Common use of Evaluation of Performance Clause in Contracts

Evaluation of Performance. Article under committee review. 23.1 Intent of Evaluation 23.1.1 The primary purpose of the evaluation is to recognize the employee’s contributions to the District, and to assist the employeein improving job knowledge and skills. In the case(s) that through a fair evaluation process it is found that an employeeneeds improvement, support will be provided through the components of this Agreement. 23.1.2 A new supervisor shall work with an employeeat least six (6) months (preferably one (1) year) before conducting an evaluation. At the beginning of each fiscal year the immediate supervisor will meet with the employeeto discuss performance expectations for the upcoming fiscal year. 23.1.3 The evaluation year extends from July 1st to June 30th each fiscal year. No later than June 30th preceding the evaluation year there shall be a meeting between the immediate supervisor and the employeeto establish the parameters of the evaluation. In this meeting the following will be covered: • Identification of strengths and how the immediate supervisor and employeewill plan to build on these strengths. • Identification of the accuracy of the employee’s job description and clarification of job expectations in the job description. This will include a timeline of job duties, if this is appropriate to the work (e.g., which months the report is sent to Board, frequency that windows are cleaned). Any mutually agree to additional duties included in the employee’s job responsibilities will be identified and sent to Human Resources. • Identification of new skills, greater knowledge needed for the job duties and a plan of action that provide the employee with the skills and knowledge needed. • The immediate supervisor will identify any major projects to be achieved and/or priorities to be assigned during the evaluation year. A mutual plan on how to accommodate these additional needs will be drafted. The mutual plan will be in place by June 30th of the evaluation year. • Evaluations will be completed on forms jointly agreed to by the District and the CEU. (see Appendix A) 23.1.4 In the case of an unsatisfactory evaluation the employee will receive a clear report on deficiencies and an improvement plan will be developed. The employeewill receive this plan ten (10) days after the final evaluation meeting. Employeeson an Improvement Plan will be provided adequate time and training to reach the benchmarks defined. This will be discussed in a meeting. An Improvement Plan shall include specific recommendations for improvement, objectives, and timelines. 23.1.5 The employeewill be evaluated by their immediate supervisor. The supervisor(s) will receive training on the evaluation process prior to the evaluation of employees. This training will be updated every five (5) years.

Evaluation of Performance. Article under committee review.‌ 23.1 Intent of EvaluationEvaluation‌ 23.1.1 The primary purpose of the evaluation is to promote communication and provide useful feedback about job performance. It is an opportunity to recognize the employee’s accomplishments and contributions to the District, District and to assist the employeein improving job knowledge employee in identifying areas of potential learning and skillsprofessional development. In the case(s) case that through a fair evaluation process process, it is found that an employeeneeds improvementemployee does not meet expectations, support will be provided through an improvement plan as noted on the components of this Agreementevaluation form. 23.1.2 A new 23.2 Probationary Employees‌ 23.2.1 Refer to Article 9 – Probationary Employees 23.3 Permanent Employees‌ 23.3.1 Permanent employees shall receive an annual formal written performance evaluation during the first two (2) years of employment. After the first two (2) years of employment and two (2) consecutive evaluations with an overall rating of meets or exceeds expectations, permanent employees shall be evaluated every two (2) years. 23.4 Special Evaluations‌‌ 23.4.1 An immediate supervisor may, at any time, issue to an employee a “Notice of Commendation” or a “Notice of Special Evaluation.” This can be used to help employees achieve higher aspirations and/or improve performance. 23.5 Evaluation Process‌ 23.5.1 Evaluation process for classified employees • The evaluation process for classified employees shall be known as the Evaluation Cycle (Cycle) • The Evaluation Cycle shall begin in November and run through October. • Each Evaluation Cycle shall start and end with goal setting. • The Evaluator (supervisor) should check in regularly with the employee during the cycle. • In September, the Self Evaluation form should be provided to the employee and reviewed with the supervisor during the evaluation meeting. • In October, the written evaluation is prepared by the evaluator and the evaluator sets the evaluation meeting. • During the evaluation meeting, the evaluator and employee will meet face to face to discuss the self-evaluation and the performance evaluation. Once the evaluation is reviewed, goals and expectations will be set for the next Evaluation Cycle. • All employees shall receive a copy of their evaluation. The immediate supervisor shall work with an employeeat least six (6) months (preferably one (1) year) before conducting an evaluation. At the beginning of each fiscal year the immediate supervisor will meet with the employeeto discuss performance expectations retain a copy for the upcoming fiscal year. 23.1.3 The evaluation year extends from July 1st to June 30th each fiscal year. No later than June 30th preceding the evaluation year there supervisor’s file and a copy shall be a meeting between the immediate supervisor and the employeeto establish the parameters of the evaluation. In this meeting the following will be covered: • Identification of strengths and how the immediate supervisor and employeewill plan to build on these strengths. • Identification of the accuracy of the employee’s job description and clarification of job expectations in the job description. This will include a timeline of job duties, if this is appropriate forwarded to the work (e.g., which months the report is sent to Board, frequency that windows are cleaned). Any mutually agree to additional duties included Director of Human Resources for inclusion in the employee’s job responsibilities will be identified and sent to Human Resources. personnel file. 23.5.2 Improvement plan process for classified employees • Identification of new skills, greater knowledge needed for the job duties and a plan of action that provide the employee with the skills and knowledge needed. • The immediate supervisor will identify any major projects to be achieved and/or priorities to be assigned during the evaluation year. A mutual plan on how to accommodate these additional needs will be drafted. The mutual plan will be in place by June 30th of the evaluation year. • Evaluations will be completed on forms jointly agreed to by the District and the CEU. (see Appendix A) 23.1.4 In the case event of an unsatisfactory evaluation with an overall rating of does not meet expectations the employee will receive an Improvement Plan. • An improvement plan provides a clear report on deficiencies identified deficiencies. • It shall include specific recommendations for improvement, objectives, and an improvement plan timelines. • The employee will be developed. The employeewill receive this plan ten (10) days after the final evaluation in a separate meeting. Employeeson • Employees on an Improvement Plan will be provided with adequate time and training to reach the benchmarks defined. This will be discussed in a meeting. An • Supervisors and employees on an Improvement Plan shall include specific recommendations for improvementhave meetings and written evaluations until the deficiencies are corrected, objectives, and timelinesor other remedies are determined to be necessary by the appropriate Administrator. 23.1.5 The employeewill be evaluated by their immediate supervisor23.5.3 New supervisors shall meet with an employee within the first month to set expectations and goals. The supervisor(snew supervisor will work with an employee at least three (3) will receive training on the evaluation process prior to the evaluation of employees. This training will be updated every five (5) yearsmonths before conducting a formal evaluation. 23.6 Appeals‌

Evaluation of Performance. Article under committee review.‌ 23.1 22.1 Intent of EvaluationEvaluation‌ 23.1.1 22.1.1 The primary purpose of the evaluation is to recognize the employee’s unit members’ contributions to the District, and to assist the employeein unit member in improving job knowledge and skills. In the case(s) that through a fair evaluation process it is found that an employeeneeds a unit member needs improvement, support will be provided through the components of this Agreementagreement. 23.1.2 22.1.2 A new supervisor shall work with an employeeat a unit member at least six (6) months (preferably one (1) one year) before conducting an evaluation. At the beginning of each fiscal year the immediate supervisor will meet with the employeeto unit member(s) to discuss performance expectations for the upcoming fiscal year. 23.1.3 22.1.3 The evaluation year extends from July 1st to June 30th each fiscal year. No later than June 30th preceding the evaluation year there shall be a meeting between the immediate supervisor and the employeeto unit member to establish the parameters of the evaluation. In this meeting the following will be covered: • Identification of strengths and how the immediate supervisor and employeewill unit member will plan to build on these strengths. • Identification of the accuracy of the employeeunit member’s job description and clarification of job expectations in the job description. This will include a timeline of job duties, if this is appropriate to the work (e.g., which months the report is sent to Board, frequency that windows are cleaned). Any mutually agree to additional duties included in the employeeunit member’s job responsibilities will be identified and sent to Human Resources. • Identification of new skills, greater knowledge needed for the job duties and a plan of action that provide the employee member with the skills and knowledge needed. • The immediate supervisor will identify any major projects to be achieved and/or priorities to be assigned during the evaluation year. A mutual plan on how to accommodate these additional needs will be drafted. The mutual plan will be in place by June 30th of the evaluation year. • . 22.1.4 Evaluations will be completed on forms jointly agreed to by the District and the CEUUnion. (see Appendix A) 23.1.4 22.1.5 In the case of an unsatisfactory evaluation the employee member will receive a clear report on deficiencies and an improvement plan will be developed. The employeewill unit member will receive this plan ten (10) days after the final evaluation meeting. Employeeson Unit members on an Improvement Plan will be provided adequate time and training to reach the benchmarks defined. This will be discussed in a meeting. An Improvement Plan shall include specific recommendations for improvement, objectives, and timelines. 23.1.5 22.1.6 The employeewill unit member will be evaluated by their his/her immediate supervisor. The supervisor(s) will receive training on the evaluation process Evaluation prior to the evaluation of employeesunit members. This training will be updated every five (5) years.

Evaluation of Performance. Article under committee review. 23.1 Intent of Evaluation 23.1.1 The primary purpose of the evaluation process is to recognize the employee’s contributions to the District, assess overall effectiveness and competence and to assist provide secretaries and clerks with information about performance expectations, clear feedback for improvement about the employeein improving job knowledge specific requirements of their jobs and skillsclear structures for accountability. In the case(s) that through a fair The new evaluation process it is found that an employeeneeds improvement, support instrument attached as Appendix B will be provided through used by the components parties. The following process will be used for performance evaluation: Before September 15th, bargaining unit members with one or more years of this Agreement. 23.1.2 A new supervisor experience in Mansfield will review, initial and date a copy of the Evaluation Form and their job description, when completed, as an indication they have familiarized themselves with the expectations for their position and to help familiarize themselves with the instrument they will use again in May. During the first year of the contract, all employees will be evaluated. The supervising administrator or designee will complete the evaluation form. If an employee works in two departments, the supervising administrators or designees will work together to complete one evaluation form. The employee shall work with an employeeat least six (6) months (preferably one (1) year) before conducting an receive a copy of each evaluation. At the beginning of each fiscal year the immediate supervisor This will meet with the employeeto discuss performance expectations for the upcoming fiscal year. 23.1.3 The evaluation year extends from July 1st to June 30th each fiscal year. No later than June 30th preceding the evaluation year there shall be followed within five (5) business days by a meeting between the immediate supervisor supervising administrator and the employeeto establish employee to review the parameters evaluation form. All employees shall be evaluated a minimum of once annually with the final review meeting held before May 31st of each school year. In addition, employees during their probationary period will receive an evaluation using the evaluation form by the end of their fourth month of employment for school year employees or their fifth month of employment for calendar year employees. The employee will be allowed to write a response to the evaluation, if desired. A copy of the evaluation. In this meeting the following will be covered: • Identification of strengths and how the immediate supervisor and employeewill plan to build on these strengths. • Identification of the accuracy of evaluation form, together with the employee’s job description and clarification of job expectations in the job description. This will include a timeline of job dutiesresponse, if this is appropriate shall be forwarded to the work (e.g., which months the report is sent to Board, frequency that windows are cleaned). Any mutually agree to additional duties included Superintendent of Schools for review and placement in the employee’s job responsibilities personnel file. Performance deficiencies brought to the attention of the bargaining unit member or observed by the evaluator during the year, will be identified investigated and sent brought to Human Resourcesthe attention of the employee immediately and followed by a meeting with the employee. • Identification A memo memorializing the meeting will be written to the employee and copied to the appropriate personnel. All memos will include recommendations for improvement that indicate to the employee what needs to improve and how to improve. If an evaluator believes there has been sufficient documentation of new skillsperformance that is “Does Not Meet Expectations” the evaluation form should be completed. Once the evaluation is completed and contains a rating of “Does Not Meet Expectations”, greater knowledge needed the employee should be placed on an Employee Success Plan. Each plan must include the following: ● recommendations for improvement that include a description of what needs to improve and how to improve supports targeted directly to the job duties areas for improvement noted in the plan ● a monitoring system (including status report meetings), and a plan period of action that provide the employee with the skills no less than thirty (30) calendar days and knowledge needed. • The immediate supervisor will identify any major projects to be achieved and/or priorities to be assigned during the evaluation year. A mutual plan on how to accommodate these additional needs will be drafted. The mutual plan will be in place by June 30th of the evaluation year. • Evaluations will be completed on forms jointly agreed to by the District and the CEU. no more than one (see Appendix A) 23.1.4 In the case of an unsatisfactory evaluation the employee will receive a clear report on deficiencies and an improvement plan will be developed. The employeewill receive this plan ten (101) days after the final evaluation meeting. Employeeson an Improvement Plan will be provided adequate time and training to reach the benchmarks defined. This will be discussed in a meeting. An Improvement Plan shall include specific recommendations calendar year for improvement, objectives, and timelines. 23.1.5 The employeewill be evaluated by their immediate supervisor. The supervisor(s) will receive training on the evaluation process prior to the evaluation of employees. This training will be updated every five (5) years.