Evaluation Categories. Evaluation of the competence of unit members (see Classified Employee Performance Evaluation Form - - Appendix I) shall include, but shall not be limited to, consideration of:
1. Quality of Work 6. Dependability and Reliability
2. Quantity of Work 7. Attendance and Punctuality
3. Judgment 8. Safety
4. Working Relations 9. Communication Skills
5. Initiative The completed Performance Evaluation Form shall include descriptions of ”Needs Improvement” and/or “Unsatisfactory” performance in the space provided under the “Comments” portion of the Performance Evaluation Form or as an attachment. In the event a permanent employee receives a needs improvement or unsatisfactory rating in any category on the Performance Evaluation Form, the employee shall receive written recommendations for improvement. An evaluation conference shall be held with the employee for the purpose of assisting in correcting the deficiencies noted on the evaluation. The employee shall have the right to have a union representative present at the time of this evaluation conference. A record of such conference shall be prepared by the evaluator which shall include written recommendations for improvement. This conference summary shall be placed in the employee’s personnel file and a copy submitted to the employee. The District may evaluate the employee after two months from the date of the initial evaluation conference to note improvement or lack of improvement in the category(ies) of deficient performance.
Evaluation Categories. Unit members in temporary or probationary status shall be evaluated through the Tier I Evaluation Process. All other bargaining unit members with permanent, continuing status shall be evaluated through the Tier II Evaluation Process.
Evaluation Categories. 7 9.7.1 In each standard the evaluator will indicate whether the employee meets the standard, 8 partially meets the standard, or does not meet the standard 1 The overall evaluation “boxes” will be changed as follows: 2 Level I: Meets or exceeds standards Continue employment without 3 Xxxxxxxxxxx 0 Xxxxx XX: Needs improvement in one or Improvement plan to be and 6 more standards than two standards developed 7 and implemented at the school site 9 Level III: Does not meet standards Continue employment with an 10 improvement plan which specifically 11 addresses all standards which are not 12 fully met. The unit member must 13 participate in the District Peer 14 Assistance and Review Program as 15 defined in Article 10.4 of the collective 16 bargaining agreement if it is available, 17 or any other district identified 18 assistance program that may provide 19 support for the unit member to 20 improve their performance to meet the 21 identified standards for the position in 22 which they were evaluated. 24 Level IV: Unsatisfactory Referred to Assistant Superintendent, 25 Human Resources, for appropriate 26 Personnel action(s). The unit member 27 must participate in the District Peer 28 Assistance and Review Program as 29 defined in Article 10.4 of the collective 30 bargaining agreement if it is available, 31 or any other district identified 32 assistance program that may provide 33 support for the unit member to 34 improve their performance to meet the 35 identified standards for the position in 36 which they were evaluated. NAME LOCATION GRADE-LEVEL/SUBJECT SCHOOL YEAR EVALUATOR DATE
Evaluation Categories. Evaluation categories shall include, but not be limited to, the following:
a. Performance of job duties: ability to perform responsibilities and achieve objectives of the supervisor’s current assignment; job knowledge; ability to achieve unit workloads; make appropriate and effective work assignments; administer rules and regulations.
Evaluation Categories. Evaluation of the competence of unit members under this program shall include, but shall not be limited to, consideration of knowledge of work, quality of work productivity, dependability, communication skills, inititative, interpersonal relations, professionalism and safety practices. Each rating other than Standard (below or above) requires an explanation in the Comments box beside the category. Each rating below Standard must be based on issues discussed with the employee prior to the evaluation, supported by a statement of facts in the Comments box, and accompanied by a separate Development Plan. The Supervisor should include information on staff member’s overall performance highlighting (1) areas of strengths; (2) areas for further development; (3) areas for improvements; and (4) areas where unique or extraordinary factors contribute to the evaluation. Subsequently, one or more conferences shall be held with the unit member to assist him/her in correcting deficiencies previously noted. A record of such conferences shall be prepared by the evaluator for the file on the unit member and a copy submitted to him/her. The District and Federation agree that this article may be reopened during annual negotiations without either party using one of its designated re-openers.
Evaluation Categories. Each Unit member’s evaluation process will include the form in Appendix B of the Agreement. The Unit member shall also be given the opportunity to complete and submit the form in Appendix B, as a self-assessment tool, to be given consideration in their overall evaluation. The categories of the evaluation shall include the following based on the classification:
1. Accomplishments
2. Professional Knowledge and Expertise
3. Problem Solving
4. Communications Skills, Collaboration and Adaptability to Change 5. Managerial Qualities, Reliability, and Effectiveness
Evaluation Categories. Unit members in temporary or probationary status shall be evaluated through the Tier I Evaluation Process. All other bargaining unit members with permanent, continuing status shall be evaluated through the Tier II Evaluation Process unless the unit member chooses the Tier I Process. Evaluation documents are incorporated into Appendix “A,” which includes job-specific forms for Counselors and School Psychologists as well as global forms for all other unit members. Permanent unit members who have been employed by the District for at least ten (10) years and whose evaluations meet the District’s expectations shall, by mutual agreement of the administrator and unit member, be evaluated up to every five (5) years (pursuant to terms of Education Code Section 44664). (Per section 9.4.1)
Evaluation Categories. Evaluation of the competence of unit members (see Classified Employee Performance Evaluation Form - - Appendix H shall include, but shall not be limited to, consideration of:
1. Quality of Work 6. Dependability and Reliability
2. Quantity of Work 7. Attendance and Punctuality
3. Judgment 8. Compliance
4. Working Relations 9. Communication Skills
5. Initiative 10. Customer Service Evaluation Categories Examples of Competence Quality of Work • Work is accurate, organized, and thorough. Quantity of Work • Volume of work regularly produced meets job requirements and guidelines. • Effectively uses time to ensure tasks are completed as scheduled, agreed upon deadlines are met, and/or goals stay on track. Judgment • Proper interpretation of regulations, policies, and standards. • Ability to make sound decisions with limited guidance. Working Relations • Works with and through others. • Works effectively as a part of a group. • Protects the confidentiality of sensitive information. Initiative • Proactive in performing job duties. Dependability and Reliability • Xxxxxxx out the responsibilities of the position with minimal supervision. Attendance & Punctuality • Reports to work as scheduled and on time. • Complies with standards for attendance, rest periods, and meal periods. • Submits documents at the agreed upon time. Compliance • Operates equipment and/or vehicles in a safe manner. • Reports unsafe conditions. • Complies with mandated policies, procedures, and practices. Communication Skills • Conveys and understands policies, procedures, and instructions. • Presents ideas clearly and concisely, either orally or in writing. • Speaks respectfully to students and co-workers. Customer Service • Responds to customer inquiries and provides information to address customer needs.
Evaluation Categories. Sup. Eft. Def. N/A 1. Demonstrates the skills required to operate the office equipment necessary to carry out performance responsibilities. Sup. Eft. Def. N/A 2. Demonstrates the ability to process information correctly and efficiently when communicating with others and when using whatever equipment is necessary to carry out the functions of the job.
Evaluation Categories. 23.5.1 Five qualitative categories will be used for evaluation. The categories shall be Excellent, Very Good, Satisfactory, Needs Improvement, and Unsatisfactory. The same category system will be used for annual evaluations, promotion applications, tenure applications and post-tenure review.
