Informal Evaluations Sample Clauses
The "Informal Evaluations" clause establishes a process for assessing performance, progress, or compliance in a non-binding, unofficial manner. Typically, this clause allows parties to provide feedback, raise concerns, or discuss issues without triggering formal dispute resolution procedures or contractual penalties. By facilitating open communication and early identification of potential problems, the clause helps prevent misunderstandings and allows parties to address issues collaboratively before they escalate.
Informal Evaluations. (i) Normally, the employer will evaluate informally, such evaluations to be assessments of performance by someone of the employee’s choice in the hiring unit or another hiring unit at York who is acceptable to the hiring unit, of the various duties and responsibilities of the position based on reasonable academic criteria consistent with Article 12.01.7. Such assessments will not normally be done for a person more than once per fall/winter session (September to April) and once per summer session (May to August).
(ii) Prior to an informal evaluation of an employee in a teaching situation, the employer shall consult with the employee concerning the time and criteria for such evaluation.
(iii) The result of the informal evaluation shall be discussed with the employee after appropriate notice.
(iv) An informal evaluation may result in recommendations to the employee for improvement of teaching skills/professional development, or may result in a recommendation to the hiring unit that a formal evaluation be conducted, or where permitted by Article 12.09.2 of the Unit 2 agreement, may result in establishment of a Competence and Ability Review Period, for cause. Where informal evaluation results in recommendations, those shall be made in writing and dated with a copy to the employee and placed in their professional performance and service file. Such recommendations shall be removed from the file after two years, except where a Competence and Ability Review Period is established in the interim, in which case the recommendations shall be retained in the file until the review period is completed.
Informal Evaluations. The parties recognize that the evaluation of faculty members is an ongoing process, and that there may be a need to keep informal records of critical incidents and other performance related matters. It may also be appropriate to discuss performance problems or exemplary achievements of faculty members outside of the formal evaluation process. Nothing in this agreement may be construed to restrict such activities.
Informal Evaluations. Employees may be evaluated informally at any time. Employees will be provided copies of any observation notes. In addition, the employee may request a conference with the administrator following the observation.
Informal Evaluations. (i) Normally, the employer will evaluate informally, such evaluations to be assessments of performance of the various duties and responsibilities of the position based on reasonable academic criteria consistent with Article 12.01.1 [qualifications]. Such assessments will not normally be done for a person more than once per contract.
(ii) The employer will consult with the employee who may suggest one or more names for consideration in the selection of the reviewer. The employee’s suggested names will not be unreasonably denied.
(iii) Prior to an informal evaluation of an employee, the employer shall consult with the employee concerning the time and criteria for such evaluation.
(iv) The result of the informal evaluation shall be discussed with the employee after appropriate notice.
(v) An informal evaluation may result in recommendations to the employee for improvement of skills/professional development, or may result in a recommendation to the hiring unit that a formal evaluation be conduct‐ ed. Where informal evaluation results in recommendations, those shall be made in writing and dated with a copy to the employee and placed in their professional performance and service file. Such recommendations shall be removed from the file after two years.
(vi) An informal evaluation shall not be used as a source of information in hiring decisions.
Informal Evaluations. Informal evaluation (self, peer, etc.) shall be encouraged and nothing in these procedures shall prohibit them. Such evaluations shall not become a part of the employee's official file without written approval from the employee.
Informal Evaluations. (i) Normally, the employer will evaluate informally, such evaluations to be once-per-appointment assessments of performance of the various duties and responsibilities of the position based on reasonable academic criteria consistent with Article 12.02.1.
(ii) Prior to an informal evaluation of an employee in a teaching situation, the employer shall consult with the employee concerning the time and criteria for such evaluation.
(iii) The result of the informal evaluation shall be discussed with the employee after appropriate notice.
(iv) An informal evaluation may result in recommendations to the employee for improvement of teaching skills/professional development, or may result in a recommendation to the hiring unit that a formal evaluation be conducted, or where permitted by Article 12.09.2 of the Unit 2 agreement, may result in establishment of a Competence and Ability Review Period, for cause. Where informal evaluation results in recommendations, those shall be made in writing and dated with a copy to the employee and placed in her professional performance and service file. Such recommendations shall be removed from the file after two years, except where a Competence and Ability Review Period is established in the interim, in which case the recommendations shall be retained in the file until the review period is completed.
(v) An informal evaluation shall not be used as a source of information in hiring decisions.
Informal Evaluations. (i) Normally, the employer will evaluate informally, such evaluations to be assessments of performance by someone of the employee’s choice in the hiring unit or another hiring unit who is acceptable to the hiring unit, of the various duties and responsibilities of the position based on reasonable academic criteria
02.1. Such assessments will not normally be done for a person more than once per fall/winter session (September to April) and once per summer session (May to August).
(ii) Prior to an informal evaluation of an employee in a teaching situation, the employer shall consult with the employee concerning the time and criteria for such evaluation.
(iii) The result of the informal evaluation shall be discussed with the employee after appropriate notice.
(iv) An informal evaluation may result in recommendations to the employee for improvement of teaching skills/professional development, or may result in a recommendation to the hiring unit that a formal evaluation be conducted, or where permitted by Article 12.09.2 of the Unit 2 agreement, may result in establishment of a Competence and Ability Review Period for cause. Where informal evaluation results in recommendations, those shall be made in writing and dated with a copy to the employee and placed in their professional performance and service file. Such recommendations shall be removed from the file after two years, except where a Competence and Ability Review Period is established in the interim, in which case the recommendations shall be retained in the file until the review period is completed.
Informal Evaluations. During those years when formal evaluations are not otherwise required by K.S.A. 72-2407 et seq., or this agreement. The educator will create a plan for growth and development, approved by the administrator which will document an area(s) for growth. Artifacts or supporting documents will be developed by the educator to show progress on the identified areas. A minimum of three walkthroughs or one extended walkthrough observation is required during the informal evaluation cycle (see definition #25, page 3). The educator and administrator will meet prior to the first Friday in May.
Informal Evaluations. Wherever a Department Head or Program Director discerns a problem either by direct observation or through information received from other sources, she/he will meet with the employee to clarify the situation. Action plans will be developed to overcome the identified problem. An action plan will be documented in writing in the departmental files and a copy given to the employee. Such documents will not be considered part of an Employee's Personnel Record. However, the formal appraisal may refer back to the discussion, the action plan and the change, if any, in performance.
Informal Evaluations. Nothing herein shall prevent the Board/administration from conducting informal evaluations and observations as it may deem necessary at any time.