APPEAL OF EVALUATION. 10.6.1 If the Unit Member feels the evaluation is incorrect or inaccurate, the Unit Member may appeal as follows:
APPEAL OF EVALUATION. 6.6.1 If the Evaluatee feels the evaluation is incorrect or inaccurate, the Evaluatee may appeal as follows:
APPEAL OF EVALUATION. 19.1.4.1 If the Unit Member requests a review of the evaluation as provided in section 19.1.3.4.3, the next level administrator will schedule a meeting with the Unit Member and the Immediate Management Supervisor to review the evaluation. The Unit Member may contact CSEA for appointment of a representative who may be present at the meeting. If the Unit Member elects to have CSEA representation, the next level administrator will coordinate the scheduling of the meeting with CSEA. Within twenty (20) working days of the conclusion of the meeting, the next level administrator will provide the Unit Member with a written response.
APPEAL OF EVALUATION. Employees who disagree with their appraisal or comprehensive evaluation may appeal through the grievance procedure.
APPEAL OF EVALUATION a. A school leader has the opportunity to appeal any formal evaluation (a mid-year, an annual, or a formal evaluation done at other times during the school year).
APPEAL OF EVALUATION. A classified employee who disagrees with his/her evaluation must do so in writing within ten (10) days from the date of review of such rating. He/She shall have the right of appeal to the superintendent or designee who shall review the facts of that case and issue a final rating of the employee’s performance.
APPEAL OF EVALUATION. A classified bargaining unit member who disagrees with his/her evaluation must do so in writing within ten (10) days from the date of review of such rating. He/She shall have the right of appeal to the superintendent or designee who shall review the facts of that case and issue a final rating of the bargaining unit member’s performance.
APPEAL OF EVALUATION. 1. Within ten (10) school days of the receipt of a teacher’s annual evaluation, the teacher may request, in writing, review by the original evaluator. In the event that the original evaluator is unable to complete this request, the request will be fulfilled by the Superintendent.
APPEAL OF EVALUATION. A less than overall satisfactory performance appraisal may be appealed through the grievance procedure as outlined in this Agreement. The signing of the performance appraisal indicates that the Employee has received and reviewed the appraisal and does not mean that the Employee agrees with the appraisal. The Union agrees to assure that Employees are aware that signing the appraisal does not constitute agreement with its contents and will encourage Employees to sign appraisals. In the event the Employee refuses to sign the appraisal, this refusal will be witnessed and documented by one other staff.
APPEAL OF EVALUATION. An evaluation may be grieved only after the evaluation has been presented to and signed by the employee, and an administrative appeal to the Division Director has been completed. No appeal will be honored unless the employee signs the evaluation. The employee must file an appeal with the Division Director within three (3) working days of the employee signing the evaluation. Such appeal shall be in writing, and must state the employee’s specific areas of objection with the rating of each dimension in the evaluation given by his supervisor. The Division Director shall then schedule an appeal conference. The employee has the right to Union representation at said conference. The Division Director shall then notify the employee in writing of his decision, and shall forward the evaluation along with his decision to Human Resources. If the employee is still dissatisfied, he may then initiate the grievance process within five days of the receipt by the employee of the Division Director’s response to the employee’s administrative appeal, and will be addressed to the Job & Family Services Director. Any such administrative appeal or grievance must be based on either (1) a failure to follow the evaluation process, as prescribed in the EPR Guide and this article, and/or (2) an unfair characterization of the employee’s job performance and rating.
