Common use of PERFORMANCE EVALUATION PROCEDURE Clause in Contracts

PERFORMANCE EVALUATION PROCEDURE. A. Performance Evaluation of Permanent Employees 1. All monitoring or observation of the work of an employee will be conducted openly by that employee’s immediate supervisor and/or direct line administrator and shall be completed not later than May 1 of the evaluation year. 2. Unit members shall be evaluated at least annually by use of an appropriate Board approved evaluation instrument. Evaluation criteria shall be those specified on the evaluation instrument. 3. Unit member’s performance may be evaluated at any time the supervisor deems the performance to be less than satisfactory. In such instances, the employee and the immediate supervisor/supervisor’s designee shall develop a corrective action plan designed to improve employee performance within sixty (60) days. A copy of the action plan will be presented to the employee. The plan shall include a specific account of which areas the employee needs improvement. An employee on a corrective action plan shall meet with his/her supervisor or designee to monitor the plan for improvement. 4. Annual employee performance evaluation shall be preceded by a pre- evaluation conference not less than ninety (90) days prior to the evaluation and a post conference prior to inclusion of the complete evaluation being placed in the employee official personnel file. 5. An employee will be given a copy of any formal evaluation report and any corrective action plan prepared by the evaluator(s) at the time the evaluation is discussed with the employee and he/she is requested to sign it. No such report or plan will be placed in the employee’s personnel file without his/her prior knowledge. The employee shall sign the evaluation report indicating that he/she has seen the report, not necessarily that he/she agrees with it. 6. One (1) merit step on the salary scale will be awarded annually on July 1 of each year in which an eligible Unit member receives a satisfactory performance rating on the Board approved performance evaluation instrument. As per salary Article 24. 7. Merit steps may be awarded only to permanent employees who have completed a required six (6) month probationary period on or before July 1 of the ensuing salary year. 8. Unit members whose step increase is to be withheld shall be notified in writing at least forty-five (45) days prior to the date the step increase was to take effect. Such notification shall include specific reasons for withholding the step increase. 9. Unit members whose step increase has been withheld for reasons of unsatisfactory performance shall be reevaluated within sixty (60) days after the beginning of the work year. If performance is rated as satisfactory at that time, the merit step will be awarded retroactively to the beginning of the work year. 10. Failure of the employee to receive a merit salary step increase as a result of performance evaluation shall have no impact on cost-of-living increases awarded to all Unit members. 11. Evaluations shall be conducted by the employee’s immediate supervisor and/or direct line administrator. 12. All evaluation procedures covered by this article shall be subject to the grievance procedure. 13. It is understood that if an employee disagrees with the content of his/her evaluation, the employee can utilize the normal administrative appeal process. 14. In any year in which a unit member is not evaluated, it shall be assumed the employee’s performance is satisfactory.

PERFORMANCE EVALUATION PROCEDURE. A. Performance A written summative evaluation will occur annually for all employees and shall include the evaluation of the employee's total performance in his/her assigned position. After two (2) consecutive years of satisfactory performance, the evaluator will only be required to conduct evaluations for the employee once every two (2) years. B. All summative evaluations shall be documented on evaluation forms jointly developed by the District and SNTEA. C. Evaluation of Permanent Employeesemployees shall be based upon the supervisor's assessment of a bargaining unit member's work and/or work product. 1. All monitoring D. Each bargaining unit member, upon his/her employment or observation at the beginning of the work of an school year in which the employee will be conducted openly by that employee’s immediate supervisor and/or direct line administrator and evaluated, whichever is later, shall be completed not later than May 1 apprised in writing of the general criteria upon which he/she will be evaluated. E. All 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 yearin question. 2. Unit members F. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be evaluated at least annually by use set forth in writing within a reasonable time after the deficiencies are noted. The supervisor will suggest means of an appropriate Board approved evaluation instrument. Evaluation criteria shall be those specified on the evaluation instrumentimprovement in writing. 3. Unit member’s performance may be evaluated at any time the supervisor deems the performance to be less than satisfactory. In such instancesG. Following each written summative evaluation, the employee and the immediate supervisor/supervisor’s designee shall develop a corrective action plan designed to improve employee performance within sixty (60) days. A copy of the action plan will be presented to the employee. The plan which shall include a specific account of which areas conference with the employee needs improvement. An employee on a corrective action plan evaluator, the bargaining unit member shall meet with his/her supervisor or designee to monitor the plan for improvement. 4. Annual employee performance evaluation shall be preceded by a pre- evaluation conference not less than ninety (90) days prior to the evaluation sign and a post conference prior to inclusion of the complete evaluation being placed in the employee official personnel file. 5. An employee will be given a copy of any formal the evaluation report and any corrective action plan form prepared by the evaluator(s) at evaluator. In no case shall the time the evaluation is discussed with the employee and bargaining unit member's signature be construed to mean that he/she is requested necessarily agrees with the contents of the evaluation. H. All written evaluation documents are to sign it. No such report or plan will be placed in the employee’s bargaining unit member's personnel file without his/her prior knowledgefile. The employee shall sign evaluation form may be revised by the Administration and SNTEA 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 report indicating that he/she has seen form at the report, time of the evaluation conference. I. In no event shall a teacher or librarian assess an employee other than offering the supervisor written comments. J. All evaluations shall be completed by May 30th and a copy of the evaluation form given to the employee within a reasonable time after the conference. K. The employee's signature does not necessarily indicate agreement with the evaluation but indicates that he/she agrees the evaluation has been read and discussed with itthe evaluator. The evaluation form shall indicate the prior statement. 6. One L. Employees shall have a right to file a rebuttal to the evaluation which must be filed within ten (110) merit step on calendar days after receipt of the salary scale will evaluation, which statement shall be awarded annually on July 1 of each year in which an eligible Unit member receives a satisfactory performance rating on attached to the Board approved performance evaluation instrument. As per salary Article 24evaluation. 7. Merit steps may be awarded only to permanent employees who have completed a required six (6) month probationary period on or before July 1 of the ensuing salary yearM. Bargaining Unit Members shall not evaluate other Bargaining Unit Members. 8. Unit members whose step increase is to be withheld shall be notified in writing at least forty-five (45) days prior to the date the step increase was to take effect. Such notification shall include specific reasons for withholding the step increase. 9. Unit members whose step increase has been withheld for reasons of unsatisfactory performance shall be reevaluated within sixty (60) days after the beginning of the work year. If performance is rated as satisfactory at that time, the merit step will be awarded retroactively to the beginning of the work year. 10. Failure of the employee to receive a merit salary step increase as a result of performance evaluation shall have no impact on cost-of-living increases awarded to all Unit members. 11. Evaluations shall be conducted by the employee’s immediate supervisor and/or direct line administrator. 12. All evaluation procedures covered by this article shall be subject to the grievance procedure. 13. It is understood that if an employee disagrees with the content of his/her evaluation, the employee can utilize the normal administrative appeal process. 14. In any year in which a unit member is not evaluated, it shall be assumed the employee’s performance is satisfactory.

PERFORMANCE EVALUATION PROCEDURE. A. Performance Evaluation of Permanent Employees 1. All monitoring evaluations, monitoring, or observation observations of the work of an employee will be conducted openly by that employee’s immediate supervisor and/or direct line administrator and administrator. Evaluations shall be completed not no later than May 1 of the evaluation year. 2. Unit members shall be evaluated at least annually by use of an appropriate Board approved evaluation instrument. Evaluation criteria shall be those specified on the evaluation instrument. 3. Unit member’s performance may be evaluated at any time the supervisor deems the performance to be less than satisfactory. In such instances, the employee and the immediate supervisor/supervisor or the supervisor’s designee shall develop a corrective action plan designed to improve employee performance within sixty (60) days. A copy of the action plan will be presented to the employee. The plan shall include a specific account of which areas the employee needs improvement. An employee on a corrective action plan shall meet with his/his or her supervisor or the supervisor’s designee to monitor the plan for improvement. 4. Annual employee performance evaluation shall be preceded by a pre- pre-evaluation conference not less than ninety forty-five (9045) days prior to the evaluation and a post conference prior to inclusion of the complete evaluation being placed in the employee official personnel file. 5. An employee will be given a copy of any formal evaluation report and any corrective action plan prepared by the evaluator(s) at the time the evaluation is discussed with the employee and he/he or she is requested to sign it. No such report or plan will be placed in the employee’s personnel file without his/his or her prior knowledge. The employee shall sign the evaluation report indicating that he/he or she has seen the report, not necessarily that he/he or she agrees with it. 6. One (1) merit step on the salary scale will be awarded annually on July 1 of each year in which an eligible Unit member receives a satisfactory performance rating on the Board approved performance evaluation instrument. As instrument as negotiated per salary Article 24. 7. Merit steps Steps may be awarded only to permanent employees who have completed a required six (6) month probationary period on or before July 1 of the ensuing salary year. 8. Unit members whose step increase is to be withheld shall be notified in writing at least forty-five (45) days prior to the date the step increase was to take effect. Such notification shall include specific reasons for withholding the step increase. 9. Unit members whose step increase has been withheld for reasons of unsatisfactory performance shall be reevaluated within sixty (60) days after the beginning of the work year. If performance is rated as satisfactory at that time, the merit step will be awarded retroactively to the beginning of the work year. 109. Failure of the employee to receive a merit salary step increase as a result of performance evaluation shall have no impact on cost-of-living increases awarded to all Unit members. 11. Evaluations shall be conducted by the employee’s immediate supervisor and/or direct line administrator. 1210. All evaluation procedures covered by this article shall be subject to the grievance procedure. 1311. It is understood that if an employee disagrees with the content of his/his or her evaluation, the employee can utilize the normal administrative appeal processprocess in Section 4-205 of the Education Article, Annotated Code of Maryland. 1412. In any year in which a unit Unit member is not evaluated, it shall be assumed the employee’s performance is satisfactory. B. Evaluation of Newly Hired Probationary Employees 1. Probationary employees shall be evaluated during the probationary period by use of the Board approved evaluation instrument. 2. The probationary employee’s immediate supervisor shall be involved in the evaluation process. 3. At least two months prior to the evaluation, the supervisor(s) will review job duties with the employee and discuss any areas where the need for improvement has become apparent.