Common use of EVALUATION AND PERSONNEL FILES Clause in Contracts

EVALUATION AND PERSONNEL FILES. 6.1 The parties agree that a sound evaluation of employee performance and effectiveness is a valuable asset in improving and building the educational community. 6.2 Each new employee of the Harrisville School District shall be made aware of the terms of the District‟s evaluation plan. The Harrisville School District‟s evaluation policy can be modified by mutual agreement. The standards of evaluation utilized in the Harrisville evaluation plan shall be the eight standards specified in the SAU 29 Professional Staff Performance Review Plan. In addition, Teachers shall write a self-evaluation in each area to be presented to the Principal during their annual evaluation session and such self-evaluations shall be included in the final evaluation document. Teachers new to the district shall not be required to write a self-evaluation in their first year of employment. 6.3 An employee shall at all times be entitled to have present a representative of the Association when he/she is the subject of an investigatory interview, is being reprimanded, warned or disciplined for any infraction of rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the employee until such representative of the Association is present. Any employee may be temporarily removed from the premises when circumstances involve a threat to the immediate health, welfare and safety of children. 6.4 No material derogatory to an employee‟s conduct, service, character, or personality shall be placed in his/her personnel file unless the employee has had the opportunity to review the material and be given a copy of such. The employee shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. 6.5 An employee shall have the right upon request to review the contents of his/her personnel file at reasonable times and to receive copies at his/her expense of any documents contained therein. An employee shall be entitled to have a representative of the Association present during such review. 6.6 The employee shall also have the right to submit a written answer to such material and this answer shall be reviewed by the Superintendent of Schools or his/her designee and attached to all copies. 6.7 In the event that the Board removes any material from an employee‟s file, the employee shall be notified. 6.8 Documents, communications and/or records dealing with the processing of a grievance or other Association activity shall not be placed in an employee‟s file. 6.9 Employees shall receive prompt notice of any concerns, raised by a staff member, administrator, parent, student, or other person, which cannot be resolved by the administrator through an explanation or clarification of policy or procedure. In the event that the concern is not resolved or is repeated, the involved employee(s) shall receive prompt notice of the nature of the concern and shall have an opportunity to meet with the person(s) who raised the concern in an effort to resolve the matter. An employee will be notified promptly of any matter that remains unresolved and which could result in an oral or written reprimand or which may be used to evaluate an employee‟s job performance. Complaints shall not be made part of an employee‟s personnel file or evaluation unless it is noted on the complaint the actions taken by the appropriate administrator.

EVALUATION AND PERSONNEL FILES. 6.1 2.1 The parties agree that a sound evaluation District agrees to require all material placed in an employee's personnel file be initialed and dated by the person placing the material in the file. A copy of all materials placed in the file will be sent to the employee performance and effectiveness is a valuable asset involved. All file documents shall be maintained in improving and building one jacket. Official letters of commendation or other official documents of recognition pertaining to the educational community. 6.2 Each new employee of the Harrisville School District employee's employment shall be made aware a permanent part of the terms employee's file. 2.2 Employees may inspect their personnel file upon request, provided the request is made at a time when such person is not actually required to render services for the District. Those materials which the law permits the District to maintain as confidential and not subject to inspection of the District‟s evaluation plan. The Harrisville School District‟s evaluation policy can be modified by mutual agreement. The standards of evaluation utilized in the Harrisville evaluation plan shall be the eight standards specified in the SAU 29 Professional Staff Performance Review Plan. In addition, Teachers shall write a self-evaluation in each area to be presented to the Principal during their annual evaluation session and such self-evaluations shall be included in the final evaluation document. Teachers new to the district employee or his/her representatives shall not be required subject to write a self-evaluation in their first year of employmentthe inspection provided for herein. 6.3 An employee 2.3 Information of a derogatory nature shall at all times be entitled to have present a representative of the Association when he/she is the subject of an investigatory interview, is being reprimanded, warned or disciplined for any infraction of rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the employee until such representative of the Association is present. Any employee may be temporarily removed from the premises when circumstances involve a threat to the immediate health, welfare and safety of children. 6.4 No material derogatory to an employee‟s conduct, service, character, or personality shall not be placed in his/her a personnel file unless and until the employee has had the is given written notice and an opportunity to review the material and be given a copy of suchcomment thereon. The employee shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. 6.5 An Any employee shall have the right upon request to review the contents of enter and have his/her personnel file at reasonable times own comments attached to any such derogatory information. If the employee reviews and prepares comments to receive copies at his/her expense the derogatory information within ten working days of any documents contained therein. An employee shall be entitled to have a representative receipt of the Association present notice from the District, the review and comment preparations shall take place during such review. 6.6 The employee shall also have the right to submit a written answer to such material normal business hours, and this answer shall be reviewed by the Superintendent of Schools or his/her designee and attached to all copies. 6.7 In the event that the Board removes any material from an employee‟s file, the employee shall be notifiedreleased from duty for this purpose without salary reduction. If the employee chooses not to review and prepare comments until after the ten day period expires, then the review and preparation must be done during off-duty hours. 6.8 Documents, communications and/or records dealing with the processing of a grievance or other Association activity shall not be placed in an employee‟s file. 6.9 Employees 2.4 All newly hired employees and all employees upon promotion shall receive prompt notice at least two performance evaluations by the immediate supervisor, one each during the second and fifth month of any concernsthe probationary period. All permanent employees shall receive one annual performance evaluation by the immediate supervisor on or about the employee's anniversary date. Whenever an employee is rated by more than one supervisor, raised all supervisors of the employee will sign the rating form. The parties understand and agree that this schedule of evaluations is a minimum schedule. Additional evaluations may be made by a staff the District and shall be made when requested by an employee. An evaluation requested by an employee shall be accomplished within thirty days, but an employee may not initiate such an evaluation more frequently than twice between annual evaluations. Whenever an employee is evaluated under normal circumstances by another bargaining unit member, administrator, parent, student, or other person, which cannot be resolved by that evaluator shall initial the administrator through an explanation or clarification of policy or procedure. In evaluation and the event that the concern immediate supervisor who is not resolved or is repeated, the involved employee(s) shall receive prompt notice a member of the nature of bargaining unit shall sign the concern and evaluation. The immediate supervisor who has the responsibility to sign the evaluation may change the ratings, but the fact that a rating is changed shall have an opportunity to meet with the person(s) who raised the concern in an effort to resolve the matter. An employee will be notified promptly of any matter that remains unresolved and which could result in an oral or written reprimand or which may be used to evaluate an employee‟s job performance. Complaints shall not be made part of an employee‟s personnel file or evaluation unless it is noted on the complaint evaluation document. Written comments will be given for "problem" and "needs improvement" ratings. 2.4.1 The qualitative ratings on an evaluation shall be subject to the actions taken grievance procedure in this Agreement, except that no such grievance shall be subject to advisory arbitration. 2.5 The probationary period for all classified employees shall be one hundred thirty working days, excluding any and all paid or unpaid leaves of absence. However, in no case shall a probationary period exceed one calendar year. The probationary period for an employee may be extended beyond 130 working days by the appropriate administratormutual written agreement of the District and CSEA.

EVALUATION AND PERSONNEL FILES. 6.1 ‌ 2.1 The parties agree that a sound evaluation District agrees to require all material placed in an employee's personnel file be initialed and dated by the person placing the material in the file. A copy of all materials placed in the file will be sent to the employee performance and effectiveness is a valuable asset involved. All file documents shall be maintained in improving and building one jacket. Official letters of commendation or other official documents of recognition pertaining to the educational community. 6.2 Each new employee of the Harrisville School District employee's employment shall be made aware a permanent part of the terms employee's file. 2.2 Employees may inspect their personnel file upon request, provided the request is made at a time when such person is not actually required to render services for the District. Those materials which the law permits the District to maintain as confidential and not subject to inspection of the District‟s evaluation plan. The Harrisville School District‟s evaluation policy can be modified by mutual agreement. The standards of evaluation utilized in the Harrisville evaluation plan shall be the eight standards specified in the SAU 29 Professional Staff Performance Review Plan. In addition, Teachers shall write a self-evaluation in each area to be presented to the Principal during their annual evaluation session and such self-evaluations shall be included in the final evaluation document. Teachers new to the district employee or his/her representatives shall not be required subject to write a self-evaluation in their first year of employmentthe inspection provided for herein. 6.3 An employee 2.3 Information of a derogatory nature shall at all times be entitled to have present a representative of the Association when he/she is the subject of an investigatory interview, is being reprimanded, warned or disciplined for any infraction of rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the employee until such representative of the Association is present. Any employee may be temporarily removed from the premises when circumstances involve a threat to the immediate health, welfare and safety of children. 6.4 No material derogatory to an employee‟s conduct, service, character, or personality shall not be placed in his/her a personnel file unless and until the employee has had the is given written notice and an opportunity to review the material and be given a copy of suchcomment thereon. The employee shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. 6.5 An Any employee shall have the right upon request to review the contents of enter and have his/her personnel file at reasonable times own comments attached to any such derogatory information. If the employee reviews and prepares comments to receive copies at his/her expense the derogatory information within ten working days of any documents contained therein. An employee shall be entitled to have a representative receipt of the Association present notice from the District, the review and comment preparations shall take place during such review. 6.6 The employee shall also have the right to submit a written answer to such material normal business hours, and this answer shall be reviewed by the Superintendent of Schools or his/her designee and attached to all copies. 6.7 In the event that the Board removes any material from an employee‟s file, the employee shall be notifiedreleased from duty for this purpose without salary reduction. If the employee chooses not to review and prepare comments until after the ten day period expires, then the review and preparation must be done during off-duty hours. 6.8 Documents, communications and/or records dealing with the processing of a grievance or other Association activity shall not be placed in an employee‟s file. 6.9 Employees 2.4 All newly hired employees and all employees upon promotion shall receive prompt notice at least two performance evaluations by the immediate supervisor, one each during the second and fifth month of any concernsthe probationary period. All permanent employees shall receive one performance evaluation every two years by the immediate supervisor on or about the employee's bi-anniversary date. Whenever an employee is rated by more than one supervisor, raised all supervisors of the employee will sign the rating form. The parties understand and agree that this schedule of evaluations is a minimum schedule. Additional evaluations may be made by a staff the District and shall be made when requested by an employee. An evaluation requested by an employee shall be accomplished within thirty days, but an employee may not initiate such an evaluation more frequently than twice between annual evaluations. Whenever an employee is evaluated under normal circumstances by another bargaining unit member, administrator, parent, student, or other person, which cannot be resolved by that evaluator shall initial the administrator through an explanation or clarification of policy or procedure. In evaluation and the event that the concern immediate supervisor who is not resolved or is repeated, the involved employee(s) shall receive prompt notice a member of the nature of bargaining unit shall sign the concern and evaluation. The immediate supervisor who has the responsibility to sign the evaluation may change the ratings, but the fact that a rating is changed shall have an opportunity to meet with the person(s) who raised the concern in an effort to resolve the matter. An employee will be notified promptly of any matter that remains unresolved and which could result in an oral or written reprimand or which may be used to evaluate an employee‟s job performance. Complaints shall not be made part of an employee‟s personnel file or evaluation unless it is noted on the complaint evaluation document. Written comments will be given for “occasional problems” and “consistent problems” ratings. 2.4.1 The qualitative ratings on an evaluation shall be subject to the actions taken grievance procedure in this Agreement, except that no such grievance shall be subject to advisory arbitration. 2.5 The probationary period for all classified employees shall be one hundred thirty working days, excluding any and all paid or unpaid leaves of absence. However, in no case shall a probationary period exceed one calendar year. The probationary period for an employee may be extended beyond 130 working days by the appropriate administratormutual written agreement of the District and CSEA.

EVALUATION AND PERSONNEL FILES. 6.1 The parties agree that a sound evaluation of employee performance and effectiveness is a valuable asset in improving and building the educational community. 6.2 Each new employee of the Harrisville School District shall be made aware of the terms of the District‟s District’s evaluation plan. The Harrisville School District‟s District’s evaluation policy can be modified by mutual agreement. The standards of evaluation utilized in upon notice to the Harrisville evaluation plan shall be Association and after providing an opportunity for the eight standards specified in Board to meet and confer with the SAU 29 Professional Staff Performance Review PlanAssociation regarding any changes. In addition, Teachers shall write a self-evaluation in each area to be presented to the Principal during their annual evaluation session and such self-evaluations shall be included in the final evaluation document. Teachers new to the district shall not be required to write a self-evaluation in their first year of employment. 6.3 An employee shall at all times be entitled to have present a representative of the Association present when he/she is the subject of an investigatory interview, is being reprimanded, warned or disciplined for any infraction of rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the employee until such a representative of the Association is present. Any employee may be temporarily removed from the premises when circumstances circumstances, in the Superintendent’s discretion, involve a threat to the immediate health, welfare and safety of children. 6.4 No material derogatory to an employee‟s employee’s conduct, service, character, or personality shall be placed in his/her personnel file unless the employee has had the opportunity to review the material and be given a copy of such. The employee shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. 6.5 An employee shall have the right upon request to review the contents of his/her personnel file at reasonable times and to receive copies at his/her expense of any documents contained therein. An employee shall be entitled to have a representative of the Association present during such review. 6.6 The employee shall also have the right to submit a written answer to such material and this answer shall be reviewed by the Superintendent of Schools or his/her designee and attached to all copies. 6.7 In the event that the Board removes any material from an employee‟s employee’s file, the employee shall be notified. 6.8 Documents, communications and/or records dealing with the processing of a grievance or other Association activity shall not be placed in an employee‟s employee’s file. 6.9 Employees shall receive prompt notice of any concerns, raised by a staff member, administrator, parent, student, or other person, which cannot be resolved by the administrator through an explanation or clarification of policy or procedure. In the event that the concern is not resolved or is repeated, the involved employee(s) shall receive prompt notice of the nature of the concern and shall at the employee’s request, may have an opportunity to meet with the person(s) who raised the concern in an effort to resolve the matter. An employee will be notified promptly of any matter that remains unresolved and which could result in an oral or written reprimand or which may be used to evaluate an employee‟s employee’s job performance. Complaints shall not be made part of an employee‟s employee’s personnel file or evaluation unless it is noted on the complaint the actions taken by the appropriate administrator.

EVALUATION AND PERSONNEL FILES. 6.1 The parties agree Board recognizes that the education process is an extremely complex one and that the appraisal of this process is a difficult and technical function. Nevertheless, because it is universally accepted that good instruction is the most important element in sound evaluation educational programs, provision will be made to conduct appraisals of employees' performances. Appraisal of service should serve three purposes: a. to raise the quality of instruction and educational service to the children of our community; b. to raise the standards of the education profession as a whole; c. to aid the individual employee to grow professionally. Evaluation of employee performance must be a cooperative continuing process designed to improve the quality of instruction. All professional employees are involved in the evaluation process. The employee shares with those who work with him/her the responsibility for developing effective evaluation procedures and effectiveness is a valuable asset in improving instruments and building the educational communityresponsibility for the development and maintenance of professional standards and attitudes regarding the evaluation process. 6.2 Each new employee of in the Harrisville Xxxxxx School District shall be made aware of the terms of the District‟s evaluation plan. The Harrisville School District‟s evaluation policy can be modified by mutual agreement. The standards of evaluation utilized in the Harrisville District's evaluation plan no later than October fifteenth (15th) of each school year. Supervisory personnel responsible for the evaluation of employees shall be the eight standards specified in the SAU 29 Professional Staff Performance Review Plan. In addition, Teachers shall write a self-evaluation in each area to be presented to the Principal during their annual evaluation session and such self-evaluations shall be included in the final evaluation document. Teachers new to the district shall not be required to write a self-evaluation in their first year of employmentqualified for that purpose. 6.3 An employee shall at all times be entitled to have present a representative of the Association when he/she is the subject of an investigatory interview, is being reprimanded, warned or disciplined for any infraction of rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the employee until such representative of the Association is present. Any employee may be temporarily removed from the premises when circumstances involve a threat to the immediate health, welfare and safety of children. 6.4 No material derogatory to an employee‟s employee's conduct, service, character, or personality shall be placed in his/her personnel file unless the employee has been notified and has had the an opportunity to review the material material. Employees are under observation and evaluation by the Administration on a regular basis. Written evaluations done by the appropriate evaluator shall be given a copy conducted openly and with prior knowledge of suchthe employee. The provisions of this Section 6.3 shall not apply to material of a confidential nature acquired by the Board when initially employing an employee. 6.4 The evaluator shall prepare and submit a written report and recommendations to the employee ideally within five (5) days of the observation. If the evaluator believes an employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms including ways in which the employee is to improve. At least two (2) days prior to any formal observation, the evaluator shall communicate with the employee regarding the observation. Such communication may be by telephone, in person, or by e-mail. If by e-mail, the employee shall respond to confirm receipt of the e-mail by return e-mail. An employee may agree to waive the two (2) day time period. The parties agree to use the standards, guidelines, core indicators and plan designations of the SAU 29 Professional Staff Performance Evaluation System as guidelines for developing evaluation plans for Xxxxxx. 6.5 The employee will acknowledge that he/she has had the an opportunity to review such material by affixing his/her signature to the copy to be filed filed, with the express understanding that such signature in no way indicates agreement with the contents thereof. 6.5 An . The employee shall will also have the right to submit a written answer. 6.6 The evaluator shall hold a post-observation conference with the employee for the purpose of clarifying the written report and recommendations. Such a conference shall be held within a reasonable time period of the submission of the written report to the employee but ideally within ten (10) school days except by mutual agreement. 6.7 An employee will have the right, upon request request, to review the contents of his/her personnel file at reasonable times file, during regular office hours and to receive make copies of such at his/her expense expense. Requests should be made to the Director of any documents contained therein. An employee shall be entitled to have a representative of the Association present during such review. 6.6 The employee shall also have the right to submit a written answer to such material and this answer shall be reviewed by the Superintendent of Schools or his/her designee and attached to all copies. 6.7 In the event that the Board removes any material from an employee‟s file, the employee shall be notifiedHuman Resources. 6.8 DocumentsThe parties recognize and agree that, communications and/or records dealing with subject to the processing provisions of Article VI, evaluation is a grievance supervisory function and the responsibility of the Board or other Association activity shall not be placed in an employee‟s fileits designees. 6.9 Employees shall receive prompt notice of Any complaint against an employee or person for whom the employee is administratively responsible by any concerns, raised by a staff member, administrator, parent, student, or other person, which cannot person will be resolved by promptly called to the administrator through an explanation or clarification of policy or procedure. In the event that the concern is not resolved or is repeated, the involved employee(s) shall receive prompt notice attention of the nature of the concern and shall have employee who may be provided with an opportunity to meet with the person(s) who raised the concern that person in an effort to resolve the matter. An employee will be notified promptly of any matter that remains unresolved and which could result in an oral or written reprimand or which may be used to evaluate an employee‟s job performance. Complaints shall not be made part incorporated into the employee's evaluation of an employee‟s their personnel file or evaluation unless it is noted on the employee has been informed and the complaint has been investigated and a notation of the actions taken investigation made. 6.10 Material detrimental to an employee shall be removed from his/her personnel file after a period of five (5) years, provided that such material is not deemed by the appropriate administratorSuperintendent to provide third party liability to the District. The Superintendent shall not make these decisions arbitrarily. Material will be removed when there has been no similar incident or incidents within five years. It shall be the most recent incident in any incidents of a similar nature from which the date of removal is calculated. Notwithstanding anything herein to the contrary, any material in an employee’s file in relation to discipline arising out of charges of misconduct involving students or co-workers is excluded from the purge.

EVALUATION AND PERSONNEL FILES. 6.1 2.1 The parties agree that a sound evaluation District agrees to require all material placed in an employee's personnel file be initialed and dated by the person placing the material in the file. A copy of all materials placed in the file will be sent to the employee performance and effectiveness is a valuable asset involved. All file documents shall be maintained in improving and building one jacket. Official letters of commendation or other official documents of recognition pertaining to the educational community. 6.2 Each new employee of the Harrisville School District employee's employment shall be made aware a permanent part of the terms employee's file. 2.2 Employees may inspect their personnel file upon request, provided the request is made at a time when such person is not actually required to render services for the District. Those materials which the law permits the District to maintain as confidential and not subject to inspection of the District‟s evaluation plan. The Harrisville School District‟s evaluation policy can be modified by mutual agreement. The standards of evaluation utilized in the Harrisville evaluation plan shall be the eight standards specified in the SAU 29 Professional Staff Performance Review Plan. In addition, Teachers shall write a self-evaluation in each area to be presented to the Principal during their annual evaluation session and such self-evaluations shall be included in the final evaluation document. Teachers new to the district employee or his/her representatives shall not be required subject to write a self-evaluation in their first year of employmentthe inspection provided for herein. 6.3 An employee 2.3 Information of a derogatory nature shall at all times be entitled to have present a representative of the Association when he/she is the subject of an investigatory interview, is being reprimanded, warned or disciplined for any infraction of rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the employee until such representative of the Association is present. Any employee may be temporarily removed from the premises when circumstances involve a threat to the immediate health, welfare and safety of children. 6.4 No material derogatory to an employee‟s conduct, service, character, or personality shall not be placed in his/her a personnel file unless and until the employee has had the is given written notice and an opportunity to review the material and be given a copy of suchcomment thereon. The employee shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. 6.5 An Any employee shall have the right upon request to review the contents of enter and have his/her personnel file at reasonable times own comments attached to any such derogatory information. If the employee reviews and prepares comments to receive copies at his/her expense the derogatory information within ten working days of any documents contained therein. An employee shall be entitled to have a representative receipt of the Association present notice from the District, the review and comment preparations shall take place during such review. 6.6 The employee shall also have the right to submit a written answer to such material normal business hours, and this answer shall be reviewed by the Superintendent of Schools or his/her designee and attached to all copies. 6.7 In the event that the Board removes any material from an employee‟s file, the employee shall be notifiedreleased from duty for this purpose without salary reduction. If the employee chooses not to review and prepare comments until after the ten day period expires, then the review and preparation must be done during off-duty hours. 6.8 Documents, communications and/or records dealing with the processing of a grievance or other Association activity shall not be placed in an employee‟s file. 6.9 Employees 2.4 All newly hired employees and all employees upon promotion shall receive prompt notice at least two performance evaluations by the immediate supervisor, one each during the second and fifth month of any concernsthe probationary period. All permanent employees shall receive one performance evaluation every two years by the immediate supervisor on or about the employee's bi-anniversary date. Whenever an employee is rated by more than one supervisor, raised all supervisors of the employee will sign the rating form. The parties understand and agree that this schedule of evaluations is a minimum schedule. Additional evaluations may be made by a staff the District and shall be made when requested by an employee. An evaluation requested by an employee shall be accomplished within thirty days, but an employee may not initiate such an evaluation more frequently than twice between annual evaluations. Whenever an employee is evaluated under normal circumstances by another bargaining unit member, administrator, parent, student, or other person, which cannot be resolved by that evaluator shall initial the administrator through an explanation or clarification of policy or procedure. In evaluation and the event that the concern immediate supervisor who is not resolved or is repeated, the involved employee(s) shall receive prompt notice a member of the nature of bargaining unit shall sign the concern and evaluation. The immediate supervisor who has the responsibility to sign the evaluation may change the ratings, but the fact that a rating is changed shall have an opportunity to meet with the person(s) who raised the concern in an effort to resolve the matter. An employee will be notified promptly of any matter that remains unresolved and which could result in an oral or written reprimand or which may be used to evaluate an employee‟s job performance. Complaints shall not be made part of an employee‟s personnel file or evaluation unless it is noted on the complaint evaluation document. Written comments will be given for “occasional problems” and “consistent problems” ratings. 2.4.1 The qualitative ratings on an evaluation shall be subject to the actions taken grievance procedure in this Agreement, except that no such grievance shall be subject to advisory arbitration. 2.5 The probationary period for all classified employees shall be one hundred thirty working days, excluding any and all paid or unpaid leaves of absence. However, in no case shall a probationary period exceed one calendar year. The probationary period for an employee may be extended beyond 130 working days by the appropriate administratormutual written agreement of the District and CSEA.

EVALUATION AND PERSONNEL FILES. 6.1 The parties agree that a sound an annual and consistent evaluation of employee performance and effectiveness is a valuable asset asset. The Board shall retain sole discretion over the evaluation tool implemented, however, the Board shall meet, confer, and give consideration to the Group’s input regarding the creation or modification of the standard evaluation tool. Such input should be submitted in improving and building writing to the educational community. 6.2 Superintendent. Each new employee of to the Harrisville Keene School District system shall be made aware of the terms of the District‟s evaluation plan. The Harrisville School District‟s evaluation policy can be modified by mutual agreement. The standards of evaluation utilized in the Harrisville District’s current evaluation plan shall be at the eight standards specified in the SAU 29 Professional Staff Performance Review Plan. In addition, Teachers shall write a self-evaluation in each area to be presented to the Principal during their annual evaluation session and such self-evaluations shall be included in the final evaluation document. Teachers new to the district shall not be required to write a self-evaluation in their first year time of employment, including criteria, goals and objectives of any such plan. 6.3 An employee shall at all times be entitled to have present a representative of the Association when he/she is the subject of an investigatory interview, is being reprimanded, warned or disciplined for any infraction of rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the employee until such representative of the Association is present. Any employee may be temporarily removed from the premises when circumstances involve a threat to the immediate health, welfare and safety of children. 6.4 6.2 No derogatory material derogatory to an employee‟s conduct, service, character, or personality shall be placed in his/her an employee’s individual personnel file unless the employee has had the an opportunity to review the material and be given a copy of suchmaterial. The employee shall will acknowledge that he/she has had the had an opportunity to review such material by affixing his/her signature to the copy to be filed filed, with the express expressed understanding that such signature in no way indicates agreement with the contents thereof. 6.5 An . The employee shall will also have the right to submit a written answer. 6.3 An employee will have the right, upon request request, to review the contents of his/her personnel file at reasonable times times. The provision of the Section 6.4 shall not apply to material of a confidential nature acquired by the Board when initially employing any employee. 6.4 The annual evaluation submitted to the Human Resources Office shall contain any changes to the specific “job description/responsibilities” being carried out by each member of the Group. 6.5 The parties recognize and agree that, subject to receive copies at the provisions of Article VI, employee evaluation is an administrative function and the sole responsibility of the Board. 6.6 It is the responsibility of each supervisor to maintain equitable and properly evaluated positions within his/her expense department. Newly created positions or major changes in the function or responsibilities of any documents contained thereinan existing position should be reported by the Supervisor to the Director of Human Resources. An employee He/she will initiate an evaluation study to establish a new position or reclassify an existing position. The process for the evaluation study shall be entitled to have a representative of the Association present during such review. 6.6 The employee shall also have the right to submit a written answer to such material and this answer shall be reviewed established by the Superintendent Director of Schools or Human Resources in conjunction with the KEOPG. The Director of Human Resources, as a result of his/her designee study, will make a recommendation to the Keene Principals and attached Directors, who will vote on any and all reclassifications. Any reclassifications that receive a majority vote in the affirmative by a Group of Keene School District Administrators who meet on a regular basis to all copies. 6.7 In address educational issues will be forwarded to the event Keene Board of Education’s Personnel Committee for its consideration. Any reclassifications that receive a majority vote in the affirmative by the Keene Board of Education’s Personnel Committee, shall be forwarded to the Keene Board of Education for final approval subject to voter approval of the budget. All reclassifications will be at the sole discretion of the Board removes any material from an employee‟s file, the employee shall be notified. 6.8 Documents, communications and/or records dealing with the processing of a grievance or other Association activity and shall not be placed in an employee‟s file. 6.9 Employees shall receive prompt notice of any concerns, raised by a staff member, administrator, parent, student, or other person, which cannot be resolved by subject to the administrator through an explanation or clarification of policy or grievance procedure. In the event The Director of Human Resources will insure that the concern plan is not resolved or is repeated, the involved employee(s) shall receive prompt notice kept current through periodic reviews and comparative studies of the nature pertinent factors affecting levels of the concern and shall have an opportunity to meet with the person(s) who raised the concern in an effort to resolve the matter. An employee will be notified promptly of any matter that remains unresolved and which could result in an oral or written reprimand or which may be used to evaluate an employee‟s job performance. Complaints shall not be made part of an employee‟s personnel file or evaluation unless it is noted on the complaint the actions taken by the appropriate administratorpay.

EVALUATION AND PERSONNEL FILES. 6.1 The parties agree that a sound evaluation of employee performance and effectiveness is a valuable asset in improving and building the educational community. 6.2 Each new employee of the Harrisville School District shall be made aware of the terms of the District‟s District’s evaluation plan. The Harrisville School District‟s District’s evaluation policy can be modified by mutual agreement. The standards of evaluation utilized in the Harrisville evaluation plan shall be the eight standards specified in the SAU 29 Professional Staff Performance Review Plan. In addition, Teachers shall write a self-evaluation in each area to be presented to the Principal during their annual evaluation session and such self-evaluations shall be included in the final evaluation document. Teachers new to the district shall not be required to write a self-evaluation in their first year of employment. 6.3 An employee shall at all times be entitled to have present a representative of the Association when he/she is the subject of an investigatory interview, is being reprimanded, warned or disciplined for any infraction of rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the employee until such representative of the Association is present. Any employee may be temporarily removed from the premises when circumstances involve a threat to the immediate health, welfare and safety of children. 6.4 No material derogatory to an employee‟s employee’s conduct, service, character, or personality shall be placed in his/her personnel file unless the employee has had the opportunity to review the material and be given a copy of such. The employee shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. 6.5 An employee shall have the right upon request to review the contents of his/her personnel file at reasonable times and to receive copies at his/her expense of any documents contained therein. An employee shall be entitled to have a representative of the Association present during such review. 6.6 The employee shall also have the right to submit a written answer to such material and this answer shall be reviewed by the Superintendent of Schools or his/her designee and attached to all copies. 6.7 In the event that the Board removes any material from an employee‟s employee’s file, the employee shall be notified. 6.8 Documents, communications and/or records dealing with the processing of a grievance or other Association activity shall not be placed in an employee‟s employee’s file. 6.9 Employees shall receive prompt notice of any concerns, raised by a staff member, administrator, parent, student, or other person, which cannot be resolved by the administrator through an explanation or clarification of policy or procedure. In the event that the concern is not resolved or is repeated, the involved employee(s) shall receive prompt notice of the nature of the concern and shall have an opportunity to meet with the person(s) who raised the concern in an effort to resolve the matter. An employee will be notified promptly of any matter that remains unresolved and which could result in an oral or written reprimand or which may be used to evaluate an employee‟s employee’s job performance. Complaints shall not be made part of an employee‟s employee’s personnel file or evaluation unless it is noted on the complaint the actions taken by the appropriate administrator.