Evaluation Procedure Sample Clauses

Evaluation Procedure. The procedural requirements set forth in this agreement which conform with and provide specificity to the statutory obligations established by Ohio Rev. Code § 3319.111 and § 3319.112.
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Evaluation Procedure. 9.1.1 The District retains the responsibility for evaluation and assessment of performance of unit members subject only to the following procedural requirements. No grievance arising under this Article shall challenge the content of the evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 Probationary status unit members shall be evaluated at least once each school year. Permanent status unit members shall be evaluated at least once every two (2) school years. If a unit member is scheduled to be evaluated, but has been granted a leave of absence of one (1) semester or longer, such evaluation may take place during that school year, or upon determination by the Superintendent may take place during the next school year. The prior sentence does not preclude observations at any time. The unit member to be evaluated and the supervisor, with the written consent of the Superintendent, may in writing waive any evaluation during any school year. 9.1.3 The classified evaluation form is attached as Appendix “F”. 9.1.4 Each unit member to be evaluated shall be observed as determined by the Superintendent or designee during the year of evaluation. Prior to any negative ratings/evaluations of permanent status unit member’s annual evaluation, the immediate supervisor shall discuss with the employee within ten (10) working days of learning of any matter which may warrant placement of an entry into the employee’s evaluation. 9.1.5 The final written evaluation of the unit member shall be completed on or before thirty (30) days prior to the last pupil attendance day. No such evaluation shall be based on events which cannot be investigated. Such evaluation shall include specific performance deficiencies and recommendations for improvement. A final evaluation conference shall be scheduled within the same time lines. 9.1.6 Unit members have the right to respond in writing at any time on any evaluation topic during the evaluation process. Provided such written response is received by the District within five (5) working days of date of the document to which the unit member is responding. 9.1.7 Within ten (10) calendar days after receipt of the evaluation the unit member may prepare a written response to the evaluation and the evaluation shall be placed in the unit member's personnel file if received within said ten (10) days.
Evaluation Procedure. These provisions constitute the procedures to be utilized for the performance evaluation and assessment of certificated employees as set forth in the California Education Code (E.C. 44660, et seq.). The intent of the evaluation process shall be to maintain and improve the quality of the instructional program. A. The performance evaluation shall relate to: 1. The progress of students toward the Board's established standards of expected pupil achievement. a. The evaluation shall not include the use of publishers' norms established by standardized tests. b. It is recognized that testing programs do not necessarily relate to curricular objectives and established standards of pupil achievement. 2. The job description for the position. 3. The California Standards for the Teaching Profession B. Frequency of performance evaluations: 1. The performance evaluation for probationary employees shall be made at least twice each school year. The first performance evaluation shall be completed before the end of the first semester. The second performance evaluation shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes place. 2. The performance evaluation for permanent employees with fewer than ten (10) years shall be made at least once every other year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. As per Education Code 44664 (a)(3), permanent unit members with ten (10) or more years who have qualified may be evaluated once every five (5) years. At the discretion of the district, permanent employees may be evaluated at any time. 3. The post-performance observation conference shall be held, as scheduled by the evaluator within two weeks of the observation unless otherwise agreed upon by both parties. C. Pre-observation conference procedures: 1. Evaluation will concentrate on three (3) mutually selected standards of performance. All standards may be observed and commented on for evaluation. The employee and evaluator shall meet to discuss t...
Evaluation Procedure. 1. The purpose of the evaluation process is to provide a mechanism for the assessment of a bargaining unit member's work performance and help the member achieve greater effectiveness in the performance of his or her work assignment. 2. Written evaluations of bargaining unit members will be conducted by the member's immediate supervisor utilizing the evaluation form in Appendix A. 3. The evaluator shall evaluate each bargaining unit member based on observation of his/her performance and/or work product. 4. Upon completion of a performance evaluation by the bargaining unit member's supervisor, the supervisor shall discuss the evaluation with the member. The member shall sign the evaluation to indicate receipt of a copy of the completed form. The bargaining unit member's signature merely indicates that the member has received a copy of the evaluation; it does not indicate agreement with its contents. Refusal of the member to sign the evaluation form shall constitute waiver of the member's rights to a review of the performance evaluation. a. Each bargaining unit member shall receive at least one (1) evaluation per year. All member evaluations will be completed and reviewed by the immediate supervisor by March 31 for all less-than-12-month employees and by April 30 for all 12 month employees. 5. For bargaining unit members dissatisfied with the results of an evaluation, the internal review procedures shall include two (2) steps: a. A review by the Superintendent or designee, if requested. b. If dissatisfied following this review, the member may attach a rebuttal to the evaluation. 6. No bargaining unit member shall be responsible for the evaluation of another member. 7. In the event a bargaining unit member receives an unsatisfactory rating in any area, the evaluator shall provide the member with specific, written recommendations for improvement. The evaluator shall remain available to provide assistance to the member as he/she attempts to remediate his/her deficiencies; however, the ultimate responsibility for improvement rests with the member. A member will be given at least twenty (20) work days following the evaluation before he/she is re-evaluated. The member also may request to be re-evaluated. 8. Members shall be entitled to Association representation at internal review procedure, (D) (5) above. 9. Only the evaluation procedures shall be grievable.
Evaluation Procedure. 33.6.1 The District retains sole responsibility for the evaluation and assessment of performance of each Adult School unit member, subject only to the following procedural requirements: Should an Adult School unit member believe an evaluation to be derogatory, the unit member will be given an opportunity to comment thereon as provided for by law. Accordingly, no grievance arising under this Article shall challenge the substantive objectives, standards, or criteria determined by the District, nor shall the grievance contest the judgment of the evaluator; any grievance shall be limited to a claim that the following procedures have been violated. 33.6.2 Evaluation of the performance of Adult School unit members shall be made, as needed, at least once every semester for probationary personnel, and at least once every other year for unit members with permanent status. Should a teacher be employed after the mid-point of the first semester of a school year, evaluation for that semester shall be at the option of the principal. 33.6.3 Adult School unit members with permanent status may be evaluated yearly or more often, if the District or the evaluator deems it appropriate. Reasons for evaluating permanent personnel more often than the minimum required could include but would not be limited to situations such as a new assignment; unsatisfactory previous evaluations; the assignment of a new evaluator; or a need to improve the instructional program. 33.6.4 Adult School unit members must comply with the standards contained in the evaluation forms, which are contained in the Adult School Appendix. 33.6.5 Classroom observations may be, but shall not be required to be, arranged by the evaluator and the Adult School unit member in advance of an observation. 33.6.6 Previous to the completion of the summary evaluation form, at least one (1) observation and conference should be held. The Evaluation Report may be presented in writing. An Adult School unit member may request a conference to discuss its conclusions. 33.6.7 The evaluator shall not base his evaluation on the quality of an Adult School unit member's classroom instructional program on information that is not collected through a means reasonably calculated to achieve accuracy. Negative evaluation of performance shall not be predicated upon information or material of a derogatory nature which has been received by the evaluator from sources, such as other teachers, parents, and citizens, unless the facts have been ver...
Evaluation Procedure. There shall be only one (1) evaluation procedure leading to recommendations regarding promotion, tenure and renewal of full-time members as follows: in accordance with procedures developed by the Senate and approved by the President in an expeditious manner, evaluations of teaching members shall be conducted by the Department Evaluation Committee (DEC) of which the Department Chairperson may be a member, ex-officio, and by the University-wide Promotion and Tenure Committee. Department chairpersons who are not members of the DEC shall submit a separate evaluation which may either be submitted to the DEC for its deliberations or, if so determined by the Senate, submitted as a separate document added to the DEC’s evaluation forwarded to the appropriate Xxxx, with a copy issued simultaneously to the member. In no case, however, shall a department Chairperson being considered for promotion participate in the promotion evaluation process; being considered for tenure participate in the tenure evaluation process; or being considered for renewal participate in the renewal evaluation process. A copy of any DEC evaluation and recommendation with supporting reasons shall be given to the member upon issuance. Senate procedures developed pursuant to this article shall satisfy each of the minimum standards set forth in Article 4.11 and may not be inconsistent with this Agreement. Copies of such procedures shall be given to the CSU-AAUP, the administration and all full-time members. Annually the Chief Human Resources Officer shall provide computer generated reports to assist department evaluation committees in determination of member eligibility for renewal, promotion, tenure and related personnel actions.
Evaluation Procedure. 1. Each department, division or other appropriate unit shall conduct annual evaluations of each unit member except: a) those unit members whose service will cease at the end of the current academic or fiscal year need not be evaluated; and b) any unit member having the rank of Professor with tenure and any unit member having the rank of Extension Educator with continuing contract shall be evaluated by the department, division or other appropriate unit every four (4) years, or more frequently upon written request of the unit member. Any unit member having the rank of Associate Professor with tenure, any unit member having the rank of Associate Extension Educator with continuing contract and any Lecturer or Instructor with over six (6) years of continuous service in the same department, division or other appropriate unit shall be evaluated by the department, division or other appropriate unit every four (4) years, or more frequently upon written request of the unit member. c) Evaluations shall be scheduled to insure that promotion, tenure, continuing contract status, and reappointment schedules and/or deadlines will be met. At the written request of an appropriate administrator, the peer committee shall determine whether to conduct peer evaluations on a more frequent basis than provided for above. Under normal circumstances, a faculty member will be evaluated only once during an academic year. In the event a second evaluation takes place within the same academic year, the faculty member may add items to their previous documentation. 2. The peer committee may request from the unit member supporting documents, or other information pertaining to the assignments of the unit member. 3. Upon request of the unit member, the chairman of the peer committee or the appropriate peer committee of each department, division or other appropriate unit, shall meet with each individual unit member being evaluated for xxxxx discussions of that person's professional performance. 4. The peer committee shall prepare a written evaluation. For one (1) week prior to placing the evaluation in the unit member's official personnel file, the unit member shall have the opportunity to supply written comments which, if provided, will be attached to the peer committee's evaluation. All evaluation reports of the peer committee, both majority and minority (if any) must be signed by all of the members of the committee. The names of all peer committee members must be listed and any abstentions n...
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Evaluation Procedure. A. Evaluations will be conducted in accordance with section 2.9 of the Resident Agreement
Evaluation Procedure. 14.3.1 A permanent unit member who receives a needs improvement rating in one or more domains will be provided assistance with an improvement plan. The administrator and the unit member who recognize the need for improvement will establish goals and objectives toward developing the appropriate skills necessary to remediate the deficiency. The District will provide the unit member with staff development options, the opportunity to take advantage of PAR’s Consulting Teacher or Program Consultant programs, or any other appropriate assistance available to the District. 14.3.2 If no improvement is noted at the final evaluation conference and the unit member receives an unsatisfactory rating in one or more domains as indicated on Form 3 in the Administrator’s Comment Section of the evaluation instrument, the unit member will be required to participate in the PAR Program as a Referred Participating Teacher during the next school year. 14.3.3 The unit member may continue as a Referred Participating Teacher for another year if the unit member is showing improvement, or if no improvement is noted, action may be taken to dismiss the unit member as provided for in the Education Code.
Evaluation Procedure. The evaluation procedure will be conducted per Xxxxxxxx School Board Policy, Idaho State Board Rule, and Idaho Code. Revisions in the evaluation process will be recommended to the Xxxxxxxx Board of Trustees by a teacher evaluation committee comprised of teachers and administrators. All certificated employees will have two documented observations with the first completed by January 1. In addition, certificated employees will be given one formative evaluation and one summative evaluation and the summative will be completed by June 1. The District and the Association recognize the value of remedial action as a means of correcting problems of performance and assisting the employee. 1. The District and Association agree to discipline short of dismissal based on the following principals: a. Implementation and enforcement of rules, regulations, and the Master Contract, shall be done in a fair and equitable manner. b. Application of progressive discipline shall be utilized with the intention of improving performance. c. The rights of the employee shall be respected and guaranteed. d. At all stages in the implementation of progressive discipline, employees shall have the right of representation. In the event employees choose to have legal counsel, the district retains the same right. The employee wishing to be represented by legal counsel must provide the district a reasonable amount of time to retain legal counsel. e. Any disciplinary action taken shall be fair, appropriate, and reasonably related to the offense and the employee should be given appropriate due process. 2. Employees may be disciplined, but not limited to the following, for the infractions listed: Infraction – any incident, commission or omission that is in violation of rules or policy that is not in violation of the law, code of ethics, and does not place students in jeopardy. a. Violations of district policy and regulations. b. Complaints about behavior by students, by fellow employees, or by the public while performing school related duties. c. Failure to perform contractual obligations. 3. Progressive Discipline Procedures (The following shall be used as a guide): a. The first time an administrator becomes aware of an infraction by an employee a verbal warning will be given and the employee will be informed of the possible consequences of continued infractions. b. For repeated infractions of the same kind, the administrator will give the teacher written warning. The employee has the right to a c...
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