Esp Evaluation Sample Clauses

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.
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Esp Evaluation. A. Each employee shall be evaluated at least once every two years. B. Employees shall not be evaluated by fellow bargaining unit members. Director-level employees will be expected to provide input on the evaluation of fellow bargaining unit members regarding the employee’s performance factors as described in 6.2.
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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. B. Nothing contained herein shall limit an Administrator’s right to discuss with an ESP performance of assigned duties or responsibilities during the school day.
Sample 1
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.
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Esp Evaluation. Current Practice
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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.
Sample 1
Esp Evaluation. I. During the 2020-21 school year, ESP members will begin using the newly created ESP EvaIuation.
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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.
Sample 1
Esp Evaluation 
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Related to Esp Evaluation

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP 00-00-000, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

  • TEACHER EVALUATION A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year. (a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. (b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. 2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations. 3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted. 4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher. B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure. C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place. D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation. E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention. F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher. G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.

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