Evaluation and Supervision. (a) The Union recognizes that the Employer is the final judge of an employee's performance.
(b) Consistent with current staffing and work requirements, the Employer agrees that non-professional control over the day-to-day professional work of an employee will be minimized.
(c) The Union recognizes that supervisors, when assigning duties and evaluating career potential, are periodically required to assess the general competence and potential of subordinates. The Employer agrees that such general assessments, if made by a non-professional person or by a professional person in an unrelated profession, will not take the form of a judgement concerning the employee's professional ability.
(d) Performance planning procedures shall include specific provisions enabling employees to describe any supervisory and/or managerial support they feel may be necessary to deliver performance expectations.
Evaluation and Supervision. The School District believes one important way to improve educational experiences for students is to engage in routine conversations with paraprofessionals, individually and in small and large groups, about job expectations and to provide paraprofessionals with specific, honest and regular feedback. The process should be transparent and have at its heart a desire to improve conditions to optimize student learning.
Evaluation and Supervision. (a) The Association recognizes that the Commission is the final judge of an employee's performance.
(b) Consistent with current staffing and work requirements, the Commission agrees that non-professional control over the day-to-day professional work of an employee will be minimized.
(c) The Association recognizes that supervisors, when assigning duties and evaluating career potential, are periodically required to assess the general competence and potential of subordinates. The Commission agrees that such general assessments, if made by a non-professional person or by a professional person in an unrelated profession, will not take the form of a judgement concerning the employee's professional ability.
(d) Performance planning procedures shall include specific provisions enabling employees to describe any supervisory and/or managerial support they feel may be necessary to deliver performance expectations.
Evaluation and Supervision. The School District believes one important way to improve educational experiences for students is to engage in routine conversations with employees, individually and in small and large groups, about job expectations and to provide them with specific, honest and regular feedback. The process should be transparent and have at its heart a desire to improve conditions to optimize student learning.
Evaluation and Supervision. The procedures and criteria for evaluating administrators shall be those set forth in the document Procedures for Evaluation of Administrators dated May 30, 1996, in Appendix D.
Evaluation and Supervision. The SEZP and SEA believe that the evaluation process should be transparent and that conversations between colleagues, as part of and outside of the evaluation process, and honest and regular feedback are the best ways to improve educational experiences for students. The SEA and the SEZP agree that a safe and productive environment that allows for difficult conversations is essential to optimizing the growth and development of teachers and improving conditions for student learning. Article 44: Evaluation The Springfield Effective Educator Development System (SEEDS) is attached as Appendix A1 to this Agreement for reference. The parties agree to maintain a SEZP / SEA joint labor- management evaluation team which shall review the evaluation processes and procedures and implement agreed upon changes and adjustments. Such changes and adjustments to the current Springfield evaluation system shall be attached to this Agreement as an updated Appendix A1. Schools shall have the ability to change the evaluation system as long as it meets state regulations set forth by the Board of Elementary and Secondary Education. The system must be approved by the SEZP. These plans shall be provided to the Association when presented to the SEZP for approval. Teachers shall be evaluated according to the evaluation system in Appendix A1 SEEDS as described in Appendix A unless their school has an approved alternative performance evaluation system. Teachers shall be provided with a copy of all written observations and evaluations.
Evaluation and Supervision. The Senior Director shall be evaluated and supervised by the Superintendent.
Evaluation and Supervision. The SEZP and SEA believe that the evaluation process should be transparent and that conversations between colleagues, as part of and outside of the evaluation process, and honest and regular feedback are the best ways to improve educational experiences for students. The SEA and the SEZP agree that a safe and productive environment that allows for difficult conversations is essential to optimizing the growth and development of teachers and improving conditions for student learning.
Evaluation and Supervision. A. Licensed teaching assistants will be informed as to who shall observe and evaluate their performance. The licensed teaching assistant will be informed of those areas which relate to the performance requirements of their position.
B. Each licensed teaching assistant will be provided definite, positive assistance to correct professional difficulties and time to incorporate the recommended changes.
C. A formal evaluation to be placed in a licensed teaching assistant’s personnel file will be offered to the licensed teaching assistant for signature and the licensed teaching assistant shall be requested to sign the evaluation as acknowledgment that they have seen the evaluation. The signing by the licensed teaching assistant shall not be construed as agreement by the licensed teaching assistant with the matter contained in the evaluation, and the absence of a signature by the licensed teaching assistant shall not be construed so as to invalidate the evaluation’s use for any purpose. Licensed teaching assistant’s written comments concerning the matter contained in the evaluation will be placed in the licensed teaching assistant’s personnel file. Such comments shall be forwarded to the District within thirty (30) days from the date that the evaluation was offered for signature.
D. Licensed teaching assistants will be evaluated at least once per year. Evaluations will be conducted by the appropriate administrator. In the event a licensed teaching assistant is found to be rendering unsatisfactory service, the licensed teaching assistant shall be so notified at the time of the finding in accordance with New York State Education Law.
E. Following any formal evaluations, a conference shall be held with the licensed teaching assistant and the licensed teaching assistant shall review the observer’s assessment of their performance. Also, the licensed teaching assistant will be provided upon request with a copy of any written report of the evaluation and will have the right to a conference when such a report is to be made a part of the licensed teaching assistant’s personnel file.
F. Licensed teaching assistants will have the right to review, upon request to the Superintendent, the contents of their personnel files and may be permitted by the Superintendent to make copies of documents in it and pay for copies per District policy. The licensed teaching assistant may request a representative of the Binghamton Teachers’ Association to accompany them during the review. Lice...
Evaluation and Supervision. Evaluation is not an end in itself, but a means to the end of instructional improvement. It is a part of the supervision process in which the staff member is assessed on evidence of satisfactory performance and growth potential in these areas:
1. Instructional competency
2. Professional attitude
3. Student teacher interactions The Importance of Evaluation - All teachers have the right to evaluation of their performance and to assist in improvement of that performance. Evaluation should represent a continuing dialogue between the teacher and his/her evaluator concerning all aspects of the teacher's professional service. There should be mutually agreed upon written rules governing evaluation of the teacher. Evaluation should be a cooperative action - the staff member not only evaluates himself/herself but is fully appraised and has the opportunity to discuss any evaluation made of him/her. These rules should grow out of the following kinds of principles: 601.1 601.2 601.3
