Common use of Evaluation Clause in Contracts

Evaluation. A. An annual written summative evaluation shall include the evaluation of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include the evaluation of the employee's total performance in his/her assigned position.a. Contract Faculty Evaluation B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting i. Commencing with his/her immediate supervisorfirst contract, a contract faculty member shall be subject to formal evaluation in accordance with this Article, to a maximum of two (2) separate evaluations per academic year. ii. Upon the request Contract faculty evaluations will include all elements of a bargaining unit memberprobationary regular faculty evaluation, the immediate supervisor excluding regular faculty service requirements, and will meet be consistent with the member to discuss progress and job performancerole of a contract faculty member. E. All annual iii. Where a contract faculty member receives two (2) consecutive unsatisfactory evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluationin two (2) different semesters, he/she may submit shall be terminated at the end of his/her existing contract. b. Regular Faculty Evaluation i. Probationary Regular Faculty (1) All evaluations during the probationary period shall be as follows: (a) A minimum of once per year, but (b) No more than twice per year with a minimum of sixty (60) days between and (c) The Responsible Administrator will give the faculty member a written response evaluation report, after consultation with the current Selection Committee. The evaluation report shall explicitly state whether the faculty member is satisfactory or unsatisfactory. If the faculty member is found to be unsatisfactory for regular employment, then the evaluation report shall specify the deficiencies and shall make positive suggestions for each. The standards will be determined by the College. (2) The methods used to collect information will be provided to the faculty member in writing before the evaluation process begins, and will include the following: (a) Written faculty member peer evaluation; (b) Written student evaluations (where applicable); (c) Written self-evaluation by the probationary faculty member; (d) Other methods agreed to by the Selection Committee and by the Responsible Administrator, in which case the probationary faculty member will be informed of such other methods in writing before the evaluation process begins; and (e) Written Responsible Administrator evaluation. (3) The peer evaluator will be appointed by the Responsible Administrator or designate (i.e., Chair/Coordinator of the DDP or Chair of the Selection Committee), who will choose without bias from a list of available faculty after consultation with the probationary faculty member and the Chair/Coordinator of the DDP. The peer evaluator shall be attached a post-probationary regular faculty member. Where possible, the peer evaluator shall be from the DDP and shall not be a member of the Selection Committee. In selecting evaluators, course expertise and DDP needs must be considered. If the probationary faculty member raises in writing an allegation of bias or conflict of interest on the part of the peer evaluator, the existence of a reasonable apprehension of bias or conflict of interest will be determined by the Responsible Administrator. If a reasonable apprehension of bias or conflict of interest is found to exist, another peer evaluator will be appointed. (4) The probationary faculty member will be allowed to read and review the file evaluation report. The faculty member will have five (5) working days in order to respond in writing to any errors or omissions. The evaluation report will then be discussed with the faculty member who will sign a copy indicating that the report has been seen. The faculty member can register agreement or disagreement with the report at this time. (5) Where an evaluation has not been done, then it will be understood that a probationary or contract faculty member has received a satisfactory evaluation. ii. Post-Probationary Faculty Member Developmental Evaluation Post-probationary faculty member developmental evaluation will be conducted in accordance with the terms and conditions of Letter of Understanding #10 Post-Probationary Faculty Member Developmental Evaluation. c. Access to Information in the Evaluation File Upon request, the faculty member shall receive a copy of all written evaluations. The originals of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore materials shall be set forth in writing within a reasonable time after forwarded to the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy office of the evaluation report form prepared by Associate Vice President, Human Resources, who will determine the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees final disposition of such materials in accordance with the contents of the evaluationCollege policy and legal requirements. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include the The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the employee's total performance in his/her assigned positioninstructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. An annual written summative For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be performed on for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each member bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit each calendar year using the Board approved evaluation formsemployee. Additional evaluations during If a school year may bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be conducted if deficiencies are noted during the annual evaluationdeemed to be at least satisfactory. C. Evaluation of employees shall be based upon the supervisor's personal observation of a For all bargaining unit member's work and/or work product. D. Each bargaining unit memberemployees, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual all evaluations shall be reduced to writing, writing and a copy shall be given to the bargaining unit memberemployee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit member employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. . If a supervisor an administrator believes a bargaining unit member employee is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after specific terms, as shall identification of the deficiencies are notedspecific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. G. D. Following each written summative evaluationformal evaluation of bargaining unit employee, which shall include the right to a conference with the evaluator at the employee's requestevaluator, the bargaining unit member employee shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. . A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluation documents evaluations are to be placed in the bargaining unit member's employee’s personnel file. The . E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President forms will be provided developed in consultation with a copy of the forms and will be given thirty (30) workdays for input Association prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative All applicants who have successfully passed the In Basket examination will be subject to a 360 evaluation. The 360 evaluation shall include will consist of a series of topics used to determine the applicant's ability to succeed as a supervisor. The evaluation of topics will be determined by the employee's total performance in Sheriff and/or his/her assigned position. B. An annual written summative evaluation shall be performed on each member of designee, along with the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work Association President and/or work product. D. Each bargaining unit member, upon his/her employment or designee, and will be based on the knowledge, organizational skills, leadership, communication, and interpersonal skills needed to be an effective supervisor. The evaluation will consist of ten topics and will be scored on a scale of 1-10, with an option to not score each individual question if the subject completing the evaluation deems they do not have enough knowledge and/or information available to accurately answer the question. There will be a space provided at the beginning end of the school year, whichever is later, shall each question to allow a further explanation of their scoring. A total of 15 evaluations must be apprised of the general criteria upon which he/she will be evaluated in a meeting with completed for each applicant. The Sheriff and/or his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor designee will meet with the member be responsible for distributing up to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy 5 of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluationapplicant's evaluations, which shall include all of the right applicant's current supervisors and any immediate supervisor the applicant had in the past. If the Sheriff is unable to identify a conference with total of 5 supervisors, the evaluator at remainder of evaluations will be distributed to persons of the applicant's choosing. No evaluations will be completed by an immediate family member of the candidate. The term "immediate family member" shall be a person holding the following relationship to the employee, whether that relationship to the employee is natural, adoptive, step, ▇▇▇▇▇▇; or any other person related by blood or marriage who resides in the employee's requesthousehold, or whom the employee has been assigned legal responsibility; Spouse, Child, Parent, Sister, Brother, Grandparent, Daughter-in-law, Son-in-law, Parent-in-law, Sister- in-law, Brother-in-law, or Grandchild. No evaluations will be distributed to any persons who are currently a candidate in the promotional process. All evaluations will be distributed electronically to all parties required to complete the evaluation, with a courtesy copy to the Association President. The evaluations will be collected by the Office of the Sheriff, but will remain sealed until opened and tabulated in the presence of the Sheriff and/or his/her designee and the Association President and/or his/her designee. All evaluations distributed will need to be returned, within seven (7) business days, to a locked central depository which will remain secured until opened by the Sheriff and/or his/her designee and the Association President and/or his/her designee to compile the evaluation results. Once the evaluations are compiled, the bargaining unit member shall sign total points obtained from all evaluations will be totaled and be given a copy of the evaluation report form prepared divided by the evaluatornumber of evaluations completed. In no case shall the bargaining unit member's signature be construed to mean Any evaluation topic that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President is not completed will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluateconsidered for calculation purposes.

Evaluation. A. An annual written summative evaluation shall include the evaluation of the employee's total performance in his/her assigned position. B. An annual written summative evaluation 7.1 Each year each permanent employee covered by this Agreement shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with by his/her immediate supervisor, and such evaluation shall be set forth on the Classified Employee Performance Evaluation attached hereto as Appendix C. An employee who has had more than one (1) supervisor in the previous year shall have a terminal evaluation prepared at the time of transfer, reassignment or promotion to another position. Upon Each supervisor shall evaluate only for the request time the employee was under his/her supervision. In the absence of a bargaining unit membertimely evaluation, employees shall be considered to have a score of at least “ME” (Meets Expectations) in all areas subject to the performance evaluation, except when an employee is on an extended leave, in which case their evaluation will be done in a timely manner upon their return. 7.2 Nothing herein shall prohibit the District from evaluating an employee more often than yearly if the District determines that such evaluation may result in improvements in the employee's performance. An employee serving a six (6) month probationary period after initial hire or after promotion shall be evaluated at the end of two (2) months, four (4) months, and five and one-half (5-1/2) months of such probationary period. 7.3 The evaluation shall be discussed with the employee by the evaluator. If the evaluator changes the rating as a result of the conference, a new evaluation form may be obtained from the District Human Resources Department. However, it is understood that the primary purpose of such evaluations is to be constructive and to help the employee achieve or maintain at least a "meets expectations" level of performance. An employee has the right to respond to his/her performance evaluation in writing to his or her supervisor within ten (10) working days of the issuance of the final performance evaluation and any such response shall be included with, and become part of, the performance evaluation record. 7.4 The performance appraisal system should communicate performance standards for the position and encourage growth and improvement of performance for the future. It is also understood that evaluation of an employee's performance should be an ongoing process, and the District supervisors shall discuss improvement needs with employees in a timely manner. When it becomes apparent that an employee may receive a Needs Improvement (NI) or an Unsatisfactory (U) annual rating in any performance factor, prior to giving the employee such a rating, the immediate supervisor will and the employee shall meet with the member to discuss progress the employee’s deficiencies and job recommendations for improvement. If an employee receives an “NI” or “U” rating on any performance factor on his/her evaluation, the evaluation must indicate the manner in which the employee is not meeting standards for the position; determine a “meets expectations” level of performance. E. All annual evaluations shall be reduced ; and a specified time period in which the employee is expected to writingshow improvement. If dissatisfied with an “NI” or a “U” rating, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit employee has submitted a written response which shall be attached to in accordance with Section 7.3, an employee may request a review at the file copy next higher administrative level within ten (10) working days of submitting the evaluation in questionwritten response. F. If a supervisor believes a bargaining unit member is doing unacceptable work, 7.5 Non-compliance with the reasons therefore shall be procedures set forth in writing within this article may be the subject of a reasonable time after grievance pursuant to the deficiencies are notedGrievance Article of this Agreement, but nothing herein shall be considered to make the content of any evaluation subject to such grievance procedure. G. Following each written summative evaluation, which 7.6 Employees who are in their probationary period or who received an “NI” or “U” on any performance rating in the most recent performance evaluation shall include complete the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy Classified Employee Self-Evaluation (Appendix D). Completion of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluationClassified Employee Self-Evaluation is voluntary for all other employees. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include the evaluation of the employee's total performance in his/her assigned position.a. Contract Faculty Evaluation B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting i. Commencing with his/her immediate supervisorfirst contract, a contract faculty member shall be subject to formal evaluation in accordance with this Article, to a maximum of two (2) separate evaluations per academic year. ii. Upon the request Contract faculty evaluations will include all elements of a bargaining unit memberprobationary regular faculty evaluation, the immediate supervisor excluding regular faculty service requirements, and will meet be consistent with the member to discuss progress and job performancerole of a contract faculty member. E. All annual iii. Where a contract faculty member receives two (2) consecutive unsatisfactory evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluationin two (2) different semesters, he/she may submit shall be terminated at the end of his/her existing contract. b. Regular Faculty Evaluation i. Probationary Regular Faculty (1) All evaluations during the probationary period shall be as follows: (a) A minimum of once per year, but (b) No more than twice per year with a minimum of sixty (60) days between and (c) The Responsible Administrator will give the faculty member a written response evaluation report, after consultation with the current Selection Committee. The evaluation report shall explicitly state whether the faculty member is satisfactory or unsatisfactory. If the faculty member is found to be unsatisfactory for regular employment, then the evaluation report shall specify the deficiencies and shall make positive suggestions for each. The standards will be determined by the College. (2) The methods used to collect information will be provided to the faculty member in writing before the evaluation process begins, and will include the following: (a) Written faculty member peer evaluation; (b) Written student evaluations (where applicable); (c) Written self-evaluation by the probationary faculty member; (d) Other methods agreed to by the Selection Committee and by the Responsible Administrator, in which case the probationary faculty member will be informed of such other methods in writing before the evaluation process begins; and (e) Written Responsible Administrator evaluation. (3) The peer evaluator will be appointed by the Responsible Administrator or designate (i.e., Chair/Coordinator of the DDP or Chair of the Selection Committee), who will choose without bias from a list of available faculty after consultation with the probationary faculty member and the Chair/Coordinator of the DDP. The peer evaluator shall be attached a post-probationary regular faculty member. Where possible, the peer evaluator shall be from the DDP and shall not be a member of the Selection Committee. In selecting evaluators, course expertise and DDP needs must be considered. If the probationary faculty member raises in writing an allegation of bias or conflict of interest on the part of the peer evaluator, the existence of a reasonable apprehension of bias or conflict of interest will be determined by the Responsible Administrator. If a reasonable apprehension of bias or conflict of interest is found to exist, another peer evaluator will be appointed. (4) The probationary faculty member will be allowed to read and review the file Evaluation Report. The faculty member will have five (5) working days in order to respond in writing to any errors or omissions. The Evaluation Report will then be discussed with the faculty member who will sign a copy indicating that the report has been seen. The faculty member can register agreement or disagreement with the report at this time. (5) Where an evaluation has not been done, then it will be understood that a probationary or contract faculty member has received a satisfactory evaluation. ii. Post-Probationary Faculty Member Developmental Evaluation Post-probationary faculty member developmental evaluation will be conducted in accordance with the terms and conditions of Letter of Understanding #10 Post-Probationary Faculty Member Developmental Evaluation. c. Access to Information in the Evaluation File Upon request, the faculty member shall receive a copy of all written evaluations. The originals of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore materials shall be set forth in writing within a reasonable time after forwarded to the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy office of the evaluation report form prepared by Associate Vice President, Human Resources, who will determine the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees final disposition of such materials in accordance with the contents of the evaluationCollege policy and legal requirements. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation 9.1 A committee consisting of no more than four (4) representatives of the Association and four (4) representatives of the SESE Board shall include be established to give input toward the evaluation plan for teachers. The Director shall act as chairman of the employee's total performance in his/her assigned positionEvaluation Committee. The committee shall provide input to the SESE Board and such input shall be advisory. The SESE Board’s decision as to the implementation and adoption of the evaluation plan shall be final and not subject to the grievance procedure. B. An annual written summative evaluation 9.2 All employees shall be performed on each member evaluated by the Director, or a qualified designated evaluator in the employ of SESE. Prior to a formal evaluation, the employee shall be informed of the bargaining unit each calendar year using evaluator(s) who will be conducting the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation 9.3 All formal observations of employees shall be based upon conducted with the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning full knowledge of the school year, whichever is later, shall employee. Any formal or informal observations which are to be apprised of used to evaluate the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations employee shall be reduced to writingwriting and, and a within twenty (20) working days following the formal or informal observation, discussed with the employee. A copy of the written compilation shall be given to the bargaining unit memberemployee. 9.4 Personnel evaluations shall be conducted according to the following schedule: A. Probationary licensed educator staff members shall be evaluated at least once a year during their probationary period. If These employees may be evaluated more frequently at their request or at the bargaining unit member disagrees with discretion of the evaluationDirector of Executive Board. Probationary licensed medical staff members shall be evaluated at least once a year during their probationary period. These employees may be evaluated more frequently at their request or at the discretion of the Director or Executive Board. Licensed educational support personnel probationary staff members shall be evaluated at least once a year during the probationary period. These employees may be evaluated more frequently at their request or at the discretion of the Director or Executive Board. B. Licensed educator staff members who have entered upon contractual continued service shall be evaluated at least once every two years. These employees may be evaluated more frequently at their request or at the discretion of the Director or the SESE Board. C. All other employees shall be evaluated at least once every two years. These employees may be evaluated more frequently at their request or at the discretion of the Director or the SESE Board. 9.5 Each employee shall be evaluated formally in writing. A. An employee’s evaluation will consist of both formal and informal observations. Each formal written evaluation of employees providing instructional service shall be preceded by at least one (1) on-the-job observation of at least thirty (30) consecutive minutes, he/she or a class period, if applicable. The Director may waive the requirement that the thirty (30) minutes of observation be consecutive, but observations will not be in less than fifteen (15) minute increments. Employees shall be given advance notice as to the week during which an on-the-job observation will be conducted, such notification to be not less than sometime during the preceding week. B. A copy of each formal written evaluation shall be given to the employee and a private conference shall be held between the employee and the evaluator within twenty (20) working days following the final formal observation. A copy signed by both parties shall be given to the employee. C. Within twenty (20) days of receiving the formal written evaluation the employee may submit a written response which shall be comments in writing and have them attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's employee’s personnel file. The evaluation form may A copy signed by both parties shall be revised by given to the Administration to be consistent with job classification duties. The Association President will be provided with a copy employee. D. Should the regulations of the forms and will be given thirty (30) workdays for input prior Illinois State Board of Education require different observation procedures than those outlined in this Agreement, the regulations shall govern the procedure. 9.6 The parties acknowledge that the procedure set forth in this Article pertains to implementation. Employees will be given copies the formal evaluation of the work performance of SESE employees, including performance within the classroom, and that nothing herein shall be construed as prohibiting or limiting the normal day- to-day observation and evaluation form at of an employee’s overall performance as a SESE employee, nor shall it hinder or limit the beginning right of the year in which they will be evaluatedExecutive Board to terminate the employment of an employee under the applicable provisions of the Illinois School Code. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual 1. All applicants who have successfully passed the written summative evaluation shall include the evaluation of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall examination will be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during subject to a school year may be conducted if deficiencies are noted during the annual 360 evaluation. C. Evaluation a. The 360 evaluation will consist of employees shall a series of topics used to determine the applicant’s ability to succeed as a supervisor. b. The evaluation topics will be determined by the Sheriff and/or his designee along with the Association President and/or his designee and will be based upon on the knowledge, organizational skills, leadership, communication and interpersonal skills needed to be an effective supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit memberc. The evaluation will consist of ten topics and will be scored on a scale of 1-10, upon his/her employment or with an option to not score each individual question if the subject completing the evaluation deems they do not have enough knowledge and/or information available to accurately answer the question. There will be a space provided at the beginning end of each question to allow a further explanation of their scoring. d. A total of 25 evaluations must be completed for each applicant. e. The Sheriff and/or his designee will be responsible for distributing up to 10 of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluationapplicant’s evaluations, which shall include all of the right applicant’s current supervisors, all detective bureau sergeants and any supervisor the applicant had for the past five years. If the Sheriff is unable to identify a total of 10 supervisors, the remainder of evaluations will be distributed to persons of the applicant’s choosing. f. No evaluations will be completed by an immediate family member of the candidate. The term “immediate family member” shall be a person holding the following relationship to the employee, whether that relationship is natural, adoptive, step, ▇▇▇▇▇▇; or any other person related by blood or marriage who resides in the employee’s household, or whom the employee has been assigned legal responsibility: ▇▇▇▇▇▇, Child, Parent, Sister, Brother, Grandparent, Daughter-in-law, Son-in- law, Parent-in-law, Sister-in-law, Brother-in-law, or Grandchild. g. No evaluations will be distributed to any persons who are currently a candidate in the promotional process. h. All evaluations will be distributed electronically to all parties required to complete the evaluation CC to the Association President. The evaluations will be collected by the Office of the Sheriff, but will remain sealed until opened and tabulated in the presence of the exam committee. i. All evaluations distributed will need to be returned within 7 business days, to a conference with locked central depository which will remain secured until opened by the evaluator at Sheriff and/or his designee and the employee's requestAssociation President and/or his designee to compile the evaluation results. j. Once the evaluations are compiled, the bargaining unit member shall sign total points obtained from all evaluations will be totaled and be given a copy of the evaluation report form prepared divided by the evaluatornumber of evaluations completed. In no case shall the bargaining unit member's signature be construed to mean Any evaluation topic that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President is not completed will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluateconsidered for calculation purposes.

Evaluation. A. An annual written summative The Board shall evaluate the Chancellor in writing at least once each year, with the exception that, during the 2017-18 school year, the Chancellor shall receive an interim evaluation in January of2018 and a final evaluation by June 30, 2018 for the time period from July 1, 2017 to June 30, 2018. Nothing in this Agreement shall include the evaluation of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using preclude the Board approved from evaluating the Chancellor more than once each year. Such performance evaluations may take place at the request ofthe Chancellor or the Board. The evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon mutually agreed upon goals and objectives, the supervisorChancellor's personal observation of job description, and any other criteria agreeable to the parties. As part ofthe evaluation process, the Chancellor will provide the Board with an annual report regarding the State ofthe District. This report will include reports regarding each ofthe District's colleges and centers. The Board's evaluation ofthe Chancellor shall be completed no later than June 30 each year. The Board shall conduct its evaluation ofthe Chancellor in closed session meetings ofthe Board. The Board President shall then meet with and provide a bargaining unit member's work and/or work product. D. copy ofthe evaluation report to the Chancellor during a closed session Board meeting. Each bargaining unit memberyear following completion ofthe evaluation process, upon his/her employment or at the beginning of parties shall mutually establish goals for the school succeeding year, whichever which shall serve as the basis for determining Chancellor's entitlement to a merit based salary increase. At the conclusion ofeach year's annual evaluation (including the initial interim evaluation scheduled for January 2018), the Board shall determine in writing on the Chancellor's evaluation form whether or not the evaluation is later"satisfactory" or "unsatisfactory." Ifthe Board determines that the Chancellor's evaluation is "satisfactory" or better, the Chancellor shall be apprised of entitled to: (1) the general criteria upon which he/she will be evaluated COLA increase as set forth in section 3; (2) a merit based salary adjustment as set forth in section 3; and (3) a 403b Contribution as set forth in section 10. Ifthe Board determines that the Chancellor's evaluation is "unsatisfactory," the Chancellor's base salary shall remain unchanged. Ifthe Board fails to evaluate the Chancellor in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit membertimely fashion, the immediate supervisor will meet with Chancellor shall remind the member to discuss progress Board ofthese time line requirements and job performance. E. All annual evaluations the Board shall be reduced to writing, and thereafter promptly evaluate the Chancellor. The Board shall publicly report whether the Chancellor's evaluation is "satisfactory" or "unsatisfactory," so that the public is informed regarding whether or not the Chancellor has received a copy shall be given to the bargaining unit membersalary adjustment. If the bargaining unit member disagrees Board determines that the Chancellor's evaluation is unsatisfactory, the Chancellor, in collaboration with the evaluationBoard, he/she may submit a written response will prepare an action plan, if necessary, which shall will address areas identified as needing clarification, emphasis or improvement. The action plan will be attached included as an addendum to the file copy of the evaluation in question. F. report. If a supervisor believes a bargaining unit member is doing unacceptable workjointly prepared action plan cannot be agreed upon, the reasons therefore Board in its sole discretion shall be set forth in writing within a reasonable time after issue the deficiencies are noted. G. Following each written summative evaluation, which shall include action plan. The Chancellor and the right to a conference with the evaluator at the employee's request, the bargaining unit member Board shall sign and be given a copy of the evaluation report form prepared by the evaluatorand action plan. In no case The Chancellor shall the bargaining unit member's signature be construed have ten (10) days from receipt ofany evaluation to mean that he/she necessarily agrees with the contents of respond in writing to the evaluation. H. All . Evaluations and action plans relating to the Chancellor and any written evaluation documents are to comments in response shall be placed in the bargaining unit memberChancellor's personnel file. The evaluation form may procedures and requirements set forth in this Agreement shall be revised the exclusive means by which the Chancellor is evaluated and are intended to supersede any other provisions concerning evaluation that might exist in applicable law or by virtue of any District rules, regulations, policies or other agreements. The Chancellor shall provide timely written reminders to the Board of all evaluation time line requirements to assist with implementation of timely evaluations. A failure to properly or timely evaluate the Chancellor shall not preclude the Board from giving notice oftermination in accordance with Section 17 of this Agreement nor shall it constitute a default by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedDistrict. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An During each annual salary period the Board shall evaluate and assess in writing the performance of the Superintendent/Elementary Principal. Each such evaluation and assessment shall be reasonably related to the position description of the Superintendent/Elementary Principal. The Superintendent/Elementary Principal shall submit to the Board a format for such written summative evaluation and assessment of his performance within 60 days from the date that the Superintendent/Elementary Principal commences his duties. The evaluation format shall be reasonably objective and shall contain at least the following evaluation criteria: a) Educational Program Planning, b) Relationship with the Board of Education, c) Personnel, d) Business and Financial Management, e) Community Relations, f) Individual Characteristics and g) Job Related Characteristics. The evaluation format shall provide for a rating system such that the Board individually or collectively may indicate whether the performance of the Superintendent/Elementary Principal is very competent, satisfactory, needs improvement or unsatisfactory, both as to overall performance and as to the specific criteria set forth in the evaluation format. The Board shall meet and discuss the evaluation format with the Superintendent/Elementary Principal and attempt in good faith to agree on the development and adoption of a mutually agreeable evaluation format. In any event, the Board shall adopt an evaluation format within 120 days from the date that the Superintendent/Elementary Principal commences his duties and shall evaluate the Superintendent/Elementary Principal as of December prior to the expiration of each annual salary period provided in the Contract. In the event the Board individually or collectively, determines that the performance of the Superintendent/Elementary Principal is unsatisfactory in any respect, it shall describe in writing in reasonable detail, indicating specific instances where appropriate, of such unsatisfactory performance. The evaluation shall include recommendations as to areas of improvement in all instances where the evaluation Board deems performance to be unsatisfactory and all other instances where the Board deems such to be necessary or appropriate. A copy of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on delivered to the Superintendent/Elementary Principal and the Superintendent/Elementary Principal shall have the right to make a written response to the evaluation, both of which shall become a permanent attachment to the Superintendent/Elementary Principal’s personnel file. Within 30 days from delivery of each member of written evaluation to the bargaining unit each calendar year using Superintendent/Elementary Principal, the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member Superintendent/Elementary Principal to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative The Board shall evaluate the Chancellor in writing at least once each year, with the exception that, during the 2021-22 school year, the Chancellor shall receive an interim evaluation in January of 2022 and a final evaluation by June 30, 2022 for the time period from July 1, 2021 to June 30, 2022. Nothing in this Agreement shall include preclude the evaluation Board from evaluating the Chancellor more than once each year. Such performance evaluations may take place at the request of the employee's total performance in his/her assigned position. B. An annual written summative Chancellor or the Board. The evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, mutually agreed upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit membergoals and objectives, the immediate supervisor will meet with the member to discuss progress and Chancellor's job performance. E. All annual evaluations shall be reduced to writingdescription, and a copy shall be given any other criteria agreeable to the bargaining unit memberparties. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy As part of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable workprocess, the reasons therefore Chancellor will provide the Board with an annual report regarding the state of the District. This report will include reports regarding each of the District’s colleges and centers. The Board’s evaluation of the Chancellor shall be set forth completed no later than June 30 each year. The Board shall conduct its evaluation of the Chancellor in writing within a reasonable time after closed session meetings of the deficiencies are noted. G. Following each written summative evaluation, which Board. The Board President shall include the right to a conference then meet with the evaluator at the employee's request, the bargaining unit member shall sign and be given provide a copy of the evaluation report to the Chancellor during a closed session Board meeting. Each year following completion of the evaluation process, the parties shall mutually establish goals for the succeeding year, which shall serve as the basis for determining Chancellor's entitlement to a merit-based salary increase. At the conclusion of each year's final annual evaluation (including the initial interim evaluation scheduled for January 2022), the Board shall determine in writing on the Chancellor's evaluation form prepared by whether or not the evaluatorevaluation is “satisfactory” or “unsatisfactory.” If the Board determines that the Chancellor’s evaluation is “satisfactory” or better, the Chancellor shall be entitled to: (1) the COLA increase as set forth in section 3; (2) a merit based salary adjustment as set forth in section 3; and (3) a 403b Contribution as set forth in section 10. In no case If the Board determines that the Chancellor’s evaluation is “unsatisfactory,” the Chancellor’s base salary shall remain unchanged. If the bargaining unit memberBoard fails to evaluate the Chancellor in a timely fashion, the Chancellor shall remind the Board of these time line requirements and the Board shall thereafter promptly evaluate the Chancellor. The Board shall publicly report whether the Chancellor's signature be construed to mean evaluation is “satisfactory” or “unsatisfactory,” so that he/she necessarily agrees the public is informed regarding whether or not the Chancellor has received a salary adjustment. If the Board determines that the Chancellor’s evaluation is unsatisfactory, the Chancellor, in collaboration with the contents Board, will prepare an action plan, if necessary, which will address areas identified as needing clarification, emphasis or improvement. The action plan will be included as an addendum to the evaluation report. If a jointly prepared action plan cannot be agreed upon, the Board in its sole discretion shall issue the action plan. The Chancellor and the Board shall sign the evaluation report and action plan. The Chancellor shall have ten (10) days from receipt of any evaluation to respond in writing to the evaluation. H. All . Evaluations and action plans relating to the Chancellor and any written evaluation documents are to comments in response shall be placed in the bargaining unit member's Chancellor’s personnel file. The evaluation form may procedures and requirements set forth in this Agreement shall be revised the exclusive means by which the Chancellor is evaluated and are intended to supersede any other provisions concerning evaluation that might exist in applicable law or by virtue of any District rules, regulations, policies or other agreements. The Chancellor shall provide timely written reminders to the Board of all evaluation timeline requirements to assist with implementation of timely evaluations. A failure to properly or timely evaluate the Chancellor shall not preclude the Board from giving notice of termination in accordance with section 18 of this Agreement nor shall it constitute a default by the Administration to be consistent with job classification dutiesDistrict. The Association President will be provided with a copy Any failure on the part of the forms and will be given thirty (30) workdays for input prior Board to implementation. Employees will be given copies of meet the evaluation form at the beginning of the year requirements or deadlines in which they will be evaluated. I. Bargaining unit members this Agreement shall not be required relieve the Chancellor of her duty to self-evaluatesatisfactorily perform her duties or constitute a default by the District.

Evaluation. A. An annual written summative evaluation shall include the evaluation of the employee's total performance in his/her assigned position. B. An annual written summative evaluation 7.1 Each year each permanent employee covered by this Agreement shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with by his/her immediate supervisor, and such evaluation shall be set forth on the Classified Employee Performance Evaluation attached hereto as Appendix C. An employee who has had more than one (1) supervisor in the previous year shall have a terminal evaluation prepared at the time of transfer, reassignment or promotion to another position. Upon Each supervisor shall evaluate only for the request time the employee was under his/her supervision. 7.2 Nothing herein shall prohibit the District from evaluating an employee more often than yearly if the District determines that such evaluation may result in improvements in the employee's performance. An employee serving a six (6) month probationary period after initial hire or after promotion shall be evaluated at the end of two (2) months, four (4) months, and five and one-half (5-1/2) months of such probationary period. 7.3 The evaluation shall be discussed with the employee by the evaluator. If the evaluator changes the rating as a bargaining unit memberresult of the conference, a new evaluation form may be obtained from the District Human Resources Department. However, it is understood that the primary purpose of such evaluations is to be constructive and to help the employee achieve or maintain at least a "meets expectations" level of performance. An employee has the right to respond in writing to his/her performance evaluation. 7.4 The performance appraisal system should communicate performance standards for the position and encourage growth and improvement of performance for the future. It is also understood that evaluation of an employee's performance should be an ongoing process, and the District supervisors shall discuss improvement needs with employees. If an employee receives an “NI” or “U” rating on any aspect of his/her performance evaluation, the evaluation must indicate the manner in which the employee is not meeting standards for the position; determine a “meets expectations” level of performance; and a specified time period in which the employee is expected to show improvement. When it becomes apparent that an employee may receive an Unsatisfactory (U) annual rating in any performance factor, prior to giving the employee such a rating, the immediate supervisor will and the employee shall meet to discuss the employee’s deficiencies and recommendations for improvement. If dissatisfied with a “U” rating, an employee may request a review, within ten (10) working days of the performance evaluation conference, at the next higher administrative level. 7.5 Non-compliance with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be procedures set forth in writing within this article may be the subject of a reasonable time after grievance pursuant to the deficiencies are notedGrievance Article of this Agreement, but nothing herein shall be considered to make the content of any evaluation subject to such grievance procedure. G. Following each written summative evaluation, which shall include 7.6 Employees who are in their probationary period or who received an “NI” or “U” on any performance rating in the right to a conference with most recent performance evaluation must complete the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy Classified Employee Self-Evaluation (Appendix D). Completion of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluationClassified Employee Self-Evaluation is voluntary for all other employees. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include 11.01 The Employer and the evaluation Association agree that the purpose of evaluating teaching is the improvement of instruction. Course outlines, course descriptions, pedagogical tools developed, student course evaluations, years of teaching experience and material contained in the Academic and Professional Services Dossier all form part of the employee's total performance in his/her assigned positionteaching evaluation process. B. An annual written summative evaluation shall be performed on each 11.02 Any part-time faculty member of has the bargaining unit each calendar year using right to request a consultation with the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during Centre for Teaching and Learning or the annual evaluationoffices responsible for conducting teacher training, and to receive assistance in teaching effectiveness. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual 11.03 Course evaluations shall be reduced to writing, conducted by the Department/Unit through the Centre for Teaching and a copy Learning. The results shall be given to the bargaining unit memberpart- time faculty member and the Department Chair/Unit Head only. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which The use of evaluations shall be attached limited to the file copy aggregate statistical information provided and used in a manner consistent with Article 11 and Article 12 of the evaluation Agreement. Only the part-time faculty member shall have access to the written comments contained within the evaluations. Written comments provided by students on course evaluations shall continue to be disseminated in questiontyped-format by the Centre for Teaching and Learning. F. If a) Course evaluations cannot be used as a supervisor believes ground for refusing to allocate a bargaining unit part-time contract unless the Department Chair/Unit Head has sufficiently notified a part-time faculty member is doing unacceptable work, the reasons therefore of her/his previous difficulties in teaching. b) Notification of teaching difficulties shall be set forth based on the same criteria used to assess quality teaching for all other part-time faculty members of faculty in writing within a reasonable time after the deficiencies are notedDepartment/Unit. G. Following each written summative evaluation, which c) The use of evaluations shall include the right five (5) most recent years of course evaluations for part-time faculty members with more than ninety (90) credits of seniority and the three (3) most recent years of evaluations for part-time faculty members with less than ninety (90) credits of seniority. d) In case of a grievance, results specified in Article 11.03 (b) and (c) shall also be provided to a conference with the evaluator at Association. Results of any course evaluations will be made available to the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared Association by the evaluatorCentre for Teaching and Learning or the offices responsible for teaching evaluations if these are required as per Article 13 of this Collective Agreement. 11.04 The parties agree that course evaluations involving team taught courses simultaneously are not a valid measurement of an individual part-time faculty member’s teaching performance. In no case shall cases where team taught courses are taught by different members of faculty and in which a fixed number of classes is assigned to each member of faculty, each part-time faculty member involved in the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the team taught course will receive a separate teaching evaluation. H. All written evaluation documents are to be placed 11.05 Evaluation results for courses in new programs or the bargaining unit member's personnel file. The evaluation introduction of a new pedagogical form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required used for re-hiring or disciplinary purposes until such time as teaching expectations, responsibilities, and/or performance criteria for such courses and programs are clearly elaborated and specifically communicated to selfa part-evaluatetime faculty member. 11.06 The parties agree that caution shall be employed in the exclusive use of current course evaluations. The Employer and the Association agree to arrive at an understanding involving: a) the design and content of course evaluations throughout the University; b) equity in the use of course evaluations for all members of faculty who teach; c) sound methodological and statistical measurements for the validity and reliability of variables used in course evaluations; d) the development of course evaluations, as far as possible University- wide, which distinguish several variables: teaching performance, course content, student commitment, frequency of response, etc.; and e) the establishment of criteria for minimal teaching performance the next time course evaluations are reviewed. 11.07 Course evaluations cannot be used as a ground for refusing to allocate a part-time contract if new procedures and/or methods in evaluating teaching performance have been altered without the prior agreement of the parties. 11.08 Prior to the implementation of any changes in the method of evaluating teaching performance other than those specified in Article 11 by the Centre for Teaching and Learning, the Employer and the Association agree to collaborate in the development of any new form or method for assessing teaching performance. These new methods, procedures, or content shall include the criteria for teaching performance specified in Article 11.06.

Evaluation. A. An annual written summative The Kansas Education Evaluation Protocol (KEEP) has been adopted by USD 353. The full document can be found at ▇▇▇.▇▇▇▇▇▇.▇▇▇ or a paper copy will be available at central office upon request (Rev. 2-2014) (Rev. 7/21/2015, 7-2017 Availability of Evaluation Document Board policy provides that evaluation documents shall include be available to the evaluation Superintendent, Clerk of the employee's total performance in Board, administrators under whose supervision the teacher works, the administrator who evaluates, the teacher, the building administrator under whose direct supervision the teacher will work, and others authorized by law. Appraisal of Personnel The building principal has the responsibility for appraisal of all teachers assigned to his/her building. Teachers assigned position.to more than one building may be appraised by both the principals and a supervisor or specialist. Special education teachers assigned full-time to any one building will be appraised by the principal in cooperation with the Director of Special Programs. All traveling teachers have been assigned an immediate supervisor who will be responsible to do the appraising. All teachers shall be appraised at least the minimum as required by state law, but any teacher may be appraised as often as deemed necessary by the principal, the Superintendent, or the Board. Objectives of Appraisal The specific objectives to be achieved with an appraisal program are to: A. Clarify the performance expectations of the individual; i.e., make duties and responsibilities of the appraiser clearer; B. An annual written summative evaluation shall be performed on each member of Bring about a closer working relationship between the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation.appraisee and appraiser; C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product.Make appraisal relevant to job performance; D. Each bargaining unit member, upon his/her employment or at Establish improvement plans for the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member appraisee to discuss progress and job performance.follow; E. All annual evaluations shall be reduced to writingMaintain accurate records of all appraisal conferences and other appraisee-appraiser contacts; F. Assess the effectiveness of job performance both by self-appraisal and appraisal by the appraiser; G. Conduct meaningful appraisal conferences directed toward improving performance; H. Establish appropriate ways for follow-up of actions needed for further improvement; and I. Keep appraisal a dynamic process, assess its effectiveness periodically, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in questionrevise it as necessary. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include the evaluation of the employee's total performance in his/her assigned position.a. Contract Faculty Evaluation B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting i. Commencing with his/her immediate supervisorfirst contract, a contract faculty member shall be subject to formal evaluation in accordance with this Article, to a maximum of two (2) separate evaluations per academic year. ii. Upon the request Contract faculty evaluations will include all elements of a bargaining unit memberprobationary regular faculty evaluation, the immediate supervisor excluding regular faculty service requirements, and will meet be consistent with the member to discuss progress and job performancerole of a contract faculty member. E. All annual iii. Where a contract faculty member receives two (2) consecutive unsatisfactory evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluationin two (2) different semesters, he/she may submit shall be terminated at the end of his/her existing contract. b. Regular Faculty Evaluation i. Probationary Regular Faculty (1) All evaluations during the probationary period shall be as follows: (a) A minimum of once per year, but (b) No more than twice per year with a minimum of sixty (60) days between and (c) The Responsible Administrator will give the faculty member a written response evaluation report, after consultation with the current Selection Committee. The evaluation report shall explicitly state whether the faculty member is satisfactory or unsatisfactory. If the faculty member is found to be unsatisfactory for regular employment, then the evaluation report shall specify the deficiencies and shall make positive suggestions for each. The standards will be determined by the College. (2) The methods used to collect information will be provided to the faculty member in writing before the evaluation process begins, and will include the following: (a) Written faculty member peer evaluation; (b) Written student evaluations (where applicable); (c) Written self-evaluation by the probationary faculty member; (d) Other methods agreed to by the Selection Committee and by the Responsible Administrator, in which case the probationary faculty member will be informed of such other methods in writing before the evaluation process begins; and (e) Written Responsible Administrator evaluation. (3) The peer evaluator will be appointed by the Responsible Administrator or designate (i.e., Chair/Coordinator of the DDP or Chair of the Selection Committee), after consultation with the probationary faculty member and the Chair/Coordinator of the DDP. The peer evaluator shall be attached a post-probationary regular faculty member. Where possible, the peer evaluator shall be from the DDP and shall not be a member of the Selection Committee. In selecting evaluators, course expertise and DDP needs must be considered. If the probationary faculty member raises in writing an allegation of bias or conflict of interest on the part of the peer evaluator, the existence of a reasonable apprehension of bias or conflict of interest will be determined by the Responsible Administrator. If a reasonable apprehension of bias or conflict of interest is found to exist, another peer evaluator will be appointed. (4) The probationary faculty member will be allowed to read and review the file Evaluation Report. The faculty member will have five (5) working days in order to respond in writing to any errors or omissions. The Evaluation Report will then be discussed with the faculty member who will sign a copy indicating that the report has been seen. The faculty member can register agreement or disagreement with the report at this time. (5) Where an evaluation has not been done, then it will be understood that a probationary or contract faculty member has received a satisfactory evaluation. ii. Post-Probationary Faculty Member Developmental Evaluation Post-probationary faculty member developmental evaluation will be conducted in accordance with the terms and conditions of Letter of Understanding #10 Post-Probationary Faculty Member Developmental Evaluation. c. Access to Information in the Evaluation File Upon request, the faculty member shall receive a copy of all written evaluations. The originals of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore materials shall be set forth in writing within a reasonable time after forwarded to the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy office of the evaluation report form prepared by Associate Vice President, Human Resources, who will determine the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees final disposition of such materials in accordance with the contents of the evaluationCollege policy and legal requirements. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. The COP ESD Board of Education and the COP ESD Federation of Teachers recognize the importance and value of a procedure for assisting and evaluating the progress and success of both newly employed and experienced employees. Therefore, the following procedure has been agreed to in an effort to accomplish these goals. A. An annual The evaluation of the work of all professional employees is the responsibility of the COP ESD administration. B. Work performance of all ancillary [note: defined elsewhere in agreement] employees may be evaluated in writing at least once a year, and no later than May 1 of each year. Failure to file a written summative evaluation by June 30 shall be evidence of effective job performance. Probationary ancillary employees shall be evaluated at least once a year for the first two years of employment; the probationary period may be extended until the employee receives a ranking of 'effective' on two consecutive evaluations. C. All work performance observations of the ancillary employees, when applicable, shall be conducted openly and with full knowledge of the employee.  Evaluations shall be conducted by an administrator(s) familiar with the employee’s role.  Second or supporting observations may be performed by an administrator or outside consultant familiar with the work being evaluated.  In addition, information may be obtained from parents, principals and other school staff having direct knowledge of service delivery. D. Evaluations will be based on supportable, identified criteria which pertain to job performance. A copy of the written evaluation shall include be submitted to the ancillary employee at the time of the evaluation or within ten days thereafter, and the employee shall have the opportunity to review the evaluation report and to add a statement of disagreement if such disagreement exists. E. A process for the evaluation of ancillary employees shall be developed cooperatively between the employee's total performance in COP ESD administration and representative(s) of the bargaining unit. A tool for the evaluation of ancillary employees of the various disciplines shall be developed cooperatively between the COP ESD administration and representative(s) of the discipline being evaluated. F. Each evaluation of an ancillary employee shall be followed by a personal conference between the employee and his/her assigned positionevaluator for the purposes of clarifying the written evaluation report. B. An annual written summative evaluation G. If an evaluator finds an ancillary employee’s performance lacking, the reasons shall be performed on each member of set forth in writing. The employee shall be offered positive and constructive assistance via an Individual Development Plan (IDP) in an effort to resolve the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluationproblem or deficiency. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. ▇. Each bargaining unit member, ancillary employee upon his/her employment or at the beginning shall receive a copy of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon job description and the request of a bargaining unit memberevaluation form, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of discussed with him/her. I. Information from the evaluation will be used, as appropriate, in questiondeveloping the employee’s annual PD goals. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy J. No material of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to an evaluative nature will be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy employee’s file without full knowledge of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedthat employee. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation All employees shall include the evaluation of the employee's total performance be formally evaluated by their immediate supervisor during their probationary period as described in his/her assigned positionArticle XIX - Probationary Period. B. An annual written summative evaluation Probationary (newly hired) employees must be formally evaluated on or before the fortieth (40) and eightieth (80) workdays of their ninety (90) workday probationary period. Conferences shall be performed held on each member of or before the bargaining unit each calendar year using the Board approved evaluation formsfortieth and eightieth workday periods. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees Deficiencies shall be based upon documented and clearly noted on the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall S-MESPA evaluation form in Appendix A and should be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given explained to the bargaining unit memberprobationary employee at each conference. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which The probationer shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given receive a copy of the evaluations, and the evaluator shall send copies to the Personnel Office. C. A final evaluation report conference shall beheld before the eightieth (80) workday. As with the other conferences, the S-MESPA evaluation form prepared reproduced in Appendix A should be completed and given to the probationer with a copy sent to the Personnel Office. Finally, the supervisor shall submit to the Personnel Office ten (10) workdays before the expiration of the probationary period, and one (1) page final evaluation narrative. Such narrative shall minimally contain a paragraph describing the strengths of the probationer, a paragraph describing the weaknesses and deficiencies of the probationer, and a statement indicating whether the supervisor recommends permanent employment or termination. D. Non probationary S-MESPA employees shall normally be evaluated every three (3) years. The evaluation process shall utilize the form duplicated in Appendix A of this Agreement. The procedure of evaluation shall be as follows: 1. Supervisor shall meet with employees who are scheduled for evaluation in order to explain the evaluation procedure, go over the appraisal form, and answer any questions the employees may have. 2. Following the initial meeting and before the end of the year appraisal, employees may be observed in their work on an ongoing basis for two (2) twenty (20) minute periods where the nature of the position lends itself to observation and where deemed practicable by the evaluatorsupervisor. In no case any event, the supervisor may rely on the totality of his/her experience with the employee to complete the evaluation. 3. Employees shall be notified in advance as to when the bargaining unit memberfinal evaluation conference will take place. Employees may have an Association representative in attendance if requested. 4. Where the employee is deficient and needs improvement, the evaluator shall minimally provide written comments indicating the specific nature of the deficiency, the observation(s) on which the evaluator has relied to form his/her conclusions, and specifically how improvement could be accomplished through a plan of assistance. This plan of assistance shall be developed by the appropriate supervisor in consultation with the individual employee. 5. The completed appraisal form must be completed by the supervisor and submitted to the Personnel Office by June 30 of each second year of employment. 6. Employees shall receive a copy of the evaluation, and will be requested to sign the evaluation as an indication of receipt, not necessarily agreement. E. Evaluation records shall be kept on forms provided by the Personnel Office and distributed to the appropriate administrator. The records shall show instances of outstanding performance, alertness, diligence and interest in work as well as any acts, which may tend to lessen the employee's signature be construed value to mean that he/she necessarily agrees with the school district. F. Each employee shall have the right upon request to review the contents of his/her personnel file in the presence of the appropriate administrator. The employee shall have the right to Association representation during such review. It is further understood that files maintained by supervisors or other administrators shall be subject to the terms of this Article. G. Each employee shall receive a copy of his/her evaluation with right to review and challenge. Such challenge may be by virtue of a grievance or by submitting a written response, to be placed in the file with the evaluation. H. All written evaluation documents Evaluating procedures and forms contained in Appendix A are hereby attached to and made a part of this Agreement. No modifications or changes will be placed made in the bargaining unit member's personnel file. The evaluation form may be revised by procedure without the Administration to be consistent with job classification duties. The Association President prior, mutual agreement of both parties. I. If on-site inspections are made of a building, the employee(s) will be provided with a copy copies of any records that the Administration makes regarding the condition of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies building or the quality of the evaluation form at the beginning of the year in which they will work performed if such records are to be evaluatedused as a basis for future evaluations. I. Bargaining unit members J. All observations of an employee's work shall be conducted openly and with the employee's knowledge. Electronic surveillance and other covert methods of observation will not be required to self-evaluateemployed.

Evaluation. A. An annual written summative evaluation shall include 9.1 The primary objective of the evaluation procedure is to assess and improve the educational services being provided to the District's students by unit members and to assist unit members in improving their professional skills in identified areas of needed improvement. While evaluation procedures may, in individual instances, be used in disciplinary/discharge proceedings for evidentiary purposes, such use is not the principle objective of evaluation procedures contained in this Article, and such disciplinary proceedings may be undertaken independently of evaluation procedures. 9.1.1 The District retains sole responsibility for the evaluation and assessment of performance of each unit member, subject only to the procedural requirements of this Article. Accordingly, no grievance arising under this Article shall challenge the substantive judgment of the employee's total performance in his/her assigned positionevaluator or District, and any grievance arising under this Article shall be limited to a claim that the procedures of this Article have been violated. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. 9.1.2 Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, member shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performancehave one evaluator. E. All annual evaluations shall be reduced to writing, 9.1.3 The Bargaining Unit Member Evaluation Form and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which Classroom Observation Form shall be attached to the file copy this Agreement (See Appendices G and H). 9.1.4 All bargaining unit members are entitled to due process. 9.2 Peer/Self Evaluation 9.2.1 No later than October 1 of the evaluation year, the administrator and the evaluatee shall reach agreement on participation in questionself- evaluation. F. If 9.2.2 The administrator may decline to approve a supervisor believes a bargaining proposed peer/self evaluation arrangement. The administrator’s reasonable judgment in declining to approve such an arrangement shall not be subject to the grievance and arbitration procedures under this Agreement. 9.2.3 By November 1 of the evaluation year, unit member is doing unacceptable work, the reasons therefore members eligible for peer/self evaluation shall be set forth confirm in writing within a reasonable time after with the deficiencies are noted. G. Following each written summative evaluation, administrator the peer/self evaluation plan which shall include at least the right following: (1) evaluative techniques; (2) areas to be evaluated; and (3) a conference with timeline for completing the evaluator peer/self evaluation process. 9.2.4 Unit members who participate in the peer evaluation component of peer/self evaluation may terminate the process at their discretion not later than sixty (60) days before the employee's requestlast scheduled school day. Upon such termination, the bargaining unit member evaluatee shall sign and be given complete a copy self- evaluation not later than forty-five (45) days before the last scheduled school day. 9.2.5 If the peer/self evaluation is conducted within the mutually agreed upon time frame, the administrator’s approval of the final evaluation report form prepared by shall not be unreasonably withheld. Where approval of the evaluator. In no case shall final evaluation under a peer/self evaluation is withheld, the bargaining administrator may request that the unit member address any deficiencies in the peer/self evaluation documentation presented for approval, or the administrator may elect to conduct a separate evaluation of the unit member's signature be construed , notwithstanding any Article 9 time limits to mean that he/she necessarily agrees with the contents of the evaluationcontrary. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. 9.2.6 The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not include the use of publishers’ norms established by standardized tests (See Ed. Code section 44662). 9.2.7 The personal notes of unit members involved in a peer/self evaluation cycle shall not be required to self-evaluateincluded in the unit member’s personnel file.

Evaluation. A. An annual written summative evaluation Unit adjunct faculty I shall include the evaluation of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisorthe manner prescribed in all applicable sections of the Faculty evaluation Handbook. Upon Unit adjunct faculty I who have taught six (6) semesters or more shall be evalu- ated every two (2) years. Unit adjunct faculty I who have taught two (2) to five (5) semesters shall be evaluated annually. If the request of a bargaining unit memberfaculty member teaches in multiple modalities, the immediate supervisor ▇▇▇▇ may choose the modality to be evaluated; the faculty mem- ber will meet choose the course. At the ▇▇▇▇’▇ discretion or upon recommendation of the evaluator(s), the ▇▇▇▇ may waive an evaluation cycle. At the ▇▇▇▇’▇ discretion or upon recommendation of the evaluator(s), one ad- ditional evaluation may be performed annually by the ▇▇▇▇ or designee. Prior to an additional evaluation, the ▇▇▇▇ will discuss the reasons with the unit adjunct faculty I member and an Association representative (at the unit adjunct faculty I member’s option). At the ▇▇▇▇’▇ discretion, unit adjunct faculty I may be evaluated for each new course delivered. The ▇▇▇▇ shall request from the Instructional Coordinator a list of qualified per- sons to discuss progress and job performanceserve as evaluators. the list may be drawn from Instructional Coordinators, Program Directors, administrative designees, and/or UAF II, full-time faculty or other qualified individuals within the discipline or a related discipline. The deans shall assign evaluators from that list. evaluations will be performed by one of the following: 1. Faculty member (or two (2) faculty members, if requested by the evaluating faculty member or instructional coordinator). E. All annual 2. the ▇▇▇▇ or ▇▇▇▇’▇ designee. 3. Other qualified individual (for example a retired faculty member). the evaluation procedure for unit adjunct faculty I shall include a classroom visita- tion with pre- and post-conferences and student evaluation of instruction. student evaluations of instruction shall be reduced to writing, and a copy completed for all sections taught. All evaluative materials shall be given to the bargaining ▇▇▇▇. each year the unit memberadjunct faculty I member will submit a self-assessment, includ- ing a professional growth plan, to the ▇▇▇▇/supervisor. the forms, procedure and deadlines for this evaluation are specified in the Faculty Evaluation Handbook. If an evaluator or the bargaining unit member disagrees with the UAFI to be evaluated has a concern regarding an evaluation, he/she may submit confer with the ▇▇▇▇ prior to the next evaluation cycle, and, if neces- sary, the ▇▇▇▇ may participate in the evaluation process. the rate of pay for one full-time or UAFII faculty member to perform an evalua- tion of a written response which UAFI or non-unit adjuncts will be $125. However, if two faculty members perform the evaluation the rate of pay will be $150 for the evaluation process. Unit adjunct faculty I librarian and counselors shall be attached to evaluated in the file copy manner prescribed in all applicable sections of the Faculty evaluation in questionHandbook. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An The primary goal of the faculty evaluation process is to ▇▇▇▇▇▇ professional development as well as to serve as basis for the granting of tenure, promotion, and renewal of contract. B. All faculty members will be evaluated. Non-tenured faculty will be required to administer the Student Rating of Instruction every semester. Tenured faculty members will administer the Student Rating of Instruction during either the fall or spring semesters. Faculty evaluated using the Student Rating of Instruction (SRI) must complete the evaluations by the end of the semester as appropriate. The Department Chair will share the evaluations with each respective faculty member. The Chair will provide the appropriate Academic ▇▇▇▇, each year, on or before July 1st, a summary report. All departmental evaluation plans shall provide for the inclusion of student, self-evaluation, and peer evaluation reviews for all faculty members during their first three (3) years after hire. During a faculty member's fourth (4th), fifth (5th) and sixth (6th) year after hire, either the ▇▇▇▇ or Department Chairperson or both may require the inclusion of peer and/or student evaluative reviews in the annual written summative evaluation. Following the sixth (6th) year after hire, Student Rating of Instruction, faculty member self- evaluation and peer and evaluation reviews shall include be included in the evaluation of all faculty members every third year, such that the employee's total performance evaluative reviews are included in his/her assigned position. B. An annual written summative evaluation shall be performed on each member the evaluations of one- third (1/3) of the bargaining unit faculty in a department each calendar year using the Board approved year. Student Rating of Instruction, Chair evaluation forms. Additional evaluations during a school year and peer evaluation may be conducted if deficiencies are noted during included in the annual evaluation of a faculty member on a more frequent basis by mutual agreement between the appropriate Academic ▇▇▇▇ and Department Chairperson. All evaluation documentation described above must be submitted to the appropriate Academic ▇▇▇▇ by July 1st each year. The Vice President for Academic Affairs will ensure that all faculty members have been evaluated according to the provisions outlined above. The Department Chair’s responsibilities in the faculty evaluation process are to review the faculty member’s peer evaluation, Student Rating of Instruction and self-evaluation. The Department Chair will prepare a written summary evaluation for inclusion in the faculty member’s professional file. C. Evaluation of employees Such evaluations shall be based upon conducted in accordance with the supervisor's personal observation special criteria and procedures submitted by the departments and approved by the Evaluation Review Committee and which shall be in conformity with other provisions of a bargaining unit member's work and/or work productthis agreement. D. Each bargaining unit memberA college-wide Evaluation Review Committee is to be composed of three (3) faculty members elected by the faculty and three (3) administrators selected by the President of the College or their designee. The Evaluation Review Committee will review and approve departmental plans, upon his/her employment or conduct research on best practices for faculty evaluations, and modify the required formats for faculty evaluations to maintain the integrity of the process. The Evaluation Review Committee will be convened by the Vice President for Academic Affairs at the beginning of each academic year. At that initial meeting, a Chairperson will be elected and a time frame for the school year, whichever is later, shall be apprised completion of the general review process will be established. E. Special evaluations such as clinical, laboratory, studio and distance learning evaluations are to be submitted to the Evaluation Review Committee as part of the departmental plan. Any changes to previously approved departmental plans must be submitted to the Evaluation Review Committee by July 1st in order to be approved for use in the following academic year. The criteria upon which he/she and procedures submitted to the Evaluation Review Committee by the departments will not become operative without the approval of said committee. Upon approval, they will be forwarded to the appropriate Academic ▇▇▇▇ and the Vice President for Academic Affairs. In case of an impasse regarding a department evaluation proposal by the Evaluation Review Committee, the Vice President for Academic Affairs will meet with a Faculty Association representative to resolve the impasse. F. The Evaluation Review Committee may modify the approved course evaluation instrument, self-evaluation or chair evaluation in either content or method of delivery. The Committee will notify the faculty community of changes within two weeks of any change. G. Each faculty member will be evaluated in a meeting with his/her immediate supervisor. Upon on the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy basis of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign criteria and be given a copy of the evaluation report form prepared procedures established by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluationforegoing process. H. All written Each evaluation documents will be submitted to the appropriate Academic ▇▇▇▇, for review by July 1, annually and then will be filed in the faculty member's professional folder. I. The results of any student evaluation of teaching are to be placed in the bargaining unit regarded as but one source of information about a faculty member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedteaching. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation The Board shall include evaluate the evaluation performance of the employee's total performance Superintendent at least once per year in his/her assigned position. B. An accordance with statutes, regulations, and Board Policy relating to Superintendent evaluations. Each annual written summative evaluation shall be performed on each member in writing and shall represent a majority of the bargaining unit each calendar year using Board. A copy of the evaluation shall be provided to the Superintendent, and the Superintendent and the Board approved shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation forms. Additional evaluations during and the Superintendent’s performance where a school year may Rice Notice has been served upon the Superintendent, giving notice that the Superintendent’s employment will be discussed in closed session, and the Superintendent has not requested that the meeting be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees in public. The evaluations shall be based upon the supervisor's personal observation criteria adopted by the Board, the goals and objectives of a bargaining unit member's work and/or work productthe district, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, and such other criteria as the State Board of Education shall by regulation prescribe. D. Each bargaining unit member, upon his/her employment or at B. In the beginning event that the Board determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond, in writing, to the evaluation; this response shall become a permanent attachment to the Superintendent’s personnel file upon the Superintendent’s request. On or before June 1st of each year of this Contract, the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year, whichever is later, . The Superintendent shall be apprised entitled to copies of any back-up materials utilized in the process. C. Within ninety (90) days of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request execution of a bargaining unit memberthis Contract, the immediate supervisor will parties shall meet with to establish the member to discuss progress district’s goals and job performance. E. All annual evaluations objectives for the ensuing school year. Said goals and objectives shall be reduced to writing, writing and a copy shall be given among the criteria by which the Superintendent is evaluated, as hereinafter provided. On, or prior to, June 1st of each succeeding school year, the parties will meet to establish the bargaining unit member. If district’s goals and objectives for the bargaining unit member disagrees next succeeding school year, in the same manner and with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in questionsame effect as heretofore described. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative The Board shall evaluate the Chancellor in writing at least once each year, with the exception that, during the 2024-25 school year, the Chancellor shall receive an interim evaluation in January of 2025 and a final evaluation by June 30, 2025, for the time period from March 1, 2024, to June 30, 2025. Nothing in this Agreement shall include preclude the evaluation Board from evaluating the Chancellor more than once each year. Such performance evaluations may take place at the request of the employee's total performance in his/her assigned position. B. An annual written summative Chancellor or the Board. The evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, mutually agreed upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit membergoals and objectives, the immediate supervisor will meet with the member to discuss progress and Chancellor's job performance. E. All annual evaluations shall be reduced to writingdescription, and a copy shall be given any other criteria agreeable to the bargaining unit memberparties. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy As part of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable workprocess, the reasons therefore Chancellor will provide the Board with an annual report regarding the state of the District. This report will include reports regarding each of the District's colleges and centers. The Board's evaluation of the Chancellor shall be set forth completed no later than June 30 each year. The Board shall conduct its evaluation of the Chancellor in writing within a reasonable time after closed session meetings of the deficiencies are noted. G. Following each written summative evaluation, which Board. The Board President shall include the right to a conference then meet with the evaluator at the employee's request, the bargaining unit member shall sign and be given provide a copy of the evaluation report to the Chancellor during a closed session Board meeting. Each year following completion of the evaluation process, the parties shall mutually establish goals for the succeeding year, which shall serve as the basis for determining Chancellor's entitlement to a merit-based salary increase. At the conclusion of each year's final annual evaluation (including the initial interim evaluation scheduled for January 2025), the Board shall determine in writing on the Chancellor's evaluation form prepared by whether or not the evaluatorevaluation is "satisfactory" or "unsatisfactory." If the Board determines that the Chancellor's evaluation is "satisfactory" or better, the Chancellor shall be entitled to: (1) the COLA increase as set forth in section 3; (2) a merit based salary adjustment as set forth in section 3; and (3) a 403b Contribution as set forth in section 10. In no case If the Board determines that the Chancellor's evaluation is "unsatisfactory," the Chancellor's base salary shall remain unchanged. If the bargaining unit memberBoard fails to evaluate the Chancellor in a timely fashion, the Chancellor shall remind the Board of these time line requirements and the Board shall thereafter promptly evaluate the Chancellor. The Board shall publicly report whether the Chancellor's signature be construed to mean evaluation is "satisfactory" or "unsatisfactory," so that he/she necessarily agrees the public is informed regarding whether or not the Chancellor has received a salary adjustment. If the Board determines that the Chancellor's evaluation is unsatisfactory, the Chancellor, in collaboration with the contents Board, will prepare an action plan, if necessary, which will address areas identified as needing clarification, emphasis or improvement. The action plan will be included as an addendum to the evaluation report. If a jointly prepared action plan cannot be agreed upon, the Board in its sole discretion shall issue the action plan. The Chancellor and the Board shall sign the evaluation report and action plan. The Chancellor shall have ten (10) days from receipt of any evaluation to respond in writing to the evaluation. H. All . Evaluations and action plans relating to the Chancellor and any written evaluation documents are to comments in response shall be placed in the bargaining unit memberChancellor's personnel file. The evaluation form may procedures and requirements set forth in this Agreement shall be revised the exclusive means by which the Chancellor is evaluated and are intended to supersede any other provisions concerning evaluation that might exist in applicable law or by virtue of any District rules, regulations, policies or other agreements. The Chancellor shall provide timely written reminders to the Board of all evaluation timeline requirements to assist with implementation of timely evaluations. A failure to properly or timely evaluate the Chancellor shall not preclude the Board from giving notice of termination in accordance with section 18 of this Agreement nor shall it constitute a default by the Administration to be consistent with job classification dutiesDistrict. The Association President will be provided with a copy Any failure on the part of the forms and will be given thirty (30) workdays for input prior Board to implementation. Employees will be given copies of meet the evaluation form at the beginning of the year requirements or deadlines in which they will be evaluated. I. Bargaining unit members this Agreement shall not be required relieve the Chancellor of his duty to self-evaluatesatisfactorily perform his duties or constitute a default by the District.

Evaluation. A. An annual written summative evaluation shall include the evaluation of the employee's total performance in his/her assigned position.a. Contract Faculty Evaluation B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting i. Commencing with his/her immediate supervisorfirst contract, a contract faculty member shall be subject to formal evaluation in accordance with this Article, to a maximum of two (2) separate evaluations per academic year. ii. Upon the request Contract faculty evaluations will include all elements of a bargaining unit memberprobationary regular faculty evaluation, the immediate supervisor excluding regular faculty service requirements, and will meet be consistent with the member to discuss progress and job performancerole of a contract faculty member. E. All annual iii. Where a contract faculty member receives two (2) consecutive unsatisfactory evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluationin two (2) different semesters, he/she may submit shall be terminated at the end of his/her existing contract. b. Regular Faculty Evaluation i. Probationary Regular Faculty (1) All evaluations during the probationary period shall be as follows: (a) A minimum of once per year, but (b) No more than twice per year with a minimum of sixty (60) days between and (c) The Responsible Administrator will give the faculty member a written response which evaluation report, after consultation with the current Selection Committee. The evaluation report shall be attached to explicitly state whether the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit faculty member is doing unacceptable worksatisfactory or unsatisfactory. If the faculty member is found to be unsatisfactory for regular employment, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of then the evaluation report form prepared shall specify the deficiencies and shall make positive suggestions for each. The standards will be determined by the evaluator. In no College. (2) The methods used to collect information will be provided to the faculty member in writing before the evaluation process begins, and will include the following: (a) Written faculty member peer evaluation; (b) Written student evaluations (where applicable); (c) Written self-evaluation by the probationary faculty member; (d) Other methods agreed to by the Selection Committee and by the Responsible Administrator, in which case shall the bargaining unit member's signature probationary faculty member will be construed to mean that he/she necessarily agrees with informed of such other methods in writing before the contents of the evaluation process begins; and (e) Written Responsible Administrator evaluation. H. All written evaluation documents are to (3) The peer evaluator will be placed in appointed by the bargaining unit member's personnel fileResponsible Administrator or designate (i.e., Chair/Coordinator of the DDP or Chair of the Selection Committee), who will choose without bias from a list of available faculty after consultation with the probationary faculty member and the Chair/Coordinator of the DDP. The evaluation form may peer evaluator shall be revised by a post-probationary regular faculty member. Where possible, the Administration to peer evaluator shall be consistent with job classification duties. The Association President will be provided with a copy of from the forms DDP and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required a member of the Selection Committee. In selecting evaluators, course expertise and DDP needs must be considered. If the probationary faculty member raises in writing an allegation of bias or conflict of interest on the part of the peer evaluator, the existence of a reasonable apprehension of bias or conflict of interest will be determined by the Responsible Administrator. If a reasonable apprehension of bias or conflict of interest is found to self-evaluateexist, another peer evaluator will be appointed. (4) The probationary faculty member will be allowed to read and review the Evaluation Report. The faculty member will have five (5) working days in order to respond in writing to any errors or omissions. The Evaluation Report will then be discussed with the faculty member who will sign a copy indicating that the report has been seen. The faculty member can register agreement or disagreement with the report at this time.

Evaluation. A. An annual written summative evaluation of an Occasional Teacher may be made at the discretion of the Principal or Supervisory Officer. Only Supervisory Officers, Principals and shall include evaluate an Occasional Teacher. The evaluation form shall be the form as posted in Appendix B of this Collective Agreement. Where this evaluation involves observation of the Occasional Teacher’s classroom teaching, the Occasional Teacher shall be given at least one day prior notice. Any evaluation of the employee's total performance in his/her assigned position. B. An annual written summative evaluation Occasional Teacher shall be performed on each member made in writing and signed by the evaluator with a copy to the Occasional Teacher. The Occasional Teacher will be given an opportunity to read the evaluation to sign it and to make any written comments the Occasional Teacher so desires. The Occasional Teacher’s signature will indicate only that the Occasional Teacher has read the evaluation. A copy of the bargaining unit each calendar year using signed evaluation form shall be kept at the Board approved Office. If, for any reason the Occasional Teacher fails to sign the evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees form, this shall be based upon noted on the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member form. An evaluation which states that the Occasional Teacher’s classroom teaching is doing unacceptable work, unsatisfactory shall outline the reasons therefore The Principal shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference meet with the evaluator at Occasional Teacher to outline the employee's request, areas for improvement and provide recommendations for such improvement (See “Occasional Teacher Evaluation Form” in Appendix An Occasional Teacher shall have access during normal business hours to that Occasional Teacher’s personnel file upon prior written request and in the bargaining unit member shall sign and be given presence of a copy of the evaluation report form prepared supervisory officer or other designated by the evaluatorDirector. In no case The Occasional Teacher shall the bargaining unit member's signature be construed also have access to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel Occasional Teacher’s personal data file. The evaluation form Occasional Teacher may copy, without cost, any material contained in the files. The Occasional Teacher may be revised accompanied by one other person who shall have access to such information at the Administration to be consistent with job classification duties. The Association President will be provided with a copy request of the forms and will be given Occasional Teacher. If the Occasional Teacher disputes the accuracy or completeness of any such informationother than an evaluation referred to in Article the Board shall, within thirty (30) workdays for input prior to implementationcalendar days where possible from receipt of a written request by the Occasional Teacher stating the alleged inaccuracy, either confirm, amend or delete the information. Employees will be given copies Where the Board amends such information under Article the Board shall, at the request of the evaluation form at the beginning of the year in which they will be evaluatedOccasional Teacher, attempt to notify all persons who received a report based on inaccurate information. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative The current ▇▇▇▇▇▇▇▇▇, and job evaluation system and factor interpretation shall include be used to establish the evaluation relationship between job classifications in the schedule of the employee's total performance in his/her assigned position. B. An annual written summative evaluation Collective Agreement. A joint Committee shall be performed to review differences on each member job classificationsbetween the Management Job Evaluation Committee and Union Job Evaluation Committee. The Committee shall consist of seven (7) members, three (3) permanent representatives from the bargaining unit each calendar year using Employer, three (3) permanent representatives appointed by the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writingUnion, and a copy designate from Human Resources, as Chairperson. Meetings will be convened by the Chairperson within ten (10) working days on request of either party, unless an extension is mutually agreed upon, and shall be given to held during normal working hours. Unanimous decisions of the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which Committee shall be attached binding. Matters to in paragraph not so resolved may be pursued in accordance with Articles and Grievance and Arbitration and Mediation, commencing at step in the file copy Grievance Procedure. Management shall notify the Union of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign any new position and be given a copy of the evaluation report form prepared title and salary range established by the evaluator. In no case shall Employer within the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given Bargaining Unit within thirty (30) workdays days. Job descriptions shall be provided for input prior the Union for such newly established positions. The Employer shall all revised position descriptions using interviews with the and the immediate Supervisor, existing position description, the agreed upon questionnaire and decision analysis. Where a number of employees are doing the samejob, the above information shall be gathered from a reasonable cross section of employees within the job. The draft position description shall be circulated to implementationthe for review. Employees will The draft position description shall be given copies returned to Human Resources with the proposed amendments, if any, for consideration. It is understood that the Employer may implement changes in job duties once a position description has been returned to Human Resources. The position description shall be evaluated by the Employer’s Job Evaluation Committee taking into consideration any proposed amendments. The evaluated position description together with the questionnaire, decision analysis and any proposed amendments shall be submitted to the Union Job Evaluation Committee for review. The Union Job Evaluation Committee shall advise Human Resources of its evaluation within ten (10) working days. All evaluations shall be held in confidenceby both the Employer and Union during the ten (1 0) working day period. If there is agreement Human Resources shall the Supervisor of the evaluation form at the beginning classification of the year position description and the Supervisor shall in turn notify the The date on which they will the position description is forwarded to Human Resources is the effective date of the description. If there is disagreement, including disagreement concerning the content of the draft position description, the following steps shall be evaluated. I. Bargaining unit members taken: The position descriptions shall be returned to Human Resources for review by the Chairpersons of both the Employer and Union Job Evaluation Committees. If agreement is reached by them, the evaluation is finalized. In the event that agreement cannot be reached the findings shall be submitted to the Joint Job Evaluation Committee for review as provided for in Article above. A general review of all existing position descriptions shall take place every three (3) years. Reviews of individual position descriptions shall take place on an “as required” basis. These reviews shall be conducted according to the procedures outlined in and above. Within the initial twelve (12) month period of evaluating a position description for a new position pursuant to Article such position description shall be re- evaluated using the above procedure. The rate protection described in Article below shall not apply until the evaluation has been completed. Note: This replaces the Letter of Intent RE Job Evaluation Procedure. When an employee’s position is reclassified downwards and, as a result, such employee would suffer a decrease in salary, the employee shall be required afforded rate protection. Rate protection shall mean that an employee will continue to selfmove within the salary schedule, if applicable, and receive all future negotiated salary increases so long as they remain within the rate-evaluateprotected classification.

Evaluation. A. An annual The Committee shall evaluate the Superintendent's employment performance and her working relationship with the School Committee. The written summative evaluation shall include the evaluation of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees instrument shall be based upon performance criteria mutually agreed upon by the supervisorpmiies. B. The following procedures are to be used by the Committee in evaluating the Superintendent. 1) The Superintendent's personal observation evaluation will cover her performance during the period from May 1 to the following April 30 of each year of her employment. 2) The Committee will present the Superintendent with the proposed goals and objectives by which it wishes to measure her performance in writing, not later than July 1 of each evaluation year. 3) The Superintendent will respond in writing not later than August 1 of each evaluation year, and not later than September 1 of each evaluation year, the parties will meet to reach mutual agreement on goals, objectives, and the means of measurement which will be used. 4) The Superintendent will submit a bargaining unit member's work and/or work productwritten report on her goals to the Committee not later than April 1 of each evaluation year, and each individual member will submit her individual evaluations to the Chairperson not later than April 15 of each evaluation year. 5) The Chairperson will present the Superintendent with a written compilation of the individual evaluations, and the committes will meet to discuss the evaluations prior to April 30. C. Failure by either party to adhere to the timeline set forth above will not invalidate the evaluation process unless such a failure substantially impairs the validity of the final evaluation. D. Each bargaining unit memberIn the event that a final evaluation is not completed prior to the Annual Town Elections, upon his/her employment or at and a change occurs in the beginning composition of the School Committee, any former school year, whichever is later, shall committee members who desire to do so will be apprised invited to submit an individual evaluation to the Chairman for consideration as part of the general criteria upon compilation for the last evaluation year during which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon they served on the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performanceCommittee. E. All annual evaluations The Superintendent shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty written evaluation signed by the duly authorized person on behalf of the School Committee at least twenty-one (3021) workdays for input days prior to implementation. Employees will be given copies any executive session of the evaluation form at School Committee scheduled to take any personnel action with respect to the beginning of Superintendent. Said copy shall be deemed provided if delivered to the year Superintendent's office in which they will be evaluatedLunenburg. I. Bargaining unit members F. The evaluation shall not be considered final until after the School Committee has reviewed the document with the Superintendent; considered input from the Superintendent; and revised the evaluation, if warranted. The Superintendent shall have the right to meet with the Committee in person to present her input. Said review shall take place, and any such input to the Committee shall be received from the Superintendent within fourteen (14) days from the date on which the Superintendent receives her copy of the written evaluation as hereinbefore provided. Both such review and such input may take place at the same School Committee meeting. G. Any of the foregoing procedures may be waived or modified by mutual written consent of the Committee and the Superintendent. In any case, the procedures will be construed in harmony with applicable law and may be modified as required to self-evaluatebased upon changes in the law or changes in authoritative interpretations of the law (e.g., by the committees, the Attorney General or the Secretary of State).

Evaluation. A. An annual written summative The purpose of employee evaluation is to improve employee work performance. In the event an employee has more than one immediate supervisor, the District shall include designate an evaluator, and shall inform the employee in writing prior to the beginning of the evaluation of the employee's total performance in his/her assigned positionprocess. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation formsA. Evaluation Criteria, Seniority and Probationary Evaluation Timelines 1. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or or, for seniority employees, at the beginning of the school appropriate work year, whichever is later, shall be apprised provided a copy of the general specific criteria upon which hes/she he will be evaluated in evaluated. The criteria shall be limited to the actual performance of the job duties which are a meeting with his/her immediate supervisorpart of the job performed. Upon Evaluation criteria for each bargaining unit classification shall be based on the request job description. Work outside of a the bargaining unit member, the immediate supervisor will meet 's normally-assigned duties shall not be formally evaluated. 2. Seniority employees shall be evaluated at least once every two (2) years with the member evaluation being completed by May 15th of any given year. Probationary employees shall be evaluated prior to discuss progress the end of the probationary period, and job performance.such evaluation shall include a recommendation from the evaluating supervisor. The recommendation shall be for a) seniority status when the probationary period has ended, or b) for continued probation pursuant to Article XII, Section B., or c) for termination of employment pursuant to Article XII, Section C. E. B. Written Evaluations 1. All annual evaluations shall be reduced to writing, writing and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of within ten (10) working days after the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the completed. The bargaining unit member shall sign and shall be given a signed copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that hes/she he necessarily agrees with the contents of the evaluation. H. . If the bargaining unit member disagrees with the evaluation, s/he may submit a written response, which shall be attached to the file copy of the evaluation in question. All written evaluation documents are to evaluations, along with any employee response(s), shall be placed in the bargaining unit member's personnel file. At the employee's request, the evaluator shall hold a conference with the employee for the purpose of reviewing the written evaluation. 2. Each bargaining unit member's evaluation shall include at the conclusion of the report a statement indicating that the evaluator has determined the employee's work performance to be either "satisfactory" or "unsatisfactory". C. Unsatisfactory Performance Evaluation 1. In the event that a bargaining unit member's work performance is found to be unsatisfactory, the evaluator shall list specific elements of the job duties that have not been performed in a satisfactory manner, shall identify specific actions which the employee is to take to meet a satisfactory performance standard, and shall specify the assistance, if any, to be given to the employee to help the employee attain a satisfactory performance standard. The evaluation form may evaluator shall establish a timeline for such improvement to take place prior to re-evaluation. Such timeline shall provide a reasonable amount of time for the District to provide the assistance, if any, specified in the evaluation, and for the employee to take the actions specified as necessary to meet a satisfactory performance standard. When a bargaining unit member receives an unsatisfactory evaluation, the Association office shall be revised notified within five (5) business days. A copy of each unsatisfactory evaluation, along with the plan of improvement and timeline established by the Administration to be consistent with job classification duties. The Association President will evaluator shall be provided with a copy of to the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedAssociation office. I. Bargaining unit members 2. In subsequent evaluations, failure to again note a specific deficiency shall not be required interpreted to self-evaluatemean that adequate improvement has taken place. Failure to evaluate an employee as prescribed herein shall be interpreted to mean that the employee's performance is satisfactory.

Evaluation. A. An annual written summative a. The immediate supervisor for night custodian in the junior and senior high schools shall be the Assistant Custodial Supervisor. He/she shall notify the custodian to be evaluated at least five (5) working days prior to the evaluation meeting. Such meeting shall include be arranged on District time and the place and time of such meeting shall be included in the prior notice to each custodian. The immediate supervisor of night custodians in the secondary schools shall involve the Custodial Supervisor in the evaluation meeting and may request the Department Head to assist them in this evaluation of the employee's total performance in his/her assigned position. B. An annual written summative night custodian. In any case, the evaluation shall be performed approved by signature by the Department Head and then forwarded for final approval by the Division Head who shall also indicate his approval by signature as well on each member of the bargaining unit each calendar year using the Board approved evaluation formsform. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file A copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after sent to the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy Principal of the evaluation report form prepared by school where the evaluator. In no case shall night custodian works with a specific space labeled "Principal's Comment." The purpose of this is to enable the bargaining unit member's signature be construed Principal to mean list any comments that he/she necessarily agrees deems to be appropriate especially in regard to such custodian's relationship as reported in writing to the Principal with both classified and certificated staff, with students and with the contents public. The comments from the Principal shall be made before the Division Head gives final approval by signature. Such comments by the Principal shall be made available to the employee prior to final approval. This same procedure shall be used for night custodians in elementary schools except that night custodians in elementary schools shall be evaluated by the Principal with input from the day elementary head custodian. The immediate Supervisor of the evaluation. H. All written evaluation documents are to elementary head custodian shall be placed the elementary Principal at that school and the Principal shall include the Department Head in the bargaining unit member's personnel fileevaluation meeting of the elementary head custodian. The evaluation form may shall then be revised signed by both the Administration to be consistent with job classification dutiesPrincipal and the Department Head and forwarded for final approval by signature of the Division Head. The Association President will immediate supervisor for custodians who work on the day shift in junior and senior high schools shall be provided with a copy either the Custodial Supervisor, Junior High School or Custodial Supervisor, Senior High School. The same procedure shall take place in evaluating day custodians in secondary schools as spelled out above for evaluation of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form night custodians at the beginning of the year in which they will be evaluatedsecondary schools. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. The excellence of the institution depends on the quality of its faculty members. Faculty evaluation is considered a method of addressing the performance of faculty. When performed conscientiously, evaluation can enhance faculty performance and promote excellence by providing positive reinforcement, constructive advice, and specific recommendations for improvement. Faculty are expected to fulfill duties and responsibilities as described in this contract. Evaluation provides an opportunity for professional growth, recognition and improvement. A. An annual written summative evaluation Regular (Permanent) and Contract (Probationary) Monthly Rate Faculty Members B. Temporary Faculty Members Paid on the Preparation Salary Schedule All temporary faculty members (substitute and limited) paid on the Preparation Salary Schedule shall include be evaluated as indicated in this Article with the exception that the Department Chair shall replace the evaluation of the employee's total performance in his/her assigned positioncommittee. B. C. Hourly Rate 1. An annual written summative evaluation shall be performed on each member of by the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon Department Chair or his/her employment or at designee. ▇. ▇▇ the beginning of event that the school yearevaluee is rated as "Unsatisfactory", whichever is later, an additional evaluation shall be apprised of the general criteria upon which he/she will conducted by a peer committee in accordance with Section H.7. 3. Sections 1. and 2. above must be completed to comply with Article 16, Section C.5. ▇. ▇▇▇▇▇▇▇▇▇▇ Instructor, Instructor Special Assignment, Campus Nurse, Other Faculty 1. All faculty members assigned as Consulting Instructor, Instructor Special Assignment, or Campus Nurse, and other faculty assigned exclusively in specially funded or categorical programs external to a department (counselors in EOPS, DSPS, Matriculation, GAIN, and Pass Plus shall not be considered external to a department) shall be evaluated in accordance with this Article with the exception that the evaluation committee shall consist of an administrator appointed by the College President, one faculty member from a meeting with his/her immediate supervisorrelated discipline jointly appointed by the AFT and the administration, and one faculty member from a related discipline selected by the evaluee. Upon the request of For a bargaining unit memberprobationary evaluee, the immediate supervisor will meet committee shall include a nonvoting faculty member appointed by the Academic Senate. However, for such faculty members who are hourly rate or temporary monthly rate, the evaluation shall be performed according to Article 19.C or 19.B respectively, with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy supervisor of the evaluation program replacing the Department Chair in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to 2. Counselors in EOPS, DSPS, Matriculation, GAIN and Pass Plus shall be placed in the bargaining unit member's personnel file. The evaluation form may be revised evaluated by the Administration to be consistent process in D.1 above, with job classification duties. The Association President will be provided with a copy the addition of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies Chair of the evaluation form at Counseling Department as the beginning of the year in which they will be evaluatedcommittee chair. I. Bargaining unit E. Department Chairs, Athletic Directors, Directors of Child Development Centers All faculty members assigned as Department Chair, Athletic Director, or Director of Child Development Center shall not also be required to self-evaluateevaluated in these positions. Such evaluations shall be conducted by the College President or his/her designee using the performance report form for Department Chair and Director of Child Development Center.

Evaluation. A. An annual written summative 7.1 Each year each permanent employee covered by this Agreement shall be evaluated by their immediate supervisor, and such evaluation shall include be set forth on the Classified Employee Performance Evaluation attached hereto as Appendix C. The Guidelines for Classified Employee Evaluation included in Appendix C must be followed to complete all evaluations. When there is a change in supervision, a transitional evaluation shall be prepared prior to the change. Each supervisor shall evaluate only for the time the employee was under their supervision. In the absence of a timely evaluation, employees shall be considered to have a ranking of at least Effective in all areas subject to the performance evaluation, except when an employee is on an extended leave, in which case their evaluation will be done within three (3) months of their return. 7.2 Nothing herein shall prohibit the District from evaluating an employee more often than yearly if the District determines that such evaluation may result in improvements in the employee's total performance in his/her assigned positionperformance. An employee serving a six (6) month probationary period after initial hire or after promotion shall be evaluated at three (3) months and five and one-half (5-1/2) months of such probationary period. B. An annual written summative 7.3 The evaluation shall be performed on each member discussed with the employee by the evaluator. If the evaluator changes the rating as a result of the bargaining unit each calendar year using the Board approved conference, a new evaluation forms. Additional evaluations during a school year form may be conducted if deficiencies are noted during obtained from the annual evaluationDistrict Human Resources Department. However, it is understood that the primary purpose of such evaluations is to be constructive and to help the employee achieve or maintain at least an “effective" level of performance. An employee has the right to respond to their performance evaluation in writing to his or her supervisor within ten (10) working days of the issuance of the final performance evaluation and any such response shall be included with, and become part of, the performance evaluation record. C. Evaluation 7.4 The performance appraisal system should communicate performance standards for the position and encourage growth and improvement of performance for the future. It is also understood that evaluation of an employee's performance should be an ongoing process, and the District supervisors shall discuss improvement needs with employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisortimely manner. Upon When it becomes apparent that an employee may receive a Needs Improvement (NI) or an Unsatisfactory (U) annual rating in any performance factor, prior to giving the request of employee such a bargaining unit memberrating, the immediate supervisor will and the employee shall meet with the member to discuss progress the employee’s deficiencies and job recommendations for improvement. If an employee receives an “NI” or “U” rating on any performance factor on their evaluation, the evaluation must indicate the manner in which the employee is not meeting standards for the position; determine an “Effective" level of performance. E. All annual evaluations shall be reduced ; and a specified time period in which the employee is expected to writingshow improvement. If dissatisfied with an “NI” or a “U” rating, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit employee has submitted a written response which shall be attached to in accordance with Section 7.3, an employee may request a review at the file copy next higher administrative level within ten (10) working days of submitting the evaluation in questionwritten response. F. If a supervisor believes a bargaining unit member is doing unacceptable work, 7.5 Non-compliance with the reasons therefore shall be procedures set forth in writing within this article may be the subject of a reasonable time after grievance pursuant to the deficiencies are notedGrievance Article of this Agreement, but nothing herein shall be considered to make the content of any evaluation subject to such grievance procedure. G. Following each written summative evaluation, which 7.6 Employees who are in their probationary period or who received an “NI” or “U” on any performance rating in the most recent performance evaluation shall include complete the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy Classified Employee Self-Evaluation (Appendix D). Completion of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluationClassified Employee Self-Evaluation is voluntary for all other employees. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An In conjunction with the Superintendent, the Board shall conduct a regular annual written summative evaluation of Assistant Superintendent’s performance by no later than June 30th each year for the preceding full school year. The evaluation shall be conducted in private session limited to the Board, the Assistant Superintendent and Superintendent. The Assistant Superintendent shall be evaluated based upon objective performance standards, which may include the following: student achievement on Pennsylvania System of School Assessment (“PSSA”) tests and Keystone Exams; student growth as measured by Pennsylvania Value-Added Assessment System; student attrition and graduation rates; financial management of the School District; overall job performance; successful completion or implementation of the Assistant Superintendent’s professional goals jointly established by the Board, the Superintendent, and the Assistant Superintendent; and other additional criteria regarding District operations that may jointly be agreed upon by the Assistant Superintendent, the Superintendent, and the Board. The Board, the Superintendent, and Assistant Superintendent shall agree in writing by no later than June 30th of each school year which objective performance standards will be used for his evaluation for the next school year. The following provisions shall apply to the Assistant Superintendent’s annual evaluation process: a. The mutually agreed-upon objective performance standards for the assessment of the Assistant Superintendent’s performance for each school year shall be publicly posted on the District’s official website as required by law; b. The Board and Superintendent of Schools reserve the right to exercise maximum flexibility in determining the mechanics of the Assistant Superintendent evaluation, so long as the evaluation model satisfies the requirements of the law and the terms of this Agreement; c. Evaluation procedures may be developed and contained in forms prepared by the Board in accordance with Board policies, District procedures, the Public School Code and State Board of Education regulations; d. A copy of the written evaluation shall be delivered to the Assistant Superintendent by the President of the Board of School Directors or designee; e. The Assistant Superintendent shall have the right to respond in writing to the evaluation and request an opportunity to appear before the Board and Superintendent in a closed executive session; f. The written evaluation and any response shall be held in strict confidence between the Board, the Superintendent and the Assistant Superintendent and in no manner shall be permitted to be disseminated to the general public by any member of the Board or by any District employee; and g. After the completion of the Assistant Superintendent’s evaluation for a particular school year, the Board shall post on the District’s official website the date on which the evaluation was completed and whether the Assistant Superintendent satisfied the agreed- upon objective performance standards as required by law. In addition to an evaluation of the employee's total performance in his/her assigned positionof Assistant Superintendent, the purpose of such evaluation shall be: a. To establish goals and objectives for the improvement of the administration of the educational responsibilities of the District, as it relates to the Assistant Superintendent’s job duties, and the Superintendent will furnish a list of those goals and objectives to Assistant Superintendent. B. An annual written summative evaluation shall be performed on each member b. To strengthen the working relationship between District and Assistant Superintendent, to enhance Assistant Superintendent’s effectiveness, and to clarify for the benefit of Assistant Superintendent the bargaining unit each calendar year using expectations which the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during Superintendent has for the annual evaluation.future performance of Assistant Superintendent; and, C. Evaluation of employees shall be based upon c. To discuss and establish personal goals for Assistant Superintendent for the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the ensuing school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include Unit members will be formally evaluated by a Management Team member assigned by the evaluation of the employee's total performance in Superintendent or his/her assigned positiondesignee. The intent of this article is to establish an employee evaluation process that is logical and consistent with the Adult Education Teacher. The process will encourage the application of best practices by both management and employees in a fair, transparent, and professional manner. Self-reflection, self-appraisal, continuing professional development and ongoing professional dialogue are integral to this process. B. An annual written summative evaluation 1. All unit members shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluationrated as “Meets District Standards” or “Does Not Meet District Standards”. C. Evaluation of 2. Probationary and Temporary unit employees shall be based upon formally evaluated at least twice a year per the supervisor's personal observation of a bargaining unit member's work and/or work productschedule adopted by the District. Temporary employees who have met District standards for three years shall be formally evaluated once every four years. Those not meeting district standards will require additional evaluation, an improvement plan, and continued supervision the following year. D. Each bargaining unit member3. Permanent employees who have met district standards shall be formally evaluated once every four years. Those not meeting district standards will require additional evaluation, upon an improvement plan, and continued supervision the following year. 4. An employee may be formally evaluated more frequently than every four years if the administrator determines that there has been a significant change in the employee’s performance that reduces his/her employment or at professional effectiveness. This determination will be based on objective evidence, which may come from classroom observations, ongoing supervision, and/or professional interactions. The evidence will indicate a change in the beginning employee’s current performance objectively compared to previous performance as documented in previous evaluations. The administrator will meet with this employee no later than the end of February to discuss performance, and provide an opportunity for improvement. During this meeting, the administrator will inform the employee of the possibility of off cycle evaluation. The administrator may recommend that the employee contact PAPR for support in areas of concern. If the administrator determines there is a need for a formal evaluation in the following school year, the administrator will meet with the employee and give the employee written notification prior to the end of the school year. The employee has the right to have a representative from the collective bargaining unit at this meeting. 5. By the first of October, whichever is laterthe Leadership Team member charged with evaluating personnel will notify those unit employees who are scheduled for evaluation during that school year. The administrator will share with the employee the Petaluma Adult School Evaluation documents. 6. The evaluation process will typically, shall be apprised but not always involve two formal observations. During observations, the administrator will take notes written in objective language based on the overall instruction and classroom learning environment. As part of the general criteria upon which he/she classroom visitation and evaluation process, a unit member may request that a specific class be observed. 7. Based on CA Education Code an administrator may also make unscheduled and informal visits to classrooms for observation purposes. Each formal observation will be evaluated in a meeting with his/her immediate supervisor. Upon documented on the request of a bargaining unit member, Petaluma Adult School Certificated Observation Form and the immediate supervisor comments on that form will meet with be discussed during the member to discuss progress and job performancepost-observation conference. E. All annual evaluations shall be reduced to writing, and 8. The administrator will complete a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each final written summative evaluation, which shall include includes specific performance criteria ratings as well as a narrative report, both based on evidence from the right to a conference evaluation process. The evidence cited will be consistent with the evaluator at Adult Education Teacher Competencies. The overall summative evaluation rating (Meets District Standards, Does Not Meet District Standards) will be consistent and logical based on the employee's requesttotality of evidence included in the observations, ongoing supervision and/or professional interactions. Recommendations and/or commendations will be included in the bargaining narrative report. Negative comments will not be included in the summative evaluation statement unless such matters have been discussed and documented with the unit member shall sign and during the current year. 9. The member will be given presented with a copy of the evaluation report form prepared by at least thirty (30) days before the evaluatorend of the school year. In no case shall The signature of the bargaining unit member's signature be construed to mean person being evaluated does not indicate that he/she necessarily agrees with the contents of evaluation, but that he/she has been presented with a copy and that a conference was held. 10. The unit member may make such written comments as appropriate to attach to the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation 9.1 Evaluations shall include be conducted for each bargaining unit member on existing performance appraisal forms and at intervals set forth in this section. The competence, skills and other job related characteristics of unit members are proper subjects for evaluation. However, prior to any evaluation, an attempt will be made to bring shortcomings to the attention of employees within ten (10) work days after the immediate supervisor becomes aware of the shortcoming. 9.2 Evaluation forms shall be completed for each probationary employee on or about the end of the 3rd, 6th and 11th month of his/her probationary period. The unit member shall sign the forms to indicate that he/she has read the evaluation of job performance. The evaluation forms must be completed within thirty days (30) of when they are due, unless the employee's total unit member and the Immediate Supervisor have agreed otherwise. Failure to meet this requirement shall entitle the unit member to an additional evaluation by a supervisor acceptable to the unit members 9.3 Following the probationary periods a performance appraisal form shall be completed at least once a year for each permanent unit member for a period of three (3) years; after the 3rd year, an evaluation shall be completed at least every other year. By signing the performance appraisal form, the supervisor certifies that he/she has discussed any weakness or problems noted therein with the unit member. Step increases are based on satisfactory evaluation. 9.4 When there has been a significant change in job performances, the supervisor may undertake an interim evaluation. Any interim evaluation shall specify the areas to be improved, provide, where applicable, specific recommendations for improvement, and a time frame for accomplishment of established goals. 9.5 By signing the performance appraisal, the unit member does not signify that he/she has agreed or disagreed with the report. 9.6 Classified unit members shall be evaluated by the appropriate supervisor unless otherwise designated by the department head or administrator. 9.7 Evaluations shall be made in a conference between the unit member and his/her assigned position. B. An annual written summative evaluation shall be performed on each member appropriate supervisor at which time they will discuss ways and means of improving greater efficiency and productivity. Together, they will analyze the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work productstrong points and areas in which improvement may be made. An attempt will be made to bring shortcomings to the attention of employees within a reasonable time after their occurrence. D. Each bargaining unit member, upon his/her employment or at the beginning 9.8 A copy of the school year, whichever is later, shall be apprised of the general criteria upon which he/she evaluation will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit memberemployee at the conference. If The employee will indicate his/her knowledge of the bargaining unit member disagrees evaluation by signing the form. 9.9 The evaluation will be forwarded to the office of the Assistant Superintendent for Human Resources on the appropriate form. 9.10 Any employee who is dissatisfied with the performance evaluation he/she has received from the assigned administrator may request a review of the rating by the Assistant Superintendent, or designee, after it has been discussed with the original evaluator. 9.11 After the review, if the employee continues to be dissatisfied with the evaluation, he/she may submit prepare a written response which shall be attached to the file copy of the evaluation and placed in questionthe-employee's personnel file. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be 9.12 Any derogatory materials placed in the bargaining a unit member's personnel filefile and/or used in the evaluation process shall first be given to the unit member along with the opportunity to attach comments thereto. The evaluation form may All unit members shall be revised afforded the opportunity to review their personnel files in accordance with the pertinent section of the Education Code and to obtain copies thereof at cost. 9.13 Evaluations cover specified periods ranging from three months to two years depending on the unit member being evaluated. However, it is intended that misconduct would be brought to the attention of the unit member soon after it is discovered by the Administration District. 9.14 The parties agree to be consistent with job classification duties. The Association President will be provided with a copy of hold an advisory meeting on the forms operation and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies substance of the evaluation form article within thirty days of the signing of this Agreement. The parties shall be represented at the beginning of meeting with the year in which they will understanding that any agreements reached shall be evaluatedadvisory only to the District and the Union. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation The Superintendent of Schools shall include evaluate the evaluation performance of the employee's total SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY at least once a year in performance in his/her assigned position. B. An annual written summative of responsibilities and duties as the SCHOOL BUSINESS ADMINISTRATOR. Such evaluation shall be performed on each member of in writing, a copy shall be provided to the bargaining unit each calendar year using SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY and the Board approved evaluation formsSCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY and Superintendent shall meet to discuss the findings. Additional The evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning goals and objectives of the school yeardistrict, whichever is later, the responsibilities of the SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY and such other criteria as the State Board of Education shall by regulation prescribe. The evaluation format shall be apprised developed and approved by the Superintendent and the SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY annually. In the event that the Superintendent determines that the performance of the general criteria upon which he/she will be evaluated SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY is unsatisfactory in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit memberany respect, he shall describe in writing, in reasonable detail, the immediate supervisor will meet with the member to discuss progress and job specific instances of unsatisfactory performance. E. All annual evaluations . The evaluation shall be reduced to writing, and a copy shall be given include recommendations as to the bargaining unit memberareas of improvement in all instances where the Superintendent deems performance to be unsatisfactory. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which The SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include have the right to counter with a conference with written reaction or response to the evaluator at evaluation. This response shall become a permanent attachment to the employee's requestSCHOOL BUSINESS ADMINISTRATOR’S / BOARD SECRETARY’S PERSONNEL FILE. On or before June 30th of each year of this Employment contract, the bargaining unit member SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY and the Superintendent shall sign and be given a copy of meet to review the evaluation report form prepared by format and to mutually determine the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are format to be placed used in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedsubsequent school year. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative The Kansas Education Evaluation Protocol (KEEP) has been adopted by USD 353. The full document can be found at ▇▇▇.▇▇▇▇▇▇.▇▇▇ or a paper copy will be available at central office upon request (Rev. 2- 2014) (Rev. 7/21/2015, 7-2017 Availability of Evaluation Document Board policy provides that evaluation documents shall include be available to the evaluation Superintendent, Clerk of the employee's total performance in Board, administrators under whose supervision the teacher works, the administrator who evaluates, the teacher, the building administrator under whose direct supervision the teacher will work, and others authorized by law. Appraisal of Personnel The building principal has the responsibility for appraisal of all teachers assigned to his/her building. Teachers assigned position.to more than one building may be appraised by both the principals and a supervisor or specialist. Special education teachers assigned full-time to any one building will be appraised by the principal in cooperation with the Director of Special Education. All traveling teachers have been assigned an immediate supervisor who will be responsible to do the appraising. All teachers shall be appraised at least the minimum as required by state law, but any teacher may be appraised as often as deemed necessary by the principal, the Superintendent, or the Board. Objectives of Appraisal The specific objectives to be achieved with an appraisal program are to: A. Clarify the performance expectations of the individual; i.e., make duties and responsibilities of the appraiser clearer; B. An annual written summative evaluation shall be performed on each member of Bring about a closer working relationship between the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation.appraisee and appraiser; C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product.Make appraisal relevant to job performance; D. Each bargaining unit member, upon his/her employment or at Establish improvement plans for the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member appraisee to discuss progress and job performance.follow; E. All annual evaluations shall be reduced to writingMaintain accurate records of all appraisal conferences and other appraisee-appraiser contacts; F. Assess the effectiveness of job performance both by self-appraisal and appraisal by the appraiser; G. Conduct meaningful appraisal conferences directed toward improving performance; H. Establish appropriate ways for follow-up of actions needed for further improvement; and I. Keep appraisal a dynamic process, assess its effectiveness periodically, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in questionrevise it as necessary. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An All faculty members will be evaluated every year. All departmental evaluation plans shall provide for the inclusion of student and peer evaluation reviews for all faculty members during their first three (3) years after hire. During a faculty member's fourth (4th), fifth (5th) and sixth (6th) year after hire, either the ▇▇▇▇ or Department Chairperson or both may require the inclusion of peer and/or student evaluative reviews in the annual written summative evaluation evaluation. Following the sixth (6th) year after hire, peer and student evaluative reviews shall include be included in the evaluation of all faculty members every third year, such that the employee's total performance evaluative reviews are included in his/her assigned positionthe evaluations of one-third (1/3) of the faculty in a department each year. Student and peer evaluations may be included in the annual evaluation of a faculty member on a more frequent basis by mutual agreement between the appropriate Academic ▇▇▇▇ and Department Chairperson. B. An annual written summative evaluation Such evaluations shall be performed on each member conducted in accordance with the special criteria and procedures submitted by the departments and approved by the Evaluation Review Committee and which shall be in conformity with other provisions of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluationthis agreement. C. Such criteria and procedures will be submitted to a college-wide Evaluation Review Committee to be composed of employees shall three (3) faculty members elected by the faculty and three (3) administrators selected by the President of the College. The Evaluation Review Committee will be based upon convened by the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or Vice President for Academic Affairs at the beginning of each academic year. At that initial meeting, a Chairperson will be elected and a time frame for the school completion of the review process will be established. D. The criteria and procedures submitted to the Evaluation Review Committee by the departments will not become operative without the approval of said committee. Upon approval, they will be forwarded to the appropriate Academic ▇▇▇▇ and the Vice President for Academic Affairs. In case of an impasse regarding a department evaluation proposal by the Evaluation Review Committee, the Vice President for Academic Affairs will meet with a Faculty Association representative to resolve the impasse. E. The foregoing process must be completed by November 30 of each year. F. Thereafter, between February 1 and March 1 of every year, whichever is later, shall be apprised of the general criteria upon which he/she each faculty member will be evaluated in a meeting with his/her immediate supervisor. Upon on the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy basis of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, criteria and procedures established by the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are notedforegoing process. G. Following each written summative evaluationEach evaluation will be submitted to the appropriate Academic ▇▇▇▇, which shall include for review and then will be filed in the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit faculty member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluationprofessional folder. H. All written Student Evaluation of Teaching. The results of any student evaluation documents of teaching are to be placed in the bargaining unit regarded as but one source of information about a faculty member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated’s teaching. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual Section 9.01 EVALUATION PROCEDURES-EDUCATIONAL SUPPORT ASSOCIATE Rationale for Personnel Evaluation: Under provisions for RCW 28A.405.100. evaluations will serve as a basis for the development of a written summative report, a copy of which shall be provided to the employee, and for the development of a suggested and reasonable program for improvement in instances where an individual’s performance is judged unsatisfactory Annual Performance Analysis: Certificated classroom teachers and educational support associates (ESA) holding non-administrative positions are collectively referred to as “employees” herein. Every employee, other than employees who are provisional status, whose work is judged unsatisfactory based upon the evaluation procedures and criteria herein shall include be placed in a probationary status after October 15 and shall be given sixty (60) school days to demonstrate improvement in their deficiency. Responsibility for Evaluation: Within each school, the principal or designee shall be responsible for the evaluation of employees who are assigned to that school. An employee assigned to more than one (1) school shall be evaluated by the principal or designee by the Superintendent. If the evaluator is other than the building principal, the employee shall be notified in writing by October 1 who the evaluator shall be. Evaluation of ESA employees may be assigned to a specific administrator or evaluator with the ESA evaluation to reflect input from building administrators. The administrative organizational plan of the District shall be used to determine line of responsibility for evaluation for any employee who is not regularly assigned to any school. Any principal or other supervisor may designate other certificated staff members to assist in the observation and evaluation process. An employee may request in writing to the Assistant Superintendent, Human Resources an alternate evaluator. The Assistant Superintendent, Human Resources may then designate another individual to perform an observation. Evaluation Criteria: Each employee shall be evaluated in accordance with the criteria appropriate to the employee's total performance ’s position which criteria are set forth in his/her assigned position. B. An annual written summative Article 9, Section 9.02 or 9.03. Required Evaluations: All employees, including new employees, shall be evaluated annually. Such evaluations are to be completed no later thanJune 1.. If the supervisor contemplates recommending that an employee be placed on probation an evaluation shall be performed on each member completed prior to any such recommendation. Such evaluation shall take the form of a letter informing the employee of the bargaining unit each calendar year using evaluator’s recommendation to the Board approved Superintendent that the employee be placed on probation and the supporting information that is provided with the recommendation. If the employee is transferred after forty-five (45) days from a position to another position not under the administrator’s jurisdiction, an evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or made at the beginning time of transfer. If an employee resigns during the school year, whichever is laterupon request of the employee, a final evaluation shall be apprised completed prior to the resignation date, provided that prior sufficient notice of resignation is given. Individual Staff Initiated Analysis: An employee, upon their own volition, may request an analysis of specific teaching skills to bring about an improvement of instruction in connection with particular skills and performance. Since the purpose of the general criteria upon which he/she will be evaluated employee initiated program is to strengthen performance, the employee is encouraged to confer with and seek observations by whomever they feel can assist in achieving this goal. The employee, in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given pre-conference prior to the bargaining unit memberobservation may specify those skills they wish to have observed. If The employee may select from any or all categories of analysis. Following the bargaining unit member disagrees with observation(s) the evaluation, he/she may submit evaluator shall have a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a post-conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.Evaluation Procedures

Evaluation. A. An annual written summative evaluation The County shall include establish and maintain a plan for evaluating the evaluation performance of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, re-employment and other personnel actions. Evaluations shall be made periodically by the employee's total performance in his/her assigned position. B. An annual written summative evaluation immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be performed on each member of maintained in the bargaining unit each calendar year using departmental personnel file as a permanent record. If evaluation shows an employee's work to be “Below Standard”, the Board approved evaluation formssupervisor shall take appropriate steps to assist the employee in improving. Additional evaluations during a school year Failure by the employee to show satisfactory improvement may be conducted if deficiencies are noted during the annual evaluation. C. deemed just cause for discharge. Evaluation of employees shall (except those serving their probation period as a Deputy Sheriff) may be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated appealed in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet accordance with the member to discuss progress and job performance.following procedures: E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. a) If the bargaining unit member disagrees an employee is not satisfied with the any aspect of an evaluation, he/she may submit within ten (10) working days of being served with the evaluation appeal the evaluation or any portion b) If after meeting with the Division Captain, or if the appeal related to an issue the Captain was not empowered to change, an employee is not satisfied with any aspect of an evaluation, he/she shall have a written response which shall be attached right to a hearing before his/her appointing authority, or their designee, either an Assistant Sheriff or Undersheriff. Any employee requesting such a hearing must request a hearing within ten (10) working days of being notified of the outcome of the appeal to the file copy Division Captain. c) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the Director of Personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation in questionwhich the review board is empowered to change. F. If a supervisor believes a bargaining unit member is doing unacceptable workd) The review board shall be convened by the Director of Personnel and shall consist of the Director of Personnel or her/his designee in the Personnel Department, the reasons therefore appointing authority or his/her designee, who shall not be set forth in writing within the rater, and a reasonable time after third member appointed by the deficiencies are notedemployee. G. Following each written summative evaluatione) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Below Standards", which shall include the right to a conference with the evaluator at the employee's request"Meets Standards", the bargaining unit member shall sign or "Unsatisfactory" to "Meets Standards", and be given a copy to strike narrative portions of the evaluation report form prepared by evaluation. The review board shall not have the evaluator. In no case shall the bargaining unit member's signature be construed power to mean that he/she necessarily agrees with the contents of otherwise alter the evaluation. H. All written evaluation documents are f) In a hearing before either the appointing authority or the review board, the employee shall have the right to be placed in attend on release time, call witnesses on release time, and have the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedrater present. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation Unit adjunct faculty I shall include the evaluation of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisorthe manner prescribed in all applicable sections of the Faculty Evaluation Handbook. Upon Unit adjunct faculty I who have taught six (6) semesters or more shall be evalu- ated every two (2) years. Unit adjunct faculty I who have taught two (2) to five (5) semesters shall be evaluated annually. If the request of a bargaining unit memberfaculty member teaches in multiple modalities, the immediate supervisor ▇▇▇▇ may choose the modality to be evaluated; the faculty mem- ber will meet choose the course. At the ▇▇▇▇’▇ discretion or upon recommendation of the evaluator(s), the ▇▇▇▇ may waive an evaluation cycle. At the ▇▇▇▇’▇ discretion or upon recommendation of the evaluator(s), one ad- ditional evaluation may be performed annually by the ▇▇▇▇ or designee. Prior to an additional evaluation, the ▇▇▇▇ will discuss the reasons with the unit adjunct faculty I member and an Association representative (at the unit adjunct faculty I member’s option). At the ▇▇▇▇’▇ discretion, unit adjunct faculty I may be evaluated for each new course delivered. The ▇▇▇▇ shall request from the Instructional Coordinator a list of qualified per- sons to discuss progress and job performanceserve as evaluators. The list may be drawn from Instructional Coordinators, Program Directors, administrative designees, and/or UAF II, full-time faculty or other qualified individuals within the discipline or a related discipline. The deans shall assign evaluators from that list. Evaluations will be performed by one of the following: 1. Faculty member (or two (2) faculty members, if requested by the evaluating faculty member or instructional coordinator). E. All annual 2. The ▇▇▇▇ or ▇▇▇▇’▇ designee. 3. Other qualified individual (for example a retired faculty member). The evaluation procedure for unit adjunct faculty I shall include a classroom visita- tion with pre- and post-conferences and student evaluation of instruction. student evaluations of instruction shall be reduced to writing, and a copy completed for all sections taught. All evaluative materials shall be given to the bargaining ▇▇▇▇. Each year the unit memberadjunct faculty I member will submit a self-assessment, includ- ing a professional growth plan, to the ▇▇▇▇/supervisor. The forms, procedure and deadlines for this evaluation are specified in the Faculty Evaluation Handbook. If an evaluator or the bargaining unit member disagrees with the UAFI to be evaluated has a concern regarding an evaluation, he/she may submit confer with the ▇▇▇▇ prior to the next evaluation cycle, and, if neces- sary, the ▇▇▇▇ may participate in the evaluation process. The rate of pay for one full-time or UAFII faculty member to perform an evalua- tion of a written response which UAFI or non-unit adjuncts will be $125. However, if two faculty members perform the evaluation the rate of pay will be $150 for the evaluation process. Unit adjunct faculty I librarian and counselors shall be attached to evaluated in the file copy manner prescribed in all applicable sections of the evaluation in questionFaculty Evaluation Handbook. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation Each employee shall include be appraised of their responsibilities. They shall be informed of the evaluation criteria upon which they will be evaluated and who is responsible for the evaluation. Classified evaluations shall be completed by administrative or non-bargaining unit supervisory staff of the District with relevant input from other staff. B. During the probationary period (as defined in Article 3 Section D) probationary employees shall demonstrate ability to perform the duties of the position for which they were hired. At the expiration of the probationary period, if in the opinion of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on each member ’s supervisor the employee is not performing the duties of the bargaining unit each calendar year using position satisfactorily, that employee will be dismissed. The District shall have the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted right to discharge any employee at any time during the annual evaluationprobationary period and this right shall not be subject to the grievance procedure. C. Evaluation of All regular employees shall receive a written evaluation from their supervisor at least once every two years. The evaluation will be based upon completed by May 15th of the supervisor's personal observation school year in which it is prepared except in cases of a bargaining unit member's unsatisfactory performance under Section E when the evaluation will be completed no later than the employee’s last work and/or work productday of the fiscal year. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she The evaluation will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet discussed with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writingemployee, signed by the supervisor, and a copy shall be given to the bargaining unit memberemployee. If the bargaining unit member disagrees with The employee’s signature only reflects receipt of the evaluation, he/she may submit not agreement with the contents. The employee shall have the right to have a written response which shall be rebuttal attached to the file copy evaluation and placed in the personnel file. The observations, findings and conclusions of the evaluation in questionevaluator are not subject to grievance. E. In accordance with best practices, efforts shall be made to resolve unsatisfactory performance at the lowest level possible first. Examples include, speaking with an employee first, placing an employee on focused goals, and letters of expectation. This section shall not be the basis for a grievance. F. If a supervisor believes a bargaining unit member is doing unacceptable workin the opinion of the employee’s supervisor, the reasons therefore shall services of a regular employee are unsatisfactory, the employee will be set forth in writing within a reasonable time after so notified and the deficiencies are noted.following procedures will be implemented: G. Following each written summative evaluation, which shall include the right to 1. The District will: a. Conduct a conference with the evaluator employee, the Association's representative if the employee so requests, and the supervisor; b. Inform the employee orally and in writing of the deficiencies; c. Detail the expectations of the supervisor; d. Detail the assistance that will be provided by the District; e. Inform the employee that the necessary improvements must be made within a specified number of working days, or that a recommendation will be made for dismissal. If the deficiency is related to performance standards, the specified number of days shall be no less than 30 working days. If the deficiency is related to the Workplace Expectations (i.e., Attendance/Punctuality, Personal Appearance, Following Policy/Directives, or Safety Practices), then the specified number of days may be less than 30 working days. 2. On the date specified to the employee at the employee's requestinitial meeting, the bargaining unit member shall sign employee will again be notified orally and in writing as to his/her progress. If the improvement is not satisfactory, a recommendation may be given a copy made for dismissal and the reasons therefore furnished to the employee in writing. If satisfactory improvement has been made, the employee will be so advised in writing. 3. If dismissal of the evaluation report form prepared employee is recommended or effected by the evaluatorsupervisor, the procedures applicable in ORS 332.544 and 243.650 may be pursued. In no case The procedures described in paragraph 3 are not subject to the Article 18 grievance procedure. G. No regular employee shall receive an overall “unsatisfactory” on their status recommendation without implementing the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents procedures outlined in Subsection E of the evaluationthis Article. H. All written Disputes over evaluation documents are to procedures can be placed in resolved through the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedArticle 18, Grievance Procedure. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. Section A. An Formal Performance Evaluation 1. CPD is committed to providing employees with regular feedback on the quality of their work, their success at meeting and exceeding goals, and areas for improvement. CPD employees who have finished their probation period will receive a formal annual written summative performance evaluation shall include the evaluation of by their supervisor, reflecting the employee's total success and effectiveness at meeting the duties in their job description, their goals and the work outlined in their work plan. The formal performance in his/her assigned position. B. An annual evaluation will include a written summative self-evaluation shall be performed on each member of by the bargaining unit each calendar year using the Board approved employee, a written evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon by the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall meeting between the supervisor and employee to review and discuss the feedback. The results of the performance evaluation will be given included in the employee's personnel file. 2. Employees and Supervisors must complete evaluations using the designated evaluation method and scoring established by People and Culture. 3. People and Culture will inform employees that they have a right to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which to performance evaluation within two (2) weeks of the completion of the process, and that written response shall be attached to the file copy of the evaluation included in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy contents of the forms and will performance evaluation shall not be given thirty (30) workdays for input prior subject to implementationthe grievance/arbitration process described in Article 6. 4. Formal performance evaluations shall occur during the first quarter of each calendar year. 5. Employees will also have an opportunity to complete an annual formal written evaluation of their direct supervisor, which will then be given copies anonymized by People and Culture, with an understanding that total anonymity cannot be guaranteed in every circumstance. To protect the integrity and separation of both evaluation processes, supervisor review of supervisee evaluations will occur after employees and supervisors have met and discussed the results of the evaluation form at the beginning employee's own performance evaluation. Supervisors will receive and review supervisee feedback as part of the year final step of the supervisors' annual performance evaluation process. People and Culture will review the content of evaluations and will follow up with supervisors whose scores or narrative evaluation are deemed unsatisfactory (e.g., scoring 1/5 or 2/5 or narrative content describing clear examples of unsatisfactory supervision practices.) 6. The annual review meeting will include the performance evaluation as described above, review of the job description, review of the anticipated workplan for the coming year, discussion of professional development plan for the coming year, and a discussion of anticipated PTO timeframes. Section B. Peer Feedback/360 Evaluation CPD values the benefit that employees can gain from peer feedback, and may in which they its discretion hold a 360 peer evaluation process. Results of that process will not be shared with supervisors, will not be used as part of the formal performance evaluation, and will not be saved in employees' personnel files. While all employees are strongly encouraged to participate in the 360 evaluation, employees can elect to opt out of the process at any stage. Section C. Additional Opportunities for Supervisor Evaluation 1. Notwithstanding the opportunity available to employees to evaluate their supervisor directly in Section A of this Article, CPD will make available an additional mechanism to evaluate supervisors by the end of the third quarter each year. 2. The LMC, or a working group of the LMC, shall create questions and review the process for such evaluation. While the LMC may specify a different process and timeline, it is expected that this evaluation will be evaluatedconducted on a timeline that is separate than other annual evaluations available to staff and the results will be shared with People and Culture, which may use it to identify necessary or supportive action. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. Section 1 Teacher evaluation A. An annual written summative evaluation shall include the evaluation of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she Tenured teachers will be evaluated once per year prior to April 1. Non- tenured teachers will be observed at least once for the purposes of evaluation prior to December 15. After the observation, a meeting will be held with the teacher and the observation results will be shared in a meeting with his/her immediate written report. Non-tenured teachers’ evaluations will be completed prior to May 1. Tech Dept 9/20/17 9:18 AM Deleted: the following procedures, Tech Dept 9/20/17 9:18 AM Deleted: n Tech Dept 9/20/17 9:19 AM Tech Dept 9/20/17 9:19 AM Tech Dept 9/20/17 9:19 AM Negotiated Agreement Between Wrangell Teachers’ Association & School Board Page#22 B. Evaluations should be conducted by the teacher's supervising administrator, or by mutual agreement between the teacher and the supervisor, another District administrator. Upon Non-tenured and tenured teachers will complete a self-evaluation prior to their evaluation. The teacher evaluation must be signed by the request of a bargaining unit member, administrator or the immediate supervisor will meet with evaluator if other than the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writingadministrator, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall teacher acknowledging that a post-evaluation conference was held and that the bargaining unit member's signature be construed to mean that he/she necessarily agrees with teacher is aware of the contents of the evaluation. H. All written C. A person may not conduct an evaluation documents are to be placed under this section unless the person holds a type B certificate or is a site supervisor/administrator under the supervision of a person with a type B certificate, is employed by WPS as a supervisor and has completed training in the bargaining unit memberuse of WPS’ teacher evaluation system. D. The superintendent will consider input from a variety of sources (i.e. faculty, site advisory committees, etc.) when making changes to the teaching evaluation document. Teachers will be informed of any changes in the teaching evaluation document or procedures and then changes will be included in teacher evaluation training. E. Post evaluation conferences between the teacher and his/her evaluator will be held within five working days following completion of evaluation observations. Any meeting involving evaluation may include advocates from either side. F. All monitoring or observation of the professional performance of a teacher for purposes of evaluation shall be conducted openly and with full knowledge of the teacher. It should be clear to all that monitoring or observation of the professional performance is done all year long by the supervisor. G. The teacher evaluation will be considered confidential between the teacher, the teacher's personnel filedesignee, the administrator, the superintendent, and the Board except as allowed by statute or regulation. Negotiated Agreement Between Wrangell Teachers’ Association & School Board Page#23 Tech Dept 9/20/17 9:26 AM H. Should a tenured teacher’s evaluation reveal significant deficiencies in the District performance standards, the evaluator will inform the teacher in writing of the teacher’s specific deficiencies and develop, in consultation with the teacher, a written plan for improvement for the specific deficiencies. The plan of improvement will include clear and specific performance expectations for the teacher, including how the specific expectations will be evaluated. The plan for improvement will also include suggested ways for improving the teacher’s performance. The plan of improvement will extend for a time frame of not less than 90 workdays or more than 180 workdays unless a shorter period of time is mutually agreed upon in writing by the teacher and evaluator. I. During the set time of the plan of improvement, the evaluator will observe the tenured teacher twice a month. Conferences will be held twice a month or by mutual consent, may be reduced to a minimum of two (2) total. On each occasion the evaluator must meet with the teacher in a post-evaluation conference within 5 working days or a written mutually agreed upon extension of time after the final observation. The evaluation form may must be revised signed by the Administration to be consistent with job classification duties. The Association President will be provided with evaluator and by the teacher acknowledging that a copy post-evaluation conference was held and that the teacher is aware of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies contents of the evaluation form at the beginning of the year in which they will be evaluatedevaluation. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include 1) All UNDP Programmes and Projects are evaluated in accordance with UNDP Evaluation Policy. UNDP and TNC will jointly agree on the purpose, use, timing, financing mechanisms and terms of reference for evaluating a Project including an evaluation of its Contribution to an outcome which is listed in the employee's total performance in his/her assigned position. B. An annual written summative evaluation Evaluation Plan. UNDP shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with commission the evaluation, he/she may submit a written response which informing de Government of Mexico, and the evaluation exercise shall be attached to the file copy of the evaluation in questioncarried out by external independent evaluators. F. If a supervisor believes a bargaining unit member is doing unacceptable work2) Monitoring, review, and evaluation: 1. TNC and UNDP will promptly inform each other about any condition/event/situation which interferes or threatens to interfere with the successful implementation of any activity financed in full or in part by this contribution. 2. UNDP will be responsible for the monitoring and regular review of activities carried out under this Agreement. For activities under this Subaward, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are notedcost of monitoring and review will constitute an allowable cost. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file3. The evaluation form may of programs hereunder will be revised subject to the provisions of the UNDP’s evaluation policy and procedures as from time to time approved or amended by the Administration to be consistent with job classification dutiesUNDP’s Executive Board/Head or governing body, if applicable. The Association President costs of any program-level evaluations will be provided included in the program budget and will constitute an allowable cost. 4. Unless otherwise decided by the UNDP’s Executive Board/Head or other governing body, final evaluation reports and management responses, as applicable, are publicly disclosed by the recipient in accordance with UNDP rules and procedures governing public disclosure of evaluations, UNDP will forward without delay to TNC any review or evaluation report pertaining to the activities funded under this agreement, or it will inform TNC that such report is available at the UNDP’s website. 5. UNDP will each year, pursuant to its’ own regulations, rules, policies, and procedures, inform TNC about the schedule for reviews and evaluations planned for the following twelve (12) months, insofar as they concern activities funded under the Contribution. 6. The foregoing provisions regarding evaluation of projects funded under this Project will not preclude that TNC may, separately or jointly with USAID and with prior written notice to UNDP, take the initiative to evaluate or review its cooperation with UNDP under this agreement, with a copy view to determining whether results are being or have been achieved and resources have been used for their intended purposes. In furtherance of the forms and such a review, UNDP agrees to allow access for site visits by TNC, USAID and/or its agents as necessary. It is understood that such evaluation or review will not constitute a financial, compliance, or other audit of any programs, projects, or activities funded under this agreement. Costs of such evaluations or reviews will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedborne by TNC, unless otherwise agreed. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative The Board shall evaluate the Chancellor in writing at least once each year, with the exception that, during the 2017-18 school year, the Chancellor shall receive an interim evaluation in January of2018 and a final evaluation by June 30, 2018 for the time period from July 1, 2017 to June 30, 2018. Nothing in this Agreement shall include the evaluation of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using preclude the Board approved from evaluating the Chancellor more than once each year. Such performance evaluations may take place at the request ofthe Chancellor or the Board. The evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon mutually agreed upon goals and objectives, the supervisorChancellor's personal observation of job description, and any other criteria agreeable to the parties. As part ofthe evaluation process, the Chancellor will provide the Board with an annual report regarding the State ofthe District. This report will include reports regarding each ofthe District's colleges and centers. The Board's evaluation ofthe Chancellor shall be completed no later than June 30 each year. The Board shall conduct its evaluation ofthe Chancellor in closed session meetings ofthe Board. The Board President shall then meet with and provide a bargaining unit member's work and/or work product. D. copy ofthe evaluation report to the Chancellor during a closed session Board meeting. Each bargaining unit memberyear following completion ofthe evaluation process, upon his/her employment or at the beginning of parties shall mutually establish goals for the school succeeding year, whichever which shall serve as the basis for determining Chancellor's entitlement to a merit based salary increase. At the conclusion ofeach year's annual evaluation (including the initial interim evaluation scheduled for January 2018), the Board shall determine in writing on the Chancellor's evaluation form whether or not the evaluation is later"satisfactory" or "unsatisfactory." Ifthe Board determines that the Chancellor's evaluation is "satisfactory" or better, the Chancellor shall be apprised of entitled to: (1) the general criteria upon which he/she will be evaluated COLA increase as set forth in section 3; (2) a merit based salary adjustment as set forth in section 3; and (3) a 403b Contribution as set forth in section 10. Ifthe Board determines that the Chancellor's evaluation is "unsatisfactory," the Chancellor's base salary shall remain unchanged. Ifthe Board fails to evaluate the Chancellor in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit membertimely fashion, the immediate supervisor will meet with Chancellor shall remind the member to discuss progress Board ofthese time line requirements and job performance. E. All annual evaluations the Board shall be reduced to writing, and thereafter promptly evaluate the Chancellor. The Board shall publicly report whether the Chancellor's evaluation is "satisfactory" or "unsatisfactory," so that the public is informed regarding whether or not the Chancellor has received a copy shall be given to the bargaining unit membersalary adjustment. If the bargaining unit member disagrees Board determines that the Chancellor's evaluation is unsatisfactory, the Chancellor, in collaboration with the evaluationBoard, he/she may submit a written response will prepare an action plan, if necessary, which shall will address areas identified as needing clarification, emphasis or improvement. The action plan will be attached included as an addendum to the file copy of the evaluation in question. F. report. If a supervisor believes a bargaining unit member is doing unacceptable workjointly prepared action plan cannot be agreed upon, the reasons therefore Board in its sole discretion shall be set forth in writing within a reasonable time after issue the deficiencies are noted. G. Following each written summative evaluation, which shall include action plan. The Chancellor and the right to a conference with the evaluator at the employee's request, the bargaining unit member Board shall sign and be given a copy of the evaluation report form prepared by the evaluatorand action plan. In no case The Chancellor shall the bargaining unit member's signature be construed have ten (10) days from receipt of any evaluation to mean that he/she necessarily agrees with the contents of respond in writing to the evaluation. H. All . Evaluations and action plans relating to the Chancellor and any written evaluation documents are to comments in response shall be placed in the bargaining unit memberChancellor's personnel file. The evaluation form may procedures and requirements set forth in this Agreement shall be revised the exclusive means by which the Chancellor is evaluated and are intended to supersede any other provisions concerning evaluation that might exist in applicable law or by virtue of any District rules, regulations, policies or other agreements. The Chancellor shall provide timely written reminders to the Board of all evaluation time line requirements to assist with implementation of timely evaluations. A failure to properly or timely evaluate the Chancellor shall not preclude the Board from giving notice oftermination in accordance with Section 17 of this Agreement nor shall it constitute a default by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedDistrict. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative The purpose of evaluation for probationary employees is to assess their performance in judging whether the employee should be placed in a continuing employment status. B. The purpose of evaluation for continuing employees is to: 1) Assist and encourage employees in improving their skills and performance. 2) Assess performance of those receiving promotions or new placements. 3) Assess performance where there is a concern about performance that may lead to a Performance Improvement Plan or a recommendation for termination for unsatisfactory performance. C. Evaluations will be conducted as required by law. D. Evaluations shall include the evaluation of be conducted by the employee's total performance in immediate supervisor or other administrator. If the evaluator is other than the employee's immediate supervisor, the Employer shall, as soon as possible, notify the employee to be evaluated who his/her assigned position. B. An annual written summative evaluation evaluator is to be. If there is to be more than one evaluator, the employee shall be performed on each member notified of the bargaining unit role of each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performanceevaluator. E. All annual evaluations shall The criteria and format for evaluation will be reduced to writing, and a copy shall be given to determined by the bargaining unit memberEmployer. If the bargaining unit member disagrees with the evaluationa new instrument is developed, he/she may submit a written response which all employees shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given receive a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given document thirty (30) workdays for input days prior to its implementation. Employees . F. All evaluations shall be in writing and an opportunity will be given copies offered to the employee to review the evaluation with the evaluator. All evaluations citing deficiencies (less than satisfactory performance) shall include recommendations as to how the performance of the evaluation form at the beginning employee can be improved. All employees shall receive a copy of the year in which they will be evaluatedtheir evaluation. G. When an employee does not agree with his/her evaluation, the employee shall be given the opportunity to attach a written statement to the evaluation. This statement shall be signed by the employee. H. Each evaluation shall include the statement: "I understand that my signature is not intended to indicate my agreement with the evaluation, but is simply to provide the required record that I have read this evaluation and that I have been offered an opportunity to discuss this evaluation with my evaluator. I also recognize my right to attach comments concerning this evaluation to this document..." I. Bargaining unit members Evaluations, where applicable, will include input from other appropriate District employees. J. The contents of employee evaluations shall not be required subject to self-evaluatethe grievance procedure.

Evaluation. A. An annual written summative All Certified Employees members shall be evaluated in accordance with the District’s adopted evaluation shall include the evaluation of the employee's total performance in his/her assigned positionprocedures and applicable Oregon Revised Statutes. B. An annual written summative evaluation Evaluation reports shall be performed on each member maintained in the personnel files of the bargaining unit each calendar year using the Board approved District. An evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees report shall be based upon placed in the supervisor's personal observation of a bargaining unit Certified Employee’s member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at ’s personnel file only after the beginning of Certified Employee member has been given an opportunity to review and sign the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit memberreport. If the bargaining unit a Certified Employee member disagrees with the contents of an evaluation, hethe Certified Employee member may appeal to the superintendent or his/she her designee. C. No award based upon findings that the evaluation procedure was violated may submit overturn the Board’s nonrenewal decision if such would result in giving a written response Certified Employee member “contract” status under ORS Chapter 342. However, if a third year probationary Certified Employee member is to be recommended for “non-renewal” due to a performance deficiency, the district will provide evidence that support strategies have been provided prior to Board action. The Board decision on non-renewal will be final. D. The District shall notify the Association when a Certified Employee member is placed on a Pprogram of Aassistance for Iimprovement, as defined in ORS 342.850, unless the Certified Employee member specifically indicates that the Association should not be notified. Failure to notify is considered a technical procedure, which shall not cause the overturning of a dismissal, non-extension of contract, non-renewal of contract or a disciplinary action unless the Certified Employee member suffered a substantial and prejudicial impairment in the Certified Employee’s member's ability to comply with school district standards. A Pprogram of Aassistance for Iimprovement shall be attached in writing and shall, with reasonable specificity, include the following: a. The nature of the deficiencies. b. Expectations for improved performance. c. Assistance to be provided. d. Assessment techniques anticipated and, e. Timelines for completion and progress conferences. At the time a Pprogram of Aassistance for Iimprovement is initiated, a conference shall be held between the evaluator and the Certified Employee member and the Certified Employee’s member's Association approved representative, if desired by the Certified Employee member. The Certified Employee member can request clarification of any element of the Pprogram of Aassistance for Iimprovement at this time. E. In accordance with Oregon law, if peer assistance is utilized, it shall be voluntary. No witness or document related to the file copy peer assistance or the record of peer assistance shall be admissible in any proceeding before the Fair Dismissal Appeals Board, or in a probationary Certified Employee member nonrenewal hearing before the School Board under ORS 342.835, without the mutual consent of the evaluation in questionDistrict and the Certified Employee member provided with peer assistance. F. If Surveys are encouraged as a supervisor believes a bargaining unit means of providing feedback to Certified Employees members for continued professional development. No anonymous or student surveys or rankings will be used in summative Certified Employee member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared evaluations unless mutually agreed upon by the Certified Employee member and evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include It is the evaluation responsibility of the employeeBoard to evaluate the performance of paraprofessionals. Evaluations will be conducted by the paraprofessional's administrator in collaboration with the supervising teacher(s). The overall evaluation will be based on the paraprofessional's total performance in his/her assigned positionactivities. B. An annual written summative evaluation shall The paraprofessional will be performed on each member appraised of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual specific evaluative procedures and criteria prior to conducting any formal evaluation. C. Evaluation Paraprofessionals with less than one (1) year's seniority will be evaluated at least once during their probationary period and before the end of the first year. ▇. ▇▇▇▇▇▇ paraprofessionals will be evaluated at least once per year, practitioner and mastery level employees shall be based upon the supervisor's personal observation evaluated at least once every third year. The levels of a bargaining unit member's work and/or work product. D. Each bargaining unit membernovice, upon his/her employment or at the beginning of the school year, whichever is later, practitioner and mastery shall be apprised of as provided in the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performanceevaluation instrument. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given The paraprofessional will receive a copy of the completed evaluation(s) and will sign the evaluation report form prepared to indicate they have seen it. The evaluation conference, by mutual agreement, may be scheduled outside the regular workday. F. Prior to placement of the formal evaluation in the employee's personnel file, the paraprofessional may include comments on the evaluation within five (5) working days. These written comments shall be incorporated into the evaluation and placed in the paraprofessional’s personnel file with the paraprofessional, the evaluators and a signature by the evaluatorcollaborating teacher, if participating. In no case shall No changes may be made thereafter unless initialed by the bargaining unit member's signature parties. G. If a paraprofessional is placed on an improvement plan, the paraprofessional must show progress towards meeting the established goals. If the goals are not met, the paraprofessional may be construed subject to mean that he/she necessarily agrees with the contents of the evaluationcorrective discipline up to and including dismissal. H. All written The evaluation documents of paraprofessionals and the criteria used are not subject to the grievance and arbitration procedures. It is understood, however, that any discipline of non- probationary paraprofessional due to an adverse evaluation is subject to the grievance procedure. I. A joint paraprofessional/administrator committee will develop and recommend to the Superintendent a form to be placed used in the bargaining unit member's personnel fileevaluations. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President committee will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies make periodic review of the evaluation form at and provide the beginning of the year in which they will be evaluatedSuperintendent with suggested changes. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include 7.1 The District, represented by an appropriate administrator, retains responsibility for the evaluation and assessment of performance of each faculty member. Such responsibility shall be exercised in a manner consistent with the employee's total performance in his/her assigned positionfollowing procedural guidelines. B. An annual written summative 7.2 The evaluation process shall follow the administrative regulations (Appendices M, N, and O). 7.3 District and Association approval shall be performed on required before changes to the evaluation process, as outlined in the Administrative Regulations, and/or changes to evaluation forms are made. If the District and Association deem it necessary, a joint District Administration and Faculty Association Evaluation Committee composed of three members from each group shall consult and attempt to agree upon procedures, objectives, standards, forms and assessment methods to be used for tenured, probationary and hourly faculty. 7.4 Techniques of evaluation may include observation, peer review, self-appraisal, and student appraisal, except that peer review must be used as a component of tenured, probationary and hourly faculty evaluation. Peer review is defined as input to the evaluation process by an academic member of the bargaining unit faculty. 7.5 Each evaluator shall be encouraged to make formal recognition of areas of exemplary performance on the part of the faculty member being evaluated in the written evaluation. Should the evaluator note specific deficiencies in the evaluation, reasonable assistance shall be provided the faculty member being evaluated in developing a plan to correct the deficiencies. 7.6 Upon completion of the written evaluation and prior to the time such evaluation is placed in the file of the faculty member being evaluated, the faculty member shall be provided an opportunity to meet with each calendar year using evaluator and discuss the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees 7.6.1 The faculty member being evaluated shall be based upon provided a copy of the supervisor's personal observation of a bargaining unit member's work and/or work productwritten evaluation prior to the meeting. D. 7.6.2 Each bargaining unit member, upon his/her employment or at evaluator and the beginning of faculty member being evaluated shall sign the school year, whichever is later, final evaluation as an indication that the meeting took place. 7.6.3 The faculty member being evaluated shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member provided up to discuss progress and job performance. E. All annual evaluations shall be reduced ten (10) days to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit prepare a written response which to the evaluation. Such response shall be attached to the personnel file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written 7.6.4 A report of student evaluation documents are shall be available to department chairs and appropriate academic administrators as an input to the overall evaluation process. No later than the second week of the semester following the semester the student evaluation takes place, the student evaluation report shall be returned to the faculty member. Student evaluation reports shall not be placed in the bargaining unit faculty member's personnel file. The evaluation form may be revised file unless requested by the Administration to be consistent with job classification duties. faculty member. 7.7 The Association President will be provided with a copy subjective decisions of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members evaluators shall not be required subject to self-evaluateArticle 12, Grievance Procedures. 7.8 Evaluation forms (Committee/Department Chair Evaluation Report of Certificated Personnel and Certificated Personnel Evaluation Report) shall be found in Appendix S. 7.9 The procedure for evaluation shall be found in Appendices M, N, and O and in Administrative Regulations pertaining to Human Resources.

Evaluation. A. 12.1 Employees shall be subject to periodic performance evaluations. Employee performance evaluations are for the purpose of evaluating individual employee performance and for providing guidance for performance development and improvements. An annual written summative evaluation shall include employee and the evaluation appropriate administrator, upon the request of either, also may meet informally to discuss any concerns either may have regarding the employee’s performance. Such meetings are not considered performance evaluations and therefore are not subject to the provisions of this Article. 12.2 Evaluations should be a review of the employee’s performance, written by a non- bargaining unit evaluator, and based upon job-related criteria, including input from the employee and the employee's total performance in his/her assigned positionbargaining unit Supervisor where appropriate. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual 12.3 Performance evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which and shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit memberemployee's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will employee shall be provided with a copy of the forms official performance evaluation which is to be placed in their personnel file prior to such placement. 12.4 A permanent employee shall be evaluated at least annually. 12.5 A probationary employee shall be evaluated within two (2) weeks of having completed the sixth (6th) and will eleventh (11th) month of the probationary period. 12.6 A temporary employee shall be evaluated at least once every appointment period, but not less than once per year. 12.7 Evaluations shall be signed by the evaluator and the employee. The employee’s signature indicates that the employee has reviewed the evaluation with the evaluator, but does not necessarily indicate agreement with the content of the evaluation. 12.8 The employee shall be given thirty up to five (305) workdays for work days to review the draft evaluation and provide input, if any, to the evaluator. 12.9 The evaluator shall consider the input provided pursuant to provision 12.8 above in preparing the final performance evaluation, and prior to implementation. Employees will placing it in the employee’s personnel file. 12.10 The employee shall be given copies of the opportunity to discuss the evaluation form in a meeting with the appropriate administrator. Such a meeting shall take place at a mutually acceptable time and location. The performance evaluation of an individual with an overall performance rating of below satisfactory shall provide an explanation for the beginning of the year in which they will be evaluatedrating. I. Bargaining unit members 12.11 If an employee disagrees with the written performance evaluation, the employee may submit a rebuttal statement which shall be attached to the written performance evaluation and placed in the personnel file. The employee may also request a second meeting with a union representative present to further discuss the evaluation. Such a meeting shall take place at a mutually acceptable time and location. 12.12 An employee may request to discuss an evaluation with the evaluator’s supervisor. Such requests shall not be required unreasonably denied. 12.13 The term "evaluator" as used in this Article refers to selfthe non-evaluatebargaining unit person designated by the appropriate administrator to conduct the performance evaluation of an employee. 12.14 The content of performance evaluations shall not be subject to the provisions of Article 9, Grievance Procedure.

Evaluation. A. An annual written summative evaluation Each employee shall include be appraised of their responsibilities. They shall be informed of the evaluation criteria upon which they will be evaluated and who is responsible for the evaluation. Classified evaluations shall be completed by administrative or non-bargaining unit supervisory staff of the District with relevant input from other staff. B. During the probationary period (as defined in Article 3 Section D) probationary employees shall demonstrate ability to perform the duties of the position for which they were hired. At the expiration of the probationary period, if in the opinion of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on each member ’s supervisor the employee is not performing the duties of the bargaining unit each calendar year using position satisfactorily, that employee will be dismissed. The District shall have the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted right to discharge any employee at any time during the annual evaluationprobationary period and this right shall not be subject to the grievance procedure. C. Evaluation of All regular employees shall receive a written evaluation from their supervisor at least once every two years. The evaluation will be based upon completed by May 15th of the supervisor's personal observation school year in which it is Grants Pass School District No. ▇ ▇▇▇▇-▇▇▇▇ Classified Agreement prepared except in cases of a bargaining unit member's unsatisfactory performance under Section E when the evaluation will be completed no later than the employee’s last work and/or work productday of the fiscal year. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she The evaluation will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet discussed with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writingemployee, signed by the supervisor, and a copy shall be given to the bargaining unit memberemployee. If the bargaining unit member disagrees with The employee’s signature only reflects receipt of the evaluation, he/she may submit not agreement with the contents. The employee shall have the right to have a written response which shall be rebuttal attached to the file copy evaluation and placed in the personnel file. The observations, findings and conclusions of the evaluation in questionevaluator are not subject to grievance. E. In accordance with best practices, efforts shall be made to resolve unsatisfactory performance at the lowest level possible first. Examples include, speaking with an employee first, placing an employee on focused goals, and letters of expectation. This section shall not be the basis for a grievance. F. If a supervisor believes a bargaining unit member is doing unacceptable workin the opinion of the employee’s supervisor, the reasons therefore shall services of a regular employee are unsatisfactory, the employee will be set forth in writing within a reasonable time after so notified and the deficiencies are noted.following procedures will be implemented: G. Following each written summative evaluation, which shall include the right to 1. The District will: a. Conduct a conference with the evaluator employee, the Association's representative if the employee so requests, and the supervisor; b. Inform the employee orally and in writing of the deficiencies; c. Detail the expectations of the supervisor; d. Detail the assistance that will be provided by the District; e. Inform the employee that the necessary improvements must be made within a specified number of working days, or that a recommendation will be made for dismissal. If the deficiency is related to performance standards, the specified number of days shall be no less than 30 working days. If the deficiency is related to the Workplace Expectations (i.e., Attendance/Punctuality, Personal Appearance, Following Policy/Directives, or Safety Practices), then the specified number of days may be less than 30 working days. 2. On the date specified to the employee at the employee's requestinitial meeting, the bargaining unit member shall sign employee will again be notified orally and in writing as to his/her progress. If the improvement is not satisfactory, a recommendation may be given a copy made for dismissal and the reasons therefore furnished to the employee in writing. If satisfactory improvement has been made, the employee will be so advised in writing. 3. If dismissal of the evaluation report form prepared employee is recommended or effected by the evaluatorsupervisor, the procedures applicable in ORS 332.544 and 243.650 may be pursued. In no case The procedures described in paragraph 3 are not subject to the Article 18 grievance procedure. G. No regular employee shall receive an overall “unsatisfactory” on their status recommendation without implementing the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents procedures outlined in Subsection E of the evaluationthis Article. H. All written Disputes over evaluation documents are to procedures can be placed in resolved through the bargaining unit member's personnel fileArticle 18, Grievance Procedure. The evaluation form may be revised by the Administration to be consistent with job classification dutiesGrants Pass School District No. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self▇ ▇▇▇▇-evaluate.▇▇▇▇ Classified Agreement

Evaluation. A. An annual written summative The Parties agree that the main aims of evaluation are to ensure that workload duties are being performed satisfactorily and to improve the quality of teaching or research by assisting the Employee to develop her skills. There shall include be three types of evaluation conducted by the Employer, informal evaluations, formal evaluations, and student evaluations. Reasonable methods shall be used in conducting evaluations in the context of this Article. For every appointment there shall be an informal evaluation based on criteria relevant to the Unit in which the appointment is held and relevant to the nature of the employee's total performance duties required by the appointment. of this Article shall not be used as a in his/reaching decisions on hiring except provided for in Informai Evaluation The informal evaluation cannot take place earlier than the of the appointment and shall be conducted by the Employee’s immediate Supervisor. An Employee in a supervisory position shall pass on the responsibility of conducting the evaluations to her assigned position. B. An annual written summative immediate Supervisor. The results of the informal evaluation shall be performed on each member set out in writing and shall conclude in one of the bargaining unit each calendar year using following findings: a) the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies performance is excellent, that all the requirements are noted during met and the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning quality of the school yearperformance exceeds expectations; the performance is satisfactory, whichever is laterthat is, shall be apprised all the requirements are met and the quality of the general criteria upon which he/she will performance meets expectations; the performance is satisfactory, but one or more minor deficiencies exist and should be evaluated in a meeting with his/her immediate supervisor. Upon corrected; or the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, performance is seriously deficient and a copy formal evaluation is therefore requested. The Employee shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the informal evaluation report form prepared by and have an opportunity to discuss the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees results with the contents of person conducting the evaluation. H. All written evaluation documents are to be before the evaluation is placed in the bargaining unit member's personnel fileEmployee’s Personal File. The Any written comments the Employee may wish to make about the evaluation form may shall be revised by attached to the Administration to be consistent with job classification duties. The Association President will be copy of the evaluation that is placed in the Employee’s Personal File, provided with the Employee delivers a copy of the forms comments to the appropriate Unit authority and requests that her written comments be attached to the copy of the informal evaluation, Formal Evaluation A formal evaluation can take place only if it is requested pursuant to The formal evaluation will take place before the end of the Employee’s contract, it being understood that where possible enough time should elapse between the informal and the formal evaluation to permit the Employee to address the concerns expressed in the informal evaluation. Such an evaluation shall be given thirty (30conducted by the Department Chair of the Unit where the Employee is employed, it being understood that where the Department Chair is also the Supervisor, the formal evaluation shall be conducted by the ▇▇▇▇ of the faculty where the Employee is employed, or her delegate. Prior to the formal evaluation of any Employee, the Employer shall consult with the Employee concerning the time and criteria to be used. The formal evaluation shall conclude with one of the following findings: a) workdays for input the performance is excellent, that is, all the requirements are met and the quality of the performance exceeds expectations; the performance is satisfactory, that is, all the requirements are met and the quality of the performance meets expectations; the performance is satisfactory, but one or more minor deficiencies exist and should be corrected; the performance is seriously deficient, and the deficiencies must be corrected prior to implementation. Employees will be given copies of the next informal evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.but no discipline is recommended; or

Evaluation. A. An annual written summative Evaluations of faculty are conducted during periods of active employment according to the following processes.-These processes may be altered if mutually agreed to by the Faculty Association and the College President and the Vice President Academic. Each evaluation shall process will involve the distribution and collection of an approved student questionnaire that is scored by an approved third party. The student questionnaire must include the standardized college questions. No student evaluation results (either student evaluation scores or copies of students' written comments) shall be forwarded to the until after the final grades for the being evaluated have been submitted to Student Services. Full-time instructors are on probation for the first two years of their appointment. Full-time instructors completing probationary requirements shall be evaluated twice per year in different semesters. Evaluations shall occur four times over the two years. A full-time probationary instructor who, for any reason during a given semester, receives no teaching assignment may be evaluated during a later semester. The evaluation procedures are as follows: a) The ▇▇▇▇ is responsible for setting up the evaluation team for each full-time probationary instructor in division. An evaluation team shall be selected as follows: The ▇▇▇▇. whose are to: Coordinate the evaluation Consult with the faculty member being evaluated as to in which course the classroom visitation will occur Notify the instructor of the employee's total timelines of the evaluation, including the date of the classroom visit; at least three days notice must be given Visit the classroom of the to observe teaching skills, interaction with students, and presentation of subject matter. The Vice President Academic may conduct the classroom assessment in place of the ▇▇▇▇, in which case the Vice President Academic also becomes part of the evaluation team. Provide information to the evaluation committee regarding the professional performance and activities. Convene the evaluation team to formulate the evaluation report Prepare the evaluation report based on the recommendations of the team Meet with the for the purpose of discussing the evaluation re the team members have read and signed the report Present the report to the Vice President Academic for signature Medicine Hat College Contract Board Association, July to June I Article continued A full-time regular instructor chosen by the whose responsibilities are to: Provide assistance to the in his/her assigned position. B. An annual written summative selecting additional questions for the student questionnaire. Attend evaluation shall be performed on each meetings as requested by the ▇▇▇▇ Participate as a member of the bargaining unit each calendar year using evaluation team in determining the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning outcomes of the school yearevaluation and preparing the recommendations and commendations for the evaluation report A full-time regular instructor from a different division, whichever selected by the ▇▇▇▇, whose responsibilities are to: Administer the student questionnaire, from a class time which is laterdifferent, if possible, from the class visited by the ▇▇▇▇ or Vice President Academic Deliver the completed student questionnaire to the administrative assistant who then forwards the envelope of student questionnaires to the approved third party for tabulation Receive the returned sealed envelope from the approved third party (via the administrative assistant) Type the comments contained on the student evaluation forms Attend evaluation meetings complete an evaluation summary as requested by the ▇▇▇▇ Participate as a member of the evaluation team in determining the outcomes of the evaluation and preparing the recommendations and commendations for the evaluation report The evaluation report shall include commendations and recommendations. The evaluation report must clearly describe the instructional abilities and professional activities of the including suggestions for improvement, if necessary. Each member of the evaluation team shall review the evaluation report and, if it is found to be acceptable, shall be apprised sign the report. If a member of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet evaluation team does not agree with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writingreport, and may sign a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response dissenting opinion which shall will be attached to the file copy of evaluation report. After the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work▇▇▇▇ has met with the and reviewed the report, the reasons therefore shall be set forth in writing within a reasonable time after requested to sign the deficiencies are noted. G. Following each written summative evaluation, which shall include the right report to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of acknowledge that it has been reviewed. The signature only indicates that the evaluation report form prepared has been reviewed by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she and does not necessarily agrees indicate agreement with the contents of the evaluationopinions offered. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include the The parties agree that parents, students, or other District employees will not be used to evaluate employees. No test scores or test results of any kind will be used to evaluate employees. 24.1. All monitoring and evaluation of the employee's total work of each Bargaining Unit Member shall be conducted in person and with the full knowledge of the Bargaining Unit Member. Evaluation shall be understood to be a continual process which takes place formally and informally in regard to the overall performance in of the Bargaining Unit Member. Any informal observation which may be deemed by the Employer to be of a sub–standard performance level shall be brought to the attention of the Employee within five (5) Employee working days. Any observation which is not documented and brought to the attention of the Employee within the five (5) working day limit shall not be used as a basis for the formal evaluation. 24.2. Formal evaluations shall be conducted on probationary Employees a minimum of once during the probationary period. The Bargaining Unit Member will be given through his/her assigned position. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general job description basic criteria upon which he/she will be evaluated. Bargaining Unit Members who are not probationary Employees shall be formally evaluated in a meeting with his/her minimum of one (1) time per school year. All formal evaluations shall be by the Bargaining Unit Member’s immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. 24.3. All annual evaluations shall be reduced to writing, writing and a copy shall be given to the bargaining unit memberBargaining Unit Member within ten (10) days of the date the evaluation is completed. If the bargaining unit member Bargaining Unit Member disagrees with the evaluation, he/she may submit a written response response, which shall be attached to the file copy of the evaluation in question. F. . If a supervisor believes a bargaining unit member Bargaining Unit Member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after specific terms, as shall an identification of the deficiencies are notedspecific ways in which the Bargaining Unit Member is to improve, and of the assistance to be given by the Employer towards that improvement. G. 24.4. Following each written summative formal evaluation, which shall include the right to a conference with the evaluator at the employee's requestevaluator, the bargaining unit member Bargaining Unit Member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's Bargaining Unit Member’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. . A Bargaining Unit Member may submit additional comments to the written evaluation if he/she so desires. All written evaluation documents evaluations are to be placed in the Bargaining Unit Member’s personnel file. At the completion of the probationary period, an evaluation of the Bargaining Unit Member’s work shall be completed, following the procedures of this provision. 24.5. In the event a Bargaining Unit Member is not continued in employment, the Employer will advise the Bargaining Unit Member of the specific reasons therefore in writing with a copy to the Association. 24.6. The evaluation document shall be in a narrative form based on the duties identified in the Employee’s job description and as assigned by the Employee’s supervisor. If no evaluation is completed in a given year, the bargaining unit member's personnel file. The evaluation form may ’s performance shall be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays deemed satisfactory for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedthat year. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative The District shall prepare and issue at least one evaluation report annually regarding the work performance of an employee. The report shall include be based upon at least one classroom observation. If an employee is not assigned to a classroom, the evaluation observation will be made in an appropriate job related setting. The Administration shall have sole responsibility of evaluating the work of the employee. The Administration shall propose and issue the report(s). At least one report shall be issued on or before May 1. 15.1 Seniority is the length of service within the District measured from the employee's date of hire. A probationary employee is considered to be without seniority until the end of the employee's total performance in his/her assigned positionprobationary period. B. An annual written summative evaluation 15.2 Layoff shall be performed on each member defined as a reduction in the work force occasioned by reasons other than voluntary termination or (disciplinary) discharge of employees. Circumstances at cause for a reduction in force shall be a cut in school funding by action of the bargaining unit each calendar year using legislative body causing the Board approved evaluation forms. Additional evaluations during elimination of one or more positions, or the termination or change of a school year may be conducted if deficiencies are noted during SPED IEP calling for the annual evaluationassignment of an employee. C. Evaluation 15.3 The Board shall provide any employee to be laid off at least thirty- (30) day’s notice of employees the layoff. An exception to such notice may occur in circumstances relating to SPED. 15.4 If a layoff is necessary the least senior employee (s) affected shall be based upon the supervisor's personal observation of laid-off…least senior employees first. In cases where an employee has a bargaining unit member's work and/or work productspecialized skill called for in an IEP, seniority will not be criterion. D. Each bargaining unit member15.5 The Board shall prepare, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated deliver and post in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given conspicuous place to the bargaining unit member. If employees, on a semi- annual basis, a seniority list for the bargaining unit member disagrees with the evaluation, he/she may submit a written response which unit. The Board shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given also deliver a copy of the evaluation report form prepared by seniority list to the evaluatorCESPA President. In no case Such notification shall be made during the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents months of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification dutiesSeptember and March. The Association President will be provided with a copy of shall review the forms list and will be given bring to the Board's attention any errors therein or omissions there from within thirty (30) workdays days of its receipt. 15.6 An employee upon termination, resignation, or retirement shall lose seniority. Upon transfer to a non-bargaining unit position, an employee's seniority shall be suspended, subject to renewal when the employee returns to a position within the bargaining unit. This option will last for input prior twelve 15.7 Employees shall be eligible for recall for up to implementationtwelve (12) months. Employees will shall be recalled in reverse order of layoff. No new employee shall be hired to a vacant position(s) unless laid off employees have been given the opportunity for recall. It is the responsibility of the employee to inform the District when she/he no longer wishes to be eligible for recall. It is the responsibility of the District to keep the employee informed of her/his current status. 15.8 Laid off employees shall be given copies of the evaluation form at the beginning of the year priority consideration for substitute positions in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.their classification. ARTICLE SIXTEEN INTENT TO NEGOTIATE

Evaluation. Section A. An annual Evaluation of professional employees is the systematic procedure described in the State Evaluation documents entitled Framework for Evaluation and Professional Growth (Comprehensive Assessment, Focused Assessment, Special Groups State Model, Library Information Specialist Model); and Board documents entitled Assistant Principal Evaluation Process, Principal Review and Evaluation Process, and Employee Performance Evaluation Process. Employee Performance Evaluation Process is used for Administration. 1. All professional employees shall be informed of their evaluator(s), the general criteria, the administrative procedures, and the instrument(s) concerning professional evaluation. 2. Any written summative evaluation will be confidential and will be reviewed in private by the evaluator and the professional employee. 3. Written evaluations shall be based on information gathered openly during formal or informal observations and other general criteria referred to in Paragraph 1 of this section. 4. Written plans of development or competencies identified as needing improvement should have specific recommendations for improvement. These plans of development should include growth and improvement objectives identified by the evaluation of professional employee and the employee's total performance immediate supervisor. These plans will be developed jointly by the professional employee and the immediate supervisor and will be approved and finalized by the immediate supervisor. Probationary teachers are to develop these plans in consultation with their principal, and may include their assigned mentor. 5. If a professional employee is assigned outside his/her assigned positionjob classification, the evaluator shall note this fact on the evaluation form. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member6. If the bargaining unit member professional employee disagrees with the evaluation, he/she the professional employee may submit a written response statement, which shall must be attached to all file copies. Professional employees evaluated outside their normal evaluation cycle will be given reasonable notice. 7. The professional employee and the file copy evaluator shall sign the evaluation form. The signature of the professional employee does not indicate approval of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, but only that the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign professional employee has reviewed and be given received a copy of the evaluation report form prepared by at the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluationmeeting. H. Section C. The evaluation summative report for tenured teachers rated unsatisfactory will be completed by March 15. All written evaluation documents are to others will be placed in the bargaining unit member's personnel filecompleted by May 15. The principal is responsible for the final evaluation form decision. Section D. Professional employees will be notified at least two working days in advance when their formal observation and evaluation will occur, if feasible and practical. Section E. Professional employee evaluations as described in Section F that are unsatisfactory may be revised by appealed through the Administration to be consistent with job classification duties. The Association President will be procedure as outlined in Section G provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies that elements of the evaluation form at the beginning components are incongruent or there are alleged violations of the year in which they will be evaluatedprovisions of Sections B, C, or D of this Article. I. Bargaining unit members Section F. During the term of this agreement, the Board and Association mutually agree to a summative evaluation process that may include, but is not limited to, growth in student learning (if allowable by law), observation of teacher practice with immediate observation feedback, stakeholder perceptions, and professional employee knowledge of subject matter related to the professional employee’s job assignment. The parties will mutually agree to the weighted amounts each input shall not have in the summative evaluations. Other inputs to teacher evaluation may be required included if mutually agreed to self-evaluateby the parties in writing.

Evaluation. A. An annual written summative evaluation The Board shall include evaluate and assess the performance of the Superintendent at least annually during the term of this agreement. Within sixty (60) days of the commencement of each year of this Agreement, the Board and the Superintendent shall meet to discuss and reach agreement on the Superintendent’s goals for the year and the instrument to be used for the evaluation of the employee's total performance Superintendent, as such evaluation instrument may be amended by the Board from time to time as set forth below. Said evaluation and assessment shall be reasonably related to the goals and objectives of the District for the year in his/her assigned positionquestion. The evaluation instrument shall be reasonably objective and shall contain at least the following criteria: educational leadership, organizational management, community and board of education relations, and personal and professional qualities and relationships. The Board shall meet and discuss any proposed amendment to the evaluation format with the Superintendent and attempt in good faith to agree on such amendment. The Board shall adopt an evaluation format within ninety (90) days of the commencement of each year of this agreement. B. An annual The Board shall evaluate the Superintendent prior to the expiration of each year during the term of this Agreement. At least thirty days prior to the Superintendent’s evaluation, the Superintendent shall provide the Board a self-appraisal using the evaluation instrument, and the Board shall take this self-appraisal into account in conducting its evaluation of the Superintendent. Prior to preparing any written summative evaluation, the Board shall discuss the Superintendent’s performance with her in executive session unless the Superintendent requires that such discussion be held in open session. A copy of any written evaluation shall be performed on each member delivered to the Superintendent within ten (10) days of its completion, and the bargaining unit each calendar year using Superintendent shall have the Board approved right to submit a written response to any such written evaluation forms. Additional evaluations during which shall become a school year may be conducted if deficiencies are noted during permanent attachment to the annual evaluationSuperintendent’s personnel file. C. Evaluation of employees shall be based upon In the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at event that the beginning Board determines that the performance of the school yearSuperintendent is deficient in any respect, whichever is laterit may describe any performance concerns in writing in reasonable detail, shall be apprised indicating specific instances where appropriate. In addition, the Board President may appoint a committee of not fewer than two (2) members of the general criteria upon which he/she will be evaluated Board to meet in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet executive session with the member Superintendent and endeavor to discuss progress assist the Superintendent in improving her performance as to such matters. Said committee may report to the full Board on its activities and job performance. E. All annual evaluations shall be reduced to the results thereof, either verbally or in writing, and a copy of any written report shall be given provided to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in questionSuperintendent. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation The Board shall include evaluate the evaluation performance of the employee's total performance Superintendent at least once a year in his/her assigned position. B. An accordance with statutes, regulations and Board policy relating to Superintendent evaluation. Each annual written summative evaluation shall be performed on each member in writing and shall represent a majority of the bargaining unit each calendar year using Board. A copy of the evaluation shall be provided to the Superintendent, and the Superintendent and the Board approved shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation forms. Additional evaluations during and the Superintendent’s performance where a school year may Rice notice has been served upon the Superintendent, giving notice that the Superintendent’s employment will be discussed in closed session, and the Superintendent has not requested that the meeting be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees in public. The evaluations shall be based upon the supervisorcriteria adopted by the Board, the goals and objectives of the district, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, the district’s placement on the NJQSAC continuum (with respect to those DPRs that are within the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the Superintendent's personal observation personnel file upon the Superintendent's request. On or before September 1, 2017, and on or before June 1st of each year of this Employment Contract, the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. The Superintendent shall propose a bargaining unit member's work and/or work productschedule for evaluation for the next year to the Board President by the annual organization meeting each year. D. Each bargaining unit member, upon his/her employment or at the beginning B. Within sixty (60) days of the execution of this Employment Contract, the parties shall meet to establish the district's goals and objectives for the ensuing school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress Said goals and job performance. E. All annual evaluations objectives shall be reduced to writing, writing and a copy shall be among the criteria by which the Superintendent is evaluated, as hereinafter provided. On, or prior to, June 1 of each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions regarding the Superintendent's employment, unless the Superintendent is given written notice at least 48 hours in advance. In addition, the Board shall not hold any discussions with regard to the bargaining unit member. If Superintendent's performance, or that may adversely affect the bargaining unit member disagrees with Superintendent's employment, in public session, unless the evaluationSuperintendent requests that such discussions be held in public session, he/she may submit a written response which shall be attached pursuant to the file copy of the evaluation in questionOpen Public Meetings Act. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include the evaluation of the employee's total performance in his/her assigned position.a. Contract Faculty Evaluation B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting i. Commencing with his/her immediate supervisorfirst contract, a contract faculty member shall be subject to formal evaluation in accordance with this Article, to a maximum of two (2) separate evaluations per academic year. ii. Upon the request Contract faculty evaluations will include all elements of a bargaining unit memberprobationary regular faculty evaluation, the immediate supervisor excluding regular faculty service requirements, and will meet be consistent with the member to discuss progress and job performancerole of a contract faculty member. E. All annual iii. Where a contract faculty member receives two (2) consecutive unsatisfactory evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluationin two (2) different semesters, he/she may submit shall be terminated at the end of his/her existing contract. b. Regular Faculty Evaluation i. Probationary Regular Faculty (1) All evaluations during the probationary period shall be as follows: (a) A minimum of once per year, but (b) No more than twice per year with a minimum of sixty (60) days between and (c) The Responsible Administrator will give the faculty member a written response evaluation report, after consultation with the current Selection Committee. The evaluation report shall explicitly state whether the faculty member is satisfactory or unsatisfactory. If the faculty member is found to be unsatisfactory for regular employment, then the evaluation report shall specify the deficiencies and shall make positive suggestions for each. The standards will be determined by the College. (2) The methods used to collect information will be provided to the faculty member in writing before the evaluation process begins, and will include the following: (a) Written faculty member peer evaluation; (b) Written student evaluations (where applicable); (c) Written self-evaluation by the probationary faculty member; (d) Other methods agreed to by the Selection Committee and by the Responsible Administrator, in which case the probationary faculty member will be informed of such other methods in writing before the evaluation process begins; and (e) Written Responsible Administrator evaluation. (3) The peer evaluator will be appointed by the Responsible Administrator or designate (i.e., Chair/Coordinator of the DDP or Chair of the Selection Committee), after consultation with the probationary faculty member and the Chair/Coordinator of the DDP. The peer evaluator shall be attached a post-probationary regular faculty member. Where possible, the peer evaluator shall be from the DDP and shall not be a member of the Selection Committee. In selecting evaluators, course expertise and DDP needs must be considered. If the probationary faculty member raises in writing an allegation of bias or conflict of interest on the part of the peer evaluator, the existence of a reasonable apprehension of bias or conflict of interest will be determined by the Responsible Administrator. If a reasonable apprehension of bias or conflict of interest is found to exist, another peer evaluator will be appointed. (4) The probationary faculty member will be allowed to read and review the file Evaluation Report. The faculty member will have five (5) working days in order to respond in writing to any errors or omissions. The Evaluation Report will then be discussed with the faculty member who will sign a copy indicating that the report has been seen. The faculty member can register agreement or disagreement with the report at this time. (5) Where an evaluation has not been done, then it will be understood that a probationary or contract faculty member has received a satisfactory evaluation. ii. Post-Probationary Faculty Developmental Evaluation (1) Post-probationary faculty developmental evaluation will be conducted in accordance with the terms and conditions of Letter of Understanding #10 Post-Probationary Faculty Developmental Evaluation. (2) The primary goals of developmental evaluation are to promote reflective practice, help individuals determine strengths and areas for improvement, and link this learning to individual professional development plans. c. Access to Information in the Evaluation File Upon request, the faculty member shall receive a copy of all written evaluations. The originals of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore materials shall be set forth in writing within a reasonable time after forwarded to the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy office of the evaluation report form prepared by Associate Vice President, Human Resources, who will determine the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees final disposition of such materials in accordance with the contents of the evaluationCollege policy and legal requirements. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. Section A. An annual written summative Evaluation of professional employees is the systematic procedure described in the State Evaluation documents entitled Framework for Evaluation and Professional Growth (Comprehensive Assessment, Focused Assessment, Special Groups State Model, Library Information Specialist Model); and Board documents entitled Assistant Principal Evaluation Process, Principal Review and Evaluation Process, and Employee Performance Evaluation Process. Employee Performance Evaluation Process is used for Administration. Section B. During the term of this Agreement any proposed changes in the above evaluation shall include procedures will be discussed with a professional employee evaluation committee established by the evaluation Board. The professional employee members of the committee appointed by the Board shall be made up of an equal number of representatives selected by the Association. 1. All professional employees shall be informed of their evaluator(s), the general criteria, the administrative procedures, and the instrument(s) concerning professional evaluation. 2. Any written evaluation will be confidential and will be reviewed in private by the evaluator and the professional employee's total performance . 3. Written evaluations shall be based on information gathered openly during formal or informal observations and other general criteria referred to in Paragraph 1 of this section. 4. Written plans of development or competencies identified as needing improvement should have specific recommendations for improvement. These plans of development should include growth and improvement objectives identified by the professional employee and the immediate supervisor. These plans will be developed jointly by the professional employee and the immediate supervisor and will be approved and finalized by the immediate supervisor. Probationary teachers are to develop these plans in consultation with their principal, and may include if appropriate, their assigned mentor. 5. If a professional employee is assigned outside his/her assigned positionjob classification, the evaluator shall note this fact on the evaluation form. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member6. If the bargaining unit member professional employee disagrees with the evaluation, he/she the professional employee may submit a written response statement, which shall must be attached to all file copies. Professional employees evaluated outside their normal evaluation cycle will be given reasonable notice. 7. The professional employee and the file copy evaluator shall sign the evaluation form. The signature of the professional employee does not indicate approval of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, but only that the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign professional employee has reviewed and be given received a copy of the evaluation report form prepared by at the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluationmeeting. H. Section D. The evaluation summative report for tenured teachers rated unsatisfactory will be completed by March 15. All written evaluation documents are to others will be placed in the bargaining unit member's personnel filecompleted by May 15. The principal is responsible for the final evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President decision. Section E. Professional employees will be provided with a copy of the forms notified at least two working days in advance when their formal observation and evaluation will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedoccur, if feasible and practical. I. Bargaining unit members Section F. Professional employee evaluations or professional employee evaluation procedures shall not be required to self-evaluategrievable or arbitrable except that alleged violations of the provisions of Section C of this Article 9 shall be grievable through the 3rd Step of the grievance procedure.

Evaluation. A. ‌‌‌ 12.1 Employees shall be subject to periodic performance evaluations. Employee performance evaluations are for the purpose of evaluating individual employee performance and for providing guidance for performance development and improvements. An annual written summative evaluation shall include employee and the evaluation appropriate administrator, upon the request of either, also may meet informally to discuss any concerns either may have regarding the employee’s performance. Such meetings are not considered performance evaluations and therefore are not subject to the provisions of this Article. 12.2 Evaluations should be a review of the employee’s performance, written by a non- bargaining unit evaluator, and based upon job-related criteria, including input from the employee and the employee's total performance in his/her assigned positionbargaining unit Supervisor where appropriate. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual 12.3 Performance evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which and shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit memberemployee's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will employee shall be provided with a copy of the forms official performance evaluation which is to be placed in his/her personnel file prior to such placement. 12.4 A permanent employee shall be evaluated at least annually. 12.5 A probationary employee shall be evaluated within two (2) weeks of having completed the sixth (6th) and will eleventh (11th) month of the probationary period. 12.6 A temporary employee shall be evaluated at least once every appointment period, but not less than once per year. 12.7 Evaluations shall be signed by the evaluator and the employee. The employee’s signature indicates that the employee has reviewed the evaluation with the evaluator, but does not necessarily indicate agreement with the content of the evaluation. 12.8 The employee shall be given thirty up to five (305) workdays for work days to review the draft evaluation and provide input, if any, to the evaluator. 12.9 The evaluator shall consider the input provided pursuant to provision 12.8 above in preparing the final performance evaluation, and prior to implementation. Employees will placing it in the employee’s personnel file. 12.10 The employee shall be given copies of the opportunity to discuss the evaluation form in a meeting with the appropriate administrator. Such a meeting shall take place at a mutually acceptable time and location. The performance evaluation of an individual with an overall performance rating of below satisfactory shall provide an explanation for the beginning of the year in which they will be evaluatedrating. I. Bargaining unit members 12.11 If an employee disagrees with the written performance evaluation, the employee may submit a rebuttal statement which shall be attached to the written performance evaluation and placed in the personnel file. The employee may also request a second meeting with a union representative present to further discuss the evaluation. Such a meeting shall take place at a mutually acceptable time and location. 12.12 An employee may request to discuss an evaluation with the evaluator’s supervisor. Such requests shall not be required unreasonably denied. 12.13 The term "evaluator" as used in this Article refers to selfthe non-evaluatebargaining unit person designated by the appropriate administrator to conduct the performance evaluation of an employee. 12.14 The content of performance evaluations shall not be subject to the provisions of Article 9, Grievance Procedure.

Evaluation. A. An annual written summative If an employee requests a job evaluation and it is determined that: the position should be reclassified upwards, the action taken will be the same as a ‘job regrade”. the position should be reclassified downwards, the action will be to immediately reduce the salary of the employee to the maximum of the proper grade. the effective date of changes in salary that are a result of a job evaluation requested by an employee shall include be ninety days following the date of that employee’s request for a job evaluation or the day following Board approval whichever comes an employee shall return the completed job evaluation form to the Human Resources Division within ten working days or withdraw, in writing, the request for a job evaluation. Job Evaluation Management If an employee has his/her job evaluated because of a management request and it is determined that: (a) the position should be reclassified upwards, the action taken will be the same as a ‘job regrade”. the position should be reclassified downwards, the action taken will be immediately “grandfather” the salary of the employee's total performance in his/her assigned position. B. An annual written summative evaluation . the Union be advised of the proposed recommendation. A Labour Management Co-operation Committee shall be performed on each member established with no more than four representatives of the bargaining unit each calendar year using Union to consider matters of mutual interest. In the event that the Board approved evaluation formsestablishes a employee committee review non-teaching employee pension plans, a representative of the Union shall be appointed to the committee. Additional evaluations during a school year conditions which employees covered by this Agreement now enjoy, receive or possess as employees of the Board shall continue be enjoyed possessed as far as they are consistent with this Agreement, but may be conducted if deficiencies modified by agreement between the Board and the Union. The Union agrees with the Board that the Union will not engage in union activities during working hours or hold meetings at any time on the premises of the Board without the prior permission of the Board except as agreed to elsewhere in this Agreement. Whenever the duties and responsibilities of an employee’s classification are noted during changed, the annual evaluation. C. Evaluation of employees employee and the Union shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning advised of the school yearchange and the reasons for it, whichever is later, shall be apprised of the general criteria upon which so that he/she will understand the change. AU Letters of Understanding between the Board and the Union shell form pert of this Collective Agreement. All work shall be evaluated performed according to the provisions of the Occupational Health and Safety Act of Ontario, as amended from time time. A safety committee shall be established in a meeting accordance with his/her immediate supervisorthe above Act in co-operation with and participation of the Union. Upon Nothing in the request above shall prevent the Union bringing matters relating to health and safety directly to the appropriate Department Heads or from exercising option available to them under the Occupational Health and Safety Act of Ontario, as amended time to time. Permanent and probationary employees shall have the privilege of participating in the Blue Cross Private Hospital Coverage or equivalent and shall pay all premiums in connection therewith. Effective January the Board shall pay one hundred percent of the premium cost. If approved by the underwriters and if there is no increase in premium to the Board, an employee who retires from the Board prior age may retain membership in the Extended Health Care, Semi-Private and Dental Group Benefit to which an employee belongs at the time of retirement until attaining the age of years. The retired employee must pay the premium cost, in advance on an annual, semi-annual or quarterly basis, at the employee’s choice, to maintain the employee’s participation and coverage under the group contracts. The Pension Schemes at present in force shall be continued. Education Act, as amended from time to time, of the single or the family premium, as the case may be, of a bargaining unit member, Blue Cross Extended Health Care Plan or equivalent with a deductible including the immediate supervisor will meet with the member following provisions: per person per two year period. Effective July hearing aids up to discuss progress a maximum of five hundred dollars per person per year period. The Board shall provide a Health Plan for employees. Effective June permanent and job performance. E. All annual evaluations shall be reduced to writing, probationary employees may opt for a major restorative and a copy shall be given to the bargaining unit memberorthodontic benefit plan. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which The dental care plan shall include the right to following provision: A basic plan reimbursement at a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy level of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided one hundred percent with a copy maximum of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedper person annually. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include (a) All monitoring or observation of work performance will be conducted openly and with the evaluation full knowledge of the employeeteacher or nurse. The use of public address, audio systems and similar devices for these purposes are prohibited. (b) Teachers and nurses will be given a personal copy of all evaluation reports prepared by their superiors and will have the right to discuss such report with their superiors. A teacher or nurse may have an observation conducted by a person other than his/her immediate supervisor upon a timely request. Such person conducting the second observation shall be the supervisor of the teacher’s immediate supervisor unless the teacher and his/her immediate supervisor agree on another person. At the teacher’s or nurse’s request, the report of any such observation may be attached to his/her evaluation. In addition to the right just stated to have an alternative evaluator in certain circumstances, a teacher or nurse may also choose to have an additional (second) evaluator when he or she has been rated as needing significant improvement or when he or she has been placed on probation. The teacher or nurse may choose who the second evaluator will be, subject to approval of the Superintendent, which approval shall not be unreasonably withheld. Such a second evaluator will participate in a minimum of two co-observations and two co-conferences along with the first evaluator. The second evaluator will complete a separate end-of-year evaluation. This right to a second evaluator may be exercised one time only by the teacher or nurse. Prior to the formal declaration by the Principal/K-12 Director that a teacher needs significant improvement, a central office administrator of the teacher's total performance choosing (who may be the Assistant Superintendent, the Director of Curriculum, Instruction and Staff Development, or the Director of Student Services, but shall not be the Superintendent of Schools) shall review observation and evaluation reports, the teacher's personnel file, and shall collect additional relevant data, if needed, which shall always include at least one classroom observation, to determine whether the teacher needs significant improvement. (c) Teachers and nurses will have the right, upon request, to review the contents of their personnel file. Upon request of the teacher, an Association representative shall be permitted to be present at such review. (d) No material derogatory to a teacher’s or nurse’s conduct, service, character or personality will be placed in his/her assigned positionpersonnel file unless the teacher or nurse has had an opportunity to review the material. The teacher or nurse will acknowledge that he/she had had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher or nurse will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy. B. An annual written summative evaluation (e) The Association recognizes the authority and responsibility of the principal for disciplining or reprimanding a teacher for delinquency of professional performance. (f) All evaluations of teachers and nurses shall be performed conducted in accordance with the procedure set forth in the document entitled “Unit A Staff Evaluation Instrument and Procedures” as most recently revised on July 1, 2000. The Unit A Staff Evaluation Instrument and Procedures, as modified, shall be deemed to be fully incorporated by reference into this collective bargaining agreement. (g) Nothing in the Unit A Staff Evaluation Instrument and Procedures shall be construed or implemented so as to impose any obligation upon any teacher or nurse that exceeds any limitation that may be set forth elsewhere in this collective bargaining agreement. Whenever there may be a conflict between the Unit A Staff Evaluation Instrument and Procedures and any other portion of this collective bargaining agreement, such other portion shall govern. (h) Any complaints and/or grievances with regard to the application of the Unit A Staff Evaluation Instrument And Procedures may only be processed through Step 4 of the contractual grievance and arbitration procedure (the Committee level) unless the complaint and/or grievance alleges either that one or more criteria for evaluation other than those set forth in the evaluation instrument were considered in the written evaluation or that not all of the said criteria (as appropriately modified for members of Unit A who are not classroom teachers) were considered in the written evaluation. In either such case, the Association must submit the grievance initially to Step 3 of the contractual grievance procedure within five (5) week days of receiving the evaluation. Where time limits are expressed in ARTICLE 21, for Steps 3-5, they shall be condensed in each instance to five (5) week days except legal holidays. Within five (5) week days after the Association’s notice of its intention to proceed to arbitration, the parties shall attempt to agree upon an Arbitrator. If agreement cannot be reached, either party may request the American Arbitration Association to appoint an Arbitrator. Such appointment shall be made by the AAA within two (2) week days after the request. Any Arbitrator so agreed upon or appointed must be able to hear the case within twenty (20) days of being selected. Further, the Arbitrator must render his/her decision within five (5) days after the hearing with or without a written opinion. A written opinion must be issued within 30 days of the hearing. Both parties must be available and willing to try the case within twenty (20) days of the Arbitrator’s appointment. In the event the Committee is unable or unwilling to try the case within twenty (20) days of the Arbitrator’s appointment, the Arbitrator shall have the authority to grant a remedy in any such case that is consistent with applicable legal principles for remedying contract violations. In the event that the Association is unable or unwilling to try the case within twenty (20) days of the Arbitrator’s appointment, the authority of the Arbitrator shall be limited to the reevaluation of the teacher for the applicable time period. (i) The Superintendent shall not decide to non-reappoint any teacher without Professional Teacher Status unless he/she has first read all of the evaluations and other material upon which such decision would be based and unless the teacher has been given prior notification of his/her intent and an advance opportunity to discuss the matter with the Superintendent or/his her designee prior to the final decision being made. (j) As an alternative to the procedure set forth in Article 29 for dismissal of teachers with professional teacher status, the Superintendent may, in his/her discretion, follow the procedure set forth in this section when dismissing a teacher with professional teacher status for failure to meet the district's professional performance standards. 1) Following two consecutive evaluation cycles in which the bargaining unit member's performance has been rated as unsatisfactory by the supervisor, the Superintendent may place the bargaining unit member on probation. 2) An evaluation report must be prepared within 50 school days following the placement of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit memberon probation. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member member's performance is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's requestno longer rated as unsatisfactory, the bargaining unit member shall sign be returned to the normal evaluation cycle during the next school year. If the evaluation report rates the bargaining unit member's performance as needing significant improvement, a meeting will be held with the Superintendent at which time the evaluation report shall be reviewed and the bargaining unit member shall be given issued a written warning that if, following a further evaluation which shall be prepared within 60 to 90 school days after the first evaluation report, the bargaining unit member's performance still is unsatisfactory the Principal and Superintendent will dismiss the bargaining unit member effective upon the close of the school year. A bargaining unit member with professional teacher status so dismissed shall be deemed to have failed to meet teacher performance standards developed pursuant to sec. 38 of Chapter 71. 3) When an action plan is developed pursuant to a Form C being completed and the evaluatee being rated as needing significant improvement, it will be provided to the evaluatee by the end of September in the ensuing school year. Unless the evaluated teacher objects, a copy of the evaluation report form prepared by which rates the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President evaluatee as needing significant improvement will be provided to the WTA, as will the resulting action plan. The WTA shall have the right to discuss such evaluation and action plans with the department head and/or supervisor and/or director and/or Principal and Superintendent at a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedmeeting. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation Each employee shall include be appraised of their responsibilities. They shall be informed of the evaluation criteria upon which they will be evaluated and who is responsible for the evaluation. Classified evaluations shall be completed by administrative or non-bargaining unit supervisory staff of the District with relevant input from other staff. B. During the probationary period (as defined in Article 3 Section D) probationary employees shall demonstrate ability to perform the duties of the position for which they were hired. At the expiration of the probationary period, if in the opinion of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on each member ’s supervisor the employee is not performing the duties of the bargaining unit each calendar year using position satisfactorily, that employee will be dismissed. The District shall have the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted right to discharge any employee at any time during the annual evaluationprobationary period and this right shall not be subject to the grievance procedure. C. Evaluation of All regular employees shall receive a written evaluation from their supervisor at least once every two years. The evaluation will be based upon completed by May 15th of the supervisor's personal observation school year in which it is prepared except in cases of a bargaining unit member's unsatisfactory performance under Section E when the evaluation will be completed no later than the employee’s last work and/or work productday of the fiscal year. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she The evaluation will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet discussed with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writingemployee, signed by the supervisor, and a copy shall be given to the bargaining unit memberemployee. If the bargaining unit member disagrees with The employee’s signature only reflects receipt of the evaluation, he/she may submit not agreement with the contents. The employee shall have the right to have a written response which shall be rebuttal attached to the file copy evaluation and placed in the personnel file. The observations, findings and conclusions of the evaluation in questionevaluator are not subject to grievance. E. In accordance with best practices, efforts shall be made to resolve unsatisfactory performance at the lowest level possible first. Examples include, speaking with an employee first, placing an employee on focused goals, and letters of expectation. This section shall not be the basis for a grievance. F. If a supervisor believes a bargaining unit member is doing unacceptable workin the opinion of the employee’s supervisor, the reasons therefore shall services of a regular employee are unsatisfactory, the employee will be set forth in writing within a reasonable time after so notified and the deficiencies are noted.following procedures will be implemented: G. Following each written summative evaluation, which shall include the right to 1. The District will: Grants Pass School District No. ▇ ▇▇▇▇-▇▇▇▇ Classified Agreement a. Conduct a conference with the evaluator employee, the Association's representative if the employee so requests, and the supervisor; b. Inform the employee orally and in writing of the deficiencies; c. Detail the expectations of the supervisor; d. Detail the assistance that will be provided by the District; e. Inform the employee that the necessary improvements must be made within a specified number of working days, or that a recommendation will be made for dismissal. If the deficiency is related to performance standards, the specified number of days shall be no less than 30 working days. If the deficiency is related to the Workplace Expectations (i.e., Attendance/Punctuality, Personal Appearance, Following Policy/Directives, or Safety Practices), then the specified number of days may be less than 30 working days. 2. On the date specified to the employee at the employee's requestinitial meeting, the bargaining unit member shall sign employee will again be notified orally and in writing as to his/her progress. If the improvement is not satisfactory, a recommendation may be given a copy made for dismissal and the reasons therefore furnished to the employee in writing. If satisfactory improvement has been made, the employee will be so advised in writing. 3. If dismissal of the evaluation report form prepared employee is recommended or effected by the evaluatorsupervisor, the procedures applicable in ORS 332.544 and 243.650 may be pursued. In no case The procedures described in paragraph 3 are not subject to the Article 18 grievance procedure. G. No regular employee shall receive an overall “unsatisfactory” on their status recommendation without implementing the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents procedures outlined in Subsection E of the evaluationthis Article. H. All written Disputes over evaluation documents are to procedures can be placed in resolved through the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedArticle 18, Grievance Procedure. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include The parties agree that in order to maintain and improve the evaluation quality of the employee's total performance education in his/her assigned position. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using District, the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted must make full use of its prerogative during the annual evaluation. C. Evaluation probationary period. The probationary period is the time set aside for the Board to select whom it considers to be the best person for the position. Therefore, merely performing at a minimum or average level will not necessarily bring about tenure status. Non-retention of employees probationary Teachers shall be based upon performance in the supervisor's personal observation areas covered in Paragraph B. below. B. The Board and CTC recognize that the basic purpose of evaluation is to improve instruction and the effective operation of the total school system. The evaluator’s major concern shall be in, but not limited to, the areas listed in the Illinois Professional Teaching Standards. It is therefore understood that a formal classroom evaluation is but a part of the total evaluation process.Teacher evaluations shall be based upon practice and growth as outlined in the Teacher Evaluation System. The District and the Teachers will abide by the intent, timelines, and procedures as outlined in the Teacher Appraisal Plan or Psychologist/Social Worker Appraisal Plan as appropriate. Evaluation System. Substantive assessments under the Teacher Appraisal PlanEvaluation System shall not be subject to the grievance procedure. The substantive criteriacriterion of the Teacher Appraisal PlanEvaluation System is not a mandatory subject of bargaining, but the District’s development of the Teacher Appraisal PlanEvaluation System shall be consistent with its obligations under the school code and the IELRA. C. No formal evaluation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon Teacher shall take place until a supervisor has acquainted each Teacher under his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet supervision with the member to discuss progress Teacher evaluation procedures, standards, and job performance. E. All annual evaluations shall instruments. A formal classroom observation may be reduced to writingdefined as one involving a pre-visitation conference, a classroom visitation of not less than fifteen (15) minutes, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy report of the evaluation in question. F. If visitation followed by a supervisor believes a bargaining unit member is doing unacceptable work, conference between the reasons therefore shall evaluator and the Teacher. Such post-visitation conferences should normally be set forth in writing held within a reasonable time ten (10) school days after the deficiencies are noted. G. Following each written summative evaluationvisitation, at which time the Teacher shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given receive a copy of the evaluation report form prepared written visitation report. When requested by the evaluator. In no case Teacher, the evaluator shall the bargaining unit member's signature be construed provide written suggestions and assistance to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed correct any deficiencies noted in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedreport. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation The Employer shall include routinely review the evaluations of all positions within the bargaining unit with priority being given to requests made under Articles and in that order. All positions shall be reviewed at least once every five years. A position may be evaluated at any time, but shall be evaluated within three (3) calendar months after receipt by the Job Evaluation Unit, Personnel Services of a request from an Employee or supervisor and subsequent receipt of the Employee’s completed Employee Report Form, provided that the incumbent has had at least six (6) months’ service in the position and that the position has not been reviewed or evaluated for at least (24) months (unless significant changes have been made to the job content). If an Employee’s duties are altered significantly by the introduction of new machinery, equipment, material, a change in procedures or a restructuring of duties within a department, the supervisor shall advise the Job Evaluation Unit, Personnel Services, in writing and the job shall be provisionally rated. Where a provisional rating indicates a change in classification Article shall apply. The provisional rating shall become effective on the date these duties were first assigned and performed. All jobs within the bargaining unit holding provisional rating shall be evaluated within four (4) to eight (8) months of the date the position is filled, providing the same incumbent is in the job and the Employee Report Form has been completed. The Job Evaluation Committee shall establish the procedures to be followed in the evaluation of jobs, including adjusting the employee's total performance in his/her assigned position. B. An annual written summative evaluation point system and definitions within the classification manual where it deems necessary. The Job Evaluation Committee may review any other aspects of the Job Evaluation Program and recommend such revisions as it considers necessary. Such recommendations shall be performed on each member made to the Chairperson of the bargaining unit each calendar year using program but shall not be implemented without the Board approved evaluation formsagreement of the Union and the Employer, which agreement shall not be withheld unreasonably. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees There shall be based upon four (4) Union members on the supervisor's personal observation Job Evaluation Committee, two to represent the clerical segment and two (2) to represent the technical segment. Rating decisions of a bargaining unit member's work and/or work product. D. Each bargaining unit memberthe Job Evaluation Committee shall be reported to the supervisor and the incumbent within five (5) working days of the Committee meeting date and, upon his/her employment or at subject to Article herein, shall, from the date of the signing of this Agreement, be implemented effective the beginning of the school year, whichever is later, shall be apprised of month in which the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report Employee Report form prepared received by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluationJob Evaluation Unit, Personnel Services. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation Each employee shall include be appraised of their responsibilities. They shall be informed of the evaluation criteria upon which they will be evaluated and who is responsible for the evaluation. Classified evaluations shall be completed by administrative or non-bargaining unit supervisory staff of the District with relevant input from other staff. B. During the probationary period (as defined in Article 3 Section D) probationary employees shall demonstrate ability to perform the duties of the position for which they were hired. At the expiration of the probationary period, if in the opinion of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on each member ’s supervisor the employee is not performing the duties of the bargaining unit each calendar year using position satisfactorily, that employee will be dismissed. The District shall have the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted right to discharge any employee at any time during the annual evaluationprobationary period and this right shall not be subject to the grievance procedure. C. Evaluation of All regular employees shall receive a written evaluation from their supervisor at least once every two years. The evaluation will be based upon completed by May 15th of the supervisor's personal observation school year in which it is prepared except in cases of a bargaining unit member's unsatisfactory performance under Section E when the evaluation will be completed no later than the employee’s last work and/or work productday of the fiscal year. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she The evaluation will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet discussed with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writingemployee, signed by the supervisor, and a copy shall be given to the bargaining unit memberemployee. If the bargaining unit member disagrees with The employee’s signature only reflects receipt of the evaluation, he/she may submit not agreement with the contents. The employee shall have the right to have a written response which shall be rebuttal attached to the file copy evaluation and placed in the personnel file. The observations, findings and conclusions of the evaluation in questionevaluator are not subject to grievance. E. In accordance with best practices, efforts shall be made to resolve unsatisfactory performance at the lowest level possible first. Examples include, speaking with an employee first, placing an employee on focused goals, and letters of expectation. This section shall not be the basis for a grievance. F. If a supervisor believes a bargaining unit member is doing unacceptable workin the opinion of the employee’s supervisor, the reasons therefore shall services of a regular employee are unsatisfactory, the employee will be set forth in writing within a reasonable time after so notified and the deficiencies are noted.following procedures will be implemented: G. Following each written summative evaluation, which shall include the right to 1. The District will: a. Conduct a conference with the evaluator employee, the Association's representative if the employee so requests, and the supervisor; b. Inform the employee orally and in writing of the deficiencies; c. Detail the expectations of the supervisor; d. Detail the assistance that will be provided by the District; e. Inform the employee that the necessary improvements must be made within a specified number of working days, or that a recommendation will be made for dismissal. Grants Pass School District No. ▇ ▇▇▇▇-▇▇▇▇ Classified Agreement If the deficiency is related to performance standards, the specified number of days shall be no less than 30 working days. If the deficiency is related to the Workplace Expectations (i.e., Attendance/Punctuality, Personal Appearance, Following Policy/Directives, or Safety Practices), then the specified number of days may be less than 30 working days. 2. On the date specified to the employee at the employee's requestinitial meeting, the bargaining unit member shall sign employee will again be notified orally and in writing as to his/her progress. If the improvement is not satisfactory, a recommendation may be given a copy made for dismissal and the reasons therefore furnished to the employee in writing. If satisfactory improvement has been made, the employee will be so advised in writing. 3. If dismissal of the evaluation report form prepared employee is recommended or effected by the evaluatorsupervisor, the procedures applicable in ORS 332.544 and 243.650 may be pursued. In no case The procedures described in paragraph 3 are not subject to the Article 18 grievance procedure. G. No regular employee shall receive an overall “unsatisfactory” on their status recommendation without implementing the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents procedures outlined in Subsection E of the evaluationthis Article. H. All written Disputes over evaluation documents are to procedures can be placed in resolved through the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedArticle 18, Grievance Procedure. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation Unit adjunct faculty II shall include be evaluated in the evaluation manner prescribed in all applicable sections of the employee's total performance Faculty Evaluation Handbook. No tenure status will be accrued or granted to the unit adjunct faculty II member. Unit adjunct faculty I who attain unit adjunct faculty II status shall be evaluated no later than three (3) years from their last evaluation and on a triennial basis thereafter. If the faculty member teaches in his/her assigned positionmultiple modalities, the ▇▇▇▇ may choose the modality to be evaluated; the faculty member will choose the course. If formally evaluated more frequently, the unit member’s ▇▇▇▇/supervisor shall discuss the reasons with the unit member and Association representative (at the unit member’s option) prior to such formal evaluation. A. Unit Adjunct Faculty II members shall facilitate submission of student evaluations to the Office of Institutional Research (IR) for all classes every semester. Aggregate data reports shall only include identifiers down to the course level. Data on courses taught by just one faculty member shall not include individual course identifiers but rather shall be reported in a single aggregate category by division. B. An annual written summative For Unit Adjunct Faculty II members undergoing triennial evaluation, IR shall tabulate student evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted data for all classes taught during the annual evaluationtwo semesters prior to the triennial review. C. Evaluation student evaluations may be used for the purpose of employees shall improvement of in- struction, and may be compiled in the aggregate to meet accreditation and other assessment of learning accountability measures. No punitive action may be taken against faculty based upon the supervisor's personal observation of a bargaining unit member's work and/or work productstudent evaluations. D. Each bargaining unit memberyear the faculty member will submit a self-assessment, upon his/her employment or at the beginning of the school yearincluding a professional growth plan, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member▇▇▇▇/supervisor. If the bargaining unit member disagrees with the evaluationThe forms, he/she may submit a written response which shall be attached to the file copy of the procedure and deadlines for this evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed specified in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedFaculty Evaluation Hand- book. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative Teacher Evaluations 1. Administrators shall assist teachers in fulfilling and improving their instructional program and whenever difficulties or deficiencies are identified, shall recommend appropriate remedial assistance. 2. Teachers shall be evaluated by the principal, supervisor or the Superintendent. 3. The Evaluation should be continuous and ongoing throughout the evaluation period providing a process whereby a supervisor and employee informally evaluate past performance, guide future performance and expectations. If there are gaps, tenured teachers must be advised of such no later than February 15th. 4. Non-tenured employees shall be evaluated at least twice yearly. The first evaluation shall be received by December 15, and the second evaluation by May 1. 5. Tenured teachers shall be evaluated at least once every two (2) years and the evaluation shall be received by May 15 I the year of the evaluation. 6. A pre-observation conference will be scheduled by the administrator with a teacher to discuss the lesson, date and time, evaluation instrument, and the focus of the evaluation. The evaluation is to be scheduled at least five (5) school days after the pre-observation conference. 7. Each observation shall be conducted in the classroom by the evaluator with an on the job site attendance by the evaluator for no less than thirty (30) consecutive minutes for each observation. 8. The evaluation shall include the evaluation an overall rating of the employee's total performance Excellent, Satisfactory, or Unsatisfactory. 9. When a teacher receives an unsatisfactory rating in any area of his/her assigned positionevaluation, the evaluator shall advise the teacher in writing as to the specific nature of such deficiency and the ways in which the teacher may improve his/her performance in such area. B. An annual written summative evaluation 10. Each observation shall be performed followed by a post observation conference between the “qualified” evaluator and the teacher being evaluated. The parties shall analyze the observation which shall be specific as to teacher’s strengths and weaknesses with supporting reasons for the comments made. The teacher shall have the right to attach any explanation to the observation as part of that observation. 11. Space for teacher comments shall be noted on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual written evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member12. If the bargaining unit member teacher disagrees with the evaluation, he/she may submit request a written response which reevaluation. If the teacher disagrees with the re-evaluation or the re-evaluation is denied, the teacher may request and shall be attached to granted a meeting with the file copy Superintendent or designee within ten (10) school days of the evaluation in questionteacher’s request. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore 13. The evaluation shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with signed by the evaluator at and the employee's request, the bargaining unit member teacher. The teacher’s signature shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents signify receipt of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will teacher shall be provided with a copy of the forms and will evaluation at the conference held to discuss the evaluation. 14. Should a teacher receive an overall rating of unsatisfactory, the teacher shall be given thirty (30) workdays for input prior placed on remediation, subject to implementation. Employees will be given copies the provisions of Section 24-A-5 of the evaluation form at Illinois School Code. The district will forward to the beginning Association a list of all teachers who would qualify as a consulting teacher to the year in which they will be evaluatedteacher under remediation. 15. A teacher under remediation is permitted Association presence at meetings concerning the remediation plan, and at each evaluation conference. 16. The Board agrees to provide a consulting teacher for a teacher that has been placed on remediation. CALUMET PUBLIC SCHOOL DISTRICT 132 NAME SCHOOL ASSIGNMENT DATE KEY: E=EXCELLENT S=SATISFACTORY U=UNSATISFACTORY I. Bargaining unit members shall not be required to self-evaluate.PERSONAL QUALITIES E S U

Evaluation. A. An Faculty Evaluation 1. Each member shall participate in evaluation annually, with those annual written summative evaluation shall include the evaluation of the employee's total performance evaluations culminating in his/her assigned positionan Intensive Evaluation on a regularly scheduled basis. B. An annual written summative 2. Both forms of evaluation shall be performed based on each member the member’s job description and workload agreement, and shall be filed in the member’s personnel file. 3. The purpose of the bargaining unit Annual Evaluation is: a. To identify staff strengths and weaknesses; b. To provide a basis for and assistance in accomplishing professional growth; c. To assist the College in continuously improving programs; and d. To provide a basis for recommendation regarding salary step advancement, retention, and non-retention. 4. The Intensive Evaluation of all faculty will be conducted according to the processes developed in consultation with ▇▇▇▇▇ and the appropriate Vice President. Evaluation criteria for the various faculty roles (classroom teacher, tutor, counselor, librarian, etc.) will be based on the specific job description of the faculty member. Intensive evaluations may utilize any or all of the following: student questionnaires, the faculty member’s professional growth plan, a review of course materials, input from a peer observation, a self-assessment, input from department chair or coordinator, a review by the appropriate ▇▇▇▇, and such other evaluation instruments as appropriate. a. Intensive Evaluation Cycles for full-time faculty: i. Probationary full-time faculty members will be intensively evaluated during each calendar year using the Board approved evaluation formsof their probationary status. ii. Additional evaluations during a school year Regular full-time faculty members will be intensively evaluated once every five years. iii. Fixed-term and grant/contract faculty members may be conducted if deficiencies are noted during the annual evaluationintensively evaluated where and/or when appropriate. C. Evaluation of employees b. Adjunct faculty members will be intensively evaluated on a scheduled basis. The adjunct faculty member shall be based upon the supervisor's personal observation of provided with a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a signed copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. c. All written evaluation documents are faculty to be placed evaluated shall be notified by the appropriate ▇▇▇▇ of a date for completion of their evaluation (generally within the academic year for full-time faculty and within the academic term for adjunct faculty.) d. Faculty members must submit the evaluation materials they are responsible for by dates specified by the ▇▇▇▇, or the two parties can specify, in writing, a mutually agreeable date beyond the bargaining unit member's personnel fileinitial time frame. Failure to submit materials by the agreed upon date will be evidence of unsatisfactory performance in response to administrative requirements. e. The evaluation form may will be revised completed by management by the Administration to date initially identified, or the two parties can specify, in writing, a mutually-agreeable completion date beyond the initial time frame. Until the intensive evaluation is completed, the presumption shall be consistent with job classification dutiesthat the faculty member’s performance is satisfactory. The Association President will Adjunct faculty whose evaluations are not completed within the identified time frame are not guaranteed nor precluded from employment in subsequent terms. f. At the conclusion of the evaluation process, the member shall be provided with a signed copy of the Intensive Evaluation. g. In the event an evaluation is not signed, the appropriate ▇▇▇▇ will make a notation and file the evaluation in the personnel file. 5. The faculty member shall have the right to attach a written response to any of his/her evaluations B. Professional Evaluation 1. Professional members shall be evaluated annually for the first three (3) years of employment. Evaluations will be conducted at least every third year following the initial three (3) years of employment. 2. Purpose/Process The purpose of the Professional Employee Performance Evaluation is to demonstrate Rogue’s commitment to organizational excellence and align performance with the College Mission. This process is designed to assist with improvement of individual performance, thereby increasing institutional effectiveness. The process is intended to be formative and is designed to provide constructive, open communication between management, administrative, and professional employees and their supervisors. The performance evaluation recognizes achievements, establishes training needs, including suggested areas for improvement, and encourages professional development. To promote these beliefs and concepts across the institution, the College has adopted a performance assessment system. Typically employees will be evaluated annually the first three years of employment, and every third year following. Evaluation forms and will other pertinent information can be given thirty (30) workdays for input prior to implementation. Employees will be given copies of accessed on the evaluation form at the beginning of the year in which they will be evaluatedRCC Human Resources website. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. During the 2012/2013 school year, all teachers will be evaluated under the new evaluation system which will be limited to teacher performance. Starting in the 2013/14 school year, both performance and a value added component will be included in the summative evaluation. A. An annual written summative Not later than July 1, 2013, the Evaluation Committee of the Madison Plains Board of Education and the Education Association shall adopt a standards-based teacher evaluation shall include policy that conforms with the evaluation of teachers developed under Section 3319.112 of the employee's total performance in his/her assigned positionORC. B. An annual written summative 1. All evaluation shall be performed on each member of procedures, including the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation development of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is laterstudent assessment system, shall be apprised included in the Collective Bargaining Agreement through a Memorandum of Understanding when they are completed. Said procedures shall be implemented through a no-fault pilot program during the 2012-2013 school year. The Evaluation Committee shall review and make changes to the procedures as deemed necessary to meet the evaluation philosophy of the general criteria upon which he/she will District. 2. All staff involved in the pilot program and thereafter shall be evaluated trained in a meeting with his/her immediate supervisorthe evaluation processes, procedures and tools. 3. Upon All evaluators shall be administrators of the request Madison Plains School District and shall be trained and licensed as evaluators by the State of a Ohio. 4. A bargaining unit member, the immediate supervisor will meet with administration or the member Board may request additional evaluation to discuss progress and job performancebe conducted by any qualified administrator. E. 5. At the end of the pilot program, the Evaluation Committee shall decide, based on the results of the program, to roll out the Evaluation Procedure district wide. 6. The Board and the RTTT/OTES Transformation Committee shall produce the final evaluation model. 7. In the event of legislative action by the Ohio General Assembly that impacts in any way on this topic, the parties of the Master Agreement agree to reconvene bargaining to make the appropriate adjustments required. 8. Prior to making any changes to the employee evaluation process and/or to the employee evaluation instrument, the employer shall make written notification to the association of its intent to make any and all recommended changes. 9. In addition to the employer’s written notification to the association president of any and all recommended changes of the employee evaluation provision, the employer also shall include specific written rationale for making the recommended changes to the procedure and/or to the employee evaluation instrument. All annual evaluations final changes shall be reduced to writing, and a copy made by the formal collective bargaining process. 10. The obligation for in-term bargaining for changes in the evaluation process shall be given triggered by employer changes to the Board adopted Evaluation Policy affecting the terms and conditions of employment not addressed. 11. In term bargaining unit member. If process for changes in the bargaining unit member disagrees with the evaluation, he/she may submit a written response which evaluation process shall be attached limited to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays calendar days commencing with the first meeting. 12. Should in term bargaining fail to produce agreement on the issue(s), the issue(s) are submitted to mediation through the services of the Federal Mediation and Conciliation Service (FMCS) to assist the parties in negotiations. If a party calls for input prior FMCS involvement, the party shall join in a joint request. 13. When it appears that no progress can be accomplished by FCMS or any mutually agreed to implementation. Employees extensions, the matter will be given copies submitted to final and binding arbitration. The arbitrator shall be selected from, and according to, voluntary rules and regulations of the evaluation form at the beginning of the year in which they will be evaluatedAmerican Arbitration Association. I. Bargaining unit members 14. The arbitrator shall make a written decision limited to the matters unresolved between the parties and shall not be required to self-evaluatein conflict with other provisions of the Negotiated Agreement. The decision of the arbitrator shall be final and binding. The cost of the arbitrator shall be shared equally between parties.

Evaluation. A. An annual written summative evaluation Evaluations for non-probationary employees shall include take place by May 1 each year using the evaluation form mutually agreed upon by the Association and the District. B. At any time the quality of the work of an employee is deemed unsatisfactory, such employee shall receive a written communication from the immediate supervisor. The Association shall be furnished a copy of any written warning, reprimand, suspension, or dismissal at the request of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation Any time an employee receives either an unsatisfactory annual evaluation (section A) or a written communication that the employee’s work is unsatisfactory (section B), the supervisor will provide the employee with a written improvement plan. It will describe the actions the employee must take to improve, with time lines for achievement of employees shall the actions. It will also describe the steps the district and the immediate supervisor will take to assist the employee in the improvement. The plan will include adequate time to provide needed training of the employee. The plan must be based upon reasonable and achievable within the supervisor's personal observation time frames indicated. It will include regularly scheduled meetings between the employee and the supervisor to discuss the employee’s progress. Employees will not be expected to undertake improvement activities on their own time or at their own expense. Except in the case of probationary employees, the improvement plan will last a bargaining unit member's work and/or work productminimum of sixty (60) workdays. D. Each bargaining unit member, upon his/her employment or at At the beginning conclusion of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit memberimprovement plan, the immediate supervisor will meet provide the employee with a written summary of the member employee’s progress under the plan. It will include a summary statement in which one of the following conclusions is provided: 1. The employee has successfully completed the plan of improvement and is considered satisfactory; 2. The employee has made progress under the plan and will be retained subject to discuss a new or continued plan of improvement; 3. With the prior approval of Human Resources and GRAEOP, the employee will be transferred to an available GRAEOP position at the appropriate rate of pay for the position (provided the employee has the necessary qualifications) or; 4. The employee has not made progress under the improvement plan and job performanceis recommended for termination. E. All annual evaluations shall be reduced to writing, and a copy shall be given to In the bargaining unit member. If the bargaining unit member disagrees with the event an employee receives an unsatisfactory evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include ; they will have the right to a conference waiting period of 48 hours before signing the unsatisfactory evaluation for the purpose of consulting with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluationan Association representative. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include the Section A— Written Evaluation The evaluation of the employee's total performance in work of paraprofessionals is the exclusive responsibility of the assigned administrators. In order that each paraprofessional may be aware of his/her assigned strengths and weaknesses, a written evaluation will periodically be given to each first year paraprofessional. After the first year, paraprofessionals will be evaluated once a year prior to March 31st and once every two (2) years after the third year provided the paraprofessional is in the same position. B. An annual written summative evaluation shall be performed on each member of . If an administrator observes a decline in the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation performance of a bargaining unit member's work and/or work product. D. Each bargaining unit memberparaprofessional, upon he shall notify the paraprofessional of his/her employment or at the beginning of the school yeardeficiency in writing and indicate his intent to conduct additional formal evaluations. When a paraprofessional is transferred to a different position, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in once a meeting with his/her immediate supervisoryear for the first two (2) years. Upon the request The written evaluation will include a statement of a bargaining unit memberstrengths and/or weaknesses. If weaknesses are noted, the immediate supervisor evaluation will meet include a statement of the improvements desired. A conference shall take place with the member to discuss progress paraprofessional and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit membersupervisor following each evaluation. If the bargaining unit member disagrees with the evaluationa paraprofessional’s general evaluation is rated unsatisfactory, he/she may submit request a written second evaluation prior to May 31st to show improvement. Section B— Evaluation Schedule At the beginning of each school year, each paraprofessional will be informed by their immediate supervisor as to their approximate formal evaluation date(s). First year employees will be evaluated a minimum of three (3) times during the first year of employment. Section C— Evaluation Conferences All evaluations will be discussed with the paraprofessional before they are submitted to the superintendent or designee, and shall bear the signatures of the principal, the paraprofessional, and any other supervisory person involved in the evaluation. Section D— Rebuttal Copies of the evaluation shall be submitted to the paraprofessional and the Association within fifteen (15) workdays after the formal evaluation. The paraprofessional then has the option, within ten (10) workdays, to respond in writing regarding their concerns about the evaluation. This response which shall be attached to the file copy formal evaluation. Section E— Personnel File Each paraprofessional shall have the right, upon request, to review the contents of his/her own personnel file. A representative of the evaluation Association may, at the paraprofessional’s request, accompany the paraprofessional in question. F. If a supervisor believes a bargaining unit member is doing unacceptable workthis review, the reasons therefore and shall be set forth made in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which presence of the administrator of personnel or designee. Each paraprofessional shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given receive a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean all communications, including reprimands that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's entered into their personnel file. The evaluation form may be revised by the Administration Each paraprofessional shall have an opportunity to be consistent with job classification duties. The Association President will be provided with a copy of the forms respond in writing to all reprimands and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedhave their response attached thereto. I. Bargaining unit members Section F— Substandard Evaluations The evaluations of a paraprofessional which results in a less than satisfactory work rating shall not be required to self-evaluateconstitute the foundation for suspension and dismissal as defined in Article 9—Suspension and Dismissal.

Evaluation. A. An [Unit A] and [Unit B] will collaborate in all evaluations of [Name]. Annual Evaluation: Each year [Name] will be evaluated under the normal annual review procedures for [Unit A] and [Unit B]. The [Chair/Director/▇▇▇▇] of [Unit A], as the Administrative Home, will ensure that [Name] is given [written summative evaluation shall include or oral] feedback as part of [Name]’s annual review. Tenure Review and Promotion to Associate Professor [For TT faculty only]: [Name] will be apprised well in advance [e.g., by the evaluation end of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on each member first year of appointment; at the third-year review] of the bargaining necessary elements for a joint tenure review process, including the number and selection process for outside reviewers, the elements required for a teaching portfolio, the method for assessing teaching, expectations for publication and grant funding, expectations for service, and any other requirements. [Name] will be reviewed in academic year [enter year] for promotion and tenure by both [Unit A] and [Unit B]. [Unit A and Unit B] will confer to develop an appropriate timeline for the tenure process (e.g., due date for file from candidate, timeline for external letters, date for departmental vote, etc.]. [If necessary, include any agreement that the usual calendar in one of the schools will be shifted to accommodate a joint procedure]. If [Name] requests a tenure clock-stoppage, the deans of [Unit A and Unit B] will decide jointly whether to forward the request to the executive vice president and ▇▇▇▇▇▇▇. The promotion and tenure committee will include balanced participation from both [Unit A and Unit B]. [Unit A and Unit B] will coordinate obtaining external letters. [If appropriate: The solicitation communication for external letters will include an emphasis on the multidisciplinary nature of the joint appointment]. The promotion and tenure committee will make a recommendation to the [P department in [Unit A] and [Q department in Unit B]. Each school will then follow its own usual promotion and tenure process until the tenure file and deans’ recommendations are sent to the ▇▇▇▇▇▇▇ promotion and tenure committee. As with all promotion and tenure cases, the deans’ letters are advisory to the ▇▇▇▇▇▇▇, who is the final decision-maker. If [Name] determines that [s/he] would prefer to be considered for tenure in only one unit, [Name] has the right to end the joint appointment and take on a sole appointment in one unit. To do so, [Name] must submit a written letter to the deans [or unit each calendar heads] of [Unit A] and [Unit B] by [XX, e.g., by May 15 of the spring before the academic year using in which the Board approved evaluation formstenure file will be submitted]. Additional evaluations If this option is exercised [Name] will go through the regular promotion and tenure process only in the unit of his or her choice. The faculty member should expect to maintain the current effort allocation through the end of the academic year during which the request is made, with the transition to a full-time position in one school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or to take place at the beginning of the following academic year. The school the faculty member has chosen as the potential tenure home will take on responsibility for salary and other expenses on July 1 before the transition in activities takes place. [Note here any contingency plan that has been agreed upon: e.g., if the faculty member has a laboratory in ▇▇▇▇ ▇, ▇▇▇▇ ▇ might agree to continue funding the lab for a certain number of years if the faculty member chooses to seek tenure only in Unit B]. Promotion to Full Professor [For Assistant and Associate Professors only]: Review for promotion for full professor, if applicable, will be coordinated between [Unit A and Unit B]. Beginning on [date, e.g., 5 years after expected tenure date, or a certain date after the initial appointment], [Unit A and Unit B] will include in their annual evaluation of [Name] an assessment of whether consideration for promotion is appropriate in the following academic year. In the year [Name] is considered for promotion, whichever is laterthe [chair/director/deans] of [Unit A and Unit B] will meet to develop a timeline for the promotion process, shall be apprised including any alterations in their usual schedule necessary to achieve a joint process. [Alternative: Unit B agrees to follow the normal promotion schedule of Unit A]. The promotion committee will include balanced participation from both [Unit A and Unit B]. [Unit A and Unit B] will coordinate obtaining external letters. [If appropriate: The solicitation communication for external letters will include an emphasis on the multidisciplinary nature of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performancejoint appointment]. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include the The parties agree that parents, students, or other District employees will not be used to evaluate employees. No test scores or test results of any kind will be used to evaluate employees. 27.1. All monitoring and evaluation of the employee's total work of each Bargaining Unit Member shall be conducted in person and with the full knowledge of the Bargaining Unit Member. Evaluation shall be understood to be a continual process which takes place formally and informally in regard to the overall performance in of the Bargaining Unit Member. Any informal observation which may be deemed by the Employer to be of a sub–standard performance level shall be brought to the attention of the Employee within five (5) Employee working days. Any observation which is not documented and brought to the attention of the Employee within the five (5) working day limit shall not be used as a basis for the formal evaluation. 27.2. Formal evaluations shall be conducted on probationary Employees a minimum of once during the probationary period. The Bargaining Unit Member will be given through his/her assigned position. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general job description basic criteria upon which he/she will be evaluated. Bargaining Unit Members who are not probationary Employees shall be formally evaluated in a meeting with his/her minimum of one (1) time per school year. All formal evaluations shall be by the Bargaining Unit Member’s immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. 27.3. All annual evaluations shall be reduced to writing, writing and a copy shall be given to the bargaining unit memberBargaining Unit Member within ten (10) days of the date the evaluation is completed. If the bargaining unit member Bargaining Unit Member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. . If a supervisor believes a bargaining unit member Bargaining Unit Member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after specific terms, as shall an identification of the deficiencies are notedspecific ways in which the Bargaining Unit Member is to improve, and of the assistance to be given by the Employer towards that improvement. G. 27.4. Following each written summative formal evaluation, which shall include the right to a conference with the evaluator at the employee's requestevaluator, the bargaining unit member Bargaining Unit Member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's Bargaining Unit Member’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. . A Bargaining Unit Member may submit additional comments to the written evaluation if he/she so desires. All written evaluation documents evaluations are to be placed in the Bargaining Unit Member’s personnel file. At the completion of the probationary period, an evaluation of the Bargaining Unit Member’s work shall be completed, following the procedures of this provision. 27.5. In the event a Bargaining Unit Member is not continued in employment, the Employer will advise the Bargaining Unit Member of the specific reasons therefore in writing with a copy to the Association. 27.6. The evaluation document shall be in a narrative form based on the duties identified in the Employee’s job description and as assigned by the Employee’s supervisor. If no evaluation is completed in a given year, the bargaining unit member's personnel file. The evaluation form may ’s performance shall be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays deemed satisfactory for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedthat year. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative ‌‌ 7.1 Each year each permanent employee covered by this Agreement shall be evaluated by their immediate supervisor, and such evaluation shall include be set forth on the Classified Employee Performance Evaluation attached hereto as Appendix C. The Guidelines for Classified Employee Evaluation included in Appendix C must be followed to complete all evaluations. When there is a change in supervision, a transitional evaluation shall be prepared prior to the change. Each supervisor shall evaluate only for the time the employee was under their supervision. In the absence of a timely evaluation, employees shall be considered to have a ranking of at least Effective in all areas subject to the performance evaluation, except when an employee is on an extended leave, in which case their evaluation will be done within three (3) months of their return. 7.2 Nothing herein shall prohibit the District from evaluating an employee more often than yearly if the District determines that such evaluation may result in improvements in the employee's total performance in his/her assigned positionperformance. An employee serving a six (6) month probationary period after initial hire or after promotion shall be evaluated at three (3) months and five and one-half (5-1/2) months of such probationary period. B. An annual written summative 7.3 The evaluation shall be performed on each member discussed with the employee by the evaluator. If the evaluator changes the rating as a result of the bargaining unit each calendar year using the Board approved conference, a new evaluation forms. Additional evaluations during a school year form may be conducted if deficiencies are noted during obtained from the annual evaluationDistrict Human Resources Department. However, it is understood that the primary purpose of such evaluations is to be constructive and to help the employee achieve or maintain at least an “effective" level of performance. An employee has the right to respond to their performance evaluation in writing to his or her supervisor within ten (10) working days of the issuance of the final performance evaluation and any such response shall be included with, and become part of, the performance evaluation record. C. Evaluation 7.4 The performance appraisal system should communicate performance standards for the position and encourage growth and improvement of performance for the future. It is also understood that evaluation of an employee's performance should be an ongoing process, and the District supervisors shall discuss improvement needs with employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisortimely manner. Upon When it becomes apparent that an employee may receive a Needs Improvement (NI) or an Unsatisfactory (U) annual rating in any performance factor, prior to giving the request of employee such a bargaining unit memberrating, the immediate supervisor will and the employee shall meet with the member to discuss progress the employee’s deficiencies and job recommendations for improvement. If an employee receives an “NI” or “U” rating on any performance factor on their evaluation, the evaluation must indicate the manner in which the employee is not meeting standards for the position; determine an “Effective" level of performance. E. All annual evaluations shall be reduced ; and a specified time period in which the employee is expected to writingshow improvement. If dissatisfied with an “NI” or a “U” rating, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit employee has submitted a written response which shall be attached to in accordance with Section 7.3, an employee may request a review at the file copy next higher administrative level within ten (10) working days of submitting the evaluation in questionwritten response. F. If a supervisor believes a bargaining unit member is doing unacceptable work, 7.5 Non-compliance with the reasons therefore shall be procedures set forth in writing within this article may be the subject of a reasonable time after grievance pursuant to the deficiencies are notedGrievance Article of this Agreement, but nothing herein shall be considered to make the content of any evaluation subject to such grievance procedure. G. Following each written summative evaluation, which 7.6 Employees who are in their probationary period or who received an “NI” or “U” on any performance rating in the most recent performance evaluation shall include complete the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy Classified Employee Self-Evaluation (Appendix D). Completion of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluationClassified Employee Self-Evaluation is voluntary for all other employees. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation 9.1 Evaluations shall include be conducted for each bargaining unit member on existing performance appraisal forms and at intervals set forth in this section. The competence, skills and other job related characteristics of unit members are proper subjects for evaluation. However, prior to any evaluation, an attempt will be made to bring shortcomings to the attention of employees within ten (10) work days after the immediate supervisor becomes aware of the shortcoming. 9.2 Evaluation forms shall be completed for each probationary employee on or about the end of the 3rd, 6th and 11th month of his/her probationary period. The unit member shall sign the forms to indicate that he/she has read the evaluation of job performance. The evaluation forms must be completed within thirty days (30) of when they are due, unless the employee's total unit member and the Immediate Supervisor have agreed otherwise. Failure to meet this requirement shall entitle the unit member to an additional evaluation by a supervisor acceptable to the unit members 9.3 Following the probationary periods a performance appraisal form shall be completed at least once a year for each permanent unit member for a period of three (3) years; after the 3rd year, an evaluation shall be completed at least every other year. By signing the performance appraisal form, the supervisor certifies that he/she has discussed any weakness or problems noted therein with the unit member. Step increases are based on satisfactory evaluation. 9.4 When there has been a significant change in job performances, the supervisor may undertake an interim evaluation. Any interim evaluation shall specify the areas to be improved, provide, where applicable, specific recommendations for improvement, and a time frame for accomplishment of established goals. 9.5 By signing the performance appraisal, the unit member does not signify that he/she has agreed or disagreed with the report. 9.6 Classified unit members shall be evaluated by the appropriate supervisor unless otherwise designated by the department head or administrator. 9.7 Evaluations shall be made in a conference between the unit member and his/her assigned position. B. An annual written summative evaluation shall be performed on each member appropriate supervisor at which time they will discuss ways and means of improving greater efficiency and productivity. Together, they will analyze the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work productstrong points and areas in which improvement may be made. An attempt will be made to bring shortcomings to the attention of employees within a reasonable time after their occurrence. D. Each bargaining unit member, upon his/her employment or at the beginning 9.8 A copy of the school year, whichever is later, shall be apprised of the general criteria upon which he/she evaluation will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit memberemployee at the conference. If The employee will indicate his/her knowledge of the bargaining unit member disagrees evaluation by signing the form. 9.9 The evaluation will be forwarded to the office of the Assistant Superintendent for Human Resources on the appropriate form. 9.10 Any employee who is dissatisfied with the performance evaluation he/she has received from the assigned administrator may request a review of the rating by the Assistant Superintendent, or designee, after it has been discussed with the original evaluator. 9.11 After the review, if the employee continues to be dissatisfied with the evaluation, he/she may submit prepare a written response which shall be attached to the file copy of the evaluation and placed in questionthe- employee's personnel file. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be 9.12 Any derogatory materials placed in the bargaining a unit member's personnel filefile and/or used in the evaluation process shall first be given to the unit member along with the opportunity to attach comments thereto. The evaluation form may All unit members shall be revised afforded the opportunity to review their personnel files in accordance with the pertinent section of the Education Code and to obtain copies thereof at cost. 9.13 Evaluations cover specified periods ranging from three months to two years depending on the unit member being evaluated. However, it is intended that misconduct would be brought to the attention of the unit member soon after it is discovered by the Administration District. 9.14 The parties agree to be consistent with job classification duties. The Association President will be provided with a copy of hold an advisory meeting on the forms operation and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies substance of the evaluation form article within thirty days of the signing of this Agreement. The parties shall be represented at the beginning of meeting with the year in which they will understanding that any agreements reached shall be evaluatedadvisory only to the District and the Union. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative The purpose of evaluation shall include be to improve the performance of personnel. A. All high school (9-12) head and assistant coaches will be evaluated by the District Athletic Director. The District Athletic Director will seek authentic participation by the head coach in the evaluation of the employee's total performance in his/her assigned positionassistant coaches. B. An annual written summative All junior high school (7-8) coaches will be evaluated by the District Athletic Director. The Athletic Director will seek authentic participation by the head coaches in the evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a junior high school year may be conducted if deficiencies are noted during the annual evaluationcoaches. C. Evaluation of employees shall staff performing other activities which do not fall under the purview of the Athletic Director will be based upon conducted by the building principal or his/her designee or the program supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit memberWhere a conflict of interest exists, upon histhe principal will be the evaluator. ▇. The coach/her employment or advisor evaluation form will be found in Appendix B. Evaluation forms must be given to and signed by the employee. Copies of coaching/activity evaluations shall be part of the employee's personnel file. All coaches shall be formally evaluated every year. F. All head coaches will be provided District athletic program philosophy and expectations by the Athletic Director at the beginning of each season. Head coaches are responsible for reviewing this information with all assistant coaches and volunteer coaches in the school yearprogram. G. In the event the Athletic Director determines that a coach or advisor has a performance deficiency identified as a problem area(s) on an evaluation, whichever is laterthe Association, the Athletic Director and the employee shall develop a mutually agreeable written plan designed to improve the employee’s effectiveness in the problem area(s). When developing a plan of improvement, consideration should be apprised given to using the services of available personnel to work with the general criteria upon which he/she will be evaluated employee in a meeting with improving his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with Association, the evaluationAthletic Director and the employee are unable to agree on a mutually acceptable plan, he/she may submit a written response which the Athletic Director shall prepare and deliver the plan to the employee. The plan of improvement will be attached to the file copy evaluation. The plan of improvement may be implemented by the evaluation Athletic Director during the sports season, provided that in question. F. If such instances where the coach is placed on such a supervisor believes a bargaining unit member plan during the season the coach is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy reasonable opportunity to demonstrate improvement. Reasonable opportunity shall generally be considered to be at least half of the evaluation report form prepared by sports season. If a coach is placed on a plan of improvement and does not demonstrate adequate improvement the evaluator. In no case shall district may determine not to issue the bargaining unit member's signature be construed to mean that he/she necessarily agrees with coach a contract for the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel filefollowing school year. The evaluation form may be revised by intent of this paragraph is to provide a process for the Administration Association, the Athletic Director and the employee to be consistent with job classification dutieswork together to improve coaching skills, abilities and knowledge. The Association President will be provided with a copy A plan of the forms and will be given thirty (30) workdays for input prior improvement is neither appropriate nor necessary to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluatedaddress misconduct. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation shall include Process a. Prior to the evaluation Initial Conference, a unit member will be notified of the employee's total performance in his/her assigned position. B. An annual written summative evaluation primary evaluator. A unit member in a split assignment may request additional observations by a secondary evaluator. The primary evaluator may also request that the secondary evaluator conduct observations. In either case cited above, each additional observer will be limited to two (2) observations. These observations shall be performed on each member transmitted to the primary evaluator and become part of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees b. Occupational Therapists and School Psychologists shall be based upon evaluated by the supervisor's personal observation Director of a bargaining unit member's work and/or work productSpecial Education or Coordinator of Special Education. D. Each bargaining c. Initial Conference – Evaluation Criteria By the 10th day of the school year (not including staff development days) in which the evaluation is to take place, the evaluator and the unit membermember(s) shall meet and discuss the standards and methods (including other agreed upon alternative evaluation methods agreed to by HEA and the District) upon which evaluation is to be based. This meeting may be held in a group setting, upon his/her employment and shall take place prior to the individual meetings to agree on the evaluation worksheet. No earlier than ten (10) instructional days or at later than forty (40) instructional days after the beginning of the school year, whichever is later, shall be apprised of or when the general criteria upon which he/she will be evaluated in a meeting with his/evaluatee began his or her immediate supervisor. Upon the request of a bargaining unit memberwork year at that site, the immediate supervisor will meet with evaluatee and the member evaluator shall review the Standards for the Teaching Profession, the necessary support requirements, and any related exceptional circumstances and conditions. If the evaluatee and the evaluator agree on the standard(s) to discuss progress and job performance. E. All annual evaluations be used in the evaluation, they shall be reduced to writingsign the worksheet, or the worksheet as amended, and a copy shall be given to the bargaining unit memberkept by each. If agreement on the bargaining worksheet is not reached at this meeting, the evaluatee shall be given, upon request, five (5) days to review the worksheet to determine whether to sign the worksheet or declare an impasse. Any impasse regarding the evaluation worksheet shall be resolved by the HEA President or the HEA designee from the appropriate District Curriculum Council, and the Assistant Superintendent of Human Resources or designee. d. Review Conference – (Only for Employees Not Meeting Standards) The primary evaluator shall conduct a conference within the first fifteen (15) instructional days for any unit member disagrees with who was marked “Partially Meets Standards” or “Does Not Meet Standards” for the evaluation, he/she may submit a written response which shall be attached to previous year or the file copy of equivalent language from the evaluation in questionprior year. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An annual written summative evaluation It shall include be the evaluation administration's responsibility to evaluate the performance of all bargaining unit members. In the employee's total performance event the evaluator is not a certified classroom teacher or has no experience in his/her assigned positionthe area of evaluating classroom teacher performance, the administration will meet with the Association to discuss any concerns relative to the implementation of this Section and, as mutually determined to be appropriate, establish an alternate plan for implementation. B. An annual written summative evaluation shall be performed on each member of the Prior to any classroom observation, newly hired bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the school year, whichever is later, shall members will be apprised of the general criteria upon which he/she they will be evaluated. In the event the administration changes evaluation criteria, all bargaining unit members will be notified. When a bargaining unit member is advised he will be evaluated during a given school year, the bargaining unit member may recommend a time for conducting the formal classroom observations. C. The following procedures will govern the evaluation of bargaining unit members in addition to those requirements which may be set forth in the Michigan Teacher Tenure Act: 1. Tenured teachers will be evaluated at least once every three (3) years. Such evaluations will be completed by March 30 where the evaluation is less than satisfactory. In the event the evaluation is satisfactory, the evaluation will be completed by May 15. 2. Probationary teachers shall be evaluated in writing at least once a meeting with his/her immediate supervisoryear. Such evaluations will be completed by March 30 or at least 60 calendar days prior to the teachers anniversary date if beginning employment during the school year. 3. Written evaluations shall be submitted to the bargaining unit member within ten (10) working days of the final observation. Upon request and within ten (10) working days following receipt of the request principal's evaluation, the principal shall arrange a conference with the bargaining unit member to review the written evaluation. Bargaining unit members may attach a written reply to the evaluation within ten (10) working days after receipt of a the evaluation. 4. To the extent that the evaluation is unsatisfactory, the bargaining unit member will be placed on an individual development plan to assist him in remedying the deficient areas. The plan will be developed in consultation with the bargaining unit member. 5. To the extent the evaluation is unsatisfactory or areas are identified as needing improvement, the immediate supervisor reasons will meet with the member be identified and written suggestions will be made to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to assist the bargaining unit member. If The next written evaluation shall indicate whether any previously noted deficiency has been corrected; that said deficiency still exists; or that same was not observed in which case, observation/evaluation of the deficient area will continue. 6. Tenured bargaining unit member disagrees with the evaluation, he/she may submit a written response which members not evaluated as set forth herein shall be attached considered to the file copy of the evaluation in questionhave performed satisfactorily. F. If a supervisor believes a bargaining unit member is doing unacceptable work, D. Documents of an evaluative and/or disciplinary nature shall first be signed and dated prior to inserting same into the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluatorpersonnel file. In no case shall the A bargaining unit member's signature shall not be construed interpreted to mean that he/she he necessarily agrees with the contents of the evaluationcontent, but shall be interpreted to mean that he has reviewed said material. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. An The Superintendent shall conduct a regular annual evaluation of Assistant Superintendent’s performance by no later than June 30th each year for the preceding full school year. The Superintendent will review these results to the Board in a private session limited to the Board, the Assistant Superintendent and Superintendent. The Assistant Superintendent shall be evaluated based upon objective performance standards, which may include the following: student achievement on Pennsylvania System of School Assessment (“PSSA”) tests and Keystone Exams; student growth as measured by Pennsylvania Value-Added Assessment System; student attrition and graduation rates; financial management of the School District; overall job performance; successful completion or implementation of the Assistant Superintendent’s professional goals jointly established by the Board, the Superintendent, and the Assistant Superintendent; and other additional criteria regarding District operations that may jointly be agreed upon by the Assistant Superintendent, the Superintendent, and the Board. The Board, the Superintendent, and Assistant Superintendent shall agree in writing by no later than June 30th of each school year which objective performance standards will be used for his evaluation for the next school year. The following provisions shall apply to the Assistant Superintendent’s annual evaluation process: a. The mutually agreed-upon objective performance standards for the assessment of the Assistant Superintendent’s performance for each school year shall be publicly posted on the District’s official website as required by law; b. The Superintendent of Schools with input from The Board reserve the right to exercise maximum flexibility in determining the mechanics of the Assistant Superintendent evaluation, so long as the evaluation model satisfies the requirements of the law and the terms of this Agreement; c. Evaluation procedures may be developed and contained in forms prepared by the Board in accordance with Board policies, District procedures, the Public School Code and State Board of Education regulations; d. A copy of the written summative evaluation shall include be delivered to the Assistant Superintendent by the Superintendent; e. The Assistant Superintendent shall have the right to respond in writing to the evaluation and request an opportunity to appear before the Board and Superintendent in a closed executive session; f. The written evaluation and any response shall be held in strict confidence between the Board, the Superintendent and the Assistant Superintendent and in no manner shall be permitted to be disseminated to the general public by any member of the Board or by any District employee; and g. After the completion of the Assistant Superintendent’s evaluation for a particular school year, the Board shall post on the District’s official website the date on which the evaluation was completed and whether the Assistant Superintendent satisfied the agreed- upon objective performance standards as required by law. In addition to an evaluation of the employee's total performance in his/her assigned positionof Assistant Superintendent, the purpose of such evaluation shall be: a. To establish goals and objectives for the improvement of the administration of the educational responsibilities of the District, as it relates to the Assistant Superintendent’s job duties, and the Superintendent will furnish a list of those goals and objectives to Assistant Superintendent. B. An annual written summative evaluation shall be performed on each member b. To strengthen the working relationship between District and Assistant Superintendent, to enhance Assistant Superintendent’s effectiveness, and to clarify for the benefit of Assistant Superintendent the bargaining unit each calendar year using expectations which the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during Superintendent has for the annual evaluation.future performance of Assistant Superintendent; and, C. Evaluation of employees shall be based upon c. To discuss and establish personal goals for Assistant Superintendent for the supervisor's personal observation of a bargaining unit member's work and/or work product. D. Each bargaining unit member, upon his/her employment or at the beginning of the ensuing school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated in a meeting with his/her immediate supervisor. Upon the request of a bargaining unit member, the immediate supervisor will meet with the member to discuss progress and job performance. E. All annual evaluations shall be reduced to writing, and a copy shall be given to the bargaining unit member. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in writing within a reasonable time after the deficiencies are noted. G. Following each written summative evaluation, which shall include the right to a conference with the evaluator at the employee's request, the bargaining unit member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to be placed in the bargaining unit member's personnel file. The evaluation form may be revised by the Administration to be consistent with job classification duties. The Association President will be provided with a copy of the forms and will be given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.