Common use of EVALUATION OF EMPLOYEE PERFORMANCE Clause in Contracts

EVALUATION OF EMPLOYEE PERFORMANCE. 10.1. The District shall provide for at least an annual evaluation of all permanent employees in the District in achieving the standard of work performance required. Employees who receive not effective ratings on their Classified Employee Performance Appraisal (CEPA) must be provided prior written notice of the performance problem. The notice must specify the improvement (areas), linked to the CEPA. If subsequently, the CEPA shows a "not effective" rating for the improvement area(s) specified in the prior written notice, the CEPA will include the following: (1) specific improvement needed; (2) the specific assistance/training that has been and/or will be provided to help the employee become effective, and; (3) a reasonable time frame for the employee to become "effective." The time frame will also specify a series of "feedback" meetings; so that the employee can understand his/her progress toward the specified improvement deadline. Written notice previously provided will be attached to the CEPA. If the identified problem is corrected, the Supervisor shall note the improvement and attach it to the CEPA. The CEPA shall be forwarded to Human Resources by the supervisor. 10.2. Each employee shall be given a copy of the evaluation form prepared by his/her supervisor. Copies of these reports shall be available only to the supervisor, the Assistant Superintendent-Business Services, the Personnel Department, the Superintendent, and the Board of Education and other members of the District management team. 10.3. On or before a probationary employee completes his or her probationary period (130 working days), the employee shall receive at least one written evaluation. 10.4. Permanent employees shall be evaluated at least once a year by the end of the school year for 10-month employees and by the end of the last work day in June for 11-month and 12-month employees, and at other times as the supervisor, the Assistant Superintendent Business Services or the Superintendent may require evaluation of an individual, a class or all employees. 10.5. A permanent employee in the classified service who vacates a position to accept a probationary promotion to a class in a higher level and who is rejected during the probationary period shall be eligible for reinstatement to a vacant position in the class or position unless the reasons for which he/she was terminated from the promotional position were such as to constitute cause for dismissal. 10.6. The District may fill behind a promoted employee with a substitute. The District may at its option shorten the promotional probationary period from the standard 60 calendar days. Should the District determine the employee has been unsuccessful the employee may elect to return to the prior classification.

EVALUATION OF EMPLOYEE PERFORMANCE. 10.1. 10.1 The District shall provide for at least an annual evaluation of all permanent employees in the District in achieving the standard of work performance required. Employees who receive not effective ratings on their Classified Employee Performance Appraisal (CEPA) must be provided prior written notice of the performance problem. The notice must specify the improvement (areas), linked to the CEPA. If subsequently, the CEPA shows a "“not effective" ” rating for the improvement area(s) specified in the prior written notice, the CEPA will include the following: (1) specific improvement needed; (2) the specific assistance/training that has been and/or will be provided to help the employee become effective, ,” and; (3) a reasonable time frame for the employee to become "“effective." ” The time frame will also specify a series of "“feedback" ” meetings; so that the employee can understand his/her progress toward the specified improvement deadline. Written notice previously provided will be attached to the CEPA. If the identified problem is corrected, the Supervisor shall note the improvement and attach it to the CEPA. The CEPA shall be forwarded to Human Resources by the supervisor. 10.2. 10.2 Each employee shall be given a copy of the evaluation form prepared by his/her supervisor. Copies of these reports shall be available only to the supervisor, the Assistant Superintendent-Business Services, the Personnel Department, the Superintendent, and the Board of Education and other members of the District management team. 10.3. 10.3 On or before a probationary employee completes his or her probationary period (130 working days), the employee shall receive at least one written evaluation. 10.4. 10.4 Permanent employees shall be evaluated at least once a year by the end of the school year for 10-month employees and by the end of the last work day in June for 11-month and 12-month employees, and at other times as the supervisor, the Assistant Superintendent Business Services or the Superintendent may require evaluation of an individual, a class or all employees. 10.5. 10.5 A permanent employee in the classified service who vacates a position to accept a probationary promotion to a class in a higher level and who is rejected during the probationary period shall be eligible for reinstatement to a vacant position in the class or position unless the reasons for which he/she was terminated from the promotional position were such as to constitute cause for dismissal. 10.6. 10.6 The District may fill behind a promoted employee with a substitute. The District may at its option shorten the promotional probationary period from the standard 60 calendar days. Should the District determine the employee has been unsuccessful the employee may elect to return to the prior classification.