EVALUATION AND DISCIPLINE Clause Samples

EVALUATION AND DISCIPLINE. 14.1 Evaluation Instrument A revised universal student evaluation instrument as developed will be promulgated to all departments. It will be one factor in the annual evaluation of Continuing Education faculty by Department Chairs/Program Heads and Departmental Personnel Committees.

EVALUATION AND DISCIPLINE. Employees shall be evaluated at least every two years by their building principal or designee no later than June 1 using the attached form. Evaluations shall be based upon the principal’s formal and informal observations, knowledge of building activities and events, and input from supervisors who are knowledgeable of the employee’s work. The employee shall have the opportunity within five days of receipt of the evaluation to request a meeting with the principal and to attach a written response to the evaluation. Based upon any areas which are designated as needs improvement or unsatisfactory, the principal may develop an improvement plan for the following school year with specific goals, timeframe, and supports to improve performance. If performance is still rated as needs improvement or unacceptable at the end of the plan, the principal may recommend termination of employment to the Superintendent of Schools. The evaluation process shall not preclude the principal or Superintendent from implementing other appropriate discipline for specific employee actions that are unacceptable, including as appropriate verbal warning or reprimand, written reprimand, suspension without pay, or dismissal. The employee shall have the right to review and acknowledge in writing any material that is placed in the personnel file.

EVALUATION AND DISCIPLINE. Evaluation Reports 6 14.02 Frequency of Evaluation 7 14.03 Consultation with Labour Management Committee 7 14.04 Notice of Suspension or Discharge 7 14.05 Burden of Proof 7 14.06 Warnings 7 14.07 Right to Have a ▇▇▇▇▇▇▇ Present 7 14.08 Access to Personnel Files 7 14.09 Adverse Reports 7 14.10 Suspension 8 14.11 Crossing of Picket Lines During Strike 8

EVALUATION AND DISCIPLINE. The written evaluation form shall not be the method used to formally discipline an employee, however disciplinary issues may be a factor in evaluating overall coaching competency.

EVALUATION AND DISCIPLINE. 1. An employee testing positive for drugs or alcohol will be suspended for a minimum of thirty (30) days, and the case will be reviewed for discharge. However, after review, it may be decided that the employee be given the chance to come back to work after rehabilitation. A. The employee will need an evaluation by a substance abuse professional that shall determine what assistance, if any, the employee needs in resolving problems associated with alcohol misuse or controlled substance use. B. An employee who has followed all rehabilitative programs prescribed by the substance abuse professional but after thirty (30) days is not released by the County's substance abuse professional to return to work without restrictions, may be considered by the County for employment to do other tasks until released by the substance abuse professional. C. Before an employee returns to duty, doing a safety sensitive function, after verified positive test for drugs or an alcohol level of 0.02 or greater, the employee shall undergo a return to duty alcohol test with a result indicating an alcohol concentration of less than 0.02, if the conduct involved alcohol, or a controlled substance test with a verified negative result, if the conduct involved a controlled substance. In addition, each employee identified as needing assistance in resolving problems associated with alcohol misuse or controlled substance use, shall be evaluated by a substance abuse professional to determine that the employee has properly followed all rehabilitation programs prescribed by the evaluator. D. An employee shall be subject to unannounced follow-up alcohol and controlled substances tests administered by the employer, following the employee's return to duty. The number and frequency of such follow-up testing shall be as directed by the substance abuse professional and consist of at least six (6) tests in the first six (6) months after the return to duty. If the substance abuse professional determines that return-to-duty and follow-up testing for both alcohol and controlled substance is necessary for that particular employee, the substance abuse professional may require testing for up to eighteen (18) months. E. All evaluations shall be done for Cortland County by a substance abuse professional under contract with the employer. Rehabilitation and follow-up testing shall be paid for by the employee. 2. Any employee, who is found to have a positive drug test or an alcohol test greater than 0.02 within fo...

EVALUATION AND DISCIPLINE. Evaluations are to be made at least once a year, by June 30th of the school year, and in writing by the Superintendent or his or her designee. Where the school district seeks to impose discipline on an employee but is not seeking to terminate employee, the employee regardless of his or her civil service status shall be entitled to the rights set forth in civil service laws section 75. Where the school district seeks to impose the penalty of termination, a notice of intent to terminate including the reason therefore will be served on the employee. The employee, regardless of civil service status shall be entitled to a just cause arbitration and shall initiate arbitration procedure by filing a demand for arbitration within 10 days of receipt of the notice of intent to terminate. The arbitrator shall determine if termination is appropriate and may, in the alternative, impose a lesser penalty or no penalty.

EVALUATION AND DISCIPLINE. A. The work performance of all bargaining unit members shall be evaluated, in writing, by the administration. B. The administration will attempt to give specific direction and advice to employees on how to correct the work deficiencies noted in the observations of employees’ work performance. C. All employees assigned to a student based building will be evaluated by a building administrator. All other employees will be evaluated by her/his immediate supervisor. The evaluation of special education and bilingual paraprofessionals shall be conducted jointly by a building administrator and the appropriate special education or bilingual administrator. Media Technicians will be evaluated jointly by the building administrator and the Director of Information Technology. D. 1. The work performance of all non-probationary employees shall be evaluated at least once every three (3) years.

EVALUATION AND DISCIPLINE. A. The work performance of all employees may be evaluated in writing. B. Evaluation shall be conducted by a person to whom the employee is assigned and/or a person designated by the Administrator or the Director of Personnel as knowledgeable about the position and the employee's performance in it. The person conducting the eval- uation shall not be a member of the bargaining unit. C. A copy of the written evaluation shall be submitted to the employee and discussed with him/her within ten (10) days of its completion. D. Probationary employees shall be evaluated at least three (3) times during the probationary period. All evaluations shall be in writing and shall be discussed with the employee within ten (10) days of completion. E. It is recognized that no employee may be dismissed, suspended, or otherwise disciplined without just cause. F. In the event of dismissal, suspension, or other disciplinary action (except an oral warning), and in the event of an unsatis- factory performance rating, the employee shall have written noti- fication. A copy of disciplinary action shall be sent to the Union. G. An employee shall have the right to review the contents of his/her personnel file except for material exempt from disclosure by law, providing such request is made during normal working hours.

EVALUATION AND DISCIPLINE. A. Teacher Evaluation 1. The principal, or other administrator designated by the Superintendent in charge of teacher supervision, shall be responsible for the administration of the procedure for evaluating classroom teaching. Traveling teachers shall be evaluated by one (l) or more administrator(s) designated by the Superintendent. Should two (2) or more administrators be designated to evaluate a traveling teacher, the evaluations of each administrator shall be merged into singular ratings on one evaluation instrument signed by both/all administrators, one of whom shall be designated as responsible for the merged document. 2. At the start of the school term (i.e., the first day students are required to be in attendance), the designated administrator shall explain and give in writing to all teachers under his/her supervision the evaluation instrument to be used. The administrator shall advise all teachers who shall observe and evaluate their classroom teaching performance. Teachers who are hired after the start of the school term shall be provided this information no later than thirty (30) days after they are employed. 3. Each formal written evaluation of classroom teaching performance shall be preceded by at least one (1) formal classroom observation of at least forty-five (45) minutes, or an observation during a complete lesson, or an observation during an entire class period. 4. A conference shall be held between the teacher and the evaluator within five (5) working days of a formal classroom observation. The teacher and the evaluator shall mutually prepare an interim observation report at this conference. A final copy of the written observation report shall be given to the teacher within ten (10) working days after the formal observation conference. 5. In the event that the teacher feels his/her formal written evaluation of classroom teaching performance was incomplete or inaccurate, he/she may put his/her objections in writing and have them attached to the evaluation report to be placed in the teacher's personnel file. 6. If a teacher's evaluation(s) reveal(s) deficiencies which are remediable, the evaluator may make written comments concerning remediating such deficiencies and shall conduct follow-up evaluation(s). 7. The classroom teaching performance of a teacher shall be evaluated in accordance with the procedural timelines established in the District’s Teacher Evaluation Document revised on 9/10/2012 (or as subsequently revised). The final version...