Evaluation Procedures. The following procedures for employee evaluation shall be utilized for the term of this Agreement: 1. Orientation materials related to evaluation procedures will be provided to all employees by the 10th school day. 2. Employees shall submit to their evaluator a complete listing of proposed objectives, and measurement activities related thereto, to be considered in the annual evaluation by the 25th school day. 3. The evaluator shall have completed by 30th school day annual objective setting conference with employee. 4. The evaluator shall by the 40th school day determine and shall provide the employee with a complete listing of actual objectives from those proposed by the evaluator and employee, and measurement activities from those proposed by the evaluator and employee, and measurement activities related thereto, that will be incorporated in the annual evaluation that the evaluator will prepare for the employee. The objectives and related measurement activities referred to herein shall be in accordance with the employee job description prescribed by the District. The District will make every attempt to have the number of objectives required to be uniform from site to site. 5. Within a reasonable time after the request, the evaluator shall be provided with a written progress report from the employee containing the latter's perception of the progress being made toward the achievement of the objectives prescribed in Item 3, above. During the course of the evaluation period, circumstances may change which may result in the modification of the original standards and objectives. These changes may be initiated by the supervisor or the employee. Agreement of both parties is required. 6. The evaluator, by the 145th school day, shall have conducted classroom observations in order to gather data on employee performance as the evaluator believes to be related to: A. The actual objectives and measurement activities described in Item 3, above; B. Other criteria for employee evaluation and appraisal that are established by the District ▇▇▇▇▇ Act Guidelines. At the discretion of the evaluator, tenured teachers may receive only one (1) formal instructional observation per year. Probationary teachers will receive two (2) formal instructional observations per year. Prior to conducting formal instructional observations regarding the teacher's duties related to the instructional objectives herein described, the teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following: 1) Specific directives for improvement 2) Assistance to implement such directives as (a) Provisions of additional resources; (b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day. 7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day. 8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 5 contracts
Sources: Master Contract, Master Contract, Master Contract
Evaluation Procedures. The following procedures performance evaluation program for employee building service workers and maintenance employees shall focus on the extent to which each person carries out her/his performance responsibilities as stated in the job descriptions. The primary purpose of the performance evaluation shall be utilized for program is:
A) To improve the term delivery of this Agreementservice
B) To identify and commend satisfactory and exemplary performance
C) To identify and remediate unsatisfactory performance PROCEDURES:
1. Orientation materials related The employee shall have the right to identify any constraints which the employee believes may inhibit her/his ability to meet the evaluation procedures will be provided criteria and to all employees by discuss the 10th school dayremoval of such constraints with their supervisor (the evaluator) prior to an evaluation of her/his performance.
2. Employees The Employee shall submit be evaluated using the evaluation instrument outlined in Appendix C. Evaluations shall be conducted at the conclusion of the nine-month probationary period and thereafter annually or when areas of improvement are noted on an evaluation or at the discretion of the supervisor. The Employee will be evaluated prior 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 dayJune 30th but not before October 15th. The employee may also provide additional information on his/her evaluation.
3. The evaluator evaluation report shall have completed be signed by 30th school day annual objective setting conference the supervisor and the employee. The employee’s signature indicates that he/she has read the evaluation. The employee’s signature does not indicate agreement or disagreement with employeethe contents of the evaluation.
4. The evaluator supervisor 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 meet with the employee job description prescribed by within ten (10) work days to discuss the District. The District will make every attempt to have the number of objectives required to be uniform from site to siteevaluation.
5. Within a reasonable time after the request, the evaluator shall be provided with a written progress report from the employee containing the latter's perception of the progress being made toward the achievement of the objectives prescribed in Item 3, above. During the course of the evaluation period, circumstances may change which may result in the modification of the original standards and objectives. These changes may be initiated by the supervisor or the employee. Agreement of both parties is required.
6. The evaluator, by the 145th school day, shall have conducted classroom observations in order to gather data on employee performance as the evaluator believes to be related to:
A. The actual objectives and measurement activities described in Item 3, above;
B. Other criteria for employee evaluation and appraisal that are established by the District ▇▇▇▇▇ Act Guidelines. At the discretion of the evaluator, tenured teachers may receive only one (1) formal instructional observation per year. Probationary teachers will receive two (2) formal instructional observations per year. Prior to conducting formal instructional observations regarding the teacher's duties related to the instructional objectives herein described, the teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response respond in writing to the evaluation and such response shall will be attached to the evaluation report. CATEGORIES EXCEEDS EXPECTATIONS - Surpasses the qualities and placed in behaviors described MEETS EXPECTATIONS - Meets satisfactory level of performance NEEDS IMPROVEMENT - Significant improvement required to meet acceptable level of performance UNSATISFACTORY - Not adequately demonstrating the qualities and behaviors described The evaluation should be thorough, objective and clearly understood by the employee's permanent personnel file which , so as to positively affect future performance. Each employee shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar receive a copy of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayhis/her evaluation prior to a conference with his/her evaluator.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 4 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. The All licensed teachers are evaluated according to 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 toprocedures:
A. The actual objectives and measurement activities described At the beginning of each school year, the Office of Human Resources will assign, through the automated system, teachers to be evaluated for that year to the principal of each building or to the administrator in Item 3, above;charge of a program.
B. Other criteria If a teacher is assigned to more than one facility, the Office of Human Resources will identify the evaluator(s) for employee each teacher who is assigned to more than one facility.
C. Once the teacher’s yearly evaluation and appraisal that are established cycle has begun, there shall not be any substantive changes to the forms, documents or materials used in the evaluation process unless mandated by statute or the Colorado Department of Education or unless mutually agreed upon by the District ▇▇▇▇▇ Act Guidelines. At and 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 Cherry Creek Education Association.
D. The teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer responsible for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement. Reviewing all required evaluation documents including the Evaluation Rubric and evaluation materials;
2) Assistance . Sending his/her professional growth plan/goals to implement such directives as
(a) Provisions of additional resourcestheir evaluator for review;
3. Providing additional artifacts/evidence to support rating levels under consideration;
4. Preparing/completing self-evaluation, goal setting, and performance plans to be used in discussion and provide them to his/her evaluator in advance of the discussion. Any of these documents submitted by the teacher to the evaluator will be deemed working (bnot final) Mandatory training programs designed documents to be re-assessed throughout the school year;
5. Conferring with the evaluator regarding the evaluation process, especially if there are any questions or concerns regarding the evaluation process;
6. Providing, at his/her discretion, the evaluator with evidence/artifacts supporting a request for a rating change for any element(s) in dispute;
7. Developing and implementing strategies to improve performance to be paid by in areas identified during the District. A final and written report of observation and/or within the achievement of objectives, and measurement information related thereto evaluation process.
E. An evaluator shall be responsible for the following:
1. Reviewing all required evaluation documents including the Evaluation Rubric and evaluation materials;
2. Encouraging a thoughtful, comprehensive and honest approach to self-assessment;
3. As needed, hold periodic conferences with the teacher being evaluated to determine what sources of evidence/artifacts will be used to measure performance against professional practices;
4. Reviewing professional growth plan/goals and suggesting revisions;
5. Providing on-going feedback;
6. Scheduling mid-year and end-of-year reviews;
7. Providing enough feedback regarding each observation to allow the teacher to reasonably assess performance and areas for growth;
8. Conducting a mid-year review with the teacher. Any document submitted by the employee evaluator to the evaluator by the 140th school day.
7. The evaluator shall prepare teacher during this mid-year review will be deemed a written District evaluation form of employee performance and transmit the evaluation working (not final) document to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on re-assessed throughout the school calendar year and up until the final summative evaluation;
9. Assessing the need for the substance and timing of a Directed Improvement Plan, particularly where there is a concern that the teacher may earn an ineffective or partially ineffective rating;
10. Ensuring the contents of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day.
8. Employees who meet each summative evaluation are an accurate reflection of the following conditions shall be evaluated up teacher’s performance to every fiveinclude the review of any evidence/artifacts that may support a rating change and adopting such change if the evaluator deems appropriate to do so;
11. Conducting evaluation observations and conferences, including all aspects of the District’s evaluation process, in a manner consistent with the legal and constitutional rights of the teacher;
12. To the extent that any timelines discussed in this policy are deemed impracticable for the evaluator, to seek agreement from any affected teacher for an extension of time to complete the given task. Such extension should not adversely affect the teacher in any substantive way and should not exceed five (5) working days;
13. In those cases, where a teacher is assigned to more than one facility, an evaluator from each facility where the teacher is assigned will provide input for the Mid-Year conference and the final draft of the final professional practice rating.
Appears in 4 contracts
Sources: Negotiated Agreement, Negotiated Agreement, Negotiated Agreement
Evaluation Procedures. The following procedures for employee evaluation shall be utilized for the term of this Agreement:
1. Orientation materials related The purpose of the evaluation program is to evaluation procedures will be provided to all employees by promote the 10th school daydevelopment and maintenance of excellence in the quality of instruction.
2. Employees All formal reports on the work of a teacher shall submit to their evaluator be in writing and no informal reports shall be placed on a complete listing of proposed objectives, and measurement activities related thereto, to be considered in the annual evaluation by the 25th school dayteacher‘s district personnel file.
3. The evaluator shall have completed by 30th A teacher evaluation report may be prepared on a teacher‘s general performance in the school day annual objective setting conference with employeeand the learning situation in the teacher‘s class at any time, provided there is a reasonable interval between assessment reports.
4. The Prior to commencing observations, the evaluator shall by the 40th school day determine give reasonable notice 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 meet with the employee job description prescribed by teacher to discuss and explain the District. The District will make every attempt to have the number of objectives required to be uniform from site to sitedistrict evaluation criteria, process and schedule.
5. Within a reasonable time after the request, the evaluator Reports shall be provided with a written progress report from based primarily on the employee containing teacher‘s assignment in his/her area of prime expertise and shall differentiate between 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 teacher‘s assignment and objectives. These changes may be initiated by the supervisor or the employee. Agreement of both parties is requiredhis/her professional training and experience.
6. Each written report shall be based on at least three comprehensive classroom visits which reflect the teacher‘s assignment. The evaluator, by classroom visits for 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 purpose 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, preparing the teacher shall be notified of evaluation report can occur at any time during the observation prior to the beginning of the teacher's actual instructional dayschool year, recognizing that visits in September and June should occur only in limited situations. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but A first less than satisfactory report will not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions filed after May 31 of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th a school dayyear.
7. The evaluator shall prepare a written District formal evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response report shall be attached to prepared only by an Administrative Officer where the evaluation teacher is employed, the District Superintendent, Associate Superintendent, and/or Directors of Instruction and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, prepared and in no event later than 30 days before the last school day scheduled written based on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayindependently collected data.
8. Employees who meet The evaluation process shall include:
a. A series of formal observations each followed by an observation conference.
b. A post evaluation conference for discussion and review of the following conditions draft report.
c. The right of the teacher to submit to the evaluator a written commentary on the final report which shall be evaluated up filed with all copies of the report.
d. The final report shall be filed in the teacher‘s personnel file at the school district office. No other copies of the report shall be filed except as provided in the School Act and Regulations.
9. Where appropriate and in the case of a less than satisfactory report, a plan for improving instruction shall be developed with the teacher. Such a plan shall be made available to every fivethe teacher. The implementation of such a plan shall be the joint responsibility of the teacher and the Board. A reasonable period of time shall elapse before a subsequent evaluationis initiated.
10. The content of a less than satisfactory report is subject to the grievance procedure.
11. Teacher-Teaching-On-Call Reference After five (5) days of teaching in a school a teacher-teaching-on-call may request a letter of reference from an administrative officer of that school.
Appears in 3 contracts
Sources: Provincial Collective Agreement, Provincial Collective Agreement, Provincial Collective Agreement
Evaluation Procedures. All licensed SSP Employees are evaluated according to the following procedures:
A. At the beginning of each school year, the Office of Human Resources will assign, through theautomated system, SSP Employees to be evaluated for that year to the principal of each building or to the administrator in charge of a program.
B. If an SSP Employee is assigned to more than one facility, the Office of Human Resources will identify the evaluator(s) for each SSP Employee who is assigned to more than one facility.
C. Once the SSP Employee’s yearly evaluation cycle has begun, there shall not be any substantive changes to the forms, documents or materials used in the evaluation process unless mandated by statute or the Colorado Department of Education or unless mutually agreed upon by the District and the Cherry Creek Education Association.
D. The following procedures for employee evaluation SSP Employee shall be utilized responsible for the term of this Agreementfollowing:
1. Orientation materials related to Reviewing all required evaluation procedures will be provided to all employees by documents including the 10th school day.Evaluation Rubric andevaluation materials;
2. Employees shall submit Sending his/her professional growth plan/goals 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.for review;
3. The evaluator shall have completed by 30th school day annual objective setting conference with employee.Providing additional artifacts/evidence to support rating levels under consideration;
4. The Preparing/completing self-evaluation, goal setting, and performance plans to be used in discussion and provide them to his/her evaluator in advance of the discussion. Any of these documents submitted by the SSP Employee to the evaluator will be deemed working (not final) documents to be re- assessed throughout the school year;
5. Conferring with the evaluator regarding the evaluation process, especially if there areany questions or concerns regarding the evaluation process;
6. Providing, at his/her discretion, the evaluator with evidence/artifacts supporting a request for a rating change for any element(s) in dispute;
7. Developing and implementing strategies to improve performance in areas identified during the observation and/or within the evaluation process.
E. An evaluator shall by be responsible for the 40th school day following:
1. Reviewing all required evaluation documents including the Evaluation Rubric and evaluation materials;
2. Encouraging a thoughtful, comprehensive and honest approach to self-assessment;
3. As needed, hold periodic conferences with the SSP Employee being evaluated to determine what sources of evidence/artifacts will be used to measure performance against professional practices;
4. Reviewing professional growth plan/goals and shall provide suggesting revisions;
5. Providing on-going feedback;
6. Scheduling mid-year and end-of-year reviews;
7. Providing enough feedback regarding each observation to allow the employee SSP Employee to reasonably assess performance and areas for growth;
8. Conducting a mid-year review with a complete listing of actual objectives from those proposed the SSP Employee. Any document submitted by the evaluator to the SSP Employee during this mid-year review will be deemed a working (not final) document to be re- assessed throughout the school year and employeeup until the final summative evaluation;
9. Assessing the need for the substance and timing of a Directed Improvement Plan, and measurement activities from those proposed by particularly where there is a concern that the SSP Employee may earn an ineffective or partially ineffective rating;
10. Ensuring the contents of the summative evaluation are an accurate reflection of the SSP Employee’s performance to include the review of any evidence/artifacts that may support a rating changeand adopting such change if the evaluator deems appropriate to do so;
11. Conducting evaluation observations and employeeconferences, and measurement activities related theretoincluding all aspects of the District’s evaluation process, 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 a manner consistent 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 legal and constitutional rights 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, aboveSSP Employee;
B. Other criteria 12. To the extent that any timelines discussed in this policy are deemed impracticable for employee evaluation and appraisal that are established by the District ▇▇▇▇▇ Act Guidelines. At the discretion of the evaluator, tenured teachers may receive only to seek agreement from any affected SSP Employee for an extension of time to completethe given task. Such extension should not adversely affect the SSP Employee in any substantive way and should not exceed five (5) working days;
13. In those cases, where an SSP Employee is assigned to more than one (1) formal instructional observation per year. Probationary teachers facility, an evaluator from each facility where the SSP Employee is assigned will receive two (2) formal instructional observations per year. Prior to conducting formal instructional observations regarding provide input for the teacher's duties related to Mid-Year conference and the instructional objectives herein described, the teacher shall be notified final draft of the final professional practice rating.
F. Determining the overall professional practice rating must include direct observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations and may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the followingfollowing additional data sources/artifacts:
1) Specific directives for improvement. Discussions/conferences with SSP Employee;
2) Assistance to implement such directives as. Participation in committee and meetings;
(a) Provisions 3. Review of additional materials and resources;
4. Review of student assignments and student work;
5. Parent, student, and/or peer feedback;
6. Physical appearance of the classroom;
7. Disciplinary referrals;
8. Review of lesson plans and curricular scope/sequence;
9. Review of assessment tools/measures;
10. Documentation of professional growth experiences;
11. Documentation of policy/procedure compliance.
G. For any Quality Standard or element in which the SSP Employee and the evaluator are not in agreement the SSP Employee may choose to provide evidence/artifacts supporting a revision to the evaluator. The evaluator will use the evidence/artifacts in reassessing the quality standard or element not in agreement. Such reassessment may or may not change the evaluator’s rating.
H. The SSP Employee’s Summative Evaluation Report must be acknowledged by the evaluator and SSP Employee by signing electronically. Within six (b6) Mandatory training programs designed working days of receiving the document, the SSP Employee will acknowledge the document. Such acknowledgment will only indicate that the report was received, it will not necessarily indicate the SSP Employee’s agreement with the contents of the report in whole or in part. If the SSP Employee wishes to improve performance respond to the evaluation report, he/she will do so electronically within the same six (6) working days provided for acknowledging the document. The SSP Employee will provide the response to both the evaluator and the Office of Human Resources. Failure to acknowledge receipt of the Summative Evaluation by signing waives the SSP Employee’s right to appeal the evaluation.
I. The evaluator will have a final conference with the SSP Employee to discuss the final SSP Employee Evaluation Report. This final conference must occur before submitting the Report to the Office of Human Resources.
J. Quality standard (V), measures of student learning, shall be paid determined by combining both collective and individual attribution. The collective and individual attributions will be established according to current state law and recommendations from CDE. Any future changes to the percentages used for calculating the collective and individual attributions will be negotiated between the Association and the District. A final and written report The attribution percentages will be communicated to all SSP Employees at the beginning of the achievement of objectives, and measurement information related thereto shall be submitted by evaluation cycle via the employee to the evaluator by the 140th school dayannual evaluation training.
7. K. The evaluator shall prepare a written District process of conducting evaluation form observations and conferences, including all aspects of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response remediation process, shall be attached handled so as to observe the legal rights of the SSP Employee. No evaluation/remediation information shall be gathered by electronic devices, such as remote-video microphones, cameras or recorders, without the consent of the SSP Employee. This does not apply to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayuseof electronic devices used for note taking during observations.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 3 contracts
Sources: Negotiated Agreement, Negotiated Agreement, Negotiated Agreement
Evaluation Procedures. The following procedures for employee evaluation shall be utilized for the term of this Agreement:
1. Orientation materials related The purpose of the evaluation program is to evaluation procedures will be provided to all employees by promote the 10th school daydevelopment and maintenance of excellence in the quality of instruction.
2. Employees All formal reports on the work of a teacher shall submit to their evaluator be in writing and no informal reports shall be placed on a complete listing of proposed objectives, and measurement activities related thereto, to be considered in the annual evaluation by the 25th school dayteacher’s district personnel file.
3. The evaluator shall have completed by 30th A teacher evaluation report may be prepared on a teacher’s general performance in the school day annual objective setting conference with employeeand the learning situation in the teacher’s class at any time, provided there is a reasonable interval between assessment reports.
4. The Prior to commencing observations, the evaluator shall by the 40th school day determine give reasonable notice 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 meet with the employee job description prescribed by teacher to discuss and explain the District. The District will make every attempt to have the number of objectives required to be uniform from site to sitedistrict evaluation criteria, process and schedule.
5. Within a reasonable time after the request, the evaluator Reports shall be provided with a written progress report from based primarily on the employee containing teacher’s assignment in their area of prime expertise and shall differentiate between 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 teacher’s assignment and objectives. These changes may be initiated by the supervisor or the employee. Agreement of both parties is requiredtheir professional training and experience.
6. The evaluator, by the 145th school day, Each written report shall have conducted be based on at least three comprehensive 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 visits which reflect the teacher's duties related to ’s assignment. The classroom visits for the instructional objectives herein described, purpose of preparing the teacher shall be notified of evaluation report can occur at any time during the observation prior to the beginning of the teacher's actual instructional dayschool year, recognizing that visits in September and June should occur only in limited situations. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but A first less than satisfactory report will not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions filed after May 31 of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th a school dayyear.
7. The evaluator shall prepare a written District formal evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response report shall be attached to prepared only by an Administrative Officer where the evaluation teacher is employed, the District Superintendent, Associate Superintendent, and/or Directors of Instruction and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, prepared and in no event later than 30 days before the last school day scheduled written based on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayindependently collected data.
8. Employees who meet The evaluation process shall include:
a. A series of formal observations each followed by an observation conference.
b. A post evaluation conference for discussion and review of the following conditions draft report.
c. The right of the teacher to submit to the evaluator a written commentary on the final report which shall be evaluated up filed with all copies of the report.
d. The final report shall be filed in the teacher’s personnel file at the school district office. No other copies of the report shall be filed except as provided in the School Act and Regulations.
9. Where appropriate and in the case of a less than satisfactory report, a plan for improving instruction shall be developed with the teacher. Such a plan shall be made available to every fivethe teacher. The implementation of such a plan shall be the joint responsibility of the teacher and the Board. A reasonable period of time shall elapse before a subsequent evaluation is initiated.
10. The content of a less than satisfactory report is subject to the grievance procedure.
11. Teacher-Teaching-On-Call Reference After five (5) days of teaching in a school a teacher-teaching-on-call may request a letter of reference from an administrative officer of that school.
Appears in 2 contracts
Sources: Provincial Collective Agreement, Provincial Collective Agreement and Local Agreement
Evaluation Procedures. The All licensed teachers are evaluated according to 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 toprocedures:
A. The actual objectives and measurement activities described At the beginning of each school year, the Office of Human Resources will assign, through theautomated system, teachers to be evaluated for that year to the principal of each building or to the administrator in Item 3, above;charge of a program.
B. Other criteria If a teacher is assigned to more than one facility, the Office of Human Resources will identifythe evaluator(s) for employee each teacher who is assigned to more than one facility.
C. Once the teacher’s yearly evaluation and appraisal that are established cycle has begun, there shall not be any substantive changes to the forms, documents or materials used in the evaluation process unless mandated by statute or the Colorado Department of Education or unless mutually agreed upon by the District ▇▇▇▇▇ Act Guidelines. At and 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 Cherry Creek Education Association.
D. The teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer responsible for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement. Reviewing all required evaluation documents including the Evaluation Rubric andevaluation materials;
2. Sending his/her professional growth plan/goals to their evaluator for review;
3. Providing additional artifacts/evidence to support rating levels under consideration;
4. Preparing/completing self-evaluation, goal setting, and performance plans to be used in discussion and provide them to his/her evaluator in advance of the discussion. Any of these documents submitted by the teacher to the evaluator will be deemed working (not final) Assistance documents to implement be re- assessed throughout the school year;
5. Conferring with the evaluator regarding the evaluation process, especially if there areany questions or concerns regarding the evaluation process;
6. Providing, at his/her discretion, the evaluator with evidence/artifacts supporting a request fora rating change for any element(s) in dispute;
7. Developing and implementing strategies to improve performance in areas identified duringthe observation and/or within the evaluation process.
E. An evaluator shall be responsible for the following:
1. Reviewing all required evaluation documents including the Evaluation Rubric andevaluation materials;
2. Encouraging a thoughtful, comprehensive and honest approach to self-assessment;
3. As needed, hold periodic conferences with the teacher being evaluated to determine what sources of evidence/artifacts will be used to measure performance against professional practices;
4. Reviewing professional growth plan/goals and suggesting revisions;
5. Providing on-going feedback;
6. Scheduling mid-year and end-of-year reviews;
7. Providing enough feedback regarding each observation to allow the teacher to reasonably assess performance and areas for growth;
8. Conducting a mid-year review with the teacher. Any document submitted by the evaluator tothe teacher during this mid-year review will be deemed a working (not final) document to be re- assessed throughout the school year and up until the final summative evaluation;
9. Assessing the need for the substance and timing of a Directed Improvement Plan, particularly where there is a concern that the teacher may earn an ineffective or partially ineffectiverating;
10. Ensuring the contents of the summative evaluation are an accurate reflection of the teacher’s performance to include the review of any evidence/artifacts that may support a rating changeand adopting such directives aschange if the evaluator deems appropriate to do so;
11. Conducting evaluation observations and conferences, including all aspects of the District’s evaluation process, in a manner consistent with the legal and constitutional rights of theteacher;
12. To the extent that any timelines discussed in this policy are deemed impracticable for the evaluator, to seek agreement from any affected teacher for an extension of time to completethe given task. Such extension should not adversely affect the teacher in any substantive way and should not exceed five (a5) Provisions working days;
13. In those cases, where a teacher is assigned to more than one facility, an evaluator from each facility where the teacher is assigned will provide input for the Mid-Year conference and thefinal draft of the final professional practice rating.
F. Determining the overall professional practice rating must include direct observation and may include, but notbe limited to, the following additional data sources/artifacts:
1. Discussions/conferences with teacher;
2. Participation in committee and meetings;
3. Review of materials and resources;
(b) Mandatory training programs designed to improve performance to be paid by the District4. A final Review of student assignments and written report student work;
5. Parent, student, and/or peer feedback;
6. Physical appearance of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.classroom;
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day.Disciplinary referrals;
8. Employees who meet each Review of lesson plans and curricular scope/sequence;
9. Review of assessment tools/measures;
10. Documentation of professional growth experiences;
11. Documentation of policy/procedure compliance.
G. For any Quality Standard or element in which the following conditions shall teacher and the evaluator are not in agreement the teacher may choose to provide evidence/artifacts supporting a revision to the evaluator. The evaluator will use the evidence/artifacts in reassessing the quality standard or element not in agreement.Such reassessment may or may not change the evaluator’s rating.
H. The teacher’s Summative Evaluation Report must be evaluated up to every fiveacknowledged by the evaluator and teacher by signing
Appears in 2 contracts
Sources: Negotiated Agreement, Negotiated Agreement
Evaluation Procedures. A. The following provisions of this Article constitute the procedures for employee evaluation shall to be utilized for evaluation and assessment of the term instructional performance of this Agreement:
1. Orientation materials related to evaluation procedures will be provided to all employees by the 10th school dayas set forth in Education Code §§44660, et seq.
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 commonly 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▇▇▇▇, or its successor. At the discretion of the evaluator, tenured teachers may receive only one (1) formal instructional observation per year. Probationary teachers Unit members being evaluated will receive two (2) formal instructional observations per year. Prior be required to conducting formal instructional observations regarding the teacher's duties related complete and submit to the instructional objectives herein described, chief site administrator the teacher adopted Plan for Professional Growth form (Evaluation Form I).
1. Evaluations shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee scheduled as follows:
a. Probationary unit members shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school dayevaluated at least once each year.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. b. Permanent employees unit members shall be evaluated at least once every other year.
c. Evaluation Every Five Years (Education Code §§44664(a)(3)) Unit members with permanent status, who have been employed at least 10 years with the District, are highly qualified under the federal No Child Left Behind Act of 2001, and who received recommendation for continued service based on the unit member’s most recent Teacher Summative Evaluation Form (Evaluation Form IV), shall be evaluated at least every five years if the unit member and evaluator consent to this schedule. The evaluator and unit member shall complete and sign the Memo included in Appendix C of this Agreement, which will be forwarded to the Superintendent. Copies will be provided to the evaluator and unit member and the original will be filed in the unit member’s personnel file. Should the evaluator withdraw consent, notice and identifiable cause shall be provided to the unit member in a timely manner.
2. The evaluation shall reasonably relate to:
a. The progress of pupils toward the standards of expected student achievement at each grade level and in each area of study which are adopted by the Board of Trustees pursuant to Education Code §§44662(a) and, if applicable, the state adopted academic content standards as measured by state adopted criterion referenced assessments, or other forms of assessment adopted by the District following consultation with the Exclusive Representative;
b. The instructional techniques and strategies used by the unit member;
c. The unit member's adherence to curricular objectives;
d. The establishment and maintenance of a suitable learning environment within the scope of the unit member's responsibility; and,
e. The California Standards for the Teaching Profession.
3. Evaluation will concentrate upon selected areas of performance within the unit member's overall employment responsibility. At least ten (10) work days prior to the initial observation, the unit member and evaluator shall meet to discuss the Performance and Measurement Rubric (Evaluation Form VI) and the Pre‐Classroom Observation Form (Observation Form II) which will be utilized in the evaluation of the unit member's performance. The classroom observation date will be set at this time, as well.
4. It is the responsibility of the chief site administrator to evaluate or provide for the evaluation of each unit member in the school. If the evaluator is other than the chief site administrator, the unit member shall be informed of the identity of the evaluator no later than five days prior to the first formal observation.
5. The Performance and Evaluation Rubric shall be provided to each unit member within twenty (20) workdays of the beginning date of the unit member's assignment for the school year.
6. The evaluation and assessment of unit member competence pursuant to this section shall not include the use of publishers' norms established by standardized test.
B. If the unit member's evaluator is changed during any point in the evaluation process prior to the drafting of the Teacher Summative Evaluation (Evaluation Form IV) pursuant to paragraph D of this Article, the new evaluator shall conduct at least one formal observation pursuant to paragraph C of this Article prior to issuing the Teacher Summative Evaluation (the requirement of a formal observation prior to Winter Recess is waived).
C. Each unit member who is being evaluated shall have at least one formal classroom or job task observation by the evaluator which shall occur prior to the Winter Recess. The formal classroom observation will preferably cover the beginning and a major portion of a class period or job task.
1. Each formal observation shall be preceded by a pre‐observation conference. Observation Form II: Pre‐Classroom Observation Form shall be completed by the unit member and submitted to the evaluator. The pre‐observation conference shall be held not less than two (2) work days prior to the formal observation. The form will be reviewed and signed by both parties.
2. A summation conference shall be held within ten (10) work days following each formal classroom observation using the adopted Formal Classroom Observation Report (Evaluation Form III), the Performance and Measurement Rubric (Evaluation Form VI) and, if needed, the Improvement Plan (Evaluation Form V). The conference may be accomplished in writing, by a face to face meeting, or by a review under the provisions of paragraph D of this Article. If the evaluator identifies an area or areas of concern during a formal observation, not later than five (5) work days following the observation the area or areas shall be identified in writing and provided to the unit member along with specific recommendations for improvement.
D. The evaluator shall prepare the Summative Teacher Evaluation (Evaluation Form IV) and meet with the unit member as soon as practicable after its completion, but in no event later less than 30 thirty (30) calendar days before prior to the last school day scheduled on the school calendar calendar. In the Summative Teacher Evaluation, the evaluator shall cite specific qualities, abilities, examples of excellence, and outstanding performance or deficiencies of the current school yearunit member. Probationary employees Any statement concerning instructional competency from a person other than the evaluator shall be evaluated at least once each year based on the Performance and Measurement Rubric and verified by the evaluator prior to inclusion in no the written evaluation.
1. Following the review, the unit member shall sign the evaluation to indicate that it has been reviewed and that the unit member has received a copy. The unit member's signature shall not necessarily signify agreement with the evaluation.
2. The unit member may prepare and submit a written response to the written evaluation within ten (10) days of the review. After the ten (10) work day response period has expired, the formal written evaluation, and response, if any, shall be placed in the personnel file and shall become a permanent attachment to the evaluation. This provision shall not preclude a unit member from writing and having a response attached following the ten (10) work day period.
E. In the event the Teacher Summative Evaluation indicates that a unit member is Not Meeting Standards, the evaluator shall describe the specific deficiency or deficiencies in the evaluation and on the Improvement Plan (Evaluation Form V). If the affected unit member is a temporary or probationary employee, the provisions of this paragraph shall be implemented not later than March 1. If the 150th school dayaffected unit member is a permanent employee, implementation of these provisions shall begin prior to April 1.
81. Employees who meet each As a part of the following conditions remediation process after the written evaluation, the evaluator shall meet with the employee and provide the adopted Improvement Plan which is designed to alleviate the deficient performance.
2. If subsequent actions on the part of the unit member sufficiently modify the unit member's performance and identified deficiencies to the satisfaction of the evaluator, a notification to that effect shall be evaluated up attached to every fivethe evaluation.
3. If the evaluation of a permanent unit member contains three or more Not Meeting Standards ratings in any one standard of the California Standards for the Teaching Profession (Standards 1‐5 only) as identified on the Teacher Summative Evaluation, the unit member shall be referred to and shall participate in the Peer Assistance and Review Program (“PAR”) as provided by Education Code §§44500 et seq. The evaluator shall conduct a continuing evaluation of the performance of the unit member that is independent of the activities of the PAR Consulting Teacher.
F. No grievance arising under this Article shall challenge the substantive objectives, standards, or criteria determined by the evaluator or by the District, nor shall it contest the judgment of the evaluator. Any grievance filed under this Article shall be limited solely to a claim that the procedures of this Article have been violated.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. The following procedures for employee evaluation 1. A pre-observation conference shall be utilized for held between the term of this Agreement:
1. Orientation materials related supervising administrator and unit member to review the evaluation procedures will be provided to all employees process using the Pre-Observation Check Off Sheet, Initial Conference Form and self-evaluation prepared by the 10th school dayunit member.
a. The unit member and supervising administrator shall agree on which class period or service shall be evaluated.
b. In addition to an observation, the supervising administrator shall examine a sample of data as applicable (i.e. course syllabus and outcomes, a year long plan for instruction and assessment, a detailed unit plan including assessment tools, a broad sampling of student work reflecting the prescribed outcomes, Individual Education Plan documents, conference logs, treatment plans, and/or service tracking).
c. Other class periods or services may be observed.
d. Permanent unit members and the supervising administrator shall decide which two (2) of the evaluation categories shall be evaluated. All unit members shall be evaluated on Ancillary Duties and Responsibilities. Each evaluation cycle shall focus on two (2) categories that were not seen in the prior evaluation. In the event of an unsatisfactory rating in an evaluation category during the prior evaluation, the category shall be re-evaluated in the current evaluation cycle.
e. Probationary unit members shall be evaluated in writing annually for their performance on each of the evaluation categories. All unit members shall be evaluated on Ancillary Duties and Responsibilities.
2. Employees A concluding conference shall submit be held to their evaluator review the completed Evaluation Form which includes a complete listing written summary, commendations and recommendations, evaluation ratings, a discussion of proposed objectives, next steps for professional development and measurement activities related thereto, to be considered the re-evaluation of unsatisfactory category(ies) in the annual next evaluation by the 25th school daycycle.
3. The evaluator Observed behavior, which is to be cited by the supervising administrator in the evaluation and that was not seen during a formal observation shall have completed by 30th school day annual objective setting conference with employeebe brought to the attention of the unit member within five (5) work days of its occurrence.
4. The evaluator shall by Each unit member has the 40th right to make a written response to any evaluative material within the evaluation school day determine and shall provide the employee with a complete listing of actual objectives from those proposed by the evaluator and employeeyear. This response, and measurement activities from those proposed by the evaluator and employee, and measurement activities related thereto, that will be incorporated including any evidence cited in the annual evaluation that the evaluator will prepare for the employee. The objectives and related measurement activities referred to herein response, shall be in accordance attached to and filed 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 siteoriginal document.
5. Within a reasonable time The evaluation forms shall be signed by the supervising administrator and the unit member after the requestevaluation conference, 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 requiredto confirm receipt.
6. The evaluatorevaluation form with attachments, by the 145th school dayif any, shall have conducted classroom observations in order to gather data on employee performance as the evaluator believes to will be related to:
A. The actual objectives and measurement activities described in Item 3, above;
B. Other criteria for employee evaluation and appraisal that are established by the District ▇▇▇▇▇ Act Guidelines. At the discretion of the evaluator, tenured teachers may receive only one (1) formal instructional observation per year. Probationary teachers will receive two (2) formal instructional observations per year. Prior to conducting formal instructional observations regarding the teacher's duties related to the instructional objectives herein described, the teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, filed in the evaluatorunit member's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school daypersonnel file.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit If the evaluation leads to a referral to Peer Assistance and Review (PAR), the employee. The employee may submit a written reaction or response to principal and/or director shall inform the evaluation unit member and such response shall be attached to follow the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayrules governing PAR below.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. A. Within the first week of each school year, teachers that are to be evaluated during the school year shall be notified in writing. The following written notice shall include a copy of the formal summative district/ performance evaluation instrument, and a summary of the procedures for employee professional development and remediation.
B. Tenured teachers who receive either an “excellent” or “proficient” performance evaluation rating in his or her last evaluation shall be utilized for the term of this Agreement:
1. Orientation materials related to receive a performance 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.
3once every two years. The evaluator evaluation 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 include two (2) formal instructional observations per observations, one of which must be formal. Tenured teachers who receive a “needs improvement” or “unsatisfactory” performance evaluation rating in his or her last evaluation shall receive a performance evaluation the following school year. Prior to conducting Teachers who receive a summative/performance rating of Unsatisfactory will be evaluated, upon request, the next two (2) consecutive school terms years, not including remediation evaluations. The performance evaluation for unsatisfactory/needs improvement shall include three (3) observations, two (2) of which must be formal. Non-tenured teachers shall receive a summative/performance evaluation each year. The summative/performance evaluation shall include three (3) observations, two (2) of which must be formal. Teachers who do not receive their respective evaluation in the year they are due will automatically receive a Performance Evaluation rating of Proficient.
C. Formal summative/performance evaluations of full-time certified/licensed employees shall be the result of formal instructional observations regarding and informal observations. Each formal observation shall be preceded by a pre-conference between the evaluator and the teacher's duties related to . In advance of the instructional objectives herein describedconference the teacher shall submit a written lesson plan or evidence of planning for instruction. During the pre-conference, the teacher and evaluator shall discuss the lesson and establish a week in which the formal evaluation(s) are to be notified scheduled. The teacher and evaluator will collectively choose a date and time within that week for the formal evaluation(s) to occur. If the formal observation is canceled by the teacher or evaluator, a rescheduling of the formal observation prior to must again be determined by mutual agreement between the beginning teacher and evaluator.
A formal observation shall involve one of the teacher's actual instructional day. Upon the request following: a classroom observation of the evaluatee 45 minutes, a classroom observation of a complete lesson or when, in the evaluator's judgment, additional instructional a classroom observations are necessary, such observations may be conducted. Within a reasonable time, observation of an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school dayentire class period.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. All licensed teachers are evaluated according to the following procedures:
A. At the beginning of each school year, the Office of Human Resources will assign, through theautomated system, teachers to be evaluated for that year to the principal of each building or to the administrator in charge of a program.
B. If a teacher is assigned to more than one facility, the Office of Human Resources will identifythe evaluator(s) for each teacher who is assigned to more than one facility.
C. Once the teacher’s yearly evaluation cycle has begun, there shall not be any substantive changes to the forms, documents or materials used in the evaluation process unless mandated by statute or the Colorado Department of Education or unless mutually agreed upon by the District and the Cherry Creek Education Association.
D. The following procedures for employee evaluation teacher shall be utilized responsible for the term of this Agreementfollowing:
1. Orientation materials related to Reviewing all required evaluation procedures will be provided to all employees by documents including the 10th school day.Evaluation Rubric andevaluation materials;
2. Employees shall submit Sending their professional growth plan/goals 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.for review;
3. The evaluator shall have completed by 30th school day annual objective setting conference with employee.Providing additional artifacts/evidence to support rating levels under consideration;
4. The Preparing/completing self-evaluation, goal setting, and performance plans to be used in discussion and provide them to their evaluator in advance of the discussion. Any of these documents submitted by the teacher to the evaluator will be deemed working (not final) documents to be re- assessed throughout the school year;
5. Conferring with the evaluator regarding the evaluation process, especially if there areany questions or concerns regarding the evaluation process;
6. Providing, at their discretion, the evaluator with evidence/artifacts supporting a request for a rating change for any element(s) in dispute;
7. Developing and implementing strategies to improve performance in areas identified during the observation and/or within the evaluation process.
E. An evaluator shall by be responsible for the 40th school day following:
1. Reviewing all required evaluation documents including the Evaluation Rubric andevaluation materials;
2. Encouraging a thoughtful, comprehensive and honest approach to self-assessment;
3. As needed, hold periodic conferences with the teacher being evaluated to determine what sources of evidence/artifacts will be used to measure performance against professional practices;
4. Reviewing professional growth plan/goals and shall provide suggesting revisions;
5. Providing on-going feedback;
6. Scheduling mid-year and end-of-year reviews;
7. Providing enough feedback regarding each observation to allow the employee teacher to reasonably assess performance and areas for growth;
8. Conducting a mid-year review with a complete listing of actual objectives from those proposed the teacher. Any document submitted by the evaluator to the teacher during this mid-year review will be deemed a working (not final) document to be re- assessed throughout the school year and employeeup until the final summative evaluation;
9. Assessing the need for the substance and timing of a Directed Improvement Plan, and measurement activities from those proposed by particularly where there is a concern that the teacher may earn an ineffective or partially ineffective rating;
10. Ensuring the contents of the summative evaluation are an accurate reflection of the teacher’s performance to include the review of any evidence/artifacts that may support a rating changeand adopting such change if the evaluator deems appropriate to do so;
11. Conducting evaluation observations and employeeconferences, and measurement activities related theretoincluding all aspects of the District’s evaluation process, 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 a manner consistent with the employee job description prescribed by the District. The District will make every attempt to have the number legal and constitutional rights 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, abovetheteacher;
B. Other criteria 12. To the extent that any timelines discussed in this policy are deemed impracticable 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 yearto seek agreement from any affected teacher for an extension of time to completethe given task. 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, Such extension should not adversely affect the teacher shall be notified in any substantive way and should not exceed five (5) working days;
13. In those cases, where a teacher is assigned to more than one facility, an evaluator from each facility where the teacher is assigned will provide input for the Mid-Year conference and thefinal draft of the final professional practice rating.
F. Determining the overall professional practice rating must include direct observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations and may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the followingfollowing additional data sources/artifacts:
1) Specific directives for improvement. Discussions/conferences with teacher;
2) Assistance to implement such directives as. Participation in committee and meetings;
(a) Provisions 3. Review of additional materials and resources;
4. Review of student assignments and student work;
5. Parent, student, and/or peer feedback;
6. Physical appearance of the classroom;
7. Disciplinary referrals;
8. Review of lesson plans and curricular scope/sequence;
9. Review of assessment tools/measures;
10. Documentation of professional growth experiences;
11. Documentation of policy/procedure compliance.
G. For any Quality Standard or element in which the teacher and the evaluator are not in agreement the teacher may choose to provide evidence/artifacts supporting a revision to the evaluator. The evaluator will use the evidence/artifacts in reassessing the quality standard or element not in agreement. Such reassessment may or may not change the evaluator’s rating.
H. The teacher’s Summative Evaluation Report must be acknowledged by the evaluator and teacher by signing electronically. Within six (b6) Mandatory training programs designed working days of receiving the document, the teacher will acknowledge the document. Such acknowledgment will only indicate that the report was received, it will not necessarily indicate the teacher’s agreement with the contents of the report in whole or in part. If the teacher wishes to improve performance respond to the evaluation report, they will do so electronically within the samesix (6) working days provided for acknowledging the document. The teacher will provide the response to both the evaluator and the Office of Human Resources. Failure to acknowledge receipt of the Summative Evaluation by signing waives the teacher’s right to grieve and/or appeal the evaluation.
I. The evaluator will have a final conference with the teacher to discuss the final Teacher Evaluation Report. This final conference must occur before submitting the Report to the Office of Human Resources.
J. Quality standard (V), measures of student learning, shall be paid determined by combining both collective and individual attribution. The collective and individual attributions will be established according to current state law and recommendations from CDE. Any future changes to the percentages used for calculating the collective and individual attributions will be negotiated between the Association and the District. A final and written report The attribution percentages will be communicated to all teachers at the beginning of the achievement of objectives, and measurement information related thereto shall be submitted by evaluation cycle via the employee to the evaluator by the 140th school dayannual evaluation training.
7. K. The evaluator shall prepare a written District process of conducting evaluation form observations and conferences, including all aspects of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response remediation process, shall be attached handled so as to observe the legal rights of the teacher. No evaluation/remediation information shall be gathered by electronic devices, such as remote-video microphones, cameras or recorders, without the consent of the teacher. This does not apply to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayuseof electronic devices used for note taking during observations.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Sources: Negotiated Agreement
Evaluation Procedures. A The Association and the District agree that the following evaluation procedures for employee evaluation shall be utilized for followed during the term of this Agreement:. The provisions of this Article shall constitute the procedures to be utilized for the evaluation and assessment of the instructional performance of certificated employees as set forth in California Education Code section 44660, et seq., or successor, commonly known as the “▇▇▇▇▇ ▇▇▇▇.”
1. Orientation The District shall provide evaluation materials related to employees covered by this Agreement within thirty (30) work days following the beginning date of their assignment. The District will post (at each site) a copy of evaluation procedures will be provided materials for employee's viewing five (5) work days prior to all employees by the 10th school dayInstructional Objective conferences.
2. Employees The employee and evaluator shall meet to discuss the instructional objectives and the measurement criteria to be used in the evaluation of the employee's performance, provided the employee is in an evaluation year. The employee, by October 31st, shall submit to their the evaluator a complete listing of proposed objectives, plan for professional growth that aligns to the California Teaching Standards. (Counselors will set goals and measurement activities related thereto, to be considered in the annual evaluation by the 25th school dayevaluated on ASCA standards.)
3. The evaluator shall have completed by 30th school day annual objective setting conference with review the employee.
4. The evaluator shall by the 40th school day determine ’s proposed plan for professional growth revise, as appropriate, and shall provide the employee with a complete listing set of actual approved instructional objectives from and measurement activities comprised of those proposed by the evaluator employee and employee, supplemented by the evaluator. The instructional objectives and measurement activities from those proposed by the evaluator and employee, and measurement activities related thereto, that will shall be incorporated in the annual evaluation that annual, biannual, or five-year evaluations. The instructional objectives and measurement activities utilized in determining the level of the employee's performance shall be in conformity with the job description.
4. In the event the employee is in disagreement with the instructional objectives and measurement activities which the evaluator will prepare for use in judging the employee. The objectives and related measurement activities referred to herein 's performance, the employee shall be in accordance with allowed to attach a statement to 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 siteinstructional objective measurement activity documentation.
5. Within a reasonable time after The evaluator shall conduct classroom instructional observations and gather other information related to the request, employee's performance which the evaluator believes to be related to (1) the objectives and measurement activities described herein, and (2) the criteria for employee evaluation and appraisal established by the District's guidelines to be utilized in maintaining a uniform system of evaluation.
a. Employees shall receive, at least, ten (10) workdays notice of the formal classroom instructional observation.
b. The Pre-Classroom Observation form shall be provided given by the unit member to the evaluator at least five (5) work days prior to the observation.
c. The evaluator shall within ten (10) work days provide the employee with a written statement regarding the classroom instructional observation that the evaluator has conducted. The written statement shall contain a summary of the instructional activities observed and any suggestions for improvement.
d. The classroom instructional observations and information gathering activities related to the employee's performance plan described herein shall be conducted at the discretion of the evaluator but with advanced notification to the employee.
6. The employee, at or near the mid-point of the instructional period, i.e., semester or year, upon request shall provide the evaluator with a written or oral progress report from of the employee containing the latter's perception employee’s perceptions of the progress being made toward the achievement of the instructional objectives, and the progress being made toward the achievement of any other objectives prescribed contained in Item 3, abovethe employee's performance plan. During No later than thirty (30) work days prior to the course close of the evaluation periodschool year, circumstances may change which may result in the modification employee shall submit a written report as to the achievement or non-achievement of the original standards and objectives. These changes may be initiated by the supervisor or the employee. Agreement of both parties is required.
6. The evaluator, by the 145th school day, shall have conducted classroom observations in order to gather data on employee performance as the evaluator believes to be related to:
A. The actual objectives and measurement activities described in Item 3, above;
B. Other criteria for employee evaluation and appraisal that are established by the District ▇▇▇▇▇ Act Guidelines. At the discretion of the evaluator, tenured teachers may receive only one (1) formal instructional observation per year. Probationary teachers will receive two (2) formal instructional observations per year. Prior to conducting formal instructional observations regarding the teacher's duties related to the instructional objectives herein described, the teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, and any other objectives contained in the evaluatoremployee's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school dayplan.
7. The evaluator shall shall, not later than thirty (30) calendar days prior to the last day of school scheduled on the school calendar, prepare a written District evaluation utilizing the District's evaluation form which shall contain an appraisal of employee performance and transmit the employee's performance. In preparing the evaluation document, the evaluator shall utilize only data that has been personally substantiated. Personally substantiated shall mean data that is personally observed and/or found credible by the evaluator. Data, other than observations during the formal observation, shall be documented and provided to the employeeemployee within a reasonable time prior to the summative evaluation conference. The employee may submit shall have an opportunity to provide a written reaction or response oral response.
a. The written evaluation document shall be transmitted to the employee in an evaluation and such response conference.
b. In the event that the evaluation document contains derogatory statements, the employee shall be attached provided with specific notice and shall be given an opportunity to prepare written comments related to the derogatory statements.
c. The evaluation document and the employee's written comments, if any, shall be placed in the employee's permanent personnel file file, which shall be maintained housed in the District Officepersonnel file repository.
d. If the employee is absent from work on the date scheduled for the evaluation conference and is not expected to return to work by the 30th day prior to the last day of school, the evaluator may transmit the evaluation to the employee by postal or electronic mail. Permanent employees In that event, the employee may, upon request, meet with the evaluator when the employee returns from the absence.
8. The evaluation and assessment of the performance of each certificated employee shall be evaluated made as follows:
a. For a probationary teacher, at least twice during the first full school year of teaching and at least once during the second full year.
b. For a permanent teacher, at least once every other yearschool year except as provided in paragraph A.9.c of this Article.
c. For a permanent teacher who has ten (10) years of service to the District, and at least every five (5) years pursuant to the provisions of Education Code section 44664(a)(3). B If the written evaluation indicates that the employee’s job performance is not at an acceptable level, the evaluator shall describe the specific areas of weakness either in no event later than 30 days before the last school day scheduled on evaluation or in a separate document. If the school calendar evaluation of a permanent employee contains three (3) or more "Not Meeting Standards" in any one of the current school year. Probationary employees Standards One through Five, the employee shall be evaluated at least once each year referred to and shall participate in no event later than the 150th school dayPeer Assistance and Review Program (“PAR”) as provided by Article 23.
81. Employees who meet each Evaluator shall confer with the employee and make specific recommendations as to areas of improvements in the following conditions employee's performance and shall be evaluated up endeavor to every fiveassist the employee in the improvement of his or her performance.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. The following procedures for employee evaluation shall be utilized for the term of this Agreement:
1. Orientation materials related to evaluation procedures Teachers will be provided with an evaluation packet each year, including the evaluation tool, a list of those teachers to all employees by be evaluated that school year, and the 10th school dayname of the evaluator.
2. Employees The building administrator shall submit to their evaluator a complete listing of proposed objectives, and measurement activities related thereto, meet with those teachers to be considered in the annual evaluation by the 25th school dayevaluated to set their dates for classroom observation and evaluation.
3. The Teachers shall complete the pre-observation sheet and a pre-evaluation conference shall be mutually determined by the evaluator shall have completed by 30th school day annual objective setting conference with employeeand the teacher.
4. The Following at least one (1) forty-five (45) minute classroom observation, or an observation during a complete lesson, or an observation during an entire class period, the evaluator shall by schedule a post-evaluation conference within fifteen (15) school days to present the 40th school day determine and shall provide formal summative evaluation. A copy of 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 provided to the teacher at the post-evaluation conference. A teacher’s signature on the evaluation form indicates receipt only and not necessarily agreement 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 sitecontents.
5. Within Upon evaluation of certified staff who have not acquired tenure, Administrators shall observe and evaluate each non-tenured teacher a reasonable time after minimum of two (2) times each year. One may be an unannounced observation and evaluation. In addition, if in the requestevaluation of a non-tenured teacher, the evaluator administration feels that there is the need for an additional evaluation, the administration 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 allowed to make an additional observation and objectives. These changes may be initiated by the supervisor or the employee. Agreement of both parties is required.
6evaluation. The evaluator, by the 145th school day, results of all evaluations 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 incorporated into one (1) formal instructional observation summative evaluation per year.
6. Probationary Tenured teachers will who receive an Excellent or Proficient summative evaluation shall be formally evaluated once every two (2) formal instructional observations per year. Prior to conducting formal instructional observations regarding the teacher's duties related to the instructional objectives herein described, the teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school dayyears.
7. Tenured teachers who receive a formal summative evaluation rating of Needs Improvement shall within thirty (30) school days receive a professional development plan developed in consultation with the teacher. The evaluator plan shall prepare a written District evaluation form of employee performance and transmit the evaluation be directed to the employeeareas that need improvement and state the supports the Employer will provide. The employee may submit a written reaction or response to Duration of the evaluation and such response plan shall be attached to mutually determined. Teachers who receive a Needs Improvement rating will be formally evaluated the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last following two (2) school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayyears.
8. Employees Tenured Teachers who meet each receive a formal summative evaluation rating of Unsatisfactory shall within thirty (30) school days participate in the following conditions development of a remediation plan. The plan shall be evaluated up to every fivedeveloped in consultation with the teacher and consulting teacher. The remediation plan may span two (2) school years if necessary but no longer that ninety
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 7A-1 The following procedures for employee evaluation shall be utilized for the term of this Agreement:
1. Orientation materials related to evaluation procedures Administration 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 conduct evaluations 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 sitepolicy and collective bargaining agreement.
5. Within 7A-2 Each principal or his/her designee is responsible for evaluating the support staff who work in that principal’s building on or before June 1st.
7A-3 A copy of the employee’s annual evaluation report shall be given to the employee by June 1st in a sealed envelope, and the employee shall be given an opportunity to discuss the evaluation report with the principal in a reasonable time after the request, the evaluator shall be provided with a written progress report from the employee containing the latter's perception period of the progress being made toward the achievement of the objectives prescribed in Item 3, abovetime. During the course school year, employees will be notified of any deficiencies in their performance.
7A-4 The employee’s signature on the evaluation report shall not necessarily indicate the employee’s agreement with the contents 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.
6report. The evaluator, by the 145th school day, employee shall have conducted classroom observations in order the right 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 make a written reply to the instructional objectives herein described, the teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observedevaluation report, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response reply shall be attached to the evaluation report and placed in the employee's permanent ’s personnel file which file. In the event the employee requests a meeting with the Administrator, the employee shall provide their written response to the Administrator at this meeting. The employee is entitled to have Union representation at this meeting.
7A-5 In the event any deficiency or area of improvement is noted on the employee’s evaluation plan, the employee and administrator will meet to review together, a plan developed by the Administrator for the employee’s improvement for the upcoming year. The employee shall be maintained provided a reasonable opportunity to make recommendations on the improvement plan. The employee is entitled to have a Union Representative attend these meetings.
7A-6 All para-educators shall be provided the opportunity to be trained in the facilitating of either Math or Literacy instruction and, when available, afforded the opportunity to train in both instructional areas. All training for service as an instructional facilitator shall occur during the normal workday at District Officeexpense. Permanent employees Members of the bargaining unit who are required to work more days than were originally contracted for shall be evaluated compensated at least once every other their regular hourly wage. Any overtime compensation shall be awarded as per Federal or NH labor laws. Beginning with the 2017-2018 school year, if the District determines there is an anticipated shortage of either para-educator Math instructional or para-educator Literacy instructional facilitators in the upcoming school year and a corresponding surplus of facilitators in the other instructional category, current para-educators shall be given preference over new hires with comparable experience and credentials in accepting training in the area of shortage, provided the individual has received a satisfactory annual evaluation.
7A-7 The principal, Superintendent and Union President shall meet in June 2017 and in no event later than 30 days before June 2018 to discuss the last school day scheduled on the school calendar impact of the current instructional facilitator roll-out upon working conditions. Beginning in 2018-19, significant changes in working conditions directly attributable to the implementation of the instructional facilitator program shall be subject to negotiations.
7A-8 Evaluation as an instructional facilitator shall commence in 2017-2018 and shall identify deficiencies and areas in need of improvement, followed by adherence to Article 7A-5. If a para-educator is deemed unsatisfactory as an instructional facilitator, he/she shall be afforded every reasonable opportunity to take a para-educator position that does not include serving as an instructional facilitator, should an opening exist, in the following school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Sources: Master Contract
Evaluation Procedures. All licensed teachers are evaluated according to the following procedures:
A. At the beginning of each school year, the Office of Human Resources will assign, through theautomated system, teachers to be evaluated for that year to the principal of each building or to the administrator in charge of a program.
B. If a teacher is assigned to more than one facility, the Office of Human Resources will identifythe evaluator(s) for each teacher who is assigned to more than one facility.
C. Once the teacher’s yearly evaluation cycle has begun, there shall not be any substantive changes to the forms, documents or materials used in the evaluation process unless mandated by statute or the Colorado Department of Education or unless mutually agreed upon by the District and the Cherry Creek Education Association.
D. The following procedures for employee evaluation teacher shall be utilized responsible for the term of this Agreementfollowing:
1. Orientation materials related to Reviewing all required evaluation procedures will be provided to all employees by documents including the 10th school day.Evaluation Rubric andevaluation materials;
2. Employees shall submit Sending their professional growth plan/goals 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.for review;
3. The evaluator shall have completed by 30th school day annual objective setting conference with employee.Providing additional artifacts/evidence to support rating levels under consideration;
4. The Preparing/completing self-evaluation, goal setting, and performance plans to be used in discussion and provide them to their evaluator in advance of the discussion. Any of these documents submitted by the teacher to the evaluator will be deemed working (not final) documents to be re- assessed throughout the school year;
5. Conferring with the evaluator regarding the evaluation process, especially if there areany questions or concerns regarding the evaluation process;
6. Providing, at their discretion, the evaluator with evidence/artifacts supporting a request for a rating change for any element(s) in dispute;
7. Developing and implementing strategies to improve performance in areas identified during the observation and/or within the evaluation process.
E. An evaluator shall by be responsible for the 40th school day following:
1. Reviewing all required evaluation documents including the Evaluation Rubric andevaluation materials;
2. Encouraging a thoughtful, comprehensive and honest approach to self-assessment;
3. As needed, hold periodic conferences with the teacher being evaluated to determine what sources of evidence/artifacts will be used to measure performance against professional practices;
4. Reviewing professional growth plan/goals and shall provide suggesting revisions;
5. Providing on-going feedback;
6. Scheduling mid-year and end-of-year reviews;
7. Providing enough feedback regarding each observation to allow the employee teacher to reasonably assess performance and areas for growth;
8. Conducting a mid-year review with a complete listing of actual objectives from those proposed the teacher. Any document submitted by the evaluator tothe teacher during this mid-year review will be deemed a working (not final) document to be re- assessed throughout the school year and employeeup until the final summative evaluation;
9. Assessing the need for the substance and timing of a Directed Improvement Plan, and measurement activities from those proposed by particularly where there is a concern that the teacher may earn an ineffective or partially ineffective rating;
10. Ensuring the contents of the summative evaluation are an accurate reflection of the teacher’s performance to include the review of any evidence/artifacts that may support a rating changeand adopting such change if the evaluator deems appropriate to do so;
11. Conducting evaluation observations and employeeconferences, and measurement activities related theretoincluding all aspects of the District’s evaluation process, 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 a manner consistent with the employee job description prescribed by the District. The District will make every attempt to have the number legal and constitutional rights 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, abovetheteacher;
B. Other criteria 12. To the extent that any timelines discussed in this policy are deemed impracticable 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 yearto seek agreement from any affected teacher for an extension of time to completethe given task. 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, Such extension should not adversely affect the teacher shall be notified in any substantive way and should not exceed five (5) working days;
13. In those cases, where a teacher is assigned to more than one facility, an evaluator from each facility where the teacher is assigned will provide input for the Mid-Year conference and thefinal draft of the final professional practice rating.
F. Determining the overall professional practice rating must include direct observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations and may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the followingfollowing additional data sources/artifacts:
1) Specific directives for improvement. Discussions/conferences with teacher;
2) Assistance to implement such directives as. Participation in committee and meetings;
(a) Provisions 3. Review of additional materials and resources;
4. Review of student assignments and student work;
5. Parent, student, and/or peer feedback;
6. Physical appearance of the classroom;
7. Disciplinary referrals;
8. Review of lesson plans and curricular scope/sequence;
9. Review of assessment tools/measures;
10. Documentation of professional growth experiences;
11. Documentation of policy/procedure compliance.
G. For any Quality Standard or element in which the teacher and the evaluator are not in agreement the teacher may choose to provide evidence/artifacts supporting a revision to the evaluator. The evaluator will use the evidence/artifacts in reassessing the quality standard or element not in agreement. Such reassessment may or may not change the evaluator’s rating.
▇. The teacher’s Summative Evaluation Report must be acknowledged by the evaluator and teacher by signing electronically. Within six (b6) Mandatory training programs designed working days of receiving the document, the teacher will acknowledge the document. Such acknowledgment will only indicate that the report was received, it will not necessarily indicate the teacher’s agreement with the contents of the report in whole or in part. If the teacher wishes to improve performance respond to the evaluation report, they will do so electronically within the samesix (6) working days provided for acknowledging the document. The teacher will provide the response to both the evaluator and the Office of Human Resources. Failure to acknowledge receipt of the Summative Evaluation by signing waives the teacher’s right to grieve and/or appeal the evaluation.
I. The evaluator will have a final conference with the teacher to discuss the final Teacher Evaluation Report. This final conference must occur before submitting the Report to the Office of Human Resources.
J. Quality standard (V), measures of student learning, shall be paid determined by combining both collective and individual attribution. The collective and individual attributions will be established according to current state law and recommendations from CDE. Any future changes to the percentages used for calculating the collective and individual attributions will be negotiated between the Association and the District. A final and written report The attribution percentages will be communicated to all teachers at the beginning of the achievement of objectives, and measurement information related thereto shall be submitted by evaluation cycle via the employee to the evaluator by the 140th school dayannual evaluation training.
7. K. The evaluator shall prepare a written District process of conducting evaluation form observations and conferences, including all aspects of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response remediation process, shall be attached handled so as to observe the legal rights of the teacher. No evaluation/remediation information shall be gathered by electronic devices, such as remote-video microphones, cameras or recorders, without the consent of the teacher. This does not apply to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayuseof electronic devices used for note taking during observations.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Sources: Negotiated Agreement
Evaluation Procedures. All licensed teachers are evaluated according to the following procedures:
A. At the beginning of each school year, the Office of Human Resources will assign, through theautomated system, teachers to be evaluated for that year to the principal of each building or to the administrator in charge of a program.
B. If a teacher is assigned to more than one facility, the Office of Human Resources will identifythe evaluator(s) for each teacher who is assigned to more than one facility.
C. Once the teacher’s yearly evaluation cycle has begun, there shall not be any substantive changes to the forms, documents or materials used in the evaluation process unless mandated by statute or the Colorado Department of Education or unless mutually agreed upon by the District and the Cherry Creek Education Association.
D. The following procedures for employee evaluation teacher shall be utilized responsible for the term of this Agreementfollowing:
1. Orientation materials related to Reviewing all required evaluation procedures will be provided to all employees by documents including the 10th school day.Evaluation Rubric andevaluation materials;
2. Employees shall submit Sending his/her professional growth plan/goals 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.for review;
3. The evaluator shall have completed by 30th school day annual objective setting conference with employee.Providing additional artifacts/evidence to support rating levels under consideration;
4. The Preparing/completing self-evaluation, goal setting, and performance plans to be used in discussion and provide them to his/her evaluator in advance of the discussion. Any of these documents submitted by the teacher to the evaluator will be deemed working (not final) documents to be re- assessed throughout the school year;
5. Conferring with the evaluator regarding the evaluation process, especially if there areany questions or concerns regarding the evaluation process;
6. Providing, at his/her discretion, the evaluator with evidence/artifacts supporting a request fora rating change for any element(s) in dispute;
7. Developing and implementing strategies to improve performance in areas identified duringthe observation and/or within the evaluation process.
E. An evaluator shall by be responsible for the 40th school day following:
1. Reviewing all required evaluation documents including the Evaluation Rubric andevaluation materials;
2. Encouraging a thoughtful, comprehensive and honest approach to self-assessment;
3. As needed, hold periodic conferences with the teacher being evaluated to determine what sources of evidence/artifacts will be used to measure performance against professional practices;
4. Reviewing professional growth plan/goals and shall provide suggesting revisions;
5. Providing on-going feedback;
6. Scheduling mid-year and end-of-year reviews;
7. Providing enough feedback regarding each observation to allow the employee teacher to reasonably assess performance and areas for growth;
8. Conducting a mid-year review with a complete listing of actual objectives from those proposed the teacher. Any document submitted by the evaluator tothe teacher during this mid-year review will be deemed a working (not final) document to be re- assessed throughout the school year and employeeup until the final summative evaluation;
9. Assessing the need for the substance and timing of a Directed Improvement Plan, and measurement activities from those proposed by particularly where there is a concern that the teacher may earn an ineffective or partially ineffectiverating;
10. Ensuring the contents of the summative evaluation are an accurate reflection of the teacher’s performance to include the review of any evidence/artifacts that may support a rating changeand adopting such change if the evaluator deems appropriate to do so;
11. Conducting evaluation observations and employeeconferences, and measurement activities related theretoincluding all aspects of the District’s evaluation process, 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 a manner consistent with the employee job description prescribed by the District. The District will make every attempt to have the number legal and constitutional rights 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, abovetheteacher;
B. Other criteria 12. To the extent that any timelines discussed in this policy are deemed impracticable 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 yearto seek agreement from any affected teacher for an extension of time to completethe given task. 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, Such extension should not adversely affect the teacher shall be notified in any substantive way and should not exceed five (5) working days;
13. In those cases, where a teacher is assigned to more than one facility, an evaluator from each facility where the teacher is assigned will provide input for the Mid-Year conference and thefinal draft of the final professional practice rating.
F. Determining the overall professional practice rating must include direct observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations and may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the followingfollowing additional data sources/artifacts:
1) Specific directives for improvement. Discussions/conferences with teacher;
2) Assistance to implement such directives as. Participation in committee and meetings;
(a) Provisions 3. Review of additional materials and resources;
4. Review of student assignments and student work;
5. Parent, student, and/or peer feedback;
6. Physical appearance of the classroom;
7. Disciplinary referrals;
8. Review of lesson plans and curricular scope/sequence;
9. Review of assessment tools/measures;
10. Documentation of professional growth experiences;
11. Documentation of policy/procedure compliance.
G. For any Quality Standard or element in which the teacher and the evaluator are not in agreement the teacher may choose to provide evidence/artifacts supporting a revision to the evaluator. The evaluator will use the evidence/artifacts in reassessing the quality standard or element not in agreement. Such reassessment may or may not change the evaluator’s rating.
▇. The teacher’s Summative Evaluation Report must be acknowledged by the evaluator and teacher by signing electronically. Within six (b6) Mandatory training programs designed working days of receiving the document, the teacher will acknowledge the document. Such acknowledgment will only indicate that the report was received, it will not necessarily indicate the teacher’s agreement with the contents of the report in whole or in part. If the teacher wishes to improve performance respond to the evaluation report, he/she will do so electronically within the same six (6) working days provided for acknowledging the document. The teacher will provide the response to both the evaluator and the Office of Human Resources. Failure to acknowledge receipt of the Summative Evaluation by signing waives the teacher’s right to grieve and/or appeal the evaluation.
I. The evaluator will have a final conference with the teacher to discuss the final Teacher Evaluation Report. This final conference must occur before submitting the Report to the Office of Human Resources.
J. Quality standard (V), measures of student learning, shall be paid determined by combining both collective and individual attribution. The collective and individual attributions will be established according to current state law and recommendations from CDE. Any future changes to the percentages used for calculating the collective and individual attributions will be negotiated between the Association and the District. A final and written report The attribution percentages will be communicated to all teachers at the beginning of the achievement of objectives, and measurement information related thereto shall be submitted by evaluation cycle via the employee to the evaluator by the 140th school dayannual evaluation training.
7. K. The evaluator shall prepare a written District process of conducting evaluation form observations and conferences, including all aspects of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response remediation process, shall be attached handled so as to observe the legal rights of the teacher. No evaluation/remediation information shall be gathered by electronic devices, such as remote-video microphones, cameras or recorders, without the consent of the teacher. This does not apply to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayuseof electronic devices used for note taking during observations.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Sources: Negotiated Agreement
Evaluation Procedures. All licensed teachers are evaluated according to the following procedures:
A. At the beginning of each school year, the Office of Human Resources will assign, through theautomated system, teachers to be evaluated for that year to the principal of each building or to the administrator in charge of a program.
B. If a teacher is assigned to more than one facility, the Office of Human Resources will identifythe evaluator(s) for each teacher who is assigned to more than one facility.
C. Once the teacher’s yearly evaluation cycle has begun, there shall not be any substantive changes to the forms, documents or materials used in the evaluation process unless mandated by statute or the Colorado Department of Education or unless mutually agreed upon by the District and the Cherry Creek Education Association.
D. The following procedures for employee evaluation teacher shall be utilized responsible for the term of this Agreementfollowing:
1. Orientation materials related to Reviewing all required evaluation procedures will be provided to all employees by documents including the 10th school day.Evaluation Rubric andevaluation materials;
2. Employees shall submit Sending their professional growth plan/goals 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.for review;
3. The evaluator shall have completed by 30th school day annual objective setting conference with employee.Providing additional artifacts/evidence to support rating levels under consideration;
4. The Preparing/completing self-evaluation, goal setting, and performance plans to be used in discussion and provide them to their evaluator in advance of the discussion. Any of these documents submitted by the teacher to the evaluator will be deemed working (not final) documents to be re- assessed throughout the school year;
5. Conferring with the evaluator regarding the evaluation process, especially if there areany questions or concerns regarding the evaluation process;
6. Providing, at their discretion, the evaluator with evidence/artifacts supporting a request for a rating change for any element(s) in dispute;
7. Developing and implementing strategies to improve performance in areas identified during the observation and/or within the evaluation process.
E. An evaluator shall by be responsible for the 40th school day following:
1. Reviewing all required evaluation documents including the Evaluation Rubric andevaluation materials;
2. Encouraging a thoughtful, comprehensive and honest approach to self-assessment;
3. As needed, hold periodic conferences with the teacher being evaluated to determine what sources of evidence/artifacts will be used to measure performance against professional practices;
4. Reviewing professional growth plan/goals and shall provide suggesting revisions;
5. Providing on-going feedback;
6. Scheduling mid-year and end-of-year reviews;
7. Providing enough feedback regarding each observation to allow the employee teacher to reasonably assess performance and areas for growth;
8. Conducting a mid-year review with a complete listing of actual objectives from those proposed the teacher. Any document submitted by the evaluator to the teacher during this mid-year review will be deemed a working (not final) document to be re- assessed throughout the school year and employeeup until the final summative evaluation;
9. Assessing the need for the substance and timing of a Directed Improvement Plan, and measurement activities from those proposed by particularly where there is a concern that the teacher may earn an ineffective or partially ineffective rating;
10. Ensuring the contents of the summative evaluation are an accurate reflection of the teacher’s performance to include the review of any evidence/artifacts that may support a rating changeand adopting such change if the evaluator deems appropriate to do so;
11. Conducting evaluation observations and employeeconferences, and measurement activities related theretoincluding all aspects of the District’s evaluation process, 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 a manner consistent with the employee job description prescribed by the District. The District will make every attempt to have the number legal and constitutional rights 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, abovetheteacher;
B. Other criteria 12. To the extent that any timelines discussed in this policy are deemed impracticable 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 yearto seek agreement from any affected teacher for an extension of time to completethe given task. 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, Such extension should not adversely affect the teacher shall be notified in any substantive way and should not exceed five (5) working days;
13. In those cases, where a teacher is assigned to more than one facility, an evaluator from each facility where the teacher is assigned will provide input for the Mid-Year conference and thefinal draft of the final professional practice rating.
F. Determining the overall professional practice rating must include direct observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations and may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the followingfollowing additional data sources/artifacts:
1) Specific directives for improvement. Discussions/conferences with teacher;
2) Assistance to implement such directives as. Participation in committee and meetings;
(a) Provisions 3. Review of additional materials and resources;
4. Review of student assignments and student work;
5. Parent, student, and/or peer feedback;
6. Physical appearance of the classroom;
7. Disciplinary referrals;
8. Review of lesson plans and curricular scope/sequence;
9. Review of assessment tools/measures;
10. Documentation of professional growth experiences;
11. Documentation of policy/procedure compliance.
G. For any Quality Standard or element in which the teacher and the evaluator are not in agreement the teacher may choose to provide evidence/artifacts supporting a revision to the evaluator. The evaluator will use the evidence/artifacts in reassessing the quality standard or element not in agreement. Such reassessment may or may not change the evaluator’s rating.
▇. The teacher’s Summative Evaluation Report must be acknowledged by the evaluator and teacher by signing electronically. Within six (b6) Mandatory training programs designed working days of receiving the document, the teacher will acknowledge the document. Such acknowledgment will only indicate that the report was received, it will not necessarily indicate the teacher’s agreement with the contents of the report in whole or in part. If the teacher wishes to improve performance respond to the evaluation report, they will do so electronically within the samesix (6) working days provided for acknowledging the document. The teacher will provide the response to both the evaluator and the Office of Human Resources. Failure to acknowledge receipt of the Summative Evaluation by signing waives the teacher’s right to grieve and/or appeal the evaluation.
I. The evaluator will have a final conference with the teacher to discuss the final Teacher Evaluation Report. This final conference must occur before submitting the Report to the Office of Human Resources.
J. Quality standard (V), measures of student learning, shall be paid determined by combining both collective and individual attribution. The collective and individual attributions will be established according to current state law and recommendations from CDE. Any future changes to the percentages used for calculating the collective and individual attributions will be negotiated between the Association and the District. A final and written report The attribution percentages will be communicated to all teachers at the beginning of the achievement of objectives, and measurement information related thereto shall be submitted by evaluation cycle via the employee to the evaluator by the 140th school dayannual evaluation training.
7. K. The evaluator shall prepare a written District process of conducting evaluation form observations and conferences, including all aspects of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response remediation process, shall be attached handled so as to observe the legal rights of the teacher. No evaluation/remediation information shall be gathered by electronic devices, such as remote-video microphones, cameras or recorders, without the consent of the teacher. This does not apply to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayuseof electronic devices used for note taking during observations.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Sources: Negotiated Agreement
Evaluation Procedures. The following procedures A. Probationary employee evaluations shall be made at the end of three (3) and five (5) months of service. Pursuant to Ed Code Section 45113, the probationary period may be extended up to twelve months from the date of hire. A probationary employee may be released without cause.
B. All aides and food service employees shall receive their evaluations by May 1st of each school year; and custodian/ maintenance employees shall receive their evaluations by June 1st of each school year.
C. Written evaluations shall be made on the attached evaluation form, Appendix C, and incorporated by reference herein.
D. When an evaluation of unsatisfactory performance or conduct is made, for a permanent employee, the employee shall have a minimum of a ninety (90) day period, where appropriate, in which to show improvement. A second evaluation shall be utilized for given at the term end of this Agreement:
1. Orientation materials related to evaluation procedures will be provided to all employees by the 10th school dayninety (90) day period.
2. Employees shall submit to their evaluator a complete listing of proposed objectivesE. Whenever possible, 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 job performance shall be in accordance discussed with the employee at the time the issue is pertinent. Whenever unsatisfactory job description prescribed by performance is an issue, it shall be discussed with the Districtemployee within 10 days that the issue is pertinent. The District will make every attempt After a Performance Report for Classified Employees has been written, the employee and the supervisor shall meet to have discuss job performance and the number of objectives required to be uniform from site to sitereport.
5F. Employee evaluations shall be placed in the personnel file of each employee which is maintained at the District Office. Within a reasonable time after Files kept by any supervisor of any employee shall not contain material which could be used against an employee with respect to his/her evaluation, unless such material is in the request, the evaluator employee personnel file.
G. Employees shall be provided with a written progress report from copies of any derogatory material which could be used in evaluating 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 seven (7) work days before it is placed 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's personnel file. The evaluator, by the 145th school day, shall have conducted classroom observations in order to gather data on employee performance as the evaluator believes to be related to:
A. The actual objectives and measurement activities described in Item 3, above;
B. Other criteria for employee evaluation and appraisal that are established by the District ▇▇▇▇▇ Act Guidelines. At the discretion of the evaluator, tenured teachers may receive only one (1) formal instructional observation per year. Probationary teachers will receive two (2) formal instructional observations per year. Prior to conducting formal instructional observations regarding the teacher's duties related to the instructional objectives herein described, the teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided given the opportunity during normal working hours to discuss the derogatory material with the supervisor and provide a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observedresponse within 10 working days, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response which shall be attached to the evaluation and material placed in the personnel file.
H. Any written evaluation material placed in an employee's permanent file shall contain the date the material was drafted, the signature of the drafter, employee signature and the date the material is placed in the file.
I. No unsatisfactory evaluation shall be based on hearsay statements only.
J. Notwithstanding any other provisions of this article, the Board of Trustees retains the right to establish performance assessment guidelines that can be used in the evaluation of employees.
K. On a reasonable number of occasions, an employee shall have the right, at reasonable times and without loss of pay, to examine and/or obtain copies of any material affecting the evaluation from the employee's personnel file with the exception of material that includes ratings, reports, or records which were obtained prior to the employment of the employee involved. The employee's personnel file shall be maintained available for examination to the unit representative if authorized in writing by the employee. A forty-eight (48) hour written notice shall be given by an employee desiring access to review the file. An appointment is required due to the necessity of having a confidential employee present when an employee is reviewing their personnel file.
L. Evaluation material contained in personnel files shall be kept in confidence and shall be available for inspection to officers of the District when necessary in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar proper administration of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than District's affairs or the 150th school day.
8. Employees who meet each supervision of the following conditions shall be evaluated up to every fiveemployee.
Appears in 1 contract
Sources: Collective Bargaining Agreement