Evaluation of Administrators. The College will periodically survey bargaining unit members for feedback concerning the performance of administrators of their program and/or department, or that head their division. To the extent permitted by any applicable collective bargaining agreement, the data and comments extracted from this feedback will be considered in any periodic performance reviews of those administrators.
Evaluation of Administrators. Annual Evaluations for administrators with responsibility for instruction will include an opportunity for the faculty within the unit, division, or college to provide anonymous performance feedback. Evaluations will be distributed to faculty no later than the fifth (5th) week of Spring quarter annually. College administration and/or HR Employee Services will oversee the evaluation process, evaluation content, and all other matters related to the evaluation of administrators. Faculty may make suggestions regarding the evaluation tool to the District Faculty Shared Governance Committee who may provide input on the evaluation tool.
Evaluation of Administrators. The District maintains a commitment to ensuring that faculty have an opportunity to participate in the evaluation process of their immediate administrator. Details of faculty participation in the evaluation of administrators are found in the Leadership Team Handbook.
Evaluation of Administrators. The parties agree that faculty shall be invited to evaluate administrators. The enforcement of this section is not subject to the contractual grievance procedure.
Evaluation of Administrators. A. EVALUATOR AND TIME SCHEDULE
Evaluation of Administrators. The administrators shall be evaluated by the Superintendent of Schools, who will make known the final evaluation and final recommendations to the administrator prior to reporting to the Board of Education. Both parties hereto agree that a written evaluation form shall be solely developed by the Superintendent. It is further agreed that prior to finalization of such form, the administrators shall be consulted as to the content of such form. However, the right of the administrators to so consult shall not be deemed the right to approve such form, and the content of the form shall be the sole prerogative of the Superintendent.
Evaluation of Administrators. Staff members are encouraged to provide feedback directly to supervisors. However, any staff member may submit a report regarding his/her supervisor at any time during the school year. This report shall be signed by the sender and submitted to the Assistant Superintendent for Human Resources and to the concerned supervisor.
Evaluation of Administrators. Employees may, if allowed by department policy, participate in any scheduled evaluation of a chair, director, or xxxx. Employees may refuse participation without penalty.
Evaluation of Administrators. A. All administrative personnel covered by this contract shall undergo an annual evaluation. Administrators shall be evaluated in accordance with 603 CMR 35.00: M.G.L. c.69, §1B; c.71, §3 using the Standards and Indicators of Effective Administrative Leadership Practice Rubrics and the Five Step Evaluation Cycle.
B. Each administrator should create at least three SMART Goals annually : A student learning goal, a professional practice goal, and a school improvement goal.
C. Administrators will also include staff feedback as a data point in the process of self-evaluation, determination of goals, and establishing their educator plan annually.
D. An administrator shall have the right to submit a written comment in reference to any material in his/her personnel file and his/her comment shall be reviewed by the Superintendent of Schools and shall be attached to the file copy concerned.
E. The evaluations of each administrator shall be done by his/her professional supervisors and shall be used to help determine - whether or not administrators who have served in their position for over three (3) years will receive salary increases. Increases in salary may be withheld for documented unsatisfactory performance. In the event that an increase has been withheld from an administrator who has served in his/her position for at least the three previous consecutive years, such increase may be reinstated on a subsequent February 1 upon adequate evidence (proof) of sufficient improvement in the administrator’s performance. The administrator shall be informed in writing of any change in his/her status made as the result of evaluations by June 1st . Notice of non-renewal will be in writing. Nothing in this paragraph shall prohibit the use of such evaluation for disciplinary or dismissal purposes, in accordance with other provisions of this Agreement.
F. Each evaluation will include a rating of exemplary, proficient, needs improvement or unsatisfactory and a student impact rating of high, moderate, or low. All evaluations shall be included in the personnel file.
G. It is to be assumed that administrative evaluation of a less formal, but nevertheless professional, nature will be ongoing throughout a school year.
H. The provisions of this Article, including the evaluative judgment of the evaluator and/or the substance of any evaluation, shall not be subject to the arbitration provisions of this Agreement except that a dispute or complaint as to whether the mechanical steps of the ...
Evaluation of Administrators. Each administrator shall be provided the benefit of a systematic professional growth plan through an evaluation process. Evaluation of administrators shall be the responsibility of the Superintendent of Schools or his/her designee. The evaluation process shall include at least an annual conference which is comprised of at least the following components:
(a) Mutual concurrence on annual building (or program) goals.
(b) Review of goals and progress on the action plans for goal accomplishment.
(c) Visitation to the building or program site and compilation of artifacts of building or program by the Superintendent or his/her designee.
(d) Annual evaluation letter summarizing observations, recommendations, and summary of L.E.A.D. goal (See Appendices X-x, B-2).
