EVALUATION AND PERSONNEL RECORDS. 1. Evaluation procedures and criteria are contained in Appendix A, ADMINISTRATIVE EVALUATION HANDBOOK. All official observations of the work performance of an Administrator on whom formal evaluations are to be filed with the Superintendent will be conducted openly and with full knowledge of the Administrator. Administrators will be given copies of evaluation reports prepared by their superiors as required by the General Laws and will have the right to discuss such reports with their superiors.
2. There shall be only one official file for each Administrator, and this shall be maintained in the office of the Superintendent.
3. No material derogatory to an Administrator's conduct, service, character or personality shall be placed in the file unless the Administrator has had an opportunity to read the material. The Administrator shall acknowledge by signature on the actual copy to be filed that such material has been read. Such signature does not of itself indicate agreement with the contents.
4. The Administrator shall have the right to answer any material filed and his/her answer shall be attached to the file copy. No material of anonymous authorship will be placed in an Administrator's file.
5. As per provisions of the General Laws, Chapter 71, Section 42C, within a reasonable time after the request is presented by the Administrator, access to information in the Administrator's file shall be provided, while in the presence of the Superintendent or designee, and, if so desired, a representative of the Association.
6. Upon receipt of a written request, the Administrator shall be furnished a reproduction of any material in his file, with the exception of confidential material solicited by the school system from other employers or from colleges or private placement bureaus.
7. No administrators with professional status will be disciplined or formally reprimanded, reduced in rank, or compensation, or deprived of any professional advantage without just cause provided that such an administrator who desires to dispute a dismissal shall pursue his/her rights under Chapter 71 of the Massachusetts General Laws.
EVALUATION AND PERSONNEL RECORDS. 7:1 Each new employee will be evaluated in writing by his/her immediate supervisor within the first six (6) months of his/her employment. All secretarial evaluations will be conducted openly and with knowledge of the employee and should note both deficiencies in his/her performance and improvements; they will be completed by the first week of June for 10/11- month clerks and July 1 for all classifications of secretaries. The evaluation will be discussed with the employee and the employee will sign the evaluation before submission to the appropriate office for filing. Such signature will indicate only that the employee has read the material and does not necessarily indicate agreement with its contents. One copy of the signed evaluation will be given to the employee at least twenty-four (24) hours before any conference to discuss it, and one copy will be placed in the District's personnel file pertaining to the employee.
7:1.1 The District and Association agree that performance problems should be brought to the employee's attention as soon as possible in order to provide an opportunity to correct said problem.
7:1.2 A secretary who wishes to disagree with the evaluation must do so in writing within ten (10) school days after receipt of the evaluation or conference, whichever is later, to discuss it. Such rebuttal will be attached to the evaluation before it is submitted to the Human Resources office for filing.
7:2 District personnel files will be maintained in the Human Resources Office. Evaluation or derogatory material which is not contained in the employee's official personnel file may not be used in a proceeding against the employee.
7:3 Every employee will be entitled to knowledge of and access to supervisory records and reports which are maintained in the official District Personnel File with reference to evaluation of his/her performance in the school district.
7:4 Employees will also have the right, upon reasonable request to be given an appointment to review the contents of the District Personnel File pertaining to them, except for material considered to be confidential. Confidential materials will be defined as placement papers, transcripts, references, interview records, and similar materials gathered in connection with the employee's application for a position in the District.
7:5 The District Personnel File will not be taken from the office by the employee and will be examined in the presence of the Superintendent or designee. The employee may ...
EVALUATION AND PERSONNEL RECORDS. All certified staff evaluations shall be in accordance with the Department of Education (DOE) Regulations and NJ State Law. All audio or video recording of WEA Staff shall be conducted openly and with prior notification to said staff member, before commencement of recording can begin. The notification should be in writing if time permits, but a verbal notification can suffice and qualify if the situation is more immediate. Verbal or written notification shall both be accepted by the staff member.
EVALUATION AND PERSONNEL RECORDS. 1. Employee observations and evaluations shall be carried out in accordance with all applicable statutory and administrative requirements or as set forth in New Jersey Statutes Annotated and the New Jersey Administrative Code.
EVALUATION AND PERSONNEL RECORDS. 7:1 Each new paraprofessional will be evaluated in writing by his/her administrator. All paraprofessional evaluations will be conducted openly and with knowledge of the employee and should note both deficiencies in his/her performance and improvements; they will be completed by June 1. The evaluation will be discussed with the paraprofessional and the employee will sign the evaluation before submission to the appropriate office for filing. Such signature will indicate only that the employee has read the material and does not necessarily indicate agreement with its contents. One copy of the signed evaluation will be given to the employee at least 24 hours before any conference to discuss it; and one copy will be placed in the District’s personnel file pertaining to the employee.
7:1.1 A paraprofessional who wishes to disagree with the evaluation must do so in writing within ten (10) school days after receipt of the evaluation or the conference, whichever is later, to discuss it. Such rebuttal will be attached to the evaluation prior to it being submitted to the appropriate office for filing.
7:2 The Liaison Committee will as part of their responsibility review the current evaluation document and procedure and make recommendations to the Superintendent for consideration.
7:3 Personnel Records 7:3.1 District personnel files will be maintained in the Personnel Services Office. Evaluation or derogatory material which is not contained in the employee’s official personnel file may not be used in a proceeding against the employee.
EVALUATION AND PERSONNEL RECORDS. 7:1 Each new paraprofessional will be evaluated in writing by his/her immediate supervisor within the first six months of his/her employment. All paraprofessional evaluations will be conducted openly and with knowledge of the employee and should note both deficiencies in his/her performance and improvements; they will be completed by five (5) days before the last paraprofessional workday. The evaluation will be discussed with the paraprofessional and the employee will sign the evaluation before submission to the appropriate office for filing. Such signature will indicate only that the employee has read the material and does not necessarily indicate agreement with its contents. One copy of the signed evaluation will be given to the employee at least 24 hours before any conference to discuss it; and one copy will be placed in the District's personnel file pertaining to the employee.
7:1.1 A paraprofessional who wishes to disagree with the evaluation must do so in writing within ten
EVALUATION AND PERSONNEL RECORDS. 9.1 On or before November 1 of each school year, all unit members shall be advised of the general criteria, process, and evaluator used in the evaluation.
9.2 All unit members have the right, upon request, to review the contents of their personnel files.
9.3 No material derogatory to a unit member’s conduct, service, character or personality will be placed in the personnel file unless the unit member has had an opportunity to review the 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 unit member has the right to submit a written response to such material and this response shall be reviewed by the Superintendent and attached to the file copy.
9.4 No material of anonymous authorship will be placed in the personnel file.
EVALUATION AND PERSONNEL RECORDS. Section 1: No later than November 1 of each year, unit members and the Association shall be advised of the general criteria and process to be used in evaluation.
Section 2: Any unit member will, upon request, have the right to review and make copies of (at the employee's expense) the contents of their personnel files.
Section 3: No material derogatory to an employee's conduct, service, character or personality will be placed in the personnel file unless the employee has had an opportunity to review the 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 has the right to submit a written answer to such material and the answer shall be reviewed by the Superintendent and attached to the file copy.
Section 4: Employees will be given a copy of their evaluation report prepared by their supervisors and shall discuss each report with their supervisors. The employee will 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. The employee, upon request, may review such evaluation with the Superintendent or his/her designee. The employee will also have the right to submit a written answer to such material, and his/her answer shall be attached to the file copy.
Section 5: The Unit D ISS Evaluation Instrument is in Appendix D. Section 6: Set up committee to review and revise evaluation tool.
EVALUATION AND PERSONNEL RECORDS. Section 1: On or before November 1 of each school year, Teacher Aides shall be advised of any changes in the general criteria and process used in evaluation.
Section 2: Employees will have the right, upon request, to review the contents of their personnel files.
Section 3: No material derogatory to an employee's conduct, service, character or personality will be placed in the personnel file unless the employee has had an opportunity to review the 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 has the right to submit a written answer to such material and the answer shall be reviewed by the Superintendent and attached to the file copy.
EVALUATION AND PERSONNEL RECORDS. The written performance evaluation of covered unit members in the appropriate unit shall follow the guidelines established in K.A.R. 1-7-10, prior to amendment on October 1, 2009. Additionally, written performance evaluations shall be completed by the member’s immediate supervisor, or, if unavailable, another individual who is familiar with the duties and responsibilities of the member and has direct knowledge of the job performance of the member. Such evaluation shall not include the prohibitions established in Article 13 of this agreement or in any way be affected by participation in the Association. To such extent, the Patrol shall keep no record of membership, participation or non-participation in Association activities. Covered unit members who feel they have been subjected to an unfair performance evaluation rating may avail themselves of the evaluation appeal procedures a provided in K.A.R. 1-7-12. Upon written notice of appeal, an appeal committee shall be selected within seven (7) calendar days following receipt of the member’s appeal. The appeal committee shall consist of three persons to be selected as follows: one (1) person named by the Superintendent and one (1) person named by the appealing covered unit member. The third member of the committee will be selected as follows: The Superintendent or the Superintendent’s designee and the KSTA President or the KSTA President’s designee, shall on or about the first of each year, mutually determine a list of six (6) Patrol members of the rank of lieutenant or above to serve as the third member and chairperson of the committee. The list will be set up on a rotation basis. The Superintendent may deviate to the next person on the rotation in the event of illness or incapacity of the next person on the list or in response to concerns expressed to the Superintendent by the appellant. The appeal committee shall not include the initial rater or raters. If the appealing covered unit member has concerns about the chairperson of the committee, the covered unit member may express those concerns to the Superintendent within two days of being notified of the appointment of the committee. The appealing covered unit member shall provide advance notice to the chairperson if he or she will be represented by an attorney at the hearing.
