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 evaluator may, on an optional basis, submit any additional written reports to the Superintendent throughout the year concerning an employee’s performance. In such cases, a copy of the report will be given to the employee. The employee, upon request, will be granted a conference to discuss the contents of such reports within (5) school days of receipt of a report provided the employee, evaluator and Superintendent are present at work. 4. The final report to the Superintendent shall be a summation of all evaluations during the current school year and must be discussed fully with the employee in an individual conference and shall bear both the signature of the evaluator and the signature of the employee. The employee shall be informed that a signature on the report does not necessarily mean that the employee concurs with the evaluation but merely that he/she has seen the report and it has been discussed with him/her. The employee shall also be given a personal copy of the report. 5. Essential Personnel (excluding counselors) shall be evaluated using domains within the teacher evaluation tool that are only specific to the duties assigned to the virtual teacher. These duties and domains will be determined by the virtual teacher and the administrator. Counselors shall be evaluated using the tool specific to evaluating school counselors in the PIVOT tool. D. As it relates to individual employees who are not regulated by the Teacher Tenure Act, any employee dissatisfied with his/her written evaluation by the evaluator may respond in writing relative to any objections or may initiate an appeal to the Superintendent within five (5) school days. Evaluations are not subject to the grievance procedure. A conference will be held to discuss the appeal within five (5) school days of receipt of the written appeal provided the employee, evaluator and Superintendent are present at work. An employee may be represented by an Association Representative at an appeal meeting. The arbitrator has no jurisdiction under Article 14(F)(2) or (3) to rule for example on evaluation-based terminations on probationary and tenured employees. E. As it relates to individual employees who are not regulated by the Teacher Tenure Act, where the employee, evaluator or Superintendent are not present at work under C. or D. above, the timelines will be extended by a corresponding number of days. F. As it relates to individual employees who are not regulated by the Teacher Tenure Act, nothing in this policy shall preclude any informal evaluation discussions between an evaluator and a teacher. G. As it relates to individual employees who are not regulated by the Teacher Tenure Act, if an evaluator concludes that an employee should be dismissed because of unsatisfactory performance, this must be recommended to the Superintendent, accompanied by a rationale based on specific incidents described and verified by time and date in the employee’s evaluation. The employee shall receive a copy of the evaluator’s recommendation to the Superintendent within ten (10) working days of the evaluator’s delivery of that recommendation to the Superintendent. H. As it relates to individual employees who are not regulated by the Teacher Tenure Act, if any other person has provided information to the evaluator in the preparation of the evaluation, that person shall be identified in the report. I. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of school, home, economic and social environment and that employees alone cannot be held accountable for all aspects of the academic achievement of their pupils.
Appears in 4 contracts
Samples: Master Agreement, Master Agreement, Master Agreement
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 evaluator may, on an optional basis, submit any additional written reports to the Superintendent throughout the year concerning an employee’s performance. In such cases, a copy of the report will be given to the employee. The employee, upon request, will be granted a conference to discuss the contents of such reports within (5) school days of receipt of a report provided the employee, evaluator and Superintendent are present at work.
4. The final report to the Superintendent shall be a summation of all evaluations during the current school year and must be discussed fully with the employee in an individual conference and shall bear both the signature of the evaluator and the signature of the employee. The employee shall be informed that a signature on the report does not necessarily mean that the employee concurs with the evaluation but merely that he/she has seen the report and it has been discussed with him/her. The employee shall also be given a personal copy of the report.
5. Essential Personnel (excluding counselors) shall be evaluated using domains within the teacher evaluation tool that are only specific to the duties assigned to the virtual teacher. These duties and domains will be determined by the virtual teacher and the administrator. Counselors shall be evaluated using the tool specific to evaluating school counselors in the PIVOT tool.
D. As it relates to individual employees who are not regulated by the Teacher Tenure Act, any employee dissatisfied with his/her written evaluation by the evaluator may respond in writing relative to any objections or may initiate an appeal to the Superintendent within five (5) school days. Evaluations are not subject to the grievance procedure. A conference will be held to discuss the appeal within five (5) school days of receipt of the written appeal provided the employee, evaluator and Superintendent are present at work. An employee may be represented by an Association Representative at an appeal meeting. The arbitrator has no jurisdiction under Article 14(F)(2) or (3) to rule for example on evaluation-evaluation based terminations on probationary and tenured employeesemployee’s.
E. As it relates to individual employees who are not regulated by the Teacher Tenure Act, where the employee, evaluator or Superintendent are not present at work under C. or D. above, the timelines will be extended by a corresponding number of days.
F. As it relates to individual employees who are not regulated by the Teacher Tenure Act, nothing in this policy shall preclude any informal evaluation discussions between an evaluator and a teacher.
G. As it relates to individual employees who are not regulated by the Teacher Tenure Act, if an evaluator concludes that an employee should be dismissed because of unsatisfactory performance, this must be recommended to the Superintendent, accompanied by a rationale based on specific incidents described and verified by time and date in the employee’s evaluation. The employee shall receive a copy of the evaluator’s recommendation to the Superintendent within ten (10) working days of the evaluator’s delivery of that recommendation to the Superintendent.
H. As it relates to individual employees who are not regulated by the Teacher Tenure Act, if any other person has provided information to the evaluator in the preparation of the evaluation, that person shall be identified in the report.
I. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of school, home, economic and social environment and that employees alone cannot be held accountable for all aspects of the academic achievement of their pupils.
Appears in 1 contract
Samples: Master Agreement
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 evaluator may, on an optional basis, submit any additional written reports to the Superintendent throughout the year concerning an employee’s performance. In such cases, a copy of the report will be given to the employee. The employee, upon request, will be granted a conference to discuss the contents of such reports within (5) school days of receipt of a report provided the employee, evaluator and Superintendent are present at work.
4. The final report to the Superintendent shall be a summation of all evaluations during the current school year and must be discussed fully with the employee in an individual conference and shall bear both the signature of the evaluator and the signature of the employee. The employee shall be informed that a signature on the report does not necessarily mean that the employee concurs with the evaluation but merely that he/she has seen the report and it has been discussed with him/her. The employee shall also be given a personal copy of the report.
5. Essential Personnel (excluding counselors) shall be evaluated using domains within the teacher evaluation tool that are only specific to the duties assigned to the virtual teacher. These duties and domains will be determined by the virtual teacher and the administrator. Counselors shall be evaluated using the tool specific to evaluating school counselors in the PIVOT tool.
D. As it relates to individual employees who are not regulated by the Teacher Tenure Act, any employee dissatisfied with his/her written evaluation by the evaluator may respond in writing relative to any objections or may initiate an appeal to the Superintendent within five (5) school days. Evaluations are not subject to the grievance procedure. A conference will be held to discuss the appeal within five (5) school days of receipt of the written appeal provided the employee, evaluator and Superintendent are present at work. An employee may be represented by an Association Representative at an appeal meeting. The arbitrator has no jurisdiction under Article 14(F)(2) or (3) to rule for example on evaluation-based terminations on probationary and tenured employees.
E. As it relates to individual employees who are not regulated by the Teacher Tenure Act, where the employee, evaluator or Superintendent are not present at work under C. or D. above, the timelines will be extended by a corresponding number of days.
F. As it relates to individual employees who are not regulated by the Teacher Tenure Act, nothing in this policy shall preclude any informal evaluation discussions between an evaluator and a teacher.
G. As it relates to individual employees who are not regulated by the Teacher Tenure Act, if an evaluator concludes that an employee should be dismissed because of unsatisfactory performance, this must be recommended to the Superintendent, accompanied by a rationale based on specific incidents described and verified by time and date in the employee’s evaluation. The employee shall receive a copy of the evaluator’s recommendation to the Superintendent within ten (10) working days of the evaluator’s delivery of that recommendation to the Superintendent.
H. As it relates to individual employees who are not regulated by the Teacher Tenure Act, if any other person has provided information to the evaluator in the preparation of the evaluation, that person shall be identified in the report.
I. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of school, home, economic and social environment and that employees alone cannot be held accountable for all aspects of the academic achievement of their pupils.
Appears in 1 contract
Samples: Master Agreement
