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 violations 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, Final Evaluations where only overall ratings of Needs Improvement or Unsatisfactory or when Performance Pay is implemented, may be submitted for arbitration. 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 (Step 1) and are not eligible for Arbitration (Step 2). 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. If a rating is successfully appealed, the rating shall be corrected, and the evaluation recalculated.
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 workdays (day 185) after the last student contact day. A decision will be issued in writing within three (3) workdays. The District and PEA may adjust the above timelines by mutual agreement if necessary.
Evaluation Appeal Process. A. If a "Does Not Meet Standards" rating is received, the employee has the following choices:
1. a one - time appeal option to a Tripartite Evaluation Appeal Panel (either before or after the re-evaluation period) or 2. a 90-day re-evaluation period.
B. An appeal of the original evaluation shall be initiated at the President's level within 21 days. Appeals shall be held by a tripartite panel consisting of one (1) person designated by the Union, one (1) person designated by Management, and one (1) mutually agreed upon neutral third party. Prior to the implementation of this section, the Union and Management will meet and agree on a list of "third party neutrals".
1. The standard of review to be applied by the Panel shall be solely limited to whether or not the final performance rating of "Does Not Meet Standards" was justified.
2. The decision of the Tripartite panel shall be final and binding.
3. Any employee having a "Does Not Meet Standards" rating overturned shall be made whole in as prompt a manner as possible.
4. Any decision in favor of the employee will be effective from the month of the appeal forward.
C. The re-evaluation period shall be 90 days in length. An employee shall have his/her re-evaluation done at the end of the 90-day period to determine if a "Meets Standards" rating has been achieved.
1. If an employee receives a "Meets Standards" evaluation during the re-evaluation process, he/she shall be eligible for the denied Step and/or salary increase effective from the date of receiving the "Meets Standards" rating.
2. At the end of the re-evaluation period, an employee who continues to receive a "Does Not Meet Standards" rating shall be able to make a one-time appeal of the re-evaluation rating to the Tripartite Panel. This appeal must be filed at the President's level within 10 days of the re-evaluation. Such appeal may not be filed if the employee has already filed an appeal at the time of the original "Does Not Meet Standards" review.
D. Whether or not an employee receives a "Does Not Meet Standards" rating during the re-evaluation process, his/her anniversary date for Step purposes shall not be retarded.
E. Job duties and performance criteria shall be observable and measurable to the extent practicable.
Evaluation Appeal Process. Employees may appeal using an expedited appeal procedure limited to 3 steps: Step 1, Step 2, and 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. Serious procedural violations may result in the removal of an annual evaluation and the evaluation rating will default to the student achievement rating.
15.12-1 While the OAPER 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 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 first two steps of the appeal process. A teacher may appeal through the first two steps of the evaluation appeal any of the individual ratings governed by an EPC rubric Domain. Such appeal shall be based upon a procedural violation of the process, a misinterpretation of a system rubric.
a. Step 1-A - Notice of Appeal, no later than the 175th day of student contact, the employee must file in writing with their principal and copy the principal’s supervisor that a concern exists. The parties will meet to discuss the concerns within a timeframe mutually agreed upon between PEA and the District or no later than five (5) work days (day 185) after the last student contact day should no schedule be agreed upon. A decision will be issued in writing within two (2) work days.
b. Step 1-B – If the student learning growth data is not available in order to have the full and complete discussion of the OAPER by the 165th day as required in 15.5 above, the teacher shall submit a written notice of a concern to their evaluator and the Regional Assistant Superintendent. Due to the change in the calculation of student learning growth data for the 2013-2014 school year, a notice of appeal will be accepted and processed for any area of the evaluation. The timeline for Stage 2 appeals will be mutually determined and noticed to all employees.
Evaluation Appeal Process. A. The parties recognize that solid work performance should be achieved and that work below that level should be addressed during the evaluation period. To the extent practicable, an employee
B. Job duties and performance criteria shall be observable and measurable to the extent practicable.
Evaluation Appeal Process. Instructional employees may appeal using an expedited appeal procedure limited to 3 steps: Step 1, Step 2, and 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 violations 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.
15.11-1 While the Stage 2 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 first two steps of the appeal process. An instructional employee may appeal through the first two steps of the evaluation 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
Evaluation Appeal Process. Instructional employees may appeal using an expedited appeal procedure limited to 3 steps: Step 1, Step 2, and 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 violations 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.
15.11-1 While the Stage 2 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 first two steps of the appeal process. An instructional employee may appeal through the first two steps of the evaluation 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
i. Stage 1 Appeal – 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 Stage 1 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.
ii. Stage 2 Appeal – At the closing date for employees to file for a Stage 2 appeal, Human Resources and PEA will meet to set the timeline for Stage 2 Appeals. The timeline for Stage 2 appeals will be noticed to all employees....
Evaluation Appeal Process. A. Appeal Overview
1. Employees may appeal using an expedited appeal procedure limited to 3 steps: Step 1, Step 2, and 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.
2. While the annual performance evaluation may be appealed, only overall ratings of Needs Improvement or Unsatisfactory may be submitted for arbitration.
3. If a rating is successfully appealed, the rating shall be corrected and the evaluation recalculated.
4. Appeals shall be based upon a procedural violation of the process or documented evidence of bias, retaliation or technical inaccuracies, anonymous complaints or consideration of other such impermissible factors in developing the annual performance evaluation.
Evaluation Appeal Process. A. Appeal Steps
1. Step 1 - Notice of Appeal, no later than the 10th student contact day following receipt of the Annual Summative Evaluation, the employee must file in writing with their principal and copy the Superintendent that a concern exists. The teacher and Principal will meet to discuss the concerns no later than 5 work days after the notice of appeal. A decision will be issued in writing within 5 work days.
Evaluation Appeal Process. Instructional employees may appeal using an expedited appeal procedure limited to 3 steps: Step 1, Step 2, and 2 steps: Step 1 -
Evaluation Appeal Process. Instructional employees may appeal using an expedited appeal procedure limited to 3 steps: Step 1, Step 2, and 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 violations 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.
15.11-1 While the Stage 2 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 first two steps of the appeal process. An instructional employee may appeal
a. Step 1
(1) Stage 1 Appeal – 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 Stage 1 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.
