EMPLOYEE EVALUATION. A. Formal evaluation of employees shall be in writing and shall be for the purpose of establishing a record of the employee’s work performance. The evaluation may include but is not limited to: establishing performance standards and outcome measures, recognition of an employee’s efforts, as well as planning for improvement. Issues of attendance and punctuality may be addressed if they have previously been discussed with the employee. The employee’s job description shall be a basis for the evaluation.
B. The evaluator shall review the written evaluation with the employee and provide the employee with a copy. The employee shall sign the evaluation acknowledging receipt. If the employee has objections to the evaluation, s/he, may within twenty (20) working days following receipt of the evaluation put such objections in writing and have them attached to the evaluation report and placed in his/her personnel file.
C. The frequency of evaluations shall be determined by the District and generally occur every other year by April 1st for bargaining unit employees. If the District chooses to do so, it may conduct formal evaluations on an annual basis. An employee may request to receive one (1) annual evaluation. Such request shall be in writing to the employee’s supervisor with a copy to the Human Resources Department.
D. The Human Resources Department will consult with the Federation in developing an outline of best practices to be used in conducting employee evaluations.
E. When the District determines that an employee’s work performance is unsatisfactory, it shall inform the employee in writing of any deficiency and the improvement expected and provide the employee with the opportunity to correct the unsatisfactory performance within a reasonable time period established by the District.
F. The judgment of an employee’s work performance by an evaluating supervisor shall not be the subject of a grievance. A grievance concerning an evaluation shall be limited to an allegation that the evaluation was done in bad faith or clearly untrue. The burden of proof shall rest with the grievant. Such grievance shall be filed at the next administrative level above that of the evaluator and that administrator shall provide a written decision within ten (10) working days of any hearing. If the grievance is not resolved, it may be appealed by submitting a written statement to the Human Resources Department within ten (10) working days following receipt of the administrative written...
EMPLOYEE EVALUATION. The School shall annually evaluate all instructional employees pursuant to state law.
EMPLOYEE EVALUATION. Employees will be evaluated on an annual basis or more frequently if deemed necessary, and informed of the quality of their work. All evaluations are the responsibility of the immediate administrative supervisor and shall be comprehensive. Employees will receive a copy of their evaluation at least five (5) duty days before the end of their work year. The employee has a right to review and to comment in writing regarding all evidence on file to support any evaluation of the employee’s performance. An employee who disagrees with the evaluation may submit a written addendum or rebuttal to the evaluation. The evaluation and the addendum, if any, will be placed in the employee’s personnel file. The employee shall be requested to sign the evaluation. Signing the evaluation does not mean that the employee agrees or disagrees with the assessment. If an employee desires a performance assessment with his/her immediate supervisor, he/she may request the assessment in writing. In the case of an unsatisfactory performance, the immediate supervisor will note areas that are unsatisfactory and make recommendations for improvement. Employees who receive an unsatisfactory performance evaluation will not be eligible for a step increase. If the employee achieves a satisfactory rating on a subsequent out-of-sequence evaluation, he/she will receive the step increment effective of the date of achieving the satisfactory evaluation. Judgment of performance by an evaluator shall not be subject to the grievance procedure. An employee who disagrees with the unsatisfactory evaluation may file an administrative appeal under Section 4-205 (c) of the Annotated Code of Maryland, Education Article. If an employee’s unsatisfactory evaluation is overturned as a result of a Section 4-205 (c) appeal the employee shall be granted a step increase retroactive to the beginning of the contract year.
EMPLOYEE EVALUATION. 4.1 Non-tenured employees shall be evaluated at least once each school year. This evaluation will consist of a minimum of three observations of which two must be a formal observation. Tenured employees shall be evaluated at least once every two school years. This evaluation will consist of a minimum of two observations of which one must be a formal observation. Any tenured employee who is rated as “needs improvement” or “unsatisfactory” must be evaluated at least once in the school year following the receipt of the rating. This evaluation will consist of a minimum of three observations of which two must be a formal observation.
4.2 At the start of the school term (i.e., the first day students are required to be in attendance), the school district shall provide a written notice that a performance evaluation will be conducted in that school term to each teacher affected or, if the affected teacher is hired after the start of the school term, then no later than thirty (30) days after the contract is executed. The building principal or immediate supervisor shall acquaint each employee under said supervisor's supervision with the evaluation procedures, standards and instruments, and the principal or immediate supervisor shall advise each employee as to who will observe and evaluate the employee's performance. No evaluation may take place until such orientation has been completed.
4.3 The administrator shall evaluate each employee in writing, using the evaluation instrument designed by the PERA committee.
4.4 Within five (5) days following the evaluation the evaluator shall set a conference time and date.
4.5 The employee shall have the right to attach an explanation to any adverse evaluations or other negative materials that are placed in the employee's personnel file within fifteen school days of the post conference.
4.6 A copy of the evaluation shall be signed and given to each teacher immediately following the evaluation conference. The teacher shall sign the official copy as evidence that he/she has received said copy.
4.7 Teacher evaluation shall be done in compliance with Article 24A of the School Code.
EMPLOYEE EVALUATION. Sec 25.1 Pursuant to Oregon Revised Statute 342.850, the District shall conduct evaluations of teachers based on job descriptions and performance standards with the adopted evaluation policies. Sec 25.2 Each year a committee representing an equal number of teachers assigned by XXXX and administrators designated by the Superintendent will review the current evaluation process from the Licensed Educators Evaluation and Growth System and suggest modifications if needed. The composition of the committee shall appropriately represent subjects and grade levels. Sec 25.3 Adoption of changes or revisions shall be through acceptance from XXXX, the Superintendent, and the school Board. Changes will be implemented when the Teacher Evaluation and Professional Growth Handbook is revised and approved. This handbook will serve as an addendum to the current contract and shall become effective with the new evaluation cycle. Sec 25.4 Where serious deficiencies are identified through the formal observation process and noted in writing in the evaluation documents, a teacher may be placed on a program of assistance for improvement. A Program of Assistance for Improvement (PAI) will be developed by the evaluator in cooperation with the employee. A Program of Assistance for Improvement shall be in writing, in accordance with ORS 342.815 and shall consist of a minimum of 60 calendar days. Sec 25.5 An employee may request to have an Association representative present during any meetings held with the evaluator or any other administrator regarding the Program of Assistance for Improvement. Sec 25.6 While the components of a Program of Assistance for Improvement may be varied the following principles shall be contained in plans resulting from deficiencies noted in the evaluation documents:
a) The plan will identify the performance standards deemed deficient.
b) The plan will set forth a description of the expectations related to the deficiency(ies).
c) The plan will include a description of assistance and resources to be provided to the employee which may include but are not limited to mentoring, coursework, book studies, coaching, classroom visitations, etc.
d) The plan will identify monitoring procedures.
e) The plan will establish a completion date. Sec 25.7 Successful programs of assistance for improvement shall not be placed in personnel files since they are for the specific purpose of improving instruction. Programs of assistance for improvement are not intended to be punitive...
EMPLOYEE EVALUATION. A. Written Evaluation by Management The parties agree that the timely and objective evaluation of the work performance of employees is a valuable and necessary activity for both the Employer and employee. Its primary purpose is to aid the employee in maintaining and improving job performance.
B. Schedule of Evaluations (Note: Observations shall be considered a valuable component of employee evaluations.)
1. Each employee shall be evaluated in writing as follows: Probationary Employees
a. There shall be a minimum of one (1) evaluation during the probationary period.
b. Each evaluation shall total a minimum of thirty (30) minutes or a major portion thereof.
c. Every attempt shall be made to complete the first evaluation within the first sixty (60) days. Employees Transferred or in a New Classification
a. There shall be a minimum of one (1) evaluation within the trial period.
b. Each evaluation shall total a minimum of thirty (30) minutes or a major portion thereof. Seniority Employees
a. There shall be a minimum of one (1) evaluation each two (2) to three (3) years.
b. Each evaluation shall total minimum of thirty (30) minutes or a major portion thereof.
2. Within ten (10) school days of an evaluation, a copy of the written evaluation will be provided. A conference shall be held with the employee to review the written evaluation.
a. Time limits may be extended for non-probationary employees an additional ten (10) school days, as needed, at the discretion of management.
b. The conference requirement above may be waived by the Employer where no problems or deficiencies were observed. A copy of the written evaluation shall still be provided.
3. Each employee shall sign the written evaluation which only indicates that the employee has received it. If the employee disagrees with the written evaluation, the employee may submit the objections in writing which will be attached to the written evaluation and placed in the employee’s personnel file.
C. Performance Deficiencies / Notice At any time deficiencies in performance are recognized. Such deficiencies shall be set forth in specific terms in writing and discussed with the employee in a timely fashion. Specific ways shall be identified in which performance is to improve. A statement shall be made of how to attain the desired improvement and the assistance to be given by the immediate supervisor. Adequate time shall be allowed to obtain the necessary improvement. The employee shall be involved in the development an...
EMPLOYEE EVALUATION. A. An employee shall at all times be entitled to have present a representative of the Union when he/she is being reprimanded, warned or disciplined for any infraction of discipline or delinquency in performance. When a request for such representation is made, no action shall be taken with respect to the employee until such representation of the Union in present.
B. No employee shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any advantage without just cause.
EMPLOYEE EVALUATION. A. General Criteria
1. All monitoring or observation of the work performance of a professional or temporary professional employee shall be conducted openly and with full knowledge of the employee.
2. Professional and temporary professional employees shall be evaluated and rated only by persons authorized to do so by the School Code of 1949, as amended. Any evaluation or rating forms or any criteria other than those required by the Department of Education or forms presently used shall be approved by the Association.
3. An employee shall be given a copy of any class visit or evaluation report prepared by his evaluators at least one (1) day before any conference to discuss it. No such report shall be submitted to the central office, placed in the employee's file or otherwise acted upon without prior conference with the employee if a conference is requested. No employee shall be required to sign a blank or incomplete evaluation form.
B. Personnel File
1. With the exception of confidential material, an employee shall have the right, upon request by appointment, to review the contents of his personnel file and to receive copies at Board expense of any documents contained therein. An employee shall be entitled to have a representative of the Association accompany him during such review.
2. No material derogatory to an employee's conduct, service, character or personality shall be placed in his personnel file unless the employee has had an opportunity to review the material. The employee shall acknowledge that he has had the opportunity to review such material by affixing his signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. Printed on all such materials should be the following statement: "This signature is witness to, but not necessarily in agreement with the above mentioned statement." The employee shall also have the right to submit a written answer to such material and his answer shall be reviewed by the Superintendent or his designee and attached to the file copy.
3. Except for legally confidential material, the employee shall have the right to initial and date each page of any material in his file.
4. All documents, communications and records dealing with the processing of a grievance shall be filed separately from the personnel file of the participant.
X. Any complaint regarding an employee made to any member of the Administration by any parent, student or other pers...
EMPLOYEE EVALUATION. A. Notification of evaluation will be made to the employee by their supervisor no later than October 1st. In the event of a change in the employee’s immediate supervisor, notification to the employee will be made within a reasonable period of time.
B. Employees shall be evaluated by their immediate supervisors.
C. Probationary employees shall be evaluated at least once a year and no later than thirty
EMPLOYEE EVALUATION. 11.1 Any evaluation critical of an employee’s job performance which is to be made part of his personnel file shall be examined by the employee and initialed by him prior to being placed in his file.
11.2 If the employee refuses to initial said evaluation, then a witness to its presentation to the employee and his refusal may initial the evaluation prior to it being placed in his file.
11.3 Within ten (10) working days of presentation or examination of an evaluation of his job performance, an employee may present for inclusion in his personnel file his written comments regarding the evaluation.
