the responsibility of the Principal to evaluate or to designate the evaluator of each employee. If an employee is designated to be evaluated by another District employee who does not possess an administrative credential, the employee may file a written request for an alternate evaluator. The Principal shall consider the request after a conference, and shall make a final decision to grant or deny such request within 10 days.
8. Any statement concerning an employee’s instructional or job performance that is made by a person other than the evaluator shall be verified as factual prior to being included in the evaluation.
B. If, during the course of the evaluation period, mitigating circumstances arise, the employee and evaluator shall meet to review and/or modify the evaluation schedule or cycle. Scheduled observations may be postponed or delayed by either the employee or evaluator for good cause.
C. The observationS observations shall last a minimum of one class period. The employee shall be notified of a formal observation at least 24 hours in advance. In the event the observation is postponed or delayed, the notice of postponement shall be given 24-hours notice whenever possible. If a certificated employee has a concern(s) with their evaluation process they may address their concern(s) with their evaluator's supervisor and/or the Human Resources Department.
D. In the written evaluation, the evaluator shall cite qualities, abilities, and deficiencies, if any.
1. In the event an employee is not performing the duties of the position in a satisfactory manner, the evaluator shall notify the employee in writing of such fact and describe such unsatisfactory performance.
2. The evaluator shall make specific recommendations as to areas of improvement in the employee's performance and endeavor to assist the employee in improving said performance.
E. Prior ▇. ▇▇▇▇▇ to placing evaluation(s) in the employee's file, the employee and evaluator shall review the written evaluation.
1. Following the review, the employee shall sign the evaluation to indicate that it has been reviewed and that the employee has received a copy.
2. The employee may initiate a written response to the evaluation. Such response shall become a permanent attachment to the employee's personnel file.
F. The District shall not take any adverse action against an employee based upon the employee's instructional performance using instruction evaluation materials which are not contained in the employee's personnel file.
G. During the 2021-22 fiscal year, an equal number of representatives appointed by the TUHSTA and the District (e.g., three TUHSTA appointees and three District appointees) will collaboratively participate in meetings to develop a new evaluation tool. In Spring 2022, the collaboration group will recommend a new evaluation tool for TUHSTA and the District to bargain for inclusion into the CBA and for implementation in the 2022-23 fiscal year.
Appears in 1 contract
Sources: Collective Bargaining Agreement