–ANCILLARY STAFF EVALUATION Clause Samples
The Ancillary Staff Evaluation clause establishes the process and criteria for assessing the performance of support personnel who are not part of the primary staff. Typically, this clause outlines the frequency of evaluations, the standards or metrics used, and the responsibilities of supervisors in conducting these assessments. By formalizing how ancillary staff are evaluated, the clause ensures consistent performance reviews, helps identify areas for improvement, and supports overall organizational effectiveness.
–ANCILLARY STAFF EVALUATION. A. Ancillary staff will be evaluated every year. Ancillary staff may elect to have an association representative present during post-observation conferences between the ancillary staff and an administrator.
–ANCILLARY STAFF EVALUATION. Section A. Evaluation of Ancillary Staff The evaluation of the work and performance of all ancillary staff is the right and responsibility of the Administration. The District and the Association agree that evaluation is necessary for the continuous improvement of instruction, for reinforcement of good performance and for the identification of those areas for which ancillary staff may need assistance. The evaluation process shall provide for the use of recommendations for improvement and assistance to the ancillary staff. Details of the evaluation process, evaluation forms and the ancillary staff’s general responsibilities are to be negotiated between the District and KEA. Every ancillary staff shall be provided a copy of this document at the beginning of the school year, or at the time of hire for a new ancillary staff and shall be provided training in the evaluation process. The “Framework” and all forms of the evaluation process shall also be available online, including specific rubrics for Guidance Counselors, School Social Workers, Physical Therapists, Occupational Therapists, Speech Pathologists and School Nurses. Forms may be completed electronically, but printed copies must be filed with Human Resources, where required.
–ANCILLARY STAFF EVALUATION.
A. The parties recognize that the purpose of ancillary staff Employee evaluations is to maintain a high quality of student support and instruction in the Wayland Union Schools and to assist teachers in improving their classroom effectiveness. Whenever a time period of less than ten (10) days is described in this Article, it shall exclude workdays in which the Employee or evaluator are absent.
B. The parties agree that the Employee evaluation procedure shall provide for informal opportunities for the evaluator to record the performance of the employee at other times in addition to the formal work setting visitations.
C. All probationary ancillary staff Employees will be formally observed at least two (2) times each probationary year, as part of the formal evaluation process.
1. The first probationary ancillary staff Employee observation shall be completed within two (2) months of commencement of employment.
2. At least two (2) of the observations of the probationary ancillary staff Employee will be at least sixty (60) calendar days apart unless the ancillary staff and evaluator otherwise agree.
3. Non-probationary ancillary staff Employees will be formally evaluated annually or at least one (1) time every three (3) years if they receive a Highly Effective evaluation for two consecutive years with each evaluation based on at least two (2) formal observations.
4. Ancillary staff Employees who are not eligible to acquire tenure status will serve a two or four- or five-year probationary period as if they were eligible to acquire tenure, as applicable.
D. Ancillary staff evaluations shall be conducted by the employee's building principal(s) or immediate supervisor. As part of the individualized development plan, the evaluating administrator may request a second administrator or consultant to observe and/or review the employee’s work. This input shall not by itself cause an employee to be found unsatisfactory or be the sole basis for discipline. Before an evaluation of any employee, the evaluator shall consult with the Employee regarding the evaluation. This may be done in a general meeting of all those being evaluated or in an individual meeting. This meeting shall include an explanation of all formal documents being used by the evaluator.
1. Prior to the evaluation process and at other times during the year, the building principal, or at the request of the building principal, another administrator or consultant is encouraged to visit the work setting informal...
–ANCILLARY STAFF EVALUATION. Section A. Evaluation of Ancillary Staff The evaluation of the work and performance of all ancillary staff is the right and responsibility of the Administration. The District and the Association agree that evaluation is necessary for the continuous improvement of instruction, for reinforcement of good performance and for the identification of those areas for which ancillary staff may need assistance. The evaluation process shall provide for the use of recommendations for improvement and assistance to the ancillary staff. Details of the evaluation process, evaluation forms and the ancillary staff’s general responsibilities are to be negotiated between the District and KEA. Every ancillary staff shall be provided a copy of this document at the beginning of the school year, or at the time of hire for a new ancillary staff, and shall be provided training in the evaluation process. The “Framework” and all forms of the evaluation process shall also be available online. Forms may be completed electronically, but printed copies must be filed with Human Resources, where required.
–ANCILLARY STAFF EVALUATION. The ▇▇▇▇▇▇▇▇ Park ANCILLARY STAFF Evaluation is detailed in the documents called “Evaluation and Professional Development Program”, “Non-disciplinary Support Program”, “Disciplinary Program” of ▇▇▇▇▇▇▇▇ Park Public Schools. This is the agreed upon evaluation system for the ancillary staff members of this bargaining unit and is a part of the master agreement.
–ANCILLARY STAFF EVALUATION. A. The evaluation of the work and performance of all ancillary staff is the right and responsibility of the Administration. The District and the Association agree that evaluation is necessary for the continuous improvement of instruction, for reinforcement of good performance and for the identification of those areas for which ancillary staff may need assistance. The evaluation process shall provide for the use of recommendations for improvement and assistance to the ancillary staff. Details of the evaluation process, evaluation forms and the ancillary staff’s general responsibilities are to be negotiated between the District and KEA. Every ancillary staff shall be provided a copy of this document at the beginning of the school year, or at the time of hire for a new ancillary staff, and shall be provided training in the evaluation process. The “Framework” and all forms of the evaluation process shall also be available online. Forms may be completed electronically, but printed copies must be filed with Human Resources, where required.
–ANCILLARY STAFF EVALUATION. A. Any formal monitoring or observation of the work of an ancillary staff person shall be conducted openly.
B. Each professional staff person shall have the right, upon request, to review the contents of his/her own personnel file. A representative of the Association may, at the professional staff person’s request, accompany the professional staff person in such review. The professional staff person shall affix his/her signature and the date to the record to signify he/she has reviewed his/her file and is aware of the contents. Review of the personnel file shall be as provided by law.
C. An ancillary staff person will be given the opportunity to review and discuss his/her formal evaluation with the reviewing administrator within ten (10) work days of the evaluation. No formal evaluation shall be conducted two (2) working days prior to Thanksgiving, Christmas, or Easter.
D. An ancillary staff person who disagrees with an evaluation may submit a written answer which shall be attached to the file copy of the formal evaluation in question.
E. Probationary professional staff shall be assigned a mentor by the administration as per the district mentorship program. A mentor is a voluntary position.
a. Mentors shall be paid four hundred ($400) dollars per school year, paid in two (2) installments, one (1) in January and one (1) in June.
a. The Union Group Sharing Committee will meet at least once a year and may review and revise the mentorship plan.
–ANCILLARY STAFF EVALUATION. A. Teacher Observation and Evaluation
–ANCILLARY STAFF EVALUATION. The Employer acting by and through its administrators shall be responsible for the evaluation of each ancillary staff in the performance of his/her professional duties. The evaluation of ancillary staff shall conform to the following guidelines.