Evaluation Procedures Clause Samples
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Evaluation Procedures. 11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each employee shall have an annual conference with a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified...
Evaluation Procedures. The following procedures for employee evaluation shall be utilized for the term of this Agreement:
1. Orientation materials related to evaluation procedures will be provided to all employees by the 10th school day.
2. Employees shall submit to their evaluator a complete listing of proposed objectives, and measurement activities related thereto, to be considered in the annual evaluation by the 25th school day.
3. The evaluator shall have completed by 30th school day annual objective setting conference with employee.
4. The evaluator shall by the 40th school day determine and shall provide the employee with a complete listing of actual objectives from those proposed by the evaluator and employee, and measurement activities from those proposed by the evaluator and employee, and measurement activities related thereto, that will be incorporated in the annual evaluation that the evaluator will prepare for the employee. The objectives and related measurement activities referred to herein shall be in accordance with the employee job description prescribed by the District. The District will make every attempt to have the number of objectives required to be uniform from site to site.
5. Within a reasonable time after the request, the evaluator shall be provided with a written progress report from the employee containing the latter's perception of the progress being made toward the achievement of the objectives prescribed in Item 3, above. During the course of the evaluation period, circumstances may change which may result in the modification of the original standards and objectives. These changes may be initiated by the supervisor or the employee. Agreement of both parties is required.
6. The evaluator, by the 145th school day, shall have conducted classroom observations in order to gather data on employee performance as the evaluator believes to be related to:
A. The actual objectives and measurement activities described in Item 3, above;
B. Other criteria for employee evaluation and appraisal that are established by the District ▇▇▇▇▇ Act Guidelines. At the discretion of the evaluator, tenured teachers may receive only one (1) formal instructional observation per year. Probationary teachers will receive two (2) formal instructional observations per year. Prior to conducting formal instructional observations regarding the teacher's duties related to the instructional objectives herein described, the teacher shall be notified of the observation prior to the beginni...
Evaluation Procedures. 7.2.1 Evaluation procedures designed to fairly and adequately assess performance of full- time faculty employees shall be established and reviewed annually by the Vice President, after consultation with appropriate faculty groups at divisional/departmental meetings for their recommendations.
7.2.2 Evaluation procedures designed to fairly and adequately assess performance of part- time faculty employees shall be established and reviewed periodically by the Vice President, after consultation with appropriate faculty groups at divisional/departmental meetings for their recommendations.
7.2.3 The Director/Associate Director/▇▇▇▇/Regional Director or Vice President, as appropriate, shall advise the faculty employee in advance of the evaluation procedure to be used.
7.2.4 The faculty employee shall review all evaluation results with the Director/Associate Director/▇▇▇▇/Regional Director or Vice President, as appropriate, at a mutually agreeable time. If a faculty employee so chooses, a third party of his/her choice may be present.
7.2.5 The faculty employee shall sign the evaluation report indicating his/her agreement or disagreement with the conclusions of the report.
7.2.6 The faculty employee shall be given the opportunity to make written comments which shall be entered into the faculty employee's file with the evaluation.
Evaluation Procedures. 16.1 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.
16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the ev...
Evaluation Procedures. 12.1 The District shall evaluate and assess unit members as it reasonably relates to the following standards:
12.1.1 The progress of pupils toward the standards established by the District of expected pupil achievement at each grade level in each area of study; and
12.1.2 The instructional techniques and strategies used by the unit members; and
12.1.3 The unit member's adherence to curricular objectives; and
12.1.4 The establishment and maintenance of a suitable learning environment within the scope of the unit member's assignment; and
12.1.5 The performance of other duties/activities to the unit member's assignment; and
12.1.6 The quality of human relationships with students, parents and District personnel. For non-instructional unit members, such evaluation and assessment shall be based upon the fulfillment of established job responsibilities.
12.2 Evaluation and assessment made pursuant to this article shall be reduced to writing and a copy thereof shall be transmitted to the unit member not later than thirty (30) days before the last day of school in the school year in which the evaluation takes place. The unit member shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the unit member's personnel file. Before May 15, a meeting shall be held between the unit member and the evaluator to discuss the evaluation.
12.3 Probationary Evaluation and assessment of the performance of each certificated unit member shall be made on a continuing basis, at least once each school year for probationary personnel, and at least every other year for personnel with permanent status. The first ten years of evaluations will not change.
12.4 After ten years in the District, an employee may have the opportunity (with agreement from administration) to complete a self-evaluation and a formal evaluation in each four-year cycle instead of two formal evaluations. (See Appendix A.4 for the cycle) (EC 44500, 44644) (See Appendix A.5 for Guidelines on Self-Evaluations) The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the unit member. An evaluation committee will review the CERTIFICATED EVALUATION GUIDELINES to reflect an alignment with curriculum standards, CSTP, and Teacher Performance Expectations. Any recommendations will be brought back to the negotiations table. In the event a unit member is not performing his/her duties in a satisfactory...
Evaluation Procedures. Teacher evaluation serves multiple purposes. This includes improving the overall quality of the teacher workforce by identifying and building on individual strengths, identifying quality instructional practices that improve student learning, providing support and feedback to teachers and ensuring valid employment decisions. Both principals and teachers have roles and responsibilities within the evaluation process.
Evaluation Procedures. A. Bargaining unit members shall be evaluated annually by members of the Center administrative staff.
B. With respect to probationary bargaining unit members only, the Center may seek student input on the evaluation of said probationary bargaining unit members and to the extent indicated herein such student evaluation shall be part of a probationary bargaining unit member’s annual evaluation. Tenure decisions shall not be based solely on student evaluations.
C. A committee comprised equally of bargaining unit members with two (2) or more years service appointed by the Alliance and administrators appointed by the Director of the Center shall convene annually prior to December 1, to, if necessary, amend and/or update the Center-wide evaluation of instruction forms including but not limited to the student evaluation form. Provided, however, that the initial student evaluation form shall be the form developed by said committee prior to December 1, 2004.
D. Bargaining unit members shall be provided with copies of their evaluations including a student evaluation summary for probationary bargaining unit members and provided an opportunity to discuss each. Subsequent to such discussions, or on receipt of a written waiver thereof, the bargaining unit member shall be accorded a period of five (5) days to submit any written response to his/her evaluation. Following the five (5) day response period, a copy of the evaluation report (including any student evaluation summary) with bargaining unit member response, if any, thereon, will be forwarded for administrative review and file. At the end of the contract year (August 31), the individual student evaluation forms for that year will be destroyed. At any time prior to the destruction of the forms, a bargaining unit member shall upon request to the Center, be allowed to inspect the individual student evaluation forms upon which the summary of student evaluations included in his/her annual evaluation was based, provided that said forms are anonymous or that the names and other student identifiers are redacted from the forms.
E. Nothing shall be placed in a bargaining unit member’s file without providing a copy to the bargaining unit member involved and providing the bargaining unit member with an opportunity to respond. After a probationary bargaining unit member has attained tenure, or if such probationary bargaining unit member’s employment with the Center ceases prior to attaining tenure, each student evaluation summar...
Evaluation Procedures. 5.1 The evaluation and assessment program shall be a comprehensive one based upon District goals and objectives as adopted by the Board of Education as they relate to the employee's job description.
5.2 Goals and objectives are set by the Employer. Each person evaluated shall have the opportunity to participate in the setting of the objectives and standards of performance in light of which he/she will be assessed. In the event the evaluatee wishes to appeal the objectives, a panel consisting of one member appointed by the Employer, one member appointed by the Association, and one mutually agreed-upon member shall finally resolve the goals and objectives.
5.3 Evaluation and assessment of the competence of supervisory personnel shall be based upon observable, measurable behavior to include, but not limited to consideration of: (1) performance of function and, (2) performance of supervisory duties normally required. Standards of expected job performance of each specified related area shall be determined by the employee's goals and objectives, and shall be the basis for constructive improvement of competencies. Data to facilitate such evaluations shall be secured through a number of procedures including, but not limited to: observations, specific job tasks, judgments, responsibilities, and situational variables. No single criterion shall be the sole basis for evaluation.
5.4 Evaluations shall be made by the Employee's immediate manager and shall be reviewed by the Superintendent and/or his designee.
5.5 When an employee has responsibilities in two or more areas, the manager of each of these areas will provide information relating to the evaluation. However, one person shall be designated as the evaluator with responsibility for making the summary assessment report in writing and submitting a copy thereof to the employee evaluated. The designated evaluator shall be the manager of the area in which the employee has the greater assignment. In the case of assignments which are equally split, the employee may recommend an evaluator to the Human Resources Administrator. The Human Resources Administrator shall designate the employee's evaluator.
5.6 Evaluation shall be continual with frequent communication between evaluator and evaluatee.
5.6.1 No later than October of each fiscal year the evaluator and supervisory employee shall meet and discuss the elements upon which evaluation is to be based.
5.6.2 No later than January 1 of each fiscal year, the evaluator shall ...
Evaluation Procedures. 11.1 Evaluation and assessment shall be reduced to writing and a copy thereof shall be transmitted to the certificated employee. The certificated employee shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the employee's personnel file. Before the end of the school year, a meeting shall be held between the certificated personnel and the evaluator to discuss the evaluation.
11.2 Evaluation and assessment of the performance of each certificated employee shall be made on a continuing basis as follows:
a. At least once each year for temporary personnel
b. At least once each year for probationary personnel
c. At least once every other year for personnel with permanent status
d. At least once every five (5) years for personnel with permanent status who have been employed at least ten (10) years with the school district, 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, whose previous evaluations rated the employee at meeting or exceeding standards, and if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. Any negative item in an evaluation must first be preceded by written notification or oral conference of the problem, to which the teacher may respond. The response, if in writing, shall automatically be placed in the teacher's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the employee. In the event an employee is not performing his/her duties in a satisfactory manner according to the standards prescribed by the governing board, the employing authority shall notify the employee in writing of such fact and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performance.
11.3 Prior to October l5, the principal(s) shall:
a. Furnish copies of:
1. Procedures for evaluation
2. Standards prescribed by the governing board by which the teachers shall be evaluated
3. The District Discipline Policy
b. Schedule group conference...
Evaluation Procedures.
9.1 Supervision of employees is the responsibility of each principal.
9.2 Each principal or his/her designee is responsible for evaluating the employees who work in that principal’s building. The principal shall make a written evaluation report to the Superintendent at least annually concerning each employee in his/her building.
9.3 A copy of the principal’s evaluation report shall be given to the employee on or before June 1st, and the employee shall be given an opportunity to discuss the evaluation report with the principal.
9.4 The employee’s signature on the evaluation report shall not necessarily indicate the employee’s agreement with the contents of the evaluation report. The employee shall have the right to make a written reply to the evaluation report, and any such reply shall be attached to the evaluation report.