Esp Evaluation. All ESP shall be subject to job performance evaluation at all times by school administrators with the input of any supervising teacher and/or case manager. A written job performance report and evaluation conference will be held annually. The job evaluation tool will be shared with the Association. Job performance shall be evaluated in terms of individual job requirements as specified in the job description for each respective position. Job descriptions are not incorporated into this agreement by reference. ESP will be promptly notified if their job performance is deemed unsatisfactory. The Administration, with input from the ESP, will provide expected performance standards and develop an improvement plan for the ESP whose performance has not been satisfactory. Input from supervisory staff may be considered. Failure to correct or remediate unsatisfactory performance shall be grounds for dismissal. ESP evaluations are also intended to identify and commend those who perform their assigned tasks in an exemplary manner. Within ten (10) working days of an ESP’s employment the ESP shall receive an orientation packet containing the job description and the evaluation procedure. The effectiveness of evaluation procedures shall be reviewed annually. The Association shall be granted the opportunity to provide input on the effectiveness of job performance evaluation procedures.
Esp Evaluation. Each employee shall be evaluated at least once every two (2) years. Employees shall not be solely evaluated by fellow bargaining unit members. Director level employees will be expected to provide input on the evaluation of fellow ESP regarding their performance factors, as described in part C. Each ESP employee evaluation shall include but not limited to the following performance factors: work quality, promptness, attendance (with the exception of sick and personal leave unless the District has determined the employee abused his/her use of sick or personal leave), reliability, conduct, judgment, and cooperation. Each ESP employee shall receive a copy of the final evaluation once completed. One unsatisfactory evaluation would result in remediation through the administration.
Esp Evaluation. A. An evaluation committee shall consist of not more than three (3) Association members and of not more than two (2) Administrators. The evaluation committee may recommend that part-time ESPs are not subject to formal evaluation procedures. Each year, the evaluation committee shall convene by May 15th to review, discuss or recommend any changes to the evaluation procedures, plan and instrument for ESPs. If the changes are recommended, the Board and the Association shall have an opportunity to negotiate those changes in good faith prior to the parties’ ratification and submission to ISBE for approval. ESP’s shall be evaluated on an annual basis. The ESP evaluation instruments are attached to this Agreement as Appendix A.
Esp Evaluation. Current Practice
Esp Evaluation. I. During the 2020-21 school year, ESP members will begin using the newly created ESP EvaIuation.
Esp Evaluation. Non-probationary ESPs will be evaluated not less than once every other year. No later than September 30, and before any formal evaluation takes place in any school term, the building principal or evaluator shall conduct a meeting(s) to inform ESPs as a whole about the evaluation procedures, standards, and instruments used. This in-service may be district-wide and/or building or department meetings. If an ESP wishes to respond to his or her evaluation, he or she may put his or her response in writing and have the same attached to the evaluation placed in the ESP’s personnel file. The ESP may submit a response within five (5) working days of evaluation. A copy of response timely received shall be retained with the evaluation in the ESP’s personnel file.
Esp Evaluation. All formal evaluations shall be reduced to writing and a copy given to the employee within five (5) days. The employee and the supervisor shall mutually agree to a date and time for a post evaluation conference in which to discuss the evaluation. This conference must take place within five (5) days after the employee has received the evaluation. If the employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If a supervisor believes an employee is doing unsatisfactory work, the reason(s) therefore shall be stated. See Appendix G for evaluation forms.
Esp Evaluation
