Evaluation Discussion Sample Clauses

Evaluation Discussion. The completed evaluation form shall be shown to the employee being evaluated and each item discussed, with a minimum of thirty (30) minutes allocated to the employee to discuss the evaluation and ask or answer pertinent questions. Generally, evaluation discussions shall be conducted between the immediate supervisor and the employee, and a CSEA representative, should the employee request representation. If the immediate supervisor desires to have another person present, the immediate supervisor shall notify the employee at least seventy-two (72) hours in advance and advise him/her of their right to have a CSEA representative present. All evaluations shall be maintained in confidence.
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Evaluation Discussion. 15.3.1 Evaluator and unit member shall discuss the evaluation. 15.3.2 The unit member shall sign the evaluation and shall be informed of the right to attach written comments to the evaluation. Signing of the evaluation does not mean that the employee agrees with the evaluation, only that it has been discussed with them. 15.3.3 All evaluations shall be kept in confidence and filed in the unit member’s personnel file.
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Evaluation Discussion. 8.5.1 The unit member shall be notified in writing of an evaluation discussion at least three (3) working days prior to the evaluation discussion. The completed evaluation form shall be shown to the employee being evaluated and each item discussed, with a minimum of thirty (30) minutes allocated to the employee to discuss the evaluation and ask or answer pertinent questions. Generally, evaluation discussions shall be conducted between the immediate supervisor and the employee. If the immediate supervisor desires to have another administrator or manager present, the immediate supervisor shall notify the employee at least three (3) working days in advance. A CSEA representative will be present if, the employee requests representation. 8.5.2 No evaluation of any unit member shall be placed in the personnel file without an opportunity for discussion between the unit member and the evaluator. All evaluations shall be confidential.
Sample 1
Evaluation Discussion. Performance evaluations must be discussed thoroughly with each bargaining unit member before they are to be included in the bargaining unit member's personnel file and shall bear both the signature of the immediate supervisor and the bargaining unit member. A bargaining unit member's signature on his/her evaluation will not necessarily constitute his/her approval, but is merely an indication that he/she is completely familiar with the evaluation. If the bargaining unit member disagrees with the evaluation, he/she may offer written comments which shall be placed in the file with the evaluation. In subsequent evaluations, failure to comment on a previously identified deficiency shall indicate that the deficiency was corrected. An appeal procedure of the evaluation shall be available to all members through the manager to whom the member’s supervisor reports.
Sample 1
Evaluation Discussion. After discussing the evaluation with the employee, the evaluation will be signed and dated by both the evaluator and the employee. The signature of the employee signifies only that the employee has read the written evaluation. The teacher does not waive any right to due process, to appeal, to grievance and the signature does not in any way signify agreement with the evaluation. The employee being evaluated has the exclusive right to include a written statement as an addendum to the evaluation form, if it is so desired, within five (5) working days of the evaluation conference. The teacher may request an additional conference with the evaluator to review the evaluation in the presence of an association representative. (I) EVALUATION REPORT FORMS Two copies of the evaluation form (C1-C5) are to be prepared by the administrator. The original evaluation form with any employee addendum will be submitted to the Superintendent or his District office certificated designee for review. This original copy will be filed in the employee’s personnel file. The second copy with any addendum is to be delivered to the employee at the close of the final conference. One (1) copy each will be distributed to the proper office or individual within five (5) school days after the administrative evaluator and the employee have officially signed the document. Final evaluation reports shall be completed no later than May 15th.
Sample 1
Evaluation Discussion. Any written documents that are part of the annual evaluation program must be discussed between the employee and the evaluator. The employee shall have at least 24 hours notice prior to such meeting. The meeting will be conducted during the employee’s regular working hours. The employee will be provided a written copy of the evaluation which shall be signed by the employee. The signature shall indicate that the employee has seen the evaluation, and not that the employee necessarily agrees with the evaluation. The employee may append a written response to the evaluation, to be included in the employee’s personnel file.
Sample 1
Evaluation Discussion. The employee shall schedule a meeting with the evaluator to discuss the evaluation if the employee does not understand or does not agree with the evaluation.
Sample 1
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Evaluation Discussion a. Permanent unit members will be given at least two (2) days’ notice of their evaluation discussion. If, after receiving notice, the employee is absent on the day of the scheduled evaluation discussion, the District, at its option, can hold the evaluation discussion on the first day of the employee's return or any point thereafter without further notice. b. Probationary employees shall be evaluated at the end of their second and fifth months of employment. The probationary period is six (6) months in length from the first day of employment. If the employee is absent during the probationary period, then the probationary period will be extended by the length of the absence and the employee will not automatically advance to permanent status. Probationary unit members will be given at least two days' notice of their evaluation discussion. c. Nothing in this article is intended to alter the District's current ability to release probationary employees with or without cause. d. The District shall notify the employee in writing if he or she fails probation before the end of the probationary period.
Sample 1

Related to Evaluation Discussion

  • Informal Discussion If an employee has a problem relating to a work situation, the employee is encouraged to request a meeting with his or her immediate supervisor to discuss the problem in an effort to clarify the issue and to work cooperatively towards settlement.

  • Mutual Discussions The Employer and the Union acknowledge the mutual benefits to be derived from dialogue between the parties and are prepared to discuss matters of common interest.

  • Informal Discussions The employee's concerns will be presented orally by the employee to the appropriate supervisor. Every effort shall be made by all concerned in an informal manner to develop an understanding of the facts and the issues in order to create a climate which will lead to resolution of the problem. If the employee is not satisfied with the informal discussion(s) relative to the matter in question, he/she may proceed to the formal grievance procedure.

  • Discussion Staff has reviewed the proposal relative to all relevant policies and advise that it is reasonably consistent with the intent of the MPS. Attachment B provides an evaluation of the proposed development agreement in relation to the relevant MPS policies.

  • Evaluation 1. The purposes of evaluation provisions include providing employees with feedback, and employers and employees with the opportunity and responsibility to address concerns. Where a grievance proceeds to arbitration, the arbitrator must consider these purposes, and may relieve on just and reasonable terms against breaches of time limits or other procedural requirements.

  • Evaluation Cycle Goal Setting and Development of the Educator Plan A) Every Educator has an Educator Plan that includes, but is not limited to, one goal related to the improvement of practice; one goal for the improvement of student learning. The Plan also outlines actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress. Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the similar roles and/or responsibilities. See Sections 15-19 for more on Educator Plans. B) To determine the goals to be included in the Educator Plan, the Evaluator reviews the goals the Educator has proposed in the Self-Assessment, using evidence of Educator performance and impact on student learning, growth and achievement based on the Educator’s self-assessment and other sources that Evaluator shares with the Educator. The process for determining the Educator’s impact on student learning, growth and achievement will be determined after ESE issues guidance on this matter. See #22, below. C) Educator Plan Development Meetings shall be conducted as follows: i) Educators in the same school may meet with the Evaluator in teams and/or individually at the end of the previous evaluation cycle or by October 15th of the next academic year to develop their Educator Plan. Educators shall not be expected to meet during the summer hiatus. ii) For those Educators new to the school, the meeting with the Evaluator to establish the Educator Plan must occur by October 15th or within six weeks of the start of their assignment in that school iii) The Evaluator shall meet individually with Educators with PTS and ratings of needs improvement or unsatisfactory to develop professional practice goal(s) that must address specific standards and indicators identified for improvement. In addition, the goals may address shared grade level or subject matter goals. D) The Evaluator completes the Educator Plan by November 1st. The Educator shall sign the Educator Plan within 5 school days of its receipt and may include a written response. The Educator’s signature indicates that the Educator received the plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents. The Evaluator retains final authority over the content of the Educator’s Plan.

  • Settlement Discussions This Agreement is part of a proposed settlement of matters that could otherwise be the subject of litigation among the Parties hereto. Nothing herein shall be deemed an admission of any kind. Pursuant to Federal Rule of Evidence 408 and any applicable state rules of evidence, this Agreement and all negotiations relating thereto shall not be admissible into evidence in any proceeding other than to prove the existence of this Agreement or in a proceeding to enforce the terms of this Agreement.

  • Evaluation Process ‌ A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated during probationary, trial service and transition review periods and at least annually thereafter. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in Article 30. The specific content of a performance evaluation is not subject to the grievance procedure. F. Performance evaluations will not be used to initiate personnel actions such as transfer, promotion, or discipline.

  • Independent Analysis Each Party hereby confirms that its decision to execute this Agreement has been based upon its independent assessment of documents and information available to it, as it has deemed appropriate.

  • Existing Discussions The Company agrees that it will immediately cease and cause to be terminated any existing activities, discussions or negotiations with any Persons conducted heretofore with respect to any Acquisition Proposal. The Company agrees that it will take the necessary steps to promptly inform the individuals or entities referred to in the first sentence hereof of the obligations undertaken in this Section 6.2. The Company also agrees that it will promptly request each Person that has heretofore executed a confidentiality agreement in connection with its consideration of acquiring it or any of its Subsidiaries to return or destroy all confidential information heretofore furnished to such Person by or on behalf of it or any of its Subsidiaries.

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