Unsatisfactory Evaluations Clause Samples
The Unsatisfactory Evaluations clause establishes the consequences and procedures that apply when an individual's or entity's performance is deemed below acceptable standards. Typically, this clause outlines the criteria for evaluation, the process for notifying the party of unsatisfactory performance, and any remedial actions or potential penalties, such as probation, retraining, or termination. Its core function is to provide a clear framework for addressing inadequate performance, ensuring both parties understand the expectations and the steps that will be taken if those expectations are not met.
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Unsatisfactory Evaluations. In the event an employee's work performance leads to an unsatisfactory evaluation that may ultimately lead to dismissal, the employee shall be evaluated using Appendix D. The evaluation report shall be presented in post-conferences to the employee by his/her immediate supervisor within five (5) days following its completion. Such reports shall be written in narrative form and shall include:
(a) Strengths of the employee
(b) Weaknesses of the employee
(c) Specific plan of assistance which the employee should take to improve his/her performance in each of the areas wherein weaknesses have been indicated.
Unsatisfactory Evaluations. If an employee is rated “unsatisfactory” in any Standard, the evaluator will provide the following in writing to the employee for each “unsatisfactory” Standard:
Unsatisfactory Evaluations. Within thirty (30) school days following a written evaluation of a tenured teacher resulting in a rating of "Unsatisfactory", a remediation plan will be developed to correct the area(s) identified as unsatisfactory or needs improvement, provided the deficiencies are deemed remediable. The remediation plan shall provide for ninety (90) school days of remediation in the classroom and shall provide for the following:
1. Mid-point and final evaluations and ratings conducted by a qualified administrator;
Unsatisfactory Evaluations. A permanent employee who receives an evaluation with an overall rating of unsatisfactory will be expected to improve his/her performance to such an extent that a reevaluation within sixty days will reflect an overall rating of above unsatisfactory. Failure to make such an improvement in performance will constitute sufficient grounds for disciplinary action.
7.7.1 The employee shall have the right to protest an evaluation through the grievance procedure. If the employee's objections are sustained, the grievance authority shall order preparation of a new evaluation and removal of the grieved evaluation from the employee's file.
Unsatisfactory Evaluations. (a) If an Employee's performance is judged unsatisfactory, the Division/Department/Unit Chair and/or ▇▇▇▇, as appropriate shall provide written reasons.
Unsatisfactory Evaluations. (a) If an Employee's performance is judged unsatisfactory, the Division/Department Chair and/or ▇▇▇▇, as appropriate shall provide written reasons.
(b) Temporary Appeal Committee
(c) The Temporary Appeal Committee will meet within 15 work days of appointment of the full panel.
(d) Following the Committee’s review of the materials submitted to them by the Chair and/or ▇▇▇▇ and/or Employee the committee will make a recommendation with supporting reasons to the ▇▇▇▇▇▇▇.
(e) The recommendation of the Temporary Appeal Committee will be forwarded to the ▇▇▇▇▇▇▇ in writing within 10 work days of the last meeting for the ▇▇▇▇▇▇▇’▇ final review and evaluation.
Unsatisfactory Evaluations. In the event a professional educator is rated less than satisfactory in any of the areas evaluated, the professional educator will be informed of the deficiency and future expectations. The evaluator will seek input from the professional educator in the development of a plan for improvement. The plan will be signed by all concerned parties. The plan will serve as a basis for future observations and evaluation unless amended in writing. Any amendment must be signed and dated by the concerned parties.
Unsatisfactory Evaluations. The City may withhold a step increase if the employee has been placed on a work plan that has not been completed at their regular anniversary date. Effective with satisfactory completion of the work plan, within six (6) months the City will reinstate the step increase back to the employee's anniversary date. If the employee does not satisfactorilycomplete the work plan, the City will not grant the increase. Final decisions shall be at the sole discretion of the City; however, the employee may request review of a final decision by the human resources manager and/or the city manager.
Unsatisfactory Evaluations. 11.3.1 When any unit member has received an unsatisfactory evaluation, the District shall annually evaluate the unit member until that employee achieves a positive evaluation or is separated from the District.
11.3.2 If an evaluation is unsatisfactory and is so indicated by the principal or designee, such an evaluation and related recommendations shall constitute a just and fair warning of unsatisfactory performance.
11.3.3 Any unsatisfactory evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the unit member. In the event a unit member is not performing his or her duties in a satisfactory manner according to the standards prescribed by the Governing Board, the District shall notify the unit member in writing of such fact and describe such unsatisfactory performance. The District shall thereafter confer with the unit member making specific recommendations as to areas of improvement in the unit member's performance and endeavor to assist the unit member in such performance. Such assistance shall include a remediation plan described below.
11.3.4 A written remediation plan shall be developed by the evaluator in collaboration with the
Unsatisfactory Evaluations. In the event the ESP receives an overall rating of “needs improvement”, the Supervisor will immediately notify the Assistant Superintendent of Human Resources, who will notify the ESP President(s) to determine a plan of action.