Common use of Evaluation Appeal Process Clause in Contracts

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 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 work days (day 185) after the last student contact day. A decision will be issued in writing within three (3) workdayswork days. 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 2 3 steps: Step 1 - Final Evaluation Appeal 1, Step 2, 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 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. 15.1015.12-1 While the Final Evaluation Stage 2 may be appealed, Final Evaluations where only overall ratings of Needs Improvement or Unsatisfactory or when Performance Pay is implementedimplemented 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 first two steps of the Final Evaluation (Step 1) and are not eligible for Arbitration (Step 2)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, 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 i. Stage 1 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 Senior 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 Stage 1 results. The parties will meet to discuss the concerns no later than 5 workdays work days (day 185) after the last student contact day. A decision will be issued in writing within three (3) workdayswork 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. This timeline will take into effect that the entire process, including arbitrations must be done before November 30th. Teachers of courses assessed by a State VAM formula will have scheduling priority to ensure their appeal is completed prior to the November 30th date to report data to the FLDOE. The instructional employee shall have ten (10) contract days after the Stage 2 evaluation window is concluded to submit a written notice of a concern to their principal and copy the principal’s supervisor, PEA, and the Senior Director of the Human Resource Services Division. b. Step 2 – After an appeal decision has been made, if the instructional employee is not satisfied with the outcome of the discussion, the instructional employee may schedule a meeting with the Superintendent or his/her designee. The parties will meet to discuss the concerns within ten (10) work days. A decision will be issued in writing within five (5) work days. c. Expedited Arbitration – If the instructional employee is not satisfied with the decision of the Superintendent or his/her designee, s/he may, within ten (10) contract days following the completion of the Step 2 above request Expedited Arbitration as an option to resolve his/her evaluation appeal. The District’s and XXX’s intent is to mutually pre-select a panel of arbitrators and contact them to establish a potential calendar of arbitration dates into which employees with appeals may be scheduled. Further, the intent is to keep individual hearings to approximately four (4) hours maximum with the arbitrator requested to submit a decision within 2 work days. Expedited Arbitration will take place as timely as possible. Dates will be mutually agreed upon by the District and PEA.

Evaluation Appeal Process. Instructional employees may appeal using an expedited appeal procedure limited to 2 3 steps: Step 1 - Final Evaluation Appeal 1, Step 2, 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. 15.1015.11-1 While the Final Evaluation Stage 2 may be appealed, Final Evaluations where only overall ratings of Needs Improvement or Unsatisfactory or when Performance Pay is implementedimplemented 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 first two steps of the Final Evaluation (Step 1) and are not eligible for Arbitration (Step 2)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. If a rating is successfully appealed, the rating shall be corrected, and the evaluation recalculated. a. Step 1 (1) Final Evaluation Stage 1 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 Stage 1 results. The parties will meet to discuss the concerns no later than 5 workdays work days (day 185) after the last student contact day. A decision will be issued in writing within three (3) workdayswork 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 be flexible to allow the maximum time to prepare for the appeals.

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 implementedimplemented 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 (Step 1) and are not eligible for Arbitration (Step 2)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. 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 work days (day 185) after the last student contact day. A decision will be issued in writing within three (3) workdayswork days. 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 2 3 steps: Step 1 - Final Evaluation Appeal 1, Step 2, 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 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. 15.1015.11-1 While the Final Evaluation Stage 2 may be appealed, Final Evaluations where only overall ratings of Needs Improvement or Unsatisfactory Unsatisfactory, or when Performance Pay is implementedimplemented 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 first two steps of the Final Evaluation (Step 1) and are not eligible for Arbitration (Step 2)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, 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 Stage 1 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 Stage 1 results. The parties will meet to discuss the concerns no later than 5 workdays five (5) work days (day 185) after the last student contact day. A decision will be issued in writing within three (3) workdayswork 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 that timeline will 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 be flexible to allow the maximum time to prepare for the appeals.

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 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, Final Evaluations where only overall ratings of Needs Improvement or Unsatisfactory or when Performance Pay is implementedimplemented 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 (Step 1) and are not eligible for Arbitration (Step 2)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. 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 work days (day 185) after the last student contact day. A decision will be issued in writing within three (3) workdayswork 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 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 EPC results. The parties will meet to discuss the concerns no later than five (5) work days (day