Bargaining Unit Member Evaluation. Evaluation is an on-going process of the assessment of the performance of a Bargaining Unit Member as conducted by on-the-job observation and shall be in writing and followed by an evaluation conference.
A. All formal monitoring or observation of the work of each Bargaining Unit Member shall be conducted in person and with the full knowledge of the Bargaining Unit Member. The use of eavesdropping, public address, computer, audio systems and similar surveillance or other electronic devices shall be strictly prohibited for purposes of evaluation.
B. Bargaining Unit Member evaluation shall be by personal observation or personal knowledge of Bargaining Unit Member's work. Normal observations shall be for periods of time that accurately sample the Bargaining Unit Member's work. Each Bargaining Unit Member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the criteria upon which he/she will be evaluated. The criteria shall be limited to the actual performance of the job duties and/or responsibilities. Work outside the Bargaining Unit Member's school- assigned duties shall not be evaluated. Evaluations shall be by personal observation conducted by the Bargaining Unit Member's immediate supervisor.
C. The form to be used for evaluations shall be jointly developed by the Board or its designee and the Association and shall be attached to this Agreement.
D. All evaluations shall be reduced to writing and a copy given to the Bargaining Unit Member within ten (10) workdays of the evaluation. If the Bargaining Unit Member disagrees with the evaluation, he/she may submit a written response, which shall be attached to the file copy of the evaluation in question. If a supervisor believes a Bargaining Unit Member is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall an identification of the specific ways in which the Bargaining Unit Member is to improve, and of the assistance to be given by the employer towards that improvement. In subsequent observation reports, failure to again note a specific deficiency shall be interpreted to mean that adequate improvement has taken place.
E. Following each formal evaluation, which shall include a conference with the evaluator; the Bargaining Unit Member shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the Bargaining Unit Member's signature be construed to mean that he/she necessarily agre...
Bargaining Unit Member Evaluation. A. New employees hired into the bargaining unit shall serve a probationary period of one year.
1. In the event that the bargaining unit member's work is less than satisfactory as a result of a written evaluation of his job performance, the probationary period may be extended for an additional twenty (20) work days.
2. Should the probationary period be extended, the Employer shall provide written notice to the bargaining unit member together with the reasons therefore. The Employer shall notify the Association President of any such action.
B. Non-probationary bargaining unit members will be evaluated at least once every other year by their immediate supervisor. In the event the employee receives an overall "unsatisfactory" or "needs improvement" rating, the employee will be reevaluated within a period not to exceed twelve (12) months.
C. All evaluations shall be in writing with a copy provided to the bargaining unit member.
1. A conference will be held within ten (10) calendar days after each evaluation to discuss the contents of the evaluation.
2. The bargaining unit member shall sign the evaluation. His signature shall not be interpreted to mean that he necessarily agrees with the content of the evaluation but that he has reviewed it.
3. A bargaining unit member may submit additional comments to be attached to the file copy of the written evaluation if he chooses.
4. All written evaluations shall be placed in the bargaining unit member's personnel file.
D. All probationary employees shall be evaluated upon completion of the probationary period.
E. Should a bargaining unit member not be continued in employment, the Employer will advise the unit member of the reasons therefore in writing. The Association President will be notified of any such action by the Employer.
Bargaining Unit Member Evaluation. A. All monitoring or observation of the work performance of a bargaining unit member will be conducted openly and with full knowledge of the bargaining unit member. The Millbury Teachers’ Association and the Millbury School Committee agree to implement the Educator Evaluation Plan for the Millbury Public Schools, as developed by the Labor/Management Committee, becoming effective September 2012 and proceeding forward in subsequent years. Bargaining unit members will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss such report with their superiors.
B. Bargaining unit members will have the right, upon request, to review the contents of their personnel file. A bargaining unit member may request a representative of the Association to accompany him/her during such review.
C. No material derogatory to a bargaining unit member’s conduct, service, character or personality will be place in his/her personal file unless the bargaining unit member has had an opportunity to review the material. The bargaining unit member will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The bargaining unit member will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and/or Principal and attached to the file copy.
D. The Association recognizes the authority and responsibility of the Principal for disciplining or reprimanding a bargaining unit member for delinquency of professional performance. If a bargaining unit member is to be disciplined or reprimanded by an administrator, he/she may request a member of the Association to be present.
E. No bargaining unit member will be disciplined or reprimanded through a reduction in rank or compensation or deprived of any professional advantage without just cause, in which case he/she will be notified by the Superintendent or his/her designee, through a formal written communication, as to why such action is being taken.
Bargaining Unit Member Evaluation. 5-1 The parties agree to comply with any and all NRS applying to or pertaining to the area of bargaining unit member evaluation.
Bargaining Unit Member Evaluation. A. New employees hired into the bargaining unit shall serve a probationary period of ninety
Bargaining Unit Member Evaluation. 10.01 Evaluation of certified/licensed teaching staff using Ohio Teacher Evaluation System (OTES). The evaluation of teachers, who spend fifty percent (50%) or more of his/her time providing content-related student instruction, shall be in accordance with this procedure, which align with the Standards for the Teaching Profession set forth in state law. The definitions prescribed in the Ohio Revised Code 3319, Ohio Administrative Code and ODE Model Policies, pertaining to this procedure shall be incorporated unless otherwise provided herein. Evaluation of certified/licensed counseling staff using the Ohio School Counselor Evaluation System (OSCES). The evaluation of school counselors shall be in accordance with this procedure, which aligns with the Standards for the Ohio School Counselors. The definitions prescribed in the Ohio Revised Code 3319.113, Ohio Administrative Code and ODE Model Policies, pertaining to this procedure shall be incorporated unless otherwise provided herein.
10.02 District administrators who are credentialed shall be responsible for evaluation of the performance of teachers/school counselors. The evaluator shall also be credentialed by the Ohio Department of Education to administer the Ohio Teacher Evaluation System (OTES)/Ohio School Counselor Evaluation System (OSCES) so long as such credentialing exists. If a teacher/school counselor is being evaluated by someone other than his/her building principal or immediate supervisor, the teacher/school counselor will be notified of their intended credentialed evaluator no later than Sept 15 or within thirty (30) days of employment if employed after the start of the school year. However, bargaining unit members shall not serve as credentialed evaluators. Where a teacher/school counselor is under a continuing contract or under consideration for renewal/non-renewal or under an improvement plan, a District administrator will serve as the Credentialed Evaluator. The Credentialed Evaluator assigned to the teacher/school counselor shall complete all components of the Teacher/School Counselor Performance component except in the case of extenuating circumstances.
10.03 All teachers/school counselors shall be evaluated based on the components of the Full Evaluation Cycle as set forth below unless the teacher qualifies for a Less-Frequent Evaluation Cycle as outlined in 10.04. The formal evaluation cycle for teachers shall consist of a professional growth/improvement plan, a pre-observation conferenc...
Bargaining Unit Member Evaluation. The Board and Association agree to make changes to OTES via MOU to be in compliance with Ohio law and the revised teacher evaluation procedure once the parties are aware of the changes that need to be made.
Bargaining Unit Member Evaluation. A. All monitoring or observation of the work performance of a bargaining unit member will be conducted openly and with full knowledge of the bargaining unit member. The Millbury Teachers’ Association and the Millbury School Committee agree to implement the Educator Evaluation Plan for the Millbury Public Schools, as developed by the Labor/Management Committee, becoming effective September 2012 and proceeding forward in subsequent years. Bargaining unit members will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss such report with their superiors.
B. 1. Bargaining unit members will have the right, upon request, to review the contents of their personnel file. A bargaining unit member may request a representative of the Association to accompany him/her during such review.
Bargaining Unit Member Evaluation. Section 24.1. All evaluations shall be carried out in a constructive and professional manner. Personnel evaluation is the ongoing process of defining goals and of identifying, gathering and using information as part of a process of professional growth. Evaluation policy should focus on practical professional growth and the purposes of evaluation are to provide information for improving performance and to provide a record of facts and assessments for personnel decisions. The process ends in an evaluation report written by the evaluator. Central to the process is the dialogue which comes from the bargaining unit member and evaluator working together to improve instruction.
Bargaining Unit Member Evaluation. 1. Purpose
a. To improve instruction
b. To help the member to achieve greater effectiveness in performing assigned duties.
c. To provide a written record of a member’s performance to be used:
1. As evidence of a member’s performance.
2. In advancement of position and awarding of continued employment.
3. As reference material for recommendation to other systems.
4. As written documentation in cases of nonrenewal, termination, discipline or inclusion into the PAR (Peer Assistance Review) and/or placement on an Improvement Plan through OTES (Ohio Teacher Evaluation System).
