Evaluation Forms and Procedures Sample Clauses

The 'Evaluation Forms and Procedures' clause establishes the methods and documentation required for assessing performance, compliance, or other relevant criteria under an agreement. Typically, it outlines the specific forms to be used, the frequency and process of evaluations, and the responsibilities of each party in completing and reviewing these forms. By standardizing how evaluations are conducted and recorded, this clause ensures consistency, transparency, and accountability in monitoring obligations or deliverables.
Evaluation Forms and Procedures. The District evaluation form for classified bargaining unit members shall be a fillable form. A copy shall be maintained in the official personnel file of the bargaining unit member in the District office. To start the evaluation, the administrator will ask the following questions: 1. What has been your most significant contribution to OPUSD/your site? 2. What, if anything, are you struggling with at work? 3. What do you need to help your performance? a. All probationary bargaining unit members (either new hire or promotional) shall be evaluated not later than the last week of their third month of probationary service and again not later than the last week of the fifth month of probation. Probationary bargaining unit members may be separated (or demoted, if permanent in a lesser class) at any time such action is deemed necessary by the principal or department head. b. All permanent bargaining unit members shall be evaluated annually for step increases until the maximum step has been achieved. Step increases are not automatic and may be withheld for not satisfactory work performance. Performance evaluations shall be submitted annually after the maximum step has been achieved. Performance evaluations shall occur within 30 days of a bargaining unit member’s anniversary date. c. When a permanent unit member has been employed for ten (10) consecutive years in the District, and has received three (3) satisfactory Summary Evaluations in the immediate preceding three (3) year period, the unit member may be eligible to be evaluated once every five (5) years with the agreement of the evaluator. The bargaining unit member or the evaluator may withdraw consent at any time and reinstate the annual cycle for evaluation. Unscheduled performance reports may be filed at any time for either permanent or probationary bargaining unit members. d. All performance evaluation reports, including evaluations, in a bargaining unit member’s personal department file are subject to review by principals or department heads whenever the bargaining unit member is considered for transfer or promotion.
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Evaluation Forms and Procedures a. All unit members are entitled to a clear, fair, and equitable evaluation procedure. b. Unit members will be evaluated using the forms, procedures, and criteria as reflected in this Article 7. c. Child Development Program instructors, coaches, Community Education instructors, counselors, ESL faculty, the health center nurse, librarians, mental health counselors, nursing faculty, instructors with only Reading and Writing Lab assignments, and other unit members employed in primarily non-classroom environments will be evaluated using the forms and procedures specific to those positions as described herein.
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Evaluation Forms and Procedures. The District evaluation form for classified employees shall be completed in triplicate. One copy of each report shall be given to the employee; one copy to the supervisor and one copy shall be maintained in the official personnel file of the employee in the District office. a. All probationary employees (either new hire or promotional) shall be evaluated not later than the last week of their third month of probationary service and again not later than the last week of the fifth month of probation. Probationary employees may be separated (or demoted, if permanent in a lesser class) at any time such action is deemed necessary by the principal or department head. b. All permanent employees shall be evaluated annually for step increases until the maximum step has been achieved. Step increases are not automatic and may be withheld for not satisfactory work performance. Performance evaluations shall be submitted annually after the maximum step has been achieved. Performance evaluations shall occur within 30 days of an employee’s anniversary date. c. When a permanent unit member has been employed for ten (10) consecutive years in the District, and has received three (3) satisfactory Summary Evaluations in the immediate preceding three (3) year period, he/she may be eligible to be evaluated every other year with the agreement of the evaluator. The employee or the evaluator may withdraw consent at any time and reinstate the annual cycle for evaluation. Unscheduled performance reports may be filed at any time for either permanent or probationary employees. d. All performance evaluation reports, including evaluations, in an employee’s personal department file are subject to review by principals or department heads whenever the employee is considered for transfer or promotion.
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Related to Evaluation Forms 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

  • Rules and Procedures The Benefit Society By-Laws will be amended to provide for a 6th Director with three Directors appointed by the Unions and three Directors appointed by the Corporation.

  • 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.

  • Policies and Procedures i) The policies and procedures of the designated employer apply to the employee while working at both sites. ii) Only the designated employer shall have exclusive authority over the employee in regard to discipline, reporting to the College of Nurses of Ontario and/or investigations of family/resident complaints. iii) The designated employer will ensure that the employee is covered by WSIB at all times, regardless of worksite, while in the employ of either home. iv) The designated employer will ensure that the employee is covered by liability insurance at all times, regardless of worksite, while in the employ of either home. v) The designated employer shall have exclusive authority over the employee’s personnel files and health records. These files will be maintained on the site of the designated employer.