EMPLOYEE EVALUATION PROCEDURE. All employees shall be formally evaluated at least once during their first year of employment and at least once every other year thereafter.
a. All monitoring of the performance of an employee resulting in his/her formal evaluation shall be conducted openly and with full knowledge of the employee.
b. A corrective action plan shall be developed between the employee and the supervisor when performance is rated less than satisfactory. A copy of the plan shall be provided to the employee.
c. Evaluations will be completed electronically in the Staff Evaluations application in the CCPS Web Portal. Employees will have electronic access to all of their evaluations no later than January 1, 2020. Employees will be required to electronically “Accept” the evaluation documents. Acceptance of the document does not necessarily indicate agreement. Employee comments can be added to the document and will become part of the electronic record. Written instructions will be provided to employees on an annual basis by the cost center administrator or designee. Training and/or assistance will be made available upon request.
EMPLOYEE EVALUATION PROCEDURE. For evaluation process please see the TPEP Evaluation Contract document. This document will replace all language in the contract for evaluation and has been agreed upon by the District and the Association.
EMPLOYEE EVALUATION PROCEDURE. Section 1 Criteria shall mean the eight (8) state defined categories to be scored.
EMPLOYEE EVALUATION PROCEDURE. The following procedure shall be used to assist in the performance evaluation of the employee:
1. Each employee shall be evaluated by his/her administrator once each school year. If an Employee’s performance is considered less than satisfactory any time during the school year, he/she will be evaluated at that time. This evaluation will be in addition to the evaluation noted below.
2. In the event an employee is placed on probation, the District will notify the affected employee in writing. The District shall provide the employee a specific plan of assistance with clear and measurable goals to help the employee remediate the areas of deficiency noted in the evaluation. This plan shall be developed by the administrator with the participation of the employee and the association. The employee shall be given sixty (60) working days to correct the deficiencies.
3. Employees shall have their written evaluation prior to their last day of work.
4. Each evaluation shall be based upon actual observations by the employee’s immediate administrator and shall concern an employee’s work performance, focusing on weakness(es) and strengths with specific suggestions for improvement where appropriate.
5. Written evaluation reports, attached herein as Appendix C, D and E shall be presented in post-conferences to each employee by his/her immediate administrator within five (5) days following its completion. The employee shall have the opportunity to write and attach a rebuttal to his/her evaluation.
EMPLOYEE EVALUATION PROCEDURE. The following provision shall be used for the purpose of evaluation of the staff of the Mahoning County Board of Developmental Disabilities.
EMPLOYEE EVALUATION PROCEDURE. A. Procedure for Evaluation of Professional Employees Job Performance
1. Evaluator shall be defined as the professional employee's immediate supervisor responsible for the Employee Evaluation Report of the professional employee.
2. Within four (4) weeks of the beginning of each school year the evaluator shall review with each professional employee to be evaluated during the current academic year the evaluation procedure, including the criteria for evaluation and instrument to be used for the required observation(s). A professional employee hired or reassigned after the beginning of the school year shall be notified by the evaluator of the evaluation procedure, including the criteria for evaluation and instrument used for the required observation(s). No required observation shall take place until such orientation has been completed.
3. Professional Evaluation Schedule
a. Professional employees in their first two (2) consecutive years of employment at the College shall be evaluated at least one (1) time per semester by not later than the 60th school day of the semester. Additional evaluations may be scheduled as needed in order to provide new professional employees with adequate assistance in strengthening and improving job performance.
b. Professional employees in their third and fourth years of employment at the College shall have at least one
(1) evaluation per year. The evaluation shall be completed by not later than February 15. Additional evaluation(s) may be scheduled as needed in order to provide adequate assistance in strengthening and improving job performance.
c. After the fourth year of employment, professional employees shall be evaluated at least once every three- (3) years by no later than February 15 of the school year in which the professional employee is evaluated.
d. Should the evaluation reveal potential problems in job performance, the evaluator shall inform the professional employee, using the professional employee evaluation recommendation summary, of the specific problem area(s) and provide suggestions and recommendations for improving the quality of the professional employee's job performance.
4. A pre-evaluation conference shall be held between the evaluator and the professional employee at least ten (10) school days prior to each evaluation so that the objectives, methods, and materials of the evaluation may be reviewed.
5. The evaluator shall make at least one (1) classroom visitation of 20 minutes or longer duration prior to comp...
EMPLOYEE EVALUATION PROCEDURE. 4 A. A review of procedures and criteria for evaluation will be given by the principal or designee both 5 orally and in written form during the pre-school in-service to the school site staff, and the review 6 shall include an opportunity for questions and requests for clarification.
7 B. Reasonable efforts will be made to have classroom training of all pertinent curricula necessary 8 for a bargaining unit member’s assignment. The training will be provided by the District prior to 9 the beginning of an assignment.
10 C. Only those qualifications, duties, and functions contained in the applicable job description shall 11 be evaluated pursuant to the provisions of this Article.
12 1. Each permanent bargaining unit member shall be evaluated at least once every other year no 13 later than May 1.
14 a. A permanent bargaining unit member who has ten (10) years of service to the District may 15 be evaluated at least once every five (5) years pursuant to the provisions of Education 16 Code Section 44664(a)(3).
17 b. If a bargaining unit member is scheduled to be evaluated during a particular school year, 18 but is granted a leave of absence for eighteen weeks or longer, the evaluation shall take 19 place during the first year of return to duty. (added 1/24/05)
20 2. Each probationary bargaining unit member shall be evaluated by the assigned District or 21 school site administrator, in writing, at least once each school year no later than February 15.
22 3. Evaluations shall be conducted by non-unit management and/or supervisory employees and 23 shall not be used for arbitrary, capricious, or punitive purposes.
1 4. Nothing in this Article shall restrict the right of the District to evaluate bargaining unit 2 members as frequently as the District determines to be in the best interest of the District’s
EMPLOYEE EVALUATION PROCEDURE. 2 During a school professional development day, the Principal of each building or the Superintendent shall 3 acquaint each employee with the evaluation procedures to be utilized and shall apprise each teacher of the evaluation
EMPLOYEE EVALUATION PROCEDURE. The entire item is replaced with a new evaluation procedure. Because of the length of the document, it is published separately as: Xxxxxx USD 345 Professional Guidelines and Procedures, July 2009. It shall be considered a part of the Negotiated Agreement, with all the legal rights, privileges and responsibilities appertaining thereto.
EMPLOYEE EVALUATION PROCEDURE. A. An employee shall be given a copy of any visit or evaluation report prepared by his/her evaluator, and shall have the opportunity to discuss the evaluation report. 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. No employee shall be required to sign a blank or incomplete evaluation form.
B. Every employee shall be evaluated annually.
C. An agreed upon pre-and post-season goal setting and measuring may be used as part of the evaluation process.
D. In the event an employee's performance results in negative evaluation, a reasonable amount of time will be given for performance enhancement if mutually agreed by the Association and District.
