Evaluation Criteria and Procedures Sample Clauses

Evaluation Criteria and Procedures. (a) UFV encourages a work environment in which employees and supervisors communicate regularly about job performance. Performance feedback should include the employee’s progress toward achieving goals and objectives, recognition of individual accomplishments, and opportunities for growth. Ongoing communication helps ensure that there is a mutual understanding of job performance requirements and of the employee’s success in meeting them. (b) All employees will be provided with a copy of the criteria and procedures to be used in evaluating them. (c) The appropriate supervisor will present the completed evaluation in the form of a written report which will be discussed with the employee. The employee will sign the report to acknowledge that it has been received. The employee may, within five (5) work days, enter a Memorandum into the evaluation file. The evaluation report shall not be changed after the employee has signed it. (d) If re-evaluation is requested by the employee within ten (10) work days of signing the evaluation report, the re-evaluation will be prepared by a person other than the person responsible for the immediately preceding report, and that person will be chosen by the President after consultation with the Joint Professional Development Committee. (e) In the absence of a regularly scheduled evaluation report, the performance of the employee shall be deemed to be satisfactory for that period.
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Evaluation Criteria and Procedures. (a) The criteria, procedures and implementation of all evaluations shall be fair and reasonable. Evaluation will take place on a regular basis. (i) For staff employees, evaluation criteria and procedures will be established by the Employer in consultation with employees in the appropriate area and the Joint Professional Development Committee. (ii) For faculty employees, evaluation criteria and procedures will be established by the Employer in consultation with the employees in the appropriate area and the Standing Committee on Faculty Evaluations. All employees being evaluated will be provided with a copy of the criteria and procedures to be used. The Joint Professional Development Committee shall have the opportunity to review and advise with regard to the establishment of evaluation criteria and procedures. (b) Evaluation reports shall be written and then discussed with the employee, at which time the employee will sign the report and may, within five (5) work days, enter a Memorandum into the evaluation file. The evaluation report shall not be changed after the employee has signed it. (c) If re-evaluation is requested by the employee within ten (10) work days of signing the evaluation report, the re-evaluation will be prepared by a person other than the person responsible for the immediately preceding report, and that person will be chosen by the President after consultation with the Joint Professional Development Committee. (d) In the absence of an annual evaluation report, the performance of the employee shall be deemed to be satisfactory for that year.
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Evaluation Criteria and Procedures. FOR REAP- POINTMENT, TENURE, PROMOTION, AND PERIODIC REVIEWS OF TENURED FACULTY 469 A. 1. Each department shall conduct Faculty evaluations using procedures, techniques, and criteria specified in its Departmental Evaluation Document developed and/or subsequently modified in accordance with the Faculty input system as provided for in Article XIII. 471 3. Evaluations shall be conducted in accordance with the schedules estab- lished in this article. Faculty Members who have five (5) working days to respond to an evaluation shall obtain an extension of five (5) work- ing days upon notifying the evaluator in writing. 472 4. Annual Activity Reports 473 By no later than October 15 of each year every probationary and tenured Faculty Member shall complete and submit an Annual Activity Report to his/her Department Head unless the Faculty Member is on leave and time is not creditable pursuant to Article XIV.D. The informa- tion contained in the Annual Activity Report shall provide the basic data for interim evaluations and professional performance evaluations of tenured Faculty Members. Department Heads may provide additional relevant documentation. In addition Faculty Members undergoing Full Evaluations shall be required to complete additional forms. 475 1. Instructional Effectiveness 476 a. The required and most important criterion is Instructional Effectiveness. The teaching Faculty shall give evidence of ability and commitment to lead students of varying capabilities into a growing understanding of the subject matter, tools, and materials of their disciplines. The Faculty Member shall demonstrate his/her continuing concern for Instructional Effectiveness through meth- ods of presentation and evaluation of students. In support of Instructional Effectiveness, a Faculty Member must maintain a high level of knowledge and expertise in his/her discipline or area of specialization. In the case of non-teaching and library Faculty, satisfactory professional performance shall be the equivalent of Instructional Effectiveness. 477 b. Evaluation techniques for all Faculty Members shall include at least the following types of evaluation of teaching: peer evalua- tions, Department Head evaluations, student evaluations, and self evaluation. Where appropriate, assessment of academic advising of students shall also be included. Departments shall incorporate in their Departmental Evaluation Document: 1) a set or sets of approved questions for the student evaluation form comprised o...
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Evaluation Criteria and Procedures. (1) The criteria, procedures and implementation of all evaluations shall be fair and reasonable. Evaluation will take place on a regular basis. (1) For staff employees, evaluation criteria and procedures will be established by the Employer in consultation with employees in the appropriate area and the Joint Professional Development Committee. (2) For faculty employees, evaluation criteria and procedures will be established by the Employer in consultation with the employees in the appropriate area and the Standing Committee on Faculty Evaluations. All employees being evaluated will be provided with a copy of the criteria and procedures to be used. The Joint Professional Development Committee shall have the opportunity to review and advise with regard to the establishment of evaluation criteria and procedures. (2) Evaluation reports shall be written and then discussed with the employee, at which time the employee will sign the report and may, within five (5) work days, enter a Memorandum into the evaluation file. The evaluation report shall not be changed after the employee has signed it. (3) If re-evaluation is requested by the employee within ten (10) work days of signing the evaluation report, the re-evaluation will be prepared by a person other than the person responsible for the immediately preceding report, and that person will be chosen by the President after consultation with the Joint Professional Development Committee. (4) In the absence of an annual evaluation report, the performance of the employee shall be deemed to be satisfactory for that year.
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Related to Evaluation Criteria and Procedures

  • Evaluation Procedures The following procedures for employee evaluation shall be utilized for the term of this Agreement: 1. Orientation materials related to evaluation procedures will be provided to all employees by the 10th school day. 2. Employees shall submit to their evaluator a complete listing of proposed objectives, and measurement activities related thereto, to be considered in the annual evaluation by the 25th school day. 3. The evaluator shall have completed by 30th school day annual objective setting conference with employee. 4. The evaluator shall by the 40th school day determine and shall provide the employee with a complete listing of actual objectives from those proposed by the evaluator and employee, and measurement activities from those proposed by the evaluator and employee, and measurement activities related thereto, that will be incorporated in the annual evaluation that the evaluator will prepare for the employee. The objectives and related measurement activities referred to herein shall be in accordance with the employee job description prescribed by the District. The District will make every attempt to have the number of objectives required to be uniform from site to site. 5. Within a reasonable time after the request, the evaluator shall be provided with a written progress report from the employee containing the latter's perception of the progress being made toward the achievement of the objectives prescribed in Item 3, above. During the course of the evaluation period, circumstances may change which may result in the modification of the original standards and objectives. These changes may be initiated by the supervisor or the employee. Agreement of both parties is required. 6. The evaluator, by the 145th school day, shall have conducted classroom observations in order to gather data on employee performance as the evaluator believes to be related to: A. The actual objectives and measurement activities described in Item 3, above; B. Other criteria for employee evaluation and appraisal that are established by the District ▇▇▇▇▇ Act Guidelines. At the discretion of the evaluator, tenured teachers may receive only one (1) formal instructional observation per year. Probationary teachers will receive two (2) formal instructional observations per year. Prior to conducting formal instructional observations regarding the teacher's duties related to the instructional objectives herein described, the teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following: 1) Specific directives for improvement 2) Assistance to implement such directives as (a) Provisions of additional resources; (b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day. 7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day. 8. Employees who meet each of the following conditions shall be evaluated up to every five

  • Evaluation Procedure The procedural requirements set forth in this agreement which conform with and provide specificity to the statutory obligations established by Ohio Rev. Code § 3319.111 and § 3319.112.