UNIT MEMBER EVALUATIONS Clause Samples

UNIT MEMBER EVALUATIONS. A. The parties agree that the evaluation of unit member performance by observations shall be conducted openly and with full knowledge of the unit member. The unit member shall be apprised of any evaluation and shall be permitted to discuss the same with the Superintendent or his designee and may upon request submit appropriate written consent for inclusion in that unit member’s personal file. B. Unit members shall have the opportunity to review and discuss any evaluation reports with their supervisors and to review the contents of their personal files as maintained by building principals, supervisors or the Superintendent to the extent allowed by the Connecticut Right to Know Laws. Unit members shall be provided with a copy of any evaluation report at least one day prior to a conference on the same with their principal and/or supervisor. C. No evaluation report shall be typed by a parent of a student in the school of the unit member being evaluated. D. No unit member shall evaluate another unit member except that department heads shall continue to participate in the evaluation of those whom they supervise. E. The grievance procedure under this Contract shall apply only to procedural questions concerning unit member evaluation.
View SourceView Similar (6)
UNIT MEMBER EVALUATIONS. Shall be adopted pursuant to Board Policy 4115 and Administrative Regulation 4115. A program of regular, periodic evaluation involving all unit members shall be designed to achieve these purposes: (a) To identify standards and conditions of professional service in the Etiwanda School District. (b) To upgrade through professional counseling the job performance of all unit members. (c) To provide a simple permanent record of the quality of each unit member’s service.
View SourceView Similar (4)
UNIT MEMBER EVALUATIONS. The immediate supervisor under whom unit members serve shall evaluate the unit member by means of a performance evaluation. 1. The following schedule shall be followed for the completion of the performance evaluation: a. For regular probationary unit members: at the end of the second and fifth months of service. b. For promotional unit members: at the end of second and fifth months of service. Thereafter, once per year. c. For regular permanent unit members: once per year. d. For reassigned unit members: at the end of second and fifth months of service. Thereafter, once per year. 2. The following procedure should be adhered to in regard to performance evaluation reports: a. The performance evaluation reports shall be completed by the unit member's immediate supervisor. b. All regular permanent unit members' immediate supervisors must have supervised the regular permanent unit member for not less than 100 days. c. The reports shall be completed on forms prescribed by the District. d. Whenever a unit member is evaluated by his/her immediate supervisor, he/she will discuss the evaluation with his/her immediate supervisor and sign it. A copy shall be forwarded to the Human Resources officer for inclusion in the unit member's permanent file and the unit member shall receive a signed copy for his/her personal file.
View SourceView Similar (3)
UNIT MEMBER EVALUATIONS. 22 Any leave, with the exception of leave taken under the FMLA, 23 PDL, CFRA, Uniformed Services Employment and Reemployment Rights Act 24 (USERRA), leave for child related activities, leave for victims of 25 domestic violence, sexual assault, or stalking, vacation leave, 26 administrative leave, holiday leave, and holiday supplemental, will 27 be taken into account by a unit member’s supervisor in evaluating 28 the unit member’s performance. The supervisor, the Director, and 1 the Department may exercise ultimate discretion in determining 2 whether these leave usages have adversely affected a unit member’s 3 performance, subject to the analysis of whether sick leave use was 4 abused. 5 6 ARTICLE VI - BENEFITS
View SourceView Similar (2)
UNIT MEMBER EVALUATIONS. 26 Any leave, with the exception of leave taken under the FMLA, 27 PDL, CFRA, Uniformed Services Employment and Reemployment Rights Act
View Source
UNIT MEMBER EVALUATIONS. 2 Any leave, with the exception of leave taken under the FMLA,
View Source

Related to UNIT MEMBER EVALUATIONS

  • 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.

  • 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.

  • Student Evaluations Student evaluations shall be completed by the end of the 12th week of the fall semester.

  • 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.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP ▇▇-▇▇-▇▇▇, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.