Evaluation (Formal) Clause Samples

Evaluation (Formal). Teacher Evaluations for all teachers shall utilize the evaluation tool mutually agreed upon by the Union and the Board. The evaluation committee shall meet as necessary, but not less than once per year. Representatives of the Union shall be involved in the development of the District evaluation plan. Changes to the evaluation tool and associated procedures shall be mutually agreed upon by both parties. Further, the parties agree that should the law regarding teacher evaluation change, the parties will meet to make the necessary modifications to comply with any changes to the law. Process: Within ten (10) calendar days from the beginning of the school year, the building principal will meet with all certified staff members who are scheduled to be evaluated for the current school year. At this meeting, all appendices associated with this document pertaining to the evaluation process will be shared and discussed. Formal teacher observation shall be preceded by a conference between the evaluator and the teacher to review the pertinent factors anticipated to be involved in the evaluation process. If the teacher feels that his/her performance is atypical during a formal observation, the teacher may request a second formal observation. Such written request, which shall include a description of the atypical factors, may be granted at the Administrator’s discretion. Within ten (10) teacher employment days following the formal observation(s), the evaluator shall meet with the teacher to review the conclusions of the evaluator. The responsibility of the evaluator is to offer multiple options for meeting times to conduct the post-observation conference within the ten (10) day timeframe. The responsibility of the teacher is to schedule the meeting with the evaluator within the time frame allotted. At least twenty-four (24) hours prior to the post-conference, the evaluator shall present his/her observation feedback in writing. A copy of the written evaluation shall be given to the teacher following the post- conference. Both the evaluator and the teacher shall date and sign all copies. The signature of the teacher shall not necessarily indicate agreement with the written observation but rather shall indicate that the conference and discussion have been held and that the teacher is in receipt of the copy of the observation. The parties acknowledge that an effective observation would include a listing of the teacher’s strengths and areas of concern, with supporting reasons...
View SourceView Similar (3)
Evaluation (Formal). 1. Prior to the completion of any formal evaluation, the teacher shall be apprised of the instrument which is to be utilized as part of such evaluation. The applicable instrument shall be placed in the teachers’ handbook. The teacher shall also be apprised of any criteria which is atypical with respect to the evaluation of teachers. Any evaluator undertaking an evaluation of a teacher must successfully complete a pre-qualification program provided or approved by the State Board of Education in accordance with Section 24A-3 of the School Code. 2. Each formal evaluation shall include a classroom observation of reasonable length. The evaluator shall notify the teacher at least twenty-four (24) hours before the formal evaluation and shall make his/her presence known upon entering the classroom or teaching area. In the absence of a twenty-four (24) hour notice, such formal evaluation shall automatically be considered atypical; and the teacher shall automatically be granted, upon written request, a second evaluation. If the teacher feels that his/her performance is atypical during the observation, the teacher may request a second observation. Such written request, which shall include a description of the atypical factors, shall be granted. Except with respect to making the evaluator's presence known upon entering the classroom or teaching area, this Subsection shall not be applicable to any observation which is part of a remedial plan adopted following the passage of a notice of remedial warning with respect to the teacher affected thereby. 3. Within fifteen (15) teacher employment days following the formal observation(s), the evaluator shall meet with the teacher to review the conclusions of the evaluator. At such time the evaluator shall present his/her evaluation in writing. A copy of such evaluation shall be given to the teacher. Both the evaluator and the teacher shall date and sign all copies of the written evaluation. The signature of the teacher shall not necessarily indicate agreement with the written evaluation but rather shall indicate that the conference and discussion have been held and that the teacher is in receipt of the copy of the written evaluation. The parties acknowledge that an effective written evaluation would include a listing of the teacher's strengths and areas of concern, with supporting reasons for the comments made, and that where feasible it would also include recommendations to seek to assist the teacher to overcome any deficienci...
View SourceView Similar (2)
Evaluation (Formal) evaluations of the trainee will occur at the conclusion of the rotation, and/or more frequently if requested by either the UNIVERSITY OF KENTUCKY or FACILITY program director. Evaluations will be completed on forms provided by the FACILITY program director or his/her designee.
View Source

Related to Evaluation (Formal)

  • Evaluation Cycle Goal Setting and Development of the Educator Plan A) Every Educator has an Educator Plan that includes, but is not limited to, one goal related to the improvement of practice; one goal for the improvement of student learning. The Plan also outlines actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress. Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the similar roles and/or responsibilities. See Sections 15-19 for more on Educator Plans. B) To determine the goals to be included in the Educator Plan, the Evaluator reviews the goals the Educator has proposed in the Self-Assessment, using evidence of Educator performance and impact on student learning, growth and achievement based on the Educator’s self-assessment and other sources that Evaluator shares with the Educator. The process for determining the Educator’s impact on student learning, growth and achievement will be determined after ESE issues guidance on this matter. See #22, below. C) Educator Plan Development Meetings shall be conducted as follows: i) Educators in the same school may meet with the Evaluator in teams and/or individually at the end of the previous evaluation cycle or by October 15th of the next academic year to develop their Educator Plan. Educators shall not be expected to meet during the summer hiatus. ii) For those Educators new to the school, the meeting with the Evaluator to establish the Educator Plan must occur by October 15th or within six weeks of the start of their assignment in that school iii) The Evaluator shall meet individually with Educators with PTS and ratings of needs improvement or unsatisfactory to develop professional practice goal(s) that must address specific standards and indicators identified for improvement. In addition, the goals may address shared grade level or subject matter goals. D) The Evaluator completes the Educator Plan by November 1st. The Educator shall sign the Educator Plan within 5 school days of its receipt and may include a written response. The Educator’s signature indicates that the Educator received the plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents. The Evaluator retains final authority over the content of the Educator’s Plan.

  • Evaluation Committee A. The Association and the Board agree to establish a standing joint Evaluation Committee comprised of members of the District Leadership Council for the purpose of evaluating the policy, procedure and process for the evaluation of certified teachers in the District.

  • Evaluation Criteria 5.2.1. The responses will be evaluated based on the following: (edit evaluation criteria below as appropriate for your project)

  • Evaluation Procedure 6.1.1 The established evaluation form is to be prepared by the immediate supervisor under whom the bargaining unit member has served for sixty (60) working days or more. (See evaluation form attached as Appendix B.) The immediate supervisor is to present a draft of an evaluation report to the bargaining unit member in private and discuss the report with the bargaining unit member being evaluated. The evaluation shall be based upon direct observation by the immediate supervisor or verified facts. Evaluation reports reflecting “Needs Improvement” or “Does not meet standards” ratings shall include statements of deficiencies and recommendations for improvements, in writing, by the evaluator. The signature by the bargaining unit member does not indicate the employee’s agreement with the ratings; it indicates that the employee has received a copy. 6.1.1.1 Permanent employees shall be evaluated annually. 6.1.1.2 Probationary employees shall be evaluated at least once during the probationary period, prior to the end of the fourth month. 6.1.2 Evaluation reports reflecting “Needs Improvement” or “Does Not Meet Standards” ratings shall be placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member has been given an opportunity to prepare a written response to such evaluation. Prior to evaluation reports reflecting any “Needs Improvement” or “Does Not Meet Standards” ratings the evaluator is encouraged to implement a Performance Improvement Plan. (See Performance Improvement Plan form attached as Appendix C.) 6.1.3 A bargaining unit member has the right to attach a response to the employee’s evaluation provided that such written response is submitted to the employee's supervisor within fifteen (15) days of the employee's receipt of the evaluation. Any timely received response shall be attached to, and become a permanent part of, the employee's evaluation. 6.1.4 Evaluatees may, within ten (10) working days, present the employee’s objections to the evaluation decision to the Director Personnel Services. Grounds for the objections shall be based on one or more of the following: (1) the evaluation was not based on fact; (2) the evaluation was based on discriminatory standards; (3) the evaluation was not conducted in conformance with this Article. Within ten (10) working days of receipt of such objection the Director Personnel Services shall hear the objections and render a decision whether to uphold the evaluation or rescind the evaluation. 6.1.5 The bargaining unit member's supervisor may, at any time, prepare a notice of commendation. The completed form is to be signed by the bargaining unit member to indicate receipt and the bargaining unit member shall be given a signed copy. The original notice is to be forwarded to the Personnel Services Office for filing. 6.1.6 Contents of evaluations are not subject to the grievance procedure of this Agreement, Article VII, but procedural violations are subject to the grievance procedure. 6.1.7 The probation period shall be defined as the initial six (6) month employment period. 6.1.8 In the event a permanent bargaining unit member is hired for a new position, and is subsequently released from probation under section 6.1.7, the employee will be returned to the employee’s previous classification. 6.1.9 The District, CSEA and the bargaining unit member may mutually agree to extend the probationary period of a bargaining unit member on an individual basis provided the extension is no longer than four (4) months.

  • Evaluation Period Customer’s right to use the Services on a Trial Basis are time-limited and will terminate immediately upon the earlier of (i) the trial end date as specified in an Order Form or other document executed by the parties regarding such trial, or (ii) the start date of when Customer purchases a right to use such Services on a non-Trial Basis, or (iii) the date when QuoVadis terminates Customer’s right to use the Services on a Trial Basis (which QuoVadis may do at any time in its sole discretion). Customer must cease using the Services on a Trial Basis upon any such termination.