Evaluation Files Clause Samples

Evaluation Files. ‌ Supervisors may maintain active evaluation files of personnel notes. Employees will have access to review those notes upon reasonable notice to the supervisor. Such notes shall not be used after the performance evaluation has been completed and reviewed by the employee regardless of whether or not the supervisor actually used the notes in completing the evaluation. 17.1 PURPOSE‌‌‌‌‌
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Evaluation Files. 7. 7.1 Evaluations shall be maintained in the unit member's personnel file in the District Office. 7. 7.2 Materials in personnel files of unit members which may serve as a basis for evaluation are to be made available for inspection to the unit member involved upon request. However, the following confidential rating material is not available for inspection: ratings, reports, or records which (1) Were obtained prior to the employment of the person involved; (2) were prepared by identifiable examination committee members; or (3) were obtained in connection with promotional examinations. Inspection of such files shall not take place when the unit member is required to perform District duties.
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Evaluation Files. A. There shall be two (2) files for the collection of evaluative data; one kept by the evaluator, and one, with summative evaluative data kept at the District office. Files may be kept by other persons assisting in the evaluation of an educator or CISS; but following the conclusion of the evaluation process, all materials of record shall be returned to one of the two (2) files previously mentioned. The two (2) files are described below. B. The file kept by the evaluator shall include all evaluation forms and evaluative data collected by the evaluator, copies of which shall be given to the educator or CISS. C. Copies of all evaluations shall be forwarded to the District’s Human Resources Office by June 30 of each year. Copies of all such data shall be given to the educator or CISS. D. No file without educator or CISS access may be kept. Dissemination of the information contained in all evaluation shall be restricted as per state law. E. An educator or CISS may add material to the employee’s evaluation file as per Article IV, Section 5 – Employee Rights.
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Evaluation Files. Notes and paperwork regarding all informal observations shall be maintained separately from the district personnel files, and shall be treated in a confidential manner. Items moved from working files will require notification and signature of the staff member at the time of placement in the personnel file. • The results of all formal evaluations shall be placed in the teacher’s personnel file. Said files shall be maintained at the district central office. Observations do not become part of this file unless there is need for additional documentation to support the results of the evaluation. • The contents of a teacher’s personnel file shall be available for review and inspection by the teacher, a teacher’s designated representative, the teacher’s supervisor, or by the superintendent at any time. • No teacher shall be permitted to physically remove their personnel file from the central office or to review it without being in the direct presence of the superintendent, or his designee. • Materials may be removed from a teacher’s personnel file only upon the written approval of the Employee Name: School Year: A. Recommended for continued employment.
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Evaluation Files. Notes and paperwork regarding all informal observations shall be maintained separately from the district personnel files, and shall be treated in a confidential manner. Items moved from working files will require notification and signature of the staff member at the time of placement in the personnel file.
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Evaluation Files. 1. There shall be two files for the collection of evaluative data; one kept by the evaluator, and one, with summative evaluative data kept at the district office. Files may be kept by other persons assisting in the evaluation of an educator; but, following the conclusion of the evaluation process, all materials of record shall be returned to one of the two files previously mentioned. The two files are described below. 2. The file kept by the evaluator shall include all evaluation forms and evaluative data collected by the evaluator, copies of which shall be given to the educator. 3. Copies of Long Form Evaluations and Professional Growth Plans shall be forwarded to the District Personnel Office by June 1 of each year. Copies of all such data shall be given to the educator. 4. No file without educator access may be kept. Dissemination of the information contained in all evaluation shall be restricted as per state law. A certificated educator may add material to his/her evaluation file as per Article IV Employee Rights Section 5.
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Related to Evaluation Files

  • Personnel Files ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

  • Access to Files A copy of any completed evaluation which is to be placed in a nurse's file shall be first reviewed with the nurse. The nurse shall initial such evaluation as having been read and shall have the opportunity to add her views to such evaluation prior to it being placed in her file. It is understood that such evaluations do not constitute disciplinary action by the Hospital against the nurse. Each nurse shall have reasonable access to all her files for the purpose of reviewing their contents in the presence of her supervisor. A copy of the evaluation will be provided to the nurse at her request. No document shall be used against a nurse where it has not been brought to her attention in a timely manner. Any letter of reprimand, suspension or other sanction will be removed from the record of a nurse eighteen months following the receipt of such letter, suspension or other sanction provided that the nurse's record has been discipline free for one year. (a) Newly hired part-time nurses shall be considered to be on probation for a period of sixty tours worked hours of work for nurses whose regular hours of work are other than the standard work day). If retained after the probationary period, the nurse shall be credited with seniority for the sixty tours hours) worked. With the written consent of the Hospital, the probationary nurse, and the President of the Local Association or her designate, such probationary period may be extended. Where the Hospital requests an extension of the probationary period, it will provide notice to the Association at least fourteen calendar days prior to the expected date of expiration of the initial probationary period. It is understood and agreed that any extension to the probationary period will not exceed an additional sixty tours hours) worked and, where requested, the Hospital will advise the nurse and the Association of the basis of such extension. A nurse who transfers from casual part-time or time to regular part-time status shall not be to serve a probationary period where she has previously completed one since her date of last hire. Where no such probationary period has been served, the number of tours worked (hours worked for nurses whose regular hours of work are other than the standard work day) during the nine months immediately preceding the transfer shall be credited towards the probationary period. (a) A seniority list shall be established for all regular part-time nurses covered by this Agreement who have completed their probationary period. For information purposes only, the names of all regular part-time probationary nurses shall be included in the seniority list. A copy of the current seniority list will be filed with the President of the Local Association, or her designate, on request but not more frequently than once every six months at a time to be determined locally. A copy of the seniority list shall also be posted at the same time. Seniority on such lists will be expressed in terms of total hours worked. A seniority list shall be maintained for casual part-time nurses for the purposes of Article

  • Grievance Files Written grievances and responses will be maintained separately from the employee’s personnel file.

  • Review of Custodial Files The Custodian agrees, for the benefit of Certificateholders, to review, in accordance with the provisions of Section 2.01 of the Pooling and Servicing Agreement, each Custodial File. If in performing the review required by this Section 2.3 the Custodian finds any document or documents constituting a part of a Custodial File to be missing or defective in any material respect, the Custodian shall promptly so notify the Seller, the Master Servicer and the Trustee.

  • Receivable Files Complete There exists a Receivable File pertaining to each Receivable. Related documentation concerning the Receivable, including any documentation regarding modifications of the Contract, will be maintained electronically by the Servicer in accordance with customary policies and procedures. With respect to any Receivables that are tangible chattel paper, the complete Receivable File for each Receivable currently is in the possession of the Custodian.