Evaluation Outcomes Clause Samples

Evaluation Outcomes. 15.3.1 With an overall effectiveness rating of Developing, Proficient, and/or Expert level, probationary teachers will remain on an annual evaluation cycle, permanent teachers will follow a biennial evaluation cycle, or move to a 5-year evaluation cycle if criteria is met. 15.3.2 With an overall effectiveness rating of Novice level, probationary teachers shall be evaluated again the following school year. The District may provide support including an Assistance Plan, and/or formal or informal mentoring. 15.3.3 With an overall effectiveness rating of Novice level, permanent teachers shall be evaluated again the following school year. The District shall provide support including an Assistance Plan, and formal or informal mentoring. Participation in the Support and Guidance Program may be requested by the teacher. 15.3.4 With an overall effectiveness rating of Novice level for two consecutive years, teachers shall be referred to the Support and Guidance Program (see Article 16).
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Evaluation Outcomes a. Satisfactory in all criteria categories: The evaluation is deemed complete.
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Evaluation Outcomes. Temporary Faculty for their First Evaluation The outcomes are: i) Satisfactory Evaluation. ii) Needs Improvement and the Committee feels that the evaluatee has the potential to successfully improve his/her effectiveness A plan for improvement shall be developed jointly by the Committee and the evaluatee. In the event that future employment is available, a complete evaluation shall be given in the next semester of re-employment (regardless of the length of the assignment) during which the results of implementing the plan shall be assessed. iii) Unsatisfactory Evaluation.
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Evaluation Outcomes. For Faculty Seeking FSA Placement or Retention in an FSA Outside ofan Initial FSA The Evaluation Committee shall make one of the following recommendations to the Superintendent/President:
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Evaluation Outcomes. Faculty evaluations at MPC shall have the following outcomes: ➢ Satisfactory ➢ Needs Improvement ➢ Unsatisfactory 14.5.1 In the event of a needs improvement finding, the evaluation committee must include the Improvement Plan Template in Appendix in the completed evaluation packet provided to the evaluatee. A needs improvement outcome will result in an additional evaluation conducted during the next semester (Fall/Spring) in which a faculty member is scheduled. This evaluation will be conducted as an addition to the regularly scheduled observation/ evaluation cycle and will not require future observations/ evaluations to be rescheduled. 14.5.2 In the event of an unsatisfactory outcome, the evaluation committee shall refer the matter to the appropriate ▇▇▇▇ for follow-up or disciplinary action.
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Related to Evaluation Outcomes

  • Outcomes Secondary: Career pathway students will: have career goals designated on SEOP, earn concurrent college credit while in high school, achieve a state competency certificate and while completing high school graduation requirements.

  • Evaluation 1. The purposes of evaluation provisions include providing employees with feedback, and employers and employees with the opportunity and responsibility to address concerns. Where a grievance proceeds to arbitration, the arbitrator must consider these purposes, and may relieve on just and reasonable terms against breaches of time limits or other procedural requirements.

  • Evaluations A. District management shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.