Common use of Evaluation Procedures Clause in Contracts

Evaluation Procedures. 16.1 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator. 16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources. 16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent of Human Resources. 16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards. 16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given a copy of the evaluation. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.

Evaluation Procedures. 16.1 Section 1. The District primary purpose of evaluation shall establish and maintain a continuing program of be to assist the unit member performance evaluation. The program shall include provisions for preparation of written evaluations in improving job knowledge and a means of making the results of such evaluations known skills and to the unit members. No evaluation of a unit member shall be placed in recognize the unit member’s personnel file without an opportunity for discussion between contribution to the unit member and the evaluatorDistrict. 16.2 Section 2. The District Superintendent shall designate the person with primary responsibility provide written evaluations to act as a all permanent unit member’s evaluatormembers no less often than once every calendar year. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 Performance evaluations for all probationary Probationary unit members shall be submitted evaluated upon the third (3rd), sixth (6th), and eighth (8th) month subsequent to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources. 16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent of Human Resources. 16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluatorinitial hire date. Special or supplementary Written evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards. 16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary signed and dated by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member. Section 2.1 Unit members who achieve permanency after July 1, 2014, shall receive a yearly evaluation based on the date a unit member and will became a permanent employee. Per Article XIII, Section 5.1, when an outside applicant is hired by the District, he/she shall be placed subject to a nine (9) month probationary period during which time they can be released from employment without cause. Section 2.2 Probationary unit members absent on extended leave shall have their probationary period extended up to a maximum of twelve months in order to allow nine months of working experience where possible. Section 3. The primary evaluator shall be the unit member’s personnel fileimmediate supervisor. Section 4. The evaluator shall meet with the unit member to discuss the unit member’s written evaluation. The unit member should sign the evaluation signifying only that the unit member has read the document. The unit member shall be provided the opportunity of attaching a written response within fifteen (15) working days, which shall become part of the permanent record. Should the evaluation contain negative factors which the unit member feels are grossly inaccurate or out of proportion to the significance of the incident, the unit member may request and receive an opportunity to meet with the unit member’s supervisor and the appropriate Administrator prior to the end of the fifteen (15) day rebuttal period. Section 5. An improvement needed evaluation shall include specific recommendations for improvement, including objectives and timelines. Specific recommendations for improvement may also be supplied where the evaluation indicates areas which improvement is needed even if the overall evaluation is not improvement needed. The unit member shall take affirmative steps to correct deficiencies in response to the evaluator’s recommendations. Whenever practicable, the primary evaluator will provide permanent employees with thirty (30) calendar days notice that the evaluation may contain recommendations for improvement; this does not preclude the evaluator from including materials which arise after the thirty (30) day notice. Section 6. Any proposed changes in the evaluation instrument shall be given jointly developed by a copy committee consisting of two (2) Association representatives appointed by the CSEA Chapter 800 President and two (2) District representatives. Until such time, the current evaluation forms shall be utilized. The joint committee shall periodically review the evaluation instrument and may, from time to time, propose to revise it as appropriate. Any changes shall be negotiated. Section 7. Only the evaluation procedure, not the contents of the evaluation. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form , shall be attached subject to this Agreementthe grievance procedure.

Evaluation Procedures. 16.1 17.1 The primary purpose of evaluation shall be to assist unit member in improving job knowledge and skills and to recognize unit member's contribution to the District, as well as to inform the member of areas where performance improvement is needed. (See Appendix G-Evaluation Factors) 17.2 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of provide written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator. 16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources. 16.5 Performance evaluation for permanent unit members every year. Evaluations shall be submitted to the Human Resources Department once each school year at a time designated signed and dated by the Assistant Superintendent of Human Resources. 16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards. 16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member member. 17.3 New unit members shall be subject to a probationary period of twelve (12) months. Promoted unit members shall be subject to a probationary period of six (6) months. New unit members shall be evaluated at the end of the fourth and will eighth months of employment; promoted members and/or members rehired from the reemployment list into new classifications shall be evaluated at the end of the third and fifth months of employment in the new position. 17.3.1 Unit members returning back to their prior classification shall be placed at the same salary range at which they left. 17.3.2 Unit members who are placed on the re-employment list retain the following rights: If the person is reemployed in a new position and fails to complete the probationary period in the new position, he or she shall be returned to the reemployment list for the remainder of the 39-month or 63 month period. The remaining time period shall be calculated as the time remaining in the 39- month or 63 month period as of the date of reemployment. 17.4 The evaluator shall be the unit member’s personnel file's immediate supervisor. 17.5 The unit member shall complete the self-evaluation prior to meeting with the supervisor. 17.6 The evaluator shall meet with the unit member to discuss the unit member's written evaluation. Said meeting shall include only the evaluator and the unit member. The unit member will must sign the evaluation signifying only that the unit member has read the document. The unit member shall be given provided the opportunity of attaching a copy written response within ten (10) working days which shall become part of the permanent record. The unit member may request and receive an opportunity to meet with the unit member's supervisor and the appropriate Administrator to discuss any components of the evaluation. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify 17.7 Evaluation shall include specific recommendations for improvement including objectives and time lines. 17.8 Only the evaluation form without consulting with procedure, not the Association. A copy contents of the evaluation form shall be attached subject to this Agreementthe grievance procedure.

Evaluation Procedures. 16.1 11.1 The District shall establish and maintain a continuing program of unit member employee performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the unit membersemployee. No The District and PSEA shall form a joint committee which shall review the current evaluation of a unit member procedures and forms. The joint committee shall be placed formed within thirty (30) days of the adoption of this Agreement. The joint committee shall make recommendations to the District and PSEA negotiating teams as to any modifications to the procedures or forms. The recommendations shall be reviewed by the parties in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluatornext round of negotiations. 16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 11.2 Performance evaluations for all probationary unit members employees shall be submitted to the Human Resources Department Personnel Support Services twice during the period of probationary employment at times designated employment, normally during the second and fourth months of service, and will be completed by the Assistant Superintendent of Human Resourcesemployee's designated evaluator, who shall be a supervisory or management employee. 16.5 11.3 Performance evaluation evaluations for permanent unit members employees shall be submitted to Personnel Support Services at least once during the Human Resources Department school year. However, performance evaluations for permanent employees who have completed five (5) years of service with the District shall be submitted to Personnel Support Services at least once each every other school year at a time designated by the Assistant Superintendent of Human Resourcesyear. 16.6 Special or supplementary 11.4 Unscheduled evaluations may be made of either permanent or probationary unit members any employee at any time when such evaluations are evaluation is deemed appropriate by the unit member’s immediate supervisor or evaluator. Special or supplementary evaluations Notice of the evaluation conference shall be used for given by the purpose supervisor to employee, and shall include the date and time of improving the performance conference, and notice of a unit member who is not meeting District standardsemployee’s right to Union representation. 16.7 11.5 Unsatisfactory job performance or any infraction violation of District regulations or Board policy Policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate employee in a plan timely manner. Areas of serious concern shall be described in a written memorandum from the supervisor to improve appropriate areas of the unit member’s performanceemployee. 16.8 A unit member 11.6 An employee who receives is promoted shall serve a promotion to a new probationary period of six (6) months or 130 days of paid service, whichever is longer in the higher classification before attaining permanency in that classification. In the event the employee is absent on paid leave for more than five (5) days during the probationary period, the probationary period shall be extended by one (1) day for each day of paid leave in excess of five (5) days. If the employee does not successfully complete the probationary period in the higher classification, the employee will be evaluated within returned to the first six working months of classification most recently held. If that classification no longer exists, the new assignment as a probationary unit member in that assignment. This evaluation employee shall not affect be returned to the unit member’s permanent status in a prior classificationhighest other classification previously held. 16.9 An evaluation report and conference may 11.7 Upon request, a Unit member shall be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given provided with a copy of the evaluationhis/her current job description. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.

Evaluation Procedures. 16.1 11.1 The District shall establish and maintain a continuing program of unit member employee performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the unit membersemployee. No The district and PSEA shall form a joint committee which shall review the current evaluation of a unit member procedures and forms. The joint committee shall be placed in formed within thirty (30) days of the unit member’s personnel file without an opportunity for discussion between adoption of this Agreement. The committee shall have its initial meeting no later than October 1, 2011. The joint committee shall make recommendations to the unit member District and PSEA negotiating teams any modifications to the evaluatorprocedures or forms. It is the intent of the parties to receive any such recommendation prior to the start of the 2012/13 school year. 16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 11.2 Performance evaluations for all probationary unit members employees shall be submitted to the Human Resources Personnel Department twice during the period of probationary employment at times designated employment, normally during the second and fourth months of service, and will be completed by the Assistant Superintendent of Human Resourcesemployee's designated evaluator. 16.5 11.3 Performance evaluation evaluations for permanent unit members employees shall be submitted to the Human Resources Personnel Department at least once each during the school year year. However, performance evaluations for permanent employees who have completed service on Step 5 of the salary schedule shall be submitted to the Personnel Department at a time designated by the Assistant Superintendent of Human Resourcesleast once every other school year. 16.6 Special or supplementary 11.4 Unscheduled evaluations may be made of either permanent or probationary unit members any employee at any time when such evaluations are evaluation is deemed appropriate by the unit member’s immediate supervisor or evaluator. Special or supplementary Such unscheduled performance evaluations shall may be used for made when an employee's job performance has deteriorated since the purpose of improving the last regularly scheduled performance of a unit member who is not meeting District standardsevaluation. 16.7 11.5 Unsatisfactory job work performance or any infraction violation of District regulations or Board policy Policy shall be brought to the attention of the unit memberemployee in a timely manner. Any evaluation which contains an overall “requires improvement” rating Areas of serious concern shall be described in a written memorandum from the supervisor to the employee. 11.6 Reclassified employees shall be evaluated twice during their probationary period in their new classification, normally during the second (2) and fourth (4) months of service. 11.7 Upon request, a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will shall be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given provided with a copy of the evaluationhis/her current job description. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.

Evaluation Procedures. 16.1 11.1 The District shall establish and maintain a continuing program of unit member employee performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the unit membersemployee. No The district and PSEA shall form a joint committee which shall review the current evaluation of a unit member procedures and forms. The joint committee shall be placed in formed within thirty (30) days of the unit member’s personnel file without an opportunity for discussion between adoption of this Agreement. The committee shall have its initial meeting no later than October 1, 2011. The joint committee shall make recommendations to the unit member District and PSEA negotiating teams any modifications to the evaluatorprocedures or forms. It is the intent of the parties to receive any such recommendation prior to the start of the 2012/13 school year. 16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 11.2 Performance evaluations for all probationary unit members employees shall be submitted to the Human Resources Personnel Department twice during the period of probationary employment at times designated employment, normally during the second and fourth months of service, and will be completed by the Assistant Superintendent of Human Resourcesemployee's designated evaluator. 16.5 11.3 Performance evaluation evaluations for permanent unit members employees shall be submitted to the Human Resources Personnel Department at least once each during the school year year. However, performance evaluations for permanent employees who have completed three (3) years of service in the classification shall be submitted to the Personnel Department at a time designated by the Assistant Superintendent of Human Resourcesleast once every other school year. 16.6 Special or supplementary 11.4 Unscheduled evaluations may be made of either permanent or probationary unit members any employee at any time when such evaluations are evaluation is deemed appropriate by the unit member’s immediate supervisor or evaluator. Special or supplementary Such unscheduled performance evaluations shall may be used for made when an employee's job performance has deteriorated since the purpose of improving the last regularly scheduled performance of a unit member who is not meeting District standardsevaluation. 16.7 11.5 Unsatisfactory job work performance or any infraction violation of District regulations or Board policy Policy shall be brought to the attention of the unit memberemployee in a timely manner. Any evaluation which contains an overall “requires improvement” rating Areas of serious concern shall be described in a written memorandum from the supervisor to the employee. 11.6 Reclassified employees shall be evaluated twice during their probationary period in their new classification, normally during the second (2) and fourth (4) months of service. 11.7 Upon request, a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will shall be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given provided with a copy of the evaluationhis/her current job description. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.

Evaluation Procedures. 16.1 17.1 The primary purpose of evaluation shall be to assist unit member in improving job knowledge and skills and to recognize unit member's contribution to the District, as well as to inform the member of areas where performance improvement is needed. (See Appendix G-Evaluation Factors) 17.2 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of provide written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator. 16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources. 16.5 Performance evaluation for permanent unit members every year. Evaluations shall be submitted to the Human Resources Department once each school year at a time designated signed and dated by the Assistant Superintendent of Human Resources. 16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards. 16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member member. 17.3 New unit members shall be subject to a probationary period of twelve (12) months. Promoted unit members shall be subject to a probationary period of six (6) months. New unit members shall be evaluated at the end of the fourth and will eighth months of employment; promoted members and/or members rehired from the reemployment list into new classifications shall be evaluated at the end of the third and fifth months of employment in the new position. 17.3.1 Unit members returning back to their prior classification shall be placed at the same salary range at which they left. 17.3.2 Unit members who are placed on the re-employment list retain the following rights: If the person is reemployed in a new position and fails to complete the probationary period in the new position, he or she shall be returned to the reemployment list for the remainder of the 39-month or 63 month period. The remaining time period shall be calculated as the time remaining in the 39- month or 63 month period as of the date of reemployment. 17.4 The evaluator shall be the unit member’s personnel file's immediate supervisor. 17.5 The unit member shall complete the self-evaluation prior to meeting with the supervisor. 17.6 The evaluator shall meet with the unit member to discuss the unit member's written evaluation. Said meeting shall include only the evaluator and the unit member. The unit member will must sign the evaluation signifying only that the unit member has read the document. The unit member shall be given provided the opportunity of attaching a copy written response within ten (10) working days which shall become part of the permanent record. The unit member may request and receive an opportunity to meet with the unit member's supervisor and the appropriate Administrator to discuss any components of the evaluation. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify 17.7 Evaluation shall include specific recommendations for improvement including objectives and timelines. 17.8 Only the evaluation form without consulting with procedure, not the Association. A copy contents of the evaluation form shall be attached subject to this Agreementthe grievance procedure. 17.9 Unit members on an extended leave shall have their evaluation date correspondingly extended to reflect the leave. For probationary employees, the extension will be the amount of time the employee is on leave, but no more than three (3) months. For permanent employees, the new evaluation date will be based on the amount of calendar days in which the permanent employee was on leave.

Evaluation Procedures. 16.1 17.1 The primary purpose of evaluation shall be to assist unit member in improving job knowledge and skills and to recognize the unit member's contribution to the District, as well as to inform the member of areas where performance improvement is needed. (See Appendix G-Evaluation Factors) 17.2 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of provide written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator. 16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources. 16.5 Performance evaluation for permanent unit members every year. Evaluations shall be submitted to the Human Resources Department once each school year at a time designated signed and dated by the Assistant Superintendent of Human Resources. 16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards. 16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member member. 17.3 New unit members shall be subject to a probationary period of twelve (12) months. New unit members shall be evaluated at the end of the fourth and will eighth months of employment. Existing unit members selected or promoted into a new classification or members rehired from the reemployment list into a new classification shall be subject to a probationary period of six (6) months. Existing members who are promoted or moved into a new classification, and/or members rehired from the reemployment list into new classifications shall be evaluated at the end of the thirdand fifth months of employment in the new position. Upon the same effective date of a change in law, if probationary periods are reduced by an act of the legislature, the parties agree to meet and negotiate in order to align the probationary period withthe new law and to negotiate the corresponding effects on the evaluation schedule. 17.3.1 Existing unit members returning back to their prior classification after an unsuccessful 6-month probationary period shall be placed at the same salary range at which they left. 17.3.2 Unit members who are placed on the re-employment list retain the following rights: If the person is reemployed in a new position and fails to complete the probationary period in the new position, they shall be returned to the reemployment list for the remainder of the 39-month or 63 month period. The remaining time period shall be calculated as the time remaining in the 39month or 63 month period as of the date of reemployment. 17.4 The evaluator shall be the unit member’s personnel file's immediate supervisor. 17.5 The unit member shall complete the self-evaluation prior to meeting with the supervisor. 17.6 The evaluator shall meet with the unit member to discuss the unit member's written evaluation. Said meeting shall include only the evaluator and the unit member. The unit member will must sign the evaluation signifying only that the unit member has read the document. The unit member shall be given provided the opportunity of attaching a copy written response within ten (10) working days which shall become part of the permanent record. The unit member may request and receive an opportunity to meet with the unit member's supervisor and the appropriate Administrator to discuss any components of the evaluation. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify 17.7 Evaluation shall include specific recommendations for improvement including objectives and timelines. 17.8 Only the evaluation form without consulting with procedure, not the Association. A copy contents of the evaluation form shall be attached subject to this Agreementthe grievance procedure. 17.9 Unit members on an extended leave shall have their evaluation date correspondingly extended to reflect the leave. For probationary employees, the extension will be the amount of time the employee is on leave, but no more than three (3) months. For permanent employees, the new evaluation date will be based on the amount of calendar days in which the permanent employee was on leave.

Evaluation Procedures. 16.1 17.1 The primary purpose of evaluation shall be to assist unit member in improving job knowledge and skills and to recognize the unit member's contribution to the District, as well as to inform the member of areas where performance improvement is needed. (See Appendix G-Evaluation Factors) 17.2 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of provide written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator. 16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources. 16.5 Performance evaluation for permanent unit members every year. Evaluations shall be submitted to the Human Resources Department once each school year at a time designated signed and dated by the Assistant Superintendent of Human Resources. 16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards. 16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member member. 17.3 New unit members shall be subject to a probationary period of six (6) months. New unit members shall be evaluated at the end of the second and will fourth months of employment. Existing unit members selected or promoted into a new classification or members rehired from the reemployment list into a new classification shall be subject to a probationary period of six (6) months. Existing members who are promoted or moved into a new classification, and/or members rehired from the reemployment list into new classifications shall be evaluated at the end of the thirdand fifth months of employment in the new position. Upon the same effective date of a change in law, if probationary periods are reduced by an act of the legislature, the parties agree to meet and negotiate in order to align the probationary period withthe new law and to negotiate the corresponding effects on the evaluation schedule. 17.3.1 Existing unit members returning back to their prior classification after an unsuccessful probationary period shall be placed in their former position at the same salary range at which they left. 17.3.2 Unit members who are placed on the re-employment list retain the following rights: If the person is reemployed in a new position and fails to complete the probationary period in the new position, they shall be returned to the reemployment list for the remainder of the 39-month or 63 month period. The remaining time period shall be calculated as the time remaining in the 39month or 63 month period as of the date of reemployment. 17.4 The evaluator shall be the unit member’s personnel file's immediate supervisor. 17.5 The unit member shall complete the self-evaluation prior to meeting with the supervisor. 17.6 The evaluator shall meet with the unit member to discuss the unit member's written evaluation. Said meeting shall include only the evaluator and the unit member. The unit member will must sign the evaluation signifying only that the unit member has read the document. The unit member shall be given provided the opportunity of attaching a copy written response within ten (10) working days which shall become part of the permanent record. The unit member may request and receive an opportunity to meet with the unit member's supervisor and the appropriate Administrator to discuss any components of the evaluation. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify 17.7 Evaluation shall include specific recommendations for improvement including objectives and timelines. 17.8 Only the evaluation form without consulting with procedure, not the Association. A copy contents of the evaluation form shall be attached subject to this Agreementthe grievance procedure. 17.9 Unit members on an extended leave shall have their evaluation date correspondingly extended to reflect the leave. For probationary employees, the extension will be the amount of time the employee is on leave, but no more than three (3) months. For permanent employees, the new evaluation date will be based on the amount of calendar days in which the permanent employee was on leave.

Evaluation Procedures. 16.1 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator. 16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent Director of Human Resources. 16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent Director of Human Resources. 16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards. 16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given a copy of the evaluation. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.

Evaluation Procedures. 16.1 The District A. Bargaining unit members shall establish be evaluated annually by members of the Center administrative staff. B. A committee comprised equally of bargaining unit members with two (2) or more years service appointed by the Alliance, and maintain a continuing program administrators appointed by the Director of the Center shall convene annually prior to December 1, to, if necessary, amend and/or update the Center-wide evaluation of instruction forms. C. Bargaining unit member performance evaluation. The program members shall include provisions for preparation be provided with copies of written their evaluations and a means of making provided an opportunity to discuss each. Subsequent to such discussions, the results of such evaluations known to the unit members. No evaluation of a bargaining unit member shall be placed in accorded a period of five (5) days to submit any written response to his/her evaluation. Following the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator. 16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given five (5) day response period, a copy of the evaluation form report with bargaining unit member response, if any, thereon, will be forwarded for administrative review and file. D. Nothing shall be placed in a position description for the bargaining unit member’s positionfile without providing a copy to the bargaining unit member involved and providing the bargaining unit member with an opportunity to respond. 16.4 Performance evaluations E. For all Alliance members employed for all probationary or after September 1, 2015, the Center may seek student feedback of said bargaining unit members. The student feedback form will be developed by the employer in consultation with the Alliance. Bargaining unit members shall be submitted provided with a summary of student feedback and an opportunity to discuss the information received. Such summary feedback may be provided in conjunction with the annual evaluation process or at other times based on center or employee interest and need. Subsequent to such discussions, the bargaining unit member shall be accorded a period of five (5) days to submit any written response to the Human Resources Department twice during feedback information presented. Following the period of probationary employment at times designated by the Assistant Superintendent of Human Resources. 16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent of Human Resources. 16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards. 16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shallfive (5) day response period, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given a copy of the evaluationsummary student feedback report along with bargaining unit member response, if any, thereon, will be forwarded for administrative review and file. Summary student feedback documents will not be made part of the bargaining unit member’s evaluation form but will be maintained as separate feedback documents for employee or center reference; however, comments relative to information obtained from student feedback documents may be incorporated into the evaluation of a bargaining unit member. At the end of the contract year (August 31), the individual student feedback forms for that year will be destroyed. At any time prior to the destruction of the forms, a bargaining unit member shall upon request to the Center, be allowed to inspect the individual student feedback forms upon which the summary feedback document was based, provided that said forms are anonymous or that the names and other student identifiers are redacted from the forms. Tenure decisions shall not be based solely on student feedback. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.A. Non-Renewal Notices

Evaluation Procedures. 16.1 The District SBSD shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator. 16.2 The District SBSD Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Personnel Services Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human ResourcesPersonnel Services. 16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Personnel Services Department once each school year at a time designated by the Assistant Superintendent of Human ResourcesPersonnel Services. 16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District SBSD standards. 16.7 Unsatisfactory job performance or any infraction of District SBSD regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given a copy of the evaluation. 16.11 All evaluations will be conducted on the DistrictSBSD’s current evaluation form. The District SBSD will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.

Evaluation Procedures. 16.1 ‌ 17.1 The primary purpose of evaluation shall be to assist unit member in improving job knowledge and skills and to recognize unit member's contribution to the District, as well as to inform the member of areas where performance improvement is needed. (See Appendix G-Evaluation Factors) 17.2 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of provide written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator. 16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources. 16.5 Performance evaluation for permanent unit members every year. Evaluations shall be submitted to the Human Resources Department once each school year at a time designated signed and dated by the Assistant Superintendent of Human Resources. 16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards. 16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member member. 17.3 New unit members shall be subject to a probationary period of twelve (12) months. Promoted unit members shall be subject to a probationary period of six (6) months. New unit members shall be evaluated at the end of the fourth and will eighth months of employment; promoted members and/or members rehired from the reemployment list into new classifications shall be evaluated at the end of the third and fifth months of employment in the new position. 17.3.1 Unit members returning back to their prior classification shall be placed at the same salary range at which they left. 17.3.2 Unit members who are placed on the re-employment list retain the following rights: If the person is reemployed in a new position and fails to complete the probationary period in the new position, he or she shall be returned to the reemployment list for the remainder of the 39-month or 63 month period. The remaining time period shall be calculated as the time remaining in the 39- month or 63 month period as of the date of reemployment. 17.4 The evaluator shall be the unit member’s personnel file's immediate supervisor. 17.5 The unit member shall complete the self-evaluation prior to meeting with the supervisor. 17.6 The evaluator shall meet with the unit member to discuss the unit member's written evaluation. Said meeting shall include only the evaluator and the unit member. The unit member will must sign the evaluation signifying only that the unit member has read the document. The unit member shall be given provided the opportunity of attaching a copy written response within ten (10) working days which shall become part of the permanent record. The unit member may request and receive an opportunity to meet with the unit member's supervisor and the appropriate Administrator to discuss any components of the evaluation. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify 17.7 Evaluation shall include specific recommendations for improvement including objectives and timelines. 17.8 Only the evaluation form without consulting with procedure, not the Association. A copy contents of the evaluation form shall be attached subject to this Agreementthe grievance procedure. 17.9 Unit members on an extended leave shall have their evaluation date correspondingly extended to reflect the leave. For probationary employees, the extension will be the amount of time the employee is on leave, but no more than three (3) months. For permanent employees, the new evaluation date will be based on the amount of calendar days in which the permanent employee was on leave.

Evaluation Procedures. 16.1 ‌ 17.1 The primary purpose of evaluation shall be to assist unit member in improving job knowledge and skills and to recognize unit member's contribution to the District, as well as to inform the member of areas where performance improvement is needed. (See Appendix G-Evaluation Factors) 17.2 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of provide written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator. 16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources. 16.5 Performance evaluation for permanent unit members every year. Evaluations shall be submitted to the Human Resources Department once each school year at a time designated signed and dated by the Assistant Superintendent of Human Resources. 16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards. 16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member member. 17.3 New unit members shall be subject to a probationary period of twelve (12) months. Promoted unit members shall be subject to a probationary period of six (6) months. New unit members shall be evaluated at the end of the fourth and will eighth months of employment; promoted members and/or members rehired from the reemployment list into new classifications shall be evaluated at the end of the third and fifth months of employment in the new position. 17.3.1 Unit members returning back to their prior classification shall be placed at the same salary range at which they left. 17.3.2 Unit members who are placed on the re-employment list retain the following rights: If the person is reemployed in a new position and fails to complete the probationary period in the new position, he or she shall be returned to the reemployment list for the remainder of the 39-month or 63 month period. The remaining time period shall be calculated as the time remaining in the 39- month or 63 month period as of the date of reemployment. 17.4 The evaluator shall be the unit member’s personnel file's immediate supervisor. 17.5 The unit member shall complete the self-evaluation prior to meeting with the supervisor. 17.6 The evaluator shall meet with the unit member to discuss the unit member's written evaluation. Said meeting shall include only the evaluator and the unit member. The unit member will must sign the evaluation signifying only that the unit member has read the document. The unit member shall be given provided the opportunity of attaching a copy written response within ten (10) working days which shall become part of the permanent record. The unit member may request and receive an opportunity to meet with the unit member's supervisor and the appropriate Administrator to discuss any components of the evaluation. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify 17.7 Evaluation shall include specific recommendations for improvement including objectives and time lines. 17.8 Only the evaluation form without consulting with procedure, not the Association. A copy contents of the evaluation form shall be attached subject to this Agreementthe grievance procedure.

Evaluation Procedures. 16.1 17.1 The primary purpose of evaluation shall be to assist unit member in improving job knowledge and skills and to recognize unit member's contribution to the District, as well as to inform the member of areas where performance improvement is needed. (See Appendix G-Evaluation Factors) 17.2 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of provide written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator. 16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources. 16.5 Performance evaluation for permanent unit members every year. Evaluations shall be submitted to the Human Resources Department once each school year at a time designated signed and dated by the Assistant Superintendent of Human Resources. 16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards. 16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member member. 17.3 New unit members shall be subject to a probationary period of twelve (12) months. Promoted unit members shall be subject to a probationary period of six (6) months. New unit members shall be evaluated at the end of the fourth and will eighth months of employment; promoted members and/or members rehired from the reemployment list into new classifications shall be evaluated at the end of the third and fifth months of employment in the new position. 17.3.1 Unit members returning back to their prior classification shall be placed at the same salary range at which they left. 17.3.2 Unit members who are placed on the re-employment list retain the following rights: If the person is reemployed in a new position and fails to complete the probationary period in the new position, he or she shall be returned to the reemployment list for the remainder of the 39-month or 63 month period. The remaining time period shall be calculated as the time remaining in the 39month or 63 month period as of the date of reemployment. 17.4 The evaluator shall be the unit member’s personnel file's immediate supervisor. 17.5 The unit member shall complete the self-evaluation prior to meeting with the supervisor. 17.6 The evaluator shall meet with the unit member to discuss the unit member's written evaluation. Said meeting shall include only the evaluator and the unit member. The unit member will must sign the evaluation signifying only that the unit member has read the document. The unit member shall be given provided the opportunity of attaching a copy written response within ten (10) working days which shall become part of the permanent record. The unit member may request and receive an opportunity to meet with the unit member's supervisor and the appropriate Administrator to discuss any components of the evaluation. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify 17.7 Evaluation shall include specific recommendations for improvement including objectives and timelines. 17.8 Only the evaluation form without consulting with procedure, not the Association. A copy contents of the evaluation form shall be attached subject to this Agreementthe grievance procedure. 17.9 Unit members on an extended leave shall have their evaluation date correspondingly extended to reflect the leave. For probationary employees, the extension will be the amount of time the employee is on leave, but no more than three (3) months. For permanent employees, the new evaluation date will be based on the amount of calendar days in which the permanent employee was on leave.