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 beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following: 1) Specific directives for improvement 2) Assistance to implement such directives as (a) Provisions of additional resources; (b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day. 7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day. 8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 5 contracts
Samples: Master Contract, Master Contract, Master Contract
Evaluation Procedures. The following procedures performance evaluation program for employee building service workers and maintenance employees shall focus on the extent to which each person carries out her/his performance responsibilities as stated in the job descriptions. The primary purpose of the performance evaluation shall be utilized for program is:
A) To improve the term delivery of this Agreementservice
B) To identify and commend satisfactory and exemplary performance
C) To identify and remediate unsatisfactory performance PROCEDURES:
1. Orientation materials related The employee shall have the right to identify any constraints which the employee believes may inhibit her/his ability to meet the evaluation procedures will be provided criteria and to all employees by discuss the 10th school dayremoval of such constraints with their supervisor (the evaluator) prior to an evaluation of her/his performance.
2. Employees The Employee shall submit be evaluated using the evaluation instrument outlined in Appendix C. Evaluations shall be conducted at the conclusion of the nine-month probationary period and thereafter annually or when areas of improvement are noted on an evaluation or at the discretion of the supervisor. The Employee will be evaluated prior 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 dayJune 30th but not before October 15th. The employee may also provide additional information on his/her evaluation.
3. The evaluator evaluation report shall have completed be signed by 30th school day annual objective setting conference the supervisor and the employee. The employee’s signature indicates that he/she has read the evaluation. The employee’s signature does not indicate agreement or disagreement with employeethe contents of the evaluation.
4. The evaluator supervisor 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 meet with the employee job description prescribed by within ten (10) work days to discuss the District. The District will make every attempt to have the number of objectives required to be uniform from site to siteevaluation.
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 beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response respond in writing to the evaluation and such response shall will be attached to the evaluation report. CATEGORIES EXCEEDS EXPECTATIONS - Surpasses the qualities and placed in behaviors described MEETS EXPECTATIONS - Meets satisfactory level of performance NEEDS IMPROVEMENT - Significant improvement required to meet acceptable level of performance UNSATISFACTORY - Not adequately demonstrating the qualities and behaviors described The evaluation should be thorough, objective and clearly understood by the employee's permanent personnel file which , so as to positively affect future performance. Each employee shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar receive a copy of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayhis/her evaluation prior to a conference with his/her evaluator.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 1. Each unit member shall complete the current objective/evaluation document as per timelines specified by the Contract. The Objective/Evaluation document is subject to annual review.
a. Addendum C-1 shall be utilized for evaluation of School Nurses.
2. Unit member evaluation procedures are recognized to be a cooperative effort between the unit member and his/her immediate supervisor with the express purpose of achieving excellence in the area of effective and purposeful classroom instruction.
3. To achieve the maximum benefits for which the unit member evaluation procedures exist:
a. Supervisors shall use the observation forms mutually agreed upon by the Federation and the District. A pre and post conference shall be held to discuss each written observation.
b. All evaluations will be completed on the agreed upon evaluation forms.
c. The Peer Assistance and Review process shall be invoked when appropriate.
d. If the PAR process is unsuccessful, it shall be the responsibility of the supervisor or principal to provide ninety (90) days written notice to the unit member to improve deficiencies.
e. The intercommunications system shall not be used for observation or evaluation of unit members.
f. Procedural matters relating to evaluation shall be subject to the grievance procedure contained in Article 6 of this agreement.
4. An evaluator's judgments and recommendations contained in classroom observation reports and evaluation appraisals shall not be subject to the grievance procedure contained in Article 6 of this agreement.
5. The following procedures for employee unit member evaluation shall be utilized for the term of this Agreementutilized:
1. a. Orientation materials related to evaluation procedures will be provided to all employees by the 10th school dayunit members.
2. Employees b. Unit members shall submit provide to their evaluator a complete list of proposed objectives and measurement activities related thereto on the agreed upon forms.
c. The evaluator shall determine and shall transmit to the unit member a complete listing of proposed objectives, actual 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 which will be incorporated in the annual "Xxxxx" evaluation that the evaluator will prepare for the employeeunit member. The objectives and related measurement activities referred to herein shall be in accordance with within the employee scope of the unit member's 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 requestd. By February 1st, the evaluator shall be provided with a written progress report from the employee completed form two (2) containing the latter's perception supportive evidence of the progress being made toward the achievement of the objectives prescribed in Item 35.c., 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 beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. The All licensed teachers are evaluated according to 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 toprocedures:
A. The actual objectives and measurement activities described At the beginning of each school year, the Office of Human Resources will assign, through the automated system, teachers to be evaluated for that year to the principal of each building or to the administrator in Item 3, above;charge of a program.
B. Other criteria If a teacher is assigned to more than one facility, the Office of Human Resources will identify the evaluator(s) for employee each teacher who is assigned to more than one facility.
C. Once the teacher’s yearly evaluation and appraisal that are established cycle has begun, there shall not be any substantive changes to the forms, documents or materials used in the evaluation process unless mandated by statute or the Colorado Department of Education or unless mutually agreed upon by the District Xxxxx Act Guidelines. At and 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 Cherry Creek Education Association.
D. The teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer responsible for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement. Reviewing all required evaluation documents including the Evaluation Rubric and evaluation materials;
2) Assistance . Sending his/her professional growth plan/goals to implement such directives as
(a) Provisions of additional resourcestheir evaluator for review;
3. Providing additional artifacts/evidence to support rating levels under consideration;
4. Preparing/completing self-evaluation, goal setting, and performance plans to be used in discussion and provide them to his/her evaluator in advance of the discussion. Any of these documents submitted by the teacher to the evaluator will be deemed working (bnot final) Mandatory training programs designed documents to be re-assessed throughout the school year;
5. Conferring with the evaluator regarding the evaluation process, especially if there are any questions or concerns regarding the evaluation process;
6. Providing, at his/her discretion, the evaluator with evidence/artifacts supporting a request for a rating change for any element(s) in dispute;
7. Developing and implementing strategies to improve performance to be paid by in areas identified during the District. A final and written report of observation and/or within the achievement of objectives, and measurement information related thereto evaluation process.
E. An evaluator shall be responsible for the following:
1. Reviewing all required evaluation documents including the Evaluation Rubric and evaluation materials;
2. Encouraging a thoughtful, comprehensive and honest approach to self-assessment;
3. As needed, hold periodic conferences with the teacher being evaluated to determine what sources of evidence/artifacts will be used to measure performance against professional practices;
4. Reviewing professional growth plan/goals and suggesting revisions;
5. Providing on-going feedback;
6. Scheduling mid-year and end-of-year reviews;
7. Providing enough feedback regarding each observation to allow the teacher to reasonably assess performance and areas for growth;
8. Conducting a mid-year review with the teacher. Any document submitted by the employee evaluator to the evaluator by the 140th school day.
7. The evaluator shall prepare teacher during this mid-year review will be deemed a written District evaluation form of employee performance and transmit the evaluation working (not final) document to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on re-assessed throughout the school calendar year and up until the final summative evaluation;
9. Assessing the need for the substance and timing of a Directed Improvement Plan, particularly where there is a concern that the teacher may earn an ineffective or partially ineffective rating;
10. Ensuring the contents of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day.
8. Employees who meet each summative evaluation are an accurate reflection of the following conditions shall be evaluated up teacher’s performance to every fiveinclude the review of any evidence/artifacts that may support a rating change and adopting such change if the evaluator deems appropriate to do so;
11. Conducting evaluation observations and conferences, including all aspects of the District’s evaluation process, in a manner consistent with the legal and constitutional rights of the teacher;
12. To the extent that any timelines discussed in this policy are deemed impracticable for the evaluator, to seek agreement from any affected teacher for an extension of time to complete the given task. Such extension should not adversely affect the teacher in any substantive way and should not exceed five (5) working days;
13. In those cases, where a teacher is assigned to more than one facility, an evaluator from each facility where the teacher is assigned will provide input for the Mid-Year conference and the final draft of the final professional practice rating.
Appears in 4 contracts
Samples: Negotiated Agreement, Negotiated Agreement, Negotiated Agreement
Evaluation Procedures. All licensed SSP Employees are evaluated according to the following procedures:
A. At the beginning of each school year, the Office of Human Resources will assign, through theautomated system, SSP Employees to be evaluated for that year to the principal of each building or to the administrator in charge of a program.
B. If an SSP Employee is assigned to more than one facility, the Office of Human Resources will identify the evaluator(s) for each SSP Employee who is assigned to more than one facility.
C. Once the SSP Employee’s yearly evaluation cycle has begun, there shall not be any substantive changes to the forms, documents or materials used in the evaluation process unless mandated by statute or the Colorado Department of Education or unless mutually agreed upon by the District and the Cherry Creek Education Association.
D. The following procedures for employee evaluation SSP Employee shall be utilized responsible for the term of this Agreementfollowing:
1. Orientation materials related to Reviewing all required evaluation procedures will be provided to all employees by documents including the 10th school day.Evaluation Rubric andevaluation materials;
2. Employees shall submit Sending his/her professional growth plan/goals 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.for review;
3. The evaluator shall have completed by 30th school day annual objective setting conference with employee.Providing additional artifacts/evidence to support rating levels under consideration;
4. The Preparing/completing self-evaluation, goal setting, and performance plans to be used in discussion and provide them to his/her evaluator in advance of the discussion. Any of these documents submitted by the SSP Employee to the evaluator will be deemed working (not final) documents to be re- assessed throughout the school year;
5. Conferring with the evaluator regarding the evaluation process, especially if there areany questions or concerns regarding the evaluation process;
6. Providing, at his/her discretion, the evaluator with evidence/artifacts supporting a request for a rating change for any element(s) in dispute;
7. Developing and implementing strategies to improve performance in areas identified during the observation and/or within the evaluation process.
E. An evaluator shall by be responsible for the 40th school day following:
1. Reviewing all required evaluation documents including the Evaluation Rubric and evaluation materials;
2. Encouraging a thoughtful, comprehensive and honest approach to self-assessment;
3. As needed, hold periodic conferences with the SSP Employee being evaluated to determine what sources of evidence/artifacts will be used to measure performance against professional practices;
4. Reviewing professional growth plan/goals and shall provide suggesting revisions;
5. Providing on-going feedback;
6. Scheduling mid-year and end-of-year reviews;
7. Providing enough feedback regarding each observation to allow the employee SSP Employee to reasonably assess performance and areas for growth;
8. Conducting a mid-year review with a complete listing of actual objectives from those proposed the SSP Employee. Any document submitted by the evaluator to the SSP Employee during this mid-year review will be deemed a working (not final) document to be re- assessed throughout the school year and employeeup until the final summative evaluation;
9. Assessing the need for the substance and timing of a Directed Improvement Plan, and measurement activities from those proposed by particularly where there is a concern that the SSP Employee may earn an ineffective or partially ineffective rating;
10. Ensuring the contents of the summative evaluation are an accurate reflection of the SSP Employee’s performance to include the review of any evidence/artifacts that may support a rating changeand adopting such change if the evaluator deems appropriate to do so;
11. Conducting evaluation observations and employeeconferences, and measurement activities related theretoincluding all aspects of the District’s evaluation process, 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 a manner consistent 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 legal and constitutional rights 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, aboveSSP Employee;
B. Other criteria 12. To the extent that any timelines discussed in this policy are deemed impracticable 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 to seek agreement from any affected SSP Employee for an extension of time to completethe given task. Such extension should not adversely affect the SSP Employee in any substantive way and should not exceed five (5) working days;
13. In those cases, where an SSP Employee is assigned to more than one (1) formal instructional observation per year. Probationary teachers facility, an evaluator from each facility where the SSP Employee is assigned will receive two (2) formal instructional observations per year. Prior to conducting formal instructional observations regarding provide input for the teacher's duties related to Mid-Year conference and the instructional objectives herein described, the teacher shall be notified final draft of the final professional practice rating.
F. Determining the overall professional practice rating must include direct observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations and may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the followingfollowing additional data sources/artifacts:
1) Specific directives for improvement. Discussions/conferences with SSP Employee;
2) Assistance to implement such directives as. Participation in committee and meetings;
(a) Provisions 3. Review of additional materials and resources;
4. Review of student assignments and student work;
5. Parent, student, and/or peer feedback;
6. Physical appearance of the classroom;
7. Disciplinary referrals;
8. Review of lesson plans and curricular scope/sequence;
9. Review of assessment tools/measures;
10. Documentation of professional growth experiences;
11. Documentation of policy/procedure compliance.
G. For any Quality Standard or element in which the SSP Employee and the evaluator are not in agreement the SSP Employee may choose to provide evidence/artifacts supporting a revision to the evaluator. The evaluator will use the evidence/artifacts in reassessing the quality standard or element not in agreement. Such reassessment may or may not change the evaluator’s rating.
H. The SSP Employee’s Summative Evaluation Report must be acknowledged by the evaluator and SSP Employee by signing electronically. Within six (b6) Mandatory training programs designed working days of receiving the document, the SSP Employee will acknowledge the document. Such acknowledgment will only indicate that the report was received, it will not necessarily indicate the SSP Employee’s agreement with the contents of the report in whole or in part. If the SSP Employee wishes to improve performance respond to the evaluation report, he/she will do so electronically within the same six (6) working days provided for acknowledging the document. The SSP Employee will provide the response to both the evaluator and the Office of Human Resources. Failure to acknowledge receipt of the Summative Evaluation by signing waives the SSP Employee’s right to appeal the evaluation.
I. The evaluator will have a final conference with the SSP Employee to discuss the final SSP Employee Evaluation Report. This final conference must occur before submitting the Report to the Office of Human Resources.
J. Quality standard (V), measures of student learning, shall be paid determined by combining both collective and individual attribution. The collective and individual attributions will be established according to current state law and recommendations from CDE. Any future changes to the percentages used for calculating the collective and individual attributions will be negotiated between the Association and the District. A final and written report The attribution percentages will be communicated to all SSP Employees at the beginning of the achievement of objectives, and measurement information related thereto shall be submitted by evaluation cycle via the employee to the evaluator by the 140th school dayannual evaluation training.
7. K. The evaluator shall prepare a written District process of conducting evaluation form observations and conferences, including all aspects of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response remediation process, shall be attached handled so as to observe the legal rights of the SSP Employee. No evaluation/remediation information shall be gathered by electronic devices, such as remote-video microphones, cameras or recorders, without the consent of the SSP Employee. This does not apply to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayuseof electronic devices used for note taking during observations.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 3 contracts
Samples: Negotiated Agreement, Negotiated Agreement, Negotiated Agreement
Evaluation Procedures. The All licensed teachers are evaluated according to 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 toprocedures:
A. The actual objectives and measurement activities described At the beginning of each school year, the Office of Human Resources will assign, through theautomated system, teachers to be evaluated for that year to the principal of each building or to the administrator in Item 3, above;charge of a program.
B. Other criteria If a teacher is assigned to more than one facility, the Office of Human Resources will identifythe evaluator(s) for employee each teacher who is assigned to more than one facility.
C. Once the teacher’s yearly evaluation and appraisal that are established cycle has begun, there shall not be any substantive changes to the forms, documents or materials used in the evaluation process unless mandated by statute or the Colorado Department of Education or unless mutually agreed upon by the District Xxxxx Act Guidelines. At and 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 Cherry Creek Education Association.
D. The teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer responsible for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement. Reviewing all required evaluation documents including the Evaluation Rubric andevaluation materials;
2. Sending his/her professional growth plan/goals to their evaluator for review;
3. Providing additional artifacts/evidence to support rating levels under consideration;
4. Preparing/completing self-evaluation, goal setting, and performance plans to be used in discussion and provide them to his/her evaluator in advance of the discussion. Any of these documents submitted by the teacher to the evaluator will be deemed working (not final) Assistance documents to implement be re- assessed throughout the school year;
5. Conferring with the evaluator regarding the evaluation process, especially if there areany questions or concerns regarding the evaluation process;
6. Providing, at his/her discretion, the evaluator with evidence/artifacts supporting a request fora rating change for any element(s) in dispute;
7. Developing and implementing strategies to improve performance in areas identified duringthe observation and/or within the evaluation process.
E. An evaluator shall be responsible for the following:
1. Reviewing all required evaluation documents including the Evaluation Rubric andevaluation materials;
2. Encouraging a thoughtful, comprehensive and honest approach to self-assessment;
3. As needed, hold periodic conferences with the teacher being evaluated to determine what sources of evidence/artifacts will be used to measure performance against professional practices;
4. Reviewing professional growth plan/goals and suggesting revisions;
5. Providing on-going feedback;
6. Scheduling mid-year and end-of-year reviews;
7. Providing enough feedback regarding each observation to allow the teacher to reasonably assess performance and areas for growth;
8. Conducting a mid-year review with the teacher. Any document submitted by the evaluator tothe teacher during this mid-year review will be deemed a working (not final) document to be re- assessed throughout the school year and up until the final summative evaluation;
9. Assessing the need for the substance and timing of a Directed Improvement Plan, particularly where there is a concern that the teacher may earn an ineffective or partially ineffectiverating;
10. Ensuring the contents of the summative evaluation are an accurate reflection of the teacher’s performance to include the review of any evidence/artifacts that may support a rating changeand adopting such directives aschange if the evaluator deems appropriate to do so;
11. Conducting evaluation observations and conferences, including all aspects of the District’s evaluation process, in a manner consistent with the legal and constitutional rights of theteacher;
12. To the extent that any timelines discussed in this policy are deemed impracticable for the evaluator, to seek agreement from any affected teacher for an extension of time to completethe given task. Such extension should not adversely affect the teacher in any substantive way and should not exceed five (a5) Provisions working days;
13. In those cases, where a teacher is assigned to more than one facility, an evaluator from each facility where the teacher is assigned will provide input for the Mid-Year conference and thefinal draft of the final professional practice rating.
F. Determining the overall professional practice rating must include direct observation and may include, but notbe limited to, the following additional data sources/artifacts:
1. Discussions/conferences with teacher;
2. Participation in committee and meetings;
3. Review of materials and resources;
(b) Mandatory training programs designed to improve performance to be paid by the District4. A final Review of student assignments and written report student work;
5. Parent, student, and/or peer feedback;
6. Physical appearance of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.classroom;
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day.Disciplinary referrals;
8. Employees who meet each Review of lesson plans and curricular scope/sequence;
9. Review of assessment tools/measures;
10. Documentation of professional growth experiences;
11. Documentation of policy/procedure compliance.
G. For any Quality Standard or element in which the following conditions shall teacher and the evaluator are not in agreement the teacher may choose to provide evidence/artifacts supporting a revision to the evaluator. The evaluator will use the evidence/artifacts in reassessing the quality standard or element not in agreement.Such reassessment may or may not change the evaluator’s rating.
H. The teacher’s Summative Evaluation Report must be evaluated up to every fiveacknowledged by the evaluator and teacher by signing
Appears in 2 contracts
Samples: Negotiated Agreement, Negotiated Agreement
Evaluation Procedures. The following procedures xxxx will notify the NTT Faculty member eight (8) weeks in advance of the annual deadline for employee providing materials. If the NTT Faculty member serves in more than one (1) department during the term the evaluation shall be utilized is requested, the chairs of all the applicable departments will confer to decide who will receive the evaluation materials, coordinate the review, communicate with the NTT Faculty member, and observe and write the classroom observation and performance evaluation. The basis for the term of this Agreementevaluation will be a Faculty Activities Report prepared by the NTT Faculty member, which will include documentation of:
1. Orientation materials related Teaching effectiveness, which will include at least:
a. course syllabi and at least one major course assignment for each class taught that term (or other material as requested by the chair);
b. all student course evaluations within the review period (these may never be the sole tool of assessment or the sole basis for an employment decision; if a calculation besides an average is used to evaluation procedures represent the SET scores, the calculation method will be provided to all employees transparent and publicly posted); and
c. a completed classroom observation letter by a qualified Faculty member that identifies what the 10th school dayNTT Faculty did well and opportunities for improvement.
2. Employees shall submit Professional activity (for NTT Faculty on the Teaching Professor track), which may include scholarly or creative work, professional practice, or other active engagement in a discipline or field that enables a Teaching Professor to their evaluator remain current in that area and vital as a complete listing of proposed objectivesteacher, and measurement activities related thereto, to be considered in the annual evaluation by the 25th school day.and
3. The evaluator shall have completed by 30th school day Service, which includes work that fosters and advances the missions and goals of the department, the college or school, the University, the profession, and service to the community performed in virtue of an NTT Faculty member’s professional expertise or association with the University. It may include peer observation performed for the purpose of annual objective setting conference with employee.
4review. The evaluator shall by standards for assessing performance in the 40th school day determine relevant criteria above must be broad enough to accommodate differences in academic disciplines and shall provide fields, the employee with a complete listing needs of actual objectives from those proposed by the evaluator and employeedifferent departments, and measurement activities from those proposed the specific nature of the appointment. Teaching is to be judged by a teacher’s total effect upon the evaluator education of his or her students. Teaching includes not only classroom instruction, but also academic advising and employeecurriculum development. Effective teaching requires, at a minimum, competence in the subject and in skills of presenting it, and measurement activities related thereto, that will be incorporated professionalism in conduct towards students. Those entrusted with evaluating a candidate’s teaching are to consider all evidence of achievement in each of the annual evaluation that the evaluator will prepare for the employeethree components. The objectives and related measurement activities referred to herein shall be in accordance with the employee job description prescribed by the Districtcandidate’s course materials form part of this evidence. 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 requestevidence also includes, but is not necessarily restricted to, the evaluator shall be provided with a written progress report from the employee containing the latter's perception testimony of the progress being made toward candidate’s colleagues, students, chair and other academic officers about the achievement following: the candidate’s command of the objectives prescribed in Item 3, above. During subject; the course effectiveness of the evaluation periodcandidate’s presentation, circumstances may change which may result whether in lectures, discussion, or tutorial; the modification quality and rigor of the original standards candidate’s courses; and objectivesthe respect for and stimulation to further study of the subject that is generated among the candidate’s students. These changes may Any other factors that contribute to the candidate’s effect upon the education of his or her students shall also be initiated by the supervisor or the employee. Agreement of both parties is required.
6considered. The evaluator, by chair and the 145th school day, shall have conducted NTT Faculty member will schedule the 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 at the beginning of the teacher's actual instructional dayquarter the observation will occur. Upon Both parties will agree on who will conduct the request observation. Within two weeks of the evaluatee classroom observation, the observer will meet with the NTT Faculty member to discuss the observation and observation letter. The NTT Faculty member may submit additional materials, such as assignments or when, exams to document the NTT Faculty member’s teaching effectiveness and approach. Material provided will be included in the evaluator's judgmentreview. Academic advising is an extension of teaching. It is an expression of the University’s concern for the development of the whole person and includes advising on courses and academic programs, additional instructional classroom observations are necessaryon academic life generally, and on career opportunities. Curriculum development includes both contributions to departmental and University curricula, such observations as the development of new courses or significant modification of existing ones, and the creation of pedagogical materials that may be conductedof use to other teachers. Within a reasonable time“Service” as further referenced in Article 12.A below, an employee shall be provided with a written statement regarding instructional observations is work other than teaching and professional activity that have been conducted. Such written statements shall contain a summary fosters and advances the missions and goals of the instructional activities observeddepartment, the college or school, or the University. It may also include service to the profession, such as participation on committees of a professional organization, and any suggestions being made by service to the observer for possible improvement by community performed in virtue of a Faculty member’s professional expertise or association with the employee University. The service expected of NTT Faculty will be appropriate to includetheir expertise and experience. Professional activity, which is relevant to all ranks of Teaching Professors but not be limited toto the appointment of Lecturers, refers to scholarly or creative work, professional practice, or other active engagement in a discipline or field that enables a Faculty member to remain current in that area and vital as a teacher. Examples of professional activity include attendance or presentations at conferences, occasional publications that contribute to scholarship or pedagogy in the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by field, creative work in the District. A final and written report of the achievement of objectivesarts, and measurement information related thereto practice in a professional field. Faculty in the Teaching Professor ranks shall not be submitted by the employee held to the evaluator by the 140th school daysame standards of scholarship as tenure-track Faculty.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. A. Teachers shall be evaluated according to the procedures set out in the District evaluation plan developed by a joint committee composed of an equal number of Board representatives and Association representatives, except to the extent the School Code requires otherwise. The following procedures committee shall continue to meet throughout the 2013-2014 school year to review and consider ongoing professional development, and thereafter develop a new evaluation instrument and plan for employee the 2016-2017 school year. Nothing prohibits the parties from agreeing to implement a pilot program. The mutually agreed-upon teacher evaluation plan and the instrument(s) shall not be subject to change except by consent of both parties. The evaluator’s written comments on the evaluation instruments will not be subject to grievance. The instrument and evaluation shall be utilized for the term part of this Agreement:
1board policy. Orientation materials related to No Teacher may be given a needs improvement or unsatisfactory evaluation procedures will be provided to all employees by the 10th school day.
2. Employees shall submit to rating on their evaluator a complete listing of proposed objectives, and measurement activities related thereto, to be considered in the annual final summative 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 without faithful execution of the evaluation period, circumstances may change which may result in instrument and procedures. Minor variations from the modification requirements of the original standards and objectivesinstrument or procedures which do not affect the outcomes do not cause the evaluation to be without faithful execution. These changes may be initiated by the supervisor A non-exclusive list of minor variations includes such things as deadlines missed due to illness, weather, person, or the employee. Agreement of both parties is requireddistrict emergencies.
6B. The Teacher Evaluation Instrument and Plan will include four evaluative categories and be named as follows: Excellent Proficient Needs Improvement Unsatisfactory
C. Tenured Teachers will be evaluated a minimum of once every two years. A tenured Teacher who has received a summative performance evaluation rating of “needs improvement” in his/her most recent evaluation shall be evaluated the next school year. Following an evaluation of “needs improvement,” the tenured Teacher may ask for a second evaluation by contacting the superintendent in writing. The evaluator, by Teacher will provide the 145th school day, Superintendent with a rationale as to why the first performance evaluation rating was unfair or inaccurate. A second evaluation 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 granted only at the discretion of the evaluatorSuperintendent. If a second evaluation is granted by the Superintendent, tenured teachers may receive only one (1) formal instructional observation per the initial performance evaluation shall remain in effect and in the personnel file. However, if the second performance evaluation reaches a different performance evaluation rating, the second performance evaluation shall be used for the purpose of establishing a placement on the sequence of honorable dismissal list. Reasonable effort will be made on the part of the second evaluator to complete the second evaluation prior to 45 days before the end of the school year. Probationary teachers A second evaluation may use data, artifacts and other information from the first evaluation. D Observation (Informal): Informal observations 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 beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, include the following:
1. (1) Specific directives for improvementAre unannounced;
2. (2) Assistance Are not subject to implement such directives as
(a) Provisions of additional resourcesa minimum time requirement;
3. (b3) Mandatory training programs designed to improve performance to be paid Have no pre-observation conference;
4. (4) Have optional post-observation conference as requested by the DistrictTeacher or evaluator or both;
5. A final and written report (5) Any informal observation lasting less than 15 minutes, used at part of the achievement of objectivesevaluation, and measurement information related thereto shall must be submitted by the employee provided to the evaluator by Teacher in writing within the 140th school day.time frame established in the jointly agreed upon Professional Evaluation Plan; and
76. The evaluator shall prepare a (6) Observations lasting longer than 15 minutes must include written District evaluation form documentation of employee performance and transmit the evaluation observation, provided to the employee. The employee may submit a written reaction or response to Teacher in writing within the evaluation and such response shall be attached to the evaluation and placed time-frame established in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day.
8. Employees who meet each of the following conditions shall be evaluated up to every fivejointly agreed upon Professional Evaluation Plan (see collective bargaining agreement 7.01 F
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. All licensed teachers are evaluated according to the following procedures:
A. At the beginning of each school year, the Office of Human Resources will assign, through theautomated system, teachers to be evaluated for that year to the principal of each building or to the administrator in charge of a program.
B. If a teacher is assigned to more than one facility, the Office of Human Resources will identifythe evaluator(s) for each teacher who is assigned to more than one facility.
C. Once the teacher’s yearly evaluation cycle has begun, there shall not be any substantive changes to the forms, documents or materials used in the evaluation process unless mandated by statute or the Colorado Department of Education or unless mutually agreed upon by the District and the Cherry Creek Education Association.
D. The following procedures for employee evaluation teacher shall be utilized responsible for the term of this Agreementfollowing:
1. Orientation materials related to Reviewing all required evaluation procedures will be provided to all employees by documents including the 10th school day.Evaluation Rubric andevaluation materials;
2. Employees shall submit Sending his/her professional growth plan/goals 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.for review;
3. The evaluator shall have completed by 30th school day annual objective setting conference with employee.Providing additional artifacts/evidence to support rating levels under consideration;
4. The Preparing/completing self-evaluation, goal setting, and performance plans to be used in discussion and provide them to his/her evaluator in advance of the discussion. Any of these documents submitted by the teacher to the evaluator will be deemed working (not final) documents to be re- assessed throughout the school year;
5. Conferring with the evaluator regarding the evaluation process, especially if there areany questions or concerns regarding the evaluation process;
6. Providing, at his/her discretion, the evaluator with evidence/artifacts supporting a request fora rating change for any element(s) in dispute;
7. Developing and implementing strategies to improve performance in areas identified duringthe observation and/or within the evaluation process.
E. An evaluator shall by be responsible for the 40th school day following:
1. Reviewing all required evaluation documents including the Evaluation Rubric andevaluation materials;
2. Encouraging a thoughtful, comprehensive and honest approach to self-assessment;
3. As needed, hold periodic conferences with the teacher being evaluated to determine what sources of evidence/artifacts will be used to measure performance against professional practices;
4. Reviewing professional growth plan/goals and shall provide suggesting revisions;
5. Providing on-going feedback;
6. Scheduling mid-year and end-of-year reviews;
7. Providing enough feedback regarding each observation to allow the employee teacher to reasonably assess performance and areas for growth;
8. Conducting a mid-year review with a complete listing of actual objectives from those proposed the teacher. Any document submitted by the evaluator tothe teacher during this mid-year review will be deemed a working (not final) document to be re- assessed throughout the school year and employeeup until the final summative evaluation;
9. Assessing the need for the substance and timing of a Directed Improvement Plan, and measurement activities from those proposed by particularly where there is a concern that the teacher may earn an ineffective or partially ineffectiverating;
10. Ensuring the contents of the summative evaluation are an accurate reflection of the teacher’s performance to include the review of any evidence/artifacts that may support a rating changeand adopting such change if the evaluator deems appropriate to do so;
11. Conducting evaluation observations and employeeconferences, and measurement activities related theretoincluding all aspects of the District’s evaluation process, 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 a manner consistent with the employee job description prescribed by the District. The District will make every attempt to have the number legal and constitutional rights 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, abovetheteacher;
B. Other criteria 12. To the extent that any timelines discussed in this policy are deemed impracticable 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 yearto seek agreement from any affected teacher for an extension of time to completethe given task. 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, Such extension should not adversely affect the teacher shall be notified in any substantive way and should not exceed five (5) working days;
13. In those cases, where a teacher is assigned to more than one facility, an evaluator from each facility where the teacher is assigned will provide input for the Mid-Year conference and thefinal draft of the final professional practice rating.
F. Determining the overall professional practice rating must include direct observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations and may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the followingfollowing additional data sources/artifacts:
1) Specific directives for improvement. Discussions/conferences with teacher;
2) Assistance to implement such directives as. Participation in committee and meetings;
(a) Provisions 3. Review of additional materials and resources;
4. Review of student assignments and student work;
5. Parent, student, and/or peer feedback;
6. Physical appearance of the classroom;
7. Disciplinary referrals;
8. Review of lesson plans and curricular scope/sequence;
9. Review of assessment tools/measures;
10. Documentation of professional growth experiences;
11. Documentation of policy/procedure compliance.
G. For any Quality Standard or element in which the teacher and the evaluator are not in agreement the teacher may choose to provide evidence/artifacts supporting a revision to the evaluator. The evaluator will use the evidence/artifacts in reassessing the quality standard or element not in agreement. Such reassessment may or may not change the evaluator’s rating.
X. The teacher’s Summative Evaluation Report must be acknowledged by the evaluator and teacher by signing electronically. Within six (b6) Mandatory training programs designed working days of receiving the document, the teacher will acknowledge the document. Such acknowledgment will only indicate that the report was received, it will not necessarily indicate the teacher’s agreement with the contents of the report in whole or in part. If the teacher wishes to improve performance respond to the evaluation report, he/she will do so electronically within the same six (6) working days provided for acknowledging the document. The teacher will provide the response to both the evaluator and the Office of Human Resources. Failure to acknowledge receipt of the Summative Evaluation by signing waives the teacher’s right to grieve and/or appeal the evaluation.
I. The evaluator will have a final conference with the teacher to discuss the final Teacher Evaluation Report. This final conference must occur before submitting the Report to the Office of Human Resources.
J. Quality standard (V), measures of student learning, shall be paid determined by combining both collective and individual attribution. The collective and individual attributions will be established according to current state law and recommendations from CDE. Any future changes to the percentages used for calculating the collective and individual attributions will be negotiated between the Association and the District. A final and written report The attribution percentages will be communicated to all teachers at the beginning of the achievement of objectives, and measurement information related thereto shall be submitted by evaluation cycle via the employee to the evaluator by the 140th school dayannual evaluation training.
7. K. The evaluator shall prepare a written District process of conducting evaluation form observations and conferences, including all aspects of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response remediation process, shall be attached handled so as to observe the legal rights of the teacher. No evaluation/remediation information shall be gathered by electronic devices, such as remote-video microphones, cameras or recorders, without the consent of the teacher. This does not apply to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayuseof electronic devices used for note taking during observations.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Samples: Negotiated Agreement
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 beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated by the District at least once every a year. All evaluations, when completed, shall be discussed with the employee for the purposes of explanation of any statement, comments, or observations that may be requested by the evaluated employee. At the time of the discussion, the employee will be given a copy of the evaluation form. All evaluated employees shall affix their signature and date of review on the evaluation to assure compliance with this requirement. Employees who receive an overall improvement needed or unsatisfactory rating on an evaluation shall be given suggestions for improvement by their evaluator. Hearsay statements shall be excluded from written evaluations. No evaluation shall be placed in any employee's personnel file or other yearrecord folder until such evaluation has been discussed with the evaluated employee. An evaluation form is set forth in Appendix B attached hereto.
1. When evaluations are conducted for unit employees, and lead workers in no event later than 30 days before unit classifications are familiar with duties and performance of other unit employees with whom they work in the last school day scheduled on respective work areas, the school calendar District may take and consider input from the lead workers as part of the current school yearevaluations process. (February 2006)
2. If in the judgment of the supervisor, a permanent employee needs improvement or is performing in an unsatisfactory manner, the supervisor shall discuss the unsatisfactory performance/needs improvement with the employee prior to the completion of the formal performance evaluation and within a reasonable time frame to allow the employee to improve his/her performance to meet standards prior to the evaluation becoming final. A written performance improvement plan may be utilized by the supervisor for a permanent employee to support the improvement process. (February 2006)
B. Probationary employees shall be evaluated at least once each year at the conclusion of their third, sixth and in no event later than the 150th school dayninth fifth months of employment.
8. C. Employees who meet each of the following conditions do not agree with their evaluation, or who simply wish to, may respond in writing to their evaluations and their comments shall be evaluated up added to every fivetheir evaluations and included in the file and/or record.
D. The evaluation procedures set forth herein shall be subject to the provisions of Article IV, Grievance Procedures, but the substance of an evaluation shall not be subject to the provisions of that article. However, permanent employees who disagree with the substance of their evaluation may request a conference with the Superintendent or designee to discuss the evaluation. The Superintendent or designee shall schedule a conference within a reasonable time period to discuss the evaluation.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. A The Association and the District agree that the following evaluation procedures for employee evaluation shall be utilized for followed during the term of this Agreement:. The provisions of this Article shall constitute the procedures to be utilized for the evaluation and assessment of the instructional performance of certificated employees as set forth in California Education Code section 44660, et seq., or successor, commonly known as the “Xxxxx Xxxx.”
1. Orientation The District shall provide evaluation materials related to employees covered by this Agreement within thirty (30) work days following the beginning date of their assignment. The District will post (at each site) a copy of evaluation procedures will be provided materials for employee's viewing five (5) work days prior to all employees by the 10th school dayInstructional Objective conferences.
2. Employees The employee and evaluator shall meet to discuss the instructional objectives and the measurement criteria to be used in the evaluation of the employee's performance, provided the employee is in an evaluation year. The employee, by October 31st, shall submit to their the evaluator a complete listing of proposed objectives, plan for professional growth that aligns to the California Teaching Standards. (Counselors will set goals and measurement activities related thereto, to be considered in the annual evaluation by the 25th school dayevaluated on ASCA standards.)
3. The evaluator shall have completed by 30th school day annual objective setting conference with review the employee.
4. The evaluator shall by the 40th school day determine ’s proposed plan for professional growth revise, as appropriate, and shall provide the employee with a complete listing set of actual approved instructional objectives from and measurement activities comprised of those proposed by the evaluator employee and employee, supplemented by the evaluator. The instructional objectives and measurement activities from those proposed by the evaluator and employee, and measurement activities related thereto, that will shall be incorporated in the annual evaluation that annual, biannual, or five-year evaluations. The instructional objectives and measurement activities utilized in determining the level of the employee's performance shall be in conformity with the job description.
4. In the event the employee is in disagreement with the instructional objectives and measurement activities which the evaluator will prepare for use in judging the employee. The objectives and related measurement activities referred to herein 's performance, the employee shall be in accordance with allowed to attach a statement to 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 siteinstructional objective measurement activity documentation.
5. Within a reasonable time after The evaluator shall conduct classroom instructional observations and gather other information related to the request, employee's performance which the evaluator believes to be related to (1) the objectives and measurement activities described herein, and (2) the criteria for employee evaluation and appraisal established by the District's guidelines to be utilized in maintaining a uniform system of evaluation.
a. Employees shall receive, at least, ten (10) workdays notice of the formal classroom instructional observation.
b. The Pre-Classroom Observation form shall be provided given by the unit member to the evaluator at least five (5) work days prior to the observation.
c. The evaluator shall within ten (10) work days provide the employee with a written statement regarding the classroom instructional observation that the evaluator has conducted. The written statement shall contain a summary of the instructional activities observed and any suggestions for improvement.
d. The classroom instructional observations and information gathering activities related to the employee's performance plan described herein shall be conducted at the discretion of the evaluator but with advanced notification to the employee.
6. The employee, at or near the mid-point of the instructional period, i.e., semester or year, upon request shall provide the evaluator with a written or oral progress report from of the employee containing the latter's perception employee’s perceptions of the progress being made toward the achievement of the instructional objectives, and the progress being made toward the achievement of any other objectives prescribed contained in Item 3, abovethe employee's performance plan. During No later than thirty (30) work days prior to the course close of the evaluation periodschool year, circumstances may change which may result in the modification employee shall submit a written report as to the achievement or non-achievement 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 beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, and any other objectives contained in the evaluatoremployee's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school dayplan.
7. The evaluator shall shall, not later than thirty (30) calendar days prior to the last day of school scheduled on the school calendar, prepare a written District evaluation utilizing the District's evaluation form which shall contain an appraisal of employee performance and transmit the employee's performance. In preparing the evaluation document, the evaluator shall utilize only data that has been personally substantiated. Personally substantiated shall mean data that is personally observed and/or found credible by the evaluator. Data, other than observations during the formal observation, shall be documented and provided to the employeeemployee within a reasonable time prior to the summative evaluation conference. The employee may submit shall have an opportunity to provide a written reaction or response oral response.
a. The written evaluation document shall be transmitted to the employee in an evaluation and such response conference.
b. In the event that the evaluation document contains derogatory statements, the employee shall be attached provided with specific notice and shall be given an opportunity to prepare written comments related to the derogatory statements.
c. The evaluation document and the employee's written comments, if any, shall be placed in the employee's permanent personnel file file, which shall be maintained housed in the District Officepersonnel file repository.
d. If the employee is absent from work on the date scheduled for the evaluation conference and is not expected to return to work by the 30th day prior to the last day of school, the evaluator may transmit the evaluation to the employee by postal or electronic mail. Permanent employees In that event, the employee may, upon request, meet with the evaluator when the employee returns from the absence.
8. The evaluation and assessment of the performance of each certificated employee shall be evaluated made as follows:
a. For a probationary teacher, at least twice during the first full school year of teaching and at least once during the second full year.
b. For a permanent teacher, at least once every other yearschool year except as provided in paragraph A.9.c of this Article.
c. For a permanent teacher who has ten (10) years of service to the District, and at least every five (5) years pursuant to the provisions of Education Code section 44664(a)(3). B If the written evaluation indicates that the employee’s job performance is not at an acceptable level, the evaluator shall describe the specific areas of weakness either in no event later than 30 days before the last school day scheduled on evaluation or in a separate document. If the school calendar evaluation of a permanent employee contains three (3) or more "Not Meeting Standards" in any one of the current school year. Probationary employees Standards One through Five, the employee shall be evaluated at least once each year referred to and shall participate in no event later than the 150th school dayPeer Assistance and Review Program (“PAR”) as provided by Article 23.
81. Employees who meet each Evaluator shall confer with the employee and make specific recommendations as to areas of improvements in the following conditions employee's performance and shall be evaluated up endeavor to every fiveassist the employee in the improvement of his or her performance.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. The following procedures (a) A representative of the school administration, hereinafter called the evaluator for employee purposes of this Article, shall meet with new employees within the first twenty (20) days of the school year for the purpose of describing the evaluation process. Such explanation shall include providing a copy of this Article to the new employee(s), including the appropriate appendices of evaluation forms to be used, and a copy of the appropriate job description.
(b) 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 based 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 semester, for a total of two (2) formal instructional observations per evaluation year. All formal observations must be for at least thirty (30) consecutive minutes. Nothing in this paragraph shall prevent the evaluator from including informal observations in developing the Summary Evaluation, as discussed in Articles 11.04(i).
(c) Prior to conducting making a formal instructional observations regarding the teacher's duties related to the instructional objectives herein describedobservation, the teacher evaluator shall conduct an individual pre- observation conference with the employee to be notified evaluated. There may be discussion of circumstances affecting the employee’s ability to be evaluated positively, such as, but not limited to: the educational capabilities of the observation prior to learners, the beginning appropriateness of the teacher's actual instructional day. Upon learning environment, and the request job description of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, employee.
(d) The evaluator shall make an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary observation of the instructional activities observedemployee’s performance no later than five (5) days after the pre-observation conference, at a time and any suggestions being made by the observer for possible improvement day mutually agreed upon by the employee and evaluator.
(e) The evaluator must meet with the affected employee within ten (10) days following the formal observation. Within ten (10) days after the post observation meeting, the evaluator shall prepare, report, and submit to the employee and report the results of the formal observation on the form included in this Agreement as Appendix C, Formal Observation Form. At this meeting, the evaluator may also discuss with the employee any performance issue observed during informal observations. These informal observations may also be included in the report prepared by the evaluator pursuant to this section.
(f) If an employee receives a rating of “Unsatisfactory” on the first formal Observation Report, the employee shall participate in a professional-improvement plan mutually developed by the school administration and the employee. Such plan will identify specific performance expectations, present specific timelines within which the identified expectations are to be met, provide resources and support the employee may need to meet the expectations, and identify specific consequences if the expectations are not met. The evaluator or his/her designee shall provide affirmative assistance in an effort to improve the employee’s performance. Such assistance may include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report : a demonstration lesson; a supply of the achievement of objectives, appropriate resource material; observation and measurement information related thereto shall be submitted consultation by and with peers; professional development; and release time for the employee to the evaluator by the 140th school dayvisit and observe similar classes or activities.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. (g) The employee may shall have the right to submit a written reaction or response to within ten (10) days after receipt of the evaluation and such response observation report. If the employee submits a written response, it shall be attached to the evaluation evaluator’s report and placed filed in the employee's permanent personnel file which file.
(h) The observation cycle as described in Article sections 11.04(b)-11.04(e) shall be maintained completed no later than the last day of each semester.
(i) Each employee evaluated during the school year shall receive a Summary Evaluation, recorded on the form included in this Agreement as Appendix D. The Summary Evaluation will reflect the formal Observation Reports she/he has received. The Summary Evaluation may also be based on informal observations during the school year, documentation for which has been provided to the employee in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar course of the current school year. Probationary employees The Summary Evaluation shall be evaluated at least once form the basis for the determination regarding the retention of the employee, as set forth in Appendix D (Summary Evaluation Form).
(j) The school administration shall provide each year and in affected employee with the Summary Evaluation no event later than the 150th school daylast day of the spring semester.
8. (k) Employees who meet each of the following conditions shall be evaluated up to every fiverated as “Unsatisfactory, “Basic,” “Proficient,” or “Distinguished.”
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. The following procedures A. Probationary employee evaluations shall be made at the end of three (3) and five (5) months of service. Pursuant to Ed Code Section 45113, the probationary period may be extended up to twelve months from the date of hire. A probationary employee may be released without cause.
B. All aides and food service employees shall receive their evaluations by May 1st of each school year; and custodian/ maintenance employees shall receive their evaluations by June 1st of each school year.
C. Written evaluations shall be made on the attached evaluation form, Appendix C, and incorporated by reference herein.
D. When an evaluation of unsatisfactory performance or conduct is made, for a permanent employee, the employee shall have a minimum of a ninety (90) day period, where appropriate, in which to show improvement. A second evaluation shall be utilized for given at the term end of this Agreement:
1. Orientation materials related to evaluation procedures will be provided to all employees by the 10th school dayninety (90) day period.
2. Employees shall submit to their evaluator a complete listing of proposed objectivesE. Whenever possible, 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 job performance shall be in accordance discussed with the employee at the time the issue is pertinent. Whenever unsatisfactory job description prescribed by performance is an issue, it shall be discussed with the Districtemployee within 10 days that the issue is pertinent. The District will make every attempt After a Performance Report for Classified Employees has been written, the employee and the supervisor shall meet to have discuss job performance and the number of objectives required to be uniform from site to sitereport.
5F. Employee evaluations shall be placed in the personnel file of each employee which is maintained at the District Office. Within a reasonable time after Files kept by any supervisor of any employee shall not contain material which could be used against an employee with respect to his/her evaluation, unless such material is in the request, the evaluator employee personnel file.
G. Employees shall be provided with a written progress report from copies of any derogatory material which could be used in evaluating 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 seven (7) work days before it is placed 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's personnel file. 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 beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided given the opportunity during normal working hours to discuss the derogatory material with the supervisor and provide a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observedresponse within 10 working days, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response which shall be attached to the evaluation and material placed in the personnel file.
H. Any written evaluation material placed in an employee's permanent file shall contain the date the material was drafted, the signature of the drafter, employee signature and the date the material is placed in the file.
I. No unsatisfactory evaluation shall be based on hearsay statements only.
J. Notwithstanding any other provisions of this article, the Board of Trustees retains the right to establish performance assessment guidelines that can be used in the evaluation of employees.
K. On a reasonable number of occasions, an employee shall have the right, at reasonable times and without loss of pay, to examine and/or obtain copies of any material affecting the evaluation from the employee's personnel file with the exception of material that includes ratings, reports, or records which were obtained prior to the employment of the employee involved. The employee's personnel file shall be maintained available for examination to the unit representative if authorized in writing by the employee. A forty-eight (48) hour written notice shall be given by an employee desiring access to review the file. An appointment is required due to the necessity of having a confidential employee present when an employee is reviewing their personnel file.
L. Evaluation material contained in personnel files shall be kept in confidence and shall be available for inspection to officers of the District when necessary in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar proper administration of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than District's affairs or the 150th school day.
8. Employees who meet each supervision of the following conditions shall be evaluated up to every fiveemployee.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 7A-1 The following procedures for employee evaluation shall be utilized for the term of this Agreement:
1. Orientation materials related to evaluation procedures Administration 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 conduct evaluations 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 sitepolicy and collective bargaining agreement.
5. Within 7A-2 Each principal or his/her designee is responsible for evaluating the support staff who work in that principal’s building on or before June 1st.
7A-3 A copy of the employee’s annual evaluation report shall be given to the employee by June 1st in a sealed envelope, and the employee shall be given an opportunity to discuss the evaluation report with the principal in a reasonable time after the request, the evaluator shall be provided with a written progress report from the employee containing the latter's perception period of the progress being made toward the achievement of the objectives prescribed in Item 3, abovetime. During the course school year, employees will be notified of any deficiencies in their performance.
7A-4 The employee’s signature on the evaluation report shall not necessarily indicate the employee’s agreement with the contents 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.
6report. The evaluator, by the 145th school day, employee shall have conducted classroom observations in order the right 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 make a written reply to the instructional objectives herein described, the teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observedevaluation report, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response reply shall be attached to the evaluation report and placed in the employee's permanent ’s personnel file which file. In the event the employee requests a meeting with the Administrator, the employee shall provide their written response to the Administrator at this meeting. The employee is entitled to have Union representation at this meeting.
7A-5 In the event any deficiency or area of improvement is noted on the employee’s evaluation plan, the employee and administrator will meet to review together, a plan developed by the Administrator for the employee’s improvement for the upcoming year. The employee shall be maintained provided a reasonable opportunity to make recommendations on the improvement plan. The employee is entitled to have a Union Representative attend these meetings.
7A-6 All para-educators shall be provided the opportunity to be trained in the facilitating of either Math or Literacy instruction and, when available, afforded the opportunity to train in both instructional areas. All training for service as an instructional facilitator shall occur during the normal workday at District Officeexpense. Permanent employees Members of the bargaining unit who are required to work more days than were originally contracted for shall be evaluated compensated at least once every other their regular hourly wage. Any overtime compensation shall be awarded as per Federal or NH labor laws. Beginning with the 2017-2018 school year, if the District determines there is an anticipated shortage of either para-educator Math instructional or para-educator Literacy instructional facilitators in the upcoming school year and a corresponding surplus of facilitators in the other instructional category, current para-educators shall be given preference over new hires with comparable experience and credentials in accepting training in the area of shortage, provided the individual has received a satisfactory annual evaluation.
7A-7 The principal, Superintendent and Union President shall meet in June 2017 and in no event later than 30 days before June 2018 to discuss the last school day scheduled on the school calendar impact of the current instructional facilitator roll-out upon working conditions. Beginning in 2018-19, significant changes in working conditions directly attributable to the implementation of the instructional facilitator program shall be subject to negotiations.
7A-8 Evaluation as an instructional facilitator shall commence in 2017-2018 and shall identify deficiencies and areas in need of improvement, followed by adherence to Article 7A-5. If a para-educator is deemed unsatisfactory as an instructional facilitator, he/she shall be afforded every reasonable opportunity to take a para-educator position that does not include serving as an instructional facilitator, should an opening exist, in the following school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Samples: Master Contract
Evaluation Procedures. The following procedures (a) A representative of the school administration, hereinafter called the evaluator for employee purposes of this Article, shall meet with new employees within the first twenty (20) days of the school year for the purpose of describing the evaluation process. Such explanation shall include providing a copy of this Article to the new employee(s), including the appropriate appendices of evaluation forms to be used, and a copy of the appropriate job description.
(b) 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 based 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 semester, for a total of two (2) formal instructional observations per evaluation year. All formal observations must be for at least thirty (30) consecutive minutes. Nothing in this paragraph shall prevent the evaluator from including informal observations in developing the Summary Evaluation, as discussed in Articles 11.04(i).
(c) Prior to conducting making a formal instructional observations regarding the teacher's duties related to the instructional objectives herein describedobservation, the teacher evaluator shall conduct an individual pre- observation conference with the employee to be notified evaluated. There may be discussion of circumstances affecting the employee’s ability to be evaluated positively, such as, but not limited to: the educational capabilities of the observation prior to learners, the beginning appropriateness of the teacher's actual instructional day. Upon learning environment, and the request job description of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, employee.
(d) The evaluator shall make an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary observation of the instructional activities observedemployee’s performance no later than five (5) days after the pre-observation conference, at a time and any suggestions being made by the observer for possible improvement day mutually agreed upon by the employee and evaluator.
(e) The evaluator must meet with the affected employee within ten (10) days following the formal observation. Within ten (10) days after the post--‐ observation meeting, the evaluator shall prepare, report, and submit to the employee and report the results of the formal observation on the form included in this Agreement as Appendix C. At this meeting, the evaluator may also discuss with the employee any performance issue observed during informal observations. These informal observations may also be included in the report prepared by the evaluator pursuant to this section.
(f) If an employee receives a rating of “Does Not Meet Standards” on the first formal Observation Report, the employee shall participate in a professional-improvement plan mutually developed by the school administration and the employee. Such plan will identify specific performance expectations, present specific timelines within which the identified expectations are to be met, provide resources and support the employee may need to meet the expectations, and identify specific consequences if the expectations are not met. The evaluator or his/her designee shall provide affirmative assistance in an effort to improve the employee’s performance. Such assistance may include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report : a demonstration lesson; a supply of the achievement of objectives, appropriate resource material; observation and measurement information related thereto shall be submitted consultation by and with peers; professional development; and release time for the employee to the evaluator by the 140th school dayvisit and observe similar classes or activities.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. (g) The employee may shall have the right to submit a written reaction or response to within ten (10) days after receipt of the evaluation and such response observation report. If the employee submits a written response, it shall be attached to the evaluation evaluator’s report and placed filed in the employee's permanent personnel file which file.
(h) The observation cycle as described in Article sections 11.04(b)-11.04(e) shall be maintained completed no later than the last day of each semester.
(i) Each employee evaluated during the school year shall receive a Summary Evaluation, recorded on the form included in this Agreement as Appendix D. The Summary Evaluation will reflect the formal Observation Reports she/he has received. The Summary Evaluation may also be based on informal observations during the school year, documentation for which has been provided to the employee in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar course of the current school year. Probationary employees The Summary Evaluation shall be evaluated at least once form the basis for the determination regarding the retention of the employee, as set forth in Appendix E (Summary Evaluation Form).
(j) The school administration shall provide each year and in affected employee with the Summary Evaluation no event later than the 150th school daylast day of the spring semester.
8. (k) Employees who meet each of the following conditions shall be evaluated up to every fiverated as “meets standards,” “exceeds standards”, or “does not meet standards.”
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 11.1 Each permanent employee shall have a formal written evaluation at least once in each two-year period of service. The following procedures for employee evaluation shall be utilized made on the Classified Performance Evaluation Form. The evaluator shall be the employee’s immediate supervisor unless a different evaluator is designated by the appropriate manager.
11.1.1 The evaluation shall be based upon the evaluator's observations of the employee's job performance as well as the other criteria contained on the Classified Performance Evaluation Form.
11.1.2 Employees have the option to submit a Self-Evaluation Component that outlines their view of their performance factors as outlined in the Classified Performance Evaluation Form. This portion of the evaluation will give the employees a chance to self-identify strengths, weaknesses, training needs, and/or professional development needs. The Self-Evaluation Component must be submitted to the evaluator at least five (5) days prior to the evaluation meeting.
11.1.3 Nothing contained in this Article shall preclude the District from initiating an off cycle evaluation.
11.1.4 In the event a permanent employee’s overall evaluation rates the employee’s performance lower than “Meets Expectations,” the evaluator shall describe the specific area or areas of less than satisfactory performance either in the evaluation or in a separate document.
11.1.4.1 Following the employee’s receipt of the evaluation, the evaluator shall meet with the employee or, if requested by the employee, with the employee and a representative and shall make specific recommendations as to the areas of improvement in the employee’s performance.
11.1.4.2 The employee and evaluator shall develop a Plan of Improvement that is designed to alleviate the identified performance deficiencies. The Plan shall include: • A statement of expectations for the term of this Agreement:
1. Orientation materials employee related to evaluation procedures each area of performance that was rated less than satisfactory; • A listing of operational activities designed to remediate the identified deficiencies and any time line or time lines related to the activities; • A statement of measures of assistance and/or resources that 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 as a complete listing part of actual objectives from those proposed by the evaluator Plan; and employee, • A schedule of observations and/or conferences to monitor 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 evaluate 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 ’s 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 Plan.
11.1.4.3 If subsequent improvements sufficiently modify the employee. Agreement of both parties is required.
6. The evaluator, by ’s performance and identified deficiencies to 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 satisfaction of the evaluator, tenured teachers may receive only one (1) formal instructional observation notification to
11.1.4.4 If the level of improvement is not sufficiently improved according to the Plan of Improvement then the Supervisor will then begin disciplinary action per yearArticle 13. Along with the disciplinary action a revised Plan of Improvement will be completed per 11.
11.2 The goal of the evaluation process for probationary employees is that each employee should be able to successfully complete the probationary period and to achieve permanent status. To that end, each probationary employee should be evaluated twice during the probationary period, with the initial evaluation being made at approximately 3 months and the second evaluation at approximately 6 months of service. Evaluations shall be made on the regular Classified Performance Evaluation Form and shall be based upon the employee’s job performance as well as the other criteria on the Form. Probationary teachers employees have the right to request these evaluations for the above timelines.
11.2.1 The evaluation of a probationary employee should set forth any area or areas of performance that the evaluator determines should be enhanced in order for the employee to successfully complete the probation period. In addition, the evaluator should direct or recommend methods and/or means by which the employee’s job performance may be improved.
11.2.2 It is understood and agreed that a probationary employee may be separated from employment at any time during the probation period at the District’s discretion. In most cases, a probationary employee should receive at least one written evaluation prior to separation from employment. If the District determines that a probationary employee is to be separated from employment and the employee has not received at least one written evaluation, the District will receive two notify the Exclusive Representative of the affected employee’s name and work assignment.
11.2.3 Employees who are promoted into a new position will have a sixty (260) formal instructional observations per yearday trial period. The employee must be evaluated at least one time during the trial period. If the evaluation was an overall ranking of Needs Improvement or Unsatisfactory, then they can retreat to their previously held position.
11.3 Prior to conducting formal instructional observations regarding the teacher's duties related to the instructional objectives herein describedplacing an evaluation in an employee’s file, the teacher employee and the evaluator shall meet to review and discuss the evaluation and any material that is to be incorporated into the file. The evaluation shall be notified signed by the employee, the evaluator, and appropriate manager. The employee’s signature denotes solely that a review of the observation prior to the beginning evaluation has taken place. The employee shall receive a copy of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations evaluation and may be conducted. Within a reasonable time, an employee shall be provided with attach a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary within 10 days of the instructional activities observedmeeting. The employee’s evaluation, and along with any suggestions being made written comments of the employee, shall be placed in the personnel file.
11.4 If the employee disagrees with the evaluation, the employee may request a review by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions Vice President of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the DistrictHuman Resources and Labor Relations. A final and written report of the achievement of objectives, and measurement information related thereto The Vice President’s decision shall be submitted by the employee to the evaluator by the 140th school day.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response in writing, shall be attached to the evaluation employee’s evaluation, and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall final.
11.5 While a grievance may be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar filed alleging a violation of the current school year. Probationary employees shall procedural steps of this Article, no grievance may be evaluated at least once each year and in no event later than filed or considered regarding the 150th school daycontents of a written evaluation.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. The following procedures evaluation of the professional activities of all faculty in a public institution of higher education is essential for employee evaluation the maintenance of academic and professional standards of excellence. The purpose of faculty evaluations shall be utilized to enhance the improvement of individual professional performance and to provide a basis for various personnel decisions. The parties have created guidelines for promotion and tenure and recommendations for promotion and tenure files. These are included in the KSC Faculty Handbook. A comprehensive system for faculty evaluation effectively considers materials from students, peers, the immediate academic supervisor and from the faculty member himself/herself. Faculty evaluations will include: A performance evaluation process for the term purpose of this Agreementprofessional improvement and contract renewal, and an evaluation process for promotion and tenure. Performance evaluation and recommendations for tenure and promotion in rank will be based on consideration of the following criteria:
1. Orientation Teaching Effectiveness
2. Scholarship (Scholarship may include relevant professional activity)
3. Service to the College and students
4. When itemized in a letter of appointment, administrative responsibilities The evaluation for promotion and tenure will utilize the performance evaluations as part of the materials related reviewed. Evaluations of a junior faculty member shall address progress toward meeting criteria for tenure and shall address progress toward meeting criteria for promotion for those who plan to evaluation procedures will apply for promotion as indicated in section B.10.a below.
A. Annual Information and Self-Evaluation Reports and DPEC Reports At the completion of each academic year all faculty are required to submit an Annual Information and Self- Evaluation Report to their department chair or interdisciplinary program chair. This report is forwarded to the Xxxx and shall become a part of the faculty member’s personnel file. The guidelines for this Report are located in the KSC Faculty Handbook.
B. Performance Evaluations
1. Each September each department shall select a Department Peer Evaluation Committee (DPEC) from among the tenured faculty for each faculty member in his/her first or third year to be provided evaluated during the spring of that year. For departments having more than one faculty member to all employees be evaluated, more than one DPEC may be selected. The size and composition of the committee(s) and the manner of selection of the members and chair shall be determined by the 10th school daymembers of each department. The department, in consultation with the faculty member, is encouraged to designate a tenured bargaining unit member from another department to serve as a member of his/her DPEC for the purpose of conducting a more comprehensive evaluation.
2. Employees Each department shall submit operate under the Guidelines and Procedures for DPEC Evaluations which the KSCEA shall issue with each contract (See KSC Faculty Handbook). These Guidelines shall provide minimum procedures that each DPEC shall follow in order to their evaluator ensure a complete listing full and fair deliberation of proposed objectivesa faculty member’s case. Nothing in the Guidelines shall contravene any provision of this Agreement. The Guidelines should address procedural issues only and are not intended to address evaluative criteria, and measurement activities related theretostandards of review, the weight to be considered in the annual evaluation by the 25th school daygiven to criteria or other substantive matters.
3. The evaluator shall have completed by 30th school day annual objective setting conference Departments will provide untenured faculty members with employeedepartment-specific criteria and standards of review. Interdisciplinary Programs will provide departments and faculty with criteria and standards of review, when appropriate. Such criteria and standards are considered advisory in nature. Department and interdisciplinary program standards are designed to supplement and cannot contradict or supersede the contract or faculty handbook. (By December 2010, each department will publish its criteria and standards of review consistent with the Memorandum of Understanding on Page 41. Each department will identify any changes in criteria or standards of review, with changes applicable in 2011.)
4. The evaluator shall by evaluation process begins with the 40th school day determine individual faculty member, who is responsible for keeping and shall provide the employee with a providing to DPEC complete listing and accurate records of actual objectives from those proposed by the evaluator and employee, and measurement activities from those proposed by the evaluator and employee, and measurement all activities related thereto, that will be incorporated in the annual evaluation that the evaluator will prepare for the employee. The objectives to his/her professional growth 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 sitedevelopment.
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 beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. The following procedures for A. A permanent 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 a yearly written evaluation normally 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 May 31 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 beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current each school year. Probationary employees shall be evaluated at least once have a written evaluation during each six months of the one-year probationary period normally completed by the end of the fifth and in no event later than the 150th school dayeleventh months of service.
8. Employees B. A permanent employee who meet each has been promoted shall be placed on probationary status for a period of six months, and will have a written evaluation during the six-month probationary period normally completed by the end of the following conditions fifth month.
C. No formal evaluation of any employee shall be evaluated up placed in any personnel file without an opportunity for prior discussion between the employee and the evaluator. Evaluations, so far as practicable, shall be based upon the direct observation and knowledge of the evaluator. Any unsatisfactory evaluation based upon performance shall include recommendations for improvement and shall advise the employee as to every fiveany deficiency in attitude or conduct. While there may be input into the evaluation by non- management employees, the responsibility for the evaluation shall rest with the managerial or supervisorial person who is the employee’s immediate supervisor.
D. The personnel file of each employee shall be maintained at the District’s business office.
E. Such material shall not include ratings, reports, or records which (1) were obtained prior to the employment of the employee involved, (2) were prepared by identifiable examination committee members, or (3) were obtained in connection with a promotional examination.
F. Every employee shall have the right to review his/her personnel file upon request, provided that the request is made at a time when the employee is not required to render services to the District. An employee may authorize in writing his/her designated representative who is not an employee of the District, to review his/her personnel file.
G. Information of a derogatory nature shall not be entered or filed unless and until the employee is given ten (10) days advance notice and an opportunity to review and comment thereon. Any employee shall have the right to enter, and have attached to any such derogatory statement, the employee’s own comments thereon. Such review and comment shall take place during normal business hours, and the employee shall be released from duty for this purpose without salary reduction.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. Section A: The following procedures Evaluation Plan approved by the Board and the As- sociation and the Student Growth Manual created by the Performance Evaluation Review Act Joint Committee are incorporated into this Article by reference. The building principal and/or designee (limited to assistant principals and the appropriate, qualified special education and special services supervisors and administrators, in consultation with the building principal) is responsible for employee evaluation shall be utilized for evaluating all staff members assigned to his/her building. Responsibilities of evaluators, in addition to those specified in the term of this AgreementEvaluation Plan Document, include:
1. Orientation materials related to Apprising each staff member upon assignment, and/or at the beginning of each school year, the specific criteria on which the evaluation procedures will be provided to all employees by the 10th school daymade.
2. Employees Prior to each formal observation, reviewing with the staff member the methods of evaluation to be employed. The staff member shall submit to their evaluator a complete listing of proposed explain his/her objectives, methods, and measurement activities related thereto, materials to the evaluator. The evaluator will advise the staff member as to when each formal observation will be considered con- ducted. The evaluator shall conduct a post-conference with the staff member after each formal and informal observation to review the completed observation form. The staff member will also meet with the evaluator to review and approve the student growth goal following the procedures and process as outlined in the annual evaluation by the 25th school dayPERA/Student Growth agreement.
3. The evaluator shall have completed by 30th school day annual objective setting conference with employeeAssuring that probationary staff members are evaluated once each year prior to attaining tenure.
4. The evaluator Assuring that staff members on contractual continued service are evaluated once every two years or upon request of the staff member or evaluator. In the years not evaluated, the principal shall place a letter in the staff member’s personnel file, with a copy to the staff member, stating that the lack of an evaluation will not be construed as an adverse reflection on the staff member’s performance. A form letter jointly agreed upon by the 40th school day determine Board and theAssociation will be utilized.
5. Each formal evaluation shall provide the employee with be initiated by a complete listing of actual objectives from those proposed by pre- conference between the evaluator and employeethe staff member that includes a review of the expectations of the parties and mutually scheduling the date and time for the observation. In the case of the first instance of a staff member’s failure to be present for the pre-conference or observation, and measurement activities from those proposed it will be mutually rescheduled by the administrator and staff member. Every evaluation event (i.e., pre-observation, post-observa- tion, or summative evaluation conference, the SMART Goal for student growth meeting, or formal observation) shall be held at an agreed time unless, with regard to a particular event, an evaluator attempts twice to schedule and employeeno time is agreed to, 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 may assign a time in accordance with the employee job description prescribed by timeline for the Districtevent. The District will make every attempt If the staff member for any reason is unable to have attend at the number of objectives required scheduled time (including but not limited to be uniform from site cancelling, failing to site.
5. Within a reasonable time after the requestattend, sick leave, or medical leave), 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 beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, an additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Samples: Professional Services
Evaluation Procedures. All licensed teachers are evaluated according to the following procedures:
A. At the beginning of each school year, the Office of Human Resources will assign, through theautomated system, teachers to be evaluated for that year to the principal of each building or to the administrator in charge of a program.
B. If a teacher is assigned to more than one facility, the Office of Human Resources will identifythe evaluator(s) for each teacher who is assigned to more than one facility.
C. Once the teacher’s yearly evaluation cycle has begun, there shall not be any substantive changes to the forms, documents or materials used in the evaluation process unless mandated by statute or the Colorado Department of Education or unless mutually agreed upon by the District and the Cherry Creek Education Association.
D. The following procedures for employee evaluation teacher shall be utilized responsible for the term of this Agreementfollowing:
1. Orientation materials related to Reviewing all required evaluation procedures will be provided to all employees by documents including the 10th school day.Evaluation Rubric andevaluation materials;
2. Employees shall submit Sending their professional growth plan/goals 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.for review;
3. The evaluator shall have completed by 30th school day annual objective setting conference with employee.Providing additional artifacts/evidence to support rating levels under consideration;
4. The Preparing/completing self-evaluation, goal setting, and performance plans to be used in discussion and provide them to their evaluator in advance of the discussion. Any of these documents submitted by the teacher to the evaluator will be deemed working (not final) documents to be re- assessed throughout the school year;
5. Conferring with the evaluator regarding the evaluation process, especially if there areany questions or concerns regarding the evaluation process;
6. Providing, at their discretion, the evaluator with evidence/artifacts supporting a request for a rating change for any element(s) in dispute;
7. Developing and implementing strategies to improve performance in areas identified during the observation and/or within the evaluation process.
E. An evaluator shall by be responsible for the 40th school day following:
1. Reviewing all required evaluation documents including the Evaluation Rubric andevaluation materials;
2. Encouraging a thoughtful, comprehensive and honest approach to self-assessment;
3. As needed, hold periodic conferences with the teacher being evaluated to determine what sources of evidence/artifacts will be used to measure performance against professional practices;
4. Reviewing professional growth plan/goals and shall provide suggesting revisions;
5. Providing on-going feedback;
6. Scheduling mid-year and end-of-year reviews;
7. Providing enough feedback regarding each observation to allow the employee teacher to reasonably assess performance and areas for growth;
8. Conducting a mid-year review with a complete listing of actual objectives from those proposed the teacher. Any document submitted by the evaluator to the teacher during this mid-year review will be deemed a working (not final) document to be re- assessed throughout the school year and employeeup until the final summative evaluation;
9. Assessing the need for the substance and timing of a Directed Improvement Plan, and measurement activities from those proposed by particularly where there is a concern that the teacher may earn an ineffective or partially ineffective rating;
10. Ensuring the contents of the summative evaluation are an accurate reflection of the teacher’s performance to include the review of any evidence/artifacts that may support a rating changeand adopting such change if the evaluator deems appropriate to do so;
11. Conducting evaluation observations and employeeconferences, and measurement activities related theretoincluding all aspects of the District’s evaluation process, 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 a manner consistent with the employee job description prescribed by the District. The District will make every attempt to have the number legal and constitutional rights 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, abovetheteacher;
B. Other criteria 12. To the extent that any timelines discussed in this policy are deemed impracticable 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 yearto seek agreement from any affected teacher for an extension of time to completethe given task. 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, Such extension should not adversely affect the teacher shall be notified in any substantive way and should not exceed five (5) working days;
13. In those cases, where a teacher is assigned to more than one facility, an evaluator from each facility where the teacher is assigned will provide input for the Mid-Year conference and thefinal draft of the final professional practice rating.
F. Determining the overall professional practice rating must include direct observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations and may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the followingfollowing additional data sources/artifacts:
1) Specific directives for improvement. Discussions/conferences with teacher;
2) Assistance to implement such directives as. Participation in committee and meetings;
(a) Provisions 3. Review of additional materials and resources;
4. Review of student assignments and student work;
5. Parent, student, and/or peer feedback;
6. Physical appearance of the classroom;
7. Disciplinary referrals;
8. Review of lesson plans and curricular scope/sequence;
9. Review of assessment tools/measures;
10. Documentation of professional growth experiences;
11. Documentation of policy/procedure compliance.
G. For any Quality Standard or element in which the teacher and the evaluator are not in agreement the teacher may choose to provide evidence/artifacts supporting a revision to the evaluator. The evaluator will use the evidence/artifacts in reassessing the quality standard or element not in agreement. Such reassessment may or may not change the evaluator’s rating.
X. The teacher’s Summative Evaluation Report must be acknowledged by the evaluator and teacher by signing electronically. Within six (b6) Mandatory training programs designed working days of receiving the document, the teacher will acknowledge the document. Such acknowledgment will only indicate that the report was received, it will not necessarily indicate the teacher’s agreement with the contents of the report in whole or in part. If the teacher wishes to improve performance respond to the evaluation report, they will do so electronically within the samesix (6) working days provided for acknowledging the document. The teacher will provide the response to both the evaluator and the Office of Human Resources. Failure to acknowledge receipt of the Summative Evaluation by signing waives the teacher’s right to grieve and/or appeal the evaluation.
I. The evaluator will have a final conference with the teacher to discuss the final Teacher Evaluation Report. This final conference must occur before submitting the Report to the Office of Human Resources.
J. Quality standard (V), measures of student learning, shall be paid determined by combining both collective and individual attribution. The collective and individual attributions will be established according to current state law and recommendations from CDE. Any future changes to the percentages used for calculating the collective and individual attributions will be negotiated between the Association and the District. A final and written report The attribution percentages will be communicated to all teachers at the beginning of the achievement of objectives, and measurement information related thereto shall be submitted by evaluation cycle via the employee to the evaluator by the 140th school dayannual evaluation training.
7. K. The evaluator shall prepare a written District process of conducting evaluation form observations and conferences, including all aspects of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response remediation process, shall be attached handled so as to observe the legal rights of the teacher. No evaluation/remediation information shall be gathered by electronic devices, such as remote-video microphones, cameras or recorders, without the consent of the teacher. This does not apply to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayuseof electronic devices used for note taking during observations.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Samples: Negotiated Agreement
Evaluation Procedures. A. The following procedures for bargaining unit 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 at least a yearly written evaluation no later than April 15th of each school day annual objective setting conference with employee.
4year. The evaluator Probationary bargaining unit employees 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 evaluation during each six (6) months 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 year probationary period.
B. No evaluation of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an any bargaining unit employee shall be provided with a written statement regarding instructional observations that have been conductedplaced in any personnel file without an opportunity for discussion between the bargaining unit employee and the evaluator. Such written statements Evaluations, so far as practicable, shall contain a summary be based upon the direct observation and knowledge of the instructional activities observed, evaluator. Any unsatisfactory evaluation based upon performance shall include recommendations for improvement and shall advise the bargaining unit employee as to any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school daydeficiency in attitude or conduct.
7. C. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which of each bargaining unit employee shall be maintained in at the District Office. Permanent employees No adverse action of any kind shall be evaluated at least once every other yeartaken against a bargaining unit employee based upon materials which are not in thepersonnel file.
D. Such material shall not include ratings, and in no event later than 30 days before reports, or records which: (1) were obtained prior to the last school day scheduled on the school calendar employment of the current school year. Probationary employees bargaining unit employee involved, (2) were prepared by identifiable examination committee members, or (3) were obtained in connection with a promotional examination.
E. Every bargaining unit employee or Association representative designated in writing shall have the right to inspect the bargaining unit employee's personnel file upon request, provided that the request is made at a time when the bargaining unit employee is not required to render services to the District.
F. Information of a derogatory nature, unsatisfactory performance and/or unprofessional conduct, shall be evaluated at least once each year and in no event later than given to the 150th school day.
8. Employees who meet each employee within ten (10) days of the following conditions alleged offense and shall not be entered or filed unless and until the bargaining unit employee is given notice and an opportunity to review and comment thereon. Any bargaining unit employee shall have the right to enter and have attached to any such document the bargaining unit employee's own comments thereon. Such review and comment shall take place during normal business hours and the bargaining unit employee shall be evaluated up to every fivegiven a reasonable period of release time from duty for this purpose without salary reduction.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. The following procedures for employee evaluation shall be utilized for the term of this Agreement:
1. Orientation materials related to evaluation procedures Teachers will be provided with an evaluation packet each year, including the evaluation tool, a list of those teachers to all employees by be evaluated that school year, and the 10th school dayname of the evaluator.
2. Employees The building administrator shall submit to their evaluator a complete listing of proposed objectives, and measurement activities related thereto, meet with those teachers to be considered in the annual evaluation by the 25th school dayevaluated to set their dates for classroom observation and evaluation.
3. The Teachers shall complete the pre-observation sheet and a pre-evaluation conference shall be mutually determined by the evaluator shall have completed by 30th school day annual objective setting conference with employeeand the teacher.
4. The Following at least one (1) forty-five (45) minute classroom observation, or an observation during a complete lesson, or an observation during an entire class period, the evaluator shall by schedule a post-evaluation conference within fifteen (15) school days to present the 40th school day determine and shall provide formal summative evaluation. A copy of 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 provided to the teacher at the post-evaluation conference. A teacher’s signature on the evaluation form indicates receipt only and not necessarily agreement 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 sitecontents.
5. Within Upon evaluation of certified staff who have not acquired tenure, Administrators shall observe and evaluate each non-tenured teacher a reasonable time after minimum of two (2) times each year. One may be an unannounced observation and evaluation. In addition, if in the requestevaluation of a non-tenured teacher, the evaluator administration feels that there is the need for an additional evaluation, the administration 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 allowed to make an additional observation and objectives. These changes may be initiated by the supervisor or the employee. Agreement of both parties is required.
6evaluation. The evaluator, by the 145th school day, results of all evaluations 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 incorporated into one (1) formal instructional observation summative evaluation per year.
6. Probationary Tenured teachers will who receive an Excellent or Proficient summative evaluation shall be formally evaluated once every 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 beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school dayyears.
7. Tenured teachers who receive a formal summative evaluation rating of Needs Improvement shall within thirty (30) school days receive a professional development plan developed in consultation with the teacher. The evaluator plan shall prepare a written District evaluation form of employee performance and transmit the evaluation be directed to the employeeareas that need improvement and state the supports the Employer will provide. The employee may submit a written reaction or response to Duration of the evaluation and such response plan shall be attached to mutually determined. Teachers who receive a Needs Improvement rating will be formally evaluated the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last following two (2) school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayyears.
8. Employees Tenured Teachers who meet each receive a formal summative evaluation rating of Unsatisfactory shall within thirty (30) school days participate in the following conditions development of a remediation plan. The plan shall be evaluated up to every fivedeveloped in consultation with the teacher and consulting teacher. The remediation plan may span two (2) school years if necessary but no longer that ninety
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. All licensed teachers are evaluated according to the following procedures:
A. At the beginning of each school year, the Office of Human Resources will assign, through theautomated system, teachers to be evaluated for that year to the principal of each building or to the administrator in charge of a program.
B. If a teacher is assigned to more than one facility, the Office of Human Resources will identifythe evaluator(s) for each teacher who is assigned to more than one facility.
C. Once the teacher’s yearly evaluation cycle has begun, there shall not be any substantive changes to the forms, documents or materials used in the evaluation process unless mandated by statute or the Colorado Department of Education or unless mutually agreed upon by the District and the Cherry Creek Education Association.
D. The following procedures for employee evaluation teacher shall be utilized responsible for the term of this Agreementfollowing:
1. Orientation materials related to Reviewing all required evaluation procedures will be provided to all employees by documents including the 10th school day.Evaluation Rubric andevaluation materials;
2. Employees shall submit Sending their professional growth plan/goals 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.for review;
3. The evaluator shall have completed by 30th school day annual objective setting conference with employee.Providing additional artifacts/evidence to support rating levels under consideration;
4. The Preparing/completing self-evaluation, goal setting, and performance plans to be used in discussion and provide them to their evaluator in advance of the discussion. Any of these documents submitted by the teacher to the evaluator will be deemed working (not final) documents to be re- assessed throughout the school year;
5. Conferring with the evaluator regarding the evaluation process, especially if there areany questions or concerns regarding the evaluation process;
6. Providing, at their discretion, the evaluator with evidence/artifacts supporting a request for a rating change for any element(s) in dispute;
7. Developing and implementing strategies to improve performance in areas identified during the observation and/or within the evaluation process.
E. An evaluator shall by be responsible for the 40th school day following:
1. Reviewing all required evaluation documents including the Evaluation Rubric andevaluation materials;
2. Encouraging a thoughtful, comprehensive and honest approach to self-assessment;
3. As needed, hold periodic conferences with the teacher being evaluated to determine what sources of evidence/artifacts will be used to measure performance against professional practices;
4. Reviewing professional growth plan/goals and shall provide suggesting revisions;
5. Providing on-going feedback;
6. Scheduling mid-year and end-of-year reviews;
7. Providing enough feedback regarding each observation to allow the employee teacher to reasonably assess performance and areas for growth;
8. Conducting a mid-year review with a complete listing of actual objectives from those proposed the teacher. Any document submitted by the evaluator tothe teacher during this mid-year review will be deemed a working (not final) document to be re- assessed throughout the school year and employeeup until the final summative evaluation;
9. Assessing the need for the substance and timing of a Directed Improvement Plan, and measurement activities from those proposed by particularly where there is a concern that the teacher may earn an ineffective or partially ineffective rating;
10. Ensuring the contents of the summative evaluation are an accurate reflection of the teacher’s performance to include the review of any evidence/artifacts that may support a rating changeand adopting such change if the evaluator deems appropriate to do so;
11. Conducting evaluation observations and employeeconferences, and measurement activities related theretoincluding all aspects of the District’s evaluation process, 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 a manner consistent with the employee job description prescribed by the District. The District will make every attempt to have the number legal and constitutional rights 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, abovetheteacher;
B. Other criteria 12. To the extent that any timelines discussed in this policy are deemed impracticable 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 yearto seek agreement from any affected teacher for an extension of time to completethe given task. 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, Such extension should not adversely affect the teacher shall be notified in any substantive way and should not exceed five (5) working days;
13. In those cases, where a teacher is assigned to more than one facility, an evaluator from each facility where the teacher is assigned will provide input for the Mid-Year conference and thefinal draft of the final professional practice rating.
F. Determining the overall professional practice rating must include direct observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations and may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the followingfollowing additional data sources/artifacts:
1) Specific directives for improvement. Discussions/conferences with teacher;
2) Assistance to implement such directives as. Participation in committee and meetings;
(a) Provisions 3. Review of additional materials and resources;
4. Review of student assignments and student work;
5. Parent, student, and/or peer feedback;
6. Physical appearance of the classroom;
7. Disciplinary referrals;
8. Review of lesson plans and curricular scope/sequence;
9. Review of assessment tools/measures;
10. Documentation of professional growth experiences;
11. Documentation of policy/procedure compliance.
G. For any Quality Standard or element in which the teacher and the evaluator are not in agreement the teacher may choose to provide evidence/artifacts supporting a revision to the evaluator. The evaluator will use the evidence/artifacts in reassessing the quality standard or element not in agreement. Such reassessment may or may not change the evaluator’s rating.
X. The teacher’s Summative Evaluation Report must be acknowledged by the evaluator and teacher by signing electronically. Within six (b6) Mandatory training programs designed working days of receiving the document, the teacher will acknowledge the document. Such acknowledgment will only indicate that the report was received, it will not necessarily indicate the teacher’s agreement with the contents of the report in whole or in part. If the teacher wishes to improve performance respond to the evaluation report, they will do so electronically within the samesix (6) working days provided for acknowledging the document. The teacher will provide the response to both the evaluator and the Office of Human Resources. Failure to acknowledge receipt of the Summative Evaluation by signing waives the teacher’s right to grieve and/or appeal the evaluation.
I. The evaluator will have a final conference with the teacher to discuss the final Teacher Evaluation Report. This final conference must occur before submitting the Report to the Office of Human Resources.
J. Quality standard (V), measures of student learning, shall be paid determined by combining both collective and individual attribution. The collective and individual attributions will be established according to current state law and recommendations from CDE. Any future changes to the percentages used for calculating the collective and individual attributions will be negotiated between the Association and the District. A final and written report The attribution percentages will be communicated to all teachers at the beginning of the achievement of objectives, and measurement information related thereto shall be submitted by evaluation cycle via the employee to the evaluator by the 140th school dayannual evaluation training.
7. K. The evaluator shall prepare a written District process of conducting evaluation form observations and conferences, including all aspects of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response remediation process, shall be attached handled so as to observe the legal rights of the teacher. No evaluation/remediation information shall be gathered by electronic devices, such as remote-video microphones, cameras or recorders, without the consent of the teacher. This does not apply to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayuseof electronic devices used for note taking during observations.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Samples: Negotiated Agreement
Evaluation Procedures. A. The Association and the District agree that the following evaluation procedures for employee evaluation shall be utilized for followed during the term of this Agreement:. The provisions of this Article shall constitute the procedures to be utilized for the evaluation and assessment of the instructional performance of certificated employees as set forth in California Education Code section 44660, et seq., or successor, commonly known as the “Xxxxx Xxxx.”
1. Orientation The District shall provide evaluation materials related to employees covered by this Agreement within thirty (30) work days following the beginning date of their assignment. The District will post (at each site) a copy of evaluation procedures will be provided materials for employee's viewing five (5) work days prior to all employees by the 10th school dayInstructional Objective conferences.
2. Employees The employee and evaluator shall meet to discuss the instructional objectives and the measurement criteria to be used in the evaluation of the employee's performance, provided employee is in an evaluation year. The employee, by October 31st, shall submit to their the evaluator a complete listing of proposed objectives, and measurement activities related thereto, plan for professional growth that aligns to be considered in the annual evaluation by the 25th school dayCalifornia Teaching Standards.
3. The evaluator shall have completed by 30th school day annual objective setting conference with review the employee.
4. The evaluator shall by the 40th school day determine ’s proposed plan for professional growth revise, as appropriate, and shall provide the employee with a complete listing set of actual approved instructional objectives from and measurement activities comprised of those proposed by the evaluator employee and employee, supplemented by the evaluator. The instructional objectives and measurement activities from those proposed by the evaluator and employee, and measurement activities related thereto, that will shall be incorporated in the annual evaluation that or biannual evaluations. The instructional objectives and measurement activities utilized in determining the level of the employee's performance shall be in conformity with the job description.
4. In the event the employee is in disagreement with the instructional objectives and measurement activities which the evaluator will prepare for use in judging the employee. The objectives and related measurement activities referred to herein 's performance, the employee shall be in accordance with allowed to attach a statement to 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 siteinstructional objective measurement activity documentation.
5. Within a reasonable time after The evaluator shall conduct classroom instructional observations and gather other information related to the request, employee's performance which the evaluator believes to be related to (1) the objectives and measurement activities described herein, and (2) the criteria for employee evaluation and appraisal established by the District's guidelines to be utilized in maintaining a uniform system of evaluation.
a. Employees shall receive, at least, ten (10) workdays notice of the formal classroom instructional observation.
b. The Pre-Classroom Observation form shall be provided given by the unit member to the evaluator at least five (5) work days prior to the observation.
c. The evaluator shall within ten (10) work days provide the employee with a written statement regarding the classroom instructional observation that the evaluator has conducted. The written statement shall contain a summary of the instructional activities observed and any suggestions for improvement.
d. The classroom instructional observations and information gathering activities related to the employee's performance plan described herein shall be conducted at the discretion of the evaluator but with advanced notification to the employee.
6. The employee, at or near the mid-point of the instructional period, i.e., semester or year, upon request shall provide the evaluator with a written or oral progress report from of the employee containing the latter's perception employee’s perceptions of the progress being made toward the achievement of the instructional objectives, and the progress being made toward the achievement of any other objectives prescribed contained in Item 3, abovethe employee's performance plan. During No later than thirty (30) work days prior to the course close of the evaluation periodschool year, circumstances may change which may result in the modification employee shall submit a written report as to the achievement or non-achievement 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 beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, and any other objectives contained in the evaluatoremployee's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school dayplan.
7. The evaluator shall shall, not later than thirty (30) calendar days prior to the last day of school scheduled on the school calendar, prepare a written District evaluation utilizing the District's evaluation form which shall contain an appraisal of employee performance and transmit the employee's performance. In preparing the evaluation document, the evaluator shall utilize only data that has been personally substantiated. Personally substantiated shall mean data that is personally observed and/or found credible by the evaluator. Data, other than data observed during the formal observation, shall be documented and provided to employee within a reasonable amount of time and prior to summative evaluation conference, and be provided an opportunity to provide a response.
a. The written evaluation document shall be transmitted to the employee. The employee may submit a in an evaluation conference.
b. In the event that the evaluation document contains derogatory statements, the employee shall be provided with specific notice and shall be given an opportunity to prepare written reaction or response comments related to the derogatory statements.
c. The evaluation document and such response the employee's written comments, if any, shall be attached to the evaluation and placed in the employee's permanent personnel file file, which shall be maintained housed in the District Officepersonnel file repository.
8. Permanent employees The evaluation and assessment of the performance of each certificated employee shall be evaluated made as follows:
a. For a probationary teacher, at least twice during the first full school year of teaching and at least once during the second full year.
b. For a permanent teacher, at least once every other yearschool year except as provided in paragraph A.9.c of this Article.
c. For a permanent teacher who has ten (10) years of service to the District, and at least every five (5) years pursuant to the provisions of Education Code section 44664(a)(3).
B. If the written evaluation indicates that the employee’s job performance is not at an acceptable level, the evaluator shall describe the specific areas of weakness either in no event later than 30 days before the last school day scheduled on evaluation or in a separate document. If the school calendar evaluation of a permanent employee contains three (3) or more "Not Meeting Standards" in any one of the current school year. Probationary employees Standards One through Five, the employee shall be evaluated at least once each year referred to and shall participate in no event later than the 150th school dayPeer Assistance and Review Program (“PAR”) as provided by Article 23.
81. Employees who meet each Evaluator shall confer with the employee and make specific recommendations as to areas of improvements in the employee's performance and shall endeavor to assist the employee in the improvement of his or her performance.
C. The content of the following conditions evaluator's classroom observation reports and annual evaluation appraisals shall not be evaluated up subject to every fivethe grievance procedures contained in this Agreement. However, an alleged violation of the procedural process of this Article is within the scope of the grievance procedures.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. All licensed teachers are evaluated according to the following procedures:
A. At the beginning of each school year, the Office of Human Resources will assign, through theautomated system, teachers to be evaluated for that year to the principal of each building or to the administrator in charge of a program.
B. If a teacher is assigned to more than one facility, the Office of Human Resources will identifythe evaluator(s) for each teacher who is assigned to more than one facility.
C. Once the teacher’s yearly evaluation cycle has begun, there shall not be any substantive changes to the forms, documents or materials used in the evaluation process unless mandated by statute or the Colorado Department of Education or unless mutually agreed upon by the District and the Cherry Creek Education Association.
D. The following procedures for employee evaluation teacher shall be utilized responsible for the term of this Agreementfollowing:
1. Orientation materials related to Reviewing all required evaluation procedures will be provided to all employees by documents including the 10th school day.Evaluation Rubric andevaluation materials;
2. Employees shall submit Sending their professional growth plan/goals 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.for review;
3. The evaluator shall have completed by 30th school day annual objective setting conference with employee.Providing additional artifacts/evidence to support rating levels under consideration;
4. The Preparing/completing self-evaluation, goal setting, and performance plans to be used in discussion and provide them to their evaluator in advance of the discussion. Any of these documents submitted by the teacher to the evaluator will be deemed working (not final) documents to be re- assessed throughout the school year;
5. Conferring with the evaluator regarding the evaluation process, especially if there areany questions or concerns regarding the evaluation process;
6. Providing, at their discretion, the evaluator with evidence/artifacts supporting a request for a rating change for any element(s) in dispute;
7. Developing and implementing strategies to improve performance in areas identified during the observation and/or within the evaluation process.
E. An evaluator shall by be responsible for the 40th school day following:
1. Reviewing all required evaluation documents including the Evaluation Rubric andevaluation materials;
2. Encouraging a thoughtful, comprehensive and honest approach to self-assessment;
3. As needed, hold periodic conferences with the teacher being evaluated to determine what sources of evidence/artifacts will be used to measure performance against professional practices;
4. Reviewing professional growth plan/goals and shall provide suggesting revisions;
5. Providing on-going feedback;
6. Scheduling mid-year and end-of-year reviews;
7. Providing enough feedback regarding each observation to allow the employee teacher to reasonably assess performance and areas for growth;
8. Conducting a mid-year review with a complete listing of actual objectives from those proposed the teacher. Any document submitted by the evaluator to the teacher during this mid-year review will be deemed a working (not final) document to be re- assessed throughout the school year and employeeup until the final summative evaluation;
9. Assessing the need for the substance and timing of a Directed Improvement Plan, and measurement activities from those proposed by particularly where there is a concern that the teacher may earn an ineffective or partially ineffective rating;
10. Ensuring the contents of the summative evaluation are an accurate reflection of the teacher’s performance to include the review of any evidence/artifacts that may support a rating changeand adopting such change if the evaluator deems appropriate to do so;
11. Conducting evaluation observations and employeeconferences, and measurement activities related theretoincluding all aspects of the District’s evaluation process, 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 a manner consistent with the employee job description prescribed by the District. The District will make every attempt to have the number legal and constitutional rights 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, abovetheteacher;
B. Other criteria 12. To the extent that any timelines discussed in this policy are deemed impracticable 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 yearto seek agreement from any affected teacher for an extension of time to completethe given task. 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, Such extension should not adversely affect the teacher shall be notified in any substantive way and should not exceed five (5) working days;
13. In those cases, where a teacher is assigned to more than one facility, an evaluator from each facility where the teacher is assigned will provide input for the Mid-Year conference and thefinal draft of the final professional practice rating.
F. Determining the overall professional practice rating must include direct observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations and may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the followingfollowing additional data sources/artifacts:
1) Specific directives for improvement. Discussions/conferences with teacher;
2) Assistance to implement such directives as. Participation in committee and meetings;
(a) Provisions 3. Review of additional materials and resources;
4. Review of student assignments and student work;
5. Parent, student, and/or peer feedback;
6. Physical appearance of the classroom;
7. Disciplinary referrals;
8. Review of lesson plans and curricular scope/sequence;
9. Review of assessment tools/measures;
10. Documentation of professional growth experiences;
11. Documentation of policy/procedure compliance.
G. For any Quality Standard or element in which the teacher and the evaluator are not in agreement the teacher may choose to provide evidence/artifacts supporting a revision to the evaluator. The evaluator will use the evidence/artifacts in reassessing the quality standard or element not in agreement. Such reassessment may or may not change the evaluator’s rating.
H. The teacher’s Summative Evaluation Report must be acknowledged by the evaluator and teacher by signing electronically. Within six (b6) Mandatory training programs designed working days of receiving the document, the teacher will acknowledge the document. Such acknowledgment will only indicate that the report was received, it will not necessarily indicate the teacher’s agreement with the contents of the report in whole or in part. If the teacher wishes to improve performance respond to the evaluation report, they will do so electronically within the samesix (6) working days provided for acknowledging the document. The teacher will provide the response to both the evaluator and the Office of Human Resources. Failure to acknowledge receipt of the Summative Evaluation by signing waives the teacher’s right to grieve and/or appeal the evaluation.
I. The evaluator will have a final conference with the teacher to discuss the final Teacher Evaluation Report. This final conference must occur before submitting the Report to the Office of Human Resources.
J. Quality standard (V), measures of student learning, shall be paid determined by combining both collective and individual attribution. The collective and individual attributions will be established according to current state law and recommendations from CDE. Any future changes to the percentages used for calculating the collective and individual attributions will be negotiated between the Association and the District. A final and written report The attribution percentages will be communicated to all teachers at the beginning of the achievement of objectives, and measurement information related thereto shall be submitted by evaluation cycle via the employee to the evaluator by the 140th school dayannual evaluation training.
7. K. The evaluator shall prepare a written District process of conducting evaluation form observations and conferences, including all aspects of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response remediation process, shall be attached handled so as to observe the legal rights of the teacher. No evaluation/remediation information shall be gathered by electronic devices, such as remote-video microphones, cameras or recorders, without the consent of the teacher. This does not apply to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayuseof electronic devices used for note taking during observations.
8. Employees who meet each of the following conditions shall be evaluated up to every five
Appears in 1 contract
Samples: Negotiated Agreement
Evaluation Procedures. The following procedures for employee evaluation shall be utilized for the term of this Agreement:
1. Orientation materials related to evaluation procedures Teachers will be provided with an evaluation packet each year, including the evaluation tool, a list of those teachers to all employees by be evaluated that school year, and the 10th school dayname of the evaluator.
2. Employees The building administrator shall submit to their evaluator a complete listing of proposed objectives, and measurement activities related thereto, meet with those teachers to be considered in the annual evaluation by the 25th school dayevaluated to set their dates for classroom observation and evaluation.
3. The Teachers shall complete the pre-observation sheet and the evaluator and the teacher shall have completed by 30th school day annual objective setting conference with employeemutually determine a pre-evaluation conference.
4. The Following at least one (1) forty-five (45) minute classroom observation, or an observation during a complete lesson, or an observation during an entire class period, the evaluator shall by schedule a post-evaluation conference within fifteen (15) school days to present the 40th school day determine and shall provide formal summative evaluation. A copy of 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 provided to the teacher at the post-evaluation conference. A teacher’s signature on the evaluation form indicates receipt only and not necessarily agreement 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 sitecontents.
5. Within Upon evaluation of certified staff who have not acquired tenure, Administrators shall observe and evaluate each non-tenured teacher a reasonable time after minimum of two (2) times each year. One may be an unannounced observation and evaluation. In addition, if in the requestevaluation of a non-tenured teacher, the evaluator administration feels that there is the need for an additional evaluation, the administration 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 allowed to make an additional observation and objectives. These changes may be initiated by the supervisor or the employee. Agreement of both parties is required.
6evaluation. The evaluator, by the 145th school day, results of all evaluations 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 incorporated into one (1) formal instructional observation summative evaluation per year.
6. Probationary Tenured teachers will who receive an Excellent or Proficient summative evaluation shall be formally evaluated once every 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 beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school dayyears.
7. Tenured teachers who receive a formal summative evaluation rating of Needs Improvement shall within thirty (30) school days receive a professional development plan developed in consultation with the teacher. The evaluator plan shall prepare a written District evaluation form of employee performance and transmit the evaluation be directed to the employeeareas that need improvement and state the supports the Employer will provide. The employee may submit a written reaction or response to Duration of the evaluation and such response plan shall be attached to mutually determined. Teachers who receive a Needs Improvement rating will be formally evaluated the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last following two (2) school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school dayyears.
8. Employees Tenured Teachers who meet each receive a formal summative evaluation rating of Unsatisfactory shall within thirty (30) school days participate in the following conditions development of a remediation plan. The plan shall be evaluated up to every fivedeveloped in consultation with the teacher and consulting teacher. The remediation plan may span two (2) school years if necessary but no longer that ninety
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. A. The following procedures for employee evaluation shall be utilized for the term of this Agreement:
1. Orientation materials related to evaluation procedures Board 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.
insure that each probationary ancillary staff who is within his/her first four (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 ) years 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 district 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 beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:
1) Specific directives for improvement
2) Assistance to implement such directives as
(a) Provisions of additional resources;
(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.
7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and that each non- probationary ancillary staff member is evaluated at least once each three (3) years in no event accordance with the following.
1. Ancillary staff will be informed of evaluative procedures and instrumentation and advised as to who shall observe and evaluate their performance.
2. Monitoring or observing the work performance of an ancillary will be done openly. Covert surveillance, including the use of electronic devices, will not be used without the full knowledge and permission of the ancillary.
3. The formal evaluation will be preceded by at least two (2) working observations, each of which shall be at least thirty (30) consecutive minutes in duration, and held within a reasonable amount of time apart from the receipt of feedback/noticings/wonderings to allow adequate opportunity for growth. If either the employee or the evaluator requests a post-evaluation conference, evaluations will be discussed with ancillary staff not later than ten (10) working days after the 150th date of the last observation supporting evaluation.
4. If an ancillary staff member (other than a probationary ancillary) is identified by the evaluating administrator as being ineffective or minimally effective, a meeting shall be convened to discuss in detail performance problems being experienced by the ancillary. The supervising administrator shall develop or amend a written Individualized Development Plan (IDP) to bring about desired changes in the ancillary’s identified performance problem areas. The evaluating administrator
5. The District shall provide each probationary ancillary with an Individualized Development Plan (IDP). The probationary ancillary shall be consulted in the formulation of the IDP and shall sign a statement on the IDP attesting to that involvement and acknowledging receipt of the IDP.
6. Not later than fifteen (15) days prior to the close of the school dayyear, the Superintendent and probationary ancillary shall receive the final evaluation report, including the recommendation as to whether the ancillary continues probationary status, or be denied a contract for the ensuing year. Ancillary staff hired at mid-year shall receive a final evaluation report not later than fifteen (15) days prior to their anniversary date.
7. Each ancillary will be provided with a signed copy of the formal evaluation. The ancillary shall sign for receipt of the evaluation at the time it is provided to him/her. This signature does not mean that the ancillary is in agreement with the formal evaluation.
8. Employees who meet each Ancillary staff will be informed of any evaluative data which is to be included as part of their evaluation and given an opportunity to discuss it with the evaluator.
9. If an ancillary does not agree with an evaluation report or other written report prepared for their personnel file, they shall have an opportunity to discuss the report with their immediate supervisor, the Director and the Superintendent.
B. Evaluations shall be maintained by the District’s Human Resources Department along with any written responses the employee may wish to make to such evaluations.
C. Each employee shall have the right upon request to review the contents of their personnel file with or without a representative of the following conditions shall Association. The review will be evaluated up to every fivemade in the presence of the person responsible for the safekeeping of such files.
Appears in 1 contract
Samples: Collective Bargaining Agreement
