EVALUATION GUIDELINES. The evaluation shall at minimum conform to the Amended Substitute House Bill 152 -Section 84.14 Employee Performance, and the related guidelines of the Department of Higher Education.
EVALUATION GUIDELINES. The administration will develop a set of evaluation guidelines for each of the faculty ranks that indicate performance characteristics appropriate to each rating for teaching, scholarship, and service.
(a) Judgments of academic excellence are complex. Evaluation guidelines cannot easily be reduced to a quantitative formula, nor can the considerations that must be applied in each individual case be completely described in general terms or by numbers alone, separate from necessary qualitative assessments. Therefore, the guidelines are used to create consistency in ratings across the range of evaluators and are specifically not a scoring rubric.
(b) The guidelines for a review period will be provided to the academic departments by September 15 of the year prior to the beginning of the review period and the departments will provide comment on the guidelines on or before November 1 of that year. The comments provided must be approved by majority vote of the department. The vote must take place anonymously. By January 15, the review evaluation panel will consider the department recommendations and provide a recommendation to the Xxxxxxx on evaluation guidelines to be used for the next review cycle. The University must provide the final guidelines to faculty before the review period begins.
(c) Annual evaluations for February 1, 2019 through January 31, 2020 period will use the evaluation guidelines that were used for the 2017-2018 evaluations. The University must provide the final guidelines to Employees before the start of classes in the Fall 2019 semester.
(d) The scale for the evaluations is provided in the following table: EVALUATION KEY Unsatisfactory Performance that is clearly substandard. Needs Improvement Performance that is below a reasonable expectation for the person’s job description. Meets Expectations Performance is sound and within reasonable expectations for the person’s job description. Exceeds Expectations Performance is sound and within reasonable expectations for the person’s job description. The individual has distinguished themselves in some way by performing at a level that is above a normal expectation for their job description. Exemplary Performance is sound and above reasonable expectations for the person’s job description. The individual has truly done something that is outstanding.
EVALUATION GUIDELINES. 14.7.1 The evaluator's written review of a unit member's performance will be entered on the appropriate Evaluation Instrument as set forth in Article 14.2.1.
14.7.2 Any unit member who believes he/she has received a negative evaluation shall, upon written request, be entitled to a subsequent observation, conference and written evaluation.
14.7.3 The evaluator and the unit member xxxx collaborate to take affirmative action to act upon cited recommendations. Such action shall include specific recommendations for improvement, assistance in implementing such recommendations (provision of additional resources and training), use of constructive techniques to measure improvement, and implementation of a timeline to monitor improvement. Improvement and correction of deficiencies and adherence to the implementation of recommendations and established timelines will be noted in the final written evaluation.
14.7.4 Unit members shall not be required to prepare a written evaluation of another unit member.
14.7.5 Unit members shall not be required to assess their own performance. Should a unit
14.7.6 The evaluator shall not base an evaluation of a unit member on any information which cannot be reasonably verified.
14.7.7 The unit member has ten (10) school days following the final evaluation conference to attach a written comment to the written evaluation before it is placed in his/her personnel file.
14.7.8 The established grievance resolution procedure of this agreement may be utilized for processing any disputes which may arise over the evaluation procedures. In the event that a dispute is resolved in favor of the evaluate, no record of the disputed portion(s) of the evaluation shall be kept by the District in any file, office or place. Any such records shall be destroyed.
EVALUATION GUIDELINES. A. Evaluations of the certified teaching staff shall be made by individuals who have successfully completed the comprehensive training modules and assessments on evaluation of certified teachers conducted by the State Board of Education in accordance with applicable law and/or State Board regulation. Such a qualified individual is hereinafter referred to as “evaluator.”
B. At the start of the school term, the building principal or designee shall provide all teachers with written notice that a performance evaluation will be conducted in that school term to each teacher affected. The notice must include: ● copy of the rubric used to rate the teacher against identified standards and goals and other tools to be used to determine a performance evaluation rating; ● a summary of the manner in which student growth and professional practice measure are used in the evaluation relate to the evaluation ratings; ● a summary of District’s procedures related to the provision of professional development or remediation in the event the teacher receives a “needs improvement” or “unsatisfactory,” including the evaluation tools to be used during the remediation period and ● the assigned evaluator(s) for the teacher. Teachers and the Union shall be notified as soon as practical of any changes in evaluators that occur during the school year. Newly hired teachers shall be given the information described above within thirty (30) days of their employment or at the beginning of the school year, whichever is later. Teachers who are reassigned after the beginning of the school year shall be informed as to who shall formally evaluate them at the time they are given their new assignment. The Union shall be notified in the event there have not been any changes in the evaluation procedures, criteria/standards, the instruments to be used and the evaluators from the prior year.
C. Evaluation or observation of teachers shall not be conducted in an arbitrary or capricious manner and shall not be for the purposes of harassment.
D. Any forms used in the performance evaluation process can be found in the “Framework for the Improvement of Professional Practice.”
EVALUATION GUIDELINES. The Contracting Authority will review information obtained from the Agency to monitor Agency activity, including attorney caseloads, support staff/attorney ratios for each area of cases, the experience level and supervision of attorneys who perform Contract work, training provided to such attorneys, and the compensation provided to attorneys and support staff to assure adherence.
EVALUATION GUIDELINES. 6.2.1 Temporary and Probationary unit members employed for at least 75% of the school year shall be evaluated at least twice each school year and permanent unit members shall be evaluated at least once in each two- school-year period.
6.2.1.1 The first evaluation of Temporary or Probationary teachers shall occur prior to the winter recess. The final evaluation shall be completed no later than thirty days prior to the conclusion of the school year.
6.2.1.2 Adult Education and other hourly certificated unit members employed in categorical programs shall be evaluated in their initial year of employment and at least once in each two- school-year period thereafter.
EVALUATION GUIDELINES. All evaluation procedures shall meet the minimum state requirements as stated below.
EVALUATION GUIDELINES. 1. All evaluation procedures shall meet the minimum requirements of KSA 72-9001 through 72-9004 as stated below.
a. All first and second year licensed professional employees will be evaluated each semester. The evaluation will be completed prior to the 60th school day of each semester.
b. All third and fourth year licensed professional employees will be evaluated each year. The evaluation process will be completed no later than February 15.
c. After the fourth year of employment, all licensed professional employees will be evaluated at least once every three years prior to February 15 of the evaluation year.
2. Additional timely evaluations may be made at the option of the evaluator or request of the evaluatee.
3. A signed copy of the evaluation is to be filed at the district office and a copy given to the evaluatee. Evaluation instruments and responses thereto are to be maintained in a personnel file for each employee for a period of not less than three (3) years from the date each evaluation is made.
4. Before the evaluation instrument is placed in the employee's personnel file, the employee shall have the opportunity to review the completed evaluation form with the evaluator in a private conference and discuss any aspect of the evaluation in this private conference. Within one (1) week after the evaluator's observation, a time shall be mutually agreed upon for the evaluator/evaluatee conference. Signatures by the evaluator and the evaluatee will indicate the review has taken place and will not necessarily indicate agreement with the evaluation. The evaluatee may respond thereto in writing, at any time not later than two
EVALUATION GUIDELINES. The PSC will develop an evaluation framework that includes methodology, metrics, format and frequency of evaluations and reports. The reports should show results for the period, year to date and year over year. The evaluation must use both qualitative and quantitative measures. The evaluation must capture outcomes based on the impact of the program on employees and employers. The evaluation will compare metrics pre- and post- implementation of the program. The first evaluation will be completed for the period ending one year from date of implementation. The measurements required must be captured or be able to be captured by existing data collection processes (XXXXX.xxx, HBT/underwriter, LTD carrier, etc.). The PSC must ensure that there is a system in place to test the quality of the data being collected. An external organization, acceptable to both HEABC and the Association, may be engaged to conduct the evaluation. Results of the evaluation shall be provided to HEABC, employers and the Association.
EVALUATION GUIDELINES. The Board’s designees and the Union shall develop a “Plan for Staff Evaluation,” by working together collaboratively. The “Plan for Staff Evaluation” will promote student achievement and best practices in teaching, and will comply with the rules, regulations and laws as enacted by the General Assembly of the State of Illinois or by the Illinois State Board of Education. While teachers will make lesson plans for their classes, no teacher shall be required to submit lesson plans on a regular basis unless done so as part of a remediation plan as set forth in Section 24- A of the Illinois School Code. Within thirty (30) school days of the receipt of an evaluation rating of “Needs Improvement” or “Unsatisfactory” by a teacher in contractual continued service, the District will develop a “Professional Development Plan” or “Remediation Plan” as required by Section 24A-5 of the Illinois School Code and 23 Ill. Admin. Code 50.100(d).
