Common use of EMPLOYEE EVALUATION Clause in Contracts

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. 9.1 Employees A. The purpose of employee evaluation is to support decisions concerning employee discipline, promotion and improvement. Evaluation shall be the responsibility of the Principal, Department Head or designee who shall not be a member of the bargaining unit. Employee evaluation can be found online and the appendix. Previous charges or actions that have been brought forth by the administration may be cited against the employee if these previous acts are related to the existing charge. All previous charges or actions must have been shared with the employee prior to this current action. 1. Each employee shall receive a written evaluation between April 15th and May 15, unless they are still in their probationary period. Each employee who is in their probationary period will 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 end of employmenttheir probationary period unless they are released. 2. Extra copies are availableSuch written evaluation shall note the employee’s strengths, 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(sweaknesses (if any) in existing evaluation policy after providing the Council an opportunity to provide input regarding the change(sand specific areas needing improvement (if any). 9.1.1 If 3. No employee shall receive “Does not meet expectations” on an evaluation unless 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 success plan has been given to the school boardemployee and implemented by March 15th. If an evaluator notes a weakness, they will fill out a success plan. If the success plan is completed satisfactorily, an evaluator may give the evaluatee a “Meets Expectation” on the evaluation and destroy the success plan. 9.2 The criteria for 4. Employees shall acknowledge receipt of their written evaluation by signing at the bottom. Such signature does not necessarily indicate agreement with the content of each the evaluation, but merely indicates receipt. No employee shall be defined in the District Professional Growth and Accountability modelrequired to sign an incomplete or blank evaluation. 9.3 Prior to 5. If the commencement of the annual evaluation cycle employees shall be informed in writing employee does not agree with any portion of the evaluation timeline and report given to him, he shall have 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 right to a conference with the evaluator and to attach a written response to the evaluation report within ten workdays of receipt. B. Personnel Records 1. Personnel records are property of the Board. An employee shall have the right to review the personnel file and have copies made of any documents contained in the file. The employee will reimburse the Board for such cost. 2. Each personnel file shall be grantedavailable for the employee’s inspection. However, the evaluator may also conduct unannounced observations. These unannounced observations are exempted from pre-observation conferences. 9.5 The evaluation shall official file will be in writing. A copy of the written evaluation shall be submitted to the employee maintained 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 District Personnel Office. No item from an anonymous source may be placed in the personnel files. 3. The Board and the Association shall abide by Florida Statutes 1012.31 relative to Personnel Files. 1150 1151 1152 1153 1154 1155 1156 1157 1158 1159 1160 1161 1162 1163 1164 1165 1166 1167 1168 1169 1170 1171 1172 1173 1174 1175 1176 1177 1178 1179 1180 1181 1182 1183 1184 1185 1186 1187 1188 1189 1190 1191 1192 1193 1194 1195 1196 1197 1198 1199 4. Letters of reprimand, letters of complaints from any source, or other items detrimental to an employee’s employment status, shall not be placed into an employee’s personnel file only after reasonable notice until the employee has had an opportunity to read and sign the item. 5. Personnel files and letters of reprimand: At the request of an employee. The , written reprimands, material of a derogatory nature or complaints in an employee’s personnel file shall may be open appended with the notice that the material is no longer relevant for inspection by the employeedisciplinary purposes, the employee’s designees, authorized administrators, confidential employees, and District’s/Association’s attorneysprovided there has not been a recent incident of similar problem or complaint. 9.8 Employees will not be required or asked to participate, at any level, in the evaluation of another employee.

EMPLOYEE EVALUATION. 9.1 Employees A. Written Evaluation by Management The parties agree that the timely and objective evaluation of the work performance of employees is a valuable and necessary activity for both the Employer and employee. Its primary purpose is to aid the employee in maintaining and improving job performance. B. Schedule of Evaluations (Note: Observations shall be considered a valuable component of employee evaluations.) 1. Each employee shall be evaluated in accordance with ORS 342.850, utilizing written criteria from the District Professional Growth and Accountability (PGA) model, which writing as follows: Probationary Employees a. There shall be provided a minimum of one (1) evaluation during the probationary period. b. Each evaluation shall total a minimum of thirty (30) minutes or a major portion thereof. c. Every attempt shall be made to complete the first evaluation within the first sixty (60) days. Employees Transferred or in a New Classification a. There shall be a minimum of one (1) evaluation within the trial period. b. Each evaluation shall total a minimum of thirty (30) minutes or a major portion thereof. Seniority Employees a. There shall be a minimum of one (1) evaluation each new two (2) to three (3) years. b. Each evaluation shall total minimum of thirty (30) minutes or a major portion thereof. 2. Within ten (10) school days of an evaluation, a copy of the written evaluation will be provided. A conference shall be held with the employee to review the written evaluation. a. Time limits may be extended for non-probationary employees an additional ten (10) school days, as needed, at the time discretion 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)management. 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 b. The criteria for evaluation of each employee shall conference requirement above may 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 waived 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 writingEmployer where no problems or deficiencies were observed. A copy of the written evaluation shall still be submitted provided. 3. Each employee shall sign the written evaluation which only indicates that the employee has received it. If the employee disagrees with the written evaluation, the employee may submit the objections in writing which will be attached to the employee at the time of the personal conference or within a reasonable time; if requested, a copy of the written 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 and placed in the employee’s personnel file only after reasonable notice file. C. Performance Deficiencies / Notice At any time deficiencies in performance are recognized. Such deficiencies shall be set forth in specific terms in writing and discussed with the employee in a timely fashion. Specific ways shall be identified in which performance is to improve. A statement shall be made of how to attain the employeedesired improvement and the assistance to be given by the immediate supervisor. Adequate time shall be allowed to obtain the necessary improvement. The personnel file employee shall be open for inspection by involved in the employee, the employee’s designees, authorized administrators, confidential employees, development and District’s/Association’s attorneysimplementation of any plans of improvement of performance. 9.8 Employees D. A Joint Committee to two (2) Union Representatives and two (2) Employer Representatives will not decide on forms to be required or asked used uniformly throughout the Child Care Program. The Joint Committee will meet as necessary to participate, at any level, in review and/or revise such forms. Management retains the evaluation right of another employeefinal decision.

EMPLOYEE EVALUATION. 9.1 Employees shall A. Certified employees will be evaluated in accordance to NMAC 6.69.8. All procedures will comply with ORS 342.850, utilizing written criteria from applicable New Mexico state statutes and regulations. The purpose of the District Professional Growth teacher performance review is to aid teachers and Accountability (PGA) model, which supervisors in the improvement of quality instructional services to students. Employees to be evaluated during a particular year 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, furnished a copy of the evaluation tools and procedures of the year in which the evaluation is to take place within thirty (30) days of the start date and/or procedural change. B. The performance of all employees shall be delivered evaluated in writing. The evaluation shall be conducted using State and District process and procedures. At least one (1) evaluation shall be conducted by the employee’s building principal. Secondary Assistant Principals assigned at the beginning of the year and who are qualified and certified observers will be considered the building principal of record. Only District administrators who are “certified observers” shall conduct observations for the purpose of evaluation in accordance with NMTeach training. If an employee is dissatisfied with his/her observation, the employee may request a review via memorandum to the membertheir appropriate direct supervisor. 9.6 The evaluation process C. All monitoring, observation, and data collection of the performance of an employee shall further include be conducted openly and with the full knowledge of the employee. D. All employees shall have a post-evaluation interview in which observation conference within the results prescribed timelines and will be afforded the opportunity to contest the scoring of any domain and present additional artifacts at the evaluation are discussed with the employees. 9.7 Evaluation reports shall be placed in the employee’s personnel file only after reasonable notice post observation conference. The employee may also request an Association representative accompany them to the employeepost-observation meeting. The personnel file shall If there is substantiated differences and no agreement can be open for inspection by reached between the certified observer and the employee, the employee’s designees, authorized administrators, confidential employeesemployee may appeal in writing to the curriculum director/designee within five (5) working days of the post observation conference. The appellant employee will be notified in writing by either curriculum director/designee of their decision regarding the appeal within five (5) working days of the appeal. The appeal nor the response decision shall be arbitrary or capricious, and District’s/Association’s attorneysthe response decision shall be final. 9.8 Employees E. If an employee believes that their summative evaluation has been influenced by errors in data transmission or process application, the employee will be granted a review via memorandum to their superintendent’s designee. Initial review shall be conducted by the superintendent’s designee. If the superintendent’s designee validates the appeal, any further appeal shall then follow applicable rules and regulations. The Association president will be provided written notice as to the District’s procedures for appeal. F. Annually, the District will engage the Association in a review of the plan for local evaluation measures prior to submittal. The Association shall have the right to provide input as to the plan. The district shall have final authority for submission and implementation of the plan. G. Recognizing that the evaluation process as described above is to improve teacher performance and student instructional services, the District retains the sole and exclusive right to determine a person’s continuing employment and that determination is in local control. The district retains the right to utilize the evaluation process in making a determination. The district retains the right to determine whether the evaluation will or will not be required a determinative factor. H. A Performance Growth Plan (PGP) is a plan to correct areas of unsatisfactory performance and provide feedback from the administrator which is the framework for an individual professional growth plan and that the administrator will provide assistance in helping the employee correct unsatisfactory performance and that the district will extend strategic support aligned to best practices identified by the District to assist the employee to correct unsatisfactory performance in assisting employee success. A PGP is a plan designed to assist employees and a guide collaboratively developed with administrators. A PGP may be initiated whenever the employee’s administrator has reason to believe that the employee’s performance may not meet the competency standard for the level of licensure or asked the employee’s summative evaluation is at a level that requires an improvement plan within the design of State and District The original PGP may be carried over to participatethe next year. I. Performance Growth Plan (PGP) 1. Classroom observation(s) will be completed, at reviewed, and discussed with the employee. Written feedback will be provided on formal scheduled observations. 2. The PGP will address instructional competencies and will be collaboratively developed by the administrator and the employee and will include target dates to complete activities. Timelines for improvement should be reasonable and attainable. The PGP is a written tool that will be used to improve instruction and may be used as part of an employee’s evaluation with the intent to achieve success through measurable goals. Support activities could include coursework, workshops, conferences, action research, book studies, peer intervention, mentoring, etc. 3. Written documentation of employer and employee signatures must be in evidence to support the collaborative effort between administrator and employee to correct the area of concern. 4. It is the employee’s responsibility to carry out the PGP objective(s) and to meet the goals of the plan with the administrator’s assistance. 5. Consequences for failure to correct the goal(s) as stated on the CMS Performance Growth Plan form may result in further progressive discipline. 6. Steps and procedures of an employee’s right to due process shall be followed. J. An employee shall be entitled to have present, a representative of NEA-Carlsbad when known or possible disciplinary or corrective action is or could be taken in regard to any level, in evaluation or growth plan. The administrator and employee shall develop the evaluation PGP collaboratively. When the employee is placed on a PGP the administrator will make a good faith effort to suggest improvement action and to give the employee a reasonable amount of another time and resources to make the improvement before evaluating the employee’s performance again.

EMPLOYEE EVALUATION. 9.1 There shall be an employee evaluation advisory committee. This committee shall consist of four members (2 office specialists and 2 paraprofessionals) appointed by the Union President and 4 members appointed by the Superintendent. The committee shall meet at least annually to review the employee evaluation program and recommend changes as needed. Employees with less than 1 year of experience in the Volusia County School District shall be evaluated twice annually, first by December 15 and second by April 30, in accordance the absence of extenuating circumstances. After 1 year and until tenure is established, the December 15th evaluation is optional and at the administrator’s discretion. Employees with ORS 342.850more than 1 year of experience in the Volusia County School District shall be evaluated at least once annually. Such evaluation shall be timed at the discretion of the evaluator but shall take place no later than April 30, utilizing written criteria from in the District Professional Growth and Accountability (PGA) model, which absence of extenuating circumstances. Each employee shall be provided a conference to each new employee at review 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 employeeevaluation. 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 acknowledge electronic receipt of the evaluation timeline and the criteria being used prepared by the evaluatortheir Immediate Supervisor. 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 No such report shall be placed in the employee’s official personnel file only after reasonable notice without the employee receiving an electronic copy and an opportunity for a conference. The first evaluation for an employee transferred or promoted to a new position may be extended by thirty (30) days. A summative performance rating of “needs improvement” shall require a conference between the Immediate Supervisor and the employee for the purpose of establishing a timeline for improvement. Immediate supervisors shall discuss performance problems with employees as soon as they are known. No employee (in the Bargaining Unit) shall be permitted or required to formally evaluate another employee. The personnel file Performance Review Handbook shall be open provided to the employee each year electronically or via hard copy, if requested. The final evaluator rubric score completed for inspection by the employeeyear-end evaluation must include ratings for all components based on any evidence collected or presented prior to the year-end evaluation conference. The final evaluation score will be an average of the 21 components, for FY26. For FY 25, any evaluation resulting in an Overall Unsatisfactory shall be re-scored using the employee’s designees, authorized administrators, confidential employees, and District’s/Association’s attorneysaveraging of the 21 components. 9.8 Employees will not be required or asked to participate, at any level, in the evaluation of another employee.

EMPLOYEE EVALUATION. 9.1 1. Employees will be evaluated under the Evaluation Procedure. At the end of the each school year, evaluation committees will study the procedures for possible revisions. These committees will be selected by the Superintendent. In addition, two (2) Association representatives, selected by the Association, 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 on 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 writingcommittee. A copy of the written evaluation procedures will appear in the Faculty Handbook. 2. Any employee shall have the right for good cause, after request for an appointment, to review the contents of his personnel file except for confidential personal references received prior to employment. This review shall be submitted made in the presence of a designee of the Superintendent. The employee shall acknowledge that he has had the opportunity to review his file by signing a checkout form and affixing his signature to the material he has reviewed. The employee at shall have the time of the personal conference or within a reasonable time; if requestedright to submit comments, a copy of the evaluation in writing, concerning material he may deem derogatory and his comments shall be delivered reviewed by the Superintendent or his designee and attached to the member. 9.6 The evaluation process shall further include file copy. Copies of any documents contained therein, except for those of a post-evaluation interview in which the results of the evaluation are discussed with the employees. 9.7 Evaluation reports confidential nature listed above, shall be placed in the employee’s personnel file only after reasonable notice available to the employee. The personnel file Cost of reproduction shall be open for inspection paid by the employee. 3. The Board agrees to protect the confidentiality of personal references, academic credentials and other similar documents. 4. Advancement on the salary guide is considered automatic and will be based on evidence of satisfactory performance of duties as determined by evaluative procedures in use in the District. 5. Upon evidence of satisfactory performance as determined by the Administration, an employee who has been denied an increment can be recommended for advancement and placement on the appropriate step of the guide. B. Teacher Evaluation 1. Teacher evaluation procedure shall be: a. An instructional lesson is observed. b. A conference is held to discuss the lesson within three (3) school days. c. An Observation Conference Report reflects both the lesson observed and conference discussion is completed and given to the person being evaluated within five (5) school days of the conference. d. Within three (3) school days of receipt of the Observation Conference Report, the employee’s designeesperson being evaluated signs and returns it to the evaluator at which time the person evaluated may request a second conference. In the event the person being evaluated does not request a second conference, authorized administratorshe still has the option to submit, confidential employeeswithin ten (10) days, and District’s/Association’s attorneysa teacher comment sheet to be attached to the Observation Conference Report. 9.8 Employees 2. Summative teacher evaluation procedures shall be as follows: a. The teacher will not be required or asked to participate, at any level, in supply data of the year’s activities to the supervisor prior to the drafting of the summative evaluation report. b. The supervisor will prepare and present a draft of the summative evaluation report and present it to the teacher prior to the evaluation conference. c. A conference will be held to discuss the contents of another employeethe draft of the summative evaluation report and to outline possible areas for the development of the Professional Development Plan (PDP). d. The supervisor shall present the finalized summative evaluation report to the teacher within five (5) school days of the evaluation conference. e. The teacher shall return the required number of signed copies of the final summative evaluation report to the supervisor within three (3) school days after it is signed. f. The teacher will have the option to submit, within ten (10) days, a teacher comment sheet to be attached to the summative evaluation report. 3. Both tenured and non-tenured teachers shall be evaluated according to New Jersey Statutes, Title 1 8A.

EMPLOYEE EVALUATION. 9.1 1. Employees will be evaluated under the Evaluation Procedure. At the end of the each school year, evaluation committees will study the procedures for possible revisions. These committees will be selected by the Superintendent. In addition, two (2) Association representatives, selected by the Association, 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 on 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 writingcommittee. A copy of the written evaluation procedures will appear in the Faculty Handbook. 2. Any employee shall have the right for good cause, after request for an appointment, to review the contents of his personnel file except for confidential personal references received prior to employment. This review shall be submitted made in the presence of a designee of the Superintendent. The employee shall acknowledge that he has had the opportunity to review his file by signing a checkout form and affixing his signature to the material he has reviewed. The employee at shall have the time of the personal conference or within a reasonable time; if requestedright to submit comments, a copy of the evaluation in writing, concerning material he may deem derogatory and his comments shall be delivered reviewed by the Superintendent or his designee and attached to the member. 9.6 The evaluation process shall further include file copy. Copies of any documents contained therein, except for those of a post-evaluation interview in which the results of the evaluation are discussed with the employees. 9.7 Evaluation reports confidential nature listed above, shall be placed in the employee’s personnel file only after reasonable notice available to the employee. The personnel file Cost of reproduction shall be open for inspection paid by the employee. 3. The Board agrees to protect the confidentiality of personal references, academic credentials and other similar documents. 4. Advancement on the salary guide is not considered automatic and will be based on evidence of satisfactory performance of duties as determined by evaluative procedures in use in the District. 5. Upon evidence of satisfactory performance as determined by the Administration, an employee who has been denied an increment can be recommended for advancement and placement on the appropriate step of the guide. B. Teacher Evaluation 1. Teacher evaluation procedure shall be: a. An instructional lesson is observed. b. A conference is held to discuss the lesson within three (3) school days. c. An Observation Conference Report reflects both the lesson observed and conference discussion is completed and given to the person being evaluated within five (5) school days of the conference. d. Within three (3) school days of receipt of the Observation Conference Report, the employee’s designeesperson being evaluated signs and returns it to the evaluator at which time the person evaluated may request a second conference. In the event the person being evaluated does not request a second conference, authorized administratorshe still has the option to submit, confidential employeeswithin ten (10) days, and District’s/Association’s attorneysa teacher comment sheet to be attached to the Observation Conference Report. 9.8 Employees 2. Summative teacher evaluation procedures shall be as follows: a. The teacher will not be required or asked to participate, at any level, in supply data of the year’s activities to the supervisor prior to the drafting of the summative evaluation report. b. The supervisor will prepare and present a draft of the summative evaluation report and present it to the teacher prior to the evaluation conference. c. A conference will be held to discuss the contents of another employeethe draft of the summative evaluation report and to outline possible areas for the development of the Professional Development Plan (PDP). d. The supervisor shall present the finalized summative evaluation report to the teacher within five (5) school days of the evaluation conference. e. The teacher shall return the required number of signed copies of the final summative evaluation report to the supervisor within three (3) school days after it is signed. f. The teacher will have the option to submit, within ten (10) days, a teacher comment sheet to be attached to the summative evaluation report. 3. Both tenured and non-tenured teachers shall be evaluated according to New Jersey Statutes, Title 1 8A.

EMPLOYEE EVALUATION. 9.1 8.1 Purpose The parties agree that the primary objective of Employee evaluation is to improve the quality of instruction. The parties recognize the importance and value of a procedure for assisting and evaluating the progress and success of all Employees based on a formative evaluation process that includes constructive dialog between the Employee and the evaluator and that complies with state law. 8.2 Responsibility All Employees and the Association recognize the right, duty, and responsibility of the Employer to make periodic evaluations of the performance of Employees. The building principal or designated supervisor shall be evaluated responsible for the evaluation of all Employees assigned to his building or instructional area. The parties agree that the collection of evidence is a collaborative process between the Evaluator and Employee and that both are responsible for the collection and discussion of such evidence. 8.2.1 As soon as practicable after the beginning of the school term and prior to an evaluation, each Employee shall be advised of the Employee evaluation procedure, standards expected, and evaluation instruments set forth in the Evaluation Plan; and each Employee shall be advised as to whom shall observe and evaluate his performance. A newly-employed Employee or an Employee reassigned after the start of the school term shall be advised of the above prior to any evaluation. 8.2.2 Observation of duties and responsibilities of any Employee shall be conducted with the full knowledge of the Employee. 8.2.3 Any observation, formal or informal, which is to be used as a part of the evaluation of an Employee’s performance of his assigned duties, shall be in accordance with ORS 342.850, utilizing written criteria from the District Professional Growth and Accountability following: (PGAa) model, which Such observation 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 compiled 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 partyperson making the observation, 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 and a copy of the written evaluation compilation shall be submitted given to the employee at Employee. (b) When a conference is held between the time Employee and the person making the observation, the written compilation shall be given to the Employee prior to the conference scheduled under this Section. Except by mutual agreement of the personal parties to the conference, no conference or within a reasonable time; if requested, a copy shall be held on days when school is not in session. (c) If the Employee feels that the written compilation of the evaluation shall be delivered observation is incomplete, inaccurate, or unjust, the Employee may put his objections in writing and have them attached to the member. 9.6 The evaluation process shall further include a post-evaluation interview written compilation following the conference specified 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 subparagraph (b). Both parties to the employee. The personnel file conference shall be open for inspection by sign the employee, the employee’s designees, authorized administrators, confidential employees, and District’s/Association’s attorneysEmployee's written comments. 9.8 Employees will not be required or asked to participate, at any level, in the evaluation of another employee.

EMPLOYEE EVALUATION. 9.1 Employees A. The purpose of employee evaluation is to support decisions concerning employee discipline, promotion and improvement. Evaluation shall be evaluated in accordance the responsibility of the Principal, Department Head or his designee who shall not be a member of the bargaining unit. Previous charges or actions that have been brought forth by the administration may be cited against the employee if these previous acts are related to the existing charge. All previous charges or actions must have been shared with ORS 342.850the employee prior to this current action. Notation for the record of verbal, utilizing oral, or written criteria from reprimands at the District Professional Growth and Accountability (PGA) model, which school/worksite level shall be provided removed and/or destroyed after a period of three years, if no similar incidents occur within that period. 1. Each employee shall receive a written evaluation prior to each new employee at May 15, unless they are still in their probationary period. 2. Such written evaluation shall note the time of employment. Extra copies are availableemployee’s strengths, 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(sweaknesses (if any) in existing evaluation policy after providing the Council an opportunity to provide input regarding the change(sand specific areas needing improvement (if any). 9.1.1 If a substantive change is made in 3. In the Professional Growth and Accountability modelevent specific areas needing improvement are noted, 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 as part of the written evaluation what assistance management will provide in making the required improvements, the specific time frame within which the improvements must be made, and the consequences the employee will face if the improvements are not made within the required time frame. 4. Employees shall acknowledge receipt of their written evaluation by signing at the bottom. Such signature does not necessarily indicate agreement with the content of the evaluation, but merely indicates receipt. No employee shall be submitted required to sign an incomplete or blank evaluation. 5. If the employee at the time of the personal conference or within a reasonable time; if requested, a copy does not agree with any portion of the evaluation report given to him, he shall have the right to a conference with the evaluator and to attach a written response to the evaluation report within ten work days of receipt. B. Personnel Records 1. Personnel records are property of the Board. An employee shall have the right to review his file and have copies made of any documents contained in the file. The employee will reimburse the Board for such cost. 2. There shall not be more than two (2) personnel files maintained for each employee. Each file shall be delivered to available for the member. 9.6 employee’s inspection. The evaluation process official file will be maintained at the District Personnel Office. In the event two (2) such files are maintained, one shall further include a post-evaluation interview be kept in which the results of principal’s or director’s office at the evaluation are discussed with school or other location where the employees. 9.7 Evaluation reports shall employee is then employed. No item from an anonymous source may be placed in the personnel files. 3. The Board and the Association shall abide by Florida Statutes 1012.34 and 1012.31 1052 1053 1054 1055 1056 1057 1058 1059 1060 1061 1062 1063 1064 1065 1066 1067 1068 1069 1070 1071 1072 1073 1074 1075 1076 1077 1078 1079 1080 1081 1082 1083 1084 1085 1086 1087 1088 1089 1090 1091 1092 1093 1094 1095 1096 1097 1098 1099 relative to Personnel Files. 4. Letters of reprimand, letters of complaints from any source, or other items detrimental to an employee’s employment status, shall not be placed into an employee’s personnel file only after reasonable notice until the employee has had an opportunity to read and sign the item. 5. Personnel files and letters of reprimand: At the request of an employee. The , written reprimands, material of a derogatory nature or complaints in an employee’s personnel file shall may be open appended with the notice that the material is no longer relevant for inspection by the employeedisciplinary purposes, the employee’s designees, authorized administrators, confidential employees, and District’s/Association’s attorneysprovided there has not been a recent incident of similar problem or complaint. 9.8 Employees will not be required or asked to participate, at any level, in the evaluation of another employee.

EMPLOYEE EVALUATION. 9.1 Employees A. The purpose of employee evaluation is to support decisions concerning employee discipline, promotion and improvement. Evaluation shall be the responsibility of the Principal, Department Head or designee who shall not be a member of the bargaining unit. Employee evaluation can be found online and the appendix. Previous charges or actions that have been brought forth by the administration may be cited against the employee if these previous acts are related to the existing charge. All previous charges or actions must have been shared with the employee prior to this current action. 1. Each employee shall receive a written evaluation between April 15th and May 15, unless they are still in their probationary period. Each employee who is in their probationary period will 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 end of employmenttheir probationary period unless they are released. 2. Extra copies are availableSuch written evaluation shall note the employee’s strengths, 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(sweaknesses (if any) in existing evaluation policy after providing the Council an opportunity to provide input regarding the change(sand specific areas needing improvement (if any). 9.1.1 If 3. No employee shall receive “Does not meet expectations” on an evaluation unless 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 success plan has been given to the school boardemployee and implemented by March 15th. If an evaluator notes a weakness, they will fill out a success plan. If the success plan is completed satisfactorily, an evaluator may give the evaluatee a “Meets Expectation” on the evaluation and destroy the success plan. 9.2 The criteria for 4. Employees shall acknowledge receipt of their written evaluation by signing at the bottom. Such signature does not necessarily indicate agreement with the content of each the evaluation, but merely indicates receipt. No employee shall be defined in the District Professional Growth and Accountability modelrequired to sign an incomplete or blank evaluation. 9.3 Prior to 5. If the commencement of the annual evaluation cycle employees shall be informed in writing employee does not agree with any portion of the evaluation timeline and report given to him, he shall have 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 right to a conference with the evaluator and to attach a written response to the evaluation report within ten workdays of receipt. B. Personnel Records 1. Personnel records are property of the Board. An employee shall have the right to review the personnel file and have copies made of any documents contained in the file. The employee will reimburse the Board for such cost. 2. Each personnel file shall be grantedavailable for the employee’s inspection. However, the evaluator may also conduct unannounced observations. These unannounced observations are exempted from pre-observation conferences. 9.5 The evaluation shall official file will be in writing. A copy of the written evaluation shall be submitted to the employee maintained 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 District Personnel Office. No item from an anonymous source may be placed in the personnel files. 3. The Board and the Association shall abide by Florida Statutes 1012.31 relative to Personnel Files. 4. Letters of reprimand, letters of complaints from any source, or other items detrimental to an employee’s employment status, shall not be placed into an employee’s personnel file only after reasonable notice 1153 1154 1155 1156 1157 1158 1159 1160 1161 1162 1163 1164 1165 1166 1167 1168 1169 1170 1171 1172 1173 1174 1175 1176 1177 1178 1179 1180 1181 1182 1183 1184 1185 1186 1187 1188 1189 1190 1191 1192 1193 1194 1195 1196 1197 1198 1199 1200 until the employee has had an opportunity to read and sign the item. 5. Personnel files and letters of reprimand: At the request of an employee. The , written reprimands, material of a derogatory nature or complaints in an employee’s personnel file shall may be open appended with the notice that the material is no longer relevant for inspection by the employeedisciplinary purposes, the employee’s designees, authorized administrators, confidential employees, and District’s/Association’s attorneysprovided there has not been a recent incident of similar problem or complaint. 9.8 Employees will not be required or asked to participate, at any level, in the evaluation of another employee.

EMPLOYEE EVALUATION. 9.1 Employees 11.1.1 A probationary employee shall be evaluated within sixty (60) working days of the employment date and again between the 95th and 115th work day of employment. 11.1.2 A permanent bargaining unit employee with less than five (5) years of service in accordance with ORS 342.850, utilizing written criteria from the District Professional Growth and Accountability (PGA) model, which classification shall be provided to each new employee at the time evaluated annually by May 15th. Permanent employees with more than five (5) years of employment. Extra copies are available, upon request, from the district office; provided, that no remedy service in their classification 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 on an opportunity to provide input regarding the change(s)every other year basis. 9.1.1 If a substantive change is made in 11.1.3 A special evaluation may be requested by the Professional Growth and Accountability modelemployee, a joint committee of equal parts CEA and District will convene to determine said changes to report to or be required by the school boardsupervisor and/or administration for permanent bargaining unit employees before May 15. 9.2 The criteria for evaluation of each 11.1.4 Each employee who is evaluated shall be defined in the District Professional Growth review and Accountability model. 9.3 Prior to the commencement of the annual evaluation cycle employees shall be informed in writing sign all copies of the evaluation timeline and the criteria to indicate receipt, with a copy 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 given to the employee at who is evaluated and one (1) copy placed in District personnel files. 11.1.5 The employee who is evaluated shall have the time right to initiate a written response to the evaluation that shall be attached to the evaluation and become a permanent part of the personal conference or employee’s personnel file within a reasonable time; if requested, a copy of the evaluation shall be delivered to the memberten (10) working days. 9.6 11.1.6 The evaluation process evaluator shall further include a post-evaluation interview in which utilize the results of the evaluation are discussed with to: a. Identify strengths of the employeesemployee. 9.7 Evaluation reports b. Assist a satisfactory employee to improve as may be necessary. c. Identify deficiencies in, and provide assistance to, an employee who is performing in an unsatisfactory manner. 11.1.7 Permanent employees who are performing in an unsatisfactory manner shall be placed given the following assistance and consideration: a. The written evaluation shall notify the employee of unsatisfactory performance. b. The written evaluation shall identify the specific weaknesses in the employee’s personnel file only after reasonable notice to the employee. performance. c. The personnel file written evaluation shall give specific suggestions for correcting areas of weaknesses and it shall be open for inspection by the employee, responsibility of the employee’s designees, authorized administrators, confidential employees, employee to follow and District’s/Association’s attorneysutilize the assistance provided. 9.8 Employees will not d. The employee shall be required or asked given forty-five (45) calendar days from the date of the notification to participate, at correct deficiencies before any level, in the evaluation of another employeefurther action is taken.

EMPLOYEE EVALUATION. 9.1 Employees 1. Each bargaining unit member shall be evaluated in accordance with ORS 342.850, utilizing written criteria from annually on the District Professional Growth and Accountability (PGA) model, which Secretarial/Paraprofessional I I evaluation form agreed to between the parties. The administration shall be provided to identify the evaluator for each new employee at before the time of employmentevaluation process begins. 2. Extra copies are available, upon request, from the district office; provided, that no remedy The evaluation process shall be granted include a pre-evaluation conference for the District's breach purpose of this subsection unless job- related goal-setting between 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 employee 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 goalspre-evaluation conference shall occur during the first sixty (60) days of the school year for those employees on staff or the first sixty (60) days of employment for those who are newly hired. 9.4 Upon request by either party3. At approximately mid-year, individual pre-observation conferences with a status conference shall be held between the employee and the evaluator to determine progress regarding goal attainment. I 4. Prior to May 1 of each school year, the evaluator shall be grantedcomplete and transmit a written evaluation to each employee using the negotiated evaluation form. However, I 5. Oral or written complaints regarding the evaluator may also conduct unannounced observations. These unannounced observations are exempted from pre-observation conferences. 9.5 The employee that find their way into the evaluation shall be in writing. A copy of the written evaluation shall employee must be submitted brought to the immediate attention of the employee at the time of the personal conference or within a reasonable time; if requested, a copy complaint. Those complaints not brought to the immediate attention of the employee may not be used in the evaluation process. 6. A meeting between the evaluator and the employee shall be delivered held within five (5) work days I of the issuance of the written evaluation. 7. There shall be a place for signature on the written evaluation that notes that the employee I I has had an opportunity to review the evaluation with the evaluator. Signature by the employee shall mean that the employee has reviewed the document, not that the employee agrees with the evaluation. 8. The employee may make written attachments to the member. 9.6 The evaluation process shall further include a post-evaluation interview in which to respond to, challenge, correct or add to the results of the evaluation are discussed with the employees. 9.7 Evaluation reports written evaluation. Such attachments shall be placed with the evaluation in the employee’s 's personnel file only after reasonable notice to the employeefile. 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.28 I

EMPLOYEE EVALUATION. 9.1 4.1 Evaluation of Classroom Performance A. Tenured employees shall be evaluated at least once in the course of every two (2) years. B. Non-tenured employees shall be evaluated at least twice each school year. C. Employees shall be evaluated provided a copy of the evaluation instrument to be used ten (10) working days prior to the evaluation. D. The administrator shall make himself/herself available for questions regarding the evaluation instrument. E. A visitation(s) shall be made before the formal evaluation is written. Each visitation may or may not be announced in accordance advance. F. A conference between the evaluator and the employee shall be held no later than ten (10) school days after the evaluation has been completed. G. The evaluator shall provide the employee both constructive assistance to improve the quality of instruction as well as a written statement of deficiencies (where deficiencies are noted). Suggestions for improving deficiencies shall be offered by the evaluator in writing, recognizing that the responsibility for improvement rests with ORS 342.850, utilizing written criteria from the District Professional Growth and Accountability (PGA) model, which employee. H. Employees 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 completed written evaluation shall be submitted to the employee at the time of the personal evaluation conference or within a reasonable unless the teacher shall agree to an alternate time; if requested, a copy . I. Employees shall be permitted to attach written comments to their written evaluations and such comments shall become part of the evaluation. J. Employees shall sign the written evaluation original to indicate they have read the comments contained therein. K. One (1) reevaluation shall be delivered to given by the memberevaluator on request of the employee. In the event the written evaluation recommends instructional improvement in particular areas, the employee may request an additional visit and a subsequent reevaluation. 9.6 The L. Whenever possible, one formal 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 should be placed in performed by 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 attorneysdirect supervisor. 9.8 Employees will not be required or asked to participate, at any level, in the evaluation of another employee.

EMPLOYEE EVALUATION. 9.1 Employees A. The purpose of employee evaluation is to support decisions concerning employee discipline, promotion and improvement. Evaluation shall be the responsibility of the Principal, Department Head or designee who shall not be a member of the bargaining unit. Employee evaluation can be found online and the appendix. Previous charges or actions that have been brought forth by the administration may be cited against the employee if these previous acts are related to the existing charge. All previous charges or actions must have been shared with the employee prior to this current action. 1. Each employee shall receive a written evaluation between April 15th and May 15, unless they are still in their probationary period. Each employee who is in their probationary period will 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 end of employmenttheir probationary period unless they are released. 2. Extra copies are availableSuch written evaluation shall note the employee’s strengths, 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(sweaknesses (if any) in existing evaluation policy after providing the Council an opportunity to provide input regarding the change(sand specific areas needing improvement (if any). 9.1.1 If 3. No employee shall receive “Does not meet expectations” on an evaluation unless 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 success plan has been given to the school boardemployee and implemented by March 15th. If an evaluator notes a weakness, they will fill out a success plan. If the success plan is completed satisfactorily, an evaluator may give the evaluatee a “Meets Expectation” on the evaluation and destroy the success plan. 9.2 The criteria for 4. Employees shall acknowledge receipt of their written evaluation by signing at the bottom. Such signature does not necessarily indicate agreement with the content of each the evaluation, but merely indicates receipt. No employee shall be defined in the District Professional Growth and Accountability modelrequired to sign an incomplete or blank evaluation. 9.3 Prior to 5. If the commencement of the annual evaluation cycle employees shall be informed in writing employee does not agree with any portion of the evaluation timeline and report given to him, he shall have 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 right to a conference with the evaluator and to attach a written response to the evaluation report within ten workdays of receipt. B. Personnel Records 1. Personnel records are property of the Board. An employee shall have the right to review the personnel file and have copies made of any documents contained in the file. The employee will reimburse the Board for such cost. 2. Each personnel file shall be grantedavailable for the employee’s inspection. However, the evaluator may also conduct unannounced observations. These unannounced observations are exempted from pre-observation conferences. 9.5 The evaluation shall official file will be in writing. A copy of the written evaluation shall be submitted to the employee maintained 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 District Personnel Office. No item from an anonymous source may 1128 1129 1130 1131 1132 1133 1134 1135 1136 1137 1138 1139 1140 1141 1142 1143 1144 1145 1146 1147 1148 1149 1150 1151 1152 1153 1154 1155 1156 1157 1158 1159 1160 1161 1162 1163 1164 1165 1166 1167 1168 1169 1170 1171 1172 1173 1174 1175 1176 be placed in the personnel files. 3. The Board and the Association shall abide by Florida Statutes 1012.31 relative to Personnel Files. 4. Letters of reprimand, letters of complaints from any source, or other items detrimental to an employee’s employment status, shall not be placed into an employee’s personnel file only after reasonable notice until the employee has had an opportunity to read and sign the item. 5. Personnel files and letters of reprimand: At the request of an employee. The , written reprimands, material of a derogatory nature or complaints in an employee’s personnel file shall may be open appended with the notice that the material is no longer relevant for inspection by the employeedisciplinary purposes, the employee’s designees, authorized administrators, confidential employees, and District’s/Association’s attorneysprovided there has not been a recent incident of similar problem or complaint. 9.8 Employees will not be required or asked to participate, at any level, in the evaluation of another employee.

EMPLOYEE EVALUATION. 9.1 A. Employees shall be evaluated according to the current uniform evaluation procedures. Each individual shall be informed of the criteria, procedure, and timelines to be used. The employee performance evaluation form contained in accordance the contract shall be used for the final evaluation. B. Supervisory personnel shall handle evaluations and related documents in a confidential manner. C. Employees shall be provided a copy of any evaluation prior to it being placed into the employee's file. The employee shall only sign the evaluation to indicate that he/she has received a copy. Such signature does not imply either agreement or disagreement. A witness may sign in the event an employee refuses to sign. D. No evaluation shall be placed in an employee personnel file unless the employee has acknowledged receipt of a copy. A witness may sign in the event an employee refuses to sign. The employee shall have the right to submit a written statement or rebuttal which shall be attached to the evaluation. E. Formal evaluations shall be completed and signed by the appropriate supervisor. No employee of the bargaining unit is authorized to evaluate another employee of the bargaining unit except for transportation supervisors who receive a salary supplement for additional duties of a supervisory nature. F. Evaluations will occur at least once a year no later than April 15th. An employee may request another evaluation following any evaluation which the employee feels is unsatisfactory. The supervisor will schedule this additional evaluation within twenty- five (25) calendar days of the request. G. All evaluations shall be conducted with ORS 342.850the full knowledge of the employee being evaluated. The employee shall be given a copy of any documentation of an inspection which may have a bearing on the employee's final evaluation. H. All employees are entitled to request a review of his/her evaluation with his/her supervisor. The employee may be accompanied by a UTM rep if he/she so desires. I. When an evaluation includes reference to serious work performance deficiencies which the supervisor believes could eventually lead to disciplinary action, utilizing written criteria from the District Professional Growth employee will receive, in writing, the corrective action needed, a timeline for the corrective action, and Accountability (PGA) modelthe assistance which can be provided to remedy the deficiency or problem. A follow-up shall occur to assess the progress and/or completion of the suggested improvements. J. When disciplinary action is called for and just cause warrants such action, which the procedures of Article V shall be followed. K. A copy of all evaluation forms and procedures in use 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)Union. 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. 9.1 Employees A. A written evaluation of each employee's performance in his/her position shall be evaluated in accordance with ORS 342.850, utilizing written criteria from the District Professional Growth and Accountability (PGA) model, which completed on an annual basis. Such evaluation shall be provided performed on each employee prior to April 15 by using the Board- approved evaluation form. If the Board determines to modify the current evaluation forms, it shall notify the Association of the intent and seek the input of the Association. B. Each employee, upon his/her employment, shall be informed of the job description and evaluative criteria upon which he/she will be evaluated. C. All annual evaluations shall be reduced to writing, and a copy shall be given 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 sign and 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, given a copy of the evaluation report form. In no event shall the employee's signature be construed to mean that he/she agrees with the contents of the evaluation. If the employee disagrees with the evaluation, he/she may submit a written response which shall be delivered attached to the member. 9.6 The evaluation process shall further include a post-evaluation interview in which the results file copy of the evaluation are discussed in question. D. The evaluation procedure shall be comprised of the following three (3) steps: 1. The employee shall complete a self-evaluation. 2. The evaluator shall complete the evaluation form within ten (10) working days of receipt of the employee’s self-evaluation. 3. If, after receipt of a completed evaluation, the employee requests a conference with the employeesevaluator, a conference between the employee and the evaluator shall be held within ten (10) working days following receipt of the request. It is mutually recognized that the timelines specified above will be reasonably adjusted in the event of unforeseen circumstances such as the absence of the employee or the evaluator. 9.7 Evaluation reports shall E. All written evaluation documents are to be placed in the employee’s 's personnel file only after reasonable notice file. F. If the evaluator decides to recommend contract nonrenewal, contract termination, or denial of continuing contract based upon job performance, the employee. The personnel file employee 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 given written reasons at least five (5) working days prior to any official Board action. Any employee shall be required or asked entitled to participate, Association representation at any level, in the evaluation of another employeeconference held regarding contract status.

EMPLOYEE EVALUATION. 9.1 A. Employees shall be evaluated according to the current uniform evaluation procedures. Each individual shall be informed of the criteria, procedure, and timelines to be used. The employee performance evaluation form contained in accordance the contract shall be used for the final evaluation. B. Supervisory personnel shall handle evaluations and related documents in a confidential manner. C. Employees shall be provided a copy of any evaluation prior to it being placed into the employee’s file. The employee shall only sign the evaluation to indicate that he/she has received a copy. Such signature does not imply either agreement or disagreement. A witness may sign in the event an employee refuses to sign. D. No evaluation shall be placed in an employee personnel file unless the employee has acknowledged receipt of a copy. A witness may sign in the event an employee refuses to sign. The employee shall have the right to submit a written statement or rebuttal which shall be attached to the evaluation. E. Formal evaluations shall be completed and signed by the appropriate supervisor. No employee of the bargaining unit is authorized to evaluate another employee of the bargaining unit except for transportation supervisors who receive a salary supplement for additional duties of a supervisory nature. F. Evaluations will occur at least once a year no later than April 15th. An employee may request another evaluation following any evaluation which the employee feels is unsatisfactory. The supervisor will schedule this additional evaluation within twenty-five (25) calendar days of the request. G. All evaluations shall be conducted with ORS 342.850the full knowledge of the employee being evaluated. The employee shall be given a copy of any documentation of an inspection which may have a bearing on the employee’s final evaluation. H. All employees are entitled to request a review of his/her evaluation with his/her supervisor. The employee may be accompanied by a UTM rep if he/she so desires. I. When an evaluation includes reference to serious work performance deficiencies which the supervisor believes could eventually lead to disciplinary action, utilizing written criteria from the District Professional Growth employee will receive, in writing, the corrective action needed, a timeline for the corrective action, and Accountability (PGA) modelthe assistance which can be provided to remedy the deficiency or problem. A follow-up shall occur to assess the progress and/or completion of the suggested improvements. J. When disciplinary action is called for and just cause warrants such action, which the procedures of Article V shall be followed. K. A copy of all evaluation forms and procedures in use 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)Union. 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.