Common use of Evaluation Procedure Clause in Contracts

Evaluation Procedure. A. Each permanent employee shall receive a formal, written performance evaluation within the scope of employee’s job description at least once every three (3) years by the employee’s immediate supervisor. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor prior to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the evaluation document shall be provided to the employee at the conference. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two (2) years old. D. If or when the employee reasonably believes that the evaluation shall result in, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. An evaluation with a rating of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but only that the evaluation was received. F. An employee shall have a period of ten (10) workdays following the evaluation conference to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in the employee’s personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed the first (1st) day after the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, prior to the completion of the evaluation.

Evaluation Procedure. A. Each Every teacher shall receive a written formal observation by the administration per Education Code 44664. B. Every permanent employee shall receive a formalbe evaluated by the administration, written performance in writing, every two years if they meet District Standards with the following exception: (A permanent employee will be evaluated in two consecutive years if the summary evaluation within for the scope first year was unsatisfactory or for just and sufficient cause and subject to the prior approval of employee’s job description the Superintendent.) C. Every temporary and probationary teacher shall be evaluated by the administration, in writing at least once every three (3) years by the employee’s immediate supervisor. If each school year. D. A complete assessment sequence shall include a pre-observation conference between the evaluator and the teacher, a classroom observation, a written classroom performance report, and a post- observation supervisory conference in which the teacher has an opportunity to obtain clarification and feedback from the evaluator. E. After the beginning of each school year, each principal shall prepare and distribute to the faculty a written document outlining his/her general expectations for classroom teachers. In addition, he/she should review and disseminate job descriptions for all certificated staff not having classroom assignments. F. At the beginning of the school year, each principal shall prepare a projected assessment calendar listing the names of the teachers to be observed and the month that they can anticipate being observed. (This calendar will serve as a guide only and can be revised and redistributed at the beginning of any month at the discretion of the principal). The principal will issue individual notices as to approximate formal observation dates. G. Prior to making an observation which is other part of an assessment sequence, the responsible administrator shall conduct an individual pre-observation conference with the employee involved. This conference should focus on the elements upon which the evaluation is to be based. There may be discussion of circumstances affecting the employee ability to be evaluated positively on these elements such as the educational capabilities of the learners, availability of support personnel and the appropriateness of the learning environment. H. No later than five (5) work days after the immediate supervisorpre-observation conference, the evaluator shall confer with make an observation of the immediate supervisor employee’s performance. I. A post conference will be held to provide the teachers an opportunity to receive supervisory feedback prior to the completion preparation of a written report. The evaluator should schedule and hold a post-observation supervisory conference with the evaluation. Supplemental performance assessment can occur any time within teacher as soon as mutually convenient, but no later than five work days after the three (3) year periodobservation was made. B. Evaluations J. Within ten work days after the observation, the evaluator shall be in prepare and submit to the form of teacher a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the evaluation document shall be provided Written Classroom Performance Report (WCPR). Teachers having non-classroom assignments should receive a copy of the Written Performance Report (WPR). K. If the teacher requests an opportunity to have a post-observation supervisory conference after receiving either the employee WCPR or the WPR, the evaluator must schedule and hold such a conference within a period of ten work days after the teacher’s receipt of the written report. The teacher has the right to have a representative present at the this conference. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no L. Each evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice one formal observation of same, an opportunity to review and comment a mutually agreed upon it, and had such comments attached to the materialscomplete lesson. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than At least two (2) years oldfollow-up formal observations shall take place prior to any unsatisfactory summary conclusion being included in the summary evaluation. A teacher will be granted a third follow-up observation upon request of the teacher. D. M. If a “need for improvement” or when an “unsatisfactory performance” is indicated by the evaluator, the evaluator shall provide affirmative assistance in an effort to improve the employee’s performance. Such assistance shall include a demonstration lesson and a supply of the appropriate resource materials or people, if requested. This assistance may also include release time for the employee reasonably believes that to visit and observe similar classes in his/her own school or in other schools as approved by the evaluation principal. N. Evaluations shall not include the use of publisher norms established as a result inof standardized tests. O. Employees who have no assigned classroom responsibilities should be evaluated in terms of their effectiveness in fulfilling role expectations as outlined in job descriptions disseminated by the District Office or developed at the site. P. All statements on the written classroom performance reports, or evolve intothe written performance reports, a disciplinary action, said employee has and/or the summary evaluations shall relate to job performance. Q. The teacher shall have the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. An evaluation with a rating of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but only that the evaluation was received. F. An employee shall have a period of ten (10) workdays following the evaluation conference to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in the employee’s personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed the first (1st) day after the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, prior to the completion of the evaluation.five

Evaluation Procedure. A. Each permanent employee 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 receive 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 formalclaim that the following procedures have been violated. 33.6.2 Evaluation of the performance of Adult School unit members shall be made, written performance evaluation within the scope of employee’s job description as needed, at least once every three (3) years 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 employee’s immediate supervisorevaluator and the Adult School unit member in advance of an observation. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor prior Evaluations need not be based solely upon formal classroom observations. 33.6.6 Previous to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the summary evaluation document shall be provided to the employee form, at the conference. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two (2) years old. D. If or when the employee reasonably believes that the evaluation shall result in, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. An evaluation with a rating of three (3) or more “Improvement Needed” (IN) or least one (1) “Unsatisfactory” (U) observation and conference should be held. The Evaluation Report may be presented in any category evaluated will result in an overall negative evaluationwriting. An employee’s signature Adult School unit member may request a conference to discuss its conclusions. 33.6.7 The evaluator shall not base his evaluation on said materials 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 construed to represent predicated upon information or material of a derogatory nature which has been received by the employee’s agreement evaluator from sources, such as other teachers, parents, and citizens, unless the facts have been verified by the evaluator, and discussed with the content unit member. Student evaluations will be a factor in formulating the overall evaluation of said material, but only that the evaluation was receiveda unit member. F. An employee 33.6.8 As provided for by law, an Adult School unit member shall have a period of ten (10) workdays following the evaluation conference right to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed inspect materials in the employee’s his or her personnel file. G. PROBATIONARY PERIOD - New employees will serve a six , except ratings reports and records which, (61) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed the first (1st) day after the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, were obtained prior to the completion employment of the evaluationperson involved, (2) were prepared by identifiable examination committee members, or (3) were obtained in connection with a promotional examination. The time taken for personnel file review shall be unpaid and outside of a unit member's regularly scheduled hours.

Evaluation Procedure. A. Each permanent employee shall receive a formal, written performance evaluation within the scope of employee’s job description at least once every three (3) years by the employee’s immediate supervisor. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor prior to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the evaluation document shall be provided to the employee at the conference. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two (2) years old. D. If or when If/When the employee reasonably believes that the evaluation shall result in, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. An evaluation with a rating of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but only that the evaluation was received. F. An employee shall have a period of ten (10) workdays working daysworkdays following the evaluation conference to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in the employee’s personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed the first (1st) day after the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, prior to the completion of the evaluation.

Evaluation Procedure. A. All employees newly employed by the school district shall be evaluated within the first ninety (90) calendar days from the commencement of their employment. All employees, including new employees, shall be evaluated annually, such evaluations to be completed no later than May 1 of the year in which the evaluation takes place. If an employee resigns during the school year, a final evaluation shall be completed prior to his or her resignation date. If the supervisor or supervisor's designee contemplates recommending that an employee be placed on probation, an evaluation shall be made on or before February 1. Prior to the required formal evaluation, the teacher being evaluated and the evaluator shall meet to mutually understand the intent of the evaluation and goals and objectives that will be evaluated during the established observation periods. A minimum of one observation for a total observation time of thirty (30) minutes shall be required in connection with the evaluation of new employees. The employee shall sign the school district's copy of the evaluation report to indicate that he or she has received a copy of the report. The signature of the employee does not, however, necessarily indicate that the employee agrees with the contents of the evaluation report. If the employee chooses, he/she may attach a rebuttal to the evaluation. Each permanent evaluation shall be promptly inserted in the employee's file. Evaluation reports other than those required shall not be filed in the employee's file unless the supervisor or the employee elects to the contrary. If the supervisor elects to include the evaluation in the personnel file, the employee shall receive a formal, written performance evaluation within the scope of employee’s job description at least once every three (3) years by the employee’s immediate supervisor. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor prior to the completion copy of the evaluation. Supplemental performance assessment can occur any time within If either party includes the three (3) year period. B. Evaluations evaluation in the personnel file, it shall be in within a reasonable time, not exceeding fourteen (14) days. Following the form of a completion of each required evaluation report, a document prepared by the District followed by a conference meeting shall be held between the immediate supervisor or supervisor's designee and the employee onlyto discuss the report. A copy of In the event that any deficiency in one or more areas is noted in any evaluation document shall be provided to report, the supervisor or supervisor designee and the employee at may attempt to develop a mutually agreeable written plan to improve the conference. C. Evaluations shall be based on observations and knowledge employee's effectiveness in accordance the deficient areas. In connection with the facts as known at development of such plan, consideration should be given to utilizing the time services of the evaluation. In addition, no evaluation shall be based upon derogatory materials in available supervisory resource persons to observe the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review 's performance and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two (2) years old. D. If or when the employee reasonably believes that the evaluation shall result in, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions make recommendations for the improvement of the evaluatee’s performance. An evaluation with a rating of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but only that the evaluation was received. F. An employee shall have a period of ten (10) workdays following the evaluation conference to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in the employee’s personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed the first (1st) day after the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluatorimprovement. If the evaluator is other than the immediate supervisor or supervisor's designee and employee are unable to agree upon a mutually acceptable plan, the evaluator supervisor or supervisor's designee shall confer with the immediate supervisor, prior prepare and deliver such improvement plan to the completion of the evaluation.employee. REFER TO APPENDIX A XXXXXXX EVALUATION TOOL (Page 20) REFER TO APPENDIX B PREVIOUS EVALUATION TOOL (Page 22)

Evaluation Procedure. A. Each Every teacher shall receive a written formal observation by the administration per Education Code 44664. B. Every permanent employee shall receive a formalbe evaluated by the administration, written performance in writing, every three years if they meet District Standards with the following exception: (A permanent employee will be evaluated in two consecutive years if the summary evaluation within for the scope first year was unsatisfactory or for just and sufficient cause and subject to the prior approval of employee’s job description the Superintendent.) C. Every temporary and probationary teacher shall be evaluated by the administration, in writing at least once every three (3) years by the employee’s immediate supervisor. If each school year. D. A complete assessment sequence shall include a pre-observation conference between the evaluator and the teacher, a classroom observation, a written classroom performance report, and a post- observation supervisory conference in which the teacher has an opportunity to obtain clarification and feedback from the evaluator. E. After the beginning of each school year, each principal shall prepare and distribute to the faculty a written document outlining his/her general expectations for classroom teachers. In addition, he/she should review and disseminate job descriptions for all certificated staff not having classroom assignments. F. At the beginning of the school year, each principal shall prepare a projected assessment calendar listing the names of the teachers to be observed and the month that they can anticipate being observed. (This calendar will serve as a guide only and can be revised and redistributed at the beginning of any month at the discretion of the principal). The principal will issue individual notices as to approximate formal observation dates. X. Xxxxx to making an observation which is other part of an assessment sequence, the responsible administrator shall conduct an individual pre-observation conference with the employee involved. This conference should focus on the elements upon which the evaluation is to be based. There may be discussion of circumstances affecting the employee ability to be evaluated positively on these elements such as the educational capabilities of the learners, availability of support personnel and the appropriateness of the learning environment. H. No later than five (5) work days after the immediate supervisorpre-observation conference, the evaluator shall confer with make an observation of the immediate supervisor employee’s performance. I. A post conference will be held to provide the teachers an opportunity to receive supervisory feedback prior to the completion preparation of a written report. The evaluator should schedule and hold a post-observation supervisory conference with the evaluation. Supplemental performance assessment can occur any time within teacher as soon as mutually convenient, but no later than five work days after the three (3) year periodobservation was made. B. Evaluations X. Within ten work days after the observation, the evaluator shall be in prepare and submit to the form of teacher a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the evaluation document shall be provided Written Classroom Performance Report (WCPR). Teachers having non-classroom assignments should receive a copy of the Written Performance Report (WPR). K. If the teacher requests an opportunity to have a post-observation supervisory conference after receiving either the employee WCPR or the WPR, the evaluator must schedule and hold such a conference within a period of ten work days after the teacher’s receipt of the written report. The teacher has the right to have a representative present at the this conference. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no L. Each evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice one formal observation of same, an opportunity to review and comment a mutually agreed upon it, and had such comments attached to the materialscomplete lesson. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than At least two (2) years oldfollow-up formal observations shall take place prior to any unsatisfactory summary conclusion being included in the summary evaluation. A teacher will be granted a third follow-up observation upon request of the teacher. D. M. If a “need for improvement” or when an “unsatisfactory performance” is indicated by the evaluator, the evaluator shall provide affirmative assistance in an effort to improve the employee’s performance. Such assistance shall include a demonstration lesson and a supply of the appropriate resource materials or people, if requested. This assistance xxx also include release time for the employee reasonably believes that to visit and observe similar classes in his/her own school or in other schools as approved by the evaluation principal. N. Evaluations shall not include the use of publisher norms established as a result inof standardized tests. O. Employees who have no assigned classroom responsibilities should be evaluated in terms of their effectiveness in fulfilling role expectations as outlined in job descriptions disseminated by the District Office or developed at the site. P. All statements on the written classroom performance reports, or evolve intothe written performance reports, a disciplinary action, said employee has and/or the summary evaluations shall relate to job performance. Q. The teacher shall have the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. An evaluation with a rating of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but only that the evaluation was received. F. An employee shall have a period of ten (10) workdays following the evaluation conference to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in the employee’s personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed the first (1st) day after the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, prior to the completion of the evaluation.five

Evaluation Procedure. A. Each permanent employee All newly hired employees shall serve a twelve (12) month probationary period and shall receive an evaluation typically during the fourth (4th) and eighth (8th) months of the probationary period. Employees who are promoted during the term of this Agreement shall serve a formal, written performance four (4) month probationary period and shall receive an evaluation within typically during the scope fourth (4th) month of employee’s job description that probationary period. All regular permanent employees shall typically be evaluated at least once every three (3) years a year. It is the District's prerogative to evaluate an employee at any time in the event the employee has either exhibited below standard work performance or exceptional work performance. Only an administrator in the employee's chain of command, on forms developed and provided by the District, shall complete the performance evaluation reports. A permanent employee’s immediate supervisorsupervisor shall have been their supervisor for at least four (4) months prior to evaluation. If this is not the evaluator is other than the immediate supervisorcase, the evaluator shall confer with evaluation timeline will be postponed until the immediate permanent employee has served under their current supervisor prior to for at least four (4) months. Once the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between evaluation report has been completed, the immediate supervisor and the employee onlyshall meet to discuss the report. A copy of the evaluation document shall report will be provided to the employee, and the employee at will sign the conference. C. Evaluations report to indicate that it has been presented and discussed. Evaluation reports shall be based on observations include, if necessary, specific recommendations for improvements and knowledge suggestions of ways to assist the employee in accordance implementing any recommendations made in the report. In the event of a disagreement, an employee who desires to register disagreement with the facts as known findings may take the following steps: (1) Record a statement of objections at the time of the evaluation. In addition, no evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two conference; and/or (2) years old. D. If or when Submit a statement in writing within a reasonable time not to exceed fifteen (15) days of the employee reasonably believes that conference (such a statement becomes a permanent addition to the evaluation document, which the District shall result inenter in the permanent personnel file in not less than five (5) work days, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. An evaluation with document); and/or (3) Request a rating of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but only that the evaluation was received. F. An employee shall have a period of ten (10) workdays following the evaluation party conference to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in the employee’s personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed the first (1st) day after the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, prior supervisor and the Director Human Resources. The substance of an evaluation is not subject to the completion of the evaluationgrievance.

Evaluation Procedure. A. ‌ 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 permanent employee bargaining unit member shall receive a formal, written performance evaluation within the scope of employee’s job description at least once every three one (31) years evaluation per year. All member evaluations will be completed and reviewed by the employee’s immediate supervisorsupervisor 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 evaluator is other than member may attach a rebuttal to the immediate supervisorevaluation. 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 confer 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 immediate supervisor prior to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee onlymember. A copy of the evaluation document shall member will be provided to the employee given at the conference. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two least twenty (2) years old. D. If or when the employee reasonably believes that the evaluation shall result in, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. An evaluation with a rating of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but only that the evaluation was received. F. An employee shall have a period of ten (1020) workdays following the evaluation conference before he/she is re-evaluated. The member also may request to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in the employee’s personnel filere-evaluated. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed8. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees Members shall be completed the first entitled to Association representation at internal review procedure, (1stD) day after the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisorabove. 49. Evaluations delayed from Only the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed validevaluation procedures shall be grievable. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, prior to the completion of the evaluation.

Evaluation Procedure. A. Each permanent employee 5-1 Permanent employees shall receive a formal, written be given performance evaluation within the scope of employee’s job description evaluations at least once every three (3) years by year, or more frequently if necessary. Evaluations will be conducted for the employee’s immediate supervisorpurpose of assessing employee performance and assisting employees in their job. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor prior to the completion The evaluation may provide one of the evaluation. Supplemental performance assessment can occur any time within the three (3) year periodbases for administrative decisions regarding employment, promotion, demotion, transfer, or termination. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the evaluation document shall be provided to the employee at the conference. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no 5-2 No evaluation shall be based upon derogatory materials in the employee’s personnel file Supervisor’s Working File, unless the employee has previously been given sufficient prior notice of samenotice, an opportunity to review and comment upon itthem, and had such comments attached to the materials. 5-3 The evaluator (immediate supervisor/designee) shall discuss the written performance evaluation with the employee. If a designee has been appointed prior to the evaluation, the immediate supervisor’s working file shall be made available to the designee for review and input in the evaluation procedure. Both the evaluator and the employee will sign the evaluation. The signature of the employee means only that the employee has received a copy of the evaluation. The employee may attach any derogatory material written comments to the evaluation at the time of the conference or within ten (10) working days of the meeting. 5-4 Annual evaluations shall be given face to face between the employee and the immediate supervisor/designee, except in instances when the employee is absent: Annual evaluations shall be given during the contract year of the employee. If the evaluation meeting is delayed and the employee’s signature cannot be obtained because the employee is absent more than two scheduled evaluation meetings, the evaluation may be mailed by U.S. mail to be used or referred to the employee’s home address. A. If employee is brought in off contract for the evaluation, they shall not be more than two (2) years oldcompensated at current rate of pay. D. If 5-5 Any claim arising under this Article shall not challenge the substantive objectives, standards, or when criteria determined by the employee reasonably believes evaluator of the District, nor shall it contest the judgment of the evaluator. Claims concerning evaluations filed under Article 6 (Grievance Procedure) shall be limited to a claim that the procedures of this Article have not been followed. 5-6 Discussion between a Unit member and District supervisor concerning the employee’s unsatisfactory work performance or work-related problems shall, to the extent practicable, be conducted privately. 5-7 An annual evaluation shall result inis based on overall performance throughout contract year, or evolve into, not based on a disciplinary action, said single day(s) performance. 5-8 Procedures 1. When a employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B been placed on the evaluation form by notice that he/she has not met performance expectations, the immediate supervisor with specific suggestions for shall inform the improvement employee they have 60 days from issuance of the evaluatee’s performancerating to improve to an acceptable level. An evaluation with a rating The District shall create an employee development plan of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluationimprovement. An employee’s signature on said materials The plan shall not be construed include: A. Identification of job assignments and performance skills for which performance is unsatisfactory; B. A description of what the employee must do to represent improve the unsatisfactory performance during the 60 day period and supports the District may provide to assist the employee’s agreement with the content of said material, but only that the evaluation was received. F. An C. A statement as to how often the supervisor and the employee shall have a will meet during the 60 day period of ten (10) workdays following to provide the evaluation conference employee with coaching and feedback; and D. A statement indicating that failure to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in the employee’s personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed the first (1st) day after the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations meet standards at the end of the second (2nd) month and fifth (5th) month 60 day period may result in termination 2. A employee may not receive an overall rating of less than competent on the probationary period or within five (5) workdays of employee’s annual evaluation unless the end of the month from the immediate supervisoremployee has been advised in writing that he/she is not meeting performance standards. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, prior to the completion of the evaluation.

Evaluation Procedure. A. Each permanent employee shall receive a formal, written performance evaluation within the scope of employee’s job description at least once every three (3) years by the employee’s immediate supervisor. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor prior to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the evaluation document shall be provided to the employee at the conference. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two (2) years old. D. If or when the employee reasonably believes that the evaluation shall result in, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. An evaluation with a rating of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but only that the evaluation was received. F. An employee shall have a period of ten (10) workdays following the evaluation conference to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in the employee’s personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed the first (1st) day after the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, prior to the completion of the evaluation.

Evaluation Procedure. A. Each permanent employee All monitoring or observation of the work performance of an Employee shall receive a formal, written performance evaluation within the scope of employee’s job description at least once every three (3) years be conducted by the employeeindividual’s immediate supervisor. B. All Custodial/Maintenance Employees will be provided with a minimum of one (1) written evaluation per year by April 30 of the year. If Said evaluation shall be prepared by the evaluator is other than the Employee's immediate supervisor, the evaluator shall confer with the immediate supervisor prior to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be as designated in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the evaluation document shall be provided to the employee at the conferenceindividual's job description. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no Each written evaluation shall be based upon derogatory materials immediate supervisors observations of an employee's job performance during the course of the school year. Any weaknesses that are observed during that period will be brought to the attention of the individual in the employee’s personnel file unless writing within ten (10) days of occurrence, and a discussion as to how the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to can effectively resolve the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two (2) years oldproblem will take place. D. If or when There will be a conference between the employee reasonably believes that evaluator and the Employee after the written evaluation report has been submitted to the Employee. The annual summary evaluation conference between staff member and evaluator shall result ininclude, or evolve intobut not be limited to, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement review of the evaluatee’s performancestaff member's performance based upon the job description; review of the staff member's progress towards goal attainment and improvement and growth towards the district's objectives, as well as a review of the annual written summary evaluation. An The employee shall be given a copy of any evaluation with a rating of three (3) report or more “Improvement Needed” (IN) or observation at least one (1) “Unsatisfactory” (U) in day before any category conference to discuss it. E. The written annual evaluation summary is to be signed by both the evaluator and the staff member being evaluated will result in an overall negative evaluationwithin five working days of its review. An employee’s The staff member's signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but indicates only that he/she has seen and read the evaluation was receiveddocument. If the staff member wishes, a separate commentary representing his/her views may be attached to the evaluator's report. F. An employee shall have a period The format of ten (10) workdays following the evaluation conference to prepare and submit a written response report shall be as developed by the Board, Evaluation Reports shall be addressed to the evaluationEmployee and, where negative comments are made by the evaluator, such portions shall be in narrative form. Such response will become a permanent attachment to the evaluation and be placed in the employee’s personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and The report shall not include leaves of absences as part of the probationary period.include, where pertinent: 1. The probationary Strengths of the Employee as evidenced during the period for new employees shall be completed since the first (1st) day after the completion of six (6) months of active service with the Districtprevious report. 2. The evaluator shall be Weaknesses of the immediate supervisorEmployee as evidenced during the period since the previous report. 3. Each probationary employee Specific suggestions as to measures which the Employee might take to improve his/her performance in each of the areas wherein weaknesses have been indicated. G. The Business Administrator shall receive notify each Employee by July 1 as to the identity of the individual who shall perform the written performance from evaluations evaluation of such Employee. H. An Employee wishing to review the contents of his/her personnel file (excluding letters of reference) may do so by appointment with the Business Administrator. Such Employee shall have the right to place in his/her personnel file a written rebuttal to any items contained therein. Copies of all items (except letters of reference) may be obtained at the end of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisorEmployee's expense. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, prior to the completion of the evaluation.

Evaluation Procedure. A. Each permanent employee All newly hired employees shall receive a formal, written performance evaluation within the scope of employee’s job description at least once every three (3) years by the employee’s immediate supervisor. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor prior to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the evaluation document shall be provided to the employee at the conference. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two (2) years old. D. If or when the employee reasonably believes that the evaluation shall result in, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. An evaluation with a rating of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but only that the evaluation was received. F. An employee shall have a period of ten (10) workdays following the evaluation conference to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in the employee’s personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of receive an evaluation typically during the probationary period. 1. The probationary period for new employees shall be completed the first third (1st) day after the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th3rd) month of the probationary period. Employees who promote in accordance with Article 13, or reassigned in accordance with Article 12, during the term of this Agreement shall serve a four (4) month probationary period and shall receive an evaluation typically during the fourth (4th) month of that probationary period. All regular permanent employees shall typically be evaluated at least once a year. It is the District’s prerogative to evaluate an employee at any time in the event the employee has either exhibited below standard work performance or exceptional work performance. Only an administrator in the employee's chain of command, on the official evaluation form(s) (Appendix E) mutually agreed upon by CSEA and the District, shall complete the performance evaluation reports. A permanent employee’s supervisor shall have been their supervisor for at least four (4) months prior to evaluation. If this is not the case, the evaluation timeline will be postponed until the permanent employee has served under their current supervisor for at least four (4) months. Once the performance evaluation report has been completed, the immediate supervisor and the employee shall meet to discuss the report. At the meeting, the employee may present a self- evaluation at the employee’s discretion, based upon the evaluation form at Appendix E, to be included in the evaluation report. A copy of the report will be provided the employee, and the employee will sign the report to indicate that it has been presented and discussed. Evaluation reports shall include, if necessary, specific recommendations for improvements and suggestions of ways to assist the employee in implementing any recommendations made in the report. Evaluation reports shall also include a performance improvement plan if an employee receives an overall rating below “meets expectations” or the equivalent. A performance improvement plan may also be given for areas of significant concern that arise outside of the evaluation, after consultation with CSEA. In the event of a dispute, an employee may take the following steps: (1) Record a statement of objections at the time of the conference; and/or (2) Submit a statement in writing within a reasonable time not to exceed fifteen (15) days of the conference (such a statement becomes a permanent addition to the evaluation document, which the District shall enter in the permanent personnel file in not less than five (5) workdays of the end of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisorwork days, the evaluator shall confer evaluation document); and/or (3) Request a three (3) party conference with the immediate supervisor, prior supervisor and the Director Human Resources. The substance of an evaluation is not subject to the completion of the evaluationgrievance.

Evaluation Procedure. A. Each permanent employee All newly hired employees shall serve a twelve (12) month probationary period and shall receive an evaluation typically during the fourth (4th) and eighth (8th) months of the probationary period. Employees who promote in accordance with Article 13, or reassigned in accordance with Article 12, during the term of this Agreement shall serve a formal, written performance four (4) month probationary period and shall receive an evaluation within typically during the scope fourth (4th) month of employee’s job description that probationary period. All regular permanent employees shall typically be evaluated at least once every three (3) years by a year. It is the District’s prerogative to evaluate an employee at any time in the event the employee has either exhibited below standard work performance or exceptional work performance. Only an administrator in the employee's chain of command, on the official evaluation form(s) (Appendix E) mutually agreed upon by CSEA and the District, shall complete the performance evaluation reports. A permanent employee’s immediate supervisorsupervisor shall have been their supervisor for at least four (4) months prior to evaluation. If this is not the evaluator is other than the immediate supervisorcase, the evaluator shall confer with evaluation timeline will be postponed until the immediate permanent employee has served under their current supervisor prior to for at least four (4) months. Once the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between evaluation report has been completed, the immediate supervisor and the employee onlyshall meet to discuss the report. At the meeting, the employee may present a self- evaluation at the employee’s discretion, based upon the evaluation form at Appendix E, to be included in the evaluation report. A copy of the evaluation document shall report will be provided to the employee, and the employee at will sign the conference.report to indicate that it has been presented and discussed. Evaluation reports shall include, if necessary, specific recommendations for improvements and suggestions of ways to assist the employee in implementing any recommendations made in the report. Evaluation reports shall also include a performance improvement plan if an employee receives an overall rating below “meets expectations” or the equivalent. A performance improvement plan may also be given for areas of significant concern that arise outside of the evaluation, after consultation with CSEA. In the event of a dispute, an employee may take the following steps: C. Evaluations shall be based on observations and knowledge in accordance with the facts as known (1) Record a statement of objections at the time of the evaluation. In addition, no evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two conference; and/or (2) years old. D. If or when Submit a statement in writing within a reasonable time not to exceed fifteen (15) days of the employee reasonably believes that conference (such a statement becomes a permanent addition to the evaluation document, which the District shall result inenter in the permanent personnel file in not less than five (5) work days, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. An evaluation with document); and/or (3) Request a rating of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but only that the evaluation was received. F. An employee shall have a period of ten (10) workdays following the evaluation party conference to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in the employee’s personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed the first (1st) day after the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, prior supervisor and the Director Human Resources. The substance of an evaluation is not subject to the completion of the evaluationgrievance.

Evaluation Procedure. A. Each permanent employee 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 receive 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 formalclaim that the following procedures have been violated. 33.6.2 Evaluation of the performance of Adult School unit members shall be made, written performance evaluation within the scope of employee’s job description as needed, at least once every three (3) years 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 employee’s immediate supervisorevaluator and the Adult School unit member in advance of an observation. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor prior Evaluations need not be based solely upon formal classroom observations. 33.6.6 Previous to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the summary evaluation document shall be provided to the employee form, at the conference. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two (2) years old. D. If or when the employee reasonably believes that the evaluation shall result in, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. An evaluation with a rating of three (3) or more “Improvement Needed” (IN) or least one (1) “Unsatisfactory” (U) observation and conference should be held. The Evaluation Report may be presented in any category evaluated will result in an overall negative evaluationwriting. An employee’s signature Adult School unit member may request a conference to discuss its conclusions. 33.6.7 The evaluator shall not base his evaluation on said materials 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 construed to represent predicated upon information or material of a derogatory nature which has been received by the employee’s agreement evaluator from sources, such as other teachers, parents, and citizens, unless the facts have been verified by the evaluator, and discussed with the content unit member. Student evaluations will be a factor in formulating the overall evaluation of said material, but only that the evaluation was receiveda unit member. F. An employee 33.6.8 As provided for by law, an Adult School unit member shall have a period of ten (10) workdays following the evaluation conference right to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed inspect materials in the employee’s his or her personnel file. G. PROBATIONARY PERIOD - New employees will serve a six , except ratings reports and records which, (61) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed the first (1st) day after the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, were obtained prior to the completion employment of the evaluation.person involved, (2) were prepared by identifiable examination committee members, or (3) were obtained in connection with a promotional examination. The time taken for personnel file review shall be

Evaluation Procedure. A. Each permanent employee 6.1 Probationary employees shall receive a formal, written performance evaluation be evaluated at least two times during the six month probationary period. 6.2 Permanent employees who have earned regular status within the scope of employee’s job description District shall be evaluated at least once every three (3) years yearly. If a unit member is not evaluated by the immediate supervisor in any given year, the evaluation will be considered to meet District standards. 6.3 If deemed desirable by the Superintendent or designee, or the employee’s immediate supervisor. If the evaluator is other than the 's immediate supervisor, the evaluator employee shall confer with the immediate supervisor prior to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year periodbe evaluated at more frequent intervals. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the evaluation document shall be provided to the employee at the conference. C. 6.4 Evaluations shall be based on observations observable performance and/or data and knowledge in accordance with the facts as known at the time of the evaluationevaluator. In additionThe employee shall be given the option to provide input on a voluntary pre-evaluation form prior to the final report being written. 6.5 An interview between the employee and the evaluator must take place to discuss the factors which have been evaluated. No evaluation of any employee will be placed in the personnel file without an opportunity for discussion between the employee and the evaluator. The employee shall be given an opportunity to add any comments to the evaluation he/she desires and shall have the right to review and respond to any unsatisfactory evaluation on a released-time basis. If the employee adds no comment or declines the opportunity for discussion of the evaluation within 10 work days from the evaluation interview, no the evaluation shall be based upon derogatory materials placed in the employee’s personnel file unless file. 6.6 All copies are to be signed by the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materialssupervisor. If any derogatory material is to be used or referred to in The fact that the employee signs does not necessarily mean that he/she agrees with the evaluation, they shall not be more than two (2) years old. D. If or when the employee reasonably believes that the evaluation shall result in, or evolve into, a disciplinary action, said employee has the right 6.7 Evaluators are to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B make comments on the evaluation form relative to outstanding work, poor work, specific comments on strengths or weaknesses, and specific recommendations for improved performance. Failure by the immediate supervisor with specific suggestions employee to show satisfactory improvement may be deemed just cause for dismissal. 6.8 In the event a probationary employee is not recommended for regular status, he/she should be notified and given reasons for the improvement denial of permanent status before the evaluatee’s performance. An evaluation with a rating expiration of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but only that the evaluation was received. F. An employee shall have a period of ten (10) workdays following the evaluation conference to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in the employee’s personnel file. G. PROBATIONARY PERIOD - New employees will serve a his/her six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed the first (1st) day after the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th) month District will consider an extension of the probationary period or within five (5) workdays for an additional period of up to six months when, in the end District's judgment, such action would be of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due benefit to the absence of employee and the evaluatee or evaluator are deemed validDistrict’s operation. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, prior to the completion of the evaluation.

Evaluation Procedure. A. Each permanent employee 7.1 Recognizing that the District’s personnel evaluation procedures are intended to identify, reinforce and improve knowledge, skills, attitudes and abilities that result in the achievement of predetermined goals and objectives, all supervisory unit members shall receive be formally evaluated. Additionally, a formal, written performance necessary role of the evaluation within the scope process is to identify and discharge incompetent supervisory unit members. 7.2 Difficulty and complexity of employee’s job description at least once every three (3) years by the employee’s immediate supervisor. If the evaluator is other than the immediate supervisor, the evaluator assignment shall confer with the immediate supervisor prior to the completion of be considered in the evaluation. Supplemental Evaluation shall include commendations for outstanding performance assessment can occur any time within the three (3) year periodwhere appropriate. B. Evaluations 7.3 The criteria for evaluation are solely the prerogative of the Board of Education and all forms used in evaluation shall be based on those criteria. 7.4 The instrument for evaluation of supervisory personnel will be mutually agreed upon by UBA and the District. The instrument shall reflect priorities and goals set by the Board. 7.5 Each supervisory unit member shall be formally evaluated in accordance with Education Code Sections 44660-44665 (Xxxxx Xxxx) once each school year for the first two (2) years of an assignment. Thereafter, having met expectations, the supervisory unit member’s evaluation shall occur every second year. Evaluation is a continuous process and may occur between scheduled periods at the request of the supervisory unit member and/or evaluator. 7.6 Formal evaluations of supervisory unit members shall be in the form of a completion of a document prepared writing. A formal conference shall be held by the District followed by a conference between the immediate supervisor evaluator and the employee onlyemployee. The purpose of this conference shall be to review the final evaluation. The conference shall highlight, as appropriate, areas of commendation, areas of satisfactory performance and, if needed, areas of improvement. 7.7 A copy of the final evaluation document form shall be provided to the employee at within fifteen (15) working days following completion of the conference. C. Evaluations . The evaluation report shall be based on observations signed by the evaluator and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two (2) years old. D. If or when the employee reasonably believes that the evaluation shall result in, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. An evaluation with a rating of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An The employee’s signature on said materials shall the form does not be construed to represent the employee’s necessarily signify agreement with the content evaluation. 7.8 Within fifteen (15) working days after the receipt of said material, but only that the evaluation was received. F. An report, the employee shall have may request in writing a period of ten (10) workdays following the evaluation private conference to prepare and submit a review the report with the evaluator. The employee may file written response to the evaluation. Such response will become a permanent attachment exceptions to the evaluation report within fifteen (15) working days after the private conference or receipt of the evaluation report. Content and substance of evaluation are not subject to Staff Complaints and Appeal Procedures or the Grievance Procedure. 7.9 Both the evaluation and the exceptions, if any, shall be placed in the employee’s permanent personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of 7.10 All evaluations shall follow timelines incorporated within the District Xxxxx Xxxx, and shall not include leaves of absences the agreed- upon evaluation form included as part of the probationary periodan Appendix. 1. The probationary period for new 7.11 Supervisory employees shall be completed the first (1st) day after the completion of six (6) months of active service with the District. 2permitted to provide a written response to any evaluation. The evaluator shall response will be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due attached to the absence of the evaluatee or evaluator are deemed validevaluation for inclusion in their personnel file. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, prior to the completion of the evaluation.

Evaluation Procedure. A. Each permanent employee 7.1 Regular probationary classified employees shall receive a formal, written performance evaluation within the scope of employee’s job description at least once every three (3) years by the employee’s immediate supervisor. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor prior to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the evaluation document shall be provided to the employee at the conference. C. Evaluations shall be based on observations and knowledge in accordance with the facts as known at the time of the evaluation. In addition, no evaluation shall be based upon derogatory materials in the employee’s personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two (2) years oldformal written performance ratings on District-approved forms during the probation period, typically at the conclusion of the third (3rd) and sixth (6th) month of service. Classified employees shall achieve permanent status after six (6) months or one hundred thirty (130) days, whichever is longer, of paid status in the District. D. If or when 7.2 Regular permanent classified employees shall receive at least one (1) formal written performance rating on District-approved forms each year. 7.3 The rating forms described herein shall be completed and signed by the employee reasonably believes that Superintendent/Principal and shall be discussed with and signed by the unit member prior to being placed in their official personnel file. The formal rating forms shall contain information bearing on unit member performance related to the evaluation criteria established by the District. The data gathered relative to unit member appraisal shall result inbe in conformity with the evaluatee’s job description, or evolve into, a disciplinary action, said employee has as prescribed by the right to CSEA representation at an evaluation meetingDistrict. E. Evaluations reflecting “Improvement Needed” 7.4 The rating shall contain an appraisal of the employee’s performance, and as appropriate, commendations or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. 7.5 The evaluatee shall receive a written copy of the performance rating forms described herein at a personal conference conducted by the evaluator, and proof of the transmission of the rating to the evaluatee shall be established by the evaluator. An evaluatee has the right to submit a written response to their evaluation with a rating of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but only that the evaluation was received. F. An employee shall have a period of within ten (10) workdays following and that the evaluation conference to prepare and submit a written response to the evaluation. Such response will become a permanent attachment be attached to the evaluation before it is placed in the employee’s personnel file 7.6 The evaluator’s judgment and recommendations contained in the evaluation appraisals described herein shall not be subject to the Grievance Procedure (Article V) contained in this Agreement, except in cases of discrimination or personal animus. 7.7 No evaluation of any unit member shall be placed in their personnel file without an opportunity for discussion between the unit member and the evaluator. No evaluation shall be made based upon unsubstantiated information. Any unsatisfactory rating must be supported by an explanation. Any unsatisfactory evaluation shall include specific recommendations for improvements and provisions for assisting the unit member in implementing any recommendations made. The unit member shall have the right to review and respond to any derogatory evaluation in accordance with Article 7.5. 7.8 All personnel files shall be kept in confidence and shall be available for inspection only to other employees of the District when actually necessary in the proper administration of the District’s affairs. Employees shall be provided with copies of any derogatory written material five (5) work days before it is placed in the employee’s personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees 7.9 A pre-evaluation meeting shall be completed held between the first (1st) day after Superintendent/Principal and the completion of six (6) months of active service with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisorunit member, prior to rating the completion unit member, to discuss the evaluation process. The final rating is left to the discretion of the evaluationSuperintendent/Principal.

Evaluation Procedure. A. Each permanent employee 6.1 Employees shall receive a formal, written performance evaluation within the scope of employee’s job description be evaluated in each classification in which they serve at least once every three during their initial six (36) years months probationary period, and at least annually thereafter. Written evaluation will be made on the District evaluation form, a copy of which is attached as Appendix B and incorporated by reference herein. The evaluation shall be done by the employee’s immediate supervisorsupervisor who directly observes the employee in each classification in which the employee serves. If the evaluator is other than the immediate supervisorIn evaluating a paraeducator, the evaluator shall confer solicit input from the teacher or teachers with whom the immediate supervisor prior to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year periodparaeducator works. B. Evaluations 6.2 A permanent employee who changes classification shall be evaluated at least once, preferably at the end of five (5) months of probationary service in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor new classification, and the employee only. A copy of the evaluation document annually thereafter. 6.3 Whenever possible, job performance shall be provided to discussed with the employee at the conferencetime the issue is pertinent, rather than holding it in abeyance until the time of written evaluation. C. Evaluations 6.4 When an evaluation of less than "satisfactory" performance or conduct is made, an employee shall have reasonable time to show improvement. A second evaluation shall be given at the end of this period. 6.5 No evaluation shall be made based on observations upon hearsay statements or comments without investigation. 6.6 Any negative evaluation shall include specific recommendations for improvements and knowledge provisions for assisting the employee in accordance with implementing any recommendations made. If requested, a meeting for discussion between the facts as known at employee and the evaluator will be granted. 6.7 At the time of the evaluation. In addition, no evaluation employees shall be based upon derogatory materials provided with a copy of their evaluation and all written material that affects an evaluation prior to its submission to a reviewer and placed in the employee’s district personnel file unless file. The employee shall be entitled to respond to the employee has previously been given sufficient prior notice evaluation and written material within ten (10) working days of same, an opportunity to review its receipt and comment upon it, and had have such comments response attached to the materialsevaluation and/or material. If any derogatory material is Upon request, the immediate manager may grant an additional five (5) days to be used or referred to in the evaluation, they shall not be more than two (2) years oldrespond. D. If or when the employee reasonably believes that the evaluation shall result in, or evolve into, a disciplinary action, said employee has the right to CSEA representation at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. An evaluation with a rating of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but only that the evaluation was received. F. 6.8 An employee shall have a period the right at reasonable times to examine and/or obtain copies of ten (10) workdays following the evaluation conference to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in any material from the employee’s 's personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed the first (1st) day after the completion of six (6) months of active service file with the District. 2. The evaluator shall be the immediate supervisor. 3. Each probationary employee shall receive written performance from evaluations at the end exception of the second (2nd) month and fifth (5th) month of the probationary period or within five (5) workdays of the end of the month from the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month of the probationary period due to the absence of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed within reasonable time, five (5) workdays after the return of the evaluatee or the evaluator. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor, material that was obtained prior to the completion employment of the evaluationemployee involved. 6.9 Any person who places written material or drafts written material for placement in an employee's personnel file shall sign the material and signify the date on which such material was drafted.

Evaluation Procedure. A. Each Probationary Evaluation 6.1.1. Probationary employees shall serve the District in a satisfactory manner for a period not to exceed six (6) months or one-hundred and thirty (l30) days of paid service, whichever is longer, and shall be evaluated at least twice during this probationary period. 6.1.2. Required evaluations shall be performed at least thirty (30) calendar days apart and one evaluation shall be performed at least thirty (30) calendar days prior to the granting of permanent status, unless the probationary employee is released earlier. Permanent Employee Evaluations 6.2.1. Permanent employees shall receive a formal, written performance evaluation within the scope of employee’s job description be evaluated at least once every three (3) years two years. Evaluations must be received by the employee’s immediate supervisorJune 15th for 12 month employees and by May 1st for all other employees. If the evaluator is other than the immediate supervisor, the evaluator shall confer with the immediate supervisor prior to the completion of the evaluation. Supplemental performance assessment can occur any time within the three (3) year period. B. Evaluations shall be in the form of a completion of a document prepared by the District followed by a conference between the immediate supervisor and the employee only. A copy of the evaluation document shall be provided to the employee at the conference. C. Evaluations shall will be based on observations and knowledge in accordance with the facts as known at the time of the evaluationcurrent school year. In addition, no If an evaluation shall be based upon derogatory materials in the employee’s personnel file unless is not received the employee has previously been given sufficient prior notice of same, an opportunity will be considered to review and comment upon it, and had such comments attached to the materials. If any derogatory material is to be used or referred to in the evaluation, they shall not be more than two (2) years oldmeet District standards. D. If or when the employee reasonably believes that the evaluation shall result in, or evolve into, 6.2.2. Employees who receive a disciplinary action, said employee has the right to CSEA representation voluntary transfer should be evaluated at an evaluation meeting. E. Evaluations reflecting “Improvement Needed” or “Unsatisfactory” ratings must be explained in Section B on the evaluation form by the immediate supervisor with specific suggestions for the improvement of the evaluatee’s performance. An evaluation with a rating of three (3) or more “Improvement Needed” (IN) or one (1) “Unsatisfactory” (U) in any category evaluated will result in an overall negative evaluation. An employee’s signature on said materials shall not be construed to represent the employee’s agreement with the content of said material, but only that the evaluation was received. F. An employee shall have a period of ten (10) workdays following the evaluation conference to prepare and submit a written response to the evaluation. Such response will become a permanent attachment to the evaluation and be placed in the employee’s personnel file. G. PROBATIONARY PERIOD - New employees will serve a six (6) month probationary period per Ed. Code before becoming a permanent employee of the District and shall not include leaves of absences as part of the probationary period. 1. The probationary period for new employees shall be completed the least once during their first (1st) day after the completion of six (6) months of active service with the District. 2assignment. The evaluator Evaluations as prescribed in 6.1 and 6.2 shall be the minimum number of required evaluations and employees may be evaluated at more frequent intervals as determined by the District. Evaluation reports shall be made in such format as prescribed by the District and shall be prepared by the employee's immediate supervisorsupervisor and/or his/her designee who has direct knowledge of the employee's work. The immediate supervisor shall be responsible for employee's evaluation. The immediate supervisor shall submit the evaluation report to the employee and a conference shall be held with the employee if the evaluation has any unsatisfactory category. All evaluations shall be signed by the employee in order to indicate that the employee has received a copy of the evaluation. The employee shall be given an opportunity to write comments regarding the evaluation on the evaluation form, as the employee deems necessary. Comments will be attached and submitted within 10 workdays of receipt of the evaluation or conference, whichever is later. The employee shall be given a copy of the evaluation. Evaluations shall be filed in the employee's personnel records and shall be available for review by the District and the employee and by his/her representative upon written authorization of the employee. If an evaluation shows an employee's performance is below satisfactory, the immediate supervisor shall provide specific recommendations and offer assistance for the employee's improvement. 6.7.1. An employee who has received an unsatisfactory evaluation shall be re- evaluated within three (3) months. Each probationary Improvements or deficiencies shall be so noted. An employee who desires to appeal an overall unsatisfactory evaluation shall receive written performance from evaluations at submit in writing to the end of the second Superintendent, his/her reason for appeal within fifteen (2nd) month and fifth (5th) month of the probationary period or within five (5l5) workdays of the end evaluation conference. The Superintendent or his/her designee shall investigate the facts of the month from case and shall obtain such evidence as may be necessary for the immediate supervisor. 4. Evaluations delayed from the second (2nd) month, and fifth (5th) month final determination of the probationary period due to employee's evaluation. The Superintendent or his/her designee shall meet with the absence appellant and his/her representative, if any, within fifteen (15) workdays of the evaluatee or evaluator are deemed valid. 5. Evaluations delayed by absence should be completed date of receipt of the written appeal and provide a written response within reasonable time, five fifteen (515) workdays after the return of the evaluatee or meeting. The Superintendent's decision regarding the evaluator. If the evaluator is other than the immediate supervisor, the evaluator evaluation appeal shall confer with the immediate supervisor, prior to the completion of the evaluationbe final.