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 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 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 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.

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 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.