Common use of Evaluation Procedure Clause in Contracts

Evaluation Procedure. 9.1.1 The District retains the responsibility for evaluation and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every two (2) school years. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.

Evaluation Procedure. 9.1.1 6.1.1 The District retains established evaluation form is to be prepared by the responsibility immediate supervisor under whom the bargaining unit member has served for sixty (60) working days or more. (See evaluation and assessment form attached as Appendix B.) The immediate supervisor is to present a draft of performance of unit members subject only an evaluation report to the following procedural requirementsbargaining unit member in private and discuss the report with the bargaining unit member being evaluated. No grievance arising under this Article shall challenge the content of the evaluation; any grievances The evaluation shall be limited to a claim 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 following procedures have been violatedemployee has received a copy. 9.1.2 6.1.1.1 Permanent employees shall be evaluated annually. 6.1.1.2 Probationary status unit members employees shall be evaluated at least once each school year. Permanent status unit members 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 evaluated at least once every two (2) school years. If a placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member is scheduled to be evaluated, but has been granted given an opportunity to prepare a leave of absence of one (1) semester or longer, written response to such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to evaluation reports reflecting any negative ratings/evaluations “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 status unit member’s annual evaluationpart of, the immediate supervisor 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 discuss 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 the employee within this Article. Within ten (10) working days of learning receipt of any matter which may warrant placement of an entry into such objection the employee’s Director Personnel Services shall hear the objections and render a decision whether to uphold the evaluation or rescind the evaluation. 9.1.5 6.1.5 The final written evaluation 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 completed on or before thirty (30) days prior given a signed copy. The original notice is to be forwarded to the last pupil attendance day. No such evaluation 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 based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within defined as the same time linesinitial six (6) month employment period. 9.1.6 Unit members have 6.1.8 In the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the event a permanent bargaining unit member is respondinghired 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. 9.1.7 Within ten (10) calendar days after receipt of 6.1.9 The District, CSEA and the evaluation the bargaining unit member may prepare mutually agree to extend the probationary period of a written response to bargaining unit member on an individual basis provided the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten extension is no longer than four (104) daysmonths.

Evaluation Procedure. 9.1.1 The During the evaluation period, each unit member shall annually receive at least one (1) observation and/or observation of employee work product by the unit member’s immediate supervisor for which the unit member receives written feedback. Evaluations shall be completed on an appropriate evaluation form agreed to by the District retains and the responsibility for evaluation Association and assessment of performance of signed by both the unit members subject only to member and the following procedural requirementsunit member’s immediate supervisor. No grievance arising under this Article Signature by the unit member shall challenge indicate receipt only, and not agreement with the content of the evaluation; . The evaluation shall consider the unit member’s performance over the entire evaluation period and shall not contain any grievances material that the unit member has not been made aware of by prior notification and/or through discussion with immediate supervisor. The unit member’s immediate supervisor shall schedule a conference with the unit member to discuss and review the evaluation. This conference shall take place in a private setting and be kept confidential. All evaluation conferences shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once completed by February 28 of each school year. Permanent status unit members shall be evaluated at least once every two (2) school years. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent Upon completion of the Superintendentevaluation conference, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days receive a copy of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be delivered to the Human Resources Department for placement in the unit member’s personnel file. Unit members shall have the right to attach a written response to the evaluation, and the written response shall be placed in the unit member's ’s personnel file if received files with the evaluation. Unit members may seek a written appeal of one or more content areas of the unit member’s evaluation with the Human Resources Department. The Human Resources Department, upon receipt of the written request for appeal, shall schedule a meeting, within said ten (10) working days, between the unit member and the unit member’s immediate supervisor. During this meeting, the Human Resources Department shall listen to both parties and determine if there is reasonable justification to warrant the disputed content areas within the evaluation. Unit members that receive an unsatisfactory rating in one or more categories on an approved evaluation form, shall be given a written improvement plan that states, at a minimum, the area(s) where specific improvements are needed, suggestions for improvement, resources to be utilized to assist the unit member’s improvement and the means by which the improvement will be measured. The immediate supervisor of a unit member is the Management Supervisor that has had the unit member under their supervision for a least sixty (60) days.

Evaluation Procedure. 9.1.1 The District retains 7.1.6.1 At the responsibility for evaluation and assessment beginning of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every two (2) school years. If , or when a unit member is scheduled newly assigned to a site, the unit member shall be furnished a copy of the evaluation procedures, including referral to this evaluation article, and shall be advised of the criteria upon which the evaluation is to be evaluatedbased. All unit job descriptions shall be available for unit member review on the SFUSD Human Resources web page. 7.1.6.2 The on-site administrator shall observe the unit member in the discharge of his/her daily responsibilities for performance factors, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during as listed on the Evaluation Form. When the on-site administrator observes performance that school yearis less than the required expectations, or upon determination is informed of such observed performance by the Superintendent may take place during certificated person who serves as the next school yearimmediate supervisor, the shortfall should be called to the attention of the unit member. The prior sentence does not preclude observations at contents of any timewritten documentation shall be communicated to the unit member. 7.1.6.3 When it appears to the on-site administrator that a rating of “needs improvement” or “unsatisfactory” is likely in two or more of the performance factors, a conference shall be held by the on-site administrator with the unit member. The unit member to be evaluated and on-site administrator may require the supervisor, with the written consent participation of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached certificated person who serves as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor in the conference. The areas where expectations are not being met shall discuss be reviewed with the employee unit member and suggestions given for improvement. A record of such conference shall be prepared by the evaluator for the personnel file of the unit member and a copy submitted to him/her. 7.1.6.4 In conducting a formal evaluation the evaluator shall arrange a conference with the unit member no later than the specified evaluation deadline to discuss the evaluation. At the time of this formal conference, the unit member shall receive a copy of said evaluation and shall have the right to submit a written response to his/her evaluation within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s receiving said evaluation. 9.1.5 7.1.6.5 The final signature of a unit member on the evaluation reflects only that he/she has received the evaluation. 7.1.6.6 Each unit member being evaluated shall receive a formal evaluation reflecting the observation(s) he/she has received during the year. While the primary basis for this rating shall be the written evaluation assessments of the unit member’s performance as demonstrated during assessment sequences, other written feedback previously given to the unit member and related to job performance can be used to determine the formal evaluation. Copies of all written backup materials shall be completed on or before thirty (30) days attached to the form that is given to the unit member and sent to the Human Resources Department. 7.1.6.7 The unit member may be accompanied by a representative of his/her choice at any conference. The evaluator shall be notified prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which if the unit member is respondingchooses to bring a representative. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.

Evaluation Procedure. 9.1.1 6.1.1 The District retains established evaluation form is to be prepared by the responsibility immediate supervisor under whom the bargaining unit member has served for sixty (60) working days or more. (See evaluation and assessment form attached as Appendix B.) The immediate supervisor is to present a draft of performance of unit members subject only an evaluation report to the following procedural requirementsbargaining unit member in private and discuss the report with the bargaining unit member being evaluated. No grievance arising under this Article shall challenge the content of the evaluation; any grievances The evaluation shall be limited to a claim that based upon direct observation by the following procedures have been violatedimmediate supervisor or verified facts. Evaluation reports 6.1.1.1 Permanent employees shall be evaluated annually. 9.1.2 6.1.1.2 Probationary status unit members employees shall be evaluated at least once each school year. Permanent status unit members 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 evaluated at least once every two (2) school years. If a placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member is scheduled to be evaluated, but has been granted given an opportunity to prepare a leave of absence of one (1) semester or longer, written response to such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to evaluation reports reflecting any negative ratings“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 his/evaluations her 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 status unit member’s annual evaluationpart of, the immediate supervisor shall discuss with the employee employee's evaluation. 6.1.4 Evaluatees may, within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on days, present his or before thirty (30) days prior her objections to the last pupil attendance dayevaluation decision to the Assistant Superintendent for Human Resources. No such evaluation Grounds for the objections shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within one or more of the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during following: (1) the evaluation process. Provided such written response is received by the District within five was not based on fact; (52) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to was based on discriminatory standards; (3) the evaluation and the evaluation shall be placed was not conducted in the unit member's personnel file if received within said ten (10) days.conformance with this Article. Within ten

Evaluation Procedure. 9.1.1 5.1 The District retains purpose of evaluation is to provide information to the responsibility for evaluation member that will enable him to maintain or improve the standard of his performance. 5.2 The appropriate Faculty Evaluation Committee shall review and assessment of evaluate the performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated.faculty members: 9.1.2 Probationary status unit members a) Those on probationary and sessional appointments shall be evaluated at least once each school yearsemester after beginning instructional duties. Permanent status unit members The Academic Vice-President has responsibility for initiating and following through on these evaluations. b) Those on continuing and previously evaluated sessional appointments greater than four months shall normally be evaluated at least once every five years or sooner if scheduled by the Academic Vice- President or his designate, or requested by the instructor. c) Part-time employees teaching two (2) school yearsor more courses of instruction and working in excess of 80 contact hours per academic year will be evaluated annually by a designee(s) of the Faculty Evaluation Committee 5.3 Major emphasis of the peer evaluation will be on the following items listed in order of priority with the first listed being the major consideration: the instructor’s a) knowledge of and ability to prepare, deliver, and evaluate his instructional material to the students in an effective manner. b) ability to communicate effectively with students. c) ability to work as a team member with the rest of the staff. d) ability to perform divisional and college duties within the scope of the contract or as mutually agreed upon by the instructor and Department Chair. e) ability to act in a professional manner as defined in the Code of Conduct and Ethics (Appendix 6) of the Lakeland College Faculty Association Constitution. 5.4 The peer instructors (two faculty members) shall be responsible for the completion of the peer evaluation form. The peer instructors selected to evaluate a particular instructor shall each complete the peer evaluation form at least one week prior to the meeting of the Faculty Evaluation Committee. The instructor may see the contents of the peer evaluation form. 5.5 All classroom visitations should be pre-arranged. In the pre-arranged classroom visitations, the peer evaluator will meet with the instructor, receive a copy of the course outline, as well as a lesson plan and the learning objectives for the lesson that will be delivered on the day the visitation is to be conducted. In addition, she should review the exams and mark schemes set for the course (if appropriate) and review the instructor’s course notes, lab guides, and student grade recording systems. There may be a post-visitation conference between the instructor and the peer evaluator to discuss the achievement of the pre-stated objectives of the pre-arranged visitation(s). 5.6 All peer evaluators are encouraged to attend an in-house evaluation orientation and training session. 5.7 The peer evaluators shall normally be in the same academic area as the instructor to be evaluated. 5.8 The committee shall interview the instructor (if he wishes to appear) before deciding its final recommendations. 5.9 Any discussion within and/or forms completed by the Faculty Evaluation Committee (FEC) shall be confidential. 5.10 Instructors are to perform a self-evaluation. This will be submitted to the Faculty Evaluation Committee. a) Specifically, these self-evaluations should address at least the following. • A written statement of personal education principles • A summary of personal and professional development • An interpretation of student feedback results • A list of goals to achieve in the next review period. b) Self-evaluations may additionally include such activities as the instructor may choose. 5.11 The instructor being evaluated shall have one opportunity to contest the recommendations by requesting a second peer evaluation by different peer instructors. 5.12 The Faculty Evaluation Committee may decide, by a majority vote, to request a second peer evaluation by two different peer instructors. 5.13 If the Faculty Evaluation Committee or the instructor requests a unit second peer evaluation, the Academic Vice-President will inform the committee members and the instructor being evaluated: a) that a second peer evaluation has been requested and is being acted upon. b) that there will be no final recommendations until the results of the second peer evaluation have been heard by the Faculty Evaluation Committee. 5.14 The second peer evaluation is to be completed within three weeks after the request is made by the Faculty Evaluation Committee. 5.15 The second pair of peers will present their evaluation to the Faculty Evaluation Committee. The first pair of peers are not present while this presentation is being made. 5.16 The final decision of the Faculty Evaluation Committee will be voted on by all members involved in the evaluation. (▇▇▇▇, Chair and both pairs of peer instructors). 5.17 The Faculty Evaluation Committee will not be able to request a third peer evaluation. 5.18 In the event the Faculty Evaluation Committee does not meet with the member is scheduled to be evaluated, but has been granted a leave of absence of one then the Academic Vice-President shall conduct the evaluation (1with the member) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such peer evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time linesincluded as an integral part of such evaluation. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.

Evaluation Procedure. 9.1.1 The District retains (i) At the responsibility for evaluation and beginning of the faculty member’s assessment of performance of unit members subject only year, s/he shall submit to the following procedural requirements. No grievance arising under this Article shall challenge Evaluation Committee a self-assessment in which the content faculty member summarizes his or her teaching over the past seven (7) years, including a description of teaching philosophy, as well as a self-assessment that may take into consideration pedagogical growth over the previous five years, modifications to courses taught, academic advisement, supervision of independent study, graduate mentoring, contributions to instructional needs of the evaluation; any grievances shall be limited department, and other related activities directly pertaining to a claim that the following procedures have been violatedteaching. 9.1.2 Probationary status unit (ii) Two faculty members shall will observe the faculty member teach in the Fall semester. One observer will be evaluated at least once each school yeara member of the Department Personnel and Budget Committee selected by the Department Chair. Permanent status unit The second observer will be selected as follows: (1) the faculty member will nominate three tenured faculty members shall be evaluated at least once every two from his or her college and submit their names to the Chair; and (2) school yearsthe Chair will select one faculty member from the list of three nominees. If a unit member The observing faculty members will each write an observation and present it to the Evaluation Committee. When the Chair is scheduled to be being evaluated, but has been granted a leave the senior member of absence of the Personnel and Budget Committee will be selected as one observer. (iii) The evaluation dossiers will contain: (1) semester or longerpeer observation reports; (2) student evaluations (evaluations selected by the faculty member covering at least four of the seven years); and (3) the faculty member’s self-assessment. (iv) The Evaluation Committee will review the faculty member’s teaching and submit an assessment to the Chair, such evaluation ▇▇▇▇, and the faculty member reviewed by February 15th. The faculty member and ▇▇▇▇ will be given an opportunity to provide assessment feedback to be included in the assessment report. (v) The Evaluation Committee will conduct its review by April 20th. Any votes taken shall be by secret ballot. Faculty members will receive in writing a copy of the Committee’s assessment and, at the reviewed faculty member’s request, the faculty member will have an opportunity to address the Committee. After the meeting, if the Committee so wishes, it may reconsider the initial vote. Within 30 days after having met with the faculty member (if so requested), the Committee shall submit its report to the ▇▇▇▇. (vi) The Evaluation Committee may take place during that school year, or upon determination by one of the Superintendent may take place during following options: 1. If the next school yearCommittee finds the faculty member’s teaching outstanding the faculty member will receive a PTR Outstanding Achievement Award. The prior sentence does not preclude observations at any timeUniversity will set aside $40,000 per year to recognize those faculty receiving PTR Outstanding Achievement Awards. The unit member $40,000 will be divided equally among the total number of faculty rated Outstanding each year and added to be evaluated the base salary up to a maximum award of $2,000 per recipient. 2. If the Committee finds the faculty member’s teaching is rated as excellent, very good or satisfactory, the evaluation is ended and the supervisorseven-year assessment cycle begins again. 3. If the Committee finds the faculty member’s teaching unsatisfactory, the Committee will devise a development plan tailored to the specific development needs of the faculty member. The Committee will consult with the written consent ▇▇▇▇ if resources are necessary to support the development plan. At the end of the Superintendentdevelopment plan (typically one to two years after the initial review), the faculty member will be assessed again according to the procedures set forth in Section 12.03(d). If the faculty member’s teaching is satisfactory or better, the evaluation is ended and the seven-year assessment cycle begins again. If the faculty member’s teaching remains unsatisfactory, the Committee will send its evaluation report to the Personnel and Budget Committee. The Personnel and Budget Committee will asses the development needs of the faculty and take appropriate action. (vii) Within five (5) days of receiving the decision of the Evaluation Committee, the faculty member may appeal such decision to the College Personnel Committee. The appeal shall be in writing waive any and state the specific grounds on which the appeal is based and the reason(s) the decision of the Evaluation Committee is unsatisfactory. The College Personnel Committee will review all available information including the evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member dossier and written assessment of the Evaluattion Committee, and communicate a written decision to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit faculty member’s annual evaluation, the immediate supervisor shall discuss with Evaluation Committee, and the employee ▇▇▇▇ within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) daysappeal.

Evaluation Procedure. 9.1.1 1. The District retains the responsibility for evaluation and assessment of work performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members an employee shall be evaluated at least once each school yearannually. Permanent status unit members It is mutually agreed and understood that evaluations may occur as frequently as needed in the judgment of the evaluator. 2. Before an employee is rated as unsatisfactory in his/her job performance, the evaluator shall be evaluated at least once every two (2) school yearsmeet with the individual prior to such a rating being submitted in order to put the employee on notice that his/her job performance is not satisfactory and to discuss means of improvement. 3. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationan employee will receive an unsatisfactory overall performance summary, the immediate supervisor shall discuss with the employee within ten (10) working days will be notified of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days such rating prior to the last pupil attendance dayevaluation review meeting so that he/she may arrange for Union representation if so desired. No such If the employee is rated unsatisfactory in his/her job performance at the evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies review, the evaluator will counsel the employee as to how to improve and recommendations for improvement. A final evaluation conference shall be scheduled within how to proceed in order to strengthen the same time linesweakness(es). 9.1.6 Unit members have the right 4. The employee may attach a rebuttal to respond any “Performance Rating Report” he or she is in writing at any time on any evaluation topic during the evaluation processdisagreement with. Provided such written response is received by the District within five LAPEER COMMUNITY SCHOOLS CUSTODIAL/MAINTENANCE/GROUNDS EMPLOYEE PERFORMANCE RATING REPORT EMPLOYEE NAME (PRINT) DATE OF REPORT POSITION OR TITLE DATE OF LAST REPORT REASON FOR RATING HOW LONG HAS EMPLOYEE WORKED IN THIS UNIT? HOW LONG HAS EMPLOYEE WORKED IN THIS POSITION? PERIODIC REVIEW ASSIGNMENT CHANGE 1. WHAT SPECIFIC ACCOMPLISHMENTS/ACHIEVEMENTS HAS THE EMPLOYEE CONTRIBUTED TO DURING THIS REPORTING PERIOD? 2. WHAT ARE THE EMPLOYEE’S STRENGTHS AND/OR SPECIAL QUALIFICATIONS? PERFORMANCE RATING FACTORS (X) RATING: UNSATISFACTORY AVERAGE OUTSTANDING A. Work Quality A A A B. Work Quantity B B B C. Safety Consciousness C C C D. Appropriate Apparel D D D E. Attendance E E E F. Punctuality F F F G. Dependability G G G H. Communication Skills H H H I. Use of good judgment I I I J. Job commitment J J J K. Initiative K K K L. Employee Relations L L L M. Technical/Mechanical Skill M M M N/A USING SECTION 3 BELOW, PROVIDE COMMENTS FOR ALL RATINGS OF LESS THAN AVERAGE. 3. IN WHAT AREA (S) AND/OR WAY (S) DOES THE EMPLOYEE NEED TO IMPROVE TO ENHANCE PERFORMANCE? 4. HAS IMPROVEMENT TAKEN PLACE IN AREAS DETERMINED TO BE DEFICIENT, IF ANY, IN PREVIOUS PERFORMANCE EVALUATIONS? 5. STATE ANY OTHER FACTORS, CIRCUMSTANCES, OR CONDITIONS NOT INDICATED ABOVE WHICH HAS AN INFLUENCE ON THE EMPLOYEE’S PERFORMANCE RATING FOR THIS REPORTING PERIOD. 6. EMPLOYEE GOAL (S) working days of date of the document to which the unit member is responding– CONSISTENT WITH THE DISTRICT’S BELIEF IN CONTINUOUS IMPROVEMENT, EACH EMPLOYEE ESTABLISHES ANNUAL GOALS THAT ARE INTENDED TO IMPROVE EMPLOYEE PERFORMANCE OR OTHERWISE SUPPORT BUILDING/DEPARTMENT INITIATIVES. SUCH GOALS ARE DEVELOPED BY THE EMPLOYEE IN CONSULTATION WITH THE SUPERVISOR AND MAY BE MORE OR LESS THAN ONE YEAR IN DURATION. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.

Evaluation Procedure. 9.1.1 A. The District retains the responsibility for evaluation and assessment of performance of bargaining unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to member who is on a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall continuing contract must be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every based on two (2) school years. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by formal observations in the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member first observation shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within end of the first semester, with a written report to and post-observation conference with the bargaining unit member due no later than five (5) working days after the observation. The second observation shall be completed with a written report to and post-observation conference with the bargaining unit member due no later than five (5) working days after observation. There will be at least four (4) calendar weeks between the first and second observation, unless mutually agreed upon by the teacher and evaluator. If after the second formal observation, a teacher’s performance is found deficient to the extent that adverse personnel action may result, a minimum of date one (1) additional observation shall be conducted. The third observation can occur at any point after the second observation. All observations must be conducted by May 1st. The post-conference form is found in OTES Handbook. B. The bargaining unit member who is on a limited contract must be evaluated based on three (3) formal observations in the school year. The first observation shall be completed by the end of the document first semester, with a written report to which and post-observation conference with the bargaining unit member due no later than five (5) working days after the observation. The second and third observations shall be completed with a written report to and post-observation conference with the bargaining unit member due no later than five (5) working days after observation. There will be at least four (4) calendar weeks between the observations, unless mutually agreed upon by the teacher and evaluator. All observations must be conducted by May 1st. The post- conference form is respondingfound in OTES Handbook. 9.1.7 Within ten (10) calendar days after receipt C. The pre-conference between the evaluator and teacher will consist of the submission of the pre-conference form (OTES Handbook) to the evaluator at least three (3) working days before the formal observation. No pre- conference meeting prior to the formal observation is required unless requested by either the teacher or the evaluator. All formal observations shall be scheduled five (5) working days in advance. If an extenuating circumstance should arise, the observation shall be rescheduled at the earliest convenient time. D. All classroom observations will be at least thirty (30) consecutive minutes in duration. Formal observations shall not disrupt and/or interrupt the classroom learning environment. E. The evaluation the unit member may prepare of an individual's performance shall include, but not be limited to, a written response to the evaluation and the narrative. The evaluation shall acknowledge the strengths, if any, as well as the deficiencies, if any, and shall reflect data used to support the conclusion made by the evaluator. The evaluation shall be signed by the evaluator. The evaluation shall then be signed by the individual to signify his/her notification that the item will be placed in the unit member's personnel file if received within said ten (10) daysfile, but not that the individual necessarily agrees with the evaluation. F. Any complaint that results in an investigation shall promptly be called to the attention of the individual. If the complaint is used in employment decisions, the complainant shall be identified and the individual shall be afforded the opportunity to answer or rebut such complaint.

Evaluation Procedure. 9.1.1 5-1 Permanent employees shall be given performance evaluations at least each fiscal year. Evaluations will be conducted for the purpose of assessing employee performance and assisting employees in their job. The District retains evaluation may provide one of the responsibility bases for administrative decisions regarding employment, promotion, demotion, transfer, or termination. 5-2 No evaluation shall be based upon derogatory materials in the employee’s Supervisor’s Working File, unless the employee has previously been given five days’ prior notice, an opportunity to review and assessment of performance of unit members subject only comment upon them, and had such comments attached to the following procedural requirementsmaterials. 5-3 The evaluator (immediate supervisor/designee) shall discuss the written performance evaluation with the employee. No grievance If a designee has been appointed prior to the evaluation, the immediate supervisor’s working file shall be made available to the designee for review and input in the evaluation procedure. Both the evaluator and the employee will sign the evaluation. The signature of the employee means only that the employee has received a copy of the evaluation. The employee may attach any written comments to the evaluation at the time of the conference or within ten (10) working days of the meeting. 5-4 Annual evaluations shall be given face to face between the employee and the immediate supervisor/designee, except in instances when the employee is absent: Annual evaluations shall be given during the contract year of the employee. If the evaluation meeting is delayed and the employee’s signature cannot be obtained because the employee is absent more than two scheduled evaluation meetings, the evaluation may be mailed by U.S. mail to the employee’s home address. A. If employee is brought in off contract or outside normal working hours for the evaluation, they shall be compensated at current rate of pay. 5-5 Any claim arising under this Article shall not challenge the content substantive objectives, standards, or criteria determined by the evaluator of the evaluation; any grievances District, nor shall it contest the judgment of the evaluator. Claims concerning evaluations filed under Article 6 (Grievance Procedure) shall be limited to a claim that the following procedures of this Article have not been violatedfollowed. 9.1.2 Probationary status unit members shall 5-6 Discussion between a Unit member and District supervisor concerning the employee’s unsatisfactory work performance or work-related problems shall, to the extent practicable, be evaluated at least once each school conducted privately. 5-7 An annual evaluation is based on overall performance throughout contract year, not based on a single day(s) performance. Permanent status unit members shall be evaluated at least once every two (2) school years. If a unit member is scheduled to be evaluated, but 5-8 Procedures A. When an employee has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during placed on notice that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does they have not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationmet performance expectations, the immediate supervisor shall discuss with inform the employee within ten (10) working they have 60 days from issuance of learning the rating to improve to an acceptable level. The District shall create an employee development plan of any matter improvement. The plan shall include: 1. Identification of job assignments and performance skills for which performance is unsatisfactory; 2. A description of what the employee must do to improve the unsatisfactory performance during the 60 day period and supports the District may warrant placement provide to assist the employee. 3. A statement as to how often the supervisor and the employee will meet periodically during the 60 day period to provide the employee with coaching and feedback; and 4. A statement indicating that failure to meet standards at the end of the 60 day period may result in termination B. An employee may not receive an entry into overall rating of less than competent on the employee’s evaluation. 9.1.5 The final written annual evaluation of unless the unit member shall be completed on or before thirty (30) employee has been advised in writing at least 60 days prior that they are not meeting performance standards provided such behavior was demonstrated as such prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) 60 days.

Evaluation Procedure. 9.1.1 6.1.1 The District retains established evaluation form is to be prepared by the responsibility immediate supervisor under whom the bargaining unit member has served for sixty (60) working days or more. (See evaluation and assessment form attached as Appendix B.) The immediate supervisor is to present a draft of performance of unit members subject only an evaluation report to the following procedural requirementsbargaining unit member in private and discuss the report with the bargaining unit member being evaluated. No grievance arising under this Article shall challenge the content of the evaluation; any grievances The evaluation shall be limited to a claim 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 following procedures have been violatedemployee has received a copy. 9.1.2 6.1.1.1 Permanent employees shall be evaluated annually. 6.1.1.2 Probationary status unit members employees shall be evaluated at least once each school year. Permanent status unit members 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 evaluated at least once every two (2) school years. If a placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member is scheduled to be evaluated, but has been granted given an opportunity to prepare a leave of absence of one (1) semester or longer, written response to such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to evaluation reports reflecting any negative ratings/evaluations “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 status unit member’s annual evaluationpart of, the immediate supervisor shall discuss with the employee employee's evaluation. 6.1.4 Evaluatees may, within ten (10) working days of learning of any matter which may warrant placement of an entry into days, present the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior objections to the last pupil attendance dayevaluation decision to the Director Personnel Services. No such evaluation Grounds for the objections shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within one or more of the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during following: (1) the evaluation process. Provided such written response is received by the District within five was not based on fact; (52) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.was based on discriminatory standards;

Evaluation Procedure. 9.1.1 The District retains following section outlines the responsibility evaluation procedure. The evaluation timelines are outlined in Appendix K. a. The first step in the evaluation process is self-evaluation. It begins with the faculty member examining their education objectives and instructional, counseling or library responsibilities of their program and then deciding where their professional approach needs improvement and/or refinement. (See Appendix K for Self-Evaluation Form) b. A pre-evaluation conference between the evaluation team and assessment the evaluatee will be held to discuss goals and objectives of performance the employee and the procedures for evaluation. The self-evaluation shall be presented at the pre-evaluation conference. c. A minimum of unit members subject only one observation shall be made and advance notification provided to the following procedural requirementsevaluatee. d. A student evaluation will be conducted. No grievance arising under this Article shall challenge Unless mutually agreed upon, student evaluations will be administered between the content eighth and twelfth weeks of the semester of the evaluation; any grievances . (See form in Appendix K) e. The evaluation team will meet prior to the post-conference to summarize the findings and complete the team evaluation. f. The summary evaluation document shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every two (2) school years. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination prepared by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor or designee and it shall discuss with be signed by all members of the employee evaluation team, and presented to the evaluatee no later than the last week of the semester. g. A post evaluation conference shall be held between the team and the evaluatee wherein the elements of the evaluation shall be discussed and an opportunity for response by the evaluatee shall be provided, including the opportunity to respond in writing within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final days. These written evaluation of the unit member shall comments will be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response attached to the evaluation and included in the personnel file. h. If an evaluation contains an overall unsatisfactory rating, then a second evaluation will be conducted according to the timeline in Appendix K. i. For contract (non-tenured, tenure track) faculty and temporary (long-term/one year) faculty the second team will consist of a faculty member selected by the evaluatee, an administrator, and a faculty member mutually acceptable to the evaluatee and the appropriate vice president. The second evaluation will take place in the spring semester, unless otherwise mutually agreed upon. The second evaluation shall be placed conducted in a timely manner in order for the unit member's personnel file if received within said ten Board of Trustees to take final action regarding continued employment on or before March 15th. Every effort will be made to conduct a second evaluation; however, the absence of a second evaluation will not preclude the District from making a decision regarding continued employment. ii. For regular (10tenured) daysfaculty the second team will consist of an administrator mutually agreed upon by the evaluatee and the appropriate vice president and one or two faculty members from an appropriate area of expertise chosen by the evaluatee. The administrator of the evaluatee will initiate and monitor the evaluation process for timeliness and compile the results of the evaluation.

Evaluation Procedure. 9.1.1 The District retains Employees will be evaluated by their building administrator or immediate supervisor on an annual or biennial basis. During the responsibility for evaluation and assessment first four years of performance employment, Employees will be evaluated on an annual basis. After the fourth full year of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members employment, employees shall be evaluated on a biennial basis, at least once each a minimum. Should there be concerns with the performance of any employee, the administration may initiate the evaluation process. A probationary employee who was employed on or before September 15 of the school year shall receive a mid-year review during the month of December or January of the probationary year. Permanent status unit Certified staff members who work directly with the employee shall provide feedback for the review; however, the building administrator(s) remains the primary evaluator. Information regarding the evaluation process, the evaluation tool that will be used, and who will be participating in the evaluation process shall be evaluated at least once every two (2shared with the employee no later than October 1st. Teachers partnering in the evaluation process shall work directly with the instructional assistant during the course of the year. For the evaluation of instructional assistants, certified staff will provide input during the evaluation process, partnering with the administrator to provide meaningful feedback to the instructional assistant. Information regarding the responsibilities for evaluation of instructional assistants will be provided to the certified staff no later than October 1st. Certified staff members partnering in the evaluation process shall be listed on the evaluation form, however, the building administrator(s) school yearsremains the primary evaluator and will sign the written evaluation document accordingly. Written evaluations will be provided on the appropriate document for each job classification and will be completed prior to May 15th. The evaluation will be discussed with the Employee, and the written report will become a part of the Employee's personnel file. The final evaluation conference shall not be the first time that an Employee learns about any areas of concern that could yield a rating of “needs improvement” or “unsatisfactory.” If a unit member primary evaluator believes that the Employee is scheduled performing below an acceptable level, a meeting shall be held to discuss the concerns and steps for improvement. After this meeting has occurred, if a primary evaluator believes the Employee continues to perform below an acceptable level the concerns shall be evaluatedidentified through the evaluation document, but has been granted along with the reason(s) and any suggestions a leave supervisor may have for improvement or remediation. For an Employee who receives an “unsatisfactory” rating on his/her evaluation, the administrator shall schedule a follow-up meeting to discuss progress toward improvement within the first trimester of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.

Evaluation Procedure. 9.1.1 The District retains the responsibility for evaluation 1. Promotional and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances New Hire employee evaluations (Performance Report) shall be limited to a claim that made at the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every end of two (2) school years. If a unit member is scheduled to be evaluatedand five (5) months of service, but has been granted a leave and at least annually thereafter no later than June 30 of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school each fiscal year. The prior sentence does not preclude observations at No evaluation of any time. The unit member to employee shall be evaluated placed in their personnel file without an opportunity for discussion between the employee and the supervisorevaluator, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined if requested by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into signing the employee’s evaluation. 9.1.5 The final written 2. When an evaluation of the unit member unsatisfactory performance or conduct is made, a permanent employee shall be completed on or before have a minimum of a thirty (30) day period, where appropriate, in which to show improvement. A second follow-up evaluation shall be given at the end of this thirty (30) day period. a. An unsatisfactory rating shall include specific recommendations for improvements and provisions for assisting the employee in implementing any recommendations made. 3. Whenever possible, job performance shall be discussed with the employee at the time the issue is pertinent, rather than holding t in abeyance until the time of written evaluation. When an employee is counseled for the first time as to his/her performance, the employee may be required by his/her supervisor to sign a form verifying such counseling, which does not necessarily indicate that he/she agrees with the counseling. When an employee is counseled subsequent times as to his/her performance, the employee shall be required by his/her supervisor to sign a form verifying such counseling, which does not necessarily indicate that he/she agrees with the counseling. If an employee is required to sign a counseling statement, he/she shall be provided an opportunity to attach his/her written comments to the counseling statement. 4. An employee shall be provided a copy of each statement of counseling and each evaluation in a confidential manner at the time of the review. Statement of counseling shall remain in the supervisor’s file unless it is incorporated in the periodic evaluation. 5. An unsatisfactory “summary” rating on the Classified Personnel Performance Report Form may serve as the basis for not granting an annual step increase. This cannot take place without item 2 above, being implemented. The evaluation must have a minimum of 51% marked unsatisfactory on the Evaluation form to be considered unsatisfactory on summary rating. 6. Employee evaluations shall be electronically completed and stored in the personnel file of each employee. Employees shall review and sign their evaluation electronically or in writing. Employees will receive a printed copy at the time the evaluation is completed. Such a signature does not necessarily indicate that he/she agrees with the evaluation. 7. Employees shall be provided with copies of any negative material, which could be used in evaluating the employee, ten (10) working days before it is placed in the employee’s personnel file. This period of time may be extended by mutual agreement. The employee shall be given the opportunity during normal working hours to discuss the negative material with the supervisor and provide a written response, which shall be attached to the material prior to being placed in the last pupil attendance daypersonnel file. 8. Any written evaluation material placed in an employee’s file shall contain the date the material was drafted, the signature of the drafter, and the date the material is placed in the file. 9. No such unsatisfactory evaluation shall be based upon hearsay statements only. 10. An employee shall have access to his/her personnel file on events which cannot be investigateda reasonable number of occasions and at reasonable times during work hours if he/her work hours are the same as the regular business office hours. Such evaluation shall include specific performance deficiencies and recommendations for improvementAll other employees may review their file during their non-work hours. 11. A final evaluation conference The employee’s personnel file shall be scheduled within available for examination by CSEA or other representatives if authorized in writing by the same time linesemployee. 9.1.6 Unit members have the right 12. Evaluation material contained in personnel files shall be kept in confidence and shall be available for inspection to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by other employees and to officers of the District within five (5) working days of date when necessary in the proper administration of the document to which District’s affairs or the supervision of the employee. 13. Any unit member is responding. 9.1.7 Within ten (10) calendar days after receipt who receives an overall unsatisfactory rating may request, in writing, to meet and discuss his/her evaluation with the evaluator’s supervisor. The content of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) daysremains non-grievable.

Evaluation Procedure. 9.1.1 The District retains the responsibility for evaluation and assessment of performance of unit Observation/Evaluation Procedure 1. Staff members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every will develop two (2) Student Learning Objectives (SLO’s)/Student Growth Measures. a) SLO’s shall be turned into the Curriculum Committee for approval in September or October. b) Staff members that teach value-added subjects will not have to develop SLO’s for that subject. 2. Phase 1- 3 weeks after 1st day of school years. If – Dec. 15th i. There shall be a unit member Pre-Conference before an observation can occur to discuss what is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member going to be evaluated and to discuss the supervisorrubric that is going to be used, with and the written consent date the observation will occur. ii. The evaluator shall observe/evaluate 5 section of the Superintendentformal evaluation tool, may in writing waive any evaluation during any school yeardecided by both the evaluator and evaluatee, for not less than thirty (30) continuous minutes. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated iii. There shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee a post-conference within ten (10) working work days after the observation. Days shall mean, work days evaluator and evaluatee are both present at their work site. Staff is encouraged to present data, demonstrate evidence, show a portfolio, present a notebook, and bring data/evidence during the post-conference. All artifacts shall be considered in the calculation of learning the evaluation. • At the Post observation conference, both the staff member and the evaluator will be prepared to discuss the staff member’s performance. An observation/evaluation form will be completed and no information will be added to or deleted from the form after the staff member has signed it, unless mutually agreed otherwise. Evaluatee shall be given a copy of any matter which may warrant placement the observation form at this meeting. • The purpose of the conference will be to review the contents of the observation/evaluation form and discuss areas where improvement is required and/or where progress has been made since previous evaluations. • If the evaluation is listed as ineffective, then an entry into improvement plan will be created jointly with the employee’s evaluationevaluator and evaluatee. 9.1.5 iv. There shall be a minimum of 1 and a maximum of 3 walkthroughs during each observation cycle. Form found in Appendix T. 3. Phase 2- Jan 10th – April 30th i. There shall be a Pre-Conference before an observation can occur to discuss what is going to be evaluated and to discuss the rubric that is going to be used and the date the evaluation will occur. ii. The final written evaluation evaluator shall observe/evaluate 5 section of the unit member shall be completed on or before formal evaluation tool, decided by both the evaluator and evaluate, for not less than thirty (30) days prior to the last pupil attendance daycontinuous minutes. iii. No such evaluation There shall be based on events which cannot be investigateda post-conference within 10 work days after the observation. Such evaluation Days shall include specific performance deficiencies mean, work days evaluator and recommendations for improvementevaluatee are both present at their work site. A final evaluation conference Staff is encouraged to present data, demonstrate evidence, show a portfolio, present a notebook, and bring data/evidence during the post-conference. All artifacts shall be scheduled within considered in the same time linescalculation of the evaluation. 9.1.6 Unit members have 1. At the right Post observation conference, both the staff member and the evaluator will be prepared to respond in writing at any time on any discuss the staff member’s performance. An observation/evaluation topic during form will be completed and no information will be added to or deleted from the evaluation processform after the staff member has signed it, unless mutually agreed otherwise. Provided such written response is received by the District within five (5) working days of date Evaluatee shall be given a copy of the document to which the unit member is respondingobservation form at this meeting. 9.1.7 Within ten (10) calendar days after receipt 2. The purpose of the evaluation conference will be to review the unit member may prepare contents of the observation form and discuss areas where improvement is required and/or where progress has been made since previous evaluations. 3. If the observation is listed as ineffective, then a written response to improvement plan will be created jointly with the evaluation evaluator and the evaluation evaluatee. i. There shall be placed a minimum of 1 and a maximum of 3 walkthroughs during each observation cycle. Form found in the unit member's personnel file if received within said ten (10) days.Appendix T.

Evaluation Procedure. 9.1.1 The District retains the responsibility for evaluation 1. Promotional and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances New Hire employee evaluations (Performance Report) shall be limited to a claim that made at the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every end of two (2) school years. If a unit member is scheduled to be evaluatedand five (5) months of service, but has been granted a leave and at least annually thereafter no later than June 30 of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school each fiscal year. The prior sentence does not preclude observations at No evaluation of any time. The unit member to employee shall be evaluated placed in their personnel file without an opportunity for discussion between the employee and the supervisorevaluator, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined if requested by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into signing the employee’s evaluation. 9.1.5 The final written 2. When an evaluation of the unit member unsatisfactory performance or conduct is made, a permanent employee shall be completed on or before have a minimum of a thirty (30) day period, where appropriate, in which to show improvement. A second follow-up evaluation shall be given at the end of this thirty (30) day period. a. An unsatisfactory rating shall include specific recommendations for improvements and provisions for assisting the employee in implementing any recommendations made. 3. Whenever possible, job performance shall be discussed with the employee at the time the issue is pertinent, rather than holding it in abeyance until the time of written evaluation. When an employee is counseled for the first time as to his/her performance, the employee may be required by his/her supervisor to sign a form verifying such counseling, which does not necessarily indicate that he/she agrees with the counseling. When an employee is counseled subsequent times as to his/her performance, the employee shall be required by his/her supervisor to sign a form verifying such counseling, which does not necessarily indicate that he/she agrees with the counseling. If an employee is required to sign a counseling statement, he/she shall be provided an opportunity to attach his/her written comments to the counseling statement. 4. An employee shall be provided a copy of each statement of counseling and each evaluation in a confidential manner at the time of the review. Statement of counseling shall remain in the supervisor’s file unless it is incorporated in the periodic evaluation. 5. An unsatisfactory "summary” rating on the Classified Personnel Performance Report Form may serve as the basis for not granting an annual step increase. This cannot take place without item 2, above, being implemented. The evaluation must have a minimum of 51% marked unsatisfactory on the Evaluation form to be considered unsatisfactory on summary rating. 6. Employee evaluations shall be electronically completed and stored in the personnel file of each employee. Employees shall review and sign their evaluation electronically or in writing. Employees will receive a printed copy at the time the evaluation is completed. Such a signature does not necessarily indicate that he/she agrees with the evaluation. 7. Employees shall be provided with copies of any negative material, which could be used in evaluating the employee, ten (10) working days before it is placed in the employee's personnel file. This period of time may be extended by mutual agreement. The employee shall be given the opportunity during normal working hours to discuss the negative material with the supervisor and provide a written response, which shall be attached to the material prior to being placed in the last pupil attendance daypersonnel file. 8. Any written evaluation material placed in an employee's file shall contain the date the material was drafted, the signature of the drafter, and the date the material is placed in the file. 9. No such unsatisfactory evaluation shall be based upon hearsay statements only. 10. An employee shall have access to his/her personnel file on events which cannot be investigateda reasonable number of occasions and at reasonable times during work hours if his/her work hours are the same as the regular business office hours. Such evaluation shall include specific performance deficiencies and recommendations for improvementAll other employees may review their file during their non-work hours. 11. A final evaluation conference The employee's personnel file shall be scheduled within available for examination by CSEA or other representatives if authorized in writing by the same time linesemployee. 9.1.6 Unit members have the right 12. Evaluation material contained in personnel files shall be kept in confidence and shall be available for inspection to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by other employees and to officers of the District within five (5) working days of date when necessary in the proper administration of the document to which District's affairs or the supervision of the employee. 13. Any unit member is responding. 9.1.7 Within ten (10) calendar days after receipt who receives an overall unsatisfactory rating may request, in writing, to meet and discuss his/her evaluation with the evaluator’s supervisor. The content of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) daysremains non-grievable.

Evaluation Procedure. 9.1.1 1. The District retains purpose of the responsibility evaluation process is to provide a mechanism for evaluation and the assessment of a bargaining unit member's work performance and help the member achieve greater effectiveness in the performance of his or her work assignment. 2. Written evaluations of bargaining unit members subject only will be conducted by the member's immediate supervisor utilizing the evaluation form in Appendix A. 3. The evaluator shall evaluate each bargaining unit member based on observation of his/her performance and/or work product. 4. Upon completion of a performance evaluation by the bargaining unit member's supervisor, the supervisor shall discuss the evaluation with the member. The member shall sign the evaluation to indicate receipt of a copy of the following procedural requirementscompleted form. No grievance arising under this Article shall challenge The bargaining unit member's signature merely indicates that the content member has received a copy of the evaluation; any grievances it does not indicate agreement with its contents. Refusal of the member to sign the evaluation form shall be limited constitute waiver of the member's rights to a claim that review of the following procedures have been violatedperformance evaluation. 9.1.2 Probationary status a. Each bargaining unit member shall receive at least one (1) evaluation per year. All member evaluations will be completed and reviewed by the immediate supervisor by March 31 for all less-than-12-month employees and by April 30 for all 12 month employees. 5. For bargaining unit members dissatisfied with the results of an evaluation, the internal review procedures shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every include two (2) school years. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year.steps: 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined a. A review by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationdesignee, if requested. b. If dissatisfied following this review, the immediate supervisor shall discuss with member may attach a rebuttal to the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the 6. No bargaining unit member shall be completed on or before thirty (30) days prior to responsible for the last pupil attendance dayevaluation of another member. 7. No such evaluation In the event a bargaining unit member receives an unsatisfactory rating in any area, the evaluator shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and provide the member with specific, written recommendations for improvement. The evaluator shall remain available to provide assistance to the member as he/she attempts to remediate his/her deficiencies; however, the ultimate responsibility for improvement rests with the member. A final member will be given at least twenty (20) work days following the evaluation conference before he/she is re-evaluated. The member also may request to be re-evaluated. 8. Members shall be scheduled within the same time lines. 9.1.6 Unit members have the right entitled to respond in writing Association representation at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five internal review procedure, (D) (5) working days of date of the document to which the unit member is respondingabove. 9.1.7 Within ten (10) calendar days after receipt of 9. Only the evaluation the unit member may prepare a written response to the evaluation and the evaluation procedures shall be placed in the unit member's personnel file if received within said ten (10) daysgrievable.

Evaluation Procedure. 9.1.1 The District retains the responsibility for evaluation and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances 6.1 Probationary employees shall be limited to a claim that evaluated at least two times during the following procedures have been violatedsix month probationary period. 9.1.2 Probationary 6.2 Permanent employees who have earned regular status unit members within the District shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every two (2) school yearsyearly. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school not evaluated by the immediate supervisor in any given year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member evaluation will be considered to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school yearmeet District standards. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined 6.3 If deemed desirable by the Superintendent or designee during designee, or the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationemployee's immediate supervisor, the immediate supervisor employee shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluationbe evaluated at more frequent intervals. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation 6.4 Evaluations shall be based on events which cannot be investigatedobservable performance and/or data and knowledge of the evaluator. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference The employee shall be scheduled within given the same time linesoption to provide input on a voluntary pre-evaluation form prior to the final report being written. 9.1.6 Unit members 6.5 An interview between the employee and the evaluator must take place to discuss the factors which have been evaluated. No evaluation of any employee will be placed in the personnel file without an opportunity for discussion between the employee and the evaluator. The employee shall be given an opportunity to add any comments to the evaluation he/she desires and shall have the right to review and respond in writing at to any unsatisfactory evaluation on a released-time on any evaluation topic during basis. If the evaluation process. Provided such written response is received by employee adds no comment or declines the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt opportunity for discussion of the evaluation the unit member may prepare a written response to within 10 work days from the evaluation and interview, the evaluation shall be placed in the unit memberpersonnel file. 6.6 All copies are to be signed by the employee and the supervisor. The fact that the employee signs does not necessarily mean that he/she agrees with the evaluation. 6.7 Evaluators are to make comments on the evaluation form relative to outstanding work, poor work, specific comments on strengths or weaknesses, and specific recommendations for improved performance. Failure by the employee to show satisfactory improvement may be deemed just cause for dismissal. 6.8 In the event a probationary employee is not recommended for regular status, he/she should be notified and given reasons for the denial of permanent status before the expiration of his/her six month probationary period. The District will consider an extension of the probationary period for an additional period of up to six months when, in the District's personnel file if received within said ten (10) daysjudgment, such action would be of benefit to the employee and the District’s operation.

Evaluation Procedure. 9.1.1 The District retains the sole responsibility for the evaluation and assessment of performance of each unit members member, subject only to the following procedural requirements. No A unit member considering an evaluation to be unjust may confer with the evaluator's supervisor regarding the evaluation and those administrators in respective chain of command through procedures established by the District. 12.1 Any grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures herein have been violated. 9.1.2 Probationary status 12.2 Formal annual evaluations for permanent unit members shall be evaluated completed once per year from April 1 to June 30. 12.2.1 The District and Association recognize that in addition to the annual evaluation, it is at least once each school yeartimes necessary to notify and assist unit members to correct identified deficiencies. Permanent status Accordingly, in addition to the annual evaluation, the District may conduct interim formal evaluations for all unit members. Interim evaluations shall be conducted in accordance with the following procedures: 12.2.1.1 Interim evaluations shall be completed either using the same form as for the annual evaluation, or according to the District's "Suggested Format for Corrective Interview." 12.2.1.2 The interim evaluation shall indicate the problem area(s), the corrective measure(s) to be taken, and shall specify a period of time within which, the correction of problem(s) should occur. The interim evaluation shall also calendar the time for a follow-up evaluation which shall be within a reasonable period of time, but not more than six (6) months from the date of the interim evaluation. 12.2.1.3 The follow-up evaluation shall be attached to the interim evaluation in the unit member's file. 12.3 Formal evaluation for probationary unit members shall normally occur three (3) times during the probationary period; the first of which, will occur at the end of three (3) months of service, the second of which, will occur near the end of six (6) months of service, and the third of which shall occur prior to the completion of the probationary period. 12.4 Formal evaluations for unit members, shall be evaluated at least once every two (2) school years. If a unit member is scheduled to be evaluatedcompleted by the immediate supervisor on appropriate district evaluation forms, as attached in Appendix B for reference, but has been granted which do not constitute a leave part of absence this Agreement. Such forms shall be signed by both the evaluator and the unit member. 12.5 One (1) copy of the evaluation shall be retained by the unit member, one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent copy of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file, and one (1) copy of the evaluation shall be held in the evaluator's file. 12.6 No evaluation of any unit member, shall be placed in his/her personnel file without an opportunity for discussion between the unit member and the evaluator. 12.7 No negative evaluation of the unit member's performance, shall be predicated upon information or material of a derogatory or critical nature which has been received by the evaluator(s) from others (such as parents and citizens), unless the unit member is first given notice, and an opportunity to review and comment, including the right to enter his/her written comments into the records. Prior to a complaint being referenced in an evaluation, it shall be placed in writing and presented to the bargaining unit member, who shall be given an opportunity to review and respond to the complaint as described in this article. 12.8 Directed assistance shall be provided, if received within said ten (10) daysdetermined appropriate by the evaluator(s). A unit member may request directed assistance to correct identified deficiencies. 12.9 The unit member shall have the right to review and respond to any derogatory evaluation in accordance with Section 12.11.2. 12.10 No unit member shall be required to formally evaluate any other unit member(s).

Evaluation Procedure. 9.1.1 The District retains A. Each permanent employee shall receive a formal, written performance evaluation within the responsibility for evaluation and assessment scope of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated employee’s job description at least once every three (3) years by the employee’s immediate supervisor. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor prior to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the evaluation document shall be provided to the employee at the conference. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two (2) school yearsyears old. D. If or when the employee reasonably believes that the evaluation shall result in, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. If An evaluation with a unit member is scheduled to be evaluated, but has been granted a leave rating of absence of three (3) or more “Improvement Needed” (IN) or one (1) semester or longer, such evaluation may take place during that school year, or upon determination by “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, employee’s agreement with the written consent content of said material, but only that the Superintendent, may in writing waive any evaluation during any school yearwas received. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated F. An employee shall be observed as determined by the Superintendent or designee during the year have a period of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into workdays following the evaluation conference to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in the employee’s evaluationpersonnel file. 9.1.5 The final written evaluation G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the unit member District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed on or before thirty the first (301st) days prior to day after the last pupil attendance daycompletion of six (6) months of active service with the District. 2. No such evaluation The evaluator shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time linesimmediate supervisor. 9.1.6 Unit members have 3. Each probationary employee shall receive written performance from evaluations at the right to respond in writing at any time on any evaluation topic during end of the evaluation process. Provided such written response is received by second (2nd) month and fifth (5th) month of the District probationary period or within five (5) working days of date workdays of the document to which end of the unit member is respondingmonth from the immediate supervisor. 9.1.7 Within ten 4. Evaluations delayed from the second (102nd) calendar days after receipt month, and fifth (5th) month of the evaluation the unit member may prepare a written response probationary period due to the evaluation and absence of the evaluation evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall be placed in confer with the unit member's personnel file if received within said ten (10) daysimmediate supervisor, prior to the completion of the evaluation.

Evaluation Procedure. 9.1.1 The District retains A. All monitoring or observation of the responsibility for evaluation and assessment of work performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances an Employee shall be limited to a claim that the following procedures have been violatedconducted by individual’s immediate supervisor. 9.1.2 Probationary status unit members shall B. All Custodial/Maintenance Employees will be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every two (2) school years. If provided with a unit member is scheduled to be evaluated, but has been granted a leave of absence minimum of one (1) semester or longer, such written evaluation may take place during that school per year by April 30 of the year, or upon determination . Said evaluation shall be prepared by the Superintendent may take place Employee's immediate supervisor, as designated in the individual's job description. C. Each written evaluation shall be based upon immediate supervisors observations of an employee's job performance during the next course of the school year. The prior sentence does not preclude observations at any time. The unit member Any weaknesses that are observed during that period will be brought to be evaluated and the supervisor, with the written consent attention of the Superintendent, may individual in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) days of occurrence, and a discussion as to how the employee can effectively resolve the problem will take place. D. There will be a conference between the evaluator and the Employee after the written evaluation report has been submitted to the Employee. The annual summary evaluation conference between staff member and evaluator shall include, but not be limited to, a review of the staff member's performance based upon the job description; review of the staff member's progress towards goal attainment and improvement and growth towards the district's objectives, as well as a review of the annual written summary evaluation. The employee shall be given a copy of any evaluation report or observation at least one (1) day before any conference to discuss it. E. The written annual evaluation summary is to be signed by both the evaluator and the staff member being evaluated within five working days of learning of any matter which its review. The staff member's signature indicates only that he/she has seen and read the evaluation document. If the staff member wishes, a separate commentary representing his/her views may warrant placement of an entry into be attached to the employee’s evaluationevaluator's report. 9.1.5 F. The final format of the evaluation report shall be as developed by the Board, Evaluation Reports shall be addressed to the Employee and, where negative comments are made by the evaluator, such portions shall be in narrative form. The report shall include, where pertinent: 1. Strengths of the Employee as evidenced during the period since the previous report. 2. Weaknesses of the Employee as evidenced during the period since the previous report. 3. Specific suggestions as to measures which the Employee might take to improve his/her performance in each of the areas wherein weaknesses have been indicated. G. The Business Administrator shall notify each Employee by July 1 as to the identity of the individual who shall perform the written evaluation of such Employee. H. An Employee wishing to review the unit member shall be completed on or before thirty contents of his/her personnel file (30excluding letters of reference) days prior to may do so by appointment with the last pupil attendance day. No such evaluation shall be based on events which cannot be investigatedBusiness Administrator. Such evaluation Employee shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond place in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare his/her personnel file a written response rebuttal to any items contained therein. Copies of all items (except letters of reference) may be obtained at the evaluation and the evaluation shall be placed in the unit memberEmployee's personnel file if received within said ten (10) daysexpense.

Evaluation Procedure. 9.1.1 Introduction: The District retains and the responsibility for evaluation and assessment of performance of unit members subject only Association believe evaluations should be meaningful to the following procedural requirementsemployer and employee, ▇▇▇▇▇▇ success and accountability in job performance, and provide an effective communication process. No grievance arising under this Article shall challenge This process should provide struggling employees with a plan regarding areas in need of improvement. It should also enable successful employees and their supervisors to discuss an employee’s job performance, his/her professional goals as they relate to the content goals of school sites/departments, information about employee contributions, and District support in the evaluation; any grievances work place. 22.1 Employees serving a seven (7) month probationary period shall be limited to a claim that formally evaluated at the following procedures have been violated.end of three (3) months and five (5) months from the latest date of employment. [Negotiated 2016] 9.1.2 Probationary status unit members 22.2 Permanent employees shall be evaluated at least once each school year. Permanent status unit members annually on or before the last day of the month according to their job classification (as reflected in Exhibit A of this Agreement), as follows: Cafeteria Classes: End of January Fiscal, Clerical and Other: End of May Maintenance and Trade Classes: End of July 22.3 Formal evaluations shall be evaluated made when the supervisor deems appropriate or when requested by the employee. 22.4 Any area the supervisor marks as “needs improvement” or “unsatisfactory” shall also give, in writing, the specific reason why so marked and shall give the employee specific suggestions for meeting the standard of the position. When three (3) or more items are marked “needs improvement” or “unsatisfactory” on a formal evaluation, an additional evaluation shall be completed at least once every the end of two (2) school years. If a unit member is scheduled to months. 22.5 All evaluations shall be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination on the District’s form attached hereto as Exhibit E. 22.6 All evaluations shall be reviewed and discussed by the Superintendent may take place during evaluator with the next school year. employee. 22.7 The prior sentence does not preclude observations at any time. The unit member to be person being evaluated and the supervisor, with evaluator shall sign the written consent evaluation. The employee’s signature indicates only receipt of the Superintendent, may in writing waive any evaluation during any school yearand does not necessarily indicate agreement with all factors of the evaluation. 9.1.3 22.8 The classified original copy of the evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by given to the Superintendent or designee during person being evaluated and another copy shall be placed in his/her personnel file. The employee shall have the year of evaluation. Prior right to respond to any negative ratings/evaluations part of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee evaluation within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be being placed in the unit member's personnel file if received within said ten (10) daysfile. Such response shall be attached to the evaluation.

Evaluation Procedure. 9.1.1 1. The District retains purpose of the responsibility evaluation process is to provide a mechanism for evaluation and the assessment of a bargaining unit member’s work performance and help the member achieve greater effectiveness in the performance of his or her work assignment. 2. Written evaluations of bargaining unit members subject only will be conducted by the member’s immediate supervisor utilizing the evaluation form in Appendix . 3. The evaluator shall evaluate each bargaining unit member based on observation of his/her performance and/or work product. 4. Upon completion of a performance evaluation by the bargaining unit member’s supervisor, the supervisor shall discuss the evaluation with the member. The member shall sign the evaluation to indicate receipt of a copy of the following procedural requirementscompleted form. No grievance arising under this Article shall challenge The bargaining unit member’s signature merely indicates that the content member has received a copy of the evaluation; any grievances it does not indicate agreement with its contents. Refusal of the member to sign the evaluation form shall be limited constitute waiver of the member’s rights to a claim that review of the following procedures have been violatedperformance evaluation. 9.1.2 Probationary status a. Each bargaining unit member shall receive at least one (1) evaluation per year. All member evaluations will be completed and reviewed by the immediate supervisor by March 31 for all less-than-12-month employees and by April 30 for all 12 month employees. b. The Evaluation Committee will be an ongoing committee and will consist of the Superintendent, Association President, administrators and bargaining unit members shall for the purpose of developing and/or revising evaluation procedures, instruments and/or rubrics. Recommendations, if any, will be evaluated at least once made prior to the beginning of each school year. Permanent status Changes recommended by the Committee will not become a part of this Agreement unless adopted by the Board and approved by the Association. Meetings will be as determined by the Committee. 5. For bargaining unit members dissatisfied with the results of an evaluation, the internal review procedures shall be evaluated at least once every include two (2) school years. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year.steps: 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined a. A review by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationdesignee, if requested. b. If dissatisfied following this review, the immediate supervisor shall discuss with member may attach a rebuttal to the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the 6. No bargaining unit member shall be completed on or before thirty (30) days prior to responsible for the last pupil attendance dayevaluation of another member. 7. No such evaluation In the event a bargaining unit member receives an unsatisfactory rating in any area, the evaluator shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and provide the member with specific, written recommendations for improvement. The evaluator shall remain available to provide assistance to the member as he/she attempts to remediate his/her deficiencies; however, the ultimate responsibility for improvement rests with the member. A final member will be given at least twenty (20) work days following the evaluation conference before he/she is re-evaluated. The member also may request to be re- evaluated. 8. Members shall be scheduled within the same time lines. 9.1.6 Unit members have the right entitled to respond in writing Association representation at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five internal review procedure, (D) (5) working days of date of the document to which the unit member is respondingabove. 9.1.7 Within ten (10) calendar days after receipt of 9. Only the evaluation the unit member may prepare a written response to the evaluation and the evaluation procedures shall be placed in the unit member's personnel file if received within said ten (10) daysgrievable.

Evaluation Procedure. 9.1.1 The District retains (i) At the responsibility for evaluation and beginning of the faculty member’s assessment of performance of unit members subject only year, s/he shall submit to the following procedural requirements. No grievance arising under this Article shall challenge Evaluation Committee a self-assessment in which the content of faculty member summarizes his or her teaching over the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every two (2) school years. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within past five (5) working days years, including a description of date teaching philosophy, as well as a self-assessment that may take into consideration pedagogical growth over the previous five years, modifications to courses taught, academic advisement, supervision of independent study, graduate mentoring, contributions to instructional needs of the document department, and other related activities directly pertaining to which the unit member is respondingteaching. 9.1.7 (ii) Two faculty members will observe the faculty teach in the Fall semester. One observer will be the Department Chair. The second observer will be selected as follows: (1) the faculty member will nominate three tenured faculty members from his or her college and submit their names to the Chair; and (2) the Chair will select one faculty member from the list of three nominees. The Chair and observing faculty member will each write an observation and present it to the Evaluation Committee. When the Chair is being evaluated, the senior member of the Personnel and Budget Committee will replace the Chair for purposes of conducting the observation. (iii) The evaluation dossiers will contain: (1) peer observation reports (one by the Chair, and at least one by a peer); (2) student evaluations (evaluations selected by the faculty member covering at least three of the five years); and (2) the faculty member’s self-assessment. (iv) The Evaluation Committee will review the faculty member’s teaching and submit an assessment to the Chair, ▇▇▇▇, and the faculty member reviewed by the end of the Fall semester. The faculty member and ▇▇▇▇ will be given an opportunity to provide assessment feedback to be included in the assessment report. (v) The Evaluation Committee will conduct its review by April 20th. Any votes taken shall be by secret ballot. Faculty members will receive in writing a copy of the Committee’s assessment and, at the reviewed faculty member’s request, the faculty member will have an opportunity to address the Committee. After the meeting, if the Committee so wishes, it may reconsider the initial vote. Within ten (10) calendar 30 days after receipt of having met with the evaluation faculty member (if so requested), the unit member may prepare a written response Committee shall submit its report to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days▇▇▇▇.

Evaluation Procedure. 9.1.1 The District retains the responsibility for evaluation and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim 7.1 Recognizing that the following District’s personnel evaluation procedures have been violated. 9.1.2 Probationary status are intended to identify, reinforce and improve knowledge, skills, attitudes and abilities that result in the achievement of predetermined goals and objectives, all supervisory unit members shall be evaluated at least once each school yearformally evaluated. Permanent status Additionally, a necessary role of the evaluation process is to identify and discharge incompetent supervisory unit members members. 7.2 Difficulty and complexity of assignment shall be evaluated at least once every two (2) school yearsconsidered in the evaluation. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such Evaluation shall include commendations for outstanding performance where appropriate. 7.3 The criteria for evaluation may take place during that school year, or upon determination by are solely the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent prerogative of the Superintendent, may Board of Education and all forms used in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot those criteria. 7.4 The instrument for evaluation of supervisory personnel will be investigatedmutually agreed upon by UBA and the District. Such The instrument shall reflect priorities and goals set by the Board. 7.5 Each supervisory unit member shall be formally evaluated in accordance with Education Code Sections 44660-44665 (▇▇▇▇▇ ▇▇▇▇) once each school year for the first two (2) years of an assignment. Thereafter, having met expectations, the supervisory unit member’s evaluation shall include specific performance deficiencies occur every second year. Evaluation is a continuous process and recommendations for improvementmay occur between scheduled periods at the request of the supervisory unit member and/or evaluator. 7.6 Formal evaluations of supervisory unit members shall be in writing. A final evaluation formal conference shall be scheduled within held by the same time linesevaluator and the employee. The purpose of this conference shall be to review the final evaluation. The conference shall highlight, as appropriate, areas of commendation, areas of satisfactory performance and, if needed, areas of improvement. 9.1.6 Unit members have 7.7 A copy of the right final evaluation form shall be provided to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District employee within five fifteen (515) working days of date following completion of the document to which conference. The evaluation report shall be signed by the unit member is respondingevaluator and the employee. The employee’s signature on the form does not necessarily signify agreement with the evaluation. 9.1.7 7.8 Within ten fifteen (1015) calendar working days after the receipt of the evaluation report, the unit member employee may prepare request in writing a private conference to review the report with the evaluator. The employee may file written response exceptions to the evaluation report within fifteen (15) working days after the private conference or receipt of the evaluation report. Content and substance of evaluation are not subject to Staff Complaints and Appeal Procedures or the Grievance Procedure. 7.9 Both the evaluation and the evaluation exceptions, if any, shall be placed in the unit member's employee’s permanent personnel file if received file. 7.10 All evaluations shall follow timelines incorporated within said ten (10) daysthe ▇▇▇▇▇ ▇▇▇▇, and the agreed- upon evaluation form included as an Appendix. 7.11 Supervisory employees shall be permitted to provide a written response to any evaluation. The response will be attached to the evaluation for inclusion in their personnel file.

Evaluation Procedure. 9.1.1 The District retains the responsibility for evaluation and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members 18.1 Every probationary certificated employee shall be evaluated by the administration in writing at least once each school year. Permanent status unit members . 18.2 Every permanent certificated employee shall be evaluated by the administration in writing at least once every two (2) other year. 18.2.1 Certificated employees with permanent status who have been employed at least 10 years with the school yearsdistrict, are highly qualified, as defined in 20 J.C.S. Sec. If a unit member 7801(ESEA), and whose previous evaluation rated the employee as meeting or exceeding standards, shall be evaluated every five years if the certificated employee and evaluator consent to this in writing. Should the evaluator withdraw consent, notice shall be provided to the certificated employee in writing by January 15th. 18.3 The evaluator and the certificated employee shall meet and discuss the elements upon which evaluation is scheduled to be evaluatedbased. These elements shall be constrained by anomalies such as class size, but has been granted intellectual abilities of the learners, availability of support personnel, the learning environment provided, and other pertinent factors. This meeting can be individually, in grade level or other groups and/or at a leave teachers’ meeting. 18.4 During the course of absence the evaluation period, mitigating circumstances may arise which require modification of one (1) semester or longer, such the evaluation parameters. The necessity for review of the evaluation criteria may take place during that school year, or upon determination be determined by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be employee being evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school yearevaluator. 9.1.3 The classified 18.5 Each evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent based upon at least one observation, lasting either 45 minutes or designee during the year of evaluationone full period, whichever is longer. Prior At least two observations shall take place prior to any negative ratings/evaluations of permanent status unit member’s annual comments or judgments being included in the summary evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 . The final written evaluation of the unit member shall be completed on or before no later than thirty (30) days prior before the end of the school year. 18.6 Any certificated employee who receives a negative evaluation shall, upon request, be entitled to the last pupil attendance day. No such evaluation a subsequent observation, conferences and written evaluation, as prescribed above. 18.7 The certificated employee's evaluator shall be based on events which cannot be investigatedtake affirmative action to correct any cited deficiencies. Such evaluation action shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference , direct assistance in implementing such recommendations, and adequate release time for the certificated employee to visit and observe other similar classes and/or schools. 18.8 No certificated employee shall be scheduled within held accountable for any aspect of the same time lineseducational program over which he/she has no authority or ability to correct deficiencies. 9.1.6 Unit members have the right to respond in writing at any time 18.9 The evaluator shall not base his/her evaluation of a certificated employee on any evaluation topic during information which was not collected through the evaluation processdirect observation of such employee. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation Hearsay statements shall be placed in excluded from the unit member's personnel file if received within said ten (10) daysformal written evaluations.

Evaluation Procedure. 9.1.1 5-1 Permanent employees shall be given performance evaluations at least once every year, or more frequently if necessary. Evaluations will be conducted for the purpose of assessing employee performance and assisting employees in their job. The District retains evaluation may provide one of the responsibility bases for administrative decisions regarding employment, promotion, demotion, transfer, or termination. 5-2 No evaluation shall be based upon derogatory materials in the employee’s Supervisor’s Working File, unless the employee has previously been given sufficient prior notice, an opportunity to review and assessment of performance of unit members subject only comment upon them, and had such comments attached to the following procedural requirementsmaterials. 5-3 The evaluator (immediate supervisor/designee) shall discuss the written performance evaluation with the employee. No grievance If a designee has been appointed prior to the evaluation, the immediate supervisor’s working file shall be made available to the designee for review and input in the evaluation procedure. Both the evaluator and the employee will sign the evaluation. The signature of the employee means only that the employee has received a copy of the evaluation. The employee may attach any written comments to the evaluation at the time of the conference or within ten (10) working days of the meeting. 5-4 Annual evaluations shall be given face to face between the employee and the immediate supervisor/designee, except in instances when the employee is absent: Annual evaluations shall be given during the contract year of the employee. If the evaluation meeting is delayed and the employee’s signature cannot be obtained because the employee is absent more than two scheduled evaluation meetings, the evaluation may be mailed by U.S. mail to the employee’s home address. A. If employee is brought in off contract for the evaluation, they shall be compensated at current rate of pay. 5-5 Any claim arising under this Article shall not challenge the content substantive objectives, standards, or criteria determined by the evaluator of the evaluation; any grievances District, nor shall it contest the judgment of the evaluator. Claims concerning evaluations filed under Article 6 (Grievance Procedure) shall be limited to a claim that the following procedures of this Article have not been violatedfollowed. 9.1.2 Probationary status unit members shall 5-6 Discussion between a Unit member and District supervisor concerning the employee’s unsatisfactory work performance or work-related problems shall, to the extent practicable, be evaluated at least once each school conducted privately. 5-7 An annual evaluation is based on overall performance throughout contract year, not based on a single day(s) performance. Permanent status unit members shall be evaluated at least once every two (2) school years5-8 Procedures 1. If When a unit member is scheduled to be evaluated, but employee has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during placed on notice that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does he/she has not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationmet performance expectations, the immediate supervisor shall discuss with inform the employee within ten (10) working they have 60 days from issuance of learning the rating to improve to an acceptable level. The District shall create an employee development plan of any matter improvement. The plan shall include: A. Identification of job assignments and performance skills for which performance is unsatisfactory; B. A description of what the employee must do to improve the unsatisfactory performance during the 60 day period and supports the District may warrant placement provide to assist the employee. C. A statement as to how often the supervisor and the employee will meet during the 60 day period to provide the employee with coaching and feedback; and D. A statement indicating that failure to meet standards at the end of the 60 day period may result in termination 2. A employee may not receive an entry into overall rating of less than competent on the employee’s evaluation. 9.1.5 The final written annual evaluation of unless the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond employee has been advised in writing at any time on any evaluation topic during the evaluation process. Provided such written response that he/she is received by the District within five (5) working days of date of the document to which the unit member is respondingnot meeting performance standards. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.

Evaluation Procedure. 9.1.1 The District retains A. Each permanent employee shall receive a formal, written performance evaluation within the responsibility for evaluation and assessment scope of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated employee’s job description at least once every three (3) years by the employee’s immediate supervisor. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor prior to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the evaluation document shall be provided to the employee at the conference. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two (2) school yearsyears old. D. If or when the employee reasonably believes that the evaluation shall result in, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. If An evaluation with a unit member is scheduled to be evaluated, but has been granted a leave rating of absence of three (3) or more “Improvement Needed” (IN) or one (1) semester or longer, such evaluation may take place during that school year, or upon determination by “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, employee’s agreement with the written consent content of said material, but only that the Superintendent, may in writing waive any evaluation during any school yearwas received. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated F. An employee shall be observed as determined by the Superintendent or designee during the year have a period of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into workdays following the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and the evaluation shall be placed in the unit member's employee’s personnel file if received within said ten (10) daysfile.

Evaluation Procedure. 9.1.1 The District retains All newly hired employees shall serve a twelve (12) month probationary period and shall receive an evaluation typically during the responsibility for evaluation fourth (4th) and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content eighth (8th) months of the evaluation; any grievances probationary period. Employees who promote in accordance with Article 13, or reassigned in accordance with Article 12, during the term of this Agreement shall be limited to serve a claim four (4) month probationary period and shall receive an evaluation typically during the fourth (4th) month of that the following procedures have been violated. 9.1.2 Probationary status unit members probationary period. All regular permanent employees shall typically be evaluated at least once each school a year. Permanent status unit members It is the District’s prerogative to evaluate an employee at any time in the event the employee has either exhibited below standard work performance or exceptional work performance. Only an administrator in the employee's chain of command, on the official evaluation form(s) (Appendix E) mutually agreed upon by CSEA and the District, shall be evaluated complete the performance evaluation reports. A permanent employee’s supervisor shall have been their supervisor for at least once every two four (24) school yearsmonths prior to evaluation. If a unit member this is scheduled to not the case, the evaluation timeline will be evaluated, but postponed until the permanent employee has served under their current supervisor for at least four (4) months. Once the performance evaluation report has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationcompleted, the immediate supervisor shall discuss with and the employee within ten (10) working days of learning of any matter which shall meet to discuss the report. At the meeting, the employee may warrant placement of an entry into present a self- evaluation at the employee’s evaluation. 9.1.5 The final written discretion, based upon the evaluation form at Appendix E, to be included in the evaluation report. A copy of the unit member report will be provided the employee, and the employee will sign the report to indicate that it has been presented and discussed. Evaluation reports shall include, if necessary, specific recommendations for improvements and suggestions of ways to assist the employee in implementing any recommendations made in the report. Evaluation reports shall also include a performance improvement plan if an employee receives an overall rating below “meets expectations” or the equivalent. A performance improvement plan may also be completed on or before thirty given for areas of significant concern that arise outside of the evaluation, after consultation with CSEA. In the event of a dispute, an employee may take the following steps: (301) Record a statement of objections at the time of the conference; and/or (2) Submit a statement in writing within a reasonable time not to exceed fifteen (15) days prior of the conference (such a statement becomes a permanent addition to the last pupil attendance day. No such evaluation shall be based on events document, which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within shall enter in the permanent personnel file in not less than five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of work days, the evaluation document); and/or (3) Request a three (3) party conference with the unit member may prepare a written response to the evaluation immediate supervisor and the Director Human Resources. The substance of an evaluation shall be placed in the unit member's personnel file if received within said ten (10) daysis not subject to grievance.

Evaluation Procedure. 9.1.1 The District retains Evaluations will be predicated on the responsibility for evaluation criteria categories in 7.2, and assessment of performance of unit members subject only their relative importance, professional assignments communicated in writing to the following procedural requirementsfaculty, and development plans. No grievance arising under this Article Such plans will have annual goals and specific objectives. The ▇▇▇▇ and faculty member will prepare the plan which will be included in the individual's personnel file. In determining progress during an evaluation period, the ▇▇▇▇ and faculty members will use student instructional effectiveness surveys as one important index of teaching effectiveness. Student surveys will be conducted in two courses taught by the faculty member during each academic year. All faculty may elect to have more than two courses surveyed. Non-tenured faculty may be required to have all courses surveyed. The courses selected for the student survey should be in their primary area of teaching assignment. If the ratings in those two courses are less than satisfactory, the administration reserves the right to survey all courses. The ▇▇▇▇ or a designee shall challenge assist with administration of student surveys. The ▇▇▇▇ will provide the content faculty member with a summary of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every two (2) school years. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee results within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) working days prior following the conclusion of the surveyed course. The summaries of the student surveys and comments will be given to the last pupil attendance dayfaculty member and a copy will be placed in the personnel file. No Without faculty permission, student surveys and summaries and faculty evaluations will be available only to academic supervisory personnel and their staff. The faculty member may request third party verification of the accuracy of the student surveys’ summaries. The third party will be agreed upon by the faculty member and the ▇▇▇▇. Student surveys will be maintained for one semester following the semester in which the surveys were administered, for purposes of such validation. To support the evaluation shall process, evidence may be collected from class visitations, monitoring on-line courses with notification, course outlines, tests, quizzes, writing assignments, review sheets, and other relevant sources. The ▇▇▇▇’▇ evaluation will not be based on events student surveys only. When a distance learning class is evaluated, the quality of teaching and its impact on instructional outcomes will be emphasized apart from any technology variables that may affect instruction. At the end of each evaluation period and as provided in Section 6.3, Deans will confer with each faculty member to assess progress and/or complete a formal evaluation. Evaluation forms for each college will include three rating categories for performance - satisfactory, needs improvement and unsatisfactory. Only an overall satisfactory performance designation by the college is eligible for any negotiated annual increase to base salary, if any. Faculty members will provide reasonable documentation and materials which cannot assist in assessing progress made in support of the goals and objectives stated in the professional development plan. The ▇▇▇▇ will provide each faculty member a copy of strengths identified and/or improvements required in the individual's performance with recommendations to assist improvement and to reach specific outcomes. Conclusions resulting in changes in the objectives and activities of the professional development plan will be investigatedattached to the original plan. In the case of identified areas of concern, a plan for implementation of recommendations with specific outcomes will be created by the ▇▇▇▇ in consultation with the faculty member. Such evaluation shall include specific a plan will be signed and attached to the original plan and evaluation. No determination of needs improvement or unsatisfactory performance deficiencies can be assigned without prior written notice of administrative concerns and recommendations a reasonable time allowed for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time faculty member may submit written comments on any evaluation topic during the evaluation processprior to subsequent administrative review. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt A copy of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall comments will be placed in the unit faculty member's ’s personnel file file. All evaluations of probationary tenure-track faculty members will include a discussion of progress toward the awarding of tenure. Faculty members who serve as departmental chairs will not conduct formal evaluations. Department chairs will serve in a consultative role which may include review of materials and making recommendations, which may include, but not be limited to, evaluations with respect to departmental citizenship or service. Departmental faculty may recommend individuals to the ▇▇▇▇ to serve as department chairs. Evaluations shall not be subject to grievance or hearing procedures except for compliance with the procedures specifically enumerated in this article. However, if received within said ten (10) daysan evaluation results in the denial of a salary increase, the faculty member may request a conference with the final evaluators for reconsideration, which decision shall be final. The faculty member has the right to have a SCEA representative participate in this meeting.

Evaluation Procedure. 9.1.1 8.1.1 Employee evaluation shall be performed in accordance with the provisions of Education Code Section 44660 et seq., and the ACOE evaluation procedure. The District retains California Standards for the Teaching Profession numbers I through V are included by reference.  Standard for Engaging and Supporting All Students in Learning  Standard for Creating and Maintaining Effective Environments  Standard for Understanding and Organizing Subject Matter  Standard for Planning Instruction and Designing Learning Experiences  Standard for Assessing Student Learning 8.1.2 Evaluation of employees shall include, but shall not be limited to, consideration of (a) progress of pupils toward the standards established by the Board; (b) instructional techniques and strategies; (c) adherence to curricular objectives; (d) establishment and maintenance of a suitable learning environment; and (e) performance of other duties normally required as part of their regular assignments. 8.1.3 All evaluations of performance shall be done within the context of the program(s) and special assignment(s) for which the employee is responsible. The evaluation shall be based on classroom or work-area visits, formal conferences, personal observation, and other applicable data. Any evaluation of employee performance shall not include the use of publisher’s norms established as a result of standardized tests. Anonymous verbal complaints shall not be used in the evaluation of a unit member. 8.1.4 The ACOE Superintendent may delegate the responsibility for school site evaluation and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content immediate supervisor of the evaluation; any grievances shall be limited employee. The Director of Special Education is the immediate supervisor for SDC-SH and DIS employees. The ACOE Superintendent has the discretion to a claim that the following procedures have been violatedappoint an Administrative Designee to supervise DIS and SDC-SH staff. 9.1.2 8.1.5 The Director of Special Education shall review all initial evaluations completed by immediate supervisors. Either the employee or the Director can request a second observation / evaluation by the Director which will be completed no later than 30 days prior to the last day of school. 8.1.6 Temporary employees may be evaluated annually. Probationary status unit members shall employees will be evaluated annually during their probationary years. Permanent employees may be evaluated at least once each school every other year. Permanent Teachers who meet the standards of Education Code Section 44664(a) (3) will be evaluated on a five year cycle. The Education Code provides: “At least every five years for personnel with permanent status unit members who have been employed at least 10 years with the ACOE, are highly qualified, if those personnel occupy positions that are required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Sec. 6301, et seq.), as defined in 20 U.S.C. Sec. 7801, and whose previous evaluation rated the employee as meeting or exceeding standards, if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time.” Additional evaluations of temporary, probationary, or permanent employees may be conducted if deemed necessary by the evaluator. 8.1.7 All official evaluations shall be evaluated at least once every in writing on a form or forms approved by the ACOE and the Association as provided in Exhibit C. Each evaluation will include three of the five standards selected by mutual agreement. In the event that the teacher and evaluator are unable to agree on the standards, the teacher will select two standards and the evaluator will select a third. If employee weaknesses are noted, specific recommendations for improvement shall be made in writing on the evaluation form. Recognition of exemplary performance is encouraged. 8.1.8 Two (2) school yearscopies of each evaluation shall be signed by the employee and the evaluator. If a unit member is scheduled to be evaluatedSigning the evaluation form does not indicate concurrence, but only that the employee has seen the evaluation and that it has been granted a leave of absence of discussed. One (1) copy shall be given to the employee and one (1) semester or longer, such evaluation may take place during that school year, or upon determination by forwarded to the Superintendent may take place during ACOE for retention in the next school yearemployee’s personnel file. The prior sentence does not preclude observations at employee may attach any time. The unit member comments that are felt to be evaluated and pertinent to the supervisor, with the written consent of the Superintendent, may in writing waive any specific evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluationdays. 9.1.5 The final written evaluation of the unit member 8.1.9 Serious or recurring complaints concerning an employee shall be completed on or before thirty (30) days prior submitted to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond employee in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is respondinghis/her School Principal. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.

Evaluation Procedure. 9.1.1 A. The District retains the responsibility for evaluation and assessment of performance of unit members subject only to all teachers shall be evaluated in writing. Evaluation shall be conducted in accordance with the following procedural requirements. No grievance arising under this Article shall challenge the content requirements of the evaluation; any grievances shall be limited Teacher Tenure Act. The purpose of evaluation is to determine the extent to which a claim that the following procedures have been violatedbargaining unit member is performing his/her professional duties. 9.1.2 Probationary status B. All observation or monitoring of the work performance of bargaining unit members shall be conducted openly and with full knowledge of the employee. C. Coaches shall be evaluated at least once each school yearperiodically using the following procedures and the attached job descriptions and format (Reference Schedule D). 1. Permanent status Bargaining unit members coaches shall be evaluated at least once every two three (3) years by the Athletic Director. The Athletic Director shall evaluate all coaches even if the Athletic Director is also a bargaining unit member. Additional evaluations may be done at the discretion of the Athletic Director. 2) school years. If a unit member is scheduled to Evaluations shall be evaluated, but has been granted a leave based on the direct observations and or knowledge of absence the evaluator. The evaluations shall minimally include the observation of one (1) semester full game or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school yearevent and one (1) full practice session. 3. The prior sentence does not preclude observations at any time. The unit member coach shall be determined to be evaluated and either satisfactory or unsatisfactory in the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member areas to be evaluated shall evaluated. In the event the coach’s evaluation is determined to be observed as determined by the Superintendent or designee during the year of evaluation. Prior to unsatisfactory in any negative ratings/evaluations of permanent status unit member’s annual evaluationgiven area, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies recommendations on how to correct the deficiency, shall establish a specific time frame to enable the coach adequate time to correct said deficiency, and recommendations for improvementshall outline the assistance to be provided by the administration to help correct the problem. 4. A final Upon completion of the evaluation, the Athletic Director shall meet and discuss the evaluation conference with the coach. The coach shall be scheduled within required to sign the same time lines. 9.1.6 Unit members evaluation. However, said signature shall not be interpreted to mean agreement with the content of the evaluation. The coach shall have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare attach a written response to the evaluation. 5. A satisfactory evaluation and does not guarantee renewal of the evaluation assignment. However, no coach shall be placed in the unit member's personnel file if received within said ten (10) daysdismissed from his/her assignment without just cause.

Evaluation Procedure. 9.1.1 The District retains the responsibility for evaluation 17.1.1 Probationary and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status temporary unit members shall be evaluated at least once each school year. yearly. 17.1.2 Permanent status unit members not meeting the qualifications noted in section 17.1.3 shall be evaluated every other year unless an “area for growth” has been identified in which case they shall be evaluated annually. 17.1.3 Permanent status unit members who have been employed at least once ten (10) years with the District, are highly qualified as defined in 20 U.C.S. Section 7801 (ESEA), and whose previous evaluation rated the unit member as meeting or exceeding standards, shall be formally evaluated every two five (25) years if the unit member and the District consent to this schedule. The unit member or the District may withdraw consent at any time. 17.1.4 Unit members working at multiple sites who are due to be evaluated in a given year shall be formally observed by all involved supervising site principals at their respective school yearssites. The pre-evaluation meeting will be attended by the evaluatee and all involved site principals. Each supervising principal will conduct at least one formal observation at his/her school site. Following the formal observations, the involved site principals will meet to create one final evaluation document that will be shared with the employee. The final evaluation meeting will be attended by the evaluatee and all involved supervising site principals. All other provisions in this Article apply. 17.1.5 Unit members exempted from annual evaluation in any year shall complete and submit the FESD Certificated Goal Setting Form as described in Section 17.1.8.1 of this Article by October 15. Unit members shall review, revise, and resubmit the FESD Certificated Goal Setting Form to their supervisor by June 1. If requested by the supervisor or teacher, a unit member will meet with the immediate supervisor prior to the end of the school year to review the Goal Setting Form. 17.1.6 The end-of-year evaluation report shall normally be based upon no more than three (3) formal observations and one (1) or more informal, non-scheduled, observations. If a unit member is scheduled calendared to be evaluatedevaluated during a particular school year, but has been and is granted a leave of absence of for one (1) semester trimester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may shall take place during the next first year of return to duty. 17.1.7 Unit members to be evaluated during a particular school yearyear shall be advised of the criteria upon which the evaluation is to be based and notified by their evaluator no later than September 30 of the year in which the evaluation is to take place. The prior sentence does not preclude observations at any time. Unit members who will be evaluated during the year shall submit the FESD Certificated Goal Setting Form, which will be discussed with the evaluator during the pre-evaluation meeting as described in Section 17.1.8.1 of this Article by October 15. 17.1.8 The unit member to be being evaluated and the supervisor, with evaluator shall meet no later than October 15 to: 17.1.8.1 Review the written consent of the Superintendent, may in writing waive any evaluation during any school yearFESD Certificated Teacher Evaluation Summary Document. 9.1.3 The classified 17.1.8.2 Schedule formal observations, conferences, and final evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by date. In the Superintendent or designee during event of a disagreement over the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationstandards and/or evaluation schedule, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member and the evaluator shall: 17.1.8.2.1 Make a good faith effort to resolve the differences themselves. 17.1.8.2.2 If the disagreement persists, the parties may invite the superintendent to assist in resolving the differences. 17.1.8.2.3 If the unit member continues to disagree over the proposed standards or evaluation schedule, he/she shall have the opportunity to state his/her position on the matter(s) in dispute, and to have a written statement attached to the evaluation form. 17.1.8.2.4 The unit member shall have the right to identify any constraints which the unit member believes may inhibit his/her ability to meet the objectives and standards established. 17.1.9 During the course of the evaluation period, circumstances may change which require modification of the original standards and/or evaluation schedule. Either the unit member or the evaluator may initiate discussion about a change in these standards and/or evaluation schedule. 17.1.10 The evaluation process shall include the following activities: 17.1.10.1 Scheduled formal classroom observations of temporary, probationary, and permanent teachers shall last as long as the lesson, and preferably up to one (1) hour. Formal observations shall be completed on or before thirty scheduled with the unit member at least two (302) days prior to the last pupil attendance day. No such evaluation their occurrence and shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final followed by an evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working duty days of date the observation. 17.1.10.2 The evaluation will be based on the California Standards for the Teaching Profession. The unit member and evaluator shall each select one (1) standard for particular focus, with all standards being considered during the evaluation process to help promote overall teacher success. 17.1.10.3 The evaluator shall notify a permanent unit member making initial unsatisfactory progress by December 15. A unit member who receives an unsatisfactory report shall, upon written request, be entitled to a minimum of two (2) formal scheduled classroom observations after December 15. Each formal observation shall be accompanied by pre and post observation conferences and a written narrative of the document observation. 17.1.10.4 In the case of unsatisfactory evaluation(s), the evaluator shall take positive action to which assist the unit member is respondingin correcting any cited deficiencies. 9.1.7 Within ten (10) calendar days after receipt of the evaluation The evaluator’s role to assist the unit member may prepare a written response shall include, but not be limited to, the following: 17.1.10.4.1 Specific recommendations for improvement 17.1.10.4.2 Provision of additional resources to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.utilized to assist

Evaluation Procedure. 9.1.1 1. The District retains the responsibility for evaluation and assessment of work performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members an employee shall be evaluated at least once each school yearannually. Permanent status unit members It is mutually agreed and understood that evaluations may occur as frequently as needed in the judgment of the evaluator. 2. Before an employee is rated as unsatisfactory in his/her job performance, the evaluator shall be evaluated at least once every two (2) school yearsmeet with the individual prior to such a rating being submitted in order to put the employee on notice that his/her job performance is not satisfactory and to discuss means of improvement. 3. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationan employee will receive an unsatisfactory overall performance summary, the immediate supervisor shall discuss with the employee within ten (10) working days will be notified of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days such rating prior to the last pupil attendance dayevaluation review meeting so that he/she may arrange for Union representation if so desired. No such If the employee is rated unsatisfactory in his/her job performance at the evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies review, the evaluator will counsel the employee as to how to improve and recommendations for improvement. A final evaluation conference shall be scheduled within how to proceed in order to strengthen the same time linesweakness(es). 9.1.6 Unit members have the right 4. The employee may attach a rebuttal to respond any “Performance Rating Report” he or she is in writing at any time on any evaluation topic during the evaluation processdisagreement with. Provided such written response is received by the District within five (5) working days PERIODIC REVIEW ASSIGNMENT CHANGE 1. WHAT SPECIFIC ACCOMPLISHMENTS/ACHIEVEMENTS HAS THE EMPLOYEE CONTRIBUTED TO DURING THIS REPORTING PERIOD? 2. WHAT ARE THE EMPLOYEE’S STRENGTHS AND/OR SPECIAL QUALIFICATIONS? A. Work Quality B. Work Quantity C. Safety Consciousness D. Appropriate Apparel A B C D A B C D A B C D E. Attendance E E E F. Punctuality F F F G. Dependability G G G H. Communication Skills H H H I. Use of date of the document to which the unit member is respondinggood judgment I I I J. Job commitment J J J K. Initiative K K K L. Employee Relations L L L M. Technical/Mechanical Skill M M M N/A USING SECTION 3 BELOW, PROVIDE COMMENTS FOR ALL RATINGS OF LESS THAN AVERAGE. 9.1.7 Within ten 3. IN WHAT AREA (10S) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten AND/OR WAY (10S) daysDOES THE EMPLOYEE NEED TO IMPROVE TO ENHANCE PERFORMANCE? 4. HAS IMPROVEMENT TAKEN PLACE IN AREAS DETERMINED TO BE DEFICIENT, IF ANY, IN PREVIOUS PERFORMANCE EVALUATIONS? 5. STATE ANY OTHER FACTORS, CIRCUMSTANCES, OR CONDITIONS NOT INDICATED ABOVE WHICH HAS AN INFLUENCE ON THE EMPLOYEE’S PERFORMANCE RATING FOR THIS REPORTING PERIOD. 6. EMPLOYEE GOAL (S) – CONSISTENT WITH THE DISTRICT’S BELIEF IN CONTINUOUS IMPROVEMENT, EACH EMPLOYEE ESTABLISHES ANNUAL GOALS THAT ARE INTENDED TO IMPROVE EMPLOYEE PERFORMANCE OR OTHERWISE SUPPORT BUILDING/DEPARTMENT INITIATIVES. SUCH GOALS ARE DEVELOPED BY THE EMPLOYEE IN CONSULTATION WITH THE SUPERVISOR AND MAY BE MORE OR LESS THAN ONE YEAR IN DURATION.

Evaluation Procedure. 9.1.1 The District retains All employees newly employed by the responsibility for evaluation and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members school district shall be evaluated at least once each school yearwithin the first ninety (90) calendar days from the commencement of their employment. Permanent status unit members All employees, including new employees, shall be evaluated at least once every two (2) school yearsannually, such evaluations to be completed no later than May 1 of the year in which the evaluation takes place. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place an employee resigns during that the school year, a final evaluation shall be completed prior to his or upon determination by her resignation date. If the Superintendent may take place during supervisor or supervisor's designee contemplates recommending that an employee be placed on probation, an evaluation shall be made on or before February 1. Prior to the next school year. The prior sentence does not preclude observations at any time. The unit member to be required formal evaluation, the teacher being evaluated and the supervisor, with evaluator shall meet to mutually understand the written consent intent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to and goals and objectives that will be evaluated shall be observed as determined by the Superintendent or designee during the year established observation periods. A minimum of evaluation. Prior to any negative ratings/evaluations one observation for a total observation time of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior minutes shall be required in connection with the evaluation of new employees. The employee shall sign the school district's copy of the evaluation report to indicate that he or she has received a copy of the report. The signature of the employee does not, however, necessarily indicate that the employee agrees with the contents of the evaluation report. If the employee chooses, he/she may attach a rebuttal to the last pupil attendance dayevaluation. No such Each evaluation shall be based on events which canpromptly inserted in the employee's file. Evaluation reports other than those required shall not be investigatedfiled in the employee's file unless the supervisor or the employee elects to the contrary. Such If the supervisor elects to include the evaluation in the personnel file, the employee shall include specific receive a copy of the evaluation. If either party includes the evaluation in the personnel file, it shall be within a reasonable time, not exceeding fourteen (14) days. Following the completion of each required evaluation report, a meeting shall be held between the supervisor or supervisor's designee and the employee to discuss the report. In the event that any deficiency in one or more areas is noted in any evaluation report, the supervisor or supervisor designee and the employee may attempt to develop a mutually agreeable written plan to improve the employee's effectiveness in the deficient areas. In connection with the development of such plan, consideration should be given to utilizing the services of available supervisory resource persons to observe the employee's performance deficiencies and make recommendations for improvement. A final evaluation conference If the supervisor or supervisor's designee and employee are unable to agree upon a mutually acceptable plan, the supervisor or supervisor's designee shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided prepare and deliver such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response improvement plan to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten employee. REFER TO APPENDIX A ▇▇▇▇▇▇▇ EVALUATION TOOL (10Page 20) days.REFER TO APPENDIX B PREVIOUS EVALUATION TOOL (Page 22)

Evaluation Procedure. 9.1.1 The District retains 7.1.6.1 At the responsibility for evaluation and assessment beginning of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every two (2) school years. If , or when a unit member is scheduled newly assigned to a site, the unit member shall be furnished a copy of the evaluation procedures, including referral to this evaluation article, and shall be advised of the criteria upon which the evaluation is to be evaluatedbased. Effective no later than August 1, but has been granted a leave 2010, all unit job descriptions shall be available for unit member review on the SFUSD Human Resources web page. 7.1.6.2 The on-site administrator shall observe the unit member in the discharge of absence of one (1) semester or longerhis/her daily responsibilities for performance factors, such evaluation may take place during as listed on the Evaluation Form. When the on-site administrator observes performance that school yearis less than the required expectations, or upon determination is informed of such observed performance by the Superintendent may take place during certificated person who serves as the next school yearimmediate supervisor, the shortfall should be called to the attention of the unit member. The prior sentence does not preclude observations at contents of any timewritten documentation shall be communicated to the unit member. 7.1.6.3 When it appears to the on site administrator that a rating of ―needs improvement‖ or ―unsatisfactory‖ is likely in two or more of the performance factors, a conference shall be held by the on site administrator with the unit member. The unit member to be evaluated and on site administrator may require the supervisor, with the written consent participation of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached certificated person who serves as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor in the conference. The areas where expectations are not being met shall discuss be reviewed with the employee unit member and suggestions given for improvement. A record of such conference shall be prepared by the evaluator for the personnel file of the unit member and a copy submitted to him/her. 7.1.6.4 In conducting a formal evaluation the evaluator shall arrange a conference with the unit member no later than the specified evaluation deadline to discuss the evaluation. At the time of this formal conference, the unit member shall receive a copy of said evaluation and shall have the right to submit a written response to his/her evaluation within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s receiving said evaluation. 9.1.5 7.1.6.5 The final signature of a unit member on the evaluation reflects only that he/she has read the evaluation. 7.1.6.6 Each unit member being evaluated shall receive a formal evaluation reflecting the observation(s) he/she has received during the year. While the primary basis for this rating shall be the written evaluation assessments of the unit member’s performance as demonstrated during assessment sequences, other written feedback previously given to the unit member and related to job performance can be used to determine the formal evaluation. Copies of all written backup materials shall be completed on or before thirty (30) days attached to the form that is given to the unit member and sent to the Human Resources Department. 7.1.6.7 The unit member may be accompanied by a representative of his/her choice at any conference. The evaluator shall be notified prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which if the unit member is respondingchooses to bring a representative. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.

Evaluation Procedure. 9.1.1 8.1.1 Employee evaluation shall be performed in accordance with the provisions of Education Code Section 44660 et seq., and the ACOE evaluation procedure. The District retains California Standards for the Teaching Profession numbers I through V are included by reference.  Standard for Engaging and Supporting All Students in Learning  Standard for Creating and Maintaining Effective Environments  Standard for Understanding and Organizing Subject Matter  Standard for Planning Instruction and Designing Learning Experiences  Standard for Assessing Student Learning 8.1.2 Evaluation of employees shall include, but shall not be limited to, consideration of (a) progress of pupils toward the standards established by the Board; (b) instructional techniques and strategies; (c) adherence to curricular objectives; (d) establishment and maintenance of a suitable learning environment; and (e) performance of other duties normally required as part of their regular assignments. 8.1.3 All evaluations of performance shall be done within the context of the program(s) and special assignment(s) for which the employee is responsible. The evaluation shall be based on classroom or work-area visits, formal conferences, personal observation, and other applicable data. Any evaluation of employee performance shall not include the use of publisher’s norms established as a result of standardized tests. Anonymous verbal complaints shall not be used in the evaluation of a unit member. 8.1.4 The ACOE Superintendent delegates the responsibility for school site evaluation and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content immediate supervisor of the evaluation; any grievances shall be limited employee. The Director of Special Education is the immediate supervisor for SDC and DIS employees. The School Principal is the immediate supervisor for Resource Specialists. The Director/School Principal or prime evaluator may personally evaluate all school site certificated employees, may delegate some evaluation duties to a claim that credentialed administrators, or may request assistance in evaluation from one or more secondary evaluators. The Director/School Principal has the following procedures have been violatedfinal responsibility for submitting written reports on prescribed forms of each certificated person’s work at the state intervals. For good cause, an evaluatee may submit written request to the Director of Personnel for an evaluator other than the prime evaluator. 9.1.2 8.1.5 The Director of Special Education shall review all initial evaluations completed by immediate supervisors. Either the employee or the Director can request a second observation / evaluation by the Director which will be completed no later than 30 days prior to the last day of school. 8.1.6 Temporary employees may be evaluated annually. Probationary status unit members shall employees will be evaluated annually during their probationary years. Permanent employees may be evaluated at least once each school every other year. Permanent Teachers who meet the standards of Education Code Section 44664(a) (3) will be evaluated on a five year cycle. The Education Code provides: “At least every five years for personnel with permanent status unit members who have been employed at least 10 years with the ACOE, are highly qualified, if those personnel occupy positions that are required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Sec. 6301, et seq.), as defined in 20 U.S.C. Sec. 7801, and whose previous evaluation rated the employee as meeting or exceeding standards, if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time.” Additional evaluations of temporary, probationary, or permanent employees may be conducted if deemed necessary by the evaluator. 8.1.7 All official evaluations shall be evaluated at least once every in writing on a form or forms approved by the ACOE and the Association as provided in Exhibit C. Each evaluation will include three of the five standards selected by mutual agreement. In the event that the teacher and evaluator are unable to agree on the standards, the teacher will select two standards and the evaluator will select a third. If employee weaknesses are noted, specific recommendations for improvement shall be made in writing on the evaluation form. Recognition of exemplary performance is encouraged. 8.1.8 Two (2) school yearscopies of each evaluation shall be signed by the employee and the evaluator. If a unit member is scheduled to be evaluatedSigning the evaluation form does not indicate concurrence, but only that the employee has seen the evaluation and that it has been granted a leave of absence of discussed. One (1) copy shall be given to the employee and one (1) semester or longer, such evaluation may take place during that school year, or upon determination by forwarded to the Superintendent may take place during ACOE for retention in the next school yearemployee’s personnel file. The prior sentence does not preclude observations at employee may attach any time. The unit member comments that are felt to be evaluated and pertinent to the supervisor, with the written consent of the Superintendent, may in writing waive any specific evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluationdays. 9.1.5 The final written evaluation of the unit member 8.1.9 Serious or recurring complaints concerning an employee shall be completed on or before thirty (30) days prior submitted to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond employee in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is respondinghis/her School Principal. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.

Evaluation Procedure. 9.1.1 A. The District retains the responsibility for evaluation process consists of Track I and assessment of performance of Track II. (1) Track I shall be used by: (a) Probationary status unit members (b) Permanent status unit members subject only who have not completed one cycle of Track I evaluation after achieving permanent status (c) Permanent status unit members who have received an overall “unsatisfactory” evaluation rating in the last evaluation cycle (d) Permanent status unit members who have chosen this option (2) Track II (the Alternative Evaluation) may be selected by permanent status unit members who have successfully completed at least one cycle of Track I evaluation. The Track II (Alternative Evaluation) shall be used for the evaluation of Teachers on Special Assignment (TOSA). (a) If the unit member and evaluator fail to reach mutual agreement regarding the following procedural requirements. No grievance arising under this Article shall challenge design of alternative evaluation activities for the content Track II evaluation process, the decision concerning the design of the evaluation; any grievances shall evaluation process will be limited to a claim mediated by the program director. It is the intent of the parties that mutual agreement between the following procedures have been violatedunit member and the evaluator on the design of the individualized Track II evaluation process will be accomplished through this procedure. 9.1.2 Probationary B. Evaluation for permanent status unit members shall be evaluated conducted at least once each school year. Permanent status unit members shall be evaluated at least once every two (2) school years. If a unit member is scheduled years prior to be evaluatedMarch 15, but has been granted a leave of absence of one (1) semester or longer, such commencing with the initial evaluation may take place during that school year, or upon determination by the Superintendent may take place occurring during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationfirst year in permanent status. C. Prior to September 15, each unit member shall be given a copy of this Agreement, necessary forms, and other policies and regulations on which the unit member will be evaluated. ▇. ▇▇▇▇▇ to October 1 of the year in which evaluation is to take place, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of evaluator and the unit member shall meet to review the evaluation process and to complete the Annual Planning and Goals Form. E. Unit members shall not be completed on or before thirty (30) days prior required to participate in the evaluation of other unit members. F. Any alleged violation of evaluation procedures of this Agreement shall be subject to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time linesGrievance Procedure (Article X). 9.1.6 Unit members have G. The California Standards for the right to respond in writing at any time on any Teaching Profession (SDCOE ENHANCED CSTP) are the established standards of professional practice which guide both Track I and Track II evaluation topic during procedures. The seven standards are: (1) Engaging and supporting the evaluation process. Provided such written response is received by the District within five learning of every student (2) Creating and maintaining effective environments for student learning (3) Understanding and organizing subject matter for student learning (4) Planning instruction and designing learning experiences for every student (5) working days of date of the document to which the unit member is responding.Assessing student learning 9.1.7 Within ten (106) calendar days after receipt of the evaluation the unit member may prepare Developing as a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.professional educator

Evaluation Procedure. 9.1.1 The District retains the sole responsibility for the evaluation and assessment of performance of each unit members member, subject only to the following procedural requirements. No A unit member considering an evaluation to be unjust may confer with the evaluator's supervisor regarding the evaluation and those administrators in respective chain of command through procedures established by the District. 12.1 Any grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures herein have been violated. 9.1.2 Probationary status 12.2 Formal annual evaluations for permanent unit members shall be evaluated completed once per year from April 1 to June 30. 12.2.1 The District and Association recognize that in addition to the annual evaluation, it is at least once each school yeartimes necessary to notify and assist unit members to correct identified deficiencies. Permanent status Accordingly, in addition to the annual evaluation, the District may conduct interim formal evaluations for all unit members. Interim evaluations shall be conducted in accordance with the following procedures: 12.2.1.1 Interim evaluations shall be completed either using the same form as for the annual evaluation, or according to the District's "Suggested Format for Corrective Interview." 12.2.1.2 The interim evaluation shall indicate the problem area(s), the corrective measure(s) to be taken, and shall specify a period of time within which, the correction of problem(s) should occur. The interim evaluation shall also calendar the time for a follow-up evaluation which shall be within a reasonable period of time, but not more than six (6) months from the date of the interim evaluation. 12.2.1.3 The follow-up evaluation shall be attached to the interim evaluation in the unit member's file. 12.3 Formal evaluation for probationary unit members shall be evaluated at least once every normally occur two (2) school years. If a times during the probationary period; the first of which, will occur at the end of three (3) months of service, the second of which, will occur near the end of six (6) months of service. 12.4 Formal evaluations for unit member is scheduled to members, shall be evaluatedcompleted by the immediate supervisor on appropriate district evaluation forms, as attached in Appendix B for reference, but has been granted which do not constitute a leave part of absence this Agreement. Such forms shall be signed by both the evaluator and the unit member. 12.5 One (1) copy of the evaluation shall be retained by the unit member, one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent copy of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file, and one (1) copy of the evaluation shall be held in the evaluator's file. 12.6 No evaluation of any unit member, shall be placed in his/her personnel file without an opportunity for discussion between the unit member and the evaluator. 12.7 No negative evaluation of the unit member's performance, shall be predicated upon information or material of a derogatory or critical nature which has been received by the evaluator(s) from others (such as parents and citizens), unless the unit member is first given notice, and an opportunity to review and comment, including the right to enter his/her written comments into the records. Prior to a complaint being referenced in an evaluation, it shall be placed in writing and presented to the bargaining unit member, who shall be given an opportunity to review and respond to the complaint as described in this article. 12.8 Directed assistance shall be provided, if received within said ten (10) daysdetermined appropriate by the evaluator(s). A unit member may request directed assistance to correct identified deficiencies. 12.9 The unit member shall have the right to review and respond to any derogatory evaluation in accordance with Section 12.11.2. 12.10 No unit member shall be required to formally evaluate any other unit member(s).

Evaluation Procedure. 9.1.1 The District retains (i) At the responsibility for evaluation and beginning of the faculty member’s assessment of performance of unit members subject only year, s/he shall submit to the following procedural requirements. No grievance arising under this Article shall challenge Evaluation Committee a self-assessment in which the content faculty member summarizes his or her teaching over the past seven (7) years, including a description of teaching philosophy, as well as a self-assessment that may take into consideration pedagogical growth over the previous five years, modifications to courses taught, academic advisement, supervision of independent study, graduate mentoring, contributions to instructional needs of the evaluation; any grievances shall be limited department, and other related activities directly pertaining to a claim that the following procedures have been violatedteaching. 9.1.2 Probationary status unit (ii) Two faculty members shall will observe the faculty member teach in the Fall semester. One observer will be evaluated at least once each school yeara member of the Department Personnel and Budget Committee selected by the Department Chair. Permanent status unit The second observer will be selected as follows: (1) the faculty member will nominate three tenured faculty members shall be evaluated at least once every two from his or her college and submit their names to the Chair; and (2) school yearsthe Chair will select one faculty member from the list of three nominees. If a unit member The observing faculty members will each write an observation and present it to the Evaluation Committee. When the Chair is scheduled to be being evaluated, but has been granted a leave the senior member of absence of the Personnel and Budget Committee will be selected as one observer. (iii) The evaluation dossiers will contain: (1) semester or longerpeer observation reports; (2) student evaluations (evaluations selected by the faculty member covering at least four of the seven years); and (3) the faculty member’s self-assessment. (iv) The Evaluation Committee will review the faculty member’s teaching and submit an assessment to the Chair, such evaluation ▇▇▇▇, and the faculty member reviewed by February 15th. The faculty member and ▇▇▇▇ will be given an opportunity to provide assessment feedback to be included in the assessment report. (v) The Evaluation Committee will conduct its review by April 20th. Any votes taken shall be by secret ballot. Faculty members will receive in writing a copy of the Committee’s assessment and, at the reviewed faculty member’s request, the faculty member will have an opportunity to address the Committee. After the meeting, if the Committee so wishes, it may reconsider the initial vote. Within 30 days after having met with the faculty member (if so requested), the Committee shall submit its report to the ▇▇▇▇. (vi) The Evaluation Committee may take place during that school year, or upon determination by one of the Superintendent may take place during following options: 1. If the next school yearCommittee finds the faculty member’s teaching outstanding the faculty member will receive a PTR Outstanding Achievement Award. The prior sentence does not preclude observations at any timeUniversity will set aside $40,000 per year to recognize those faculty receiving PTR Outstanding Achievement Awards. The unit member $40,000 will be divided equally among the total number of faculty rated Outstanding each year and added to be evaluated the base salary up to a maximum award of $2,000 per recipient. 2. If the Committee finds the faculty member’s teaching is rated as excellent, very good or satisfactory, the evaluation is ended and the supervisorseven-year assessment cycle begins again. 3. If the Committee finds the faculty member’s teaching unsatisfactory, the Committee will devise a development plan tailored to the specific development needs of the faculty member. The Committee will consult with the written consent ▇▇▇▇ if resources are necessary to support the development plan. At the end of the Superintendentdevelopment plan (typically one to two years after the initial review), the faculty member will be assessed again according to the procedures set forth in Section 12.04(d). If the faculty member’s teaching is satisfactory or better, the evaluation is ended and the seven-year assessment cycle begins again. If the faculty member’s teaching remains unsatisfactory, the Committee will send its evaluation report to the Personnel and Budget Committee. The Personnel and Budget Committee will asses the development needs of the faculty and take appropriate action. (vii) Within five (5) days of receiving the decision of the Evaluation Committee, the faculty member may appeal such decision to the College Personnel Committee. The appeal shall be in writing waive any and state the specific grounds on which the appeal is based and the reason(s) the decision of the Evaluation Committee is unsatisfactory. The College Personnel Committee will review all available information including the evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member dossier and written assessment of the Evaluattion Committee, and communicate a written decision to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit faculty member’s annual evaluation, the immediate supervisor shall discuss with Evaluation Committee, and the employee ▇▇▇▇ within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) daysappeal.

Evaluation Procedure. 9.1.1 The District retains the responsibility for evaluation and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim ‌ 7.1 Recognizing that the following District's personnel evaluation procedures have been violated. 9.1.2 Probationary status are intended to identify, reinforce, and improve knowledge, skills, attitudes and abilities that result in the achievement of predetermined goals and objectives, all supervisory unit members shall be evaluated at least once each school yearformally evaluated. Permanent status Additionally, a necessary role of the evaluation process is to identify and discharge incompetent supervisory unit members members. 7.2 Difficulty and complexity of the assignment shall be evaluated at least once every two (2) school yearsconsidered in the evaluation. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such Evaluation shall include commendations for outstanding performance where appropriate. 7.3 The criteria for evaluation may take place during that school year, or upon determination by are solely the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent prerogative of the Superintendent, may Board of Education and all forms used in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot those criteria. 7.4 The instrument for evaluation of supervisory personnel will be investigatedmutually agreed upon by UBA and BUSD. 7.5 Each supervisory unit member shall be formally evaluated in accordance with Education Code Sections 44660-44665 (▇▇▇▇▇ ▇▇▇▇) once each school year for the first two years of an assignment. Such Thereafter, having met expectations, the supervisory unit member's evaluation shall include specific performance deficiencies occur every second year. Evaluation is a continuous process and recommendations for improvementmay occur between scheduled periods at the request of the supervisory unit member and/or evaluator. 7.6 Formal evaluations of supervisory unit members shall be in writing. A final evaluation formal conference shall be scheduled within held by the same time linesevaluator and the employee. The purpose of this conference shall be to review the final evaluation. The conference shall highlight, as appropriate, areas of commendation, areas of satisfactory performance, and, if needed, areas of improvement. 9.1.6 Unit members have 7.7 A copy of the right final evaluation form shall be provided to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District employee within five fifteen (515) working days of date following completion of the document to which conference. The evaluation report shall be signed by the unit member is respondingevaluator and the employee. The employee's signature on the form does not necessarily signify agreement with the evaluation. 9.1.7 7.8 Within ten fifteen (1015) calendar working days after the receipt of the evaluation report, the unit member employee may prepare request in writing a private conference to review the report with the evaluator. The employee may file written response exceptions to the evaluation report within fifteen (15) working days after the private conference or receipt of the evaluation report. Content and substance of evaluation are not subject to Staff Complaints and Appeal Procedures or the Grievance Procedure. 7.9 Both the evaluation and the evaluation exceptions, if any, shall be placed in the unit memberemployee's permanent personnel file if received file. 7.10 All evaluations shall follow timelines incorporated within said ten (10) daysthe ▇▇▇▇▇ ▇▇▇▇. 7.11 Supervisory employees shall be permitted to provide a written `response to any evaluation. The response will be attached to the evaluation for inclusion in their personnel file.

Evaluation Procedure. 9.1.1 The Probationary Evaluation 6.1.1. Probationary employees shall serve the District retains the responsibility in a satisfactory manner for evaluation a period not to exceed six (6) months or one-hundred and assessment thirty (l30) days of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members paid service, whichever is longer, and shall be evaluated at least once each school yeartwice during this probationary period. 6.1.2. Required evaluations shall be performed at least thirty (30) calendar days apart and one evaluation shall be performed at least thirty (30) calendar days prior to the granting of permanent status, unless the probationary employee is released earlier. Permanent status unit members Employee Evaluations 6.2.1. Permanent employees shall be evaluated at least once every two (2) school years. If a unit member is scheduled to Evaluations must be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination received by June 15th for 12 month employees and by May 1st for all other employees. Evaluations will be based on the Superintendent may take place during the next current school year. The prior sentence does If an evaluation is not preclude observations at any timereceived the employee will be considered to meet District standards. 6.2.2. The unit member to Employees who receive a voluntary transfer should be evaluated at least once during their first six (6) months of assignment. Evaluations as prescribed in 6.1 and 6.2 shall be the supervisor, with the written consent minimum number of the Superintendent, required evaluations and employees may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed at more frequent intervals as determined by the Superintendent or District. Evaluation reports shall be made in such format as prescribed by the District and shall be prepared by the employee's immediate supervisor and/or his/her designee during who has direct knowledge of the year of employee's work. The immediate supervisor shall be responsible for employee's evaluation. Prior The immediate supervisor shall submit the evaluation report to the employee and a conference shall be held with the employee if the evaluation has any negative ratingsunsatisfactory category. All evaluations shall be signed by the employee in order to indicate that the employee has received a copy of the evaluation. The employee shall be given an opportunity to write comments regarding the evaluation on the evaluation form, as the employee deems necessary. Comments will be attached and submitted within 10 workdays of receipt of the evaluation or conference, whichever is later. The employee shall be given a copy of the evaluation. Evaluations shall be filed in the employee's personnel records and shall be available for review by the District and the employee and by his/evaluations her representative upon written authorization of permanent status unit member’s annual evaluationthe employee. If an evaluation shows an employee's performance is below satisfactory, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into provide specific recommendations and offer assistance for the employee’s evaluation's improvement. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day6.7.1. No such An employee who has received an unsatisfactory evaluation shall be based on events which cannot re- evaluated within three (3) months. Improvements or deficiencies shall be investigatedso noted. Such An employee who desires to appeal an overall unsatisfactory evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond submit in writing at any time on any evaluation topic during to the Superintendent, his/her reason for appeal within fifteen (l5) workdays of the evaluation processconference. Provided The Superintendent or his/her designee shall investigate the facts of the case and shall obtain such written response is received by evidence as may be necessary for the District final determination of the employee's evaluation. The Superintendent or his/her designee shall meet with the appellant and his/her representative, if any, within five fifteen (515) working days workdays of the date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare written appeal and provide a written response to within fifteen (15) workdays of the meeting. The Superintendent's decision regarding the evaluation and the evaluation appeal shall be placed in the unit member's personnel file if received within said ten (10) daysfinal.

Evaluation Procedure. 9.1.1 The District retains All newly hired employees shall serve a twelve (12) month probationary period and shall receive an evaluation typically during the responsibility for evaluation fourth (4th) and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content eighth (8th) months of the evaluation; any grievances probationary period. Employees who are promoted during the term of this Agreement shall be limited to serve a claim four (4) month probationary period and shall receive an evaluation typically during the fourth (4th) month of that the following procedures have been violated. 9.1.2 Probationary status unit members probationary period. All regular permanent employees shall typically be evaluated at least once each school a year. Permanent status unit members It is the District's prerogative to evaluate an employee at any time in the event the employee has either exhibited below standard work performance or exceptional work performance. Only an administrator in the employee's chain of command, on forms developed and provided by the District, shall be evaluated complete the performance evaluation reports. A permanent employee’s supervisor shall have been their supervisor for at least once every two four (24) school yearsmonths prior to evaluation. If a unit member this is scheduled to not the case, the evaluation timeline will be evaluated, but postponed until the permanent employee has served under their current supervisor for at least four (4) months. Once the performance evaluation report has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationcompleted, the immediate supervisor and the employee shall meet to discuss the report. A copy of the report will be provided the employee, and the employee will sign the report to indicate that it has been presented and discussed. Evaluation reports shall include, if necessary, specific recommendations for improvements and suggestions of ways to assist the employee in implementing any recommendations made in the report. In the event of a disagreement, an employee who desires to register disagreement with the employee findings may take the following steps: (1) Record a statement of objections at the time of the conference; and/or (2) Submit a statement in writing within ten a reasonable time not to exceed fifteen (1015) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty conference (30) days prior such a statement becomes a permanent addition to the last pupil attendance day. No such evaluation shall be based on events document, which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within shall enter in the permanent personnel file in not less than five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of work days, the evaluation document); and/or (3) Request a three (3) party conference with the unit member may prepare a written response to the evaluation immediate supervisor and the Director Human Resources. The substance of an evaluation shall be placed in the unit member's personnel file if received within said ten (10) daysis not subject to grievance.

Evaluation Procedure. 9.1.1 The District retains A. Each permanent employee shall receive a formal, written performance evaluation within the responsibility for evaluation and assessment scope of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated employee’s job description at least once every three (3) years by the employee’s immediate supervisor. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor prior to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the evaluation document shall be provided to the employee at the conference. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two (2) school yearsyears old. D. If/When the employee reasonably believes that the evaluation shall result in, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. If An evaluation with a unit member is scheduled to be evaluated, but has been granted a leave rating of absence of three (3) or more “Improvement Needed” (IN) or one (1) semester or longer, such evaluation may take place during that school year, or upon determination by “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, employee’s agreement with the written consent content of said material, but only that the Superintendent, may in writing waive any evaluation during any school yearwas received. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated F. An employee shall be observed as determined by the Superintendent or designee during the year have a period of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into daysworkdays following the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and the evaluation shall be placed in the unit member's employee’s personnel file if received within said ten (10) daysfile.

Evaluation Procedure. 9.1.1 The District retains the responsibility for evaluation and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article 7.1 Regular probationary classified employees shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated receive at least once each school year. Permanent status unit members shall be evaluated at least once every two (2) school yearsformal written performance ratings on District-approved forms during the probation period, typically at the conclusion of the third (3rd) and sixth (6th) month of service. If a unit member Classified employees shall achieve permanent status after six (6) months or one hundred thirty (130) days, whichever is scheduled to be evaluatedlonger, but has been granted a leave of absence of paid status in the District. 7.2 Regular permanent classified employees shall receive at least one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the formal written consent of the Superintendent, may in writing waive any evaluation during any school performance rating on District-approved forms each year. 9.1.3 7.3 The classified rating forms described herein shall be completed and signed by the Superintendent/Principal and shall be discussed with and signed by the unit member prior to being placed in their official personnel file. The formal rating forms shall contain information bearing on unit member performance related to the evaluation form is attached criteria established by the District. The data gathered relative to unit member appraisal shall be in conformity with the evaluatee’s job description, as Appendix “F”prescribed by the District. 9.1.4 Each unit member 7.4 The rating shall contain an appraisal of the employee’s performance, and as appropriate, commendations or specific suggestions for the improvement of the evaluatee’s performance. 7.5 The evaluatee shall receive a written copy of the performance rating forms described herein at a personal conference conducted by the evaluator, and proof of the transmission of the rating to be evaluated the evaluatee shall be observed as determined established by the Superintendent or designee during evaluator. An evaluatee has the year of evaluation. Prior right to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee submit a written response to their evaluation within ten (10) working days of learning of any matter which may warrant placement of an entry into workdays and that the written response will be attached to the evaluation before it is placed in the employee’s evaluationpersonnel file 7.6 The evaluator’s judgment and recommendations contained in the evaluation appraisals described herein shall not be subject to the Grievance Procedure (Article V) contained in this Agreement, except in cases of discrimination or personal animus. 9.1.5 The final written 7.7 No evaluation of the any unit member shall be completed on or before thirty (30) days prior to placed in their personnel file without an opportunity for discussion between the last pupil attendance dayunit member and the evaluator. No such evaluation shall be made based on events which cannot upon unsubstantiated information. Any unsatisfactory rating must be investigatedsupported by an explanation. Such Any unsatisfactory evaluation shall include specific performance deficiencies and recommendations for improvementimprovements and provisions for assisting the unit member in implementing any recommendations made. A final evaluation conference The unit member shall be scheduled within the same time lines. 9.1.6 Unit members have the right to review and respond to any derogatory evaluation in writing at accordance with Article 7.5. 7.8 All personnel files shall be kept in confidence and shall be available for inspection only to other employees of the District when actually necessary in the proper administration of the District’s affairs. Employees shall be provided with copies of any time on any derogatory written material five (5) work days before it is placed in the employee’s personnel file. 7.9 A pre-evaluation topic during meeting shall be held between the Superintendent/Principal and the unit member, prior to rating the unit member, to discuss the evaluation process. Provided such written response The final rating is received by left to the District within five (5) working days of date discretion of the document to which the unit member is respondingSuperintendent/Principal. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.

Evaluation Procedure. 9.1.1 6.1.1 The District retains established evaluation form is to be prepared by the responsibility immediate supervisor under whom the bargaining unit member has served for sixty (60) working days or more. (See evaluation and assessment form attached as Appendix B.) The immediate supervisor is to present a draft of performance of unit members subject only an evaluation report to the following procedural requirementsbargaining unit member in private and discuss the report with the bargaining unit member being evaluated. No grievance arising under this Article shall challenge the content of the evaluation; any grievances The evaluation shall be limited to a claim that based upon direct observation by the following procedures have been violatedimmediate supervisor or verified facts. 9.1.2 6.1.1.1 Permanent employees shall be evaluated annually. 6.1.1.2 Probationary status unit members employees shall be evaluated at least once each school year. Permanent status unit members 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 evaluated at least once every two (2) school years. If a placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member is scheduled to be evaluated, but has been granted given an opportunity to prepare a leave of absence of one (1) semester or longer, written response to such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to evaluation reports reflecting any negative ratings/evaluations “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 status unit member’s annual evaluationpart of, the immediate supervisor 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 discuss 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 the employee within this Article. Within ten (10) working days of learning receipt of any matter which may warrant placement of an entry into such objection the employee’s Director Personnel Services shall hear the objections and render a decision whether to uphold the evaluation or rescind the evaluation. 9.1.5 6.1.5 The final written evaluation 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 completed on or before thirty (30) days prior given a signed copy. The original notice is to be forwarded to the last pupil attendance day. No such evaluation 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 based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within defined as the same time linesinitial six (6) month employment period. 9.1.6 Unit members have 6.1.8 In the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the event a permanent bargaining unit member is respondinghired 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. 9.1.7 Within ten (10) calendar days after receipt of 6.1.9 The District, CSEA and the evaluation the bargaining unit member may prepare mutually agree to extend the probationary period of a written response to bargaining unit member on an individual basis provided the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten extension is no longer than four (104) daysmonths.

Evaluation Procedure. 9.1.1 A. The District retains the responsibility for evaluation and assessment of performance of bargaining unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to member who is on a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall continuing contract must be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every based on two (2) school years. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by formal observations in the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member first observation shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within end of the first semester, with a written report to and post-observation conference with the bargaining unit member due no later than five (5) working days after the observation. The second observation shall be completed with a written report to and post-observation conference with the bargaining unit member due no later than five (5) working days after observation. There will be at least four (4) calendar weeks between the first and second observation, unless mutually agreed upon by the teacher and evaluator. If after the second formal observation, a teacher’s performance is found deficient to the extent that adverse personnel action may result, a minimum of date one (1) additional observation shall be conducted. The third observation can occur at any point after the second observation. All observations must be conducted by May 1st. The post-conference form is found in OTES Handbook. B. The bargaining unit member who is on a limited contract must be evaluated based on three (3) formal observations in the school year. The first observation shall be completed by the end of the document first semester, with a written report to which and post-observation conference with the bargaining unit member due no later than five (5) working days after the observation. The second and third observations shall be completed with a written report to and post-observation conference with the bargaining unit member due no later than five (5) working days after observation. There will be at least four (4) calendar weeks between the observations, unless mutually agreed upon by the teacher and evaluator. All observations must be conducted by May 1st. The post- conference form is respondingfound in OTES Handbook. 9.1.7 Within ten (10) calendar days after receipt C. The pre-conference between the evaluator and teacher will consist of the submission of the pre-conference form (OTES Handbook) to the evaluator at least three (3) working days before the formal observation. No pre- conference meeting prior to the formal observation is required unless requested by either the teacher or the evaluator. All formal observations shall be scheduled five (5) working days in advance. If an extenuating circumstance should arise, the observation shall be rescheduled at the earliest convenient time. D. All classroom observations will be at least thirty (30) consecutive minutes in duration. Formal observations shall not disrupt and/or interrupt the classroom learning environment. E. The evaluation the unit member may prepare of an individual's performance shall include, but not be limited to, a written response to the evaluation and the narrative. The evaluation shall acknowledge the strengths, if any, as well as the deficiencies, if any, and shall reflect data used to support the conclusion made by the evaluator. The evaluation shall be signed by the evaluator. The evaluation shall then be signed by the individual to signify his/her notification that the item will be placed in the unit member's personnel file if received within said ten (10) daysfile, but not that the individual necessarily agrees with the evaluation. ▇. Any complaint that results in an investigation shall promptly be called to the attention of the individual. If the complaint is used in employment decisions, the complainant shall be identified and the individual shall be afforded the opportunity to answer or rebut such complaint.

Evaluation Procedure. 9.1.1 The District retains the responsibility for evaluation and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances 6.1 Employees shall be limited to evaluated in each classification in which they serve at least once during their initial six (6) months probationary period, and at least annually thereafter. Written evaluation will be made on the District evaluation form, a claim that copy of which is attached as Appendix B and incorporated by reference herein. The evaluation shall be done by the following procedures have been violatedsupervisor who directly observes the employee in each classification in which the employee serves. In evaluating a paraeducator, the evaluator shall solicit input from the teacher or teachers with whom the paraeducator works. 9.1.2 Probationary status unit members 6.2 A permanent employee who changes classification shall be evaluated at least once each school year. Permanent status unit members once, preferably at the end of five (5) months of probationary service in the new classification, and annually thereafter. 6.3 Whenever possible, job performance shall be evaluated at least once every two (2) school years. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss discussed with the employee at the time the issue is pertinent, rather than holding it in abeyance until the time of written evaluation. 6.4 When an evaluation of less than "satisfactory" performance or conduct is made, an employee shall have reasonable time to show improvement. A second evaluation shall be given at the end of this period. 6.5 No evaluation shall be made based upon hearsay statements or comments without investigation. 6.6 Any negative evaluation shall include specific recommendations for improvements and provisions for assisting the employee in implementing any recommendations made. If requested, a meeting for discussion between the employee and the evaluator will be granted. 6.7 At the time of the evaluation, employees shall be provided with a copy of their evaluation and all written material that affects an evaluation prior to its submission to a reviewer and placed in the district personnel file. The employee shall be entitled to respond to the evaluation and written material within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior its receipt and have such response attached to the last pupil attendance dayevaluation and/or material. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within Upon request, the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within immediate manager may grant an additional five (5) working days of date of the document to which the unit member is respondingrespond. 9.1.7 Within ten (10) calendar days after receipt 6.8 An employee shall have the right at reasonable times to examine and/or obtain copies of any material from the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit memberemployee's personnel file if received within said ten (10) dayswith the exception of material that was obtained prior to the employment of the employee involved. 6.9 Any person who places written material or drafts written material for placement in an employee's personnel file shall sign the material and signify the date on which such material was drafted.

Evaluation Procedure. 9.1.1 Introduction: The District retains and the responsibility for evaluation and assessment of performance of unit members subject only Association believe evaluations should be meaningful to the employer and employee, ▇▇▇▇▇▇ success and accountability in job performance, and provide an effective communication process. This process should provide struggling employees with a plan regarding areas in need of improvement. It should also enable successful employees and their supervisors to discuss an employee’s job performance, his/her professional goals as they relate to the goals of school sites/departments, information about employee contributions, and District support in the work place. 1. All classified employees are to be evaluated by their Immediate Supervisor. The forms used in the evaluation procedure shall be approved by the District and the Union. Such forms will comply with the current procedure. 2. The following procedural requirementsprocedures shall be utilized with regard to the employees covered by this Agreement. a. Probationary Employee Evaluations (1) Employees assigned to regular positions on a probationary basis are to be evaluated at the close of the first month's service with the District, prior to the close of the sixth month of service, and prior to the end of the first year of service. (2) The rating forms shall be completed, reviewed with the employee, and signed by the employee's Immediate Supervisor. No grievance arising under this Article The formal rating form shall challenge contain information bearing on employee performance related to the content evaluation criteria established by the District. The data gathered relative to employee appraisal shall be in conformity with the evaluatee's job description as prescribed by the District. (3) The rating shall contain an appraisal of the employee's performance and, as appropriate, commendations or a specific plan for the improvement of the evaluatee's performance. (4) The evaluatee shall receive a written copy of the performance rating forms described herein at a personal conference conducted by the Evaluator; and after said review of the evaluation; any grievances , the employee shall sign the evaluation. (Such signature does not indicate that he/she agrees with the report.) The evaluatee may attach a written response within ten (10) workdays to the performance evaluation. Such written response by the employee shall be limited reviewed by the Director of Personnel prior to a claim that placement in the following procedures have been violatedevaluatee's personnel file. 9.1.2 Probationary status unit members (5) The Evaluator's judgment and recommendations contained in the evaluation appraisals described herein shall not be subject to Article XVIII, Grievances, contained in this Agreement. b. Permanent Employee Evaluations (1) Regular permanent classified employees shall receive at least one (1) formal or informal written performance rating on District approved forms every other year. By October 15, the supervisor must notify the employee whether the evaluation will be formal or informal. Normally these ratings shall be completed by the end of each year's service. A permanent employee may be evaluated by his/her Immediate Supervisor at any other time if exemplary or unsatisfactory service is performed, but shall be evaluated by the Immediate Supervisor within a reasonable length of time after unsatisfactory service is performed. (a) The Formal Evaluation system is for newer employees, employees in need of improvement, and employees (or supervisors) who request a more structured process. (b) The Informal Evaluation system is for employees who “exceed requirements” or “meet requirements” in all performance areas listed on the formal evaluation form. (2) Employees who are promoted shall be evaluated at least once each school year. Permanent status unit members during the six (6) month probationary period in the new position. (3) The rating forms shall be evaluated at least once every two (2) school years. If a unit member is scheduled to be evaluatedcompleted, but has been granted a leave of absence of one (1) semester or longerreviewed with the employee, such evaluation may take place during that school year, or upon determination and signed by the Superintendent may take place during the next school yearemployee's Immediate Supervisor. The prior sentence does not preclude observations at any timeformal rating form shall contain information bearing on employee performance related to the evaluation criteria established by the District. The unit member data gathered relative to employee appraisal shall be evaluated and the supervisor, in conformity with the written consent evaluatee's job description as prescribed by the District. (4) The rating shall contain an appraisal of the Superintendentemployee's performance and, may in writing waive any as appropriate, commendations or a specific plan for the improvement of the evaluatee's performance. A follow up meeting(s) to review the improvement plans and progress must be scheduled at the evaluation during any school yearmeeting. 9.1.3 (5) The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated evaluatee shall be observed as determined receive a written copy of the performance rating forms described herein at a personal conference conducted by the Superintendent or designee during Evaluator; and after said review of the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor employee shall discuss sign the evaluation. (Such signature does not indicate that he/she agrees with the employee report.) The evaluatee may attach a written response within ten (10) working days workdays to the performance evaluation. Such written response by the employee shall be reviewed by the Director of learning of any matter which may warrant Personnel prior to placement of an entry into in the employee’s evaluationevaluatee's personnel file. 9.1.5 (6) The final written Evaluator's judgment and recommendations contained in the evaluation of the unit member appraisals described herein shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time linessubject to Article XVIII, Grievances, contained in this Agreement. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.

Evaluation Procedure. 9.1.1 The District retains the responsibility for evaluation 17.1.1 Probationary and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status temporary unit members shall be evaluated at least once each school year. yearly. 17.1.2 Permanent status unit members not meeting the qualifications noted in section 17.1.3 shall be evaluated every other year unless an “area for growth” has been identified in which case they shall be evaluated annually. 17.1.3 Permanent status unit members who have been employed at least once ten (10) years with the District, are highly qualified as defined in 20 U.C.S. Section 7801 (ESEA), and whose previous evaluation rated the unit member as meeting or exceeding standards, shall be formally evaluated every two five (25) years if the unit member and the District consent to this schedule. The unit member or the District may withdraw consent at any time. 17.1.4 Unit members working at multiple sites who are due to be evaluated in a given year shall be formally observed by all involved supervising site principals at their respective school yearssites. The pre-evaluation meeting will be attended by the evaluatee and all involved site principals. Each supervising principal will conduct at least one formal observation at his/her school site. Following the formal observations, the involved site principals will meet to create one final evaluation document that will be shared with the employee. The final evaluation meeting will be attended by the evaluatee and all involved supervising site principals. All other provisions in this Article apply. 17.1.5 Unit members exempted from annual evaluation in any year shall complete and submit the FESD Certificated Goal Setting Form as described in Section 17.1.8.1 of this Article by October 15. Unit members shall review, revise, and resubmit the FESD Certificated Goal Setting Form to their supervisor by June 1. If requested by the supervisor or teacher, a unit member will meet with the immediate supervisor prior to the end of the school year to review the Goal Setting Form. 17.1.6 The end-of-year evaluation report shall normally be based upon no more than three (3) formal observations and one (1) or more informal, non-scheduled, observations. If a unit member is scheduled calendared to be evaluatedevaluated during a particular school year, but has been and is granted a leave of absence of for one (1) semester trimester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may shall take place during the next first year of return to duty. 17.1.7 Unit members to be evaluated during a particular school yearyear shall be advised of the criteria upon which the evaluation is to be based and notified by their evaluator no later than September 30 of the year in which the evaluation is to take place. The prior sentence does not preclude observations at any time. Unit members who will be evaluated during the year shall submit the FESD Certificated Goal Setting Form as described in Section 17.1.8.1 of this Article by October 15. 17.1.8 The unit member to be being evaluated and the supervisor, with evaluator shall meet no later than October 15 to: 17.1.8.1 Review the written consent of the Superintendent, may in writing waive any evaluation during any school yearFESD Certificated Goal Setting Form. 9.1.3 The classified 17.1.8.2 Schedule formal observations, conferences, and final evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by date. In the Superintendent or designee during event of a disagreement over the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationstandards and/or evaluation schedule, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member and the evaluator shall: 17.1.8.2.1 Make a good faith effort to resolve the differences themselves. 17.1.8.2.2 If the disagreement persists, the parties may invite the superintendent to assist in resolving the differences. 17.1.8.2.3 If the unit member continues to disagree over the proposed standards or evaluation schedule, he/she shall have the opportunity to state his/her position on the matter(s) in dispute, and to have a written statement attached to the evaluation form. 17.1.8.2.4 The unit member shall have the right to identify any constraints which the unit member believes may inhibit his/her ability to meet the objectives and standards established. 17.1.9 During the course of the evaluation period, circumstances may change which require modification of the original standards and/or evaluation schedule. Either the unit member or the evaluator may initiate discussion about a change in these standards and/or evaluation schedule. 17.1.10 The evaluation process shall include the following activities: 17.1.10.1 Scheduled formal classroom observations of temporary, probationary, and permanent teachers shall last as long as the lesson, and preferably up to one (1) hour. Formal observations shall be completed on or before thirty scheduled with the unit member at least two (302) days prior to the last pupil attendance day. No such evaluation their occurrence and shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final followed by an evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working duty days of date the observation. 17.1.10.2 The evaluation will be based on the California Standards for the Teaching Profession. The unit member and evaluator shall each select one (1) standard for particular focus, with all standards being considered during the evaluation process to help promote overall teacher success. 17.1.10.3 The evaluator shall notify a permanent unit member making initial unsatisfactory progress by December 15. A unit member who receives an unsatisfactory report shall, upon written request, be entitled to a minimum of two (2) formal scheduled classroom observations after December 15. Each formal observation shall be accompanied by pre and post observation conferences and a written narrative of the document observation. 17.1.10.4 In the case of unsatisfactory evaluation(s), the evaluator shall take positive action to which assist the unit member is respondingin correcting any cited deficiencies. 9.1.7 Within ten (10) calendar days after receipt of the evaluation The evaluator’s role to assist the unit member may prepare a written response shall include, but not be limited to, the following: 17.1.10.4.1 Specific recommendations for improvement 17.1.10.4.2 Provision of additional resources to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.utilized to assist

Evaluation Procedure. 9.1.1 The District retains 5.1 Evaluation of an employee’s performance shall be for the responsibility following purpose: a) To provide an opportunity for evaluation the employee to know if the work is acceptable and, if not, to be advised regarding what needs improvement; b) To establish a procedure whereby employee training needs may be identified; c) To promote open exchange of ideas, concerns and assessment improvement of performance quality; d) To provide information for making judgments about employee assignments and continued employment. 5.2 Each paraprofessional must be evaluated in writing by his/her building administrator based upon direct observation using the appraisal form approved by the Superintendent. Evaluations for all paraprofessionals will be conducted openly and with knowledge of unit members subject only the employee and will be completed annually 10 days prior to the following procedural requirements. No grievance arising under this Article shall challenge the content end of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members All appraisals will be discussed with the employee before submission to the appropriate office for filing. Employees must have been made aware of unsatisfactory performance in writing prior to it being marked on an appraisal report. The employee shall be evaluated receive a copy of the appraisal document at least once every two one day (224 hours) school years. If a unit member is scheduled before any conference to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school yeardiscuss said document. The prior sentence employee shall sign the appraisal although such signature indicates only that he/she has read the material and does not preclude observations at any timenecessarily indicate agreement. 5.3 It is understood that the evaluator may consider performance data obtained from the teacher(s) with whom the paraprofessional is assigned to work and which is related to the purpose and expectations of the job for which the individual is employed. The unit member to evaluator must properly validate such data. Should such data be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationnegative, the immediate supervisor shall meet to discuss it with the employee prior to the information being included within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of 5.4 When an employee is rated less than satisfactory, the unit member employee shall be completed on or before thirty (30) days prior notified that a meeting to the last pupil attendance day. No such evaluation develop an improvement plan shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled held within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days. The employee will be told that he/she has a right to have an Association representative present at the meeting. The improvement plan shall include a timeline for completion. When the improvement plan has been satisfactorily completed a letter stating such will be placed in the personnel file of the employee. 5.5 An employee who wishes to disagree with the appraisal must do so in writing within ten (10) school days after receipt of the appraisal. 5.6 Procedural violations of the evaluation the unit member may prepare a written response procedure/instrument are subject to the evaluation and grievance procedure. 5.7 The Association/District Liaison Committee will review the evaluation tool and process, as necessary, for the purpose of making recommendations for changes to be considered. Implementation shall normally be placed in no later than three months after any approved change; the unit member's personnel file if received within said ten (10) daysgoal being to have any approved changes ready for implementation prior to the first duty day of a given year.

Evaluation Procedure. 9.1.1 The District retains the responsibility for evaluation and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content purpose of the evaluation; any grievances shall evaluation procedure is to provide the applicant with feedback during the trial period in a fair and consistent manner . A standard form and checklist for the evaluation process will be limited to a claim that the following procedures have been violated.used . The evaluation procedure is as follows: 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every 3 .1 A Maintenance Training Review Committee, comprised of two (2) school years. If a unit member is scheduled to be evaluatedUnion, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination appointed by the Superintendent may take place during Union Executive, and two (2) Management representatives, will be responsible for monitoring the training and evaluation process . The Committee will be responsible for reviewing all evaluations and deciding, by consensus, if an employee can progress to the next school year. level of the progression . 3 .2 At the start of the trial period, the Review Committee, Plant Engineer and Maintenance Supervisor will meet with the applicant to explain the job requirements of a Millwright Class “D” to “A” and the progression requirements and process . 3 .3 The prior sentence does not preclude observations trial period may be terminated at any time. The unit member time after the first forty-five (45) days in the event the Review Committee is unable to be evaluated and reach a consensus on the supervisor, with the written consent acceptability of the Superintendentapplicant’s progression . It is agreed that the decision of the Review Committee will not be arbitrary, may discriminatory or in writing waive any evaluation during any school yearbad faith . Any disputes on the termination of a trial period would be subject to the grievance procedure detailed in the Collective Agreement . 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by 3 .4 At the Superintendent or designee during mid-point, after three months, of the year first step of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss trial period the Maintenance Supervisor will provide the Review Committee with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final a written evaluation of the unit member shall applicant’s progress towards the Class “C” Millwright level . Areas for improvement will be completed on or before thirty (30) days prior documented and discussed with the applicant . A Union representative from the Review Committee will be present during this discussion . Further follow-up meetings will be scheduled as required by the Review Committee . 3 .5 At the end of the trial period, the Maintenance Supervisor will provide the Review Committee with a written evaluation of the applicant’s progress towards the Class “C” Millwright level . At this time, the applicant must progress to the last pupil attendance daynext level, i .e . No such Class “C”, or return to the applicant’s former job . 3 .6 At four (4) month intervals of the second step of the progression the Maintenance Supervisor will provide the Review Committee with a written evaluation shall of the applicant’s progress towards the Class “B” Millwright level . Areas for improvement will be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies documented and recommendations for improvementdiscussed with the applicant . A final evaluation conference shall Union representative from the Review Committee will be present during this discussion . Further follow-up meetings will be scheduled within as required by the same time linesReview Committee . 9.1.6 Unit members have 3 .7 At the right end of the second step of the progression, the Maintenance Supervisor will provide the Review Committee with a written evaluation of the applicant’s progress towards the Class “B” Millwright level . At this time, the applicant must progress to respond in writing at any time on any the next level, i .e . Class “B” or the trial period will be terminated . 3 .8 At four (4) month intervals of the third step of the progression the Maintenance Supervisor will provide the Review Committee with a written evaluation topic of the applicant’s progress towards the Class “A” Millwright level . Areas for improvement will be documented and discussed with the applicant . A Union representative from the Review Committee will be present during the evaluation processthis discussion . Provided such written response is received Further follow-up meetings will be scheduled as required by the District within five (5) working days of date Review Committee . 3 .9 At the end of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt third step of the evaluation progression, the unit member may prepare Maintenance Supervisor will provide the Review Committee with a written response evaluation of the applicant’s progress towards the Class “A” Millwright level . At this time, the applicant must progress to the evaluation and next level, i .e . Class “A” or the evaluation shall trial period will be placed in the unit member's personnel file if received within said ten (10) daysterminated .

Evaluation Procedure. 9.1.1 ‌ 1. The District retains purpose of the responsibility evaluation process is to provide a mechanism for evaluation and the assessment of a bargaining unit member's work performance and help the member achieve greater effectiveness in the performance of his or her work assignment. 2. Written evaluations of bargaining unit members subject only will be conducted by the member's immediate supervisor utilizing the evaluation form in Appendix A. 3. The evaluator shall evaluate each bargaining unit member based on observation of his/her performance and/or work product. 4. Upon completion of a performance evaluation by the bargaining unit member's supervisor, the supervisor shall discuss the evaluation with the member. The member shall sign the evaluation to indicate receipt of a copy of the following procedural requirementscompleted form. No grievance arising under this Article shall challenge The bargaining unit member's signature merely indicates that the content member has received a copy of the evaluation; any grievances it does not indicate agreement with its contents. Refusal of the member to sign the evaluation form shall be limited constitute waiver of the member's rights to a claim that review of the following procedures have been violatedperformance evaluation. 9.1.2 Probationary status a. Each bargaining unit member shall receive at least one (1) evaluation per year. All member evaluations will be completed and reviewed by the immediate supervisor by March 31 for all less-than-12-month employees and by April 30 for all 12-month employees. 5. For bargaining unit members dissatisfied with the results of an evaluation, the internal review procedures shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every include two (2) school years. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year.steps: 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined a. A review by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationdesignee, if requested. b. If dissatisfied following this review, the immediate supervisor shall discuss with member may attach a rebuttal to the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the 6. No bargaining unit member shall be completed on or before thirty (30) days prior to responsible for the last pupil attendance dayevaluation of another member. 7. No such evaluation In the event a bargaining unit member receives an unsatisfactory rating in any area, the evaluator shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and provide the member with specific, written recommendations for improvement. The evaluator shall remain available to provide assistance to the member as he/she attempts to remediate his/her deficiencies; however, the ultimate responsibility for improvement rests with the member. A final member will be given at least twenty (20) workdays following the evaluation conference before he/she is re-evaluated. The member also may request to be re-evaluated. 8. Members shall be scheduled within the same time lines. 9.1.6 Unit members have the right entitled to respond in writing Association representation at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five internal review procedure, (D) (5) working days of date of the document to which the unit member is respondingabove. 9.1.7 Within ten (10) calendar days after receipt of 9. Only the evaluation the unit member may prepare a written response to the evaluation and the evaluation procedures shall be placed in the unit member's personnel file if received within said ten (10) daysgrievable.

Evaluation Procedure. 9.1.1 The District retains All newly hired employees shall serve a six (6) month probationary period and shall receive an evaluation typically during the responsibility for evaluation and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content third (3rd) month of the evaluation; any grievances probationary period. Employees who promote in accordance with Article 13, or reassigned in accordance with Article 12, during the term of this Agreement shall be limited to serve a claim four (4) month probationary period and shall receive an evaluation typically during the fourth (4th) month of that the following procedures have been violated. 9.1.2 Probationary status unit members probationary period. All regular permanent employees shall typically be evaluated at least once each school a year. Permanent status unit members It is the District’s prerogative to evaluate an employee at any time in the event the employee has either exhibited below standard work performance or exceptional work performance. Only an administrator in the employee's chain of command, on the official evaluation form(s) (Appendix E) mutually agreed upon by CSEA and the District, shall be evaluated complete the performance evaluation reports. A permanent employee’s supervisor shall have been their supervisor for at least once every two four (24) school yearsmonths prior to evaluation. If a unit member this is scheduled to not the case, the evaluation timeline will be evaluated, but postponed until the permanent employee has served under their current supervisor for at least four (4) months. Once the performance evaluation report has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluationcompleted, the immediate supervisor shall discuss with and the employee within ten (10) working days of learning of any matter which shall meet to discuss the report. At the meeting, the employee may warrant placement of an entry into present a self- evaluation at the employee’s evaluation. 9.1.5 The final written discretion, based upon the evaluation form at Appendix E, to be included in the evaluation report. A copy of the unit member report will be provided the employee, and the employee will sign the report to indicate that it has been presented and discussed. Evaluation reports shall include, if necessary, specific recommendations for improvements and suggestions of ways to assist the employee in implementing any recommendations made in the report. Evaluation reports shall also include a performance improvement plan if an employee receives an overall rating below “meets expectations” or the equivalent. A performance improvement plan may also be completed on or before thirty given for areas of significant concern that arise outside of the evaluation, after consultation with CSEA. In the event of a dispute, an employee may take the following steps: (301) Record a statement of objections at the time of the conference; and/or (2) Submit a statement in writing within a reasonable time not to exceed fifteen (15) days prior of the conference (such a statement becomes a permanent addition to the last pupil attendance day. No such evaluation shall be based on events document, which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within shall enter in the permanent personnel file in not less than five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of work days, the evaluation document); and/or (3) Request a three (3) party conference with the unit member may prepare a written response to the evaluation immediate supervisor and the Director Human Resources. The substance of an evaluation shall be placed in the unit member's personnel file if received within said ten (10) daysis not subject to grievance.

Evaluation Procedure. 9.1.1 The District retains (i) At the responsibility for evaluation and beginning of the faculty member’s assessment of performance of unit members subject only year, s/he shall submit to the following procedural requirements. No grievance arising under this Article shall challenge Evaluation Committee a self-assessment in which the content faculty member summarizes his or her teaching over the past seven (7) years, including a description of teaching philosophy, as well as a self-assessment that may take into consideration pedagogical growth over the previous five years, modifications to courses taught, academic advisement, supervision of independent study, graduate mentoring, contributions to instructional needs of the evaluation; any grievances shall be limited department, and other related activities directly pertaining to a claim that the following procedures have been violatedteaching. 9.1.2 Probationary status unit (ii) Two faculty members shall will observe the faculty member teach in the Fall semester. One observer will be evaluated at least once each school yeara member of the Department Personnel and Budget Committee selected by the Department Chair. Permanent status unit The second observer will be selected as follows: (1) the faculty member will nominate three tenured faculty members shall be evaluated at least once every two from his or her college and submit their names to the Chair; and (2) school yearsthe Chair will select one faculty member from the list of three nominees. If a unit member The observing faculty members will each write an observation and present it to the Evaluation Committee. When the Chair is scheduled to be being evaluated, but has been granted a leave the senior member of absence of the Personnel and Budget Committee will be selected as one observer. (iii) The evaluation dossiers will contain: (1) semester or longerpeer observation reports; (2) student evaluations (evaluations selected by the faculty member covering at least four of the seven years); and (3) the faculty member’s self-assessment. (iv) The Evaluation Committee will review the faculty member’s teaching and submit an assessment to the Chair, such evaluation ▇▇▇▇, and the faculty member reviewed by February 15th. The faculty member and ▇▇▇▇ will be given an opportunity to provide assessment feedback to be included in the assessment report. (v) The Evaluation Committee will conduct its review by April 20th. Any votes taken shall be by secret ballot. Faculty members will receive in writing a copy of the Committee’s assessment and, at the reviewed faculty member’s request, the faculty member will have an opportunity to address the Committee. After the meeting, if the Committee so wishes, it may reconsider the initial vote. Within 30 days after having met with the faculty member (if so requested), the Committee shall submit its report to the ▇▇▇▇. (vi) The Evaluation Committee may take place during that school year, or upon determination by one of the Superintendent may take place during following options: 1. If the next school yearCommittee finds the faculty member’s teaching outstanding the faculty member will receive a PTR Outstanding Achievement Award. The prior sentence does not preclude observations at any timeUniversity will set aside $40,000 per year to recognize those faculty receiving PTR Outstanding Achievement Awards. The unit member $40,000 will be divided equally among the total number of faculty rated Outstanding each year and added to be evaluated the base salary up to a maximum award of $2,000 per recipient. 2. If the Committee finds the faculty member’s teaching is rated as excellent, very good or satisfactory, the evaluation is ended and the supervisorseven-year assessment cycle begins again. 3. If the Committee finds the faculty member’s teaching unsatisfactory, the Committee will devise a development plan tailored to the specific development needs of the faculty member. The Committee will consult with the written consent ▇▇▇▇ if resources are necessary to support the development plan. At the end of the Superintendentdevelopment plan (typically one to two years after the initial review), the faculty member will be assessed again according to the procedures set forth in Section 12.03(d). If the faculty member’s teaching is satisfactory or better, the evaluation is ended and the seven-year assessment cycle begins again. If the faculty member’s teaching remains unsatisfactory, the Committee will send its evaluation report to the Personnel and Budget Committee. The Personnel and Budget Committee will assess the development needs of the faculty and take appropriate action. (vii) Within five (5) days of receiving the decision of the Evaluation Committee, the faculty member may appeal such decision to the College Personnel Committee. The appeal shall be in writing waive any and state the specific grounds on which the appeal is based and the reason(s) the decision of the Evaluation Committee is unsatisfactory. The College Personnel Committee will review all available information including the evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member dossier and written assessment of the Evaluation Committee, and communicate a written decision to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit faculty member’s annual evaluation, the immediate supervisor shall discuss with Evaluation Committee, and the employee ▇▇▇▇ within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) daysappeal.

Evaluation Procedure. 9.1.1 The District retains 7.1.6.1. At the responsibility for evaluation and assessment beginning of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every two (2) school years. If , or when a unit member is scheduled newly assigned to be evaluateda site, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed furnished a copy of the evaluation procedures, including referral to this Evaluation Article, and shall be advised of the criteria upon which the evaluation is to be based. 7.1.6.2. The supervising certificated evaluator and the on site administra- tor shall observe the unit member in the discharge of his/her daily responsibilities for performance factors, as listed on the Evaluation Form. When the evaluator or before thirty (30) days prior the on site administrator observes performance that is less than the required expectations, the shortfall should be called to the last pupil attendance dayattention of the unit member. No such evaluation Any written documentation shall be based communicated to the unit member. 7.1.6.3. When it appears to the evaluator or the on events which cansite administrator that a rating of “needs improvement” or “unsatisfactory” is likely in two or more of the performance factors, a conference shall be held by the evaluator with the unit member, including the on site administrator in the case of unit members at a school site. The areas where expectations are not being met shall be investigated. Such evaluation shall include specific performance deficiencies reviewed with the unit member and recommendations suggestions given for improvement. A final evaluation record of such conference shall be scheduled within prepared by the same time linesevaluator for the personnel file of the unit member and a copy submitted to him/her. 9.1.6 Unit members 7.1.6.4. At the formal evaluation the evaluator shall arrange a conference with the unit member no later than the specified evaluation deadline to discuss the evaluation. If there are two or more areas of “needs improvement” or “unsatisfactory,” or any disciplinary actions have been taken against the unit member, the on site administrator shall be present at the conference. At the time of this formal conference, the unit member shall receive a copy of said evaluation and shall have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such submit a written response is received by the District to his/her evaluation within five (5) working days of date receiving said evaluation. 7.1.6.5. The signature of a unit member on the evaluation reflects only that he/she has read the evaluation. 7.1.6.6. Each unit member being evaluated shall receive a formal evaluation reflecting the observation(s) he/she has received during the year. While the primary basis for this rating shall be the written assessments of the document unit member’s performance as demonstrated during assessment sequences, other written feedback previously given to which the unit member and related to job performance can be used to determine the formal evaluation. Copies of all written backup materials shall be attached to the form that is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation given to the unit member may prepare a written response and sent to the evaluation and the evaluation Personnel Office. 7.1.6.7. The unit member may be accompanied by a representative of his/ her choice at any conference. The evaluator shall be placed in notified prior to the conference if the unit member's personnel file if received within said ten (10) daysmember chooses to bring a representative.

Evaluation Procedure. 9.1.1 The District retains 7.1.6.1. At the responsibility for evaluation and assessment beginning of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every two (2) school years. If , or when a unit member is scheduled newly assigned to be evaluateda site, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed furnished a copy of the evaluation procedures, including referral to this evaluation article, and shall be advised of the criteria upon which the evaluation is to be based. 7.1.6.2. The supervising certificated evaluator and the on-site administrator shall observe the unit member in the discharge of his/her daily responsibilities for performance factors, as listed on the Evaluation Form. When the evaluator or before thirty (30) days prior the on-site administrator observes performance that is less than the required expectations, the shortfall should be called to the last pupil attendance dayattention of the unit member. No such evaluation The contents of any written documentation shall be based communicated to the unit member. 7.1.6.3. When it appears to the evaluator or the on events which cansite administrator that a rating of “needs improvement” or “unsatisfactory” is likely in two or more of the performance factors, a conference shall be held by the evaluator with the unit member, including the on site administrator in the case of unit members at a school site. The areas where expectations are not being met shall be investigated. Such evaluation shall include specific performance deficiencies reviewed with the unit member and recommendations suggestions given for improvement. A final evaluation record of such conference shall be scheduled within prepared by the same time linesevaluator for the personnel file of the unit member and a copy submitted to him/her. 9.1.6 Unit members 7.1.6.4. In conducting a formal evaluation the evaluator shall arrange a conference with the unit member no later than the specified evaluation deadline to discuss the evaluation. If there are two or more areas of “needs improvement” or “unsatisfactory,” or any disciplinary actions have been taken against the unit member, the on-site administrator shall be present at the conference. At the time of this formal conference, the unit member shall receive a copy of said evaluation and shall have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such submit a written response is received by the District to his/her evaluation within five (5) working days of date receiving said evaluation. 7.1.6.5. The signature of a unit member on the evaluation reflects only that he/she has read the evaluation. 7.1.6.6. Each unit member being evaluated shall receive a formal evaluation reflecting the observation(s) he/she has received during the year. While the primary basis for this rating shall be the written assessments of the document unit member’s performance as demonstrated during assessment sequences, other written feedback previously given to which the unit member and related to job performance can be used to determine the formal evaluation. Copies of all written backup materials shall be attached to the form that is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation given to the unit member may prepare a written response and sent to the evaluation and the evaluation Human Resources Department. 7.1.6.7. The unit member may be accompanied by a representative of his/her choice at any conference. The evaluator shall be placed in notified prior to the conference if the unit member's personnel file if received within said ten (10) daysmember chooses to bring a representative.