EVALUATION OF EMPLOYEES. Employees shall be evaluated at least once per year until they reach the F step on the salary schedule. Employees on the F step or higher shall be evaluated on a three-year rotation. Employees serving a probationary period shall be evaluated at three months and again before the six-month probationary period ends. Nothing in this article shall be construed to limit in any way the District’s right to initiate an evaluation outside of the regularly scheduled evaluation process.
8.1 Evaluations shall be based on direct observation, knowledge of the evaluator, and other reliable information.
8.2 The evaluator shall have at least three (3) months of direct observation to evaluate an employee. When a performance evaluation is due and the evaluator does not have at least three (3) months of direct observation, the employee will be evaluated after three (3) months of direct observation for feedback purposes only. The employee will be evaluated again after six (6) months of direct observation. In the event that the employee is due for a salary advancement, the salary advancement will be delayed.
8.2.1 If the overall performance in the three (3) month evaluation meets or exceeds expectations, the employee’s salary shall be advanced retroactively and there shall be no change in the employee’s salary date.
8.2.2 If the overall performance in the three (3) month evaluation needs improvement, an employee’s salary increase will be delayed until the six (6) month evaluation. If the overall performance of the six (6) month evaluation meets or exceeds expectations, the employee’s salary shall be advanced retroactively and there shall be no change in the employee’s salary date. A six (6) month “needs improvement” evaluation shall be consistent with Articles 8.8 through 8.10.
8.3 No classified employee may evaluate another classified employee.
8.4 Review and discussion of performance evaluations shall take place during duty hours.
8.5 All employees have the right to Union representation when performance evaluations are discussed.
8.6 After the discussion with the evaluator, the employee must sign the evaluation, but the signature will not necessarily mean the employee agrees with the evaluation.
8.7 The evaluation shall be placed in the personnel file after discussion between the evaluator and the employee. The discussion shall include strengths, weaknesses, and recommendations for improvement as appropriate. The evaluation shall be placed in the personnel file after the emplo...
EVALUATION OF EMPLOYEES. The performance of employees shall be reviewed and appraised in accordance with a uniform method of employee performance review and appraisal. A probationary employee whose performance is unsatisfactory shall not be confirmed as permanent upon the completion of the prescribed probationary period.
EVALUATION OF EMPLOYEES. Employees will be evaluated at the end of their probationary period and at such times thereafter as determined by the MOA. Evaluation of employees will not be conducted arbitrarily, capriciously or for unlawfully discriminatory purposes. The performance evaluation is not a disciplinary action under this Agreement and is not grievable or arbitrable under Article 7. The absence of a current performance evaluation shall create the presumption of satisfactory work performance. Employees will be evaluated using the systems developed pursuant to the existing MOA Personnel Rules.
EVALUATION OF EMPLOYEES. Section 1. Performance evaluations are designed to serve the needs of both the employee and Employer. An organized program for employee performance evaluation will:
A. Improve employee satisfaction and potentially reduce employee absenteeism, turnover, and grievance;
B. Serve as an important motivational tool and improve the quality of job performance;
C. Enhance the ability to achieve Affirmative Action goals through improved supervisor employee communications;
D. Base personnel actions on objective, accurate, and fair performance appraisals;
E. Monitor the performance of probationary employees on a timely basis. Performance evaluation is the review and rating of all factors relevant to an employee's effectiveness on the job. It involves observation, guidance, training, and open communication between the employee and supervisor. For it to be of significant benefit to both the individual employee and the Employer, it should be a continuous process. Performance evaluation should be seen primarily as a developmental tool. Its purpose is to assess an employee’s job related strengths and weaknesses and develops his/her competence to the fullest. In a correctly executed evaluation, the supervisor and the employee work together to find the means by which the employee's ability can be strengthened and directed.
Section 2. Performance evaluation of an employee shall be made annually by the supervisor within sixty (60) days prior to the anniversary date of initial hire or appointment to present position. Such evaluation will be recorded in writing and shall be made on the basis of the following criteria:
A. Quality and quantity of work;
B. Work habits;
C. Work attitudes;
D. Working relationships with others;
E. Supervisory ability (if employee supervises others).
A. Each employee shall receive a written copy of his/her evaluation and shall be entitled to discuss the evaluation with his/her immediate supervisor and, if requested, with the supervisor of the next higher level than the immediate supervisor who has been assigned to review the performance evaluation. For the purpose of this Article, the term immediate supervisor shall mean an individual who is outside of the bargaining unit.
Section 4. Any evaluation so retained in respect of any employee may be reviewed by such employee in the office of the personnel officer at any reasonable time upon prior written notice. Such employee shall have the right to file a written statement in response to any such evaluation...
EVALUATION OF EMPLOYEES. Performance evaluations are designed to serve the needs of both the employee and Employer. An organized program for employee performance evaluation will:
EVALUATION OF EMPLOYEES. 7.1 The purpose of supervision and evaluation is to acknowledge and support effective performance.
7.2 All formal evaluation on the work of an employee shall be in writing.
7.3 The content of an employee’s report shall be an objective description of an employee’s performance as well as evaluative comments related to the employee’s performance. The major focus of the report shall relate to the employee’s primary area(s) of qualifications.
7.3.i If the evaluator’s area of expertise is not within the employee’s field, then a specialist in that field will be consulted.
7.4 The formal evaluation of employees is carried out as a series of steps:
a) The evaluator(s) meet(s) with the employee and describes the purposes and requirements for formal evaluation.
b) The evaluator, in consultation with each employee being evaluated, identifies and clarifies the criteria to be used in the evaluation.
c) The evaluator and employee determine a schedule for observation and methods to be used in the collection of descriptive information.
d) Data is collected from not less than three (3) nor more than six (6) formal observations, unless agreed upon by the employee and the evaluator.
e) The evaluator shall discuss with the employee the process by which the evaluation shall take place, which shall include:
i. a pre-observation conference about the activities to be observed
ii. observation
iii. a post-observation conference, followed by a written summary, both of which shall occur as soon as practicable.
f) The evaluator prepares a draft report on the employee’s performance and discusses the contents with the employee. Revisions, if necessary, are made to the draft report and the final report is submitted to the Superintendent of Schools by April 30. An extension may be made up to the end of the school year if agreed upon by the evaluator and the employee.
g) Prior to submission of the report, the employee shall sign the report to indicate that he/she has had an opportunity to read and discuss the report with the evaluator.
7.5 The employee shall have the right to submit to the evaluator a written commentary on the report which shall be attached to and filed with all copies of the report.
7.6 Participation in Association activities or matters not directly related to work performance is outside the scope of evaluating and reporting on the work of an employee.
7.7 Any dispute with respect to the application of procedures contained in this article, or the contents of any report, is...
EVALUATION OF EMPLOYEES. The performance of each employee shall be evaluated periodically, in accordance with a process established by the University. Nothing in this Article shall prohibit the written evaluation of any employee more frequently than once annually.
EVALUATION OF EMPLOYEES. A. All formal evaluations shall be reduced to writing and a copy given to the employee within ten (10) workdays of the evaluation. If the employee disagrees with this evaluation, he/she may submit a written answer, which shall be attached to the copy of the evaluation in question.
1. When formal monitoring or observation is used by an evaluator, it shall be conducted openly and with full knowledge of the employee.
2. The School District shall work with each employee to correct any designated problem area.
B. If an employee is asked to sign evaluation placed in his/her file, such signature shall be understood to indicate his/her awareness of the evaluation, but in no instance shall said signature be interpreted to mean agreement with the content of the evaluation.
C. In the event that the support personnel feels that his/her evaluation was unjust or incomplete, he/she may put his/her objections in writing and have them attached to the evaluation report to be placed in his/her evaluation file. This right extends to any documentation included, which is the result of any legal (court) action.
EVALUATION OF EMPLOYEES. Where layoffs result in increased workloads, subsequent employee evaluations will take into account, to the extent management deems appropriate, the fact that the employee has an increased workload.
EVALUATION OF EMPLOYEES. 22.1 All employees shall be continuously subject to evaluation of their performance of all job responsibilities. The Superintendent shall have complete discretionary authority to assign responsibility for evaluation of specific employees to such administrators and/or other persons as the Superintendent may designate.
22.2 All new employees will work under a ninety (90) work day probationary period. During that time period the supervisor will conduct at least one (1) "formal" observation and review job responsibilities with the employee. The ninety (90) work day probationary period can be extended at the discretion of the supervisor for another forty-five (45) days. Annual evaluations may be based on a variety of input sources, based on the determination of the evaluator as to what information is pertinent, reliable and representative of the employee's normal job performance. Other input sources may include (but are not limited to) "informal observations", statements from employees or other persons who have worked with or observed the employee in the performance of job duties and review of documents or other physical evidence relevant to analysis of the quality and or quantity of work performed by the employee. Teachers acting as immediate supervisors of paraprofessionals may provide input into paraprofessional evaluations but shall not have final responsibility for writing the "Evaluation".
