Common use of PERSONNEL FILES AND EVALUATION Clause in Contracts

PERSONNEL FILES AND EVALUATION. 9.1 An effort should be made to evaluate each employee by the appropriate supervisor annually. An employee whose most recent evaluation demonstrates that he/she exceeds expectations will be evaluated every two years, so long as that employee continues to exceed expectations. Evaluations of an employee’s performance to be placed in his/her permanent file shall be discussed with them by the evaluator. Any negative evaluation shall include recommendations for improvements. The employee shall sign the document and be given the opportunity of including a written response to it. The signing of the document does not necessarily mean the employee is in agreement with the evaluation. Should the employee refuse to sign the evaluation for any reason, this will be noted on the document by the evaluator and be included in the file. 9.2 A copy of all material to be included in an employee’s file shall be furnished for the employee. Materials placed in the employee’s file after initial employment shall be available in the central office where said employee may examine them. Such examinations will occur only after the Superintendent, or his/her designee, has removed any material placed in the file prior to the employee’s initial hiring. 9.3 If an employee misplaces or loses his/her copies of materials which have been placed in the file, he/she may request another copy of such material and it shall be supplied at the employee’s expense. 9.4 Any employee interested in discussing the relevancy of materials in his/her permanent file may request and shall be granted the opportunity to discuss questions of relevancy with the Superintendent or designee. Material mutually deemed irrelevant shall be removed from the file. If there is disagreement between the employee and the Superintendent, or designee, regarding the relevancy of material, the employee may insert in the file a statement of the reasons why he/she believes said material is irrelevant. 9.5 After a period of two (2) years from the date a written report of an incident, or written reprimand has been placed in an employee’s file, and if there has been no further repetition of the alleged behavior, such employee may request to have this material removed from the file. The request must be made to the Superintendent or designee who made the evaluation, report, or reprimand in question, or the person’s successor. This provision does not include child-related incidents. If the employee wishes to appeal the decision of such person regarding removal of material, the employee may request and be granted the opportunity to discuss questions of relevancy with the Superintendent or designee. Material mutually deemed irrelevant shall be removed from the file. If there is disagreement regarding the relevancy of such materials, the employee may insert in the file a statement of the reasons why he/she believes said material is irrelevant. 9.6 Members of the bargaining unit who are in a supervisory capacity and have personnel under their supervision have a responsibility for aiding in the evaluation of those personnel. Supervisors will be expected to have input in the evaluation of job performance. However, the formal evaluation and any forms required in such evaluation shall be executed and signed by the person in charge of that particular group of employees, or other appropriate administrator. 9.7 Preschool aides shall be evaluated pursuant to the Step Up to Quality Five Star/highest rating and improvement system developed by the Ohio Department of Education and the Ohio Department of Job and Family Services.