Common use of EVALUATION AND PERSONNEL FILES Clause in Contracts

EVALUATION AND PERSONNEL FILES. 6.1 The parties agree that a sound evaluation of teacher performance and effectiveness is a valuable asset in improving and building the educational community. All formal observations shall be conducted openly and with the full knowledge of the teacher. Teachers will be evaluated in accordance with the Fall Mountain Regional School District Teacher Evaluation Model. 6.2 Each experienced teacher in the Fall Mountain Regional School District shall be made aware if they are in a formal evaluation cycle no later than October fifteenth (15th) of each year. Supervisory personnel responsible for the evaluation of teachers shall be trained for that purpose. 6.3 Teachers are under observation and evaluation by the Administration on a daily basis. Written evaluations done by the evaluator or principal shall be conducted openly and with full knowledge of the teacher. 6.4 The teacher will acknowledge that he/she has had an opportunity to review such material by affixing his/her signature to the copy to be filed, with the expressed understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer. 6.5 Following a formal observation, the administrator/evaluator shall hold a post- observation conference with the teacher; such a conference shall be held within five (5) school days. From that conference, a final written copy of the observation will be completed and provided to the teacher within 15 school days, unless extended by mutual agreement between the administrator and teacher. 6.6 No material derogatory to a teacher's conduct, service, character, or personality shall be placed in their personnel file unless the teacher has had an opportunity to review the material. A teacher will have the right, upon request, to review the contents of his personnel file, during regular office hours and to make copies of such at their expense. The provisions of this Section shall not apply to material of a confidential nature acquired by the Board when initially employing a teacher. 6.7 The parties recognize and agree that, subject to the provisions of this Article VI, teacher evaluation is a supervisory function and the sole responsibility of the Board. 6.8 Teachers should practice professional courtesy and shall be encouraged to address any concerns about another teacher directly with that teacher. If the complaining teacher feels that the concerns are of a serious or potential legal nature or if they are uncomfortable in addressing that teacher, they shall notify their building administrator. Any formal complaint against a teacher or person for whom the teacher is administratively responsible by any parent, student or other person will be promptly called to the attention of the teacher. Persons making a formal complaint against a teacher shall be encouraged, but not required, to provide a written and signed statement detailing the concern to the individual(s) designated by the District to receive such concerns or complaints. Complaints will be documented and the nature of the complaint shall be provided to the Teacher whom the complaint is against. The Teacher whom the complaint is against shall be provided with the name of the person making the complaint, unless determined detrimental to the investigation or prohibited by State or Federal law. Complaints shall not be incorporated into the teacher's evaluation or personnel file unless the teacher has been informed and the complaint has been investigated and a notation of the results of the investigation made.

EVALUATION AND PERSONNEL FILES. 6.1 The parties agree that a sound evaluation of teacher performance and effectiveness is a valuable asset in improving and building the educational community. All formal observations shall be conducted openly and with the full knowledge of the teacher. Teachers will be evaluated in accordance with the Fall Mountain Regional School District Teacher Evaluation Model. 6.2 Each experienced teacher in the Fall Mountain Regional School District shall be made aware if they are in a formal evaluation cycle no later than October fifteenth (15th) of each year. Supervisory personnel responsible for the evaluation of teachers shall be trained for that purpose. 6.3 Teachers are under observation and evaluation by the Administration on a daily basis. Written evaluations done by the evaluator or principal shall be conducted openly and with full knowledge of the teacher. 6.4 The teacher will acknowledge that he/she has had an opportunity to review such material by affixing his/her signature to the copy to be filed, with the expressed understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer. 6.5 Following a formal observation, the administrator/evaluator shall hold a post- observation conference with the teacher; such a conference shall be held within five (5) school days. From that conference, a final written copy of the observation will be completed and provided to the teacher within 15 school days, unless extended by mutual agreement between the administrator and teacher. 6.6 No material derogatory to a teacher's conduct, service, character, or personality shall be placed in their his personnel file unless the teacher has had an opportunity to review the material. A teacher will have the right, upon request, to review the contents of his personnel file, during regular office hours and to make copies of such at their his expense. The provisions of this Section shall not apply to material of a confidential nature acquired by the Board when initially employing a teacher. 6.7 The parties recognize and agree that, subject to the provisions of this Article VI, teacher evaluation is a supervisory function and the sole responsibility of the Board. 6.8 Teachers should practice professional courtesy and shall be encouraged to address any concerns about another teacher directly with that teacher. If the complaining teacher feels that the concerns are of a serious or potential legal nature or if they are uncomfortable in addressing that teacher, they shall notify their building administrator. Any formal complaint against a teacher or person for whom the teacher is administratively responsible by any parent, student or other person will be promptly called to the attention of the teacher. Persons making a formal complaint against a teacher shall be encouraged, but not required, to provide a written and signed statement detailing the concern to the individual(s) designated by the District to receive such concerns or complaints. Complaints will be documented and the nature of the complaint shall be provided to the Teacher whom the complaint is against. The Teacher whom the complaint is against shall be provided with the name of the person making the complaint, unless determined detrimental to the investigation or prohibited by State or Federal law. Complaints shall not be incorporated into the teacher's evaluation or personnel file unless the teacher has been informed and the complaint has been investigated and a notation of the results of the investigation made.

EVALUATION AND PERSONNEL FILES. 6.1 7.1 The parties recognize and agree that a sound evaluation of teacher performance and effectiveness is a valuable asset in improving and building evaluations are the educational community. All formal observations shall be conducted openly and with the full knowledge sole responsibility of the teacher. Teachers will be evaluated Board and Administration and that the purpose of evaluations is to xxxxxx ongoing reflection and professional growth as outlined in accordance with the Fall Mountain Regional School District Teacher Evaluation Modeldistrict’s teacher evaluation model. 6.2 7.2 Each experienced new teacher in to the Fall Mountain Regional School District Merrimack school system shall be made aware if they are of the School District's evaluation plan either at the School District's orientation day, or within thirty (30) days of employment, including criteria, goals, and objectives of any such plan (including new plans) and the Association shall have the right to contribute input. Such input should be submitted in writing to the Superintendent and consideration will be given to any such input. 7.3 A teacher shall be given a copy of any formal evaluation cycle no later than October fifteenth observation within ten (15th10) school days of each year. Supervisory personnel responsible for the evaluation of teachers its occurrence and shall be trained for that purpose. 6.3 Teachers are under observation and entitled to file a written response on the form within five (5) school days of receipt of any such evaluation by the Administration on teacher. The teacher shall sign the evaluation to indicate only that they have seen same and received a daily basiscopy. Written evaluations done If requested, the evaluator shall hold a discussion with the affected teacher within a reasonable time of any such request. The request must be in writing. Further, any input resulting from informal observation shall be shared with the teacher as deemed appropriate by the evaluator evaluator. 7.4 All monitoring, observation, or principal evaluation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher. 6.4 The teacher will acknowledge that he/she has had an opportunity to review such material by affixing his/her signature to the copy to be filed, with the expressed understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer. 6.5 Following a formal observation, the administrator/evaluator shall hold a post- observation conference with the teacher; such a conference shall be held within five (5) school days. From that conference, a final written copy of the observation will be completed and provided to the teacher within 15 school days, unless extended by mutual agreement between the administrator and teacher. 6.6 7.5 No material derogatory relating to a teacher's conduct, service, character, or personality shall be placed in their personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had an opportunity to review such material by affixing their signature to the copy to be filed, with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer which shall be attached to such file material. There shall be no obligation on the part of the Administration or Board to respond to the teacher's comments and if no response is made, it shall not be deemed or construed to be an acceptance of or an agreement with the teacher's comments. This Section shall not apply to material of a confidential nature, that is, employment reference, et cetera, secured in employing any teacher. 7.6 A teacher will have the right, upon request, to review the and make copies of non-confidential contents of his that teacher's personnel file, during regular office hours at reasonable times, provided that the Board shall be held harmless from any and all claims in connection with the permission granted to make copies any such teacher under the provisions of such at their expensethis Section. The Except in an emergency situation where time is of the essence, a teacher wishing to utilize the provisions of this Section shall not apply to notify the Superintendent in writing at least twenty-four (24) hours in advance. A record will be kept in the files on material of a confidential nature acquired by the Board when initially employing a teacherremoved from that file. 6.7 The 7.7 It is the intent of the parties recognize and agree thatthat every reasonable effort shall be made for each teacher to be evaluated as stated in the district’s teacher evaluation model. This shall not prevent other appropriate administrators from evaluating teacher performance as necessary. 7.8 Teachers, subject to (including nurses hired after July 1st, 2019), who are without continuing contract may not grieve the provisions of Article VII, nor shall this Article VIbe applicable to the non-renewal of any such teacher or nurse. 7.9 If, teacher evaluation is a supervisory function and in the sole responsibility opinion of the Board. 6.8 Teachers should practice professional courtesy administration, a deficiency exists in a teacher’s performance which could lead to remediation and shall be encouraged to address any concerns about another teacher directly with that teacher. If the complaining teacher feels that the concerns are of a serious or potential legal nature or if they are uncomfortable in addressing that teacher, they shall notify their building administrator. Any formal complaint against a teacher or person for whom the teacher is administratively responsible by any parent, student or other person will be promptly called to the attention non-renewal of the teacher, the administration will so inform the teacher in writing, stating the specific deficiencies and specific suggestions for improvement. Persons making a formal complaint against a The teacher shall be encouraged, but not required, provided a minimum of six months within a school year(s) to provide correct said deficiencies. The six-month period shall commence at the first meeting between the teacher and the remediation team at which time the remediation plan is initiated. Included on the remediation team shall be a written and signed statement detailing the concern to the individual(s) designated teacher mutually agreed upon by the District to receive such concerns or complaints. Complaints will be documented administration and the nature of the complaint shall be provided to the Teacher whom the complaint is against. The Teacher whom the complaint is against shall be provided with the name of the person making the complaint, unless determined detrimental to the investigation or prohibited by State or Federal law. Complaints shall not be incorporated into the affected teacher's evaluation or personnel file unless the teacher has been informed and the complaint has been investigated and a notation of the results of the investigation made.

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 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. Although the District is ultimately responsible for the evaluation tool, the evaluation of teacher employee performance and effectiveness is must be a valuable asset in improving and building cooperative continuing process designed to improve the educational communityquality of instruction. All formal observations shall be conducted openly 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 with instruments and the full knowledge responsibility for the development and maintenance of professional standards and attitudes regarding the teacher. Teachers will be evaluated in accordance with the Fall Mountain Regional School District Teacher Evaluation Modelevaluation process. 6.2 Each experienced teacher employee in the Fall Mountain Regional Xxxxxx School District shall be made aware if they are in a formal of the District's evaluation cycle plan no later than October fifteenth (15th) of each school year. Supervisory personnel responsible for the evaluation of teachers employees shall be trained qualified for that purpose. 6.3 Teachers No material derogatory to an employee's conduct, service, character, or personality shall be placed in his/her file unless the employee has been notified and has had an opportunity to review the material. Employees are under observation and evaluation by the Administration on a daily regular basis. Written evaluations done by the appropriate evaluator or principal shall be conducted openly and with full prior knowledge of the teacheremployee. 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 teacher 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 an opportunity to review such material by affixing his/her signature to the copy to be filed, with the expressed express understanding that such signature in no way indicates agreement with the contents thereof. The teacher employee will also have the right to submit a written answer. 6.5 Following a formal observation, the administrator/6.6 The evaluator shall hold a post- post-observation conference with the teacher; such employee for the purpose of clarifying the written report and recommendations. Such a conference shall be held within five a reasonable time period of the submission of the written report to the employee but ideally within ten (510) school days. From that conference, a final written copy of the observation will be completed and provided to the teacher within 15 school days, unless extended days except by mutual agreement between the administrator and teacheragreement. 6.6 No material derogatory to a teacher's conduct, service, character, or personality shall be placed in their personnel file unless the teacher has had an opportunity to review the material. A teacher 6.7 An employee will have the right, upon request, to review the contents of his his/her personnel file, during regular office hours and to make copies of such at their his/her expense. The provisions Requests should be made to the Director of this Section shall not apply to material of a confidential nature acquired by the Board when initially employing a teacherHuman Resources. 6.7 6.8 The parties recognize and agree that, subject to the provisions of this Article VI, teacher evaluation is a supervisory function and the sole responsibility of the BoardBoard or its designees. 6.8 Teachers should practice professional courtesy and shall be encouraged to address any concerns about another teacher directly with that teacher. If the complaining teacher feels that the concerns are of a serious or potential legal nature or if they are uncomfortable in addressing that teacher, they shall notify their building administrator. 6.9 Any formal complaint against a teacher an employee or person for whom the teacher employee is administratively responsible by any parent, student student, or other person will be promptly called to the attention of the teacher. Persons making a formal complaint against a teacher shall be encouraged, but not required, to provide a written and signed statement detailing the concern to the individual(s) designated by the District to receive such concerns or complaints. Complaints will be documented and the nature of the complaint shall be provided to the Teacher whom the complaint is against. The Teacher whom the complaint is against shall employee who may be provided with an opportunity to meet that person in an effort to resolve the name of the person making the complaint, unless determined detrimental to the investigation or prohibited by State or Federal lawmatter. Complaints shall not be incorporated into the teacheremployee's evaluation or of their personnel file unless the teacher employee has been informed and the complaint has been investigated and a notation of the results of the 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 Superintendent 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 7.1 The parties recognize and agree that a sound evaluation of teacher performance and effectiveness is a valuable asset in improving and building evaluations are the educational community. All formal observations shall be conducted openly and with the full knowledge sole responsibility of the teacher. Teachers will be evaluated Board and Administration and that the purpose of evaluations is to xxxxxx ongoing reflection and professional growth as outlined in accordance with the Fall Mountain Regional School District Teacher Evaluation Modeldistrict’s teacher evaluation model. 6.2 7.2 Each experienced new teacher in to the Fall Mountain Regional School District Merrimack school system shall be made aware if they are in a formal evaluation cycle no later than October fifteenth (15th) of each year. Supervisory personnel responsible for the evaluation of teachers shall be trained for that purpose. 6.3 Teachers are under observation and evaluation by the Administration on a daily basis. Written evaluations done by the evaluator or principal shall be conducted openly and with full knowledge of the teacher. 6.4 The teacher will acknowledge that he/she has had an opportunity to review School District's evaluation plan either at the School District's orientation day, or within thirty (30) days of employment, including criteria, goals, and objectives of any such material by affixing his/her signature to plan (including new plans) and the copy to be filed, with the expressed understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also Association shall have the right to submit contribute input. Such input should be submitted in writing to the Superintendent and consideration will be given to any such input. 7.3 A teacher shall be given a copy of any formal evaluation observation within ten (10) school days of its occurrence and shall be entitled to file a written answer. 6.5 Following a formal observation, response on the administrator/evaluator shall hold a post- observation conference with the teacher; such a conference shall be held form within five (5) school daysdays of receipt of any such evaluation by the teacher. From The teacher shall sign the evaluation to indicate only that conferencethey have seen same and received a copy. If requested, the evaluator shall hold a final written copy discussion with the affected teacher within a reasonable time of the any such request. The request must be in writing. Further, any input resulting from informal observation will shall be completed and provided to shared with the teacher within 15 school days, unless extended as deemed appropriate by mutual agreement between the administrator and teacherevaluator. 6.6 7.4 No material derogatory relating to a teacher's conduct, service, character, or personality shall be placed in their personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had an opportunity to review such material by affixing their signature to the copy to be filed, with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer which shall be attached to such file material. There shall be no obligation on the part of the Administration or Board to respond to the teacher's comments and if no response is made, it shall not be deemed or construed to be an acceptance of or an agreement with the teacher's comments. This Section shall not apply to material of a confidential nature, that is, employment reference, et cetera, secured in employing any teacher. 7.5 A teacher will have the right, upon request, to review the and make copies of non-confidential contents of his that teacher's personnel file, during regular office hours at reasonable times, provided that the Board shall be held harmless from any and all claims in connection with the permission granted to make copies any such teacher under the provisions of such at their expensethis Section. The Except in an emergency situation where time is of the essence, a teacher wishing to utilize the provisions of this Section shall not apply to notify the Superintendent in writing at least twenty-four (24) hours in advance. A record will be kept in the files on material of a confidential nature acquired by the Board when initially employing a teacherremoved from that file. 6.7 The 7.6 It is the intent of the parties recognize and agree thatthat every reasonable effort shall be made for each teacher to be evaluated as stated in the district’s teacher evaluation model. This shall not prevent other appropriate administrators from evaluating teacher performance as necessary. 7.7 Teachers, subject to (including nurses hired after July 1st, 2019), who are without continuing contract may not grieve the provisions of Article VII, nor shall this Article VIbe applicable to the non-renewal of any such teacher or nurse. 7.8 If, teacher evaluation is a supervisory function and in the sole responsibility opinion of the Board. 6.8 Teachers should practice professional courtesy administration, a deficiency exists in a teacher’s performance which could lead to remediation and shall be encouraged to address any concerns about another teacher directly with that teacher. If the complaining teacher feels that the concerns are of a serious or potential legal nature or if they are uncomfortable in addressing that teacher, they shall notify their building administrator. Any formal complaint against a teacher or person for whom the teacher is administratively responsible by any parent, student or other person will be promptly called to the attention non-renewal of the teacher, the administration will so inform the teacher in writing, stating the specific deficiencies and specific suggestions for improvement. Persons making a formal complaint against a The teacher shall be encouraged, but not required, provided a minimum of six months within a school year(s) to provide correct said deficiencies. The six-month period shall commence at the first meeting between the teacher and the remediation team at which time the remediation plan is initiated. Included on the remediation team shall be a written and signed statement detailing the concern to the individual(s) designated teacher mutually agreed upon by the District to receive such concerns or complaints. Complaints will be documented administration and the nature of the complaint shall be provided to the Teacher whom the complaint is against. The Teacher whom the complaint is against shall be provided with the name of the person making the complaint, unless determined detrimental to the investigation or prohibited by State or Federal law. Complaints shall not be incorporated into the affected teacher's evaluation or personnel file unless the teacher has been informed and the complaint has been investigated and a notation of the results of the investigation made.