Evaluation Appeal. An employee may appeal an evaluation which has a potentially adverse effect on their employment status through the following appeals process: Within fourteen (14) calendar days of receipt of an evaluation the employee, either directly or with the assistance of the Union, will commit such appeal to writing, sign it, and present it to the supervisor. The written statement should include 1) the nature of the appeal, 2) the alleged discrepancies in the evaluation, and 3) the recommended corrections to the evaluation. Within fourteen (14) calendar days after receipt of the written appeal, the supervisor shall communicate their written response to the employee.
Evaluation Appeal. An employee may appeal an evaluation which has a potentially adverse effect on his/her employment status through the following appeals process: STEP ONE: Within fifteen (15) calendar days of receipt of an evaluation, the employee, either directly or with the assistance of the Union, will commit such appeal to writing, sign it, and present it to the Director of Food Service. The written statement should include 1) nature of the appeal, 2) the alleged discrepancies in the evaluation, and 3) the recommended corrections to the evaluation. Within fifteen (15) calendar days after receipt of the written appeal, the Director of Food Service shall communicate his/her written response to the employee.
Evaluation Appeal. An employee may appeal an evaluation which has a potentially adverse effect on their employment status through the following appeals process: Within fourteen (14) calendar days of receipt of an evaluation, the employee either directly or with the assistance of the Union, will commit such appeal to writing, sign it, and present it to the supervisor. The written statement should include (1) the nature of the appeal, (2) the alleged discrepancies in the evaluation, and (3) the recommended corrections to the evaluation. Within fourteen (14) calendar days after receipt of the written appeal, the supervisor shall communicate their written response to the employee. If the employee is not satisfied with the resolution at Step One, he/she may, within fourteen (14) calendar days after receipt of the written response, submit their appeal to the next level of supervision. The administrator shall meet with the employee within fourteen (14) calendar days after receipt of the appeal. A written decision shall be rendered within thirty (30) calendar days of such meeting. Said decision shall be final and binding on the District and the employee. The District and the Union may mutually agree in writing to extend the limits at any one of the steps described herein.
Evaluation Appeal. If a Full-time Faculty Member disagrees with the statement of the evaluation, he/she will have twenty (20) calendar days (excluding winter and summer breaks) to submit a written response. The response shall be attached to the Evaluation Summary Report and placed along with it in the Faculty Member’s personnel file.
Evaluation Appeal. An evaluation appeal may be made to the evaluator, by meeting with the evaluator in an effort to gain understanding of the accuracy of the comments made on the evaluation that are in question by the employee. The employee may provide evidence or reason that may change the evaluator's opinion regarding the issue in question. The evaluator may choose to change, or not to change the evaluation content. Probationary employees cannot use the grievance procedure for evaluation matters.
Evaluation Appeal. An employee may appeal an evaluation through the Grievance Procedure, Article XVI, but such appeal may not be submitted to arbitration.
Evaluation Appeal. An employee may appeal an evaluation which has a potentially adverse effect on his/her employment status through the following appeals process: STEP ONE Within fourteen (14) calendar days of receipt of an evaluation, the employee, either directly or with the assistance of the Union, will commit such appeal to writing, sign it, and present it to his/her immediate supervisor. The written statement should include (1) the nature of the appeal, (2) the alleged discrepancies in the evaluation, and (3) the recommended corrections to the evaluation. Within fourteen (14) calendar days after receipt of the written appeal, the supervisor shall communicate his/her written response to the employee. STEP TWO If the employee is not satisfied with the resolution at STEP ONE, he/she may, within fourteen (14) calendar days after receipt of the written response, submit his/her appeal to the next level of supervision. The administrator shall meet with the employee within fourteen (14) calendar days after receiving the appeal. A written decision shall be rendered within thirty (30) calendar days of such meeting. Said decision shall be final and binding on the District and the employee. The District and the Union may mutually agree in writing to extend the limits at any one of the steps described herein.
Evaluation Appeal. Upon submission of a written rebuttal as provided in Section B.1.g, the unit member may request an appeal to the division director or designee for an objective review. Both the division director or designee and unit member shall have the right to one (1) representative at the appeal conference. Upon completion of the review, the division director or designee shall make a final written determination in the matter within ten (10) working days. If the unit member is not satisfied with this final determination, s/he may submit written comments within ten (10) working days. Such comments shall be attached to the performance evaluation and included in the unit member’s office personnel file. The final content of individual unit members’ performance evaluations shall not be subject to the grievance procedure.
Evaluation Appeal. Process – Instructional employees may appeal using an expedited appeal procedure limited to 2 steps: Step 1 - Final Evaluation Appeal and Step 2 - Arbitration. The Arbitration step will be an expedited process with no submission of briefs and the arbitrator will issue a written decision. Expedited Arbitration will include setting a panel of mutually agreed upon and available arbitrators to hear multiple cases in a day. Although we are using an expedited arbitration process, each side retains the right to use all remedies available to them under state and federal law. If a serious procedural violation results in the removal of an annual evaluation, the evaluation rating will default to Not Evaluated and the employee will be considered to have an overall Effective rating for the purpose of all Human Capital and salary decisions.
15.10-1 While the Final Evaluation may be appealed, only overall ratings of Needs Improvement or Unsatisfactory or when Performance Pay is implemented and the score on the evaluation precludes an instructional employee from receiving Performance Pay, may be submitted for arbitration. If a rating is successfully appealed, the rating shall be corrected and the evaluation recalculated. Overall ratings that are Developing (in the first three years of employment) or Effective are only eligible to be processed through the appeal of the Final Evaluation. An instructional employee may appeal any of the individual ratings governed by an EPC rubric Domain. Such appeal shall be based upon a procedural violation of the process, and/or a misinterpretation of a system rubric.
a. Step 1
(1) Final Evaluation Appeal with an SAO – No later than the 175th day of student contact, the instructional employee must file using the jointly approved method communicated to all employees with their principal and copy the principal’s supervisor, PEA, and the Senior Director of the Human Resource Services Division that a concern exists and they choose to appeal their Final Evaluation results. The parties will meet to discuss the concerns no later than 5 work days (day 185) after the last student contact day. A decision will be issued in writing within three (3) work days. The District and PEA may adjust the above timelines by mutual agreement if necessary.
(2) Final Evaluation Appeal with a VAM – No later than the 175th day of student contact, the instructional employee must file using the jointly approved method communicated to all employees with their principal ...
Evaluation Appeal. The Superintendent has the right to appeal to the Board the Superintendent’s evaluation consistent with the appeal rights provided to school administrators under MCL 380.1249b(1)(p).
