Common use of EMPLOYEE EVALUATION Clause in Contracts

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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal The objective of the employee evaluation of employees shall be in writing programs (classified, professional, and shall be for licensed) is to facilitate decision making regarding an employee's performance and professional development. To this end, the programs serve the purpose of establishing a record of: • Fostering increasing competence and growth of the employee’s work ; • Measuring and judging performance. The ; • Clarifying both the job to be done and the expectations of accomplishment; • Enhancing communication. A. Evaluations of classified staff shall be conducted according to the terms of the document entitled “Lane Education Service District Classified Employee Evaluation Program.” Evaluations of professional staff shall be conducted according to the terms of the document entitled “Lane Education Service District Professional Staff Evaluation Program.” Evaluations of licensed staff shall be conducted according to the terms of the document entitled “Lane Education Service District Licensed Staff Evaluation Program.” Neither 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 process may be addressed if they have previously been discussed with changed during the employee. The employee’s job description shall be a basis for term of this contract without the evaluationwritten agreement of the parties. B. The evaluator for teacher evaluations shall review the written evaluation with the employee and provide the employee with hold a copyteaching license. The employee evaluation shall sign be signed by the evaluation acknowledging receiptteacher and the District supervisor who supervises the teacher. If the employee has objections to the evaluation, s/he, may within twenty (20) working days following receipt A copy of the evaluation put such objections in writing and have them attached shall be provided to the teacher. C. Employees may attach a written statement relating to any 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. D. If the District chooses to do soemployee believes that any statements contained in the evaluation are unsubstantiated, it he/she may conduct formal evaluations on an annual basis. An employee may request to receive one (1) annual evaluation. Such request grieve the matter through the Board’s adopted grievance policy. E. The results of performance observation shall be in writing to the employee’s supervisor with a copy to the Human Resources Departmentemployee. Where significant deficiencies are noted in the formal evaluation process, an employee may be placed on a plan of assistance/program of assistance. Prior to being placed on a plan of assistance/program of assistance for improvement the employee will be provided direction and informal assistance in the area(s) of needed improvement. A plan of assistance/program of assistance for improvement shall be in writing and shall include the following: 1. The current performance which is unacceptable or needing improvement; 2. The required level of performance; 3. The specific plan for achieving the required level of performance; 4. The resources required to achieve the desired performance 5. A timeline for completing the plan/program of assistance; 6. What will occur if the required level of performance is not achieved. No plan of assistance/program of assistance for improvement can be implemented without giving due notice of at least twenty-four (24) hours to the employee, prior to the implementation of the plan. A contract teacher will not be placed on a program of assistance for improvement for any alleged deficiency stated in ORS 342.865 (see below) without the completion of a meeting to review the concern and the data collected related to the alleged deficiency. • Inefficiency • Neglect of duty • Inadequate performance • Failure to comply with such reasonable requirements as the board may prescribe to show normal improvement and evidence of professional training and growth. At the time of the meeting to review the concern, written notice of the alleged deficiency will be provided. If observational data is used, this will include a pre-observation and post observation meeting. D. F. The Human Resources Department District will consult offer peer assistance whenever practicable and reasonable to aid the employee to better meet the needs of students. 1. The teacher who will receive the peer assistance and the Association will have input on the selection of the person(s) or agency that will provide the assistance. 2. Participation in peer assistance is voluntary. Both the teacher offered assistance and the person asked to provide assistance may refuse to participate with no adverse consequences or penalty. 3. Participation in peer assistance will not unreasonably increase the Federation in developing an outline workload of best practices participating teachers. The District will provide release time to be used in conducting employee evaluations. E. When the District determines that an employee’s work performance for purposes related to peer assistance if such release time 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 deemed necessary by the District. F. The judgment of an employee’s work performance by an evaluating supervisor shall not 4. No witness or document relating to or arising from peer assistance will be used for any proceeding before the subject of Fair Dismissal Appeals Board, or in 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 probationary teacher non-renewal hearing. If Use of such material or witnesses or documents must be approved by mutual consent for 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalhearings identified above. G. Effective July 1Employee discipline and the charges which resulted in the discipline shall be considered stale after sixty (60) months, 2013so long as no other discipline for the same type of conduct occurs. A stale document may not be used for any purpose to support progressive discipline, Sign Language Interpreters will be evaluated using non-extension, or dismissal. The Board agrees not to change language in currently adopted Board Policy and Administrative Rules on Staff Evaluation without consulting with the Educational Interpreter Performance Assessment Association (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation formBoard Policy GCN/GDN).

EMPLOYEE EVALUATION. A. Formal evaluation of a) Bargaining unit employees shall be in writing evaluated at least once per academic year. Bargaining unit employees shall be provided with a copy of all written evaluations if requested. An evaluation form is attached as Appendix “B.” b) Any bargaining unit employee who receives an overall rating of “needs improvement” may be placed on a directed growth plan for up to one (1) year. Any bargaining unit employee who receives an overall rating of “unsatisfactory” shall be placed on an improvement plan for at least twenty (20) school days and/or be subject to discipline/discharge where circumstances warrant such action. A bargaining unit employee on an improvement plan may be subject to supervisory meetings. The Employer shall be responsible for clearly identifying areas of concern and ways to improve on the undesired behavior/performance within both directed growth and improvement plans. c) A bargaining unit member rated “needs improvement” or “unsatisfactory” overall may request a conference with their evaluator to discuss an evaluation. The bargaining unit member may request a union representative attend the conference. d) Evaluations should be completed by June 15th of each academic year. This deadline may be extended where the Superintendent or his designee determines that the circumstances warrant such action and shall be for notify the purpose of establishing a record President of the employee’s work performanceFederation of such. The If no evaluation may include but is not limited to: establishing performance standards and outcome measurescompleted in an academic year, 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 it shall be a basis for recorded that the bargaining unit employee was “proficient” in all areas of the evaluation. B. e) The evaluator Employer shall review not provide an overall lower evaluation rating if the written Employer did not previously address the concern(s) referenced in the evaluation with the bargaining unit employee. f) Teachers (Unit “A” employees) shall not perform evaluations/evaluation duties of bargaining unit employees. 16.02. Employees have the right, upon request, to review the contents of their personnel file. An employee and provide the employee with may, if he/she wishes, have 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 representative of the evaluation put Union accompany him/her during such objections in writing and have them attached review. 16.03. No material derogatory to the evaluation report and an employee's conduct, service, character or personality will be 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 file unless the employee in writing of any deficiency and has had an opportunity to review the improvement expected and provide the material. The employee with will acknowledge that he/she has had the opportunity to correct review such material by affixing his/her signature to the unsatisfactory performance within copy to be filed with the express understanding that each signature in no way indicates agreement with the contents thereof. The employee will also have the right to submit a reasonable time period established written answer to such material and his/her answer shall be reviewed 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 Superintendent, 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 attached to the Human Resources Department within ten (10) working days following receipt of the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalfile copy. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal evaluation of The parties agree that all employees shall be in writing are entitled to a fair, equitable, and shall be for the impartial evaluation. The purpose of establishing the evaluation is to assure superior employee productivity, but not to be utilized in a record retaliatory manner or as a reprisal against an employee. 1. A copy 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's official evaluation, as well as planning for improvement. Issues of attendance and punctuality may intended to be addressed if they have previously been discussed with placed in the personnel file, shall be provided to each employee at the time the employee's signature is affixed no later than April 15 of each year. The employee’s job description A conference to discuss the specific areas in need of improvement shall be conducted. Any employee may file a basis for the evaluation. B. The evaluator written objection to an evaluation given by their appropriate administrator/supervisor. Such written objection shall review the written evaluation with the employee and provide the employee with be made 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 part of the evaluation put such objections in writing and have them attached to the evaluation report and placed in his/her official personnel file. C. 2. Evaluation Procedures: Evaluation procedures are in place for UOPD personnel. Before an employee can be given an unsatisfactory performance rating, the following evaluation procedures must be followed. a. During the first month of the evaluation period, an individual employee orientation will be held for UOPD personnel who will be evaluated by the Employee Performance Evaluation Instrument. An explanation will be provided of the evaluation procedures and forms as required. At this time, job factors will be reviewed and mutually agreed upon. b. The frequency appropriate administrator/supervisor must have made written documented observations of evaluations the employee's deficiency/performance. c. The purpose of the documented unsatisfactory performance shall be determined to provide remediation of the employee's deficiency/performance. d. By March 1, the administrator/supervisor must notify in writing and conference with any employee who may potentially receive an unsatisfactory evaluation. At the time of the conference, a Performance Improvement Plan will be developed and a copy provided to the employee. e. The Performance Improvement Plan will be implemented and monitored while in effect. The employee will be provided opportunities for input into the process and feedback from the administrator/supervisor regarding progress. f. The nature of the specific area of deficiency/performance and remediation shall be communicated to the employee throughout the school year in a clear, concise, and consistent manner, and prior to an unsatisfactory deficiency/performance assessment/rating being given. g. If an unsatisfactory evaluation is received, the employee shall receive a revised Performance Improvement Plan in writing, to be developed within five (5) days after receiving an unsatisfactory deficiency/performance assessment/rating. h. Upon request of the employee, the appropriate administrator/supervisor shall provide the employee copies of all documented observations. i. The employee shall have the right to grieve an unsatisfactory deficiency/performance rating when the employee believes that any of the sections or provisions of this Contract have been violated. 3. Each employee shall be evaluated by the District and generally occur every other year by April 1st for bargaining unit employeesschool principal or appropriate administrator(s) with input from supervisors, as appropriate. If the District chooses to do so, it may conduct formal evaluations on an annual basis. An employee may request to receive Within one (1) annual evaluation. Such request shall be in writing to month of each employee’s work calendar, the employee’s supervisor will meet with the employee to review job factors. 4. All annual performance evaluations must be received by Human Resources Services by April 15. In all cases, if any evaluation is not completed and received in Human Resources by the established deadlines, the employee performance and evaluation are considered satisfactory. The employee will be provided with a copy link to the Human Resources Departmenthis/her individualized evaluation instrument. 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal The performance of all administrators shall be evaluated annually in writing. Such evaluation of employees shall be in writing compliance with the philosophy, procedures and shall be for criteria listed in the purpose Administrative Evaluation booklet developed by the joint committee and adopted by ABSASP and the Board of establishing a record of the employee’s work performanceEducation. The evaluation may include but only exception to this is not limited to: establishing when performance standards and outcome measures, recognition of an employee’s efforts, goals are to be evaluated 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 evaluationprovided in Section D below. B. The evaluator Superintendent or his/her designee shall review follow the written procedures listed below in making evaluations: 1. There shall be periodic conferences with each employee being evaluated as described in the Evaluation Booklet. All timelines associated with employee evaluation with shall be those established in this booklet. 2. For the regular evaluation process, the employee shall be provided all reasonable support and provide assistance on goal and action plan attainment. In those cases where an employee has stated performance problems, such reasonable assistance will be provided for attainment of the employee with a copyimprovement plan for the stated performance problem areas. 3. The employee shall be given a copy of the final evaluation before it is presented to the Superintendent, and he/she shall sign it to indicate he/she has read it. He/she may also request that a copy of his/her own personal statement be submitted and attached for the official record. 4. When an employee does not agree with this/her evaluation, he/she may, at his/her option, meet with the appropriate Board representative and attempt to resolve that part of the evaluation acknowledging receiptwith which he/she is not in agreement. If At his/her option, the employee shall be granted a meeting with the Superintendent to fully discuss the matter. C. In the event an employee has objections specific performance problems, as identified in writing by the supervisor via the evaluation process, and has not fulfilled his/her job requirements and expectations, the Board may place the employee on a probationary status with a controlled evaluation plan to give the evaluationemployee an opportunity to improve his/her performance. In a situation when an employee is placed on controlled evaluation status, s/he, may within twenty (20) working days following receipt of the evaluation put such objections in writing he and have them attached to the evaluation report and placed in his/her personnel file. C. immediate supervisor shall establish a plan for improvement based upon the stated performance problem(s). The frequency plan for improvement shall include, as a minimum, a statement of evaluations the problem, and a specific improvement. The supervisor shall be determined responsible for the statement of the problem and the resulting goal(s) statement. The employee may be expected to develop a plan for improvement with the approval of the supervisor. In the event an employee is on a controlled evaluation/probationary status, the evaluation the following year will be completed by March 15. This final evaluation will denote if the employee will return to non-probationary status to address the issue (this additional year of probation is at the sole discretion of the Board) or if the employee will be terminated unconditionally by the District and generally occur every other year Board per the right described in Article V. Notifications to terminate must be made 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 1 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalcurrent school year. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal Certified employees will be evaluated in accordance to NMAC 6.69.8. All procedures will comply with applicable New Mexico state statutes and regulations. The purpose of the teacher performance review is to aid teachers and supervisors in the improvement of quality instructional services to students. Employees to be evaluated during a particular year shall be furnished a copy of the evaluation tools and procedures of the year in which the evaluation is to take place within thirty (30) days of the start date and/or procedural change. B. The performance of all employees shall be evaluated in writing and writing. The evaluation shall be conducted using State and District process and procedures. At least one (1) evaluation shall be conducted by the employee’s building principal. Secondary Assistant Principals assigned at the beginning of the year and who are qualified and certified observers will be considered the building principal of record. Only District administrators who are “certified observers” shall conduct observations for the purpose of establishing evaluation in accordance with NMTeach training. If an employee is dissatisfied with his/her observation, the employee may request a record review via memorandum to their appropriate direct supervisor. C. All monitoring, observation, and data collection of the performance of an employee shall be conducted openly and with the full knowledge 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 D. All employees shall review have a post-observation conference within the written evaluation with prescribed timelines and will be afforded the employee opportunity to contest the scoring of any domain and provide present additional artifacts at the employee with a copypost observation conference. The employee shall sign may also request an Association representative accompany them to the evaluation acknowledging receiptpost-observation meeting. If there is substantiated differences and no agreement can be reached between the certified observer and the employee, 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 appeal 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 curriculum director/designee 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 five (105) working days of any hearingthe post observation conference. If The appellant employee will be notified in writing by either curriculum director/designee of their decision regarding the grievance is not resolved, it may be appealed by submitting a written statement to the Human Resources Department appeal within ten five (105) working days following receipt of the administrative written decisionappeal. The written statement must clearly set forth why appeal nor the previous response decision is in error regarding shall be arbitrary or capricious, and the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such response decision shall be final. G. Effective July 1E. If an employee believes that their summative evaluation has been influenced by errors in data transmission or process application, 2013, Sign Language Interpreters the employee will be evaluated using granted a review via memorandum to their superintendent’s designee. Initial review shall be conducted by the Educational Interpreter Performance Assessment (EIPA) pursuant superintendent’s designee. If the superintendent’s designee validates the appeal, any further appeal shall then follow applicable rules and regulations. The Association president will be provided written notice as to OAR 581-015-2035 and/or the District’s procedures for appeal. F. Annually, the District will engage the Association in a review of the plan for local evaluation formmeasures prior to submittal. The Association shall have the right to provide input as to the plan. The district shall have final authority for submission and implementation of the plan. G. Recognizing that the evaluation process as described above is to improve teacher performance and student instructional services, the District retains the sole and exclusive right to determine a person’s continuing employment and that determination is in local control. The district retains the right to utilize the evaluation process in making a determination. The district retains the right to determine whether the evaluation will or will not be a determinative factor. H. A Performance Growth Plan (PGP) is a plan to correct areas of unsatisfactory performance and provide feedback from the administrator which is the framework for an individual professional growth plan and that the administrator will provide assistance in helping the employee correct unsatisfactory performance and that the district will extend strategic support aligned to best practices identified by the District to assist the employee to correct unsatisfactory performance in assisting employee success. A PGP is a plan designed to assist employees and a guide collaboratively developed with administrators. A PGP may be initiated whenever the employee’s administrator has reason to believe that the employee’s performance may not meet the competency standard for the level of licensure or the employee’s summative evaluation is at a level that requires an improvement plan within the design of State and District The original PGP may be carried over to the next year. I. Performance Growth Plan (PGP) 1. Classroom observation(s) will be completed, reviewed, and discussed with the employee. Written feedback will be provided on formal scheduled observations. 2. The PGP will address instructional competencies and will be collaboratively developed by the administrator and the employee and will include target dates to complete activities. Timelines for improvement should be reasonable and attainable. The PGP is a written tool that will be used to improve instruction and may be used as part of an employee’s evaluation with the intent to achieve success through measurable goals. Support activities could include coursework, workshops, conferences, action research, book studies, peer intervention, mentoring, etc. 3. Written documentation of employer and employee signatures must be in evidence to support the collaborative effort between administrator and employee to correct the area of concern. 4. It is the employee’s responsibility to carry out the PGP objective(s) and to meet the goals of the plan with the administrator’s assistance. 5. Consequences for failure to correct the goal(s) as stated on the CMS Performance Growth Plan form may result in further progressive discipline. 6. Steps and procedures of an employee’s right to due process shall be followed. J. An employee shall be entitled to have present, a representative of NEA-Carlsbad when known or possible disciplinary or corrective action is or could be taken in regard to any evaluation or growth plan. The administrator and employee shall develop the PGP collaboratively. When the employee is placed on a PGP the administrator will make a good faith effort to suggest improvement action and to give the employee a reasonable amount of time and resources to make the improvement before evaluating the employee’s performance again.

EMPLOYEE EVALUATION. A. Formal ‌ 5.1 Employees are expected to perform their assigned duties and responsibilities. The evaluation of employees procedures contained in this Agreement shall be in writing used to evaluate each employee’s level of performance and work traits. 5.2 Each regular full-time and regular part-time employee shall be for the purpose of establishing a record of evaluated annually by her/his immediate supervisor. Site managers or leads at the employee’s worksite shall provide input to the evaluator. If site managers or leads provide negative performance information to the evaluator that will be used in the evaluation, the evaluator will provide that information to the employee within two (2) workweeks. 5.3 Employees shall be evaluated by June 1st. At the time of evaluation, a conference shall be held between the immediate supervisor and employee regarding the employee’s Annual Performance Evaluation. 5.4 Employees shall be evaluated during their probationary period. 5.5 Employees shall be notified of below expected level(s) of performance and work traits. When a supervisor has a concern about the employee’s performance, the supervisor shall notify the employee in a timely manner about the concerns, including specific areas of deficiencies and the expectations for correction. The evaluation may include but goal is not limited to: establishing performance standards that an employee should be aware of deficiencies and outcome measures, recognition the expectations for correction of an employee’s efforts, those deficiencies as well early as planning for improvementpossible prior to the annual evaluation. Issues Areas of attendance and punctuality work needing improvement may be addressed if they have previously been discussed with the employee at any time during the year that they are noted. If deficiencies continue, notice of specific areas needing improvement will be provided in writing with timelines for improvement. 5.6 Employees have the right to make a written response to their evaluation. Such response must be signed and dated by the employee. 5.7 Employees in a job assignment for more than ninety (90) days may be evaluated as Focused, unless the employee received one or more “unsatisfactory” ratings the previous year. The employee’s job description shall Comprehensive Evaluation, will be a basis used for employees who have received below acceptable ratings and all employees who have less than one year of experience in the evaluationjob. See Appendix 3. B. The evaluator shall review the written 5.8 Grievances relating to evaluation with the employee and provide the employee with a copy. The employee shall sign the evaluation acknowledging receipt. If the employee has objections are limited 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 Supervisor’s adherence 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 decision. The written statement must clearly procedures set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalArticle V - Employee Evaluation. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal Section 23.1 Evaluation is a necessary process by which the performance of all employees in the LWSD is measured against a set criteria. It is intended to help staff members grow and develop as well as to ensure a high level of performance. The immediate supervisor will evaluate the performance of each employee in the employee’s current position each year using the agreed upon evaluation form attached in Appendix B. Additional evaluations will be completed at the request of either the supervisor or employee. Section 23.2 It is expected that all employees’ performances will be proficient or distinguished. Annual performance evaluations will be due by June 10 of each year for employees shall in positions of less than 260 days and by July 1st of each year for employees in positions of 260 days or more. Should the District fail to issue an employee a performance evaluation within this timeframe, such employee will be in writing considered to be proficient for that evaluation period. Annual performance evaluations will include a review by the employee and shall be for the purpose of establishing a record supervisor 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 job duties in relation to the employee. The employee’s job description description. Bargaining unit members shall not write the evaluation of other members or be present at the evaluation conference of other members. At any time during the school/work year, if an assigned supervisor is concerned that an employee is not performing at a basis for proficient level, the evaluation. B. The evaluator shall review the written evaluation assigned supervisor will discuss any performance difficulties with the employee and provide state the performance expectations. The performance evaluation will be discussed privately with the assigned supervisor. Performance concerns cannot be used to mark an employee less than proficient if these performance concerns were not discussed with the employee with and the employee was not given ample time to improve prior to the annual performance evaluation conference. Section 23.3 Evaluations noting Improvement Needed, and/or Unsatisfactory performance levels must be accompanied by written comments. Employees rated less than proficient will be provided a copywritten plan of improvement that includes the specific areas of needed improvement, specific expectations for different behavior and/or performance, resources and assistance to be provided to help the employee improve in the areas identified, a reasonable timeline for the plan of improvement regular feedback on improvement or lack thereof in the specific areas identified in the plan as needing improvement, and the consequences for failure to sufficiently improve. The employee shall sign the evaluation acknowledging receipt. If A “reasonable” timeline will be such that the employee has objections time and opportunities to demonstrate the skills needed to perform the essential job responsibilities. Section 23.4 A copy of the employee's evaluation will be given to the evaluation, s/he, may within twenty (20) working days following receipt employee and one copy will become part of the evaluation put such objections in writing and have them attached to the evaluation report and placed in his/her employee's 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

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 February 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal 11.01 The parties recognize that the evaluation of the performance of all employees is the responsibility of the administration. The evaluation process is designed to assess and communicate performance effectiveness, to aid in improving performance of assigned duties and, if necessary, to develop a performance improvement plan to assist in addressing deficiencies for the employee whose performance is not satisfactory; the process is not to be used as a punitive measure. 11.02 The following guidelines shall be used in writing and the evaluation process: A. Annual Evaluation. 1. An employee’s performance shall be for evaluated at the purpose end of establishing an employee’s service in a record probationary period, unless the employee has been dismissed during the probationary period (see Section 13.01), and annually. The period covered by the annual evaluation shall ordinarily coincide with an employee’s school year/fiscal year contract. The annual evaluation shall be conducted no sooner than sixty (60) days prior to the end of the employee’s work performancecontract and no later than ten (10) days prior to the end of the evaluation period. 2. Employees shall be provided copies of the annual evaluation form and a description and explanation of the evaluation process to be used, including the period of employment to be covered by the evaluation, no later than thirty (30) days after the beginning of the evaluation period. 3. The supervisor/evaluator shall schedule a meeting with the employee to discuss the evaluation may include but is not limited to: establishing performance standards no later than ten (10) days after the completion of the evaluation. 4. The supervisor/evaluator and outcome measures, recognition of an employee shall sign and date the evaluation form that will be placed in the employee’s efforts, as well as planning for improvementpersonnel file. Issues The signature of attendance and punctuality may be addressed if they have previously the employee indicates only that the evaluation form has been discussed with the employeeemployee and does not imply that the employee agrees with the evaluation. The employee may attach written comment to the evaluation within ten (10) days of signing it. 5. The employee shall receive a copy of the written evaluation. B. Other Evaluations during the Evaluation Period. 1. If a supervisor/evaluator determines during the evaluation period that an employee’s job description shall performance needs to be a basis for improved, the evaluation. B. The supervisor/evaluator shall review the written evaluation meet with the employee within ten (10) days of such determination, except under unusual and compelling circumstances, to discuss the unsatisfactory performance and to provide the employee with recommendations for improvement. 2. If the employee’s performance does not improve after a period of sixty (60) days, the supervisor/evaluator may 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 “Performance Improvement Notice” as described 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 evaluationSection 11.03 below. Such request shall notice may also be in writing provided as an initial response 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 that is sufficiently serious to warrant such a reasonable time period established by formal action, notwithstanding the Districtprovisions of paragraph B1 above. 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal 14.1 The purpose of employee evaluation is to support decisions concerning employee discipline, promotion and improvement. Evaluation shall be the responsibility of the immediate supervisor who shall not be a member of the bargaining unit. 14.2 Within two (2) weeks of the beginning of each school year or after initial employment, whichever is applicable, the immediate supervisor shall fully inform each employee under his/her supervision of the evaluation procedures, criteria, standards, and instruments to be used as well as who will observe and evaluate his/her performance. 14.3 Probationary employees shall be in writing and evaluated not less than twice during the probationary period. All evaluations shall be for the purpose of establishing a record conducted openly with full knowledge of the employee’s work performanceemployee and without the use or aid of electronic equipment. The initial evaluation may include but is shall be preceded by a period of not limited to: establishing performance standards less than thirty (30) workdays and outcome measures, recognition of an employee’s efforts, as well as planning for improvement. Issues of attendance and punctuality may there shall be addressed if they have previously been discussed with a fifteen (15) workday period between each evaluation unless otherwise requested by the employee. The employee’s job description Non-probationary employees shall be a basis for the evaluationevaluated not less than once each year. B. The evaluator 14.4 Employees 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 receive all evaluations 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 workdays after observation for the purpose of any hearingevaluation. Such written evaluation shall note strengths, weakness (if any), and specific areas needing improvement (if any). 14.5 In the event specific areas needing improvement are noted, the employee shall be informed as part of the written evaluation what improvement needs to be made, what assistance management will provide in making the required improvements, the specific time frame within which the improvements must be made, and the consequences the employee will face if the improvements are not made within the required time frame. 14.6 Employees shall acknowledge receipt of their written evaluation by signing at the bottom. Such signature does not necessarily indicate agreement with the content of the evaluation, but merely indicates receipt. No employee shall be required to sign an incomplete or blank evaluation. 14.7 If the grievance is employee does not resolvedagree with any portion of the evaluation report given to him/her, it may be appealed by submitting he/she shall have the right to a conference with the evaluator and to attach a written statement response to the Human Resources Department within ten (10) working days following receipt of the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalevaluation report. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal evaluation of employees shall be in writing and shall be for the The purpose of establishing a record of the employee’s work performance. The evaluation may include is to evaluate employees covered by this Contract for such purposes as, but is not necessarily limited to: establishing performance standards and outcome measures, recognition of assess 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 's work performance per their job description shall be a to help an employee to achieve greater effectiveness and performance of his/her work assignment and thereby improve the agency's programs and to constitute the basis for the evaluationpersonnel decisions including promotions, reassignments or terminations. B. The evaluator Employees shall review the written evaluation be evaluated annually. All employees, 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 evaluationexception of School Age employees, 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 evaluated within ten (10) working days of any hearingthe anniversary date they started in their current position (unless a different timeline is agreed to in writing by the staff person being evaluated). If School- age employees shall be evaluated in May of each calendar year. The evaluation of School Age Instructors shall include no less than one (1) classroom observations of at least thirty (30) minutes duration each. The evaluation form shall be reviewed in a conference with the grievance employee within seven (7) days of the evaluation, with a copy being given to the employee at the beginning of the review. The evaluator and employee shall sign the evaluation. The employee's signature does not constitute approval or disapproval, but only that the evaluation has been reviewed with the employee. C. The parties recognize that the evaluation of an employee is not resolvedan ongoing process, and deficiencies in an employee's performance shall be brought to the attention of the employee through the evaluation process together with written specific suggestions for improvement from the evaluator. When it may is determined that an employee's performance is deficient, the employee shall be appealed by submitting so advised. D. An employee shall have the right to make a written statement response to the Human Resources Department within ten evaluation and to have the response attached to the evaluation report to be placed in the employee's personnel file. E. No bargaining unit member shall at any time be responsible for the observation or evaluation of another bargaining unit member. F. Within thirty (1030) working calendar days following receipt of the administrative written decision. The written statement must clearly set forth why the previous decision is first day worked, and each year thereafter, all employees shall be notified in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record writing of the grievance and/or conduct a hearing name and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalposition of the evaluating supervisor. G. Effective July 1Evaluations and observations shall not be conducted secretly. For school-age employees, 2013, Sign Language Interpreters a one-week notice will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s given before an evaluation formmeeting occurs.

EMPLOYEE EVALUATION. A. Formal 9.1 Employees shall be evaluated in accordance with ORS 342.850, utilizing written criteria from the District Professional Growth and Accountability (PGA) model, which shall be provided to each new employee at the time of employment. Extra copies are available, upon request, from the district office; provided, that no remedy shall be granted for the District's breach of this subsection unless the breach substantially prejudices the rights of the evaluated employee. The District may implement change(s) in existing evaluation policy after providing the Council an opportunity to provide input regarding the change(s). 9.1.1 If a substantive change is made in the Professional Growth and Accountability model, a joint committee of equal parts CEA and District will convene to determine said changes to report to the school board. 9.2 The criteria for evaluation of each employee shall be defined in the District Professional Growth and Accountability model. 9.3 Prior to the commencement of the annual evaluation cycle employees shall be informed in writing of the evaluation timeline and the criteria being used by the evaluator. The criteria may include any district/building/personal goals. 9.4 Upon request by either party, individual pre-observation conferences with the evaluator shall be for granted. However, the purpose evaluator may also conduct unannounced observations. These unannounced observations are exempted from pre-observation conferences. 9.5 The evaluation shall be in writing. A copy of establishing the written evaluation shall be submitted to the employee at the time of the personal conference or within a record reasonable time; if requested, a copy of the evaluation shall be delivered to the member. 9.6 The evaluation process shall further include a post-evaluation interview in which the results of the evaluation are discussed with the employees. 9.7 Evaluation reports shall be placed in 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 personnel file only after reasonable notice to the employee. The employee’s job description personnel file shall be a basis open 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 inspection by the District and generally occur every other year by April 1st for bargaining unit employees. If the District chooses to do soemployee, 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 Departmentdesignees, authorized administrators, confidential employees, and District’s/Association’s attorneys. D. The Human Resources Department 9.8 Employees 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 required or asked to an allegation that participate, at any level, in 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalanother employee. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal evaluation 10.01 The Bureau shall provide a written appraisal of employees the Employee's performance at the mid-point of an Employee's probationary period, prior to the completion of the probationary period, and annually thereafter on or about the anniversary date of hiring. Such appraisal shall be used to assess the performance of Employees to make the Employees aware of the effectiveness of their performance, to assist in the planning of training opportunities for Employees, and to assist in the development of the professional potential of Employees. Such appraisal shall be in writing and shall be for the purpose of establishing a record official language of the employee’s work performanceEmployee's choice provided the Employee is working in a unit that is officially designated by the Bureau to provide services in that official language. A Summary of Employment will be performed upon termination of employment. 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 appraisal shall take into consideration the employee. The employee’s job description shall be a basis for the evaluationsupervision file. B. 10.02 The evaluator Employee concerned and appropriate supervisor(s) shall review discuss in full the Employee's performance prior to the completion of the performance appraisal. 10.03 Upon completion of the written evaluation with performance appraisal the employee Employee will receive a copy and provide the employee with a copy. The employee shall sign the evaluation acknowledging document to confirm receipt. If The Employee shall have the employee has objections opportunity to add written comments 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 performance appraisal. All performance appraisals shall be placed in his/her the Employee's personnel file. The contents of such appraisals shall not be grievable. 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 10.04 Employees may have access to do so, it may conduct formal evaluations on an annual basis. An employee may request to receive one (1) annual evaluationtheir own personnel files. Such request access shall be in writing the presence of the Executive Director or the Director of Human Resources. Copies of an Employee's own personnel file may be obtained by the Employee. A Local Representative shall have access to an Employee's personnel file provided that the Employee concerned gives permission, in writing, to the employee’s supervisor Bureau with a copy to the Human Resources DepartmentLocal Representative. D. The Human Resources Department will consult 10.05 Any letter of reprimand, suspension or other disciplinary sanction, with the Federation in developing an outline exception of best practices to those which concern professional misconduct regarding clients, shall be used in conducting employee evaluations. E. When removed from 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 file of an employee’s work performance by an evaluating supervisor shall not be Employee twenty-four (24) months following the subject receipt of a grievance. A grievance concerning an evaluation shall be limited to an allegation such letter, suspension or other sanction, provided 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 Employee's record has been discipline free for such twenty-four (1024) 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalmonth period. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

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 evaluationevaluation they may, s/he, may within twenty (20) working days following receipt of the evaluation evaluation, put such objections in writing and have them attached to the evaluation report and placed in his/her their personnel file. C. The frequency of evaluations shall be determined by the District and generally occur every other year by April February 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 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal evaluation of employees shall be in writing and shall be for the purpose of establishing a record of the t he employee’s 's work performance. The evaluation may include but is not limited to: establishing performance standards and outcome measures, recognition of an employee’s '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 '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, 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 place d in his/her personnel file. C. The frequency of evaluations shall be determined by the District and generally occur every other year by byt 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 's supervisor with a copy to the Human Resources Department. D. The Human Resources Resource Department will consult with the Federation in developing an outline of best practices to be used in conducting employee evaluations. E. . E When the District determines that an employee’s 's work performance is unsatisfactory, it shall so inform the employee in writing of any deficiency and the improvement expected and provide the employee with the opportunity to correct the unsatisfactory performance performances 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal evaluation The work performance of employees shall be evaluated annually the first two years and at least every other year thereafter. Such evaluation will be in writing and discussed with each employee in a conference between the employee and their evaluator. A copy of the written evaluation shall be given to the employee. The instrument used for the purpose of establishing a record evaluation shall be appropriate to the category of job being evaluated and the items on the instrument shall pertain to that job. Upon initial hire, and yearly thereafter at the beginning of the school year, each employee shall be advised of the supervisor(s) to whom they are responsible and the supervisor responsible for their evaluation. An employee shall not be responsible for the written evaluation of a fellow employee’s . It is the responsibility of the evaluating administrator to know the job duties of the position and the work performanceof the person being evaluated. The evaluation Evaluations shall be based on information gathered through direct observation by the evaluating administrator but may include but is not limited to: establishing performance standards and outcome measuresalso contain information from documented conversations with other, recognition non-managerial employees. Prior to receiving an unsatisfactory rating, a notice of an employee’s efforts, as well as planning for improvement. Issues of attendance and punctuality may concern shall be addressed if they have previously been discussed with provided to the employee. The notice shall identify 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's performance deficiencies that, if not corrected within sixty (60) workdays, will result in an unsatisfactory rating. The employee notice shall sign also outline an improvement plan to correct 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 basisperformance deficiencies. An employee who reverts to practices or performance that resulted in them being placed on a previous 60-day remediation plan may request to receive one (1) annual evaluation. Such request shall be in writing to placed on a shorter remediation plan and face possible termination following the employee’s supervisor with a copy to completion of 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 untrueshorter remediation plan. The burden of proof shall rest with the grievant. Such grievance shall be filed remediation plan (for non-twelve-month employees) that begins at the next administrative level above that close of one school year will be carried over at the beginning of the evaluator and that administrator shall provide a written decision within ten (10) working days of any hearingnext school year or when the individual’s employment date commences. 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters New employees will be evaluated using throughout the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation formprobationary period.

EMPLOYEE EVALUATION. A. Formal There shall be an annual evaluation of employees each member of the instructional staff. The principal or person directly responsible for the supervision of the individual shall make the evaluation using the appropriate state approved evaluation instrument and /or by utilizing the district’s electronic evaluation instrument. The data collected during an instructional observation will be available for review by the instructional personnel when the information is uploaded to the electronic evaluation instrument by the evaluating administrator. The evaluating administrator will be available to discuss the overall evaluation with the teacher at an agreeable meeting time. The scheduling of the meeting cannot prohibit a final evaluation from commencing. The filing of employee evaluations shall be carried out in writing and accordance with state statutes. All observations of an employee for purposes of evaluation shall be conducted openly and with full knowledge of the employee. B. A copy of The Santa Xxxx District Teacher Evaluation System, and an orientation to the evaluation process will be given to teachers during pre-planning. The evaluation shall be used for the purpose of establishing a record improving the quality of instruction. In the employee’s work performance. The current school year and thereafter, the annual evaluation may include but is not limited to: establishing will also be used to determine performance standards and outcome measures, recognition of an employee’s efforts, pay 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 filenegotiated each year. C. The frequency evaluation system and the evaluator shall offer opportunities for noting deficiencies, suggestions for improvement, assistance available for correcting deficiencies, the period of evaluations time within which improvements must be made, and the probable consequences if improvements are not made. D. A copy of the final electronically signed evaluation shall be determined by available for printing from the District electronic evaluation system and generally occur every other year by April 1st for bargaining unit employees. If shall be provided to any employee upon request. E. Within 15 working-days of the District chooses to do soannouncement of the final evaluation results, it may conduct formal evaluations on an annual basis. An employee may request to receive one (1) a review of their annual evaluationevaluation based on possible errors in data collection, possible errors in the students included in performance data, possible procedural errors or errors in final evaluation rating calculation. Such This request shall must be submitted in writing to the employee’s supervisor with a copy to the Assistant Superintendent for Human Resources Department. D. The Human Resources Department will consult with and applicable representative must specify 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 grievancepossible error. A grievance concerning an evaluation An Evaluation Review Committee shall be limited created to an allegation that the evaluation was done in bad faith or clearly untruereview such requests and determine if any corrective action is necessary. The burden of proof shall rest with the grievant. Such grievance Evaluation Review Committee shall be filed at the next administrative level above that comprised of the evaluator and that administrator shall provide a written decision within ten (10) working days following members: 1. President 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor RelationsSRPE, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearinghis/her designee 2. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.Three employees selected by SRPE

EMPLOYEE EVALUATION. A. Formal evaluation Employees with three (3) or fewer years of employees experience in the Volusia County School District shall be evaluated twice annually, first by December 15 and secondly by April 30, in writing and the absence of extenuating circumstances. Employees with more than three (3) years of experience in the Volusia County School District shall be evaluated at least once annually. Such evaluation shall be timed at the discretion of the evaluator but shall take place no later than April 30, in the absence of extenuating circumstances. Each employee shall be provided a conference to review the evaluation upon request. The employee shall be given a signed copy of the evaluation instrument prepared by his/her Immediate Supervisor. No such report shall be placed in the employee’s official personnel file without the employee receiving a signed copy and an opportunity for a conference. The first evaluation for an employee who has been transferred or promoted into a new position may be extended by thirty (30) days. A summative performance rating of “needs improvement” shall require a conference between the Immediate Supervisor and the employee for the purpose of establishing a record time line for improvement. Reasonable effort will be made by the immediate supervisor to discuss performance problems with employees as they arise. No employee (in the Bargaining Unit) shall be permitted or required to formally evaluate another employee. The Performance Review Handbook shall be available on the Human Resources Department website. SECTION 4: NOTICE FOR END OF YEAR REASSIGNMENT OR NON-REAPPOINTMENT A. Any employee who, in the next work year, is to be reassigned from one worksite to another shall be given written notice of the reassignment at least fourteen (14) calendar days prior to the first day the employee is required to report to the new worksite. Such notice shall be sent by certified mail to the employee’s last address on file with the school district or by hand delivery with signed receipt during summer months if the employee is not scheduled to work in the school district during that time. However, a reassignment to another worksite may be made with less notice, where determined necessary by the Superintendent to be in the best interest of the school district. Where an employee is to be reassigned to another worksite in the next work year due to a change in staffing allocations, the school district shall consider the employee’s home address when determining the worksite to which the employee will be assigned. B. Any employee who will not be recommended for reappointment shall be given written notice at least fourteen (14) calendar days prior to the end of the employee’s work performancecontract year. The evaluation may include but is not limited to: establishing performance standards and outcome measuresWhen determined necessary by the Superintendent to be in the best interest of the school district, recognition of an employee’s efforts, as well as planning for improvement. Issues of attendance and punctuality less than fourteen (14) calendar days notice may be addressed if they have previously been discussed with the employee. The employee’s job description shall be a basis for the evaluationgiven. 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal 12.01 The parties recognize that the evaluation of the performance of all employees is the responsibility of the administration. The evaluation process is designed to assess and communicate performance effectiveness, to aid in improving performance of assigned duties and, if necessary, to develop a performance improvement plan to assist in addressing deficiencies for the employee whose performance is not satisfactory; the process is not to be used as a punitive measure. 12.02 The following guidelines shall be used in writing and the evaluation process: A. Annual Evaluation 1. An employee’s performance shall be for evaluated at the purpose end of establishing an employee’s service in a record probationary period, unless the employee has been dismissed during the probationary period (see Section 13.01), and annually. The period covered by the annual evaluation shall ordinarily coincide with an employee’s school year/fiscal year contract. The annual evaluation shall be conducted no sooner than 60 days prior to the end of the employee’s work performancecontract and no later than 10 days prior to the end of the evaluation period. 2. Employees shall be provided copies of the annual evaluation form and a description and explanation of the evaluation process to be used, including the period of employment to be covered by the evaluation, no later than 30 days after the beginning of the evaluation period. 3. The supervisor/evaluator shall schedule a meeting with the employee to discuss the evaluation may include but is not limited to: establishing performance standards no later than 10 days after the completion of the evaluation. 4. The supervisor/evaluator and outcome measures, recognition of an employee shall sign and date the evaluation form that will be placed in the employee’s efforts, as well as planning for improvementpersonnel file. Issues The signature of attendance and punctuality may be addressed if they have previously the employee indicates only that the evaluation form has been discussed with the employeeemployee and does not imply that the employee agrees with the evaluation. The employee’s job description employee may attach written comment to the evaluation within ten days of signing it. 5. The employee shall be receive a basis for copy of the written evaluation. B. The Other Evaluations during the Evaluation Period. 1. If a supervisor/evaluator determines during the evaluation period that an employee’s performance needs to be improved, the supervisor/evaluator shall review the written evaluation ordinarily meet with the employee to discuss such performance and to provide the employee with recommendations for its improvement. 2. If the employee’s performance does not improve after a reasonable time, the supervisor/ evaluator may provide the employee with a copy“Performance Improvement Notice” as described in Section 12.03 below. The employee shall sign Such notice may also be provided as an initial response to unsatisfactory performance that is sufficiently serious to warrant such a formal action, notwithstanding the evaluation acknowledging receipt. If the employee has objections to the evaluation, s/he, may within twenty (20) working days following receipt provisions of the evaluation put such objections in writing and have them attached to the evaluation report and placed in his/her personnel fileparagraph B1 above. 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 12.03 Needs Improvement 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.Unsatisfactory Evaluations

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 so 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 five (105) 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 Office of Employee Relations within ten (10) working days following receipt of the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Employee Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Oregon Skills Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal Section 23.1 Evaluation is a necessary process by which the performance of all employees in the LWSD is measured against a set criteria. It is intended to help staff members grow and develop as well as to ensure a high level of performance. The immediate supervisor will evaluate the performance of each employee in the employee’s current position each year using the agreed upon evaluation form attached in Appendix B. Additional evaluations will be completed at the request of either the supervisor or employee. Section 23.2 It is expected that all employees’ performances will be proficient or distinguished. Annual performance evaluations will be due by June 10 of each year for employees shall in positions of less than 260 days and by July 1st of each year for employees in positions of 260 days or more. Should the District fail to issue an employee a performance evaluation within this timeframe, such employee will be in writing considered to be proficient for that evaluation period. Annual performance evaluations will include a review by the employee and shall be for the purpose of establishing a record supervisor 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 job duties in relation to the employee. The employee’s job description description. Bargaining unit members shall not write the evaluation of other members or be present at the evaluation conference of other members. At any time during the school/work year, if an assigned supervisor is concerned that an employee is not performing at a basis for proficient level, the evaluation. B. The evaluator shall review the written evaluation assigned supervisor will discuss any performance difficulties with the employee and provide state the performance expectations. The performance evaluation will be discussed privately with the assigned supervisor. Performance concerns cannot be used to xxxx an employee less than proficient if these performance concerns were not discussed with the employee with and the employee was not given ample time to improve prior to the annual performance evaluation conference. Section 23.3 Evaluations noting Improvement Needed, and/or Unsatisfactory performance levels must be accompanied by written comments. Employees rated less than proficient will be provided a copywritten plan of improvement that includes the specific areas of needed improvement, specific expectations for different behavior and/or performance, resources and assistance to be provided to help the employee improve in the areas identified, a reasonable timeline for the plan of improvement regular feedback on improvement or lack thereof in the specific areas identified in the plan as needing improvement, and the consequences for failure to sufficiently improve. The employee shall sign the evaluation acknowledging receipt. If A “reasonable” timeline will be such that the employee has objections time and opportunities to demonstrate the skills needed to perform the essential job responsibilities. Section 23.4 A copy of the employee's evaluation will be given to the evaluation, s/he, may within twenty (20) working days following receipt employee and one copy will become part of the evaluation put such objections in writing and have them attached to the evaluation report and placed in his/her employee's 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

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 February 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 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal A written evaluation of employees each employee's performance in his/her position shall be in writing and completed on an annual basis. Such evaluation shall be for performed on each employee prior to April 15 by using the purpose of establishing a record Board- approved evaluation form. If the Board determines to modify the current evaluation forms, it shall notify the Association of the employee’s work performance. The evaluation may include but is not limited to: establishing performance standards intent and outcome measures, recognition seek the input 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 evaluationAssociation. B. The evaluator Each employee, upon his/her employment, shall review be informed of the written evaluation with the employee job description and provide the employee with evaluative criteria upon which he/she will be evaluated. C. All annual evaluations shall be reduced to writing, and a copycopy shall be given to each employee. The employee shall sign and be given a copy of the evaluation acknowledging receiptreport form. In no event shall the employee's signature be construed to mean that he/she agrees with the contents of the evaluation. If the employee has objections to disagrees with the evaluation, she/he, she may within twenty (20) working days following receipt submit a written response which shall be attached to the file copy 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 Departmentquestion. D. The Human Resources Department will consult with evaluation procedure shall be comprised of the Federation in developing an outline of best practices to be used in conducting following three (3) steps: 1. The employee evaluationsshall complete a self-evaluation. E. When the District determines that an employee’s work performance is unsatisfactory, it 2. The evaluator 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 complete 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 form within ten (10) working days of any hearingreceipt of the employee’s self-evaluation. 3. If If, after receipt of a completed evaluation, the grievance is not resolvedemployee requests a conference with the evaluator, it may a conference between the employee and the evaluator shall be appealed by submitting a written statement to the Human Resources Department held within ten (10) working days following receipt of the administrative request. It is mutually recognized that the timelines specified above will be reasonably adjusted in the event of unforeseen circumstances such as the absence of the employee or the evaluator. E. All written decision. The written statement must clearly set forth why evaluation documents are to be placed in the previous decision is in error regarding employee's personnel file. F. If the allegation of bad faith or being clearly untrue. The Director of Labor Relationsevaluator decides to recommend contract nonrenewal, contract termination, or designeedenial of continuing contract based upon job performance, may review the record of the grievance and/or conduct a hearing and employee shall issue a be given written decision within ten reasons at least five (105) working days following such review or hearingprior to any official Board action. Such decision Any employee shall be finalentitled to Association representation at any conference held regarding contract status. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal The purpose of the evaluation is to aid the teacher in making continuing professional growth and to determine the teacher’s performance of their teaching responsibilities. The teacher and various specialist evaluation rubric forms identified in the District’s Licensed Educator Growth, Evaluation and Development System (LEGENDS) shall be used in accordance with ORS 342.850 for the evaluation of employees teachers, specialists, and therapists. Probationary teachers shall be observed in writing the classroom at least two (2) times per school year. Other teachers shall be observed in the classroom at least once yearly. Evaluation of classroom performance shall be by observation except for evaluative statements based on documented professional malfeasance. Changes to the evaluation system shall be presented to the Evaluation Committee, listed in Article I of this agreement in its advisory capacity for review. The District will provide relevant training on a new or modified evaluation system. Personnel Files The official file of each employee is confidential and shall be kept in the District Human Resources office. Materials in an unofficial site based file(s) for an employee can remain as long as the purpose of establishing a record site based administrator and employee remain at the same site, then materials will be sent to Human Resources for processing. No material derogatory to an employee's conduct, service, character, or personality will be placed in the employee's personnel file unless an investigation has been conducted and has determined the veracity 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 material to 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 copyfiled. The employee shall sign will have the evaluation acknowledging receiptright to respond to any derogatory material before any decision is made to place it in their file, and the right to review the material before it is placed in their personnel file. The employee will acknowledge that they have had the opportunity to review and respond to the material by affixing their signature to the copy of the material to be filed, with the express understanding that such signature in no way indicates agreement with the contents thereof. The employee also will have the right to submit a written answer to the material and their answer will be attached to the filecopy. An employee may desire to consult with the District with respect to what materials should be retained in their file. If an employee desires, they may have an Association representative present. An employee may have access to review their file during regular District office hours. An employee may be excused from regular duty for this purpose at the discretion of the supervisor. If the employee has objections desires, they may have an Association representative present. Complaints An employee shall be advised of any formal or informal complaint filed by a parent, community member, student or co-worker. Normally complaints can be handled in an informal way with the Administrator sharing the information and working for a mutual resolution of the problem in keeping with the policies of the District and guidelines for ethical educators. If a complaint is serious enough that it might result in discipline an investigative meeting may be held. Notification of the meeting will include a description of the complaint in sufficient enough detail to apprise the employee of the reason for the meeting. A copy of the complaint or a written summary will be provided prior to the evaluationbeginning of the investigative meeting(s). The parties agree, s/heupon request, may to provide an extension for the delivery of the complaint until the conclusion of the meeting. The complaint shall be discussed with the employees involved within twenty (20) working days following receipt of the evaluation put such objections supervisor receiving the complaint, unless prohibited because of an ongoing investigation by an outside agency. The parties agree to provide extensions of this notice period upon request. There will be no retaliation against any complainant by the Association or by the person complained about. Complaints not processed in writing and have them attached to conformance with this section may not be used in 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 employeesor discipline process. 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 complaint is placed in writing to the employee’s supervisor with a copy personnel file, the employee shall have the right to attach to the Human Resources Department. D. The Human Resources Department will consult with the Federation in developing an outline of best practices complaint any relevant statement or documents. Complaints by Employees Employees who wish 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 process complaints may be appealed by submitting a written statement to the Human Resources Department within ten (10) working days following receipt of the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or use the District’s evaluation formCode of Policy and Rule ADM-P008 and ADM-A005. The policy is in Appendix C for reference only.

EMPLOYEE EVALUATION. A. Formal evaluation of employees Employees will be evaluated at least annually on District approved forms. The process shall be in writing and shall completed no later than August 31 of each year. B. A conference will be for held with each employee to review the purpose of establishing a record of the employee’s work performanceevaluation. The evaluation may include but is not limited to: establishing employee will sign the 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 employeeevaluation. The employee’s job description shall be signature does not necessarily imply that the employee agrees with the evaluation, but indicates only that the employee has seen and discussed it with the evaluator, and has been provided a basis for copy of the evaluation. B. The evaluator shall review C. Following the written evaluation with conference, if so requested by the employee, a second conference concerning the employee's evaluation will be held. Both the employee and provide the evaluator shall have the right to bring a person or persons of his/her choice to the second conference, which shall be conducted by the Human Resources Division whose written decision shall be shared with the parties and shall be final. D. An unsatisfactory evaluation that is more than two (2) years old shall not prevent an employee from being considered by the District for a promotion, provided that such employee has followed prescribed procedures in applying for such position. E. Following satisfactory completion of the probationary period, if the evaluation procedure results in the employee with a copy. being terminated from employment, dismissed, or suspended without pay, then such termination, dismissal, or suspension may be appealed via the grievance procedure contained in this Agreement. F. The employee shall sign the evaluation acknowledging receipt. If the employee has objections may attach his/her own written comments to the evaluation, s/he, may provided such attachment is presented within twenty five (205) working days following receipt workdays of the evaluation put such objections in writing and have them attached date of the evaluation. G. No bargaining unit member shall conduct performance evaluations of other bargaining unit members, except that lead workers may provide input to the supervisor responsible for conducting the evaluation report and placed in his/her personnel fileof employees who they are responsible for leading. C. The frequency of evaluations shall be determined by the District and generally occur every other year by April 1st for bargaining unit employees. H. If the District chooses Employer fails to do soconduct a timely performance evaluation, it may conduct formal evaluations on an annual basis. An and a situation arises where performance is a factor for consideration, the affected employee may request will be presumed to receive one (1) annual evaluation. Such request shall be in writing to the employee’s supervisor with have received a copy to the Human Resources Departmentsatisfactory rating. D. The Human Resources Department will consult with the Federation in developing I. If an outline of best practices to be used in conducting employee evaluations. E. When the District evaluator determines that an employee’s work performance needs improvement, the evaluator in consultation with Human Resources, will develop and present an improvement plan to such employee, provided that this Article shall not be construed in any way as prohibiting the District from dismissing an employee whose performance is determined unsatisfactory. Any such dismissal shall be in accordance with Article XIII.A of this Agreement. Prior to being placed on a performance improvement plan, it shall inform an employee will have been notified of the employee in writing of any deficiency performance deficiencies and the improvement expected and provide the employee with will have the opportunity to correct the unsatisfactory performance within a reasonable time period established by the Districtthose deficiencies. 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. 1. The parties agree that the primary objective of the program to evaluate performance is to improve the quality of instruction and services. 2. Further, the parties recognize the importance and value of developing a procedure for assisting and evaluating the progress and success of teachers and educational staff professionals (ESPs). Therefore, to this end, the following procedure has been agreed to: A. Formal evaluation The principal, or other administrator designated by the Superintendent in charge of employees employee supervision, shall be in writing and shall be responsible for the purpose of establishing a record administration of the employee’s work procedure for evaluating 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 designated administrator shall review orient all employees under their supervision to the evaluation procedures, criteria, and forms during the first six (6) weeks of each school year and advise the employees as to who shall observe and evaluate their performance. C. Each formal written evaluation of teaching performance shall be preceded by at least one (1) classroom observation and/or one (1) on-site observation in an academic setting with a minimum duration of fifteen (15) minutes. D. Each written evaluation of educational staff professional’s (ESP’s) performance shall be preceded by at least one (1) on-site observation. E. A copy of each formal written evaluation of job related performance shall be given to the employee. An interactive conference shall be held between 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 evaluator within twenty ten (2010) working days following receipt to discuss the formal observation. F. For educational staff professionals (ESPs), a copy of each written evaluation of performance shall be given to the employee and a conference held between the employee and evaluator. G. In the event the employee feels that their formal written evaluation of performance was incomplete or inaccurate, he/she may put such their objections in writing and have them attached to the evaluation report and to be placed in his/her their personnel filefile(s). C. H. For any employee who receives written notice of performance deficiencies or receives an overall rating of unsatisfactory performance, the principal or supervisor and the employee shall develop a written plan for remediation of said deficiencies. The frequency of evaluations employee shall be determined by informed of 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 consequences 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 their failure to correct the unsatisfactory performance said deficiencies within a reasonable time period established by the Districtprescribed period. F. I. The judgment classroom teaching performance of an employee’s work Category I teachers and the performance by an evaluating supervisor of ESP probationary employees shall not be the subject of formally observed at least twice a grievanceyear. A grievance concerning an One such evaluation shall be limited during the first semester and the second shall be during the second semester prior to an allegation that April 15. Formal observation of the classroom teaching performance on Category II, Category III, Continuing Contract and Professional Service Contract teachers and the evaluation was done in bad faith or clearly untrueof all regular educational staff professionals (ESPs) shall be made at least once a year. J. The deadline for completion of the non-student performance evaluation criteria will be May 1. The burden of proof shall rest with the grievant. Such grievance shall be filed at the next administrative level above that Student Performance section of the evaluator written evaluation must be completed no later than 2 weeks after the receipt of student data. K. In following years, as other local assessments are developed and that administrator shall provide administered by the district all instructional employees administering the new assessments will receive 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 minimum student growth and proficiency score equal to the Human Resources Department within ten minimum “effective” score (102.5) working days following receipt of for the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalcurrent year. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal The objective of the employee evaluation of employees shall be in writing programs (classified, professional, and shall be for licensed) is to facilitate decision making regarding an employee's performance and professional development. To this end, the programs serve the purpose of establishing a record of:  Fostering increasing competence and growth of the employee’s work ;  Measuring and judging performance. The ;  Clarifying both the job to be done and the expectations of accomplishment;  Enhancing communication. A. Evaluations of classified staff shall be conducted according to the terms of the document entitled “Lane Education Service District Classified Employee Evaluation Program.” Evaluations of professional staff shall be conducted according to the terms of the document entitled “Lane Education Service District Professional Staff Evaluation Program.” Evaluations of licensed staff shall be conducted according to the terms of the document entitled “Lane Education Service District Licensed Staff Evaluation Program.” Neither 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 process may be addressed if they have previously been discussed with changed during the employee. The employee’s job description shall be a basis for term of this contract without the evaluationwritten agreement of the parties. B. The evaluator for teacher evaluations shall review the written evaluation with the employee and provide the employee with hold a copyteaching license. The employee evaluation shall sign be signed by the evaluation acknowledging receiptteacher and the District supervisor who supervises the teacher. If the employee has objections to the evaluation, s/he, may within twenty (20) working days following receipt A copy of the evaluation put such objections in writing and have them attached shall be provided to the teacher. C. Employees may attach a written statement relating to any 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. D. If the District chooses to do soemployee believes that any statements contained in the evaluation are unsubstantiated, it he/she may conduct formal evaluations on an annual basis. An employee may request to receive one (1) annual evaluation. Such request grieve the matter through the Board’s adopted grievance policy. E. The results of performance observation shall be in writing to the employee’s supervisor with a copy to the Human Resources Departmentemployee. Where significant deficiencies are noted in the formal evaluation process, an employee may be placed on a plan of assistance/program of assistance. Prior to being placed on a plan of assistance/program of assistance for improvement the employee will be provided direction and informal assistance in the area(s) of needed improvement. A plan of assistance/program of assistance for improvement shall be in writing and shall include the following: 1. The current performance which is unacceptable or needing improvement; 2. The required level of performance; 3. The specific plan for achieving the required level of performance; 4. The resources required to achieve the desired performance 5. A timeline for completing the plan/program of assistance; 6. What will occur if the required level of performance is not achieved. No plan of assistance/program of assistance for improvement can be implemented without giving due notice of at least twenty-four (24) hours to the employee, prior to the implementation of the plan. A contract teacher will not be placed on a program of assistance for improvement for any alleged deficiency stated in ORS 342.865 (see below) without the completion of a meeting to review the concern and the data collected related to the alleged deficiency.  Inefficiency  Neglect of duty  Inadequate performance  Failure to comply with such reasonable requirements as the board may prescribe to show normal improvement and evidence of professional training and growth. At the time of the meeting to review the concern, written notice of the alleged deficiency will be provided. If observational data is used, this will include a pre-observation and post observation meeting. D. F. The Human Resources Department District will consult offer peer assistance whenever practicable and reasonable to aid the employee to better meet the needs of students. 1. The teacher who will receive the peer assistance and the Association will have input on the selection of the person(s) or agency that will provide the assistance. 2. Participation in peer assistance is voluntary. Both the teacher offered assistance and the person asked to provide assistance may refuse to participate with no adverse consequences or penalty. 3. Participation in peer assistance will not unreasonably increase the Federation in developing an outline workload of best practices participating teachers. The District will provide release time to be used in conducting employee evaluations. E. When the District determines that an employee’s work performance for purposes related to peer assistance if such release time 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 deemed necessary by the District. F. The judgment of an employee’s work performance by an evaluating supervisor shall not 4. No witness or document relating to or arising from peer assistance will be used for any proceeding before the subject of Fair Dismissal Appeals Board, or in 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 probationary teacher non-renewal hearing. If Use of such material or witnesses or documents must be approved by mutual consent for 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalhearings identified above. G. Effective July 1Employee discipline and the charges which resulted in the discipline shall be considered stale after sixty (60) months, 2013so long as no other discipline for the same type of conduct occurs. A stale document may not be used for any purpose to support progressive discipline, Sign Language Interpreters will be evaluated using non-extension, or dismissal. The Board agrees not to change language in currently adopted Board Policy and Administrative Rules on Staff Evaluation without consulting with the Educational Interpreter Performance Assessment Association (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation formBoard Policy GCN/GDN).

EMPLOYEE EVALUATION. A. Formal Any methods and procedures adopted by the Agency for evaluation of the job performance of employees shall be so constituted as to afford affected employees due notice of the fact that such evaluation will take place, the standards to be applied by the Agency, and what methods or procedures will be employed. B. A guiding principle of any evaluation procedure shall be that employees are entitled to be informed of the results of any evaluation, such that they are given a full and fair opportunity to improve their performance in whatever areas of their work may, in the opinion of the Agency, be deficient and such that they are made aware of the specific accomplishments of which their supervisors approve. C. Standards of performance to be applied in evaluating employees in particular classifications shall be established after consultation with employees in the affected classifications. D. All probationary employees shall be evaluated quarterly for the duration of their probationary period. E. All permanent employees shall receive at least an annual evaluation on the form provided by the Personnel Department and in conformity with the City performance evaluation practices. The form used for the annual performance evaluation currently provided by the Personnel Department shall be included as part of this MOU. Should the form change during the life of this MOU, the new form shall be used. If the Agency utilizes supplemental forms in conducting employee evaluations, copies of the supplemental forms to be used shall be presented to the employee prior to the evaluation. F. The employee shall receive written notification by her/his supervisor at least ten (10) calendar days in advance of the date of the performance evaluation meeting. G. At least five (5) calendar days prior to the performance evaluation meeting, employees shall submit a written list of suggested goals or objectives for the employee to achieve in the next evaluation period: At the performance evaluation meeting, the supervisor and the employee shall discuss the goals or objectives suggested by the employee, and any other goals and objectives which the supervisor feels are appropriate. The employee and the supervisor shall seek to reach agreement on the specific goals or objectives on which the employee shall be evaluated in the next evaluation period. If an agreement cannot be reached, the supervisor shall decide the goals or objectives which shall be a basis for that employee's next evaluation. H. The employee shall have the opportunity to respond in writing within thirty (30) days of receiving her/his evaluation and her/his response shall be placed in the employee's personnel file. If any overall performance evaluation is below the level of “meets overall standards” and is based on any information other than the evaluator's first-hand knowledge, the source of information shall be provided to the employee upon request. I. Any employee who receives an overall rating of "not acceptable" or "below satisfactory" shall be re-evaluated in six (6) months. J. The parties acknowledge that procedures for evaluation of employees shall be separate and distinct from discipline procedures established by Section 6.02 of this MOU. Nonetheless, disciplinary issues may be referred to in writing and shall be for evaluations. K. If an employee is dissatisfied with her/his rating, she/he may confer with her/his supervisor on the purpose of establishing a record of the employee’s work performancematter. The evaluation may include but is not limited to: establishing performance standards and outcome measuresIf, recognition of in an employee’s effortsopinion, as well as planning for improvement. Issues of attendance and punctuality may be addressed if they the procedures outlined above have previously not 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 followed, the employee and provide may grieve the failure to apply these procedures, but not the substance of her/his rating, unless the rating results in delay or denial of a step increase. When an evaluation results in delay or denial of a step increase, the employee with a copymay exercise the right to grieve the denial. The employee shall sign In 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 case of a grievance. A grievance concerning an evaluation shall be limited to an allegation that the evaluation was done in bad faith delay or clearly untrue. The burden denial 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 step increase, if the grievance is not resolvedresolved by the second step, it may the appeal to an independent third party shall be appealed by submitting a written statement pursuant to Article 6.03.F.2 (Arbitration). L. If an employee has been on leave for more than sixty (60) consecutive calendar days, the Human Resources Department within ten (10) working days following receipt date of the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision evaluation shall be finaltolled by the total number of calendar days during which the employee was on leave minus sixty (60) days. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal 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 (30) calendar days before the last school day scheduled on the school calendar in writing and which the evaluation takes place. D. Permanent employees shall be for evaluated at least biennially and no later than thirty (30) calendar days before the purpose of establishing a record of last school day scheduled on the employee’s work performanceschool calendar in which the evaluation takes place. The evaluation may include but is not limited to: establishing performance standards and outcome measuresPermanent personnel whose social security numbers end in an even number are to be evaluated in school years which end in an even number; those whose social security numbers end in an odd number are to be evaluated in school years which end in an odd number, recognition of an employee’s effortsexcept as noted below: a. Accordance with Education Code 44664, as well as planning for improvement. Issues of attendance and punctuality certificated employees may be addressed if they evaluated at least every four years for personnel with: 1. permanent status who have previously been discussed employed at least 10 years with the employeeschool district, and 2. The employee’s job description shall be a basis for the evaluation. B. The evaluator shall review the written evaluation with whose previous two evaluations rated the employee as satisfactory and 3. if the evaluator and provide the certificated employee with a copybeing evaluated agree. (The employee shall and the evaluator are required to sign a document verifying agreement) b. The certificated employee or the evaluator may withdraw consent at any time, at which time the evaluation acknowledging receipt. If the employee has objections shall revert back 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 employeesyear. If (The employee or the District chooses evaluator must sign a document verifying withdrawal of consent.) Withdrawal of consent must be provided at least forty-five (45) days prior to do so, it may conduct formal evaluations on an annual basis. An employee may request to receive one (1) annual any observation/ evaluation. Such request shall notification must 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 evaluationsstating such reasons for withdrawal. E. When Written evaluation summaries shall be discussed with and given to employees at least 30 calendar days prior to the end of the school year. Specialist Staff Categories for purposes of evaluation are described below: 1. Category 1. Permanent certificated specialist staff who have received satisfactory evaluations (excludes needs to improve/unsatisfactory) in their most recent evaluation and temporary specialist staff who have at least three consecutive years of continuing District determines that an employee’s work performance is unsatisfactory, it shall inform the employee in writing of any deficiency employment with satisfactory evaluations. Category 1 employees are evaluated biennially 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 required 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 submit written goals 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalobjectives. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal evaluation of employees I. General Provisions/Procedures All procedures will comply with New Mexico state statutes. Employees to be evaluated during a particular year shall be furnished a copy of the evaluation tools and procedures, no later than October 1 of the year in which the evaluation is to take place. Employee evaluations will be governed by, but not limited to, the following general provisions and procedures: A. All evaluations, monitoring or observation of work performance of an employee shall be conducted openly and with the full knowledge of the employee concerned. Prior to a scheduled observation, the employee may request in writing that the evaluator return at another time to conduct the evaluation. The request must include a valid reason for the change in the evaluation time. If the request cannot be honored, the employee may place a statement to that effect on the evaluation form. B. The school site administrator, or department supervisor, will advise an employee of performance issues observed or reported in a timely manner, generally within two (2) weeks to ten (10) work days. C. To ensure that employees are informed in a timely manner of perceived problems with their performance, an administrator at each school site will do an informal observation of every teacher’s classroom or every employee’s working area within the first two (2) months of the school year. Within two (2) weeks of the observation, the administrator shall meet with any employee(s) about whom the administrator has concerns to discuss the observation and shall be suggest improvements. The employee(s) will receive a copy of their completed observation form/notes and all discussion items/problems. The observation is solely for the purpose of establishing identifying problems so that the employee can make improvements as needed. D. For classified employees and non-teacher staff positions, supervisors will conduct a record yearly observation and review to evaluate employees’ work performance. The District will work with NEA-SF to create appropriate standard forms that will be used for this purpose. E. Supervisors may be assisted in the evaluation of an employee by other Administrative personnel. F. Conferencing and data collection (including District standard walk-through protocols) will be components in the cycle of employee supervision and evaluation. These components provide the opportunity to facilitate professional development and growth and to address perceived performance deficiencies as they occur. G. After the supervisor has exhausted all conferencing with the employee, data collection review, provided professional guidance, offered professional development and/or modeled performance expectations and no significant progress to improve delivery of instruction or to improve work performance has been made by the employee, a Professional Growth Plan (PGP) will be developed by the supervisor with input from the employee. (See section III.) H. The content of an employee’s evaluation is not subject to the Grievance Procedure; however, the process is subject to the Grievance Procedure. I. Evaluation or status reports may not be placed in an employee’s personnel file unless that employee has received a copy and has had an opportunity to discuss the contents with his/her immediate supervisor(s). J. Employees in disagreement with the contents of their performance review or evaluation report may submit a written rebuttal to be attached to the report. Provision will be made on the evaluation form for the employee to indicate whether a rebuttal is to be attached thereto. Such rebuttal must be submitted within five (5) work days 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 a copy of said rebuttal will be attached promptly to each copy of the evaluation report and placed in his/her personnel fileform. C. The frequency K. Employees shall not be discriminated against or evaluated unfairly because 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 membership and/or active participation in the Human Resources DepartmentAssociation. D. The Human Resources Department L. All first-year instructional employees will consult with the Federation in developing an outline receive feedback on their job performance at least twice during their first year of best practices to be used in conducting employee evaluations. E. When the employment from their direct supervisor(s). Additionally, 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters mentors will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant assigned to OAR 581-015-2035 and/or the District’s evaluation formwork with new employees, on a regular basis to provide substantive support and guidance.

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 evaluationevaluation they may, s/he, may within twenty (20) working days following receipt of the evaluation evaluation, put such objections in writing and have them attached to the tothe evaluation report and placed in his/her their personnel file. C. The frequency of evaluations shall be determined by the District and generally occur every other year by April February 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal evaluation of employees 11.1.1 A probationary employee shall be evaluated within sixty (60) working days of the employment date and again between the 95th and 115th work day of employment. 11.1.2 A permanent bargaining unit employee with less than five (5) years of service in writing and classification shall be evaluated annually by May 15th. Permanent employees with more than five (5) years of service in their classification shall be evaluated on an every other year basis. 11.1.3 A special evaluation may be requested by the employee, or be required by the supervisor and/or administration for permanent bargaining unit employees before May 15. 11.1.4 Each employee who is evaluated shall review and sign all copies of the purpose of establishing evaluation to indicate receipt, with a record copy being given to the employee who is evaluated and one (1) copy placed in District personnel files. 11.1.5 The employee who is evaluated shall have the right to initiate a written response to the evaluation that shall be attached to the evaluation and become a permanent part 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 file within ten (10) working days days. 11.1.6 The evaluator shall utilize the results of any hearing. If the grievance is not resolved, it evaluation to: a. Identify strengths of the employee. b. Assist a satisfactory employee to improve as may be appealed by submitting a necessary. c. Identify deficiencies in, and provide assistance to, an employee who is performing in an unsatisfactory manner. 11.1.7 Permanent employees who are performing in an unsatisfactory manner shall be given the following assistance and consideration: a. The written statement to evaluation shall notify the Human Resources Department within ten (10) working days following receipt employee of unsatisfactory performance. b. The written evaluation shall identify the specific weaknesses in performance. c. The written evaluation shall give specific suggestions for correcting areas of weaknesses and it shall be the responsibility of the administrative written decision. employee to follow and utilize the assistance provided. d. The written statement must clearly set forth why employee shall be given forty-five (45) calendar days from the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record date of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalnotification to correct deficiencies before any further action is taken. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal evaluation of 5.1 Non-tenured employees shall be formally evaluated in writing each school term. The evaluation is based upon at least two formal observations and two informal observations. The informal observations may be included as a component of the summative evaluation. Tenured employees with a rating of proficient or excellent in the previous evaluation shall be for evaluated at least once every three school years, or more often if deemed necessary, by their immediate principal. Informal observations may also be included in the purpose summative evaluation of establishing a record teachers. 5.2 Within one month after the beginning of each school term, the building principal or immediate supervisor shall acquaint each employee under his/her supervision with the evaluation procedures, standards, and instruments, and he/she shall advise each employee as to who will observe and evaluate his performance. No evaluation may take place until such orientation has been completed. 5.3 The administrator shall evaluate each employee in writing, using an evaluation instrument. Each formal evaluation shall be preceded by an in-class observation of the employee’s work performance. Each informal observation will be followed by a written summary of the observation. 5.4 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 evaluator shall have previously been discussed a meeting with the employee. The employee’s job description shall be a basis for employee following his evaluation to discuss the evaluation. B. 5.5 Evaluations of the teaching staff will be performed pursuant to the requirements of the School Code. The evaluator shall review present evaluation process will not be changed during the written evaluation with the employee and provide the employee with a copy. term of this Contract except by mutual agreement. 5.6 The employee shall sign have the evaluation acknowledging receipt. If the employee has objections right 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 attach an explanation to the evaluation report and any adverse evaluations or other negative materials that are placed in his/her his personnel file. C. 5.7 Unsatisfactory Evaluation Rating Appeal A teacher rated Unsatisfactory on a summative evaluation may appeal the rating by submitting a timely notice of appeal to the Superintendent and the Association president. The frequency teacher’s written notice of evaluations appeal must be submitted within fifteen (15) calendar days after the receipt of the Unsatisfactory summative rating. The appeal shall be determined submitted to the Superintendent’s office by email or hand delivery. Upon receipt of the appeal, the Superintendent or their designee will inform the evaluator who issued the Unsatisfactory summative rating and convene the panel of qualified evaluators within thirty (30) calendar days. Untimely appeals will not be advanced to the panel of qualified evaluators. A decision of the panel will be issued within thirty (30) calendar days of being convened, unless mutually agreed upon between the Association and Administration. Reasonable effort will be made to conduct appeals business between the hours of 7:30 a.m. and 4:00 p.m. The teacher submitting the appeal shall specify in the notice of appeal the reasons they believe that the Unsatisfactory summative rating is erroneous and identify any facts or evidence to support the basis for appeal which may or may not include reference to specific evidence that has been collected through informal and formal observations, evidence provided by the teacher to the evaluator prior to receiving the summative rating and dates or elements not consistent with the timelines or processes established in the Licensed Staff Evaluation Plan. The Joint PERA Committee will determine the criteria for a successful appeal and agree to a panel of qualified evaluators (The Summative Rating Appeals Committee) available to consider the Unsatisfactory rating being appealed and make a determination as to whether or not the Unsatisfactory rating should be revoked. The evaluator and the teacher filing the appeal are exempt from serving on the panel. The Association president or designee may attend all meetings convened by the panel, but will not participate in the assessment of the summative evaluation and supporting documentation or the panel’s final decision. The Summative Rating Appeals Committee will be comprised of four (4) members. a) Two (2) Administrative Members o A District-Level administrator o A Building Principal o The Superintendent has the right to designate other administrators if s/he sees fit. b) Two (2) Association Members o District Association president o A building Association president o An association member who has his/her administration certification and generally occur every is a certified evaluator, having taken and passed the requisite training (chosen by the district president). o The district Association president has the right to designate other year Association members if s/he sees fit. o Neither the immediate supervisor of the person rated unsatisfactory nor the person rated unsatisfactory can be on the committee. The panel will assess the summative evaluation and all of the supporting documentation received by April 1st for bargaining unit employeesthe teacher and the evaluator who issued the Unsatisfactory rating. If the District chooses to do sopanel chooses, 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 call 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 unsatisfactoryteacher, 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 any other witness the panel deems would have relevant information to consider. The panel must reach a unanimous agreement on whether or not the Unsatisfactory summative rating should be revoked. In the absence of unanimous agreement to revoke, the summative rating shall provide a written decision within ten (10) working days of any hearingbe left unchanged. 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 decision. The written statement must clearly set forth why the previous panel’s decision is in error regarding to revoke the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review Unsatisfactory rating then the record of teacher will have no summative evaluation for that evaluation cycle and the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision teacher shall be finalrated “Proficient” for purposes of Reduction in Force (RIF). G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal evaluation Section 1 The parties agree that the primary objective of employees shall be in writing and shall be the program to evaluate performance is to improve the quality of services. All observations of Employees for the purpose of establishing a record evaluation shall be conducted openly and with full knowledge of the employee’s work Employee. The Principal, or other administrator designated by the Superintendent in charge of Employee supervision, shall be responsible for the administration of the procedure for evaluating performance. The evaluators shall meet with all Employees, no later than two (2) weeks following the first (1st) student attendance day, and inform each Employee (individually, in small groups, or in a faculty meeting) of the criteria and procedures associated with the evaluation may include but is not limited to: establishing process before any evaluation takes place. The evaluator shall explain his/her expectations when informing the Employees of the evaluation criteria and procedures. Employees shall have five (5) days to request additional explanations of criteria and procedures. Section 2 Each Employee will participate in a pre-observation session and discuss performance standards expectations/goals for the position. The Principal/Supervisor will schedule an interim performance review(s) based on the nature of the objectives, previous performance, and outcome measuresindividual need for constructive feedback. Any observation(s) which is/are made for the purpose of evaluation, recognition of an employee’s efforts, as well as planning for improvement. Issues of attendance shall be reduced to writing 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 Employee within ten (10) working days workdays of said observation. The Employee will receive a written copy of both the pre-observation session and the interim performance review. The final performance review conference will be scheduled by the Principal/Supervisor in which the Employee receives final ratings on performance. The Employee will receive a copy of the final written performance review. Such signature of the Employee shall indicate that the Employee has read the performance report; however, such signature does not necessarily mean the Employee agrees with the performance report. The Employee shall have the right to make any hearing. desired comments on the performance report form, if necessary, and both the form and comments shall become part of the Employee's personnel file. Section 3 If the grievance is not resolvedPrincipal/Supervisor determines that the Employee's performance has at any time during the performance evaluation cycle been considered to be at a level less than satisfactory, it may a Professional Development Assistance Plan, complete with assistance and time frame for correction will be appealed by submitting a written statement to established. If, at the Human Resources Department within ten (10) working days following receipt time of the administrative written decision. The written statement summative evaluation conference, these deficiencies have not been corrected, a specific objective must clearly set forth why be included in the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalnext planning cycle to provide for this correction. G. Effective July Section 4 All Category I TEACHERS shall receive a minimum of two (2) formal observations and a minimum of one (1, 2013, Sign Language Interpreters ) informal observation annually. One (1) observation will be evaluated using take place during the Educational Interpreter Performance Assessment first (EIPA1st) pursuant to OAR 581-015-2035 and/or semester and one (1) during the District’s evaluation form.second (2nd)

EMPLOYEE EVALUATION. A. Formal There shall be an annual evaluation of employees each member of the instructional staff. The principal or person directly responsible for the supervision of the individual shall make the evaluation using the appropriate state approved evaluation instrument and /or by utilizing the district’s electronic evaluation instrument. The data collected during an instructional observation will be available for review by the instructional personnel when the information is uploaded to the electronic evaluation instrument by the evaluating administrator. The evaluating administrator will be available to discuss the overall evaluation with the teacher at an agreeable meeting time. The scheduling of the meeting cannot prohibit a final evaluation from commencing. The filing of employee evaluations shall be carried out in writing and accordance with state statutes. All observations of an employee for purposes of evaluation shall be conducted openly and with full knowledge of the employee. B. A copy of The Santa Xxxx District Teacher Evaluation System, and an orientation to the evaluation process will be given to teachers during pre-planning. The evaluation shall be used for the purpose of establishing a record improving the quality of instruction. In the employee’s work performance. The current school year and thereafter, the annual evaluation may include but is not limited to: establishing will also be used to determine performance standards and outcome measures, recognition of an employee’s efforts, pay 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 filenegotiated each year. C. The frequency evaluation system and the evaluator shall offer opportunities for noting deficiencies, suggestions for improvement, assistance available for correcting deficiencies, the period of evaluations time within which improvements must be made, and the probable consequences if improvements are not made. D. A copy of the final electronically signed evaluation shall be determined by available for printing from the District electronic evaluation system and generally occur every other year by April 1st for bargaining unit employees. If shall be provided to any employee upon request. E. Within 15 working-days of the District chooses to do soannouncement of the final evaluation results, it may conduct formal evaluations on an annual basis. An employee may request to receive one (1) a review of their annual evaluationevaluation based on possible errors in data collection, possible errors in the students included in performance data, possible procedural errors or errors in final evaluation rating calculation. Such This request shall must be submitted in writing to the employee’s supervisor with a copy to the Assistant Superintendent for Human Resources Department. D. and applicable representative must specify the possible error. An Evaluation Review Committee shall be created to review such requests and determine if any corrective action is necessary. The Evaluation Review Committee shall be comprised of the following members: President of SRPE, or his/her designee Three employees selected by SRPE Assistant Superintendent of Human Resources, or his/her designee Three administrators selected by Human Resources Department will consult with All committee members shall have voting rights to determine the Federation in developing an outline course 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 action recommended by the District. F. The judgment committee. In the case 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 tie committee votes, 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalwill remain unchanged. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal Within sixty (60) days after the beginning of each school term, by November 1st, non- probationary employees will be informed as to who will be conducting each employee's evaluation. Final responsibility for evaluating the employee shall rest with the Superintendent or his/her designee. Probationary employees hired after November 1st will be notified who will be conducting his/her evaluation within thirty (30) calendar days of his/her first day of work. Final responsibility for evaluating the employee shall rest with the Superintendent or his/her designee. Employee shall be evaluated utilizing the official evaluation tool. Located in Appendix B of this Agreement. Observations of employees shall be in writing scheduled 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 evaluationconducted November 1st through April 3oth. B. The evaluator shall review the written normal sequence of events for each evaluation will include: A pre-conference with the employee and provide evaluator to review the evaluation document and to discuss position expectations, duties, and responsibilities. A post conference with the evaluator and employee to discuss the written evaluation document. If the evaluator is not an administrator, then the post conference should include the evaluator, an administrator and the employee. C. Each formal written evaluation shall be preceded by at least one (1) informal classroom activity observation. Non-probationary employees shall be evaluated every other year, unless the Administration recommends an annual evaluation of a specific employee or employees. Non-probationary employees who are evaluated on an annual basis shall be given a written reason for the additional evaluation year. D. A copy of each formal written evaluation shall be given to the employee and a conference shall be held between the employee and the evaluator within fifteen (15) school days of the formal evaluation and on/or before May 15th. A copy of the evaluation signed by both parties shall be retained by the employee at the time of the conference. All evaluations of employees are to be completed by May 15th. E. Should there be a disagreement on the evaluation, the employee may request, in writing, a conference with a copythe evaluator and/or the supervisor. The employee shall sign the evaluation acknowledging receipt. If form, but the employee has objections to employee's signature shall not indicate agreement with the contents of the evaluation, s/he, but merely shall indicate receipt thereof. F. Any employee may within twenty (20) working days following receipt of the evaluation put such objections in writing and have them attached attach a statement to the evaluation report and placed for enclosure in his/her the 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

EMPLOYEE EVALUATION. A. Formal evaluation of a) Bargaining unit employees shall be in writing evaluated at least once per academic year. Bargaining unit employees shall be provided with a copy of all written evaluations if requested. An evaluation form is attached as Appendix “B.” b) Any bargaining unit employee who receives an overall rating of “needs improvement” may be placed on a directed growth plan for up to one (1) year. Any bargaining unit employee who receives an overall rating of “unsatisfactory” shall be placed on an improvement plan for at least twenty (20) school days and/or be subject to discipline/discharge where circumstances warrant such action. A bargaining unit employee on an improvement plan may be subject to supervisory meetings. The Employer shall be responsible for clearly identifying areas of concern and ways to improve on the undesired behavior/performance within both directed growth and improvement plans. c) A bargaining unit member rated “needs improvement” or “unsatisfactory” overall may request a conference with their evaluator to discuss an evaluation. The bargaining unit member may request a union representative attend the conference. d) Evaluations should be completed by June 15th of each academic year. This deadline may be extended where the Superintendent or his designee determines that the circumstances warrant such action and shall be for notify the purpose of establishing a record President of the employee’s work performanceFederation of such. The If no evaluation may include but is not limited to: establishing performance standards and outcome measurescompleted in an academic year, 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 it shall be a basis for recorded that the bargaining unit employee was “proficient” in all areas of the evaluation. B. e) The evaluator Employer shall review not provide an overall lower evaluation rating if the written Employer did not previously address the concern(s) referenced in the evaluation with the bargaining unit employee. f) Teachers (Unit “A” employees) shall not perform evaluations/evaluation duties of bargaining unit employees. g) An Evaluation Committee shall be established consisting of two bargaining unit members selected by the Union President, two administrative representatives from the Chelmsford Public Schools selected by the Superintendent, and one representative from a third party institution (such as a university) mutually agreed to by the Union President and Superintendent. A bargaining unit employee can appeal to the Evaluation Committee for a secondary review if he or she receives a “needs improvement” or “unsatisfactory.” The Evaluation Committee will examine the appeal and provide the employee with within two weeks shall make a copyrecommendation as to whether a secondary evaluation is warranted. The Superintendent will review the Committee’s decision and assign a secondary evaluator if necessary. 16.02. Employees have the right, upon request, to review the contents of their personnel file. An employee shall sign the evaluation acknowledging receipt. If the employee has objections to the evaluationmay, sif he/heshe wishes, may within twenty (20) working days following receipt have a representative of the evaluation put Union accompany him/her during such objections in writing and have them attached review. 16.03. No material derogatory to the evaluation report and an employee's conduct, service, character or personality will be 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 file unless the employee in writing of any deficiency and has had an opportunity to review the improvement expected and provide the material. The employee with will acknowledge that he/she has had the opportunity to correct review such material by affixing his/her signature to the unsatisfactory performance within copy to be filed with the express understanding that each signature in no way indicates agreement with the contents thereof. The employee will also have the right to submit a reasonable time period established written answer to such material and his/her answer shall be reviewed 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 Superintendent, 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 attached to the Human Resources Department within ten (10) working days following receipt of the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalfile copy. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

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 evaluationevaluation they may, s/he, may within twenty (20) working days following receipt of the evaluation evaluation, put such objections in writing and have them attached to the evaluation report and placed in his/her their personnel file. C. The frequency of evaluations shall be determined by the District and generally occur every other year by April February 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters The Federation will be evaluated using provided with a copy of the Educational Interpreter Performance Assessment (EIPA) pursuant current Evaluation Form/Tool used to OAR 581-015-2035 and/or evaluate classified members of PFSP. Any updates to this evaluative form will also be provided to the District’s evaluation formFederation before being used to evaluate employees.

EMPLOYEE EVALUATION. A. Formal evaluation of All probationary employees shall be in writing and shall be evaluated quarterly for the purpose duration 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 evaluationtheir probationary period. B. The evaluator All permanent employees shall review receive at least an annual evaluation on the written evaluation form provided by the Personnel Department and in conformity with the employee and provide the employee with a copy. The employee shall sign the City performance 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 filepractices. C. The frequency employee shall receive oral notification by her/his supervisor at least ten (10) calendar days in advance of evaluations shall be determined by the District and generally occur every other year by April 1st for bargaining unit employees. If date of 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 Departmentperformance evaluation meeting. 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 Within ten (10) working days prior to the performance evaluation meeting, the employee shall submit a written list of suggested goals or objectives for the employee to achieve in the next evaluation period. At the performance evaluation meeting, the supervisor and the employee shall discuss the goals or objectives suggested by the employee, and any hearingother goals and objectives which the supervisor feels are appropriate. The employee and the supervisor shall seek to reach agreement on the specific goals or objectives on which the employee shall be evaluated in the next evaluation period. If an agreement cannot be reached, the grievance is not resolved, it may supervisor shall decide the goals or objectives which shall be appealed a basis for that employee's next evaluation. E. The employee shall have the opportunity to respond in writing to her/his evaluation and her/his response shall be placed in the employee's personnel file. F. Any methods and procedures adopted by submitting a written statement to the Human Resources Department within ten (10) working days following receipt Agency for evaluation of the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation job performance of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record employees shall be so constituted as to afford affected employees due notice of the grievance and/or conduct a hearing fact that such evaluation will take place, the standards to be applied by the Agency, and shall issue a written decision within ten (10) working days following such review what methods or hearing. Such decision shall procedures will be finalemployed. G. Effective July 1A guiding principle of any evaluation procedure shall be that employees are entitled to be informed of the results of any evaluation, 2013such that they are given a full and fair opportunity to improve their performance in whatever areas of their work may, Sign Language Interpreters will in the opinion of the agency, be evaluated using deficient and such that they are made aware of the Educational Interpreter Performance Assessment (EIPA) pursuant specific accomplishments of which their supervisors approve. H. Factors to OAR 581-015-2035 and/or be considered in evaluating employees shall be those included in the DistrictCity’s evaluation formform and those established through the practice of performance evaluations of Hearing Examiner/Officers over the preceding five years. I. If an employee's performance evaluation is rated "needs improvement," s/he may be dismissed, and if two consecutive performance ratings are marked "needs improvement," the employee shall be dismissed by the appointing authority for inefficiency. J. If an employee is dissatisfied with her/his rating, s/he may confer successively with her/his immediate supervisor and her/his department head on the matter. If, in an employee's opinion, the prescribed rating procedures have not been followed, the employee may grieve the application of those procedures but not the substance of her/his rating; provided that when an evaluation or rating results in disciplinary action or a delay or denial of a step increase, the employee may present in an arbitration any evidence the arbitrator deems relevant.

EMPLOYEE EVALUATION. The objective of the employee evaluation programs (classified, professional, and licensed) is to facilitate decision making regarding an employee's performance and professional development. To this end, the programs serve the purpose of: • Fostering increasing competence and growth of the employee; • Measuring and judging performance; • Clarifying the job description and the expectations of accomplishment; • Enhancing communication. A. Formal Evaluations of classified staff shall be conducted according to the terms of the document entitled “Lane Education Service District Classified Employee Evaluation Program.” Evaluations of professional staff shall be conducted according to the terms of the document entitled “Lane Education Service District Professional Staff Evaluation Program.” Evaluations of licensed staff shall be conducted according to the terms of the document entitled “Lane Education Service District Licensed Staff Evaluation Program.” Evaluation processes and current job descriptions will be accessible online. Neither evaluation process may be changed during the term of employees this contract without the written agreement of the parties. B. The evaluator for teacher evaluations shall hold a teaching license. The evaluation shall be signed by the teacher and the District supervisor who supervises the teacher. A copy of the evaluation shall be provided to the teacher. C. Employees may attach a written statement relating to any evaluation placed in their personnel file. D. If the employee believes that any statements contained in the evaluation are unsubstantiated, they may grieve the matter through the Board’s adopted grievance policy. E. The results of performance observation shall be in writing with a copy to the employee. Where significant deficiencies are noted in the formal evaluation process, an employee may be placed on a plan of assistance/program of assistance. Prior to being placed on a plan of assistance/program of assistance for improvement the employee will be provided direction and informal assistance in the area(s) of needed improvement. A plan of assistance/program of assistance for improvement shall be in writing and shall be for include the purpose of establishing a record of the employee’s work performancefollowing: 1. The evaluation may include but current performance which is unacceptable or needing improvement; 2. The required level of performance; 3. The specific plan for achieving the required level of performance; 4. The resources required to achieve the desired performance; 5. A timeline for completing the plan/program of assistance; 6. What will occur if the required level of performance is not limited to: establishing performance standards and outcome measures, recognition achieved. No plan of an employee’s efforts, as well as planning assistance/program of assistance for improvement. Issues improvement can be implemented without giving due notice 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 at least twenty-four (2024) 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 hours to the employee’s supervisor with a copy , prior to the Human Resources Departmentimplementation of the plan. A contract teacher will not be placed on a program of assistance for improvement for any alleged deficiency stated in ORS 342.865 (see below) without the completion of a meeting to review the concern and the data collected related to the alleged deficiency. • Inefficiency • Neglect of duty • Inadequate performance • Failure to comply with such reasonable requirements as the Board may prescribe to show normal improvement and evidence of professional training and growth. At the time of the meeting to review the concern, written notice of the alleged deficiency will be provided. If observational data is used, this will include a pre-observation and post observation meeting. D. F. The Human Resources Department District will consult offer peer assistance whenever practicable and reasonable to aid the employee to better meet the needs of students. 1. The teacher who will receive the peer assistance and the Association will have input on the selection of the person(s) or agency that will provide the assistance. 2. Participation in peer assistance is voluntary. Both the teacher offered assistance and the person asked to provide assistance may refuse to participate with no adverse consequences or penalty. 3. Participation in peer assistance will not unreasonably increase the Federation in developing an outline workload of best practices participating teachers. The District will provide release time to be used in conducting employee evaluations. E. When the District determines that an employee’s work performance for purposes related to peer assistance if such release time 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 deemed necessary by the District. F. The judgment of an employee’s work performance by an evaluating supervisor shall not 4. No witness or document relating to or arising from peer assistance will be used for any proceeding before the subject of Fair Dismissal Appeals Board, or in 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 probationary teacher non-renewal hearing. If Use of such material or witnesses or documents must be approved by mutual consent for 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 decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be finalhearings identified above. G. Effective July 1Employee discipline and the charges which resulted in the discipline shall be considered stale after sixty (60) months, 2013so long as no other discipline for the same type of conduct occurs. A stale document may not be used for any purpose to support progressive discipline, Sign Language Interpreters will be evaluated using non- extension, or dismissal. The Board agrees not to change language in currently adopted Board Policy and Administrative Rules on Staff Evaluation without consulting with the Educational Interpreter Performance Assessment Association (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation formBoard Policy GCN/GDN).

EMPLOYEE EVALUATION. A. Formal The purpose of employee evaluation is to maintain and improve the quality of employee performance and, thus, the quality of services being delivered to students. B. The evaluation of employees each bargaining unit member will be based upon observation and investigation of the employee’s work performance, the employee’s adherence to work requirements and standards, his/her ability to competently and successfully carry out his/her position responsibilities and the employee’s disciplinary record. C. The evaluation shall include input from the employee’s supervising classroom teacher (where applicable). Teacher input regarding specific instances shall not be included in the evaluation unless the information forming the basis of the input has been shared with the employee within ten (10) working days from when the teacher became aware of the information. The evaluation shall be completed by an administrator or supervisory employee designated by CISD. D. Evaluations shall be in writing and shall be provided to the bargaining unit member at least once every twenty-four (24) months after completion of their probationary period. Probationary bargaining unit members will be evaluated at least once during the probationary period. The bargaining unit member shall sign for the purpose of establishing a record receipt of the employee’s work performanceevaluation. 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 Either the employee. The employee’s job description shall be a basis for bargaining unit member or the evaluation. B. The evaluator shall have the right to call for an evaluation conference to review the written evaluation with the employee and provide the employee with a copy. The employee shall sign the evaluation acknowledging receiptevaluation. If the employee has objections to bargaining unit member disagrees with the evaluation, she/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 she 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 submit a written decision response within ten (10) working days after receiving a copy of any hearingthe evaluation. That response will be attached to the personnel file copy of the evaluation in question. If an evaluator believes that a bargaining unit member is doing unsatisfactory work, the grievance is not resolved, it may reasons for the conclusion shall be appealed by submitting a written statement communicated to the Human Resources Department bargaining unit member in the evaluation. Where a bargaining unit member has completed the probationary period and receives an unsatisfactory evaluation, a plan of assistance will be developed by the evaluator, in consultation with the employee being evaluated. The evaluator within ten the plan of assistance shall also establish objectives for performance improvement as well as a time line for performance remediation. E. All written evaluations (10as well as any employee responses thereto) working days following receipt shall become a part of the administrative written decision. The written statement must clearly set forth why bargaining unit member’s personnel file. F. Each employee’s evaluation shall conclude at the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record conclusion of the grievance and/or conduct a hearing and shall issue a written decision within ten appraisal form the statement: “Considering all factors, the work of this employee is (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.check one):