Evaluation Policy. Forms The current evaluation policy and forms identified in this article will remain in place until such time as the Faculty Caucus and administration mutually agree to new policy or forms.
Evaluation Policy. A. As it relates to individual employees who are not regulated by the Teacher Tenure Act, the primary purpose of evaluation is for the improvement of essential job duties.
B. As it relates to individual employees who are not regulated by the Teacher Tenure Act, the principal, or assistant principal, is responsible for the evaluation of all personnel in their building. In meeting this responsibility, the principal, or assistant principal, has the obligation to identify, specifically, any observable inadequacies in individual performances. When such inadequacies are identified, the principal, or assistant principal, must offer guidance and help to the individual for the purpose of correcting such deficiencies.
C. As it relates to individual employees who are not regulated by the Teacher Tenure Act, probationary employees shall be evaluated at least once annually. The annual year-end performance evaluation of a probationary employee must be based on at least two (2) work environment observations, which must be held at least sixty (60) days apart, unless an interval less than sixty (60) days has been mutually agreed upon by the probationary employee and administration. The observations may be announced or unannounced. As it relates to individual employees who are not regulated by the Teacher Tenure Act, these employees shall be evaluated at least once every three (3) years (unless a shorter period is required by another statute) based upon at least two (2) work environment observations conducted during the interval covered by the evaluation. The observations may be announced or unannounced. As it relates to individual employees who are not regulated by the Teacher Tenure Act, an employee may request or an administrator may elect to conduct additional work environment observations beyond those required by law.
1. The results of the evaluator’s observations will be communicated in written form to the employee within five (5) school days following a workplace visitation provided both the employee and evaluator are present at work. If the evaluator observes any serious deficiencies in the employee’s performance, a conference will be held with the employee within five (5) school days of the observation provided both the employee and evaluator are present at work.
2. The report will not contain a numerical rating system. An employee’s performance will be evaluated as “highly effective,” “effective,” “minimally effective,” or “ineffective.”
3. In addition, each evalu...
Evaluation Policy. 17.01 Evaluations will be conducted annually. The Building and Grounds supervisor or designee will evaluate bargaining unit members. The evaluation will include the signature of the employee; this signature shall not signify agreement of the contents of said evaluation, only that the employee is aware of its placement in the personnel file. A copy of the evaluation shall be provided to the employee within ten (10) workdays of the official evaluation meeting. Employees may submit a rebuttal for attachment to the evaluation within ten (10) workdays after receiving a copy of the evaluation.
Evaluation Policy. The School Board will maintain an evaluation policy and the district staff will adhere to said policy.
Evaluation Policy. Philosophy
Evaluation Policy. The purpose of evaluation is:
1. To assess an employee’s work performance
2. To help employees achieve greater effectiveness in the performance of their work assignments.
3. To assist in informing personnel decisions. Evaluations will be conducted at least once every three (3) years by the appropriate supervisor. The evaluation will include the signature of the employee; this signature shall not signify agreement of the contents of said evaluation, only that the employee is aware of its placement in the personnel file. A copy of the evaluation shall be provided to the employee within ten (10) workdays of the official evaluation meeting. Evaluation meeting(s) will be completed by May 1 of the evaluation year. Employees may submit a rebuttal for attachment to the evaluation within ten (10) workdays after receiving a copy of the evaluation.
Evaluation Policy. 14.01. The Union shall provide three (3) employees to serve on the committee to review the classified evaluation procedures. The Board shall appoint up to three (3) members on this committee which shall be chaired by a Central Office designate. This committee may meet annually, if desired, to review the classified evaluation procedures adopted by the Board and to offer recommendations to the Administration for consideration. The Board reserves its lawful right to accept, reject or return any proposal to the evaluation committee for additional improvement.
14.02. Evaluations will be conducted annually. The building principal will evaluate all secretaries, library media specialists, and aides (with the exception of cafeteria aides) in their building. The Director of Classified Services will evaluate cooks, bus drivers, mechanics, and cafeteria aides. The Director of Administrative Services will evaluate maintenance and custodians. The evaluation will include the signature of the employee; this signature shall not signify agreement of the contents of said evaluation, only that the employee is aware of its placement in the personnel file. A copy of the evaluation shall be provided to the employee within ten (10) workdays of the official evaluation meeting. Employees may submit a rebuttal for attachment to the evaluation within ten (10) workdays after receiving a copy of the evaluation.
Evaluation Policy. 17.01 The Union shall provide up to three (3) employees to serve on the committee to review the classified evaluation procedures. The Board shall appoint up to three
Evaluation Policy. 5 In support of Shasta College’s commitment to excellence in education, the District and faculty 6 view the evaluation process as an integral component to the continuous improvement of its 7 instructional and student services programs and services. The primary reason for evaluating 8 faculty bargaining unit members is to maintain a high level of professional competence. The 9 District is a collaborative and inclusive organization that strives for equity and equal opportunity, 10 and all of those involved with the evaluation process are responsible for helping to ensure that 11 we continually improve the educational experience and outcomes of the District’s diverse 12 student population. 14 Students can expect to work with faculty who are committed to continuous improvement and 15 who are supported in their efforts to improve. Through the evaluation process, bargaining unit 16 members can expect to receive feedback on where they are having success and where they 17 can improve. Faculty are at the heart of the student experience. It is through their ideas and 18 collegial involvement that instructional and supporting programs are developed, delivered, and
Evaluation Policy. 5 The District shall evaluate bargaining unit members on a uniform basis. Contract bargaining 7 shall be evaluated at least once every three academic years, and part-time and temporary 8 bargaining unit members shall be evaluated within the first year of employment and at least 9 once every six semesters that the employee renders service. 11 The criteria for evaluation shall be as set forth in the Evaluation Summary Report, Appendix B, 14 See Appendix B-1, B-2, B-3. Also, see Appendix B-4 and B-5 for Improvement Guidelines and 15 Plan.
