Evaluation Procedures. The following procedures for employee evaluation shall be utilized for the term of this Agreement:
1. Orientation materials related to evaluation procedures will be provided to all employees by the 10th school day.
2. Employees shall submit to their evaluator a complete listing of proposed objectives, and measurement activities related thereto, to be considered in the annual evaluation by the 25th school day.
3. The evaluator shall have completed by 30th school day annual objective setting conference with employee.
4. The evaluator shall by the 40th school day determine and shall provide the employee with a complete listing of actual objectives from those proposed by the evaluator and employee, and measurement activities from those proposed by the evaluator and employee, and measurement activities related thereto, that will be incorporated in the annual evaluation that the evaluator will prepare for the employee. The objectives and related measurement activities referred to herein shall be in accordance with the employee job description prescribed by the District. The District will make every attempt to have the number of objectives required to be uniform from site to site.
5. Within a reasonable time after the request, the evaluator shall be provided with a written progress report from the employee containing the latter's perception of the progress being made toward the achievement of the objectives prescribed in Item 3, above. During the course of the evaluation period, circumstances may change which may result in the modification of the original standards and objectives. These changes may be initiated by the supervisor or the employee. Agreement of both parties is required.
6. The evaluator, by the 145th school day, shall have conducted classroom observations in order to gather data on employee performance as the evaluator believes to be related to:
A. The actual objectives and measurement activities described in Item 3, above;
B. Other criteria for employee evaluation and appraisal that are established by the District Xxxxx Act Guidelines. At the discretion of the evaluator, tenured teachers may receive only one (1) formal instructional observation per year. Probationary teachers will receive two (2) formal instructional observations per year. Prior to conducting formal instructional observations regarding the teacher's duties related to the instructional objectives herein described, the teacher shall be notified of the observation prior to the beginni...
Evaluation Procedures. 16.1 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.
16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the ev...
Evaluation Procedures. A. Each permanent unit member shall be evaluated by his/her primary evaluator at least every other school year, or, pursuant to Education code section 44664(a) (3), may be evaluated at least every five years. If the evaluator and the unit member agree, the Certificated Agreement for Five Year Evaluation Cycle form will be completed based on the following criteria;
(1) Has been employed at least ten consecutive years with the District
(2) Is highly qualified as required by NCLB
(3) Has received a “Proficient/Meets Standards” rating on the unit member’s most recent evaluation The unit member or the evaluator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any time.
B. Each temporary and probationary unit member shall be evaluated on a continuing basis. A formal evaluation shall be completed each school year. Each temporary or probationary unit member being evaluated shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standards.
C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within five (5) teaching days after the beginning of the first and second semesters. A copy will also be placed in the unit members’ Substitute Binder.
Evaluation Procedures. 12.1 The District shall evaluate and assess unit members as it reasonably relates to the following standards:
12.1.1 The progress of pupils toward the standards established by the District of expected pupil achievement at each grade level in each area of study; and
12.1.2 The instructional techniques and strategies used by the unit members; and
12.1.3 The unit member's adherence to curricular objectives; and
12.1.4 The establishment and maintenance of a suitable learning environment within the scope of the unit member's assignment; and
12.1.5 The performance of other duties/activities to the unit member's assignment; and
12.1.6 The quality of human relationships with students, parents and District personnel. For non-instructional unit members, such evaluation and assessment shall be based upon the fulfillment of established job responsibilities.
12.2 Evaluation and assessment made pursuant to this article shall be reduced to writing and a copy thereof shall be transmitted to the unit member not later than thirty (30) days before the last day of school in the school year in which the evaluation takes place. The unit member shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the unit member's personnel file. Before May 15, a meeting shall be held between the unit member and the evaluator to discuss the evaluation.
12.3 Probationary Evaluation and assessment of the performance of each certificated unit member shall be made on a continuing basis, at least once each school year for probationary personnel, and at least every other year for personnel with permanent status. The first ten years of evaluations will not change.
12.4 After ten years in the District, an employee may have the opportunity (with agreement from administration) to complete a self-evaluation and a formal evaluation in each four-year cycle instead of two formal evaluations. (See Appendix A.4 for the cycle) (EC 44500, 44644) (See Appendix A.5 for Guidelines on Self-Evaluations) The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the unit member. An evaluation committee will review the CERTIFICATED EVALUATION GUIDELINES to reflect an alignment with curriculum standards, CSTP, and Teacher Performance Expectations. Any recommendations will be brought back to the negotiations table. In the event a unit member is not performing his/her duties in a satisfactory...
Evaluation Procedures. Teacher evaluation serves multiple purposes. This includes improving the overall quality of the teacher workforce by identifying and building on individual strengths, identifying quality instructional practices that improve student learning, providing support and feedback to teachers and ensuring valid employment decisions. Both principals and teachers have roles and responsibilities within the evaluation process.
Evaluation Procedures. 7.2.1 Evaluation procedures designed to fairly and adequately assess performance of full- time faculty employees shall be established and reviewed annually by the Vice President, after consultation with appropriate faculty groups at divisional/departmental meetings for their recommendations.
7.2.2 Evaluation procedures designed to fairly and adequately assess performance of part- time faculty employees shall be established and reviewed periodically by the Vice President, after consultation with appropriate faculty groups at divisional/departmental meetings for their recommendations.
7.2.3 The direct faculty employee’s educational administrator or Vice President, as appropriate, shall advise the faculty employee in advance of the evaluation procedure to be used.
7.2.4 The faculty employee shall review all evaluation results with his or her direct educational administrator or Vice President, as appropriate, at a mutually agreeable time. If a faculty employee so chooses, a third party of his or her choice may be present.
7.2.5 The faculty employee shall sign the evaluation report indicating his/her agreement or disagreement with the conclusions of the report.
7.2.6 The faculty employee shall be given the opportunity to make written comments which shall be entered into the faculty employee's file with the evaluation.
Evaluation Procedures. 1. The purpose of the evaluation program is to promote the development and maintenance of excellence in the quality of instruction.
2. All formal reports on the work of a teacher shall be in writing and no informal reports shall be placed on a teacher‘s district personnel file.
3. A teacher evaluation report may be prepared on a teacher‘s general performance in the school and the learning situation in the teacher‘s class at any time, provided there is a reasonable interval between assessment reports.
4. Prior to commencing observations, the evaluator shall give reasonable notice and meet with the teacher to discuss and explain the district evaluation criteria, process and schedule.
5. Reports shall be based primarily on the teacher‘s assignment in his/her area of prime expertise and shall differentiate between the teacher‘s assignment and his/her professional training and experience.
6. Each written report shall be based on at least three comprehensive classroom visits which reflect the teacher‘s assignment. The classroom visits for the purpose of preparing the teacher evaluation report can occur at any time during the school year, recognizing that visits in September and June should occur only in limited situations. A first less than satisfactory report will not be filed after May 31 of a school year.
7. The formal evaluation report shall be prepared only by an Administrative Officer where the teacher is employed, the District Superintendent, Associate Superintendent, and/or Directors of Instruction and shall be prepared and written based on independently collected data.
8. The evaluation process shall include:
a. A series of formal observations each followed by an observation conference.
b. A post evaluation conference for discussion and review of the draft report.
c. The right of the teacher to submit to the evaluator a written commentary on the final report which shall be filed with all copies of the report.
d. The final report shall be filed in the teacher‘s personnel file at the school district office. No other copies of the report shall be filed except as provided in the School Act and Regulations.
9. Where appropriate and in the case of a less than satisfactory report, a plan for improving instruction shall be developed with the teacher. Such a plan shall be made available to the teacher. The implementation of such a plan shall be the joint responsibility of the teacher and the Board. A reasonable period of time shall elapse before a subsequent eva...
Evaluation Procedures. 11.1 Evaluation and assessment shall be reduced to writing and a copy thereof shall be transmitted to the certificated employee. The certificated employee shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the employee's personnel file. Before the end of the school year, a meeting shall be held between the certificated personnel and the evaluator to discuss the evaluation.
11.2 Evaluation and assessment of the performance of each certificated employee shall be made on a continuing basis as follows:
a. At least once each year for temporary personnel
b. At least once each year for probationary personnel
c. At least once every other year for personnel with permanent status
d. At least once every five (5) years for personnel with permanent status who have been employed at least ten (10) years with the school district, are highly qualified, if those personnel occupy positions that are required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Sec. 6301, et seq.), as defined in 20 U.S.C. Sec. 7801, whose previous evaluations rated the employee at meeting or exceeding standards, and if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. Any negative item in an evaluation must first be preceded by written notification or oral conference of the problem, to which the teacher may respond. The response, if in writing, shall automatically be placed in the teacher's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the employee. In the event an employee is not performing his/her duties in a satisfactory manner according to the standards prescribed by the governing board, the employing authority shall notify the employee in writing of such fact and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performance.
11.3 Prior to October l5, the principal(s) shall:
a. Furnish copies of:
1. Procedures for evaluation
2. Standards prescribed by the governing board by which the teachers shall be evaluated
3. The District Discipline Policy
b. Schedule group conference...
Evaluation Procedures. 9.1 Supervision of employees is the responsibility of each principal.
9.2 Each principal or his/her designee is responsible for evaluating the employees who work in that principal’s building. The principal shall make a written evaluation report to the Superintendent at least annually concerning each employee in his/her building.
9.3 A copy of the principal’s evaluation report shall be given to the employee on or before June 1st, and the employee shall be given an opportunity to discuss the evaluation report with the principal.
9.4 The employee’s signature on the evaluation report shall not necessarily indicate the employee’s agreement with the contents of the evaluation report. The employee shall have the right to make a written reply to the evaluation report, and any such reply shall be attached to the evaluation report.
Evaluation Procedures. 5.1 The evaluation and assessment program shall be a comprehensive one based upon District goals and objectives as adopted by the Board of Education as they relate to the employee's job description.
5.2 Goals and objectives are set by the Employer. Each person evaluated shall have the opportunity to participate in the setting of the objectives and standards of performance in light of which he/she will be assessed. In the event the evaluatee wishes to appeal the objectives, a panel consisting of one member appointed by the Employer, one member appointed by the Association, and one mutually agreed-upon member shall finally resolve the goals and objectives.
5.3 Evaluation and assessment of the competence of supervisory personnel shall be based upon observable, measurable behavior to include, but not limited to consideration of: (1) performance of function and, (2) performance of supervisory duties normally required. Standards of expected job performance of each specified related area shall be determined by the employee's goals and objectives, and shall be the basis for constructive improvement of competencies. Data to facilitate such evaluations shall be secured through a number of procedures including, but not limited to: observations, specific job tasks, judgments, responsibilities, and situational variables. No single criterion shall be the sole basis for evaluation.
5.4 Evaluations shall be made by the Employee's immediate manager and shall be reviewed by the Superintendent and/or his designee.
5.5 When an employee has responsibilities in two or more areas, the manager of each of these areas will provide information relating to the evaluation. However, one person shall be designated as the evaluator with responsibility for making the summary assessment report in writing and submitting a copy thereof to the employee evaluated. The designated evaluator shall be the manager of the area in which the employee has the greater assignment. In the case of assignments which are equally split, the employee may recommend an evaluator to the Human Resources Administrator. The Human Resources Administrator shall designate the employee's evaluator.
5.6 Evaluation shall be continual with frequent communication between evaluator and evaluatee.
5.6.1 No later than October of each fiscal year the evaluator and supervisory employee shall meet and discuss the elements upon which evaluation is to be based.
5.6.2 No later than January 1 of each fiscal year, the evaluator shall ...
