Common use of Professional Evaluation Clause in Contracts

Professional Evaluation. 5.7.1. The District and Association believe in the value of evaluating educator performance. In addition to providing for the improvement of professional competence, the evaluation system will: [a] Identify standards and conditions of professional service in the school system. [b] Provide a permanent record of the quality of each employee’s professional service. [c] Provide a basis for judgment with respect to the continued employment of the employee. 5.7.2. Evaluations of professional performance shall be conducted annually or more often on the basis of the above philosophy, criteria and procedures. 5.7.3. Observations and post-observation discussions provide formative feedback intended to increase supervisor-educator conversations about practice and promote continuous improvement. Observations may be completed only by the supervisor or the supervisor’s designee. All observers must be certified in Evaluate ▇▇▇▇▇ prior to any observation being used for an educator’s evaluation. Licensed personnel shall have the right to respond in writing to an observation. 5.7.4. Summative evaluation conferences and reports will be completed by the supervisor or the supervisor’s designee provided that person is a licensed administrator. Exceptions shall be communicated through the liaison process and approved by the Superintendent. 5.7.5. Licensed personnel shall have the right to respond in writing to the evaluation and have that response attached to the report. 5.7.6. When a teacher is experiencing difficulties in the performance of his/her professional assignment, he/she may request assistance from teaching colleagues, the school principal or appropriate District supervisors. 5.7.7. A teacher who is not satisfied with an evaluation has fifteen (15) days after receiving the written evaluation to request a review of the evaluation. The review shall be conducted in accordance with Utah Code ▇▇▇. §53G-11-508. 5.8. Personnel Files

Professional Evaluation. 5.7.1. The District and Association believe in the value of evaluating educator performance. In addition to providing for the improvement of professional competence, the evaluation system will: [a] Identify standards and conditions of professional service in the school system. [b] Provide a permanent record of the quality of each employee’s professional service. [c] Provide a basis for judgment with respect to the continued employment of the employee. 5.7.2. Evaluations of professional performance shall be conducted annually or more often on the basis of the above philosophy, criteria and procedures. 5.7.3. Observations and post-observation discussions provide formative feedback intended to increase supervisor-educator conversations about practice and promote continuous improvement. Observations may be completed only by the supervisor or the supervisor’s designee. All observers must be certified in Evaluate ▇▇▇▇▇ prior to any observation being used for an educator’s evaluation. Licensed personnel shall have the right to respond in writing to an observation. 5.7.4. Summative evaluation conferences and reports will be completed by the supervisor or the supervisor’s designee provided that person is a licensed administrator. Exceptions shall be communicated through the liaison process and approved by the Superintendent. 5.7.5. Licensed personnel shall have the right to respond in writing to the evaluation and have that response attached to the report. 5.7.6. When a teacher is experiencing difficulties in the performance of his/her professional assignment, he/she may request assistance from teaching colleagues, the school principal or appropriate District supervisors. 5.7.7. A teacher who is not satisfied with an evaluation has fifteen (15) days after receiving the written evaluation to request a review of the evaluation. The review shall be conducted in accordance with Utah Code ▇▇▇. §53G-11-50853A-8a-406. 5.8. Personnel Files

Professional Evaluation. 5.7.16.4.1. The District and Association believe in the value of evaluating educator performance. In addition to providing for the improvement of professional competence, the evaluation system will: [a] Identify standards and conditions of professional service in the school system. [b] Provide a permanent record of the quality of each employee’s professional service. [c] Provide a basis for judgment with respect to the continued employment of the employee. [d] Provide uniform instruments on which to make evaluations. 5.7.26.4.2. Evaluations of professional performance shall be conducted annually or more often on the basis of the above philosophy, criteria and procedures. 5.7.36.4.3. Observations and post-observation discussions provide formative feedback intended to increase supervisor-educator conversations about practice and promote continuous improvement. Observations may be completed only by the supervisor or the supervisor’s designee. All observers must be certified in Evaluate ▇▇▇▇▇ prior to any observation being used for an educator’s evaluation. Licensed personnel shall have the right to respond in writing to an observation. 5.7.46.4.4. Summative evaluation conferences and reports will be completed by the supervisor or the supervisor’s designee provided that person is a licensed administrator. Exceptions shall be communicated through the liaison process and approved by the Superintendent. 5.7.56.4.5. Licensed personnel shall have the right to respond in writing to the evaluation and have that response attached to the report. 5.7.66.4.6. When a teacher is experiencing difficulties in the performance of his/her professional assignment, he/she may request assistance from teaching colleagues, the school principal or appropriate District supervisors. 5.7.76.4.7. A teacher who is not satisfied with an evaluation has fifteen (15) days after receiving the written evaluation to request a review of the evaluation. The review shall be conducted in accordance with Utah Code ▇▇▇. §53G-11-508. 5.8. Personnel Files53A-8a-406.