Common use of Evaluation Procedures Clause in Contracts

Evaluation Procedures. 11.1 Evaluation and assessment shall be reduced to writing and a copy thereof shall be transmitted to the certificated employee. The certificated employee shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the employee's personnel file. Before the end of the school year, a meeting shall be held between the certificated personnel and the evaluator to discuss the evaluation. 11.2 Evaluation and assessment of the performance of each certificated employee shall be made on a continuing basis as follows: a. At least once each year for temporary personnel b. At least once each year for probationary personnel c. At least once every other year for personnel with permanent status d. At least once every five (5) years for personnel with permanent status who have been employed at least ten (10) years with the school district, are highly qualified, if those personnel occupy positions that are required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Sec. 6301, et seq.), as defined in 20 U.S.C. Sec. 7801, whose previous evaluations rated the employee at meeting or exceeding standards, and if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. Any negative item in an evaluation must first be preceded by written notification or oral conference of the problem, to which the teacher may respond. The response, if in writing, shall automatically be placed in the teacher's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the employee. In the event an employee is not performing his/her duties in a satisfactory manner according to the standards prescribed by the governing board, the employing authority shall notify the employee in writing of such fact and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performance. 11.3 Prior to October l5, the principal(s) shall: a. Furnish copies of: 1. Procedures for evaluation 2. Standards prescribed by the governing board by which the teachers shall be evaluated 3. The District Discipline Policy b. Schedule group conferences with all teachers to explain the above c. Schedule individual conferences when requested d. Principals will notify teachers of any substantive change in evaluation procedure e. The parties will meet and consult over any changes to the evaluation process (Gov. Code 3543.2) 11.3.1 The teacher and evaluator, through mutual agreement, shall list mitigating factors to be operative during the term of the evaluation process. These may be revised by mutual consent. 11.3.2 Unit members shall not participate in the evaluation and/or observation process of other unit members.

Evaluation Procedures. 11.1 Evaluation and assessment 19.1 No less than two (2) evaluations shall take place during the probationary period of employment. One of the two evaluations will take place at the end of the third month of probationary period, another at the end of the fifth month of the probationary period of six months service or 130 days of paid service, whichever is longer. 19.2 Permanent employees shall be reduced evaluated not less than one (1) time per year and prior to writing May 1 by their immediate supervisor. A permanent employee who has five (5) consecutive satisfactory evaluations may opt to be evaluated every other year based on mutual agreement between the employee and immediate supervisor. 19.3 All evaluations of bargaining unit employees shall be executed on a form which shall be provided by the District, the attached as Appendix D. 19.4 Each classified employee shall be provided with a copy thereof of each evaluation of their performance within a reasonable period of time after its preparation. 19.5 Each classified employee shall sign the copy of the evaluation form which will be placed in their District personnel file. Such signature indicates only that the employee has had the opportunity to review the evaluation with the immediate supervisor, and does not necessarily indicate agreement with the evaluation rendered. 19.6 Any negative evaluation shall include recommendations for improvements and provisions for assisting the employee in implementing any recommendations made. 19.7 The employee may prepare a written response to any negative evaluation. The written response shall be transmitted attached to the certificated employeeevaluation, and may be prepared during on-duty hours. 19.8 The personnel file of each employee containing evaluation material shall be maintained at the District's central administration office. The certificated Any files kept by any Supervisor of any employee shall not contain any evaluation material that is not in the main personnel file. 19.9 Every employee shall have the right to initiate inspect such materials upon request, provided that the request is made at a written reaction or response time when such person is not actually required to render services to the evaluationemploying district, with the exception of evaluation material that includes ratings, reports, or records which were obtained to the employment of the employee involved. 19.10 All evaluation material shall be kept in confidence and shall be available for inspection only to other employees of the District or to members of the Board of Trustees when actually necessary in the proper administration of District's affairs or the supervision of the employee. 19.11 The District shall keep a log indicating the persons who have examined a personnel file as well as the date such examinations were made. Such response log and employee's personnel file shall become a permanent attachment to be available for examination by the employee or his/her CSEA representative if authorized by the employee. The log shall be maintained in the employee's personnel file. Before the end of the school year, a meeting shall be held between the certificated personnel and the evaluator to discuss the evaluation. 11.2 Evaluation 19.12 Any person who places written material or drafts written material for placement in an employee's file shall sign the material and assessment signify the date on which such material was drafted. Any written materials placed in a personnel file shall indicate the date of such placement. 19.13 Any derogatory material shall not be put in an employee's personnel file until the performance of each certificated employee shall be made on has been provided a continuing basis as follows: a. At least once each year for temporary personnel b. At least once each year for probationary personnel c. At least once every other year for personnel with permanent status d. At least once every five (5) years for personnel with permanent status who have been employed copy and given at least ten (10) years with the school district, are highly qualified, if those personnel occupy positions that are required work days to be filled by attach a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Sec. 6301, et seqresponse.), as defined in 20 U.S.C. Sec. 7801, whose previous evaluations rated the employee at meeting or exceeding standards, and if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. Any negative item in an evaluation must first be preceded by written notification or oral conference of the problem, to which the teacher may respond. The response, if in writing, shall automatically be placed in the teacher's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the employee. In the event an employee is not performing his/her duties in a satisfactory manner according to the standards prescribed by the governing board, the employing authority shall notify the employee in writing of such fact and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performance. 11.3 Prior to October l5, the principal(s) shall: a. Furnish copies of: 1. Procedures for evaluation 2. Standards prescribed by the governing board by which the teachers shall be evaluated 3. The District Discipline Policy b. Schedule group conferences with all teachers to explain the above c. Schedule individual conferences when requested d. Principals will notify teachers of any substantive change in evaluation procedure e. The parties will meet and consult over any changes to the evaluation process (Gov. Code 3543.2) 11.3.1 The teacher and evaluator, through mutual agreement, shall list mitigating factors to be operative during the term of the evaluation process. These may be revised by mutual consent. 11.3.2 Unit members shall not participate in the evaluation and/or observation process of other unit members.

Evaluation Procedures. 11.1 Evaluation A. A permanent employee shall have a yearly written evaluation normally completed by May 31 of each school year. Probationary employees shall have a written evaluation completed on the third and assessment fifth month (if necessary) of their six (6) month probationary period. B. A permanent employee who has been promoted shall be reduced to writing placed on probationary status for a period of six months, and will have a copy thereof written evaluation during the third and fifth month (if necessary) of the probationary period. C. No formal evaluation of any employee shall be transmitted placed in any personnel file without an opportunity for prior discussion between the employee and the evaluator. Evaluations, so far as practicable, shall be based upon the direct observation and knowledge of the evaluator. Any unsatisfactory evaluation based upon performance shall include recommendations for improvement and shall advise the employee as to any deficiency in attitude or conduct. While there may be input into the evaluation by non-management employees, the responsibility for the evaluation shall rest with the managerial or supervisorial person who is the employee’s immediate supervisor. D. The personnel file of each employee shall be maintained at the District’s business office. E. Such material shall not include ratings, reports, or records which (1) were obtained prior to the certificated employee. The certificated employment of the employee involved, (2) were prepared by identifiable examination committee members, or (3) were obtained in connection with a promotional examination. F. Every employee shall have the right to initiate review his/her personnel file upon request, provided that the request is made at a written reaction or response time when the employee is not required to render services to the evaluationDistrict. Such response shall become a permanent attachment An employee may authorize in writing his/her designated representative who is not an employee of the District, to the employee's review his/her personnel file. Before the end of the school year, a meeting shall be held between the certificated personnel and the evaluator to discuss the evaluation. 11.2 Evaluation G. Information of a derogatory nature shall not be entered or filed unless and assessment of until the performance of each certificated employee shall be made on a continuing basis as follows: a. At least once each year for temporary personnel b. At least once each year for probationary personnel c. At least once every other year for personnel with permanent status d. At least once every five (5) years for personnel with permanent status who have been employed at least is given ten (10) years with days advance notice and an opportunity to review and comment thereon. Any employee shall have the school districtright to enter, are highly qualifiedand have attached to any such derogatory statement, if those personnel occupy positions that are required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Secemployee’s own comments thereon. 6301Such review and comment shall take place during normal business hours, et seq.), as defined in 20 U.S.C. Sec. 7801, whose previous evaluations rated and the employee at meeting or exceeding standards, and if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. Any negative item in an evaluation must first be preceded by written notification or oral conference of the problem, to which the teacher may respond. The response, if in writing, shall automatically be placed in the teacher's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the employee. In the event an employee is not performing his/her duties in a satisfactory manner according to the standards prescribed by the governing board, the employing authority shall notify the employee in writing of such fact and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performance. 11.3 Prior to October l5, the principal(s) shall: a. Furnish copies of: 1. Procedures for evaluation 2. Standards prescribed by the governing board by which the teachers shall be evaluated 3. The District Discipline Policy b. Schedule group conferences with all teachers to explain the above c. Schedule individual conferences when requested d. Principals will notify teachers of any substantive change in evaluation procedure e. The parties will meet and consult over any changes to the evaluation process (Gov. Code 3543.2) 11.3.1 The teacher and evaluator, through mutual agreement, shall list mitigating factors to be operative during the term of the evaluation process. These may be revised by mutual consentreleased from duty for this purpose without salary reduction. 11.3.2 Unit members shall not participate in the evaluation and/or observation process of other unit members.

Evaluation Procedures. 11.1 A. The purpose of evaluation is the improvement of the competence of all employees and thereby the improvement of the quality of education of all students in the District. B. Evaluation shall be a comprehensive process based upon a District-wide statement of objectives and standards of expected student achievement as expressed within the current philosophy and goals of the District. The final decision on required standards of expected student achievement as expressed within the current philosophy and goals of the District shall remain with the Board. C. These procedures shall apply to all unit members except that in the case of teacher trainees hired pursuant to Section 44830.3. of the Education Code, the evaluation provided for in this Article shall occur at least twice in each of the first two (2) years of service as a teacher trainee. The Principal shall evaluate each teacher trainee during the first two (2) years of service or shall appoint another administrator for this purpose. D. Evaluation of employees shall be in accordance with the provisions of the ▇▇▇▇▇ Act (Sections 44660 et. seg. Of the Education Code). E. Each employee shall participate in the setting of objectives and standards of student achievement for each class taught, which may include identifying conditions, in any, for meeting the objectives and standards of student achievement. These standards shall be consistent with District goals and standards. Data to facilitate such evaluation of student achievement may be secured through a number of procedures in addition to pre and post-tests. Student achievement based upon these established standards and objectives shall also be criteria for employee evaluation. F. Certificated management employees shall have the responsibility for completing written evaluation reports and submitting copies thereof to the employees evaluated. Such reports shall be based on at least one (1) class observation. The employee will be given the opportunity to sign the evaluation signifying only that s/he has read it and not necessarily that s/he agrees with it. Certificated management evaluators are responsible for the content of evaluation reports, and information obtained from other sources must be clearly identified, documented, and where possible corroborated by other sources. Tenured employees shall have the option to select the certificated management evaluator whom they prefer, according to the following process, and subject to the limitations contained therein: 1. At the beginning of each school year, the names of certificated management evaluators shall be posted on employee bulletin boards at all schools and other work sites of the District. 2. The number of evaluatees for which each certificated management evaluator is responsible shall be clearly shown. 3. Tenured employees scheduled for evaluation during the year shall have the option of selecting from among the designated certificated management evaluators at the employee’s work site by signing up for specific managers on a first-come, first- serve basis. 4. This process shall continue until each certificated management evaluator has received the number of identified evaluatees for which s/he is scheduled to evaluate. 5. In cases where an evaluatee, through this process, must choose a certificated management evaluator that for substantial reasons s/he would not otherwise select, s/he may appeal directly to the Superintendent or his/her designee who may grant a change in certificated management evaluator. Evaluation and assessment of employees shall involve an additional evaluator when requested by the employee. An individual conference to discuss the evaluation shall be reduced held at least sixty (60) days prior to writing and a copy thereof shall be transmitted to the certificated employee. The certificated employee shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the employee's personnel file. Before the end of the school year, . The employee may submit a meeting shall be held between the certificated personnel and the evaluator written response to discuss the evaluation. 11.2 Evaluation and assessment of the performance of each certificated . The employee shall be made on a continuing basis as follows: a. At least once each year for temporary personnel b. At least once each year for probationary personnel c. At least once every other year for personnel with permanent status d. At least once every have five (5) years for personnel with permanent status who have been employed at least ten days in which to submit the written response, and up to five (105) years additional days with the school districtapproval of the Principal or Assistant Superintendent of Human Resources. Evaluation report(s) and any written response or any statement regarding the conference shall be filed in the employee’s personnel folder in the District Human Resources Office. Evaluation information contained in employee personnel files shall be available only to those persons authorized by law to review such information. If, are highly qualifiedhowever, if those personnel occupy positions that are required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Sec. 6301, et seq.), as defined in 20 U.S.C. Sec. 7801, whose previous evaluations rated the employee at meeting or exceeding standardsfeels that the procedures for evaluating have not been followed, and if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. Any negative item in an evaluation must first be preceded by written notification or oral conference of the problem, to which the teacher may respond. The response, if in writing, shall automatically be placed in the teacher's personnel file unless s/he requests otherwisemay file a grievance on that basis, in which case the evaluation will bear an attached statement on its face that a grievance is being processed. The Until the grievance is resolved, the evaluation shall not become a permanent record. G. Written evaluations of employees shall include recommendationsdescriptions of unsatisfactory performance, if necessaryany, as to areas with specific recommendations for means of improvement and suggestions of available sources of assistance. Statements included in the performance evaluations shall relate to established criteria as set forth in Sections D. and E. contained herein. Under no circumstances shall the evaluator use any information concerning an event of a derogatory nature of which the employee was not informed prior to the end of the employee. In school year in which the event an employee is not performing his/her duties in a satisfactory manner according to the standards prescribed by the governing boardoccurred. Subsequently, the employing authority one (1) or more conferences shall notify the employee in writing of such fact and describe such unsatisfactory performance. The employing authority shall, thereafter, confer be held with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in correcting deficiencies previously noted. A record of such performanceconferences, including deficiencies which have been corrected, shall be prepared by the evaluator for the file of the evaluatee and a copy submitted to him/her. 11.3 Prior H. These evaluation procedures shall be implemented in accordance with a calendar prepared annually by the District Human Resources Office. (See Appendix D.) I. Nothing contained herein shall preclude the right of the District to October l5make additional evaluations during any year and/or implement plans of assistance for any employee during any year, when documented need exists for such a plan of assistance. J. The employee or a representative s/he has designated in writing may review with the principal(sAssistant Superintendent of Human Resources or his/her authorized designee, evaluation materials contained in the District Office personnel file before or after regularly assigned duties. Subsequent to receiving the first copy of the evaluation document free of charge, employees may secure additional copies of evaluation document at the cost established in the District’s policy on citizen access to public information. K. Subject to the provisions of Section I. above, permanent employees shall be evaluated every other year, and non-permanent employees shall be evaluated each year. Once a ROP teacher has been in the District for two (2) shallyears or more, evaluations shall normally be done every other year. L. Alternative Evaluation Procedure 1. A permanent unit member with a minimum of five years of experience in the District may, with the mutual agreement of the certificated evaluator he/she has chosen, elect to participate in the alternative evaluation process subject to the following conditions: a. Furnish copies of:The unit member must have had evaluation ratings of “Proficient” or above over the course of the last five years. 1b. The unit member will have designated either one or two evaluation partners to work with during the process, who also meet the eligibility criteria. c. This alternative evaluation process is available no more than once every four years for qualifying evaluates. d. Evaluatee notifies his/her evaluator of their intent to use the alternative evaluation process by the end of the 4th week of the school year or on the date of the agreed evaluation calendar for that year. Procedures for evaluationThe evaluator’s response shall be given by the end of the 5th week. 2. Standards prescribed by At a pre-evaluation conference held in compliance with the governing board by which District’s evaluation calendar for the teachers year, the evaluatee(s) and evaluator shall meet, discuss, and mutually agree upon the evaluation plan, including constraints. Evaluatees and evaluator are encouraged to be evaluatedcreative and flexible when developing options. The evaluatee(s) and evaluator will mutually agree on scheduled updates (if any) during the year. 3. Nothing above shall be construed to release evaluatee(s) from their normal job responsibilities, the need to adhere to state and District curriculum requirements and the teaching techniques outlined in the California Teaching Standards as described in the standard evaluation form, and the Education Code. 4. The District Discipline Policy b. Schedule group conferences with all teachers to explain evaluatee(s) shall present the above c. Schedule individual conferences when requested d. Principals will notify teachers results of any substantive change in the agreed-upon evaluation procedure e. The parties will meet and consult over any changes plan to the evaluator at a final evaluation conference. The evaluator shall review the results and complete by signing the summary evaluation form for inclusion in the evaluatee’s personnel file. 5. The evaluation plan may be modified or terminated and the evaluatee(s) may change to the regular evaluation process (Gov. Code 3543.2) 11.3.1 The teacher by mutual agreement between the evaluatee(s) and the evaluator, through mutual agreement, shall list mitigating factors . Alternatively the evaluatees participating in the alternative evaluation process may unilaterally elect to be operative during return to the term regular evaluation process by notifying the Principal in writing no later than December 1st of the evaluation year. In the event of a change to the regular evaluation process, both parties shall mutually agree on objectives and an appropriate timeline, which shall supersede the timeline specified in the District evaluation calendar for that year. 6. These Except where as noted above, all other sections of Article IX shall remain in force for the alternative evaluation process. 7. At the end of the 2004-05 school year, this procedure expires and may be revised renewed by mutual consentagreement of district and Federation. 11.3.2 Unit members shall not participate in the evaluation and/or observation process of other unit members.

Evaluation Procedures. 11.1 Evaluation (a) Every Probationary and assessment Temporary member of the unit shall be reduced to writing evaluated by his/her immediate administrative supervisor four (4) times per year. Goals and objectives and a copy thereof minimum of two (2) verbal evaluations shall occur between the twentieth (20th) workday and sixtieth (60th) workday for that unit member. The first thirty (30) minute written observation shall be transmitted to completed by the certificated employeeninetieth (90th) workday. The certificated employee second written observation shall have be completed by the right to initiate a written reaction or response to one hundred tenth (110th) workday, and the evaluation. Such response final recommendation shall become a permanent attachment to the employee's personnel file. Before the end be given by March 10, regardless of the school yearnumber of workdays completed. (b) Except as provided below, a meeting each permanent member of the unit shall be held between the certificated personnel and the evaluator to discuss the evaluation. 11.2 Evaluation and assessment of the performance of each certificated employee shall be made on a continuing basis as follows: a. At least once each year for temporary personnel b. At least once each year for probationary personnel c. At least once evaluated by his/her immediate administrator/supervisor every other year for personnel with permanent status d. At least once every five year. The unit member may choose the traditional evaluation form or the Teacher- Elected Self-Assessment (5portfolio) years for personnel option. Unit members with permanent status who have been employed at least ten (10) 10 years with the school districtDistrict, are highly qualified, qualified (if those personnel occupy positions that are required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 ([20 U.S.C. Sec. 6301, et seq.)], as defined in 20 U.S.C. Sec. 7801, ) and whose previous evaluations evaluation rated the employee at meeting or exceeding standards, and as “satisfactory,” shall be evaluated every three (3) years if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. Any negative item The decision to consent or withdraw consent to a three year evaluation cycle shall not be grievable. TRADITIONAL EVALUATION - By the sixtieth (60th) workday in the school year in which the evaluation is to take place, the evaluator and the member of the unit shall meet to discuss and establish mutually-developed written goals and objectives. If mutual goals cannot be reached, the evaluator and teacher shall select an equal number of goals for the year. The first observation shall be completed by the eightieth (80th) workday and the second observation no later than the one hundred fiftieth (150th) workday. TEACHER-ELECTED SELF-ASSESSMENT (PORTFOLIO) - Provides unit members with permanent status, whose last evaluation was satisfactory, an opportunity to engage in an alternative evaluation must first be preceded by written notification or oral conference system based on reflection and self-assessment. Portfolios include a focus area through the use of the problem, to which the teacher may responda banner and splinter questions. The response, if in writing, Those electing Portfolio assessment shall automatically be placed in the teacher's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the employee. In the event an employee is not performing his/her duties in a satisfactory manner according to the standards prescribed by the governing board, the employing authority shall notify the employee in writing of such fact have administrative support and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performance. 11.3 Prior to October l5, the principal(s) shall: a. Furnish copies offollow these guidelines: 1. Procedures for evaluationAttend a training session no later than the sixtieth (60th) workday. Permanent unit members who have attended a previous training and successfully completed a portfolio assessment and who choose to repeat the portfolio option will not be required to repeat the training. 2. Standards prescribed by Establish a banner question with the governing board by which evaluator no later than the teachers shall be evaluated 3. The District Discipline Policy b. Schedule group conferences with all teachers to explain the above c. Schedule individual conferences when requested d. Principals will notify teachers of any substantive change in evaluation procedure e. The parties will meet and consult over any changes to the evaluation process seventieth (Gov. Code 3543.2) 11.3.1 The teacher and evaluator, through mutual agreement, shall list mitigating factors to be operative during the term of the evaluation process. These may be revised by mutual consent70th) workday. 11.3.2 Unit members shall not participate in the evaluation and/or observation process of other unit members.

Evaluation Procedures. 11.1 Evaluation and assessment shall Evaluations of certificated employees will be reduced to writing and a copy thereof shall be transmitted according to the certificated employee. The certificated employee requirements of Education Code sections 44660 - 44664 and amendments thereof, known as the ▇▇▇▇▇ Act, which shall have include the right California Standards for the Teaching Profession, “Yearly Goal Plan” (Appendix “D”) and “Certificated Evaluation Report” (Appendix “E-1”), Evaluation Rubric (Appendix “E-1”), “Classroom Observation Form” (Appendix “F-1”) and “Pre-Observation Conference Form (Appendix “F-2”). A. All probationary and temporary employees are to initiate a written reaction or response to be formally evaluated in writing twice each school year, once in the evaluation. Such response shall become a permanent attachment to first half of the employee's personnel file. Before school year and in once in the end second half of the school year. B. Unless exempt pursuant to paragraph C below, a meeting shall all permanent employees are to be held between formally evaluated at least every other year and may be evaluated each year. These evaluations must be completed no later than May 1st. C. If the certificated personnel evaluator and the evaluator to discuss permanent certificated employee being evaluated agree, in accordance with Education Code 44664(a)(3), the evaluation. 11.2 Evaluation and assessment of the performance of each certificated permanent employee shall be made on a continuing basis as follows: a. At formally evaluated at least once each year for temporary personnel b. At least once each year for probationary personnel c. At least once every other year for personnel with permanent status d. At least once every five (5) years for personnel with permanent status who have if he/she has been employed at least ten (10) years with the school district, are and is deemed highly qualified, if those personnel occupy positions such teacher occupies a position that are is required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Sec. 6301, et seq.)2001, as defined in 20 U.S.C. Sec. 7801, and whose previous evaluations evaluation rated the employee at as meeting or exceeding standards, and if the evaluator and certificated employee being evaluated agree. The permanent certificated employee or the evaluator may withdraw consent at any time. Any negative item in an evaluation must first . D. Evaluation of employees shall be preceded by written notification or oral conference based on the direct observation of the problemevaluator, to which the teacher may respond. The responsenot hearsay, if in writing, shall automatically be placed in the teacher's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the employee and the achievement of the students under the employee’s control, and other elements of the evaluation. In The evaluator may work jointly with the event an department chairperson and/or other administrators observing and making recommendations for the evaluation. The formal written evaluation shall be made only by the Administrator. E. At all school levels, the site administrators shall be responsible for the evaluation of employees. F. Each employee is not performing shall formulate specific objectives appropriate to his/her duties in a satisfactory manner according class assignment and consistent with District goals and resources available. The employee shall also indicate how these objectives shall be measured. These objectives shall be submitted to the standards prescribed by evaluator no later than the governing boardbeginning of the sixth week after the commencement of the instructional year, the employing authority shall notify provided proper forms are submitted to the employee in writing of for such fact and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performancepurpose. 11.3 Prior to October l5, the principal(s) shall: a. Furnish copies of: 1. Procedures for evaluationThe employee and the evaluator will meet and attempt to reach mutual agreement on the employee’s goals and objectives. Such meetings will include, upon request of the employee, discussions of constraints identified by the employee who may inhibit his/her ability to meet the goals and objectives. Examples of such constraints may include class size, abilities of the learners, availability of support personnel, the learning environment, and other pertinent factors. 2. Standards prescribed by Failure to reach agreement on the governing board by which elements of evaluation shall necessitate that the teachers evaluator and the employee choose a mutually agreeable District-level Administrator (the Superintendent, Assistant Superintendent of Personnel, Director of Instruction, or the Director of Federal and Special Projects) and a mutually agreeable certificated employee of the District, who shall be evaluated 3attempt to reach agreement. The District Discipline Policy b. Schedule group conferences with all teachers to explain If the above c. Schedule individual conferences when requested d. Principals will notify teachers of any substantive change in evaluation procedure e. The parties will meet and consult over any changes to the evaluation process (Gov. Code 3543.2) 11.3.1 The teacher and evaluatorthe evaluator do not reach agreement on the District-level Administrator and Association member, through mutual agreement, the evaluator shall present the teacher with a list mitigating factors to be operative during the term of the evaluation process. These may be revised by mutual consent. 11.3.2 Unit members shall not participate in the evaluation and/or observation process of other unit members.two