Evaluation of Unit Members. The purpose of the program of evaluation is to rate and attempt to improve the competence of the staff (individual unit members). The program of evaluation shall apply to all unit members. All appraisals are to be completed between April 1 and May 31 of each year. Final markings and comments on the appraisal should be in ink or typewritten. Additional pages may be used if more space is needed for narrative comments. The evaluation is to be given to the employee and discussed in a private interview with the employee. Any changes in the evaluation which may be made during the interview should be initialed by the employee. All attachments must be signed by the employee and evaluator. Employees are to be evaluated in conjunction with the Essential Functions of their respective job description. Always read the Essential Functions of the employee’s job description prior to beginning this process.
Evaluation of Unit Members. Section 1: Employees of the School District shall have a reasonable expectation of continued employment and regular advancement in salary so long as their service is competent, efficient and satisfactory.
Section 2: Employees will be evaluated within the scope of their job title or job description.
Section 3: After such an observation and evaluation, a written copy of the evaluation will be provided to the employee in a timely fashion. The employee may request a follow-up conference to discuss the evaluation. The form used in the evaluation will be at the option of the Superintendent.
Section 4: The employee must sign any evaluation only to indicate that he/she has seen it before it is placed in his/her personnel file.
Evaluation of Unit Members. At least once each year the work performance of each unit member will be evaluated. The purpose of this evaluation will be to assist the unit member to improve his/her per- formance. The results of this evaluation will be in writing. A unit member may submit to his/her supervisor a self-evaluation in writing prior to his/her supervisor’s written xxxxx- xxxxx. Once the written evaluation is prepared, the supervisor will discuss it with the unit member. Unit members who wish may, after the evaluation conference, prepare a written commentary to the evaluation, and this commentary will be included in the file along with the evaluation document or any copies that are made thereof.
Evaluation of Unit Members. The evaluation of permanently appointed unit members shall be done in accordance with a jointly developed process and timetable. The purpose of evaluation is to inform unit members of their performance. The employee evaluation of unit members will be done annually during the first three years of employment. After three years in the same assignment, unit members will be evaluated every other year. The district reserves the right to evaluate a unit member annually. Evaluation Process and Timetable:
1. By April 1, evaluation forms and applicable instructions will be distributed to all affected supervisors.
2. During the period April 15 through June 1, evaluations are completed for each BAEOP unit member by supervisors.
a. Written information on performance may be obtained from other professional staff members who work directly with the non-teaching staff and should be used by the administrator or supervisor in preparing evaluations.
b. The staff member may also submit information about her/his performance.
c. A copy of the evaluation will be in the hands of the staff member 48 hours in advance of the evaluation conference.
3. By June 1, a final evaluation conference is to be conducted by the appropriate administrator or supervisor. Each completed evaluation must be signed by the person acknowledging that the evaluation was given and that she/he has received a copy. After the evaluation conference, any staff member, who wishes to do so, may prepare a written commentary to the evaluation, which will be included in the file along with the evaluation document, or with any copies that are made thereof. An employee wishing to appeal her/his performance evaluation should indicate to her/his immediate supervisor her/his concerns about the evaluation at the evaluation conference. If the employee wishes to appeal further, she/he should request, in writing, a meeting with the immediate supervisor of her/his supervisor within 5 working days of her/his evaluation conference. A written decision of the appeal will be rendered within 5 days of this meeting.
Evaluation of Unit Members. The purpose of the program of evaluation is to rate and attempt to improve the competence of the staff (individual unit members). The program of evaluation shall apply to all unit members. Each permanent unit member shall be rated by his/her immediate supervisor by May of each year unless he/she has been rated since the preceding February 1. The rating will be made using the District evaluation form. Additional ratings may be completed at the request of the supervisor or unit member upon approval of the Director of Human Resources and Employee Relations.
Evaluation of Unit Members. In order to support the purpose of the evaluation process to continually improve instruction and/or performance of members and thereby improve the quality of education for children, youth, and adults, as well as compliance with the Education Code, will continue during the 2020-21 school year.
Evaluation of Unit Members. A. Teaching Assistants. Attached as Appendix C.
Evaluation of Unit Members. A. A. Unit members serving an eight (8) month probationary period will be evaluated between the first day of the fifteenth week of probation and the last day of the twentieth week of probation. The intent of this evaluation is to notify the Unit Member of how she/he is performing the duties of the position and what problem areas, if any, must be remediated before permanent status is granted. The evaluation must be in writing in any format the Unit Member’s supervisor deems appropriate.
B. Teaching Assistants. Attached as Appendix C.
Evaluation of Unit Members. The Unit Member, working under the supervision of the Superintendent or designee, has the responsibility for the internal management of the school building and the quality of instruction throughout the building. Given the belief that all children can learn, prime responsibilities of the unit member include: - Creating a safe and productive learning environment which effectively balances the rights and responsibilities of all students. - Demonstrating leadership in the promotion, dissemination, implementation and evaluation of curricular and instructional theory that all children, regardless of circumstances, can learn. - Assisting teachers in the implementation of an instructional program that is suitable for the learners. - Facilitating participation of students, staff, parents and community in the planning and decision making process. - Evaluating the effectiveness of individual staff members. - Contributing to the professional growth of staff and self. - Arranging opportunities for staff members to improve their competencies as facilitators of learning. - Managing the local school budget, teaching assignments and schedules, the care and use of the instructional supplies and equipment including the timely submission of all required reports. - Communicating the goals, objectives and achievements of the school and the district to the students, parents, teaching staff and central administration. - Fostering the integration of exceptional students into all aspects of the school community. - Insuring that the talents (academic, physical, social, emotional) of each child are identified and developed to the fullest extent possible. - Evaluating the effectiveness of the instructional program as it is being implemented in the school. - Developing and maintaining an effective public relations program with parents and community. - Providing effective leadership in the successful planning, monitoring, evaluation and development of reports on the achievement of projected outcomes contained in district, building and individual goals.
Evaluation of Unit Members. At least once each year the work performance of each unit member will be evaluated. The purpose of this evaluation will be to assist the unit member to improve his/her performance. The results of this evaluation will be in writing. A unit member may submit to his/her supervisor a self-evaluation in writing prior to his/her supervisor's written evaluation. Once the written evaluation is prepared, the supervisor will discuss it with the unit member. Unit members who wish may, after the evaluation conference, prepare a written commentary to the evaluation, and this commentary will be included in the file along with the evaluation document or any copies that are made thereof. The District and Teamsters Local 118 agree, after ratification of this Agreement and prior to April 1st, 2009 to finalize the development of a new annual evaluation tool and process to be implemented for the 2008- 2009 evaluation period and used annually for all subsequent years. The output of the committee must be presented to and agreed upon by the Superintendent of Schools and the Union.
