Common use of EVALUATION AND PERSONNEL FILES Clause in Contracts

EVALUATION AND PERSONNEL FILES. 2.1 The 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 involved. All file documents shall be maintained in one jacket. Official letters of commendation or other official documents of recognition pertaining to the employee's employment shall be made a permanent part of the 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 employee or his/her representatives shall not be subject to the inspection provided for herein. 2.3 Information of a derogatory nature shall not be placed in a personnel file unless and until the employee is given written notice and an opportunity to review and comment thereon. Any employee shall have the right to enter and have his/her own comments attached to any such derogatory information. If the employee reviews and prepares comments to the derogatory information within ten working days of receipt of the notice from the District, the review and comment preparations shall take place during normal business hours, and the employee shall be released 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. 2.4 All newly hired employees and all employees upon promotion shall receive at least two performance evaluations by the immediate supervisor, one each during the second and fifth month of the 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, 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 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, that evaluator shall initial the evaluation and the immediate supervisor who is not a member of the bargaining unit shall sign the 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 be noted on the 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 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 mutual written agreement of the District and CSEA.

EVALUATION AND PERSONNEL FILES. 2.1 6.1 The 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. 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 instruments and the responsibility for the development and maintenance of professional standards and attitudes regarding the evaluation process. 6.2 Each employee in the Xxxxxx School District agrees shall be made aware of the District's evaluation plan no later than October fifteenth (15th) of each school year. Supervisory personnel responsible for the evaluation of employees shall be qualified for that purpose. 6.3 No material derogatory to require all material placed in an employee's personnel file conduct, service, character, or personality shall 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 involved. All file documents shall be maintained in one jacket. Official letters of commendation or other official documents of recognition pertaining to the employee's employment shall be made a permanent part of the 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 employee or his/her representatives shall not be subject to the inspection provided for herein. 2.3 Information of a derogatory nature shall not be placed in a personnel file unless and until the employee is given written notice has been notified and has had an opportunity to review the material. Employees are under observation and comment thereonevaluation by the Administration on a regular basis. Any Written evaluations done by the appropriate evaluator shall be conducted openly and with prior knowledge of the 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 an 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. The employee will also have the right to enter 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, to review the contents of his/her own comments attached personnel file, during regular office hours and to any make copies of such derogatory informationat his/her expense. If Requests should be made to the Director of Human Resources. 6.8 The parties recognize and agree that, subject to the provisions of Article VI, evaluation is a supervisory function and the responsibility of the Board or its designees. 6.9 Any complaint against an employee or person for whom the employee reviews and prepares comments is administratively responsible by any parent, student, or other person will be promptly called to the derogatory information within ten working days of receipt attention of the notice from employee who may be provided with an opportunity to meet that person in an effort to resolve the District, the review and comment preparations matter. Complaints shall take place during normal business hours, and the employee shall not be released 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. 2.4 All newly hired employees and all employees upon promotion shall receive at least two performance evaluations by the immediate supervisor, one each during the second and fifth month of the probationary period. All permanent employees shall receive one annual performance evaluation by the immediate supervisor on or about incorporated into the employee's anniversary date. Whenever an evaluation of their personnel file unless the employee is rated by more than one supervisor, all supervisors has been informed and the complaint has been investigated and a notation 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 the District and shall be made when requested by an employee. An evaluation requested by investigation made. 6.10 Material detrimental to an employee shall be accomplished within thirty daysremoved from his/her personnel file after a period of five (5) years, but an employee may not initiate provided that such an evaluation more frequently than twice between annual evaluations. Whenever an employee is evaluated under normal circumstances by another bargaining unit member, that evaluator shall initial the evaluation and the immediate supervisor who material is not a member of deemed by the bargaining unit shall sign Superintendent to provide third party liability to the evaluationDistrict. The immediate supervisor who Superintendent shall not make these decisions arbitrarily. Material will be removed when there has the responsibility to sign the evaluation may change the ratings, but the fact that a rating is changed been no similar incident or incidents within five years. It shall be noted on the evaluation documentmost recent incident in any incidents of a similar nature from which the date of removal is calculated. Written comments will be given for "problem" and "needs improvement" ratings. 2.4.1 The qualitative ratings on an evaluation shall be subject Notwithstanding anything herein to the grievance procedure contrary, any material in this Agreement, except that no such grievance shall be subject an employee’s file in relation to advisory arbitrationdiscipline arising out of charges of misconduct involving students or co-workers is excluded from the purge. 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 mutual written agreement of the District and CSEA.

EVALUATION AND PERSONNEL FILES. 2.1 The 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 involved. All file documents shall be maintained in one jacket. Official letters of commendation or other official documents of recognition pertaining to the employee's employment shall be made a permanent part of the 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 employee or his/her representatives shall not be subject to the inspection provided for herein. 2.3 Information of a derogatory nature shall not be placed in a personnel file unless and until the employee is given written notice and an opportunity to review and comment thereon. Any employee shall have the right to enter and have his/her own comments attached to any such derogatory information. If the employee reviews and prepares comments to the derogatory information within ten working days of receipt of the notice from the District, the review and comment preparations shall take place during normal business hours, and the employee shall be released 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. 2.4 All newly hired employees and all employees upon promotion shall receive at least two performance evaluations by the immediate supervisor, one each during the second and fifth month of the probationary period. All permanent employees shall receive one annual 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, 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 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, that evaluator shall initial the evaluation and the immediate supervisor who is not a member of the bargaining unit shall sign the 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 be noted on the evaluation document. Written comments will be given for "problem" “occasional problems” and "needs improvement" “consistent problems” ratings. 2.4.1 The qualitative ratings on an evaluation shall be subject to the 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 mutual written agreement of the District and CSEA.

EVALUATION AND PERSONNEL FILES. ‌ 2.1 The 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 involved. All file documents shall be maintained in one jacket. Official letters of commendation or other official documents of recognition pertaining to the employee's employment shall be made a permanent part of the 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 employee or his/her representatives shall not be subject to the inspection provided for herein. 2.3 Information of a derogatory nature shall not be placed in a personnel file unless and until the employee is given written notice and an opportunity to review and comment thereon. Any employee shall have the right to enter and have his/her own comments attached to any such derogatory information. If the employee reviews and prepares comments to the derogatory information within ten working days of receipt of the notice from the District, the review and comment preparations shall take place during normal business hours, and the employee shall be released 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. 2.4 All newly hired employees and all employees upon promotion shall receive at least two performance evaluations by the immediate supervisor, one each during the second and fifth month of the probationary period. All permanent employees shall receive one annual 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, 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 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, that evaluator shall initial the evaluation and the immediate supervisor who is not a member of the bargaining unit shall sign the 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 be noted on the evaluation document. Written comments will be given for "problem" “occasional problems” and "needs improvement" “consistent problems” ratings. 2.4.1 The qualitative ratings on an evaluation shall be subject to the 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 mutual written agreement of the District and CSEA.

EVALUATION AND PERSONNEL FILES. 2.1 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 agrees to require all material placed in an employee's personnel file shall be initialed and dated made aware of the terms of the District’s evaluation plan. The Harrisville School District’s evaluation policy can be modified by the person placing the material mutual agreement. The standards of evaluation utilized in the file. A copy of all materials placed Harrisville evaluation plan shall be the eight standards specified in the file will SAU 29 Professional Staff Performance Review Plan. In addition, Teachers shall write a self-evaluation in each area to be sent 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 involveduntil such representative of the Association is present. All file documents 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 maintained placed in one jackethis/her personnel file unless the employee has had the opportunity to review the material and be given a copy of such. Official letters of commendation or other official documents of recognition pertaining The employee shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the employee's employment 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 made entitled to have a permanent part representative of the employee's fileAssociation present during such review. 2.2 Employees may inspect their personnel file upon request, provided 6.6 The employee shall also have the request is made at right to submit a time when written answer to such person is not actually required to render services for material and this answer shall be reviewed by the District. Those materials which the law permits the District to maintain as confidential and not subject to inspection Superintendent of the employee Schools or his/her representatives shall not be subject designee and attached to the inspection provided for hereinall copies. 2.3 Information 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 derogatory nature 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 personnel file unless 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 until the employee is given written notice and shall have an opportunity to review and comment thereonmeet with the person(s) who raised the concern in an effort to resolve the matter. Any employee shall have the right to enter and have his/her own comments attached to any such derogatory information. If the employee reviews and prepares comments to the derogatory information within ten working days of receipt of the notice from the District, the review and comment preparations shall take place during normal business hours, and the employee shall be released 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. 2.4 All newly hired employees and all employees upon promotion shall receive at least two performance evaluations by the immediate supervisor, one each during the second and fifth month of the 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, all supervisors of the An employee will sign the rating form. The parties understand be notified promptly of any matter that remains unresolved and agree that this schedule of evaluations is a minimum schedule. Additional evaluations which could result in an oral or written reprimand or which may be made by the District and used to evaluate an employee’s job performance. Complaints shall not be made when requested by part of an employee. An ’s personnel file or 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 unless it is evaluated under normal circumstances by another bargaining unit member, that evaluator shall initial the evaluation and the immediate supervisor who is not a member of the bargaining unit shall sign the 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 be noted on the 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 complaint the 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 actions taken by the mutual written agreement of the District and CSEAappropriate administrator.

EVALUATION AND PERSONNEL FILES. 2.1 6.1 The District agrees parties agree that an annual and consistent evaluation of employee performance and effectiveness is a valuable asset. The Board shall retain sole discretion over the evaluation tool implemented, however, the Board shall meet, confer, and give consideration to require all the Group’s input regarding the creation or modification of the standard evaluation tool. Such input should be submitted in writing to the Superintendent. Each new employee to the Keene School system shall be made aware of the School District’s current evaluation plan at the time of employment, including criteria, goals and objectives of any such plan. 6.2 No derogatory material shall be placed in an employee's ’s individual personnel file be initialed and dated unless the employee has an opportunity to review the material. The employee will acknowledge that he/she had had an opportunity to review such material by the person placing the material in the file. A copy of all materials placed in the file will be sent 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 employee involved. All file documents shall be maintained in one jacket. Official letters of commendation or other official documents of recognition pertaining will also have the right to the employee's employment shall be made submit a permanent part of the employee's filewritten answer. 2.2 Employees may inspect their personnel file 6.3 An employee will have the right, upon request, provided to review 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 contents of the employee or his/her representatives personnel file at reasonable 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 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 department. Newly created positions or major changes in the function or responsibilities of an existing position should be reported by the Supervisor to the Director of Human Resources. 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 established by the Director of Human Resources in conjunction with the KEOPG. The Director of Human Resources, as a result of his/her study, will make a recommendation to the Keene Principals and 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 address educational issues will be forwarded to the 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 and shall not be subject to the inspection provided for herein. 2.3 Information grievance procedure. The Director of a derogatory nature shall not be placed in a personnel file unless and until Human Resources will insure that the employee plan is given written notice and an opportunity to review and comment thereon. Any employee shall have the right to enter and have his/her own comments attached to any such derogatory information. If the employee kept current through periodic reviews and prepares comments to the derogatory information within ten working days comparative studies of receipt pertinent factors affecting levels of the notice from the District, the review and comment preparations shall take place during normal business hours, and the employee shall be released 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 hourspay. 2.4 All newly hired employees and all employees upon promotion shall receive at least two performance evaluations by the immediate supervisor, one each during the second and fifth month of the 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, 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 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, that evaluator shall initial the evaluation and the immediate supervisor who is not a member of the bargaining unit shall sign the 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 be noted on the 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 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 mutual written agreement of the District and CSEA.

EVALUATION AND PERSONNEL FILES. 2.1 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 agrees shall be made aware of the terms of the District’s evaluation plan. The Harrisville School District’s evaluation policy can be modified upon notice to require all material placed in the Association and after providing an employee's personnel file opportunity for the Board to meet and confer with the Association regarding any changes. In addition, Teachers shall write a self-evaluation to be initialed presented to the Principal during their annual evaluation session and dated by the person placing the material such self-evaluations shall be included in the filefinal evaluation document. A copy 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 materials placed times be entitled to have 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 the file will professional performance. When a request for such representation is made, no action shall be sent taken with respect to the employee involveduntil a representative of the Association is present. All file documents Any employee may be removed from the premises when 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 conduct, service, character, or personality shall be maintained placed in one jackethis/her personnel file unless the employee has had the opportunity to review the material and be given a copy of such. Official letters of commendation or other official documents of recognition pertaining The employee shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the employee's employment 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 made entitled to have a permanent part representative of the employee's fileAssociation present during such review. 2.2 Employees may inspect their personnel file upon request, provided 6.6 The employee shall also have the request is made at right to submit a time when written answer to such person is not actually required to render services for material and this answer shall be reviewed by the District. Those materials which the law permits the District to maintain as confidential and not subject to inspection Superintendent of the employee Schools or his/her representatives shall not be subject designee and attached to the inspection provided for hereinall copies. 2.3 Information 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 derogatory nature 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 personnel file unless 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 until at the employee is given written notice and employee’s request, may have an opportunity to review and comment thereonmeet with the person(s) who raised the concern in an effort to resolve the matter. Any employee shall have the right to enter and have his/her own comments attached to any such derogatory information. If the employee reviews and prepares comments to the derogatory information within ten working days of receipt of the notice from the District, the review and comment preparations shall take place during normal business hours, and the employee shall be released 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. 2.4 All newly hired employees and all employees upon promotion shall receive at least two performance evaluations by the immediate supervisor, one each during the second and fifth month of the 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, all supervisors of the An employee will sign the rating form. The parties understand be notified promptly of any matter that remains unresolved and agree that this schedule of evaluations is a minimum schedule. Additional evaluations which could result in an oral or written reprimand or which may be made by the District and used to evaluate an employee’s job performance. Complaints shall not be made when requested by part of an employee. An ’s personnel file or 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 unless it is evaluated under normal circumstances by another bargaining unit member, that evaluator shall initial the evaluation and the immediate supervisor who is not a member of the bargaining unit shall sign the 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 be noted on the 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 complaint the 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 actions taken by the mutual written agreement of the District and CSEAappropriate administrator.