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. 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.
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.
(2) Stage 2 Appeal –Human Resources and PEA will meet and set the timeline for Stage 2 Appeals by the 10th contract day of the school year and be noticed to all employees. This timeline will take into effect that the entire process, including arbitrations must be completed before the FLDOE report date. Teachers of courses assessed by a State VAM formula will have scheduling priority to ensure their appeal is completed prior to the date to report data to the FLDOE. This conference window will ...
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. 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. 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. During the summative evaluation conference all evaluators shall discuss the written summative evaluation report so that all points of view will be reflected. The teacher shall receive a copy of all evaluation documents included in the Evaluation Plan. At the teacher's option, the teacher may appear before the evaluators, with Union representation if requested, to discuss the final evaluation report within five (5) school days after receipt of the summative evaluation report.
b. A teacher may submit a written appeal for a conference to discuss the final summative ratings within five (5) school days after the initial appeal conference with the evaluator(s). Such conference will include the teacher, a Union representative, the evaluator and the Superintendent, and shall be held within five (5) school days after the written appeal is filed to discuss the teacher's appeal.
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 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.
15.12-1 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. T...
Evaluation Appeal Process a. There shall be an appeal procedure for an unsatisfactory or needs improvement Overall score on the performance evaluation of the negotiations unit member.
b. A unit member may appeal that portion of a performance evaluation which results in the denial of a merit increase and which would result in a Salary Adjustment Based on Evaluation as set forth in part D below by filing a request for review within thirty
