Evaluation Procedures. 5.1 The evaluation and assessment program shall be a comprehensive one based upon District goals and objectives as adopted by the Board of Education as they relate to the employee's job description. 5.2 Goals and objectives are set by the Employer. Each person evaluated shall have the opportunity to participate in the setting of the objectives and standards of performance in light of which he/she will be assessed. In the event the evaluatee wishes to appeal the objectives, a panel consisting of one member appointed by the Employer, one member appointed by the Association, and one mutually agreed-upon member shall finally resolve the goals and objectives. 5.3 Evaluation and assessment of the competence of supervisory personnel shall be based upon observable, measurable behavior to include, but not limited to consideration of: (1) performance of function and, (2) performance of supervisory duties normally required. Standards of expected job performance of each specified related area shall be determined by the employee's goals and objectives, and shall be the basis for constructive improvement of competencies. Data to facilitate such evaluations shall be secured through a number of procedures including, but not limited to: observations, specific job tasks, judgments, responsibilities, and situational variables. No single criterion shall be the sole basis for evaluation. 5.4 Evaluations shall be made by the Employee's immediate manager and shall be reviewed by the Superintendent and/or his designee. 5.5 When an employee has responsibilities in two or more areas, the manager of each of these areas will provide information relating to the evaluation. However, one person shall be designated as the evaluator with responsibility for making the summary assessment report in writing and submitting a copy thereof to the employee evaluated. The designated evaluator shall be the manager of the area in which the employee has the greater assignment. In the case of assignments which are equally split, the employee may recommend an evaluator to the Human Resources Administrator. The Human Resources Administrator shall designate the employee's evaluator. 5.6 Evaluation shall be continual with frequent communication between evaluator and evaluatee. 5.6.1 No later than October of each fiscal year the evaluator and supervisory employee shall meet and discuss the elements upon which evaluation is to be based. 5.6.2 No later than January 1 of each fiscal year, the evaluator shall review the employee's progress toward attainment of his/her goals and objectives. If the evaluator notes unsatisfactory progress in any area, a conference with the employee shall be held during January. Comments on such unsatisfactory progress shall be noted on the employee's evaluation form and both evaluator and employee shall sign and date it. 5.6.3 No later than June 1 of each fiscal year the evaluator and employee shall meet for a final evaluation conference. The completed evaluation form shall be shown to and discussed with the employee being evaluated. Both parties shall sign the report and each may write any comments deemed necessary. 5.6.4 After any evaluation conference, the employee shall have ten working days following the conference to submit a written response. Upon receipt, the evaluator shall place such response in the employee's file, attaching it to the evaluation. 5.6.5 No supervisory employee shall be held accountable for any aspect of programs over which he has no authority or ability to correct deficiencies. 5.7 Written evaluations and the summary assessment report of supervisory employees shall include descriptions of unsatisfactory performance, if any, with specific recommendations for means of improvement. Subsequently, one or more conferences and/or observations shall be held with the employee to assist him in correcting deficiencies previously noted. The supervisory employee's evaluator shall take affirmative action to correct any cited deficiencies. Such action shall include specific recommendations for improvement and direct assistance in implementing such recommendations. A record of such conferences shall be prepared by the evaluator for the file of the evaluatee and a copy submitted to him. The evaluator shall not base his evaluation of a supervisory employee on any information which was not collected either through direct observation or other valid verification of such employee. Statements unsupported by reliable evidence shall be excluded from written evaluations. 5.8 Written evaluations and assessments shall be transmitted to the employee by the end of the fiscal year. 5.9 Employee personnel files will be maintained in accordance with Education Code Section 44031. 5.10 Time of Evaluation 5.10.1 Probationary supervisory employees shall be evaluated at the end of the second and fifth months of employment. 5.10.2 Permanent supervisory employees shall be evaluated at least once each year. The Employer shall provide the necessary evaluation forms. 5.10.3 A person who has served an initial probationary period in a class not to exceed six
Appears in 5 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 5.1 11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each employee shall have an annual conference with a written evaluation every two (2) years. Annual conferences will focus on employee contributions and assessment program areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a comprehensive need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon District goals the immediate supervisor’s observation and objectives as adopted by the Board knowledge of Education as they relate to the employee's job descriptionperformance. The immediate supervisor shall be a management or supervisory employee.
5.2 Goals and objectives are set by the Employer. Each person evaluated shall have the opportunity to participate in the setting 11.1.5 Any area of the objectives and standards of concern than may affect an employee’s written performance in light of which he/she will evaluation should be assessed. In the event the evaluatee wishes to appeal the objectives, a panel consisting of one member appointed by the Employer, one member appointed by the Association, and one mutually agreed-upon member shall finally resolve the goals and objectives.
5.3 Evaluation and assessment of the competence of supervisory personnel shall be based upon observable, measurable behavior to include, but not limited to consideration of: (1) performance of function and, (2) performance of supervisory duties normally required. Standards of expected job performance of each specified related area shall be determined by the employee's goals and objectives, and shall be the basis for constructive improvement of competencies. Data to facilitate such evaluations shall be secured through a number of procedures including, but not limited to: observations, specific job tasks, judgments, responsibilities, and situational variables. No single criterion shall be the sole basis for evaluation.
5.4 Evaluations shall be made by the Employee's immediate manager and shall be reviewed by the Superintendent and/or his designee.
5.5 When an employee has responsibilities in two or more areas, the manager of each of these areas will provide information relating to the evaluation. However, one person shall be designated as the evaluator with responsibility for making the summary assessment report in writing and submitting a copy thereof to the employee evaluated. The designated evaluator shall be the manager of the area in which the employee has the greater assignment. In the case of assignments which are equally split, the employee may recommend an evaluator to the Human Resources Administrator. The Human Resources Administrator shall designate the employee's evaluator.
5.6 Evaluation shall be continual with frequent communication between evaluator and evaluatee.
5.6.1 No later than October of each fiscal year the evaluator and supervisory employee shall meet and discuss the elements upon which evaluation is to be based.
5.6.2 No later than January 1 of each fiscal year, the evaluator shall review the employee's progress toward attainment of his/her goals and objectives. If the evaluator notes unsatisfactory progress in any area, a conference with the employee shall be held during January. Comments on such unsatisfactory progress shall be noted on the employee's evaluation form and both evaluator and employee shall sign and date it.
5.6.3 No later than June 1 of each fiscal year the evaluator and employee shall meet for a final evaluation conference. The completed evaluation form shall be shown to and discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being evaluated. Both parties shall sign necessary on the report and each may write any comments deemed necessarywritten performance evaluation.
5.6.4 After 11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation conference, the employee shall have ten working days following the conference form.
11.3 Prior to submit a written response. Upon receipt, the evaluator shall place such response placing an evaluation in the employee's file, attaching it the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
5.6.5 No supervisory 11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be held accountable for any aspect maintained at the San Xxxx Obispo County Office of programs over which he has no authority or ability to correct deficienciesEducation Human Resources Department.
5.7 Written evaluations and the summary assessment report 11.5 Any materials, except as specifically excluded by 11.6 of supervisory employees shall include descriptions of unsatisfactory performancethis Article, if any, with specific recommendations for means of improvement. Subsequently, one or more conferences and/or observations relative to an employee's employment relationship shall be held contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the employee to assist him in correcting deficiencies previously notedCalifornia Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The supervisory log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall take affirmative action be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to correct any cited deficienciesthe complaint being placed in the employee’s personnel file. Such action shall include specific recommendations for improvement and direct assistance in implementing such recommendations. A record of such conferences Any complaint or charge that is withdrawn shall be prepared removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the evaluator for employee or by a representative designated in writing by the file employee. Ratings, reports, or records which were obtained prior to the employment of the evaluatee and a copy submitted to him. The evaluator shall not base his evaluation of a supervisory employee on any information which was not collected either through direct observation or other valid verification of such employee. Statements unsupported by reliable evidence shall be excluded from written evaluationsany review by the employee or the employee's representative.
5.8 Written evaluations and assessments 11.6.1 An employee shall be transmitted allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee by the end is given notice of the fiscal yearpending placement and an opportunity to review and comment thereon.
5.9 Employee a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel files will be maintained in accordance with Education Code Section 44031file.
5.10 Time of Evaluation
5.10.1 Probationary supervisory employees b. The employee shall be evaluated at given the end of opportunity to initial and date the second material and fifth months of employmentto prepare a written response. The written response shall be attached to the material.
5.10.2 Permanent supervisory employees c. The review shall take place during normal business hours and the employee shall be evaluated at least once each year. The Employer shall provide the necessary evaluation formsreleased from duty without loss of pay for this purpose.
5.10.3 A person who has served an initial probationary period in a class not to exceed six
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 5.1 A. The evaluation and assessment program shall be a comprehensive one based upon District goals and objectives as adopted by the Board of Education as they relate to the employee's job description.
5.2 Goals and objectives are set by the Employer. Each person evaluated shall have the opportunity to participate in the setting of the objectives and standards of performance in light of which he/she will be assessed. In the event the evaluatee wishes to appeal the objectives, a panel consisting of one member appointed by the Employer, one member appointed by the Association, and one mutually agreed-upon member shall finally resolve the goals and objectives.
5.3 Evaluation and assessment of the competence of supervisory personnel shall be based upon observable, measurable behavior to include, but not limited to consideration of: (1) performance of function and, (2) performance of supervisory duties normally required. Standards of expected job performance of insure that each specified related area shall be determined by the employee's goals and objectives, and shall be the basis for constructive improvement of competencies. Data to facilitate such evaluations shall be secured through a number of procedures including, but not limited to: observations, specific job tasks, judgments, responsibilities, and situational variables. No single criterion shall be the sole basis for evaluation.
5.4 Evaluations shall be made by the Employee's immediate manager and shall be reviewed by the Superintendent and/or his designee.
5.5 When an probationary employee has responsibilities in two or more areas, the manager of each of these areas will provide information relating to the evaluation. However, one person shall be designated as the evaluator with responsibility for making the summary assessment report in writing and submitting a copy thereof to the employee evaluated. The designated evaluator shall be the manager of the area in which the employee has the greater assignment. In the case of assignments which are equally split, the employee may recommend an evaluator to the Human Resources Administrator. The Human Resources Administrator shall designate the employee's evaluator.
5.6 Evaluation shall be continual with frequent communication between evaluator and evaluatee.
5.6.1 No later than October of each fiscal year the evaluator and supervisory employee shall meet and discuss the elements upon which evaluation is to be based.
5.6.2 No later than January 1 of each fiscal year, the evaluator shall review the employee's progress toward attainment of his/her goals and objectives. If the evaluator notes unsatisfactory progress in any area, a conference with the employee shall be held during January. Comments on such unsatisfactory progress shall be noted on the employee's evaluation form and both evaluator and employee shall sign and date it.
5.6.3 No later than June 1 of each fiscal year the evaluator and employee shall meet for a final evaluation conference. The completed evaluation form shall be shown to and discussed with the employee being evaluated. Both parties shall sign the report and each may write any comments deemed necessary.
5.6.4 After any evaluation conference, the employee shall have ten working days following the conference to submit a written response. Upon receipt, the evaluator shall place such response in the employee's file, attaching it to the evaluation.
5.6.5 No supervisory employee shall be held accountable for any aspect of programs over which he has no authority or ability to correct deficiencies.
5.7 Written evaluations and the summary assessment report of supervisory employees shall include descriptions of unsatisfactory performance, if any, with specific recommendations for means of improvement. Subsequently, one or more conferences and/or observations shall be held with the employee to assist him in correcting deficiencies previously noted. The supervisory employee's evaluator shall take affirmative action to correct any cited deficiencies. Such action shall include specific recommendations for improvement and direct assistance in implementing such recommendations. A record of such conferences shall be prepared by the evaluator for the file of the evaluatee and a copy submitted to him. The evaluator shall not base his evaluation of a supervisory employee on any information which was not collected either through direct observation or other valid verification of such employee. Statements unsupported by reliable evidence shall be excluded from written evaluations.
5.8 Written evaluations and assessments shall be transmitted to the employee by the end of the fiscal year.
5.9 Employee personnel files will be maintained in accordance with Education Code Section 44031.
5.10 Time of Evaluation
5.10.1 Probationary supervisory employees shall be evaluated at the end of the second and fifth months of employment.
5.10.2 Permanent supervisory employees shall be evaluated at least once each year and tenure and non-tenure employees at least once each three (3) years in accordance with the following.
1. Employees will be informed of evaluative procedures and instrumentation and advised as to who shall observe and evaluate their performance. Teachers shall be apprised of the specific criteria on which they will be evaluated. The criteria shall be limited to the following areas:
a) Knowledge of subject matter
b) Efficacy of teaching methods
c) Appropriate and effective classroom control and discipline
d) Ability to establish rapport and a positive working relationship with students, Administrators, other teachers and parents
e) Mental and physical ability to perform teaching responsibilities
2. Monitoring or observing the work performance of an employee will be done openly. Covert surveillance, including the use of electronic devices, will not be used without the full knowledge and permission of the employee.
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 at least sixty (60) days apart, unless a shorter interval between the two (2) observations is mutually agreed upon by the teacher and Administration. Evaluations will be discussed with employees not later than ten (10) working days after the date of the last formal observation supporting the evaluation, if either the employee or the evaluator requests a post- evaluation conference.
4. If a staff member (other than a probationary bargaining unit member) is identified by the evaluating administrator as being unsatisfactory or needing improvement, a meeting shall be convened to discuss in detail performance problems being experienced by the employee. The supervising administrator shall develop or amend a written Individualized Development Plan (IDP) to bring about desired changes in the employee’s identified performance problem areas. The evaluating administrator and the employee shall be jointly responsible for implementing the IDP. The evaluating administrator shall make whatever observations are necessary to determine if the objectives of the IDP are being attained by the employee. The IDP shall specify a time interval for desired performance remediation, which normally will not exceed two (2) semesters.
5. The District shall provide each probationary teacher with an Individualized Development Plan (IDP). The probationary teacher 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 sixty (60) days prior to the close of the school year, the Superintendent and probationary teacher shall receive the final written evaluation report, including the recommendation as to whether the teacher should acquire tenure status, continue probationary status, or be denied a contract for the ensuing year. The Employer Teachers hired at mid-year shall provide the necessary receive a final written evaluation formsreport not later than sixty (60) days prior to their anniversary date.
5.10.3 A 7. Each employee will be provided with a signed copy of the formal evaluation. The employee shall sign for receipt of the evaluation at the time it is provided to him/her. This signature does not mean that the employee is in agreement with the formal evaluation.
8. Employees will be informed of any evaluative data which is to be included in their respective personnel files and given an opportunity to discuss it with the evaluator.
9. If an employee does not agree with an evaluation report or other written report prepared for his personnel file, he shall have an opportunity to discuss the report with his immediate supervisor and the Superintendent.
10. As a condition of continued employment, each probationary teacher subject to the professional development requirements of Section 1526 of the Revised School Code (or its successor provision) shall complete those requirements within the time provided by statute. The Board shall not be obligated to compensate the probationary teacher for either the time connected with completion of these requirements or for other costs such as enrollments, course and/or registration fees.
B. Evaluations shall be in writing. Copies of completed evaluations shall be placed in the employee’s personnel file maintained in the District’s Human Resources Office 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 his personnel file with or without a representative of the Association. The review will be made in the presence of the person who has responsible for the safekeeping of such files. The Board and the Association recognize that employee personnel records maintained by the District are subject to disclosure under the Freedom of Information Act, as interpreted and applied by Michigan appellate courts. If the District is served an initial probationary period with a Freedom of Information Act request (or a subpoena or other request for civil discovery) it will notify the bargaining unit member of the request, in a class not advance of complying with the disclosure request. Notice is sufficient if sent by the District to exceed sixthe bargaining unit member’s address of record, as on file in the District’s central office.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 5.1 11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each employee shall have an annual conference with a written evaluation every two (2) years. Annual conferences will focus on employee contributions and assessment program areas for growth in the following year. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a comprehensive need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 For long-term employees (7 years in the same classification), written evaluations may be completed every five (5) years by April 1 of the fifth year. On years where there is no scheduled written evaluation, an annual conference will occur. Annual conferences will focus on employee contributions and areas for growth in the following year. This provision shall apply only if by mutual agreement between the employee and their immediate supervisor.
11.1.3 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.4 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.5 Evaluations shall be based upon District goals the immediate supervisor’s observation and objectives as adopted by the Board knowledge of Education as they relate to the employee's job descriptionperformance. The immediate supervisor shall be a management or supervisory employee.
5.2 Goals and objectives are set by the Employer. Each person evaluated shall have the opportunity to participate in the setting 11.1.6 Any area of the objectives and standards of concern than may affect an employee’s written performance in light of which he/she will evaluation should be assessed. In the event the evaluatee wishes to appeal the objectives, a panel consisting of one member appointed by the Employer, one member appointed by the Association, and one mutually agreed-upon member shall finally resolve the goals and objectives.
5.3 Evaluation and assessment of the competence of supervisory personnel shall be based upon observable, measurable behavior to include, but not limited to consideration of: (1) performance of function and, (2) performance of supervisory duties normally required. Standards of expected job performance of each specified related area shall be determined by the employee's goals and objectives, and shall be the basis for constructive improvement of competencies. Data to facilitate such evaluations shall be secured through a number of procedures including, but not limited to: observations, specific job tasks, judgments, responsibilities, and situational variables. No single criterion shall be the sole basis for evaluation.
5.4 Evaluations shall be made by the Employee's immediate manager and shall be reviewed by the Superintendent and/or his designee.
5.5 When an employee has responsibilities in two or more areas, the manager of each of these areas will provide information relating to the evaluation. However, one person shall be designated as the evaluator with responsibility for making the summary assessment report in writing and submitting a copy thereof to the employee evaluated. The designated evaluator shall be the manager of the area in which the employee has the greater assignment. In the case of assignments which are equally split, the employee may recommend an evaluator to the Human Resources Administrator. The Human Resources Administrator shall designate the employee's evaluator.
5.6 Evaluation shall be continual with frequent communication between evaluator and evaluatee.
5.6.1 No later than October of each fiscal year the evaluator and supervisory employee shall meet and discuss the elements upon which evaluation is to be based.
5.6.2 No later than January 1 of each fiscal year, the evaluator shall review the employee's progress toward attainment of his/her goals and objectives. If the evaluator notes unsatisfactory progress in any area, a conference with the employee shall be held during January. Comments on such unsatisfactory progress shall be noted on the employee's evaluation form and both evaluator and employee shall sign and date it.
5.6.3 No later than June 1 of each fiscal year the evaluator and employee shall meet for a final evaluation conference. The completed evaluation form shall be shown to and discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being evaluated. Both parties shall sign necessary on the report and each may write any comments deemed necessarywritten performance evaluation.
5.6.4 After 11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation conference, the employee shall have ten working days following the conference form.
11.3 Prior to submit a written response. Upon receipt, the evaluator shall place such response placing an evaluation in the employee's file, attaching it the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
5.6.5 No supervisory 11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be held accountable for any aspect maintained at the San Xxxx Obispo County Office of programs over which he has no authority or ability to correct deficienciesEducation Human Resources Department.
5.7 Written evaluations and the summary assessment report 11.5 Any materials, except as specifically excluded by 11.6 of supervisory employees shall include descriptions of unsatisfactory performancethis Article, if any, with specific recommendations for means of improvement. Subsequently, one or more conferences and/or observations relative to an employee's employment relationship shall be held contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the employee to assist him in correcting deficiencies previously notedCalifornia Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The supervisory log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall take affirmative action be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to correct any cited deficienciesthe complaint being placed in the employee’s personnel file. Such action shall include specific recommendations for improvement and direct assistance in implementing such recommendations. A record of such conferences Any complaint or charge that is withdrawn shall be prepared removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the evaluator for employee or by a representative designated in writing by the file employee. Ratings, reports, or records which were obtained prior to the employment of the evaluatee and a copy submitted to him. The evaluator shall not base his evaluation of a supervisory employee on any information which was not collected either through direct observation or other valid verification of such employee. Statements unsupported by reliable evidence shall be excluded from written evaluationsany review by the employee or the employee's representative.
5.8 Written evaluations and assessments 11.6.1 An employee shall be transmitted allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee by the end is given notice of the fiscal yearpending placement and an opportunity to review and comment thereon.
5.9 Employee a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel files will be maintained in accordance with Education Code Section 44031file.
5.10 Time of Evaluation
5.10.1 Probationary supervisory employees b. The employee shall be evaluated at given the end of opportunity to initial and date the second material and fifth months of employmentto prepare a written response. The written response shall be attached to the material.
5.10.2 Permanent supervisory employees c. The review shall take place during normal business hours and the employee shall be evaluated at least once each year. The Employer shall provide the necessary evaluation formsreleased from duty without loss of pay for this purpose.
5.10.3 A person who has served an initial probationary period in a class not to exceed six
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 5.1 A. The provisions of this Article constitute the procedures to be utilized for evaluation and assessment program shall be a comprehensive one based upon District goals and objectives as adopted by the Board of Education as they relate to the employee's job description.
5.2 Goals and objectives are set by the Employer. Each person evaluated shall have the opportunity to participate in the setting of the objectives and standards of performance in light of which he/she will be assessed. In the event the evaluatee wishes to appeal the objectives, a panel consisting of one member appointed by the Employer, one member appointed by the Association, and one mutually agreed-upon member shall finally resolve the goals and objectives.
5.3 Evaluation and assessment of the competence of supervisory personnel shall be based upon observable, measurable behavior to include, but not limited to consideration of: (1) instructional performance of function andemployees as set forth in Education Code §§44660, et seq., commonly referred to as the Xxxxx Xxxx, or its successor. Unit members being evaluated will be required to complete and submit to the chief site administrator the adopted Plan for Professional Growth form (2) performance of supervisory duties normally required. Standards of expected job performance of each specified related area shall be determined by the employee's goals and objectives, and shall be the basis for constructive improvement of competencies. Data to facilitate such evaluations shall be secured through a number of procedures including, but not limited to: observations, specific job tasks, judgments, responsibilities, and situational variables. No single criterion shall be the sole basis for evaluationEvaluation Form I).
5.4 1. Evaluations shall be made by the Employee's immediate manager and shall be reviewed by the Superintendent and/or his designee.scheduled as follows:
5.5 When an employee has responsibilities in two or more areas, the manager of each of these areas will provide information relating to the evaluation. However, one person shall be designated as the evaluator with responsibility for making the summary assessment report in writing and submitting a copy thereof to the employee evaluated. The designated evaluator shall be the manager of the area in which the employee has the greater assignment. In the case of assignments which are equally split, the employee may recommend an evaluator to the Human Resources Administrator. The Human Resources Administrator shall designate the employee's evaluator.
5.6 Evaluation shall be continual with frequent communication between evaluator and evaluatee.
5.6.1 No later than October of each fiscal year the evaluator and supervisory employee shall meet and discuss the elements upon which evaluation is to be based.
5.6.2 No later than January 1 of each fiscal year, the evaluator shall review the employee's progress toward attainment of his/her goals and objectives. If the evaluator notes unsatisfactory progress in any area, a conference with the employee shall be held during January. Comments on such unsatisfactory progress shall be noted on the employee's evaluation form and both evaluator and employee shall sign and date it.
5.6.3 No later than June 1 of each fiscal year the evaluator and employee shall meet for a final evaluation conference. The completed evaluation form shall be shown to and discussed with the employee being evaluated. Both parties shall sign the report and each may write any comments deemed necessary.
5.6.4 After any evaluation conference, the employee shall have ten working days following the conference to submit a written response. Upon receipt, the evaluator shall place such response in the employee's file, attaching it to the evaluation.
5.6.5 No supervisory employee shall be held accountable for any aspect of programs over which he has no authority or ability to correct deficiencies.
5.7 Written evaluations and the summary assessment report of supervisory employees shall include descriptions of unsatisfactory performance, if any, with specific recommendations for means of improvement. Subsequently, one or more conferences and/or observations shall be held with the employee to assist him in correcting deficiencies previously noted. The supervisory employee's evaluator shall take affirmative action to correct any cited deficiencies. Such action shall include specific recommendations for improvement and direct assistance in implementing such recommendations. A record of such conferences shall be prepared by the evaluator for the file of the evaluatee and a copy submitted to him. The evaluator shall not base his evaluation of a supervisory employee on any information which was not collected either through direct observation or other valid verification of such employee. Statements unsupported by reliable evidence shall be excluded from written evaluations.
5.8 Written evaluations and assessments shall be transmitted to the employee by the end of the fiscal year.
5.9 Employee personnel files will be maintained in accordance with Education Code Section 44031.
5.10 Time of Evaluation
5.10.1 a. Probationary supervisory employees shall be evaluated at the end of the second and fifth months of employment.
5.10.2 Permanent supervisory employees unit members shall be evaluated at least once each year.
b. Permanent unit members shall be evaluated at least once every other year.
c. Evaluation Every Five Years (Education Code §§44664(a)(3)) Unit members with permanent status, who have been employed at least 10 years with the District, are highly qualified under the federal No Child Left Behind Act of 2001, and who received recommendation for continued service based on the unit member’s most recent Teacher Summative Evaluation Form (Evaluation Form IV), shall be evaluated at least every five years if the unit member and evaluator consent to this schedule. The Employer evaluator and unit member shall complete and sign the Memo included in Appendix C of this Agreement, which will be forwarded to the Superintendent. Copies will be provided to the evaluator and unit member and the original will be filed in the unit member’s personnel file. Should the evaluator withdraw consent, notice and identifiable cause shall be provided to the unit member in a timely manner.
2. The evaluation shall reasonably relate to:
a. The progress of pupils toward the standards of expected student achievement at each grade level and in each area of study which are adopted by the Board of Trustees pursuant to Education Code §§44662(a) and, if applicable, the state adopted academic content standards as measured by state adopted criterion referenced assessments, or other forms of assessment adopted by the District following consultation with the Exclusive Representative;
b. The instructional techniques and strategies used by the unit member;
c. The unit member's adherence to curricular objectives;
d. The establishment and maintenance of a suitable learning environment within the scope of the unit member's responsibility; and,
e. The California Standards for the Teaching Profession.
3. Evaluation will concentrate upon selected areas of performance within the unit member's overall employment responsibility. At least ten (10) work days prior to the initial observation, the unit member and evaluator shall meet to discuss the Performance and Measurement Rubric (Evaluation Form VI) and the Pre‐Classroom Observation Form (Observation Form II) which will be utilized in the evaluation of the unit member's performance. The classroom observation date will be set at this time, as well.
4. It is the responsibility of the chief site administrator to evaluate or provide for the evaluation of each unit member in the school. If the evaluator is other than the chief site administrator, the unit member shall be informed of the identity of the evaluator no later than five days prior to the first formal observation.
5. The Performance and Evaluation Rubric shall be provided to each unit member within twenty (20) workdays of the beginning date of the unit member's assignment for the school year.
6. The evaluation and assessment of unit member competence pursuant to this section shall not include the use of publishers' norms established by standardized test.
B. If the unit member's evaluator is changed during any point in the evaluation process prior to the drafting of the Teacher Summative Evaluation (Evaluation Form IV) pursuant to paragraph D of this Article, the new evaluator shall conduct at least one formal observation pursuant to paragraph C of this Article prior to issuing the Teacher Summative Evaluation (the requirement of a formal observation prior to Winter Recess is waived).
C. Each unit member who is being evaluated shall have at least one formal classroom or job task observation by the evaluator which shall occur prior to the Winter Recess. The formal classroom observation will preferably cover the beginning and a major portion of a class period or job task.
1. Each formal observation shall be preceded by a pre‐observation conference. Observation Form II: Pre‐Classroom Observation Form shall be completed by the unit member and submitted to the evaluator. The pre‐observation conference shall be held not less than two (2) work days prior to the formal observation. The form will be reviewed and signed by both parties.
2. A summation conference shall be held within ten (10) work days following each formal classroom observation using the adopted Formal Classroom Observation Report (Evaluation Form III), the Performance and Measurement Rubric (Evaluation Form VI) and, if needed, the Improvement Plan (Evaluation Form V). The conference may be accomplished in writing, by a face to face meeting, or by a review under the provisions of paragraph D of this Article. If the evaluator identifies an area or areas of concern during a formal observation, not later than five (5) work days following the observation the area or areas shall be identified in writing and provided to the unit member along with specific recommendations for improvement.
D. The evaluator shall prepare the Summative Teacher Evaluation (Evaluation Form IV) and meet with the unit member as soon as practicable after its completion, but in no event less than thirty (30) calendar days prior to the last school day scheduled on the school calendar. In the Summative Teacher Evaluation, the evaluator shall cite specific qualities, abilities, examples of excellence, and outstanding performance or deficiencies of the unit member. Any statement concerning instructional competency from a person other than the evaluator shall be based on the Performance and Measurement Rubric and verified by the evaluator prior to inclusion in the written evaluation.
1. Following the review, the unit member shall sign the evaluation to indicate that it has been reviewed and that the unit member has received a copy. The unit member's signature shall not necessarily signify agreement with the evaluation.
2. The unit member may prepare and submit a written response to the written evaluation within ten (10) days of the review. After the ten (10) work day response period has expired, the formal written evaluation, and response, if any, shall be placed in the personnel file and shall become a permanent attachment to the evaluation. This provision shall not preclude a unit member from writing and having a response attached following the ten (10) work day period.
E. In the event the Teacher Summative Evaluation indicates that a unit member is Not Meeting Standards, the evaluator shall describe the specific deficiency or deficiencies in the evaluation and on the Improvement Plan (Evaluation Form V). If the affected unit member is a temporary or probationary employee, the provisions of this paragraph shall be implemented not later than March 1. If the affected unit member is a permanent employee, implementation of these provisions shall begin prior to April 1.
1. As a part of the remediation process after the written evaluation, the evaluator shall meet with the employee and provide the necessary evaluation formsadopted Improvement Plan which is designed to alleviate the deficient performance.
5.10.3 A person who has served an initial probationary period 2. If subsequent actions on the part of the unit member sufficiently modify the unit member's performance and identified deficiencies to the satisfaction of the evaluator, a notification to that effect shall be attached to the evaluation.
3. If the evaluation of a permanent unit member contains three or more Not Meeting Standards ratings in any one standard of the California Standards for the Teaching Profession (Standards 1‐5 only) as identified on the Teacher Summative Evaluation, the unit member shall be referred to and shall participate in the Peer Assistance and Review Program (“PAR”) as provided by Education Code §§44500 et seq. The evaluator shall conduct a class not continuing evaluation of the performance of the unit member that is independent of the activities of the PAR Consulting Teacher.
F. No grievance arising under this Article shall challenge the substantive objectives, standards, or criteria determined by the evaluator or by the District, nor shall it contest the judgment of the evaluator. Any grievance filed under this Article shall be limited solely to exceed sixa claim that the procedures of this Article have been violated.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 5.1 A mutually agreed upon committee will be formed subsequent to the ratification and approval of this Agreement to discuss and review the evaluation system currently in use. Agreed upon modifications, if any, to the evaluation system will be implemented no later than January 1, 2010.
A. The evaluation year will be from September 1 to August 31.
B. Evaluations will be based upon the leadership standards and assessment program performance indica- tors. Each applicable standard will be evaluated in the middle and end of the year evaluation.
C. At the onset of the evaluation year, the unit member will identify goals for her/his position based upon the data-based needs of the school/office and aligned with the school/office improvement plan. A unit member may request from her/his supervi- sor a written statement of the expectations for exceeding standards performance. The goals will be submitted to the respective supervisor for review and subsequent discussion. The goals and strategies will be mutually agreed upon by both parties.
D. A midyear review (by the end of February) shall be a comprehensive one based upon District goals and objectives as adopted conducted by the Board of Education as they relate unit member and supervisor. The staff member may submit to the employee's job descriptionsupervisor a data-based self- assessment for subsequent discussion, providing evidence of the successful com- pletion of the goals reflecting the leadership standards and performance indica- tors. A written summary of the meeting will be provided by the supervisor. It will indicate the progress being made towards the unit member’s annual goals. More frequent review sessions may be held throughout the year at the discretion of the supervisor or staff member.
5.2 Goals and objectives are set E. A year-end evaluation document shall be prepared for all unit members. A year-end self-assessment shall be submitted by the Employerstaff member to the supervisor no later than August 31. Each person evaluated The self-assessment shall have include data reflecting the opportunity successful completion of the goals using the language of the leadership standards and evi- dence. The standards and evidence provide a framework for goal development and completion. They are not meant to participate necessarily apply to all positions within the unit. Therefore, some, not all, evidence will be cited in the setting final evaluation. The unit member shall receive the written evaluation for review a minimum of two (2) work days prior to its submittal. A year-end evaluation will be written and a confer- ence held no later than October 31 reflecting the input from the unit member. Conclusion of final evaluation must specifically state one of three categories: not meeting, meeting, exceeding standards. At the year-end evaluation conference goals for the next year will be mutually agreed upon by the supervisor and unit member.
X. In the event a supervisor perceives a performance concern with a unit member, the problem or concern will be discussed with the unit member. The supervisor will discuss with the unit member the nature of the objectives and standards of performance in light of which he/she will be assessedproblem or concern at the time such a concern arises. In the event the evaluatee wishes concern may lead to appeal documentation in the objectives, a panel consisting of one member appointed by final evaluation affecting the Employer, one member appointed by the Association, and one mutually agreed-upon member shall finally resolve the goals and objectives.
5.3 Evaluation and assessment of the competence of supervisory personnel shall be based upon observable, measurable behavior to include, but not limited to consideration of: (1) performance of function and, (2) performance of supervisory duties normally required. Standards of expected job performance of each specified related area shall be determined by the employee's goals and objectives, and shall be the basis for constructive improvement of competencies. Data to facilitate such evaluations shall be secured through a number of procedures including, but not limited to: observations, specific job tasks, judgments, responsibilities, and situational variables. No single criterion shall be the sole basis for evaluation.
5.4 Evaluations shall be made by the Employee's immediate manager and shall be reviewed by the Superintendent and/or his designee.
5.5 When an employee has responsibilities in two or more areasunit member’s salary, the manager of each of these areas will provide information relating to the evaluation. However, one person shall be designated as the evaluator with responsibility for making the summary assessment report in writing and submitting a copy thereof to the employee evaluated. The designated evaluator shall be the manager of the area in which the employee has the greater assignment. In the case of assignments which are equally split, the employee may recommend an evaluator to the Human Resources Administrator. The Human Resources Administrator shall designate the employee's evaluator.
5.6 Evaluation shall be continual with frequent communication between evaluator and evaluatee.
5.6.1 No later than October of each fiscal year the evaluator and supervisory employee shall meet and discuss the elements upon which evaluation is to be based.
5.6.2 No later than January 1 of each fiscal year, the evaluator shall review the employee's progress toward attainment of his/her goals and objectives. If the evaluator notes unsatisfactory progress in any area, a conference with the employee shall be held during January. Comments on such unsatisfactory progress shall be noted on the employee's evaluation form and both evaluator and employee shall sign and date it.
5.6.3 No later than June 1 of each fiscal year the evaluator and employee shall meet for a final evaluation conference. The completed evaluation form shall be shown to and discussed with the employee being evaluated. Both parties shall sign the report and each may write any comments deemed necessary.
5.6.4 After any evaluation conference, the employee shall have ten working days following the conference to submit a written response. Upon receipt, the evaluator shall place such response in the employee's file, attaching it to the evaluation.
5.6.5 No supervisory employee shall be held accountable for any aspect of programs over which he has no authority or ability to correct deficiencies.
5.7 Written evaluations and the summary assessment report of supervisory employees shall include descriptions of unsatisfactory performance, if any, with specific recommendations for means of improvement. Subsequently, one or more conferences and/or observations shall be held with the employee to assist him in correcting deficiencies previously noted. The supervisory employee's evaluator shall take affirmative action to correct any cited deficiencies. Such action shall include specific recommendations for improvement and direct assistance in implementing such recommendations. A record of such conferences shall be prepared by the evaluator for the file of the evaluatee and a copy submitted to him. The evaluator shall not base his evaluation of a supervisory employee on any information which was not collected either through direct observation or other valid verification of such employee. Statements unsupported by reliable evidence shall be excluded from written evaluations.
5.8 Written evaluations and assessments shall be transmitted to the employee by the end of the fiscal year.
5.9 Employee personnel files concern will be maintained placed in accordance with Education Code Section 44031writing.
5.10 Time of Evaluation
5.10.1 Probationary supervisory employees shall be evaluated at the end of the second and fifth months of employment.
5.10.2 Permanent supervisory employees shall be evaluated at least once each year. The Employer shall provide the necessary evaluation forms.
5.10.3 A person who has served an initial probationary period in a class not to exceed six
Appears in 1 contract
Samples: Collective Bargaining Agreement
