Summative Evaluations Sample Clauses

Summative Evaluations. 22.2.1 The OC President or the designated supervisor may conduct an evaluation of an employee at any time. At least five working days' notice in writing shall be given by OC to the employee to be evaluated together with a written statement indicating why the evaluation is considered necessary. The evaluation shall take place in the semester in which the notice is given. 22.2.2 Prior to undertaking the evaluation, the OC President and/or the designated supervisor shall discuss with the employee being evaluated the manner in which the evaluation will be carried out. 22.2.3 Within 20 working days of completion of an evaluation, a written report on the results of the evaluation including recommendations, if any, shall be provided to the employee. The evaluation will result in the conclusion that the employee is either “satisfactory,” “requires improvement, or is “unsatisfactory”. 22.2.4 If the designated supervisor makes use of an employee’s annual report as part of a summative evaluation then this use is restricted to the latest annual report. 22.2.5 Solely for the purpose of research associate appointments, the evaluation process shall be the determination of the grantee in consultation with OC. 22.2.6 The summative evaluation process shall be subject to the grievance procedure in Article 36 (Grievance Procedure).
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Summative Evaluations. 1. By May 20 all employees will be provided with a Summative Evaluation. The evaluation instrument will summarize the employee’s performance in all areas during the previous year. 2. A non-probationary employee may file a grievance alleging that the evaluation criteria contained in the evaluation instrument were not properly applied, if more than three areas are marked as improvement needed.
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Summative Evaluations. 28.1.1 The OUC President or the designated supervisor may conduct an evaluation of an employee at any time, if in his or her opinion such an evaluation is required. At least five working days' notice in writing shall be given by OUC to the employee to be evaluated together with a written statement indicating why the evaluation is considered necessary. The evaluation shall take place in the semester in which the notice is given. 28.1.2 Prior to undertaking the evaluation, the OUC President and/or the designated supervisor shall discuss with the employee being evaluated the manner in which the evaluation will be carried out. 28.1.3 Within 20 working days of completion of the evaluation, a written report on the results of the evaluation including recommendations, if any, shall be provided to the employee. Appeals of evaluation shall be handled in accordance with Article 40. 28.1.4 Solely for the purpose of research associate appointments, the evaluation process shall be the determination of the grantee in consultation with OUC.
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Summative Evaluations. A. 1. Summative evaluations shall be provided annually for all probationary teachers and for tenured teachers with less than five (5) years’ experience as prescribed in the District’s Teacher Evaluation Plan.
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Summative Evaluations. The final summative evaluation shall be based upon evidence collected throughout the evaluation cycle and will be given to the Teacher at the summative conference. If a Teacher objects to the final summative evaluation, the Teacher may put his or her objections in writing and have them attached to the evaluation and placed in his or her personnel file. A Teacher’s final summative evaluation rating shall not be subject to the grievance process as long as the number of observations, conferences, timelines and meetings follow the overview process described in the Triad Certified Personnel Evaluation Plan.
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Summative Evaluations. The administrator and professional educator will have a final face-to-face conference to review the Summative Evaluation. For Year 1 and 2 professional educators, this will take place by the 60th day of each semester. For Year 3 and 4 and On- Evaluation professional educators, this will take place by February 15th. Within five (5) days in attendance of the final summative evaluation conference, the professional educator will review and sign their summative evaluation via the district’s electronic evaluation system. The district will maintain all digital records.
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Summative Evaluations. 21.2.1 The OC President or the designated supervisor may conduct an evaluation of an employee at any time. At least five working days' notice in writing shall be given by OC to the employee to be evaluated together with a written statement indicating why the evaluation is considered necessary. The evaluation shall take place in the semester in which the notice is given. 21.2.2 Prior to undertaking the evaluation, the OC President and/or the designated supervisor shall discuss with the employee being evaluated the manner in which the evaluation will be carried out. 21.2.3 Within 20 working days of completion of an evaluation, a written report on the results of the evaluation including recommendations, if any, shall be provided to the employee.
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Related to Summative Evaluations

  • Performance Evaluations Employee performance shall be evaluated and communicated on a yearly basis as required under County policy. Performance evaluations are used to demonstrate to employees that they are valued; record how an employee’s performance meet the requirements of the job; create a job history record; identify employee strengths and areas for enhancement; assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which is more than two (2) years old will not be referenced in performance evaluations. The County shall ensure employee performance evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution of the differences, the employee may file a written request to meet with the next level of management. Said request shall state the unresolved issues and the specific changes in the written performance evaluation the employee is seeking. The appropriate manager shall meet with the employee to discuss the unresolved issues. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate manager, the employee may within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working days of receipt of a written request stating the unresolved issues and the desired changes in the written performance evaluation, the department head shall meet with the employee to discuss the issues. Within ten (10) working days of said meeting, the department head shall respond in writing to the employee. The decision of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a written response to his/her evaluation that shall be placed in his/her personnel file.

  • EMPLOYEE EVALUATIONS 6.1 Administrators will meet with new employees to discuss their job description within one (1) month of hire. The Administrator and new employee will sign off on the job description and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s web site. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will be evaluated at three (3) and six (6) working months. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each employee shall be evaluated at least once annually by March 31st. 6.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The bargaining unit member shall be given a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.