Common use of EMPLOYEE EVALUATIONS Clause in Contracts

EMPLOYEE EVALUATIONS. 6.1 Administrators will meet with new employees to discuss their job description within one (1) month of hire. The Administrator and new employee will sign off on the job description and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s web site. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will be evaluated at three (3) and six (6) working months. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each employee shall be evaluated at least once annually by March 31st. 6.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The bargaining unit member shall be given a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.

EMPLOYEE EVALUATIONS. 6.1 Administrators will meet with new employees to discuss their job description within one (1) month of hire. The Administrator and Every new employee will sign off on shall be evaluated following the job description ninetieth (90th), one hundred and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile eightieth (180th) and distribute a list showing each employee‘s evaluator prior to November 1st two hundred and seventieth (270th) days of each year. Bargaining unit job descriptions will be made available via the District‘s web siteemployment. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will 2. Every newly promoted employee shall be evaluated at three following the one hundred and eightieth (3180th) and six two hundred and seventieth (6270th) working monthsdays of appointment. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each . Every employee shall be evaluated at least once annually by March 31steach year after attainment of regular status; provided, each annual evaluation shall occur no later than fifteen (15) days after the scheduled evaluation date. 6.3 Criteria for evaluating bargaining unit members will 4. Evaluations shall be based on the performance categories outlined on the evaluation form used as related to the job description of their specific position assignmenta factor in granting permanent status, transfers, demotions, terminations, and promotions. 6.4 Evaluation reports shall include feedback regarding strengths and weaknesses 5. Employees may file rebuttals to counseling document records (if anyCDR) demonstrated issued by their supervisors. Upon request by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation supervisors will meet with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed within sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion ninety (90) days after issuance of the planCDR to discuss the employee’s performance. If the employee‘s performance or conduct has improved, the supervisor will document such improvement. Likewise, further documentation will be made in the event an officer has failed to demonstrate improvement in the areas noted. Negative CDRs are not to be used for purposes of progressive discipline in any future disciplinary action and shall notify not be placed in the employee’s official personnel file (which is retained in the County’s Personnel Division). An employee shall be notified upon the issuance of any CDR, and provided a copy, and the CDR shall only remain in the employee’s working file for the current evaluation period. 6. An employee who receives a Counseling Document Record (CDR) may request that the Lieutenant investigate the CDR. If an investigation is requested, the employee shall make the request in writing within fifteen (15) days after the CDR’s issuance. The Lieutenant shall investigate the CDR and issue a written withdrawal or confirmation of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for terminationCDR within ninety (90) days of the request. 6.6 The bargaining unit member shall be given a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.

EMPLOYEE EVALUATIONS. 6.1 Administrators will meet A. All certificated employee evaluations shall be consistent with new employees to discuss their job description within one (1) month of hirethe current state statutes. In each instance the evaluation shall be followed by a written evaluation report and by a conference between the employee and his or her supervisor. The Administrator and new employee will sign off on shall be given a copy of the job description and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s web site. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will be evaluated written report at least three (3) working days prior to the conference. During the conference, the evaluator will review the employee’s strengths and six (6) working monthsweaknesses and suggestions for improvement. The annual evaluation will contain a written recommendation regarding reemployment and increment. b. New hires—full time B. Employees shall be required to either sign or initial observation and evaluation reports. In the event the employee refuses to sign or initial the report, the supervisor will so note this on the report and enter it into the file. Signing or initialing the evaluation reports by the employee does not necessarily indicate agreement with the report, but only that the employee has been made aware of its contents and has received a copy of said report. Employees shall have twenty-five (12 month employees25) will be evaluated at three (3)calendar days after receipt of the observation/evaluation report to attach their written response to observation and evaluation reports thereby making them a part of the report. The evaluator shall not attach any additional comments to the employee’s response. However, six (6) and twelve (12) monthsthis does not constitute acceptance of the accuracy of the employee’s response. c. After C. Employees shall have the initial year right, upon reasonable request and notice to Administration, to review their personnel files with a representative of employment, each the FTEA and a representative of the District Personnel Office being present. The individual employee shall be evaluated entitled to receive one copy of any materials placed in the personnel folder that might materially affect a judgment about the employee's performance, excluding prior employers or personal references that were obtained at least once annually by March 31stthe time of his/her employment. The Personnel Office shall keep a permanent record of the documents received and the date received. After receiving one copy of any document, additional copies shall be at the individual employee's expense and applicable statutory rates. 6.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. D. The employee will be given a reasonable amount copy of time, not to exceed sixty (60) working days, to meet job all documents placed in the employee’s personnel file that might materially affect a judgment about the employee’s performance expectationsincluding letters of commendation. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the The employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The bargaining unit member shall be given a sent of copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 15 calendar days. 6.10 No bargaining unit member shall E. The Board will provide an electronic copy of the evaluation policy booklet to all employees by October 31st. Digital copies to be required to sign a blank or incomplete evaluation formavailable on the district website.

EMPLOYEE EVALUATIONS. 6.1 9.1 Administrators will meet with new employees to discuss their job description within one (1) month of hire. The Administrator and new employee will sign off on the job description and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s web site. 6.2 9.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will be evaluated at three (3) and six (6) working months. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each employee shall be evaluated at least once annually by March 31st. 6.3 9.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 9.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 9.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 9.6 The bargaining unit member shall be given a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 9.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 9.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 9.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 9.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.

EMPLOYEE EVALUATIONS. 6.1 Administrators will meet A. All certificated employee evaluations shall be consistent with new employees to discuss their job description within one (1) month of hirethe current state statutes. In each instance the evaluation shall be followed by an electronic evaluation report and by a conference between the employee and his or her supervisor. The Administrator and new employee will sign off on the job description and it will shall be forwarded given access to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s web site. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will be evaluated electronic report at least three (3) working days prior to the conference. During the conference, the evaluator will review the employee’s strengths and six (6) working monthsweaknesses and suggestions for improvement. The annual evaluation will contain a written recommendation regarding reemployment and increment. b. New hires—full time B. Employees shall be required to acknowledge the observation and evaluation reports. In the event the employee refuses to sign or initial the report, the supervisor will so note this on the report and enter it into the file. Acknowledging the evaluation reports by the employee does not necessarily indicate agreement with the report, but only that the employee has been made aware of its contents and has received an electronic copy of said report. Employees shall have twenty-five (12 month employees25) will be evaluated at three (3)calendar days after receipt of the observation/evaluation report to upload their written response to observation and evaluation reports thereby making them a part of the report. The evaluator shall not upload any additional comments to the employee’s response. However, six (6) and twelve (12) monthsthis does not constitute acceptance of the accuracy of the employee’s response. c. After C. Employees shall have the initial year right, upon reasonable request and notice to Administration, to review their personnel files with a representative of employment, each the FTEA and a representative of the District Personnel Office being present. The individual employee shall be evaluated entitled to receive one copy of any materials placed in the personnel folder that might materially affect a judgment about the employee's performance, excluding prior employers or personal references that were obtained at least once annually by March 31stthe time of his/her employment. The Personnel Office shall keep a permanent record of the documents received and the date received. After receiving one copy of any document, additional copies shall be at the individual employee's expense and applicable statutory rates. 6.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. D. The employee will be given a reasonable amount copy of time, not to exceed sixty (60) working days, to meet job all documents placed in the employee’s personnel file that might materially affect a judgment about the employee’s performance expectationsincluding letters of commendation. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the The employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The bargaining unit member shall be given a sent of copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 15 calendar days. 6.10 No bargaining unit member shall E. The Board will provide an electronic copy of the evaluation policy booklet to all employees by October 31st. Digital copies to be required to sign a blank or incomplete evaluation formavailable on the district website.

EMPLOYEE EVALUATIONS. 6.1 Administrators will meet with new employees to discuss their job description within one (‌ 1) month of hire. The Administrator and Every new employee will sign off on shall be evaluated following the job description ninetieth (90th), one hundred and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile eightieth (180th) and distribute a list showing each employee‘s evaluator prior to November 1st two hundred and seventieth (270th) days of each year. Bargaining unit job descriptions will be made available via the District‘s web siteemployment. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will 2. Every newly promoted employee shall be evaluated at three following the one hundred and eightieth (3180th) and six two hundred and seventieth (6270th) working monthsdays of appointment. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each . Every employee shall be evaluated at least once annually by March 31steach year after attainment of regular status; provided, each annual evaluation shall occur no later than fifteen (15) days after the scheduled evaluation date. 6.3 Criteria for evaluating bargaining unit members will 4. Evaluations shall be based on the performance categories outlined on the evaluation form used as related to the job description of their specific position assignmenta factor in granting permanent status, transfers, demotions, terminations, and promotions. 6.4 Evaluation reports 5. An employee who receives a Counseling Document Record (CDR) may request that the Lieutenant review the CDR. If a review is requested, the employee shall include feedback regarding strengths make the request in writing within fifteen (15) days after the CDR’s issuance. The Lieutenant shall review the CDR and weaknesses issue a written withdrawal or confirmation of the CDR within ninety (90) days of the request. No CDR is considered final until the employee has an opportunity to request review and, if anyreview is requested, until the Lieutenant issues a withdrawal or confirmation. 6. Employees may file rebuttals to counseling document records (CDR) demonstrated issued by their supervisors. Upon request by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation supervisors will meet with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed within sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion ninety (90) days after issuance of the planCDR to discuss the employee’s performance. If the employee’s performance or conduct has improved, the supervisor shall notify will document such improvement. Likewise, further documentation will be made in the employee in writing of the outcome. Failure event an officer has failed to demonstrate satisfactory improvement may constitute grounds in the areas noted. Negative CDRs are not to be used for termination. 6.6 The bargaining unit member purposes of progressive discipline in any future disciplinary action. An employee shall be given notified upon the issuance of any CDR and provided a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluationcopy. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.

EMPLOYEE EVALUATIONS. 6.1 Administrators will meet with new employees to discuss their job description within one (1) month of hire. The Administrator and Every new employee will sign off on shall be evaluated following the job description ninetieth (90th), one hundred and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile eightieth (180th) and distribute a list showing each employee‘s evaluator prior to November 1st two hundred and seventieth (270th) days of each year. Bargaining unit job descriptions will be made available via the District‘s web siteemployment. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will 2. Every newly promoted employee shall be evaluated at three following the one hundred and eightieth (3180th) and six two hundred and seventieth (6270th) working monthsdays of appointment. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each . Every employee shall be evaluated at least once annually by March 31steach year after attainment of regular status; provided, each annual evaluation shall occur no later than fifteen (15) days after the scheduled evaluation date. 6.3 Criteria for evaluating bargaining unit members will 4. Evaluations shall be based on the performance categories outlined on the evaluation form used as related to the job description of their specific position assignmenta factor in granting permanent status, transfers, demotions, terminations, and promotions. 6.4 Evaluation reports 5. An employee who receives a Counseling Document Record (CDR) may request that the Lieutenant review the CDR. If a review is requested, the employee shall include feedback regarding strengths make the request in writing within fifteen (15) days after the CDR’s issuance. The Lieutenant shall review the CDR and weaknesses issue a written withdrawal or confirmation of the CDR within ninety (90) days of the request. No CDR is considered final until the employee has an opportunity to request review and, if anyreview is requested, until the Lieutenant issues a withdrawal or confirmation. 6. Employees may file rebuttals to counseling document records (CDR) demonstrated issued by their supervisors. Upon request by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation supervisors will meet with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed within sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion ninety (90) days after issuance of the planCDR to discuss the employee’s performance. If the employee’s performance or conduct has improved, the supervisor shall notify will document such improvement. Likewise, further documentation will be made in the employee in writing of the outcome. Failure event an officer has failed to demonstrate satisfactory improvement may constitute grounds in the areas noted. Negative CDRs are not to be used for termination. 6.6 The bargaining unit member purposes of progressive discipline in any future disciplinary action. An employee shall be given notified upon the issuance of any CDR and provided a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluationcopy. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.

EMPLOYEE EVALUATIONS. 6.1 9.1 Administrators will meet with new employees to discuss their job description within one (1) month of hire. The Administrator and new employee will sign off on the job description and it will be forwarded to the Human Resources Department for inclusion in the employee‘s employee‗s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s employee‗s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s District‗s web site. 6.2 9.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will be evaluated at three (3) and six (6) working months. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each employee shall be evaluated at least once annually by March 31st. 6.3 9.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 9.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” ―Meets Expectations,‖ the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 9.5 In the event an employee is evaluated overall as “Does ―Does Not Meet Expectations,” Expectations,‖ the district, in consultation with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s District‘s expense. The employee will be given a reasonable amount of time, not to exceed sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The bargaining unit member shall be given a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.sixty

EMPLOYEE EVALUATIONS. 6.1 5.1 New employees will be given a copy of their job description at the time of their onboarding meeting. Administrators will meet with new employees to discuss their job description within one (1) month of hire. The Administrator and new employee will sign off on the job description and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s web site. 6.2 5.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will be evaluated at three (3) and six (6) working months. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each employee shall be evaluated at least once annually by March 31stthe last working day of the school year. 6.3 5.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 5.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a an overall rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 5.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in AppendixAppendix E). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The 5.6 Prior to the meeting with the employee, the bargaining unit member shall be given a copy of their evaluation, and any data collection sheets (. 5.7 A meeting shall be held with the submitters name excluded) used in the evaluation. 6.7 employee. Under the law law, there is no right to Association Representation at evaluation conferences. 6.8 Any information shared . If requested by the employee, an Association representative may participate with mutual agreement of the evaluating administrator for District and the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachersAssociation. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 5.8 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 5.9 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.

EMPLOYEE EVALUATIONS. 6.1 Administrators will meet with new employees X. Xxxxxx waived by the employee as provided for in the paragraph below, for all employees, written evaluations are required to discuss be made by their job description within one (1) month respective director or an appropriate supervisory representative designated by the director at the end of hirethe employee’s successful Initial Probation, and then annually, and no later than July 31 of each year. The Administrator Employees may waive their right to a written evaluation. If an employee waives his or her right to a written evaluation, a statement signed by the supervisor and new the employee will sign off on indicating the job description waiver must be completed and it will be forwarded filed in the employee’s personnel records. A director or supervising manager can prepare and submit a written evaluation to include in an employee’s file, regardless of whether an employee waives a written evaluation and at any time of year, but must provide a copy to the Human Resources Department employee at the same time the written evaluation is submitted for inclusion in the employee‘s personnel employee’s file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions All evaluations will be made available via the District‘s web site. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) kept confidential and will be evaluated at three (3) and six (6) working months. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each employee shall be evaluated at least once annually by March 31st. 6.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related accessible only to the job description of their specific position assignment. 6.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and appropriate management and HR staff. B. At the Association, will provide option of either the employee a written plan or the director or supervisor, an employee may be given an oral evaluation. If more than one director (including the director of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiencyHuman Resources) or supervisor will be present for the oral evaluation, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given at least 24 hours’ notice that more than one person will be attending. Where at least 24 hours’ notice is not provided, the employee may choose to reschedule the oral evaluation. The decision by a reasonable amount director or supervisor as to who will attend the oral evaluation is not grievable. C. Employees will have the opportunity to complete annual evaluations of time, not to exceed sixty (60their supervisor(s) working daysand group director, to provide an opportunity for employees anonymously to give constructive information regarding the performance of their supervisor(s) and/or director. D. After successfully completing Initial Probation, employees are entitled at any time to meet with the Human Resources staff. Employees are encouraged to notify the Human Resources staff of any problems appropriate for Human Resources to discuss and to assist in recommending an appropriate course of action. E. Remedial Probation is a communication tool to inform employees that their job performance expectationsneeds improvement. During At any time after successfully completing Initial Probation, a director and/or deputy director who determines and documents that an employee is not meeting requirements of the improvement job may put an employee on Remedial Probation for a period of up to 60 days. An employee put on Remedial Probation will be informed of the beginning and ending dates of the Remedial Probation period, feedback will be provided through the reasons for Remedial Probation, and the specific steps that the employee should take to improve his or her job performance. Being placed on Remedial Probation does not affect an employee’s rights under any provision of this Agreement, including the just cause provision, and Public Citizen shall so inform the employee. Because Remedial Probation is a minimum of three scheduled meetings. Following the completion of the plancommunication tool and not a disciplinary action, the supervisor shall notify the decision to put an employee in writing of the outcomeon Remedial Probation is not grievable. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The bargaining unit member shall be given a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers An employee will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond have a Union representative present at any meeting regarding Remedial Probation. If a Union representative is requested to evaluations attend such a meeting, the date and time of the meeting will be mutually agreed to between the Union and Public Citizen, provided that if a Union representative is not available to attend a meeting within 4 business days of any request, Public Citizen may hold the meeting in writing. Such written response shall be attached to the evaluation if received within 5 daysabsence of the Union representative. 6.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.

EMPLOYEE EVALUATIONS. 6.1 Administrators will meet with new employees to discuss their job description within one (1) month SECTION 16.1 Each employee of hire. The Administrator and new employee will sign off on the job description and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s web site. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) Agency will be evaluated at three (3) by the immediate supervisor no less often than annually to assess his current job performance, identify performance areas requiring improvement, to establish performance objectives for the next evaluation period and six (6) working monthsto develop a plan for improvement of performance. b. New hires—full time (12 month employees) SECTION 16.2 Upon completion of the employee's evaluation conference with the supervisor, the employee will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each employee shall be evaluated at least once annually by March 31st. 6.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement copy of any deficiency and a statement defining acceptable performancethe evaluation for review. This shall occur within a reasonable time prior to the final evaluation to allow After reviewing, should the employee a chance desire to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and the Association, will provide the employee submit a written plan of improvement reply, he must do so within five (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed sixty (605) working days, to meet job performance expectations. During the improvement period, feedback will be provided through If such a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The bargaining unit member shall be given a copy of their evaluation, and any data collection sheets reply is submitted within this time frame (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(sfive working days), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response it shall be attached to the evaluation if received within 5 daysand accompany it through all Agency channels and becomes part of the employee's permanent personnel record. 6.10 No bargaining unit member SECTION 16.3 Upon being reviewed by all the appropriate levels in the Agency, Human Resources will send a copy of the evaluation and any attachments to the employee for his records. Should there be any written statements on the evaluation form or attached thereto from levels of supervision higher than the immediate supervisor, the employee will be provided the opportunity to respond within two (2) working days and such a response will also be part of the evaluation. SECTION 16.4 An employee who is on authorized unpaid leave of absence who returns to the same classification shall have his annual anniversary date extended in an amount equal to the time spent on unpaid leave. That date shall be required his annual evaluation date. SECTION 16.5 All employees will be evaluated midway through their probationary period. Should this evaluation be positive and continue to sign be positive, the employee will be advised at the end of the probationary period of his permanent status. In the event the first evaluation indicates a blank problem exists, or incomplete should a problem arise after the first evaluation, the employee will be advised, and if determined by the Agency that with guidance and a sincere effort by the employee the performance may be corrected, the Agency may allow time until the end of the probationary period or any extensions thereof (not to exceed one-half (1/2) of the employee's probationary period) to correct the deficiency. SECTION 16.6 An employee who is eligible for a lump sum payment, pursuant to Section 32.8, upon receiving a satisfactory performance evaluation formon his or her anniversary date shall not be denied the lump sum payment for which he/she is eligible if his or her evaluation conference is late. Such a lump sum payment will be paid as soon as possible following the date that the last signature is affixed to the evaluation.