Administrative Evaluations. Administrative evaluations conducted by the supervising administrator or their designee will be conducted every three years. Written comments will be shared with the professor within 30 working days of the initial observation.
Administrative Evaluations a. Probationary Employees will be evaluated in writing once during each semester by the Chief Academic Officer.
b. The evaluation will be conducted openly and only with the knowledge of the Employee. An administrative evaluation will be based on direct observation of Employee and student interaction in the classroom, laboratory, services and other assigned duties of the Employee. Course syllabi, examinations, quizzes and other appropriate materials used in performance of the Employee’s assignment, including participation in committee meetings, curriculum development, student advising, and when relevant academic counseling, may be reviewed in the process based on predetermined criteria for review in Appendix AR, Administrative Review/Conference.
c. A written administrative report in the form of a completed Appendix AR shall describe the Employee’s strengths and areas for growth within two (2) weeks following each evaluation. The Employee will be given a copy of the report for review and opportunity to discuss the report with the Chief Academic Officer. Faculty Council representatives may be present at this meeting if the Employee chooses. Each administrative report will be signed and dated by the Employee indicating that he/she has read the report; it does not indicate concurrence with the report or its conclusions or recommendations. The filed report shall not contain material not previously discussed with the Employee.
d. An Employee has the right to attach a written reply to the administrative report. Evaluation proceedings, resultant observations, reports and any Employee response will be retained in the Employee’s personnel file and will be disclosed to third parties only as permitted or required by law unless the affected Employee chooses to disclose the results to others.
Administrative Evaluations. The Superintendent is charged with the responsibility for developing and implementing a method of evaluating all Administrators, not less than annually. The Superintendent shall designate those Administrators who shall be responsible for the evaluation of those who report to them. Evaluations shall, at a minimum, measure the Administrator’s performance and/or job goals, which are developed jointly by the Administrator and his/her evaluator.
Administrative Evaluations. In addition to the above-described procedures, other evaluations may be initiated by the responsible Xxxx/Area Manager at any time. These administrative evaluations may include, but are not limited to classroom/worksite observations, student evaluations, student interviews, and other evaluative techniques.
Administrative Evaluations. If a personnel decision involves two or more employees and all other factors distinguishing them from other are equal, then length of service MAY be considered as a tie-breaker
Administrative Evaluations. Evaluations of A.P.S.A. members shall be made in accordance with Board pol- icy and administrative procedures.
Administrative Evaluations. An effective working relationship between the Governing Body and the Head Administrator is essential to the successful operation of the school. The development and maintenance of such relationship will be assisted by annual performance reviews. The Head Administrators contract and SPLC Performance Framework, per NMSA § 22-8B-9.1, will be used to evaluate the overall performance. The Governing Body directs the Head Administrator to evaluate members of the administrative team in compliance and in accordance with the New Mexico Highly Objective Statewide Standard of Evaluation for Principals and Assistant Principals (HOUSSE). The Governing Body shall annually evaluate the job performance of the Head Administrator during a closed meeting of the Governing Body. The Governing Body shall use the PED/PEC Performance Framework as a tool for the evaluation. The Governing Body may evaluate the Head Administrator on the achievement of school goals, student learning, parent satisfaction, and the financial well-being of the school.
Administrative Evaluations. An effective working relationship between the Governing Body and the Head Administrator is essential to the successful operation of the school. The development and maintenance of such relationship will be assisted by annual performance reviews. The Head Administrators contract and SPLC Performance Framework, per NMSA § 22-8B-9.1, will be used to evaluate the overall performance.
Administrative Evaluations. The teachers of the District shall have the opportunity to give feedback to the Superintendent about their school Administrator(s) in written form in the following way:
9.2.1 A “Teacher Feedback Survey” facilitated by the Human Resources Department. The intent of this survey is to meet our statutory parameters related to the evaluation of Principals and to provide valuable feedback to Principals from their staff regarding his/her performance. This survey will be completed in February/March of each year, will be anonymous, will align with the State Evaluation System for Principals, and will be reviewed based on any updates/changes in State Statute.
Administrative Evaluations. (1) The appropriate Division Chair shall endeavor to perform an annual written evaluation of each Faculty Member, which evaluation shall include classroom observation and a review of the student evaluations administered in each course section.
(2) The classroom observation shall be conducted in a class scheduled during a five-week period identified by the Division Chair. Following each observation, the Division Chair shall meet with the Faculty Member to review the evaluation.
(3) A Faculty Member shall have the right to include in the official evaluation a self-evaluation. Such self-evaluation may identify goals for professional development and career advancement. Continuing education toward such goals may be supported by the College within negotiated benefits or through existing resources such as the Instructional Development Center and the Faculty Academy.
