Common use of EVALUATION OF EMPLOYEES Clause in Contracts

EVALUATION OF EMPLOYEES. Section 1. Performance evaluations are designed to serve the needs of both the employee and University. An organized program for employee performance evaluation will: A. Improve employee satisfaction and potentially reduce employee absenteeism, turnover, and grievances; 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 University, 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 develop 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. To the extent practicable, performance evaluation of an employee shall be completed by mid-September, with the exception of a probationary employee who shall be evaluated in accordance with Article 19. Section 3. 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 who has been so assigned. Upon receipt of a “Does Not Meet Standards” evaluation, the employee shall receive a remedial plan on how to reach a “Meets Standards” rating, and shall be re- evaluated after ninety (90) days. Section 4. The Human Resources Office shall receive all evaluations from the Department Head and shall retain such evaluations, together with any recommendations made on the basis of any such evaluations and evidence or materials submitted in support of such evaluations, in the respective personnel file of each employee. Section 5. Any evaluation so retained in respect to any employee may be reviewed by such employee in the office of Human Resources at any reasonable time, upon reasonable prior notice. Such employee shall have the right to file a written statement in response to any such evaluation. Section 6. The affected employee shall have the opportunity to see the complete performance evaluation form and shall initial it, whether in agreement with its contents or not. Section 7. An employee may only grieve the evaluation procedures of this Article and only to the level of Step 4 of Article 28.

EVALUATION OF EMPLOYEES. Section 1Employees shall be evaluated at least once per year until they reach the F step on the salary schedule. Performance evaluations are designed 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 serve limit in any way the needs District’s right to initiate an evaluation outside of both 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 University. An organized program for employee there shall be no change in the employee’s salary date. 8.2.2 If the overall performance in the three (3) month evaluation will: A. Improve employee satisfaction and potentially reduce employee absenteeismneeds improvement, turnover, and grievances; 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 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 employee has had ten (10) working days to attach written comments to the evaluation, if desired. 8.8 If any deficiency in performance is serious in nature or is of a pattern sufficient to cause an overall performance evaluation of “needs improvement,” the evaluator shall notify the evaluatee in writing of such fact within fifteen (15) working days of either the serious incident or the most recent occurrence of an element of the pattern. The evaluator shall make specific written recommendations for improvement and shall endeavor to assist in improving the evaluatee's performance. 8.9 If an employee is given a "needs improvement” evaluation, the formal evaluation summary shall contain all of the following: 8.9.1 The manner in which the employee is not meeting District standards; 8.9.2 What must be done to correct the deficiencies outlined; 8.9.3 Specific recommendations/plans for improvement and how improvement will be measured; and 8.9.4 A specified time period in which the employee must show improvement in the areas specified in the recommendations/plans for improvement. 8.10 All employees, including probationary employees, may appeal the content of a “needs improvement” rating on the jobClassified Performance Assessment and Development Plan through the following procedures. 8.10.1 Request an appeal within ten (10) working days of the performance appraisal. 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 University, it The employee's request 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 develop his/her competence sent to the fullest. In supervisor's supervisor with a correctly executed evaluation, copy of the request to the supervisor and the employee work together to find the means by which the employee’s ability can be strengthened Office of Human Resources, Training and directedDevelopment. Section 2. To 8.10.2 The person receiving the extent practicable, performance evaluation request will schedule a meeting with both parties within ten (10) working days of an receiving the request. 8.10.3 The person receiving the request will render a written decision to the employee shall be completed by mid-Septemberwithin two weeks, with the exception of a probationary employee who shall be evaluated in accordance with Article 19. Section 3. 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 and the Office of the next higher level who has been so assigned. Upon receipt of a “Does Not Meet Standards” evaluation, the employee shall receive a remedial plan on how to reach a “Meets Standards” rating, and shall be re- evaluated after ninety (90) days. Section 4. The Human Resources Office shall receive all evaluations from the Department Head and shall retain such evaluations, together with any recommendations made on the basis of any such evaluations and evidence or materials submitted in support of such evaluations, in the respective personnel file of each employee. Section 5. Any evaluation so retained in respect to any employee may be reviewed by such employee in the office of Human Resources at any reasonable time, upon reasonable prior notice. Such employee shall have the right to file a written statement in response to any such evaluation. Section 6. The affected employee shall have the opportunity to see the complete performance evaluation form and shall initial it, whether in agreement with its contents or not. Section 7. An employee may only grieve the evaluation procedures of this Article and only to the level of Step 4 of Article 28.Human

EVALUATION OF EMPLOYEES. Section 1. Performance evaluations are designed to serve the needs of both the employee and UniversityEmployer. An organized program for employee performance evaluation will: A. : Improve employee satisfaction and potentially reduce employee absenteeism, turnover, and grievances; 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. ; and, 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 UniversityEmployer, 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 job-related strengths and weaknesses and develop 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. To the extent practicable, performance evaluation of an employee shall be completed by mid-September, with With the exception of a probationary employee who shall be evaluated at the completion of the first three (3) months of probationary service and again at the completion of the first five (5) months of probationary service, a performance evaluation of an employee shall be made annually by the supervisor within thirty (30) days prior or subsequent to the anniversary date of initial hire or appointment to present position. Such evaluation will be recorded in accordance writing on the form attached hereto, as Appendix G and shall be made on the basis of the following criteria: Quality and quantity of work; Working relationships with Article 19others; and, Supervisory ability (if employee supervises others). Section 3. 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 so assignedassigned to review the performance evaluation. Upon receipt For the purpose of a “Does Not Meet Standards” evaluationthis Article, the employee term immediate supervisor shall receive a remedial plan on how to reach a “Meets Standards” rating, and shall be re- evaluated after ninety (90) daysmean an individual who is outside of the bargaining unit. Section 4. The Human Resources Office Chief Personnel Officer shall receive all evaluations from the Department Head immediate supervisors and shall retain such evaluations, together with any recommendations made on the basis of any such evaluations evaluation, and evidence or materials submitted in support of such evaluationsevaluation, in the respective personnel file Official Personnel File of each employee. Section 5. Any evaluation so retained in respect to of any employee may be reviewed by such employee in the office of Human Resources the Chief Personnel Officer at any reasonable timetime upon prior written notice, or whenever otherwise mutually agreed upon reasonable prior noticeby the Chief Personnel Officer and the employee. Such An employee shall have the right to file a written statement in response to any such evaluation. Section 6. The affected An employee shall have may not grieve the opportunity substance of his/her evaluation, except where such evaluation results in a negative action. Employees may grieve the evaluation procedure, as set out in the preceding sections of this Article, to see Step IV of the complete performance evaluation form and shall initial it, whether in agreement with its contents or notgrievance procedure. Section 7. An employee may only grieve the evaluation procedures of this Article and only Any provision to the level contrary notwithstanding, individuals must be evaluated on the Form attached as Appendix G in order to be eligible for and receive the salary increases due and payable on July 1, 2009, July 1, 2010, and July 1, 2011. To the extent that an additional evaluation is necessary or required, such evaluation shall not be deemed to alter or amend the normal sequence of Step 4 of Article 28evaluations otherwise set forth in the Agreement.

EVALUATION OF EMPLOYEES. Section 1. Performance evaluations are designed to serve the needs of both the employee and UniversityEmployer. An organized program for employee performance evaluation will: A. Improve employee satisfaction and potentially reduce employee absenteeism, turnover, and grievancesgrievance; 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 University, 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 develop 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. To the extent practicable, performance Performance evaluation of an employee shall be completed made annually by mid-September, the supervisor within sixty (60) days prior to the anniversary date of initial hire or appointment to present position with the exception of a probationary employee who shall be evaluated at completion of the first three (3) months of probationary service and within one month prior to the completion of the probationary period. Such evaluation will be recorded in accordance writing on the form attached hereto, 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 Article 19others; E. Supervisory ability (if employee supervises others). Section A. To the extent practicable, an employee who may be nearing a "Does Not Meet Standards" rating shall be counseled by his/her supervisor at least three (3. ) months in advance of the final stage of the evaluation as to the specific areas that must be improved and what he/she must do to attain a "Meets Standards" B. Each employee shall receive a written copy of his/her The implementation of section 3, sub-sections A and C, and section 4 of this article shall be subject to guidelines 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 so assignedassigned 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. C. Upon receipt of a “"Does Not Meet Standards” " evaluation, the employee shall receive a remedial plan on how to reach a “"Meets Standards” Standard" rating, and shall be re- evaluated after ninety (90) days. Section 4. The Human Resources Office shall receive all evaluations from the Department Head and shall retain such evaluations, together with any recommendations made on the basis of any such evaluations and evidence or materials submitted in support of such evaluations, in the respective personnel file of each employee. Section 5. Any evaluation so retained in respect to any employee may be reviewed by such employee in the office of Human Resources at any reasonable time, upon reasonable prior notice. Such employee shall have the right to file a written statement in response to any such evaluation. Section 6. The affected employee shall have the opportunity to see the complete performance evaluation form and shall initial it, whether in agreement with its contents or not. Section 7. An employee may only grieve the evaluation procedures of this Article and only to the level of Step 4 of Article 28.

EVALUATION OF EMPLOYEES. Section 1. Performance evaluations are designed to serve the needs of both the employee and UniversityEmployer. An organized program for employee performance evaluation will: A. Improve employee satisfaction and potentially reduce employee absenteeism, turnover, and grievancesgrievance; B. Serve X. Xxxxx as an important motivational tool and improve the quality of job performance; C. Enhance X. Xxxxxxx 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 University, 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 develop 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. To the extent practicable, performance Performance evaluation of an employee shall be completed made annually by mid-September, the supervisor within sixty (60) days prior to the anniversary date of initial hire or appointment to present position with the exception of a probationary employee who shall be evaluated at completion of the first three (3) months of probationary service and within one month prior to the completion of the probationary period. Such evaluation will be recorded in accordance writing on the form attached hereto, 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 Article 19others; E. Supervisory ability (if employee supervises others). Section A. To the extent practicable, an employee who may be nearing a "Does Not Meet Standards" rating shall be counseled by his/her supervisor at least three (3. ) months in advance of the final stage of the evaluation as to the specific areas that must be improved and what he/she must do to attain a "Meets Standards" rating. B. 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 so assignedassigned to review the performance evaluation. For the purpose of this Article, the term of immediate supervisor shall mean the immediate work supervisor, who may or may not be a unit member. Such supervisor shall receive training on how to conduct performance evaluations and the Union shall be provided a list of Union supervisors who will perform this duty C. Upon receipt of a “"Does Not Meet Standards” " evaluation, the employee shall receive a remedial plan on how to reach a “"Meets Standards” Standard" rating, and shall be re- evaluated after ninety (90) days. Section 4. The Human Resources Office shall receive all evaluations from the Department Head and shall retain such evaluations, together with any recommendations made on the basis of any such evaluations and evidence or materials submitted in support of such evaluations, in the respective personnel file of each employee. Section 5. Any evaluation so retained in respect to any employee may be reviewed by such employee in the office of Human Resources at any reasonable time, upon reasonable prior notice. Such employee shall have the right to file a written statement in response to any such evaluation. Section 6. The affected employee shall have the opportunity to see the complete performance evaluation form and shall initial it, whether in agreement with its contents or not. Section 7. An employee may only grieve the evaluation procedures of this Article and only to the level of Step 4 of Article 28.

EVALUATION OF EMPLOYEES. Section 1. Performance evaluations are designed to serve the needs All Meet and Confer employees shall be evaluated yearly. A. The Meet and Confer evaluation process shall consist of both the employee and University. An organized program for employee performance evaluation willtwo steps: A. Improve employee satisfaction Step 1: Mid-Year Evaluation shall be completed no later than January 15th and potentially reduce employee absenteeism, turnover, and grievances; B. Serve as an important motivational tool and improve the quality will consists 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 conference between the employee and supervisor. For it to be of significant benefit to both the individual employee and the University, 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 develop his/her competence supervisor(s) to: 1. Review employee's job duties, work performance expectations and any changes that will occur during the year related to the fullestemployee's duties; 2. In a correctly executed evaluation, Review the supervisor and areas that may need attention; and 3. Provide the employee work together with a copy of the Meet and Confer Evaluation for self­ evaluation (to find be used in the means by which the May evaluation conference with employee’s ability can be strengthened and directed.) Section Step 2. To the extent practicable, performance evaluation of an employee : Final Evaluation shall be completed by mid-SeptemberMay 15th and will consist of a conference between the employee and their supervisor(s) to: 1. Discuss the evaluation completed by both the supervisor(s) and the employee; 2. Provided employee with copies of the completed evaluation; and 3. Discuss improvement plans, if applicable (attach copy of improvement plan) a. The Performance Improvement Plan shall include key information about the issue, including a prior verbal counseling(s) or written warning(s), the work performance and/or behavior issue that must be addressed and corrected during the PIP period, and the dates on which the employee's work performance and/or behavior will be reviewed. b. The PIP should identify training and or recommendations assisting the employee to succeed with the exception Performance Improvement Plan. B. Meet and Confer employees that have reached the top step of a probationary employee who shall be evaluated in accordance with Article 19level will receive a stipend $1,250. Section 3C. Meet and Confer step increases will go into effect yearly, on July 1st, following the final yearly evaluation; except for year 1 & 2 of this agreement (refer to salary schedule). Each An annual evaluation must have been completed AND the employee shall must receive a written copy minimum rating of his/her "Effective" on their final 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 who has been so assigned. Upon receipt of a “Does Not Meet Standards” evaluation, the employee shall receive a remedial plan on how to reach a “Meets Standards” rating, and shall be re- evaluated after ninety (90) daysstep increase. Section 4. The Human Resources Office shall receive all evaluations D. Meet and Confer employees may request a review of their salary, step, level, or group by submitting the "Step/Level Change Request" from the Department Head along with justification documentation (new education, certifications, trainings/workshops/conferences, other skills attained, or additional duties) to Meet and shall retain such evaluations, together with any recommendations made on the basis of any such evaluations and evidence or materials submitted in support of such evaluations, in the respective personnel file of each employee. Section 5. Any evaluation so retained in respect to any employee may be reviewed Confer Representative by such employee in the office of Human Resources at any reasonable time, upon reasonable prior notice. Such employee shall have the right to file a written statement in response to any such evaluation. Section 6. The affected employee shall have the opportunity to see the complete performance evaluation form and shall initial it, whether in agreement with its contents or not. Section 7. An employee may only grieve the evaluation procedures of this Article and only to the level of Step 4 of Article 28.May 1st_

EVALUATION OF EMPLOYEES. Section 1Employees shall be evaluated at least once per year until they reach the F step on the salary schedule, currently the last of the non-longevity steps. Performance 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 No classified employee may evaluate another classified employee. 8.3 Review and discussion of performance evaluations shall take place during duty hours. 8.4 All employees have the right to Union representation when performance evaluations are designed to serve discussed. 8.5 After the needs of both discussion with the evaluator, the employee must sign the evaluation, but the signature will not necessarily mean the employee agrees with the evaluation. 8.6 The evaluation shall be placed in the personnel file after discussion between the evaluator and Universitythe employee. An organized program The discussion shall include strengths, weaknesses, and recommendations for improvement as appropriate. The evaluation shall be placed in the personnel file after the employee has had ten (10) working days to attach written comments to the evaluation, if desired. 8.7 If any deficiency in performance is serious in nature or is of a pattern sufficient to cause an overall performance evaluation willof “needs improvement,” the evaluator shall notify the evaluatee in writing of such fact within fifteen (15) working days of either the serious incident or the most recent occurrence of an element of the pattern. The evaluator shall make specific written recommendations for improvement and shall endeavor to assist in improving the evaluatee's performance. 8.8 If an employee is given a "needs improvement” evaluation, the formal evaluation summary shall contain all of the following: A. Improve 8.8.1 The manner in which the employee satisfaction and potentially reduce employee absenteeism, turnover, and grievancesis not meeting District standards; B. Serve as an important motivational tool and improve 8.8.2 What must be done to correct the quality of job performancedeficiencies outlined; C. Enhance 8.8.3 Specific recommendations/plans for improvement and how improvement will be measured; and 8.8.4 A specified time period in which the ability to achieve Affirmative Action goals employee must show improvement in the areas specified in the recommendations/plans for improvement. 8.9 All employees, including probationary employees, may appeal the content of a “needs improvement” rating on the Classified Performance Assessment and Development Plan through improved supervisor-employee communications;the following procedures. D. Base personnel actions on objective, accurate and fair performance appraisals; E. Monitor 8.9.1 Request an appeal within ten (10) working days of the performance of probationary employees on a timely basisappraisal. Performance evaluation is the review and rating of all factors relevant to an The 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 University, it 's request 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 develop his/her competence sent to the fullest. In supervisor's supervisor with a correctly executed evaluation, copy of the request to the supervisor and the employee work together to find the means by which the employee’s ability can be strengthened and directedOffice of Human Resources. Section 28.9.2 The person receiving the request will schedule a meeting with both parties within ten (10) working days of receiving the request. 8.9.3 He/she will render a written decision to the employee within two weeks, with a copy to the supervisor and the Office of Human Resources. To If the extent practicabledecision results in a change in the evaluation recorded on the form, performance evaluation of an employee shall a new form will be completed by mid-September, with and the exception of a probationary employee who shall previous form will be evaluated in accordance with Article 19destroyed. Section 3. 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 who has been so assigned. Upon receipt of a “Does Not Meet Standards” evaluation, the employee shall receive a remedial plan on how to reach a “Meets Standards” rating, and shall be re- evaluated after ninety (90) days. Section 4. The Human Resources Office shall receive all evaluations from the Department Head and shall retain such evaluations, together with any recommendations made on the basis of any such evaluations and evidence or materials submitted in support of such evaluations, in the respective personnel file of each employee. Section 5. Any evaluation so retained in respect to any employee may be reviewed by such employee in the office of Human Resources at any reasonable time, upon reasonable prior notice. Such employee shall have the right to file a written statement in response to any such evaluation. Section 6. The affected employee shall have the opportunity to see the complete performance evaluation form and shall initial it, whether in agreement with its contents or not. Section 7. An employee may only grieve the evaluation procedures of this Article and only to the level of Step 4 of Article 28.

EVALUATION OF EMPLOYEES. Section 1Employees shall be evaluated at least once per year until they reach the F step on the salary schedule, currently the last of the non-longevity steps. Performance evaluations are designed 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 serve limit in any way the needs District’s right to initiate an evaluation outside of both the employee and University. An organized program for employee performance regularly scheduled evaluation will:process. A. Improve employee satisfaction and potentially reduce employee absenteeism8.1 Evaluations shall be based on direct observation, turnoverknowledge of the evaluator, and grievances;other reliable information. B. Serve as 8.2 The evaluator shall have at least three (3) months of direct observation to evaluate an important motivational tool employee. 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 improve there shall be no change in the quality of job performance;employee’s salary date. C. Enhance 8.2.2 If the ability to achieve Affirmative Action goals through improved supervisor-employee communications; D. Base personnel actions on objectiveoverall performance in the three (3) month evaluation needs improvement, 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 salary increase will be delayed until the jobsix (6) month evaluation. It involves observationIf the overall performance of the six (6) month evaluation meets or exceeds expectations, guidance, training and open communication between the employee and supervisor. For it to be of significant benefit to both the individual employee and the University, 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 develop 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. To the extent practicable, performance evaluation of an employee salary shall be completed by mid-September, with the exception of a probationary employee who advanced retroactively and there shall be evaluated no change in accordance with Article 19. Section 3the employee’s salary date. Each employee shall receive a written copy of his/her A six (6) month “needs improvement” 51 evaluation and shall be entitled to discuss the evaluation consistent with his/her immediate supervisor and, if requested, with the supervisor of the next higher level who has been so assigned. Upon receipt of a “Does Not Meet Standards” evaluation, the employee shall receive a remedial plan on how to reach a “Meets Standards” rating, and shall be re- evaluated after ninety (90) daysArticles 8.8 through 8.10. Section 4. The Human Resources Office shall receive all evaluations from the Department Head and shall retain such evaluations, together with any recommendations made on the basis of any such evaluations and evidence or materials submitted in support of such evaluations, in the respective personnel file of each employee. Section 5. Any evaluation so retained in respect to any employee may be reviewed by such employee in the office of Human Resources at any reasonable time, upon reasonable prior notice. Such employee shall have the right to file a written statement in response to any such evaluation. Section 6. The affected employee shall have the opportunity to see the complete performance evaluation form and shall initial it, whether in agreement with its contents or not. Section 7. An employee may only grieve the evaluation procedures of this Article and only to the level of Step 4 of Article 28.

EVALUATION OF EMPLOYEES. Section 1. Performance The evaluation process shall comply with all the requirements established by state law and the Michigan Department of Education, including but not limited to the Race to the Top requirements set forth in MCL 380.1249 and 1250, which currently requires: a) the teacher evaluation process shall include student achievement measures as a significant portion of the evaluation process; b) such student achievement measures shall be based on national, state and/or local assessments and other objective criteria; and c) effective with the June 2012 evaluation, a teacher must receive satisfactory evaluations are designed to serve advance on the needs salary schedule. 2. The evaluation of both the employee and University. An organized program for employee performance evaluation will: A. Improve employee satisfaction and potentially reduce employee absenteeism, turnover, and grievances; 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 responsibility of the administration. 3. Administration will make every attempt to provide constructive and progressive feedback. In conducting such evaluations, all monitoring or observations shall be done openly. 4. Evaluations shall only be conducted by a special education administrator and/or individual as designated by the Board. Each written 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 University, 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 develop 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 performance shall be strengthened and directedbased upon at least fifteen (15) accumulated minutes of classroom observation or other observation methods as appropriate. Section 25. To the extent practicable, The performance evaluation of an employee shall be completed by mid-September, with the exception of a probationary employee who all employees shall be evaluated in writing in accordance with Article 19.applicable law and as follows: Section 3. Each employee shall receive a written copy of his/her evaluation and A. First-year probationary teachers shall be entitled to discuss the evaluation with his/her immediate supervisor and, if requested, with the supervisor evaluated at least twice during their first year – once upon completion of the next higher level who has been so assigned. Upon receipt of a “Does Not Meet Standards” evaluation, the employee shall receive a remedial plan on how to reach a “Meets Standards” rating, and shall be re- evaluated after ninety (90) days. Section 4calendar days and again at least sixty (60) calendar days prior to the end of the school year. The Human Resources Office Once completed, a personal meeting shall receive all evaluations from the Department Head and shall retain such evaluations, together be held within ten (10) school days with any recommendations made on the basis of any such evaluations and evidence or materials submitted in support of such evaluations, in the respective personnel file of each employee. Section 5. Any evaluation so retained in respect probationary teacher to any employee may be reviewed by such employee in the office of Human Resources at any reasonable time, upon reasonable prior notice. Such employee shall have the right to file a written statement in response to any such review his evaluation. Section B. All other employees shall be evaluated at least once per school year and at least sixty (60) calendar days prior to the end of the school year. Once completed, a personal meeting shall be held within ten (10) school days with each employee to review his evaluation. C. After any formal evaluation, along with employee input, the Board may initiate an Employee Improvement Plan. Additionally, employees may request to be evaluated more frequently than as identified within this section. 6. The affected In the event that an employee shall feels that his evaluation was incomplete or unjust, he may put his objections/responses in writing, have them attached to the opportunity to see the complete performance evaluation form evaluation, and shall initial it, whether have them placed in agreement with its contents or not. Section 7. An employee may only grieve the evaluation procedures section of this Article and only his personal file. The written responses shall be limited to the level of Step 4 of Article 28five (5) letter-sized pages.

EVALUATION OF EMPLOYEES. ‌ Section 1. Performance evaluations are designed to serve the needs of both the employee and UniversityEmployer. An organized program for employee performance evaluation will: A. Improve employee satisfaction and potentially reduce employee absenteeism, turnover, and grievancesgrievance; 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 University, 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 develop 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. To the extent practicable, performance Performance evaluation of an employee shall be completed made annually by mid-September, the supervisor within sixty (60) days prior to the anniversary date of initial hire or appointment to present position with the exception of a probationary employee who shall be evaluated at completion of the first three (3) months of probationary service and within one month prior to the completion of the probationary period. Such evaluation will be recorded in accordance writing on the form attached hereto, 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 Article 19others; E. Supervisory ability (if employee supervises others). Section 3. Section A. To the extent practicable, an employee who may be nearing a "Does Not Meet Standards" rating shall be counseled by his/her supervisor at least three (3. ) months in advance of the final stage of the evaluation as to the specific areas that must be improved and what he/she must do to attain a "Meets Standards" rating. B. 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 so assignedassigned 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. C. Upon receipt of a “"Does Not Meet Standards” " evaluation, the employee shall receive a remedial plan on how to reach a “"Meets Standards” Standard" rating, and shall be re- evaluated after ninety (90) days. Section 4. The Human Resources Office shall receive all evaluations from the Department Head and shall retain such evaluations, together with any recommendations made on the basis of any such evaluations and evidence or materials submitted in support of such evaluations, in the respective personnel file of each employee. Section 5. Any evaluation so retained in respect to any employee may be reviewed by such employee in the office of Human Resources at any reasonable time, upon reasonable prior notice. Such employee shall have the right to file a written statement in response to any such evaluation. Section 6. The affected employee shall have the opportunity to see the complete performance evaluation form and shall initial it, whether in agreement with its contents or not. Section 7. An employee may only grieve the evaluation procedures of this Article and only to the level of Step 4 of Article 28.

EVALUATION OF EMPLOYEES. Section 1Employees shall be evaluated at least once per year until they reach the F step on the salary schedule, currently the last of the non-longevity steps. Performance 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 No classified employee may evaluate another classified employee. 8.3 Review and discussion of performance evaluations shall take place during duty hours. 8.4 All employees have the right to Union representation when performance evaluations are designed to serve discussed. 8.5 After the needs of both discussion with the evaluator, the employee must sign the evaluation, but the signature will not necessarily mean the employee agrees with the evaluation. 8.6 The evaluation shall be placed in the personnel file after discussion between the evaluator and Universitythe employee. An organized program The discussion shall include strengths, weaknesses, and recommendations for improvement as appropriate. The evaluation shall be placed in the personnel file after the employee has had ten (10) working days to attach written comments to the evaluation, if desired. 8.7 If any deficiency in performance is serious in nature or is of a pattern sufficient to cause an overall performance evaluation willof “needs improvement,” the evaluator shall notify the evaluatee in writing of such fact within fifteen (15) working days of either the serious incident or the most recent occurrence of an element of the pattern. The evaluator shall make specific written recommendations for improvement and shall endeavor to assist in improving the evaluatee's performance. 8.8 If an employee is given a "needs improvement” evaluation, the formal evaluation summary shall contain all of the following: A. Improve 8.8.1 The manner in which the employee satisfaction and potentially reduce employee absenteeism, turnover, and grievancesis not meeting District standards; B. Serve as an important motivational tool and improve 8.8.2 What must be done to correct the quality of job performancedeficiencies outlined; C. Enhance 8.8.3 Specific recommendations/plans for improvement and how improvement will be measured; and 8.8.4 A specified time period in which the ability to achieve Affirmative Action goals employee must show improvement in the areas specified in the recommendations/plans for improvement. 8.9 All employees, including probationary employees, may appeal the content of a “needs improvement” rating on the Classified Performance Assessment and Development Plan through improved supervisor-employee communications;the following procedures. D. Base personnel actions on objective, accurate and fair performance appraisals; E. Monitor 8.9.1 Request an appeal within ten (10) working days of the performance of probationary employees on a timely basisappraisal. Performance evaluation is the review and rating of all factors relevant to an The 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 University, it 's request 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 develop his/her competence sent to the fullest. In supervisor's supervisor with a correctly executed evaluation, copy of the request to the supervisor and the employee work together to find the means by which the employee’s ability can be strengthened and directedOffice of Human Resources. Section 28.9.2 The person receiving the request will schedule a meeting with both parties within ten (10) working days of receiving the request. 8.9.3 He/she will render a written decision to the employee within two weeks, with a copy to the supervisor and the Office of Human Resources. To If the extent practicabledecision results in a change in the evaluation recorded on the form, performance evaluation of an employee shall a new form will be completed by mid-September, with and the exception previous form will be destroyed. Table of a probationary employee who shall be evaluated in accordance with Article 19. Section 3. 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 who has been so assigned. Upon receipt of a “Does Not Meet Standards” evaluation, the employee shall receive a remedial plan on how to reach a “Meets Standards” rating, and shall be re- evaluated after ninety (90) days. Section 4. The Human Resources Office shall receive all evaluations from the Department Head and shall retain such evaluations, together with any recommendations made on the basis of any such evaluations and evidence or materials submitted in support of such evaluations, in the respective personnel file of each employee. Section 5. Any evaluation so retained in respect to any employee may be reviewed by such employee in the office of Human Resources at any reasonable time, upon reasonable prior notice. Such employee shall have the right to file a written statement in response to any such evaluation. Section 6. The affected employee shall have the opportunity to see the complete performance evaluation form and shall initial it, whether in agreement with its contents or not. Section 7. An employee may only grieve the evaluation procedures of this Article and only to the level of Step 4 of Article 28.Contents

EVALUATION OF EMPLOYEES. Section 1. Performance evaluations are designed to serve the needs of both the employee and UniversityEmployer. An organized program for employee performance evaluation will: A. Improve employee satisfaction and potentially reduce employee absenteeism, turnover, and grievancesgrievance; 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 University, 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 develop 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. To the extent practicable, performance Performance evaluation of an employee shall be completed made annually by mid-September, the supervisor within sixty (60) days prior to the anniversary date of initial hire or appointment to present position with the exception of a probationary employee who shall be evaluated at completion of the first three (3) months of probationary service and within one month prior to the completion of the probationary period. Such evaluation will be recorded in accordance writing on the form attached hereto, 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 Article 19others; E. Supervisory ability (if employee supervises others). Section A. To the extent practicable, an employee who may be nearing a "Does Not Meet Standards" rating shall be counseled by his/her supervisor at least three (3. ) months in advance of the final stage of the evaluation as to the specific areas that must be improved and what he/she must do to attain a "Meets Standards" rating. B. 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 so assignedassigned to review the performance evaluation. For the purpose of this Article, the term of immediate supervisor shall mean the immediate work supervisor, who may or may not be a unit member. Such supervisor shall receive training on how to conduct performance evaluations and the Union shall be provided a list of Union supervisors who will perform this duty C. Upon receipt of a “"Does Not Meet Standards” " evaluation, the employee shall receive a remedial plan on how to reach a “"Meets Standards” Standard" rating, and shall be re- evaluated after ninety (90) days. Section 4. The Human Resources Office shall receive all evaluations from the Department Head and shall retain such evaluations, together with any recommendations made on the basis of any such evaluations and evidence or materials submitted in support of such evaluations, in the respective personnel file of each employee. Section 5. Any evaluation so retained in respect to any employee may be reviewed by such employee in the office of Human Resources at any reasonable time, upon reasonable prior notice. Such employee shall have the right to file a written statement in response to any such evaluation. Section 6. The affected employee shall have the opportunity to see the complete performance evaluation form and shall initial it, whether in agreement with its contents or not. Section 7. An employee may only grieve the evaluation procedures of this Article and only to the level of Step 4 of Article 28.

EVALUATION OF EMPLOYEES. Section 1Employees shall be evaluated at least once per year until they reach the F step on the salary schedule. Performance evaluations are designed 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 serve limit in any way the needs District’s right to initiate an evaluation outside of both 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 University. An organized program for employee there shall be no change in the employee’s salary date. 8.2.2 If the overall performance in the three (3) month evaluation will: A. Improve employee satisfaction and potentially reduce employee absenteeismneeds improvement, turnover, and grievances; 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 salary increase will be delayed until the jobsix (6) month evaluation. It involves observationIf the overall performance of the six (6) month evaluation meets or exceeds expectations, guidance, training and open communication between the employee and supervisor. For it to be of significant benefit to both the individual employee and the University, 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 develop 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 salary shall be strengthened advanced retroactively and directedthere 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. Section 2. To the extent practicable, performance evaluation of an 8.3 No classified employee shall be completed by mid-September, with the exception of a probationary employee who shall be evaluated in accordance with Article 19. Section 3. 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 who has been so assigned. Upon receipt of a “Does Not Meet Standards” evaluation, the employee shall receive a remedial plan on how to reach a “Meets Standards” rating, and shall be re- evaluated after ninety (90) days. Section 4. The Human Resources Office shall receive all evaluations from the Department Head and shall retain such evaluations, together with any recommendations made on the basis of any such evaluations and evidence or materials submitted in support of such evaluations, in the respective personnel file of each may evaluate another classified employee. Section 5. Any evaluation so retained in respect to any employee may be reviewed by such employee in the office 8.4 Review and discussion of Human Resources at any reasonable time, upon reasonable prior notice. Such employee performance evaluations shall take place during duty hours. 8.5 All employees have the right to file a written statement in response to any such evaluationUnion representation when performance evaluations are discussed. Section 6. The affected employee shall have the opportunity to see the complete performance evaluation form and shall initial it, whether in agreement with its contents or not. Section 7. An employee may only grieve the evaluation procedures of this Article and only to the level of Step 4 of Article 28.

EVALUATION OF EMPLOYEES. ‌ Section 1. Performance evaluations are designed to serve the needs of both the employee and University. An organized program for employee performance evaluation will: A. Improve employee satisfaction and potentially reduce employee absenteeism, turnover, and grievances; 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 's effectiveness on the job. It involves observation, guidance, DocuSign Envelope ID: 9744BCB0-D098-4C79-9539-D991AE171AD6 DocuSign Envelope ID: CF62771A-BBD5-4FF1-96D3-9D9FFD2A61BE training and open communication between the employee and supervisor. For it to be of significant benefit to both the individual employee and the University, it should be a continuous process. Performance evaluation should be seen primarily as a developmental tool. Its purpose is to assess an employee’s 's job related strengths and weaknesses and develop 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 's ability can be strengthened and directed. Section 2. To the extent practicable, performance evaluation of an employee shall be completed by mid-September, with the exception of a probationary employee who shall be evaluated in accordance with Article 19. Section 3. 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 who has been so assigned. Upon receipt of a “"Does Not Meet Standards” " evaluation, the employee shall receive a remedial plan on how to reach a “"Meets Standards” " rating, and shall be re- evaluated after ninety (90) days. Section 4. The Human Resources Office shall receive all evaluations from the Department Head and shall retain such evaluations, together with any recommendations made on the basis of any such evaluations and evidence or materials submitted in support of such evaluations, in the respective personnel file of each employee. Section 5. Any evaluation so retained in respect to any employee may be reviewed by such employee in the office of Human Resources at any reasonable time, upon reasonable prior notice. Such employee shall have the right to file a written statement in response to any such evaluation. Section 6. The affected employee shall have the opportunity to see the complete performance evaluation form and shall initial it, whether in agreement with its contents or not.. DocuSign Envelope ID: 9744BCB0-D098-4C79-9539-D991AE171AD6 DocuSign Envelope ID: CF62771A-BBD5-4FF1-96D3-9D9FFD2A61BE Section 7. An employee may only grieve the evaluation procedures of this Article and only to the level of Step 4 of Article 28.