Evaluation Procedures. 16.1 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator. 16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee. 16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position. 16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources. 16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent of Human Resources. 16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards. 16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance. 16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification. 16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours. 16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given a copy of the evaluation. 16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 16.1 11.1 The District shall establish and maintain a continuing program of unit member employee performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the unit membersemployee. No The district and PSEA shall form a joint committee which shall review the current evaluation of a unit member procedures and forms. The joint committee shall be placed in formed within thirty (30) days of the unit member’s personnel file without an opportunity for discussion between adoption of this Agreement. The committee shall have its initial meeting no later than October 1, 2011. The joint committee shall make recommendations to the unit member District and PSEA negotiating teams any modifications to the evaluatorprocedures or forms. It is the intent of the parties to receive any such recommendation prior to the start of the 2012/13 school year.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 11.2 Performance evaluations for all probationary unit members employees shall be submitted to the Human Resources Personnel Department twice during the period of probationary employment at times designated employment, normally during the second and fourth months of service, and will be completed by the Assistant Superintendent of Human Resourcesemployee's designated evaluator.
16.5 11.3 Performance evaluation evaluations for permanent unit members employees shall be submitted to the Human Resources Personnel Department at least once each during the school year year. However, performance evaluations for permanent employees who have completed service on Step 5 of the salary schedule shall be submitted to the Personnel Department at a time designated by the Assistant Superintendent of Human Resourcesleast once every other school year.
16.6 Special or supplementary 11.4 Unscheduled evaluations may be made of either permanent or probationary unit members any employee at any time when such evaluations are evaluation is deemed appropriate by the unit member’s immediate supervisor or evaluator. Special or supplementary Such unscheduled performance evaluations shall may be used for made when an employee's job performance has deteriorated since the purpose of improving the last regularly scheduled performance of a unit member who is not meeting District standardsevaluation.
16.7 11.5 Unsatisfactory job work performance or any infraction violation of District regulations or Board policy Policy shall be brought to the attention of the unit memberemployee in a timely manner. Any evaluation which contains an overall “requires improvement” rating Areas of serious concern shall be described in a written memorandum from the supervisor to the employee.
11.6 Reclassified employees shall be evaluated twice during their probationary period in their new classification, normally during the second (2) and fourth (4) months of service.
11.7 Upon request, a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will shall be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given provided with a copy of the evaluationhis/her current job description.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 16.1 Section 1. The District primary purpose of evaluation shall establish and maintain a continuing program of be to assist the unit member performance evaluation. The program shall include provisions for preparation of written evaluations in improving job knowledge and a means of making the results of such evaluations known skills and to the unit members. No evaluation of a unit member shall be placed in recognize the unit member’s personnel file without an opportunity for discussion between contribution to the unit member and the evaluatorDistrict.
16.2 Section 2. The District Superintendent shall designate the person with primary responsibility provide written evaluations to act as a all permanent unit member’s evaluatormembers no less often than once every calendar year. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary Probationary unit members shall be submitted evaluated upon the third (3rd), sixth (6th), and eighth (8th) month subsequent to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.
16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluatorinitial hire date. Special or supplementary Written evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary signed and dated by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member.
Section 2.1 Unit members who achieve permanency after July 1, 2014, shall receive a yearly evaluation based on the date a unit member and will became a permanent employee. Per Article XIII, Section 5.1, when an outside applicant is hired by the District, he/she shall be placed subject to a nine (9) month probationary period during which time they can be released from employment without cause.
Section 2.2 Probationary unit members absent on extended leave shall have their probationary period extended up to a maximum of twelve months in order to allow nine months of working experience where possible.
Section 3. The primary evaluator shall be the unit member’s personnel fileimmediate supervisor.
Section 4. The evaluator shall meet with the unit member to discuss the unit member’s written evaluation. The unit member should sign the evaluation signifying only that the unit member has read the document. The unit member shall be provided the opportunity of attaching a written response within fifteen (15) working days, which shall become part of the permanent record. Should the evaluation contain negative factors which the unit member feels are grossly inaccurate or out of proportion to the significance of the incident, the unit member may request and receive an opportunity to meet with the unit member’s supervisor and the appropriate Administrator prior to the end of the fifteen (15) day rebuttal period.
Section 5. An improvement needed evaluation shall include specific recommendations for improvement, including objectives and timelines. Specific recommendations for improvement may also be supplied where the evaluation indicates areas which improvement is needed even if the overall evaluation is not improvement needed. The unit member shall take affirmative steps to correct deficiencies in response to the evaluator’s recommendations. Whenever practicable, the primary evaluator will provide permanent employees with thirty (30) calendar days notice that the evaluation may contain recommendations for improvement; this does not preclude the evaluator from including materials which arise after the thirty (30) day notice.
Section 6. Any proposed changes in the evaluation instrument shall be given jointly developed by a copy committee consisting of two (2) Association representatives appointed by the CSEA Chapter 800 President and two (2) District representatives. Until such time, the current evaluation forms shall be utilized. The joint committee shall periodically review the evaluation instrument and may, from time to time, propose to revise it as appropriate. Any changes shall be negotiated.
Section 7. Only the evaluation procedure, not the contents of the evaluation.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form , shall be attached subject to this Agreementthe grievance procedure.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 16.1 11.1 The District shall establish and maintain a continuing program of unit member employee performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the unit membersemployee. No The district and PSEA shall form a joint committee which shall review the current evaluation of a unit member procedures and forms. The joint committee shall be placed in formed within thirty (30) days of the unit member’s personnel file without an opportunity for discussion between adoption of this Agreement. The committee shall have its initial meeting no later than October 1, 2011. The joint committee shall make recommendations to the unit member District and PSEA negotiating teams any modifications to the evaluatorprocedures or forms. It is the intent of the parties to receive any such recommendation prior to the start of the 2012/13 school year.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 11.2 Performance evaluations for all probationary unit members employees shall be submitted to the Human Resources Personnel Department twice during the period of probationary employment at times designated employment, normally during the second and fourth months of service, and will be completed by the Assistant Superintendent of Human Resourcesemployee's designated evaluator.
16.5 11.3 Performance evaluation evaluations for permanent unit members employees shall be submitted to the Human Resources Personnel Department at least once each during the school year year. However, performance evaluations for permanent employees who have completed three (3) years of service in the classification shall be submitted to the Personnel Department at a time designated by the Assistant Superintendent of Human Resourcesleast once every other school year.
16.6 Special or supplementary 11.4 Unscheduled evaluations may be made of either permanent or probationary unit members any employee at any time when such evaluations are evaluation is deemed appropriate by the unit member’s immediate supervisor or evaluator. Special or supplementary Such unscheduled performance evaluations shall may be used for made when an employee's job performance has deteriorated since the purpose of improving the last regularly scheduled performance of a unit member who is not meeting District standardsevaluation.
16.7 11.5 Unsatisfactory job work performance or any infraction violation of District regulations or Board policy Policy shall be brought to the attention of the unit memberemployee in a timely manner. Any evaluation which contains an overall “requires improvement” rating Areas of serious concern shall be described in a written memorandum from the supervisor to the employee.
11.6 Reclassified employees shall be evaluated twice during their probationary period in their new classification, normally during the second (2) and fourth (4) months of service.
11.7 Upon request, a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will shall be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given provided with a copy of the evaluationhis/her current job description.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 16.1 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known evaluation process is intended to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without provide objective feedback to an opportunity for discussion between the unit member and the evaluator.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a employee from their immediate supervisor (management or supervisory district employee) 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.
16.3 12.1 New employees shall be evaluated at least once during the first four (4) months, and a second evaluation between the ninth (9th) and eleventh (11th) month of their twelve (12) months of probationary employment.
12.1.1 During the 12 month probationary period, a classified unit member may be released without cause.
12.2 A permanent employee who accepts a probationary promotion to a class in a higher level shall be evaluated at least once during the first three (3) months, and a second evaluation by the fifth (5th) month of their six (6) month probationary promotion. If the permanent employee is deemed unsatisfactory during the probationary period of six (6) months, he/she shall be reinstated to the former class.
12.3 There shall be at least a biennial evaluation of all permanent employees. Evaluations shall be completed before June 15 of the year scheduled for evaluation.
12.4 Evaluations shall be prepared by the immediate supervisor or the next level manager if the supervisor is not available. If the immediate supervisor has not been in this position for at least half of the employee’s evaluation period, the evaluation shall be done in consultation with the next line level supervisor.
12.5 Each unit member shall be given a copy of the completed evaluation form and a position description for form. Each unit member will be requested to place his/her signature on the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to report, but such signature does not necessarily signify agreement with the Human Resources Department twice during evaluation report. In the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.
16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of event that a unit member who is not meeting District standardsrefuses to sign the evaluation report, the refusal shall be noted on the employee signature line.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy 12.6 The supervisor shall identify employee strengths and weaknesses. If weaknesses are identified, the supervisor and employee shall discuss how the weaknesses might be brought improved.
12.6.1 If an immediate supervisor has a concern about an employee’s work performance, they shall bring that concern to the attention of the unit memberemployee in a timely manner. Any evaluation which contains The employee should be provided with an overall “requires improvement” rating opportunity to provide their perspectives and to correct any concerns of the immediate supervisor.
12.6.2 The supervisor shall provide assistance to the employee, including a specific improvement plan for any less than satisfactory performance evaluations. A date for the preparation of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed follow-up evaluation will be signed by both identified at the evaluator time of the evaluation containing a specific improvement plan. That follow-up evaluation shall allow no less than thirty (30) working days to allow for improvement, and shall also be completed no less than sixty (60) working days from the original evaluation.
12.6.3 Any information used for an employee’s performance evaluation that was not a result of the immediate supervisor’s direct observation, shall be noted in the performance evaluation, and the unit member and will person who provided the information used in that evaluation shall be placed in identified to allow the unit member’s personnel file. The unit member will be given employee the opportunity to provide a copy of meaningful rebuttal to the evaluation.
16.11 All evaluations will be conducted on the District’s current evaluation form. 12.6.4 The District will not change or modify the evaluation form without consulting with the Association. A copy employee shall have no less than ten (10) days from receipt of the evaluation form to prepare a rebuttal to that evaluation. Rebuttals shall be attached stapled to this Agreementall copies of the performance evaluation. The employee shall provide a copy of their rebuttal to their immediate supervisor and to the Human Resources Department.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 16.1 17.1 The primary purpose of evaluation shall be to assist unit member in improving job knowledge and skills and to recognize unit member's contribution to the District, as well as to inform the member of areas where performance improvement is needed. (See Appendix G-Evaluation Factors)
17.2 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of provide written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.
16.5 Performance evaluation for permanent unit members every year. Evaluations shall be submitted to the Human Resources Department once each school year at a time designated signed and dated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member member.
17.3 New unit members shall be subject to a probationary period of twelve (12) months. Promoted unit members shall be subject to a probationary period of six (6) months. New unit members shall be evaluated at the end of the fourth and will eighth months of employment; promoted members and/or members rehired from the reemployment list into new classifications shall be evaluated at the end of the third and fifth months of employment in the new position.
17.3.1 Unit members returning back to their prior classification shall be placed at the same salary range at which they left.
17.3.2 Unit members who are placed on the re-employment list retain the following rights: If the person is reemployed in a new position and fails to complete the probationary period in the new position, he or she shall be returned to the reemployment list for the remainder of the 39-month or 63 month period. The remaining time period shall be calculated as the time remaining in the 39- month or 63 month period as of the date of reemployment.
17.4 The evaluator shall be the unit member’s personnel file's immediate supervisor.
17.5 The unit member shall complete the self-evaluation prior to meeting with the supervisor.
17.6 The evaluator shall meet with the unit member to discuss the unit member's written evaluation. Said meeting shall include only the evaluator and the unit member. The unit member will must sign the evaluation signifying only that the unit member has read the document. The unit member shall be given provided the opportunity of attaching a copy written response within ten (10) working days which shall become part of the permanent record. The unit member may request and receive an opportunity to meet with the unit member's supervisor and the appropriate Administrator to discuss any components of the evaluation.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify 17.7 Evaluation shall include specific recommendations for improvement including objectives and time lines.
17.8 Only the evaluation form without consulting with procedure, not the Association. A copy contents of the evaluation form shall be attached subject to this Agreementthe grievance procedure.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 16.1 Section A: The District shall establish Evaluation Plan approved by the Board and maintain a continuing program of unit member performance evaluationthe Association is incorporated into this Article by reference. The program 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 evaluating all staff members assigned to his/her building. Responsibilities of evaluators, in addition to those specified in the Evaluation Plan Document, include:
1. Apprising each staff member upon assignment, and/or at the beginning of each school year, the specific criteria on which the evaluation will be made.
2. Prior to each observation, reviewing with the staff member the methods of evaluation to be employed. The staff member shall include provisions for preparation of written evaluations explain his/her objectives, methods and a means of making the results of such evaluations known materials to the unit membersevaluator. No evaluation of The evaluator will advise the staff member as to when each observation will be conducted. The evaluator shall conduct a unit post conference with the staff member shall be placed after each 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 unit PERA/Student Growth agreement.
3. Assuring that probationary staff members are evaluated once each year prior to attaining tenure.
4. 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 without file, with a copy to the staff member, stating that the lack of an opportunity for discussion between evaluation will not be construed as an adverse reflection on the unit member staff member’ s performance. A form letter jointly agreed upon by the Board and the evaluatorAssociation will be utilized.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator5. The person with primary responsibility to act as a unit member’s evaluator Each formal evaluation shall be initiated by a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.
16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and pre-conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both between the evaluator and the unit 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, it will be placed mutually rescheduled by the administrator and staff member. Every evaluation event (i.e., pre-observation, post-observation 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 no time is agreed to, the evaluator may assign a time in accordance with the unit timeline for the event. If the staff member for any reason is unable to attend at the scheduled time (including but not limited to cancelling, failing to attend, sick leave, or medical leave), the evaluator shall have an additional five (5) school days from the staff member’s personnel filereturn to work to assign the time for and hold the event.
1. The unit All monitoring or observation of a staff member will shall be given conducted openly and with full knowledge of the staff member. In evaluation or observation of staff members, the use of closed circuit television and public address, audio systems and digital recording devices are expressly prohibited.
2. A summative evaluation report shall be preceded by at least three observations for non-tenured and tenured who have been previously rated needs improvement or unsatisfactory and a minimum of two observations for tenured previously rated proficient and/or excellent educators of professional performance, one of which shall be no less than 30 minutes. No observation shall take place after May 15.
3. If the evaluator notes areas in which the staff member needs to improve, the criticism shall be reduced to writing and a copy given to the staff member within ten (10) schools days of the evaluationoccurrence. All criticism of a staff member shall be in writing and shall contain suggestions for improvement.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association4. A copy of the summative evaluation form report shall be given to the staff member within ten (10) school days of the identified final observation. A conference shall be held within five (5) school days at the request of the staff member or the evaluator. If the staff member disagrees with the summative evaluation report, he/she may submit a written answer which shall be attached to this Agreementthe file copy of the summative evaluation report in question. Any such written answer will be delivered to the evaluator within ten (10) school days of the conference. Additional conferences shall be held within five (5) school days of the request of the staff member with the appropriate supervisory and administrative personnel to the level of Superintendent.
5. On subsequent observation forms and summative evaluation reports, the evaluator shall comment on previously noted criticisms of the current year.
6. The observation forms and the summative evaluation reports shall be initialed by the staff member to show that copies have been received. Initialing does not necessarily indicate approval of or agreement with the reports. The summative evaluation reports shall then be filed in the staff member’s personnel file.
7. During the ninety (90) day remediation period after receiving a “Notice to Remedy” from the Board, a staff member shall not be allowed to transfer to another school without the express written approval of the Board. This restriction shall not preclude movement due to Article 12, Section F, staff reductions.
8. Should a staff member on remediation be granted a leave of absence, the ninety (90) day remediation period will start anew upon the return from leave.
9. At the beginning of each school year, the District will provide the Association a list of qualified teachers for selection to be consulting teachers. Additionally, the District will provide in a timely fashion all information relating to each remediation, including, but not limited to the observations and summative evaluation. The Association will use the prepared list to timely select a consulting teacher.
Section C: With the understanding that any evaluation process includes subjective performance measurement, it is not intended that the evaluation of any professional staff member under the Evaluation Plan, i.e. excellent, proficient, needs improvement, unsatisfactory, be subject to the grievance procedure. The evaluator shall provide in the summative report reasonable, well-defined performance goals for each performance rating of unsatisfactory. Failure of the evaluator to provide reasonable, well-defined performance goals for each performance rating of unsatisfactory shall be considered a procedural defect. Any procedural defects in the evaluation process will be subject to the grievance procedure. Upon the written request of a staff member who receives an overall rating of proficient, the evaluator shall, within a reasonable time, provide a written summary of goals for the staff member to achieve in order to receive an overall rating of excellent.
Section D: The procedures set forth above shall be fully applicable to staff members working in extracurricular and co-curricular assignments, except that item “B-2” may be adjusted to accommodate the exigencies of the activity.
Appears in 2 contracts
Samples: Professional Services, Professional Services
Evaluation Procedures. 16.1 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent Director of Human Resources.
16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent Director of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given a copy of the evaluation.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 16.1 The District shall establish and maintain a continuing program of 11.1 Each tenured unit member performance evaluationwill be evaluated at least every two years, except where mutually agreed for unit members who qualify for evaluation every five years under the provisions of Education Code 44664. Probationary teachers will be evaluated every year until they receive tenure. The program purpose of evaluation is to provide each unit member the opportunity to improve his/her professional skills.
11.1.1 The evaluation process shall include provisions be a mutually developed process in which both the evaluator and the evaluatee participate equally. Except as provided for preparation in this Article, evaluations will be conducted using the Orchard School District Certificated Evaluation Form [Appendix E], with the goals and objectives determined in accordance with the following California Standards for the Teaching Profession (CSTP):
1. Engaging and supporting all students in learning
2. Creating and maintaining effective environments for student learning
3. Understanding and organizing subject matter for student learning
4. Planning instruction and designing experiences for all students
5. Assessing student learning
6. Developing as a professional educator
11.1.2 Although teachers shall be responsible for their performance in each of written evaluations and a means the evaluation standards, the evaluation shall be concentrated on three of making the results of such evaluations known to six evaluation standards, as determined below.
11.2 The evaluator shall be the unit membersmember's immediate supervisor and/or any other management employee who possesses a valid administrative credential and who has been certified by the Board of Trustees.
11.3 Unit members who are to be evaluated will be so notified by the appropriate management person no later than the last work day in September of each calendar year. No evaluation of a Not later than the last working day in October, the unit member shall be placed in make an appointment with his/her evaluator to review and agree on the format as well as the unit member's goals, objectives, or evaluation standards for the evaluation period.
11.4 Unit members who qualify may choose an alternative evaluation format. Such alternative formats include:
a) self evaluation
b) project-based evaluation
c) portfolio evaluation
d) experiment-based evaluation
e) team project evaluation
11.4.1 Unit members are considered qualified to participate in an alternative evaluation format if they are permanent employees and their three most recent evaluations have been satisfactory. The District and a permanent unit member may also mutually agree that the unit member is qualified to participate in an alternative evaluation format, even if he/she does not have three consecutive satisfactory evaluations, provided that the employee’s most recent evaluation is satisfactory.
11.4.2 Unit members who qualify may not participate in the same alternative evaluation format two consecutive evaluation cycles (e.g. self-evaluation).
11.4.3 The alternative evaluation process will be concluded with an assessment by the member and a review of the assessment by his or her evaluator. The Evaluator shall identify in writing for both the member and personnel file without whether the member has successfully completed his/her evaluation. Should the evaluation be incomplete or unsuccessful, the evaluator may either extend the current evaluation timelines or place the member on the Formal Evaluation track for the subsequent year.
11.5 The order and procedure of evaluation will be as follows:
11.5.1 By the last working day in September - Notification of those unit members who are to be evaluated and the name of the evaluator. By the last working day in October evaluatee and evaluator will meet to review and agree upon the format, CSTP evaluation standards or goals and objectives, ways to measure achievement, and the role of the evaluator and evaluatee. For those evaluatees participating in the formal evaluation process, classroom observations will be done throughout the year. Observations will be both formal and informal. There will be a minimum of two scheduled formal observations. For those evaluatees participating in an opportunity for discussion alternative evaluation format, specific goals, objectives, and timelines will be agreed upon between the unit member and the evaluator.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.
16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given a copy of the evaluation.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 16.1
17.1 The primary purpose of evaluation shall be to assist unit member in improving job knowledge and skills and to recognize unit member's contribution to the District, as well as to inform the member of areas where performance improvement is needed. (See Appendix G-Evaluation Factors)
17.2 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of provide written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.
16.5 Performance evaluation for permanent unit members every year. Evaluations shall be submitted to the Human Resources Department once each school year at a time designated signed and dated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member member.
17.3 New unit members shall be subject to a probationary period of twelve (12) months. Promoted unit members shall be subject to a probationary period of six (6) months. New unit members shall be evaluated at the end of the fourth and will eighth months of employment; promoted members and/or members rehired from the reemployment list into new classifications shall be evaluated at the end of the third and fifth months of employment in the new position.
17.3.1 Unit members returning back to their prior classification shall be placed at the same salary range at which they left.
17.3.2 Unit members who are placed on the re-employment list retain the following rights: If the person is reemployed in a new position and fails to complete the probationary period in the new position, he or she shall be returned to the reemployment list for the remainder of the 39-month or 63 month period. The remaining time period shall be calculated as the time remaining in the 39- month or 63 month period as of the date of reemployment.
17.4 The evaluator shall be the unit member’s personnel file's immediate supervisor.
17.5 The unit member shall complete the self-evaluation prior to meeting with the supervisor.
17.6 The evaluator shall meet with the unit member to discuss the unit member's written evaluation. Said meeting shall include only the evaluator and the unit member. The unit member will must sign the evaluation signifying only that the unit member has read the document. The unit member shall be given provided the opportunity of attaching a copy written response within ten (10) working days which shall become part of the permanent record. The unit member may request and receive an opportunity to meet with the unit member's supervisor and the appropriate Administrator to discuss any components of the evaluation.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify 17.7 Evaluation shall include specific recommendations for improvement including objectives and timelines.
17.8 Only the evaluation form without consulting with procedure, not the Association. A copy contents of the evaluation form shall be attached subject to this Agreementthe grievance procedure.
17.9 Unit members on an extended leave shall have their evaluation date correspondingly extended to reflect the leave. For probationary employees, the extension will be the amount of time the employee is on leave, but no more than three (3) months. For permanent employees, the new evaluation date will be based on the amount of calendar days in which the permanent employee was on leave.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 16.1 17.1 The primary purpose of evaluation shall be to assist unit member in improving job knowledge and skills and to recognize unit member's contribution to the District, as well as to inform the member of areas where performance improvement is needed. (See Appendix G-Evaluation Factors)
17.2 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of provide written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.
16.5 Performance evaluation for permanent unit members every year. Evaluations shall be submitted to the Human Resources Department once each school year at a time designated signed and dated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member member.
17.3 New unit members shall be subject to a probationary period of twelve (12) months. Promoted unit members shall be subject to a probationary period of six (6) months. New unit members shall be evaluated at the end of the fourth and will eighth months of employment; promoted members and/or members rehired from the reemployment list into new classifications shall be evaluated at the end of the third and fifth months of employment in the new position.
17.3.1 Unit members returning back to their prior classification shall be placed at the same salary range at which they left.
17.3.2 Unit members who are placed on the re-employment list retain the following rights: If the person is reemployed in a new position and fails to complete the probationary period in the new position, he or she shall be returned to the reemployment list for the remainder of the 39-month or 63 month period. The remaining time period shall be calculated as the time remaining in the 39month or 63 month period as of the date of reemployment.
17.4 The evaluator shall be the unit member’s personnel file's immediate supervisor.
17.5 The unit member shall complete the self-evaluation prior to meeting with the supervisor.
17.6 The evaluator shall meet with the unit member to discuss the unit member's written evaluation. Said meeting shall include only the evaluator and the unit member. The unit member will must sign the evaluation signifying only that the unit member has read the document. The unit member shall be given provided the opportunity of attaching a copy written response within ten (10) working days which shall become part of the permanent record. The unit member may request and receive an opportunity to meet with the unit member's supervisor and the appropriate Administrator to discuss any components of the evaluation.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify 17.7 Evaluation shall include specific recommendations for improvement including objectives and timelines.
17.8 Only the evaluation form without consulting with procedure, not the Association. A copy contents of the evaluation form shall be attached subject to this Agreementthe grievance procedure.
17.9 Unit members on an extended leave shall have their evaluation date correspondingly extended to reflect the leave. For probationary employees, the extension will be the amount of time the employee is on leave, but no more than three (3) months. For permanent employees, the new evaluation date will be based on the amount of calendar days in which the permanent employee was on leave.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 16.1 11.1 The District shall establish and maintain a continuing program of unit member employee performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the unit membersemployee. No The district and PSEA shall form a joint committee which shall review the current evaluation of a unit member procedures and forms. The joint committee shall be placed in formed within thirty (30) days of the unit member’s personnel file without an opportunity for discussion between adoption of this Agreement. The committee shall have its initial meeting no later than October 1, 2011. The joint committee shall make recommendations to the unit member District and PSEA negotiating teams any modifications to the evaluatorprocedures or forms. It is the intent of the parties to receive any such recommendation prior to the start of the 2012/13 school year.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 11.2 Performance evaluations for all probationary unit members employees shall be submitted to the Human Resources Personnel Department twice during the period of probationary employment at times designated employment, normally during the second and fifth months of service, and will be completed by the Assistant Superintendent of Human Resourcesemployee's designated evaluator.
16.5 11.3 Performance evaluation evaluations for permanent unit members employees shall be submitted to the Human Resources Personnel Department at least once each during the school year year. However, performance evaluations for permanent employees who have completed service on Step 5 of the salary schedule shall be submitted to the Personnel Department at a time designated by the Assistant Superintendent of Human Resourcesleast once every other school year.
16.6 Special or supplementary 11.4 Unscheduled evaluations may be made of either permanent or probationary unit members any employee at any time when such evaluations are evaluation is deemed appropriate by the unit member’s immediate supervisor or evaluator. Special or supplementary Such unscheduled performance evaluations shall may be used for made when an employee's job performance has deteriorated since the purpose of improving the last regularly scheduled performance of a unit member who is not meeting District standardsevaluation.
16.7 11.5 Unsatisfactory job work performance or any infraction violation of District regulations or Board policy Policy shall be brought to the attention of the unit memberemployee in a timely manner. Any evaluation which contains an overall “requires improvement” rating Areas of serious concern shall be described in a written memorandum from the supervisor to the employee.
11.6 Reclassified employees shall be evaluated twice during their probationary period in their new classification, normally during the second (2) and fifth (5) months of service.
11.7 Upon request, a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will shall be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given provided with a copy of the evaluationhis/her current job description.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 16.1 Section A: The District shall establish Evaluation Plan approved by the Board and maintain a continuing program of unit member performance evaluationthe Association is incorporated into this Article by reference. The program 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 evaluating all staff members assigned to his/her building. Responsibilities of evaluators, in addition to those specified in the Evaluation Plan Document, include:
1. Apprising each staff member upon assignment, and/ or at the beginning of each school year, the specific criteria on which the evaluation will be made.
2. Prior to each observation, reviewing with the staff member the methods of evaluation to be employed. The staff member shall include provisions for preparation of written evaluations explain his/her objectives, methods and a means of making the results of such evaluations known materials to the unit membersevaluator. No evaluation of The evaluator will advise the staff member as to when each observation will be conducted. The evaluator shall conduct a unit post conference with the staff member shall be placed after each 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 unit PERA/Student Growth agreement.
3. Assuring that probationary staff members are evaluated once each year prior to attaining tenure.
4. 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 without an opportunity for discussion between the unit member and the evaluator.
16.2 The District Superintendent shall designate the person file, with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.
16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit staff member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement , stating that the unit member shall, lack of an evaluation will not be construed as determined necessary by an adverse reflection on the evaluator, participate in a plan to improve appropriate areas of the unit staff member’s performance. A form letter jointly agreed upon by the Board and theAssociation will be utilized.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment5. This Each formal evaluation shall not affect the unit member’s permanent status in be initiated by a prior classification.
16.9 An evaluation report and pre- conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both between the evaluator and the unit 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, it will be placed mutually rescheduled by the administrator and staff member. Every evaluation event (i.e., pre-observation, post-observation or summative evaluation conference, the SMART Goal for student growth meeting, or formal observa- tion) shall be held at an agreed time unless, with regard to a particular event, an evaluator attempts twice to schedule and no time is agreed to, the evaluator may assign a time in accordance with the unit timeline for the event. If the staff member for any reason is unable to attend at the scheduled time (including but not limited to cancelling, failing to at- tend, sick leave, or medical leave), the evaluator shall have an additional five (5) school days from the staff member’s personnel filereturn to work to assign the time for and hold the event. The unit Section B:
1. All monitoring or observation of a staff member will shall be given conducted openly and with full knowledge of the staff member. In evaluation or observation of staff members, the use of closed circuit television and public address, audio sys- tems and digital recording devices are expressly prohibited.
2. A summative evaluation report shall be preceded by at least three observations for non-tenured and tenured who have been previously rated needs improvement or unsatisfactory and a minimum of two observations for tenured previously rated proficient and/or excellent educators of professional performance, one of which shall be no less than 30 minutes. No observation shall take place after May 15.
3. If the evaluator notes areas in which the staff member needs to improve, the criticism shall be reduced to writing and a copy given to the staff member within ten (10) schools days of the evaluationoccurrence. All criticism of a staff member shall be in writing and shall contain suggestions for improvement.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association4. A copy of the summative evaluation form report shall be given to the staff member within ten (10) school days of the identified final observation.Aconference shall be held within five (5) school days at the request of the staff member or the evaluator. If the staff member disagrees with the summa- tive evaluation report, he/she may submit a written answer which shall be attached to this Agreementthe file copy of the summative evaluation report in question. Any such written answer will be delivered to the evaluator within ten (10) school days of the conference. Additional conferences shall be held within five (5) school days of the request of the staff member with the appropriate supervisory and administrative personnel to the level of Superintendent.
5. On subsequent observation forms and summative evaluation reports, the evaluator shall comment on previ- ously noted criticisms of the current year.
6. The observation forms and the summative evaluation reports shall be initialed by the staff member to show that copies have been received. Initialing does not necessarily indicate approval of or agreement with the reports. The summative evaluation reports shall then be filed in the staff member’s personnel file.
7. During the ninety (90) day remediation period after receiving a “Notice to Remedy” from the Board, a staff member shall not be allowed to transfer to another school without the express written approval of the Board. This restriction shall not preclude movement due to Article 12, Section F, staff reductions.
8. Should a staff member on remediation be granted a leave of absence, the ninety (90) day remediation period will start anew upon the return from leave.
9. At the beginning of each school year, the District will provide the Association a list of qualified teachers for selec- tion to be consulting teachers. Additionally, the District will provide in a timely fashion all information relating to each remediation, including, but not limited to the observations and summative evaluation. The Association will use the prepared list to timely select a consulting teacher.
Appears in 1 contract
Samples: Professional Services
Evaluation Procedures. 16.1 17.1 The primary purpose of evaluation shall be to assist unit member in improving job knowledge and skills and to recognize the unit member's contribution to the District, as well as to inform the member of areas where performance improvement is needed. (See Appendix G-Evaluation Factors)
17.2 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of provide written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.
16.5 Performance evaluation for permanent unit members every year. Evaluations shall be submitted to the Human Resources Department once each school year at a time designated signed and dated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member member.
17.3 New unit members shall be subject to a probationary period of twelve (12) months. New unit members shall be evaluated at the end of the fourth and will eighth months of employment. Existing unit members selected or promoted into a new classification or members rehired from the reemployment list into a new classification shall be subject to a probationary period of six (6) months. Existing members who are promoted or moved into a new classification, and/or members rehired from the reemployment list into new classifications shall be evaluated at the end of the thirdand fifth months of employment in the new position. Upon the same effective date of a change in law, if probationary periods are reduced by an act of the legislature, the parties agree to meet and negotiate in order to align the probationary period withthe new law and to negotiate the corresponding effects on the evaluation schedule.
17.3.1 Existing unit members returning back to their prior classification after an unsuccessful 6-month probationary period shall be placed at the same salary range at which they left.
17.3.2 Unit members who are placed on the re-employment list retain the following rights: If the person is reemployed in a new position and fails to complete the probationary period in the new position, they shall be returned to the reemployment list for the remainder of the 39-month or 63 month period. The remaining time period shall be calculated as the time remaining in the 39month or 63 month period as of the date of reemployment.
17.4 The evaluator shall be the unit member’s personnel file's immediate supervisor.
17.5 The unit member shall complete the self-evaluation prior to meeting with the supervisor.
17.6 The evaluator shall meet with the unit member to discuss the unit member's written evaluation. Said meeting shall include only the evaluator and the unit member. The unit member will must sign the evaluation signifying only that the unit member has read the document. The unit member shall be given provided the opportunity of attaching a copy written response within ten (10) working days which shall become part of the permanent record. The unit member may request and receive an opportunity to meet with the unit member's supervisor and the appropriate Administrator to discuss any components of the evaluation.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify 17.7 Evaluation shall include specific recommendations for improvement including objectives and timelines.
17.8 Only the evaluation form without consulting with procedure, not the Association. A copy contents of the evaluation form shall be attached subject to this Agreementthe grievance procedure.
17.9 Unit members on an extended leave shall have their evaluation date correspondingly extended to reflect the leave. For probationary employees, the extension will be the amount of time the employee is on leave, but no more than three (3) months. For permanent employees, the new evaluation date will be based on the amount of calendar days in which the permanent employee was on leave.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 16.1 17.1 The primary purpose of evaluation shall be to assist unit member in improving job knowledge and skills and to recognize the unit member's contribution to the District, as well as to inform the member of areas where performance improvement is needed. (See Appendix G-Evaluation Factors)
17.2 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of provide written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.
16.5 Performance evaluation for permanent unit members every year. Evaluations shall be submitted to the Human Resources Department once each school year at a time designated signed and dated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member member.
17.3 New unit members shall be subject to a probationary period of six (6) months. New unit members shall be evaluated at the end of the second and will fourth months of employment. Existing unit members selected or promoted into a new classification or members rehired from the reemployment list into a new classification shall be subject to a probationary period of six (6) months. Existing members who are promoted or moved into a new classification, and/or members rehired from the reemployment list into new classifications shall be evaluated at the end of the thirdand fifth months of employment in the new position. Upon the same effective date of a change in law, if probationary periods are reduced by an act of the legislature, the parties agree to meet and negotiate in order to align the probationary period withthe new law and to negotiate the corresponding effects on the evaluation schedule.
17.3.1 Existing unit members returning back to their prior classification after an unsuccessful probationary period shall be placed in their former position at the same salary range at which they left.
17.3.2 Unit members who are placed on the re-employment list retain the following rights: If the person is reemployed in a new position and fails to complete the probationary period in the new position, they shall be returned to the reemployment list for the remainder of the 39-month or 63 month period. The remaining time period shall be calculated as the time remaining in the 39month or 63 month period as of the date of reemployment.
17.4 The evaluator shall be the unit member’s personnel file's immediate supervisor.
17.5 The unit member shall complete the self-evaluation prior to meeting with the supervisor.
17.6 The evaluator shall meet with the unit member to discuss the unit member's written evaluation. Said meeting shall include only the evaluator and the unit member. The unit member will must sign the evaluation signifying only that the unit member has read the document. The unit member shall be given provided the opportunity of attaching a copy written response within ten (10) working days which shall become part of the permanent record. The unit member may request and receive an opportunity to meet with the unit member's supervisor and the appropriate Administrator to discuss any components of the evaluation.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify 17.7 Evaluation shall include specific recommendations for improvement including objectives and timelines.
17.8 Only the evaluation form without consulting with procedure, not the Association. A copy contents of the evaluation form shall be attached subject to this Agreementthe grievance procedure.
17.9 Unit members on an extended leave shall have their evaluation date correspondingly extended to reflect the leave. For probationary employees, the extension will be the amount of time the employee is on leave, but no more than three (3) months. For permanent employees, the new evaluation date will be based on the amount of calendar days in which the permanent employee was on leave.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 16.1
17.1 The primary purpose of evaluation shall be to assist unit member in improving job knowledge and skills and to recognize unit member's contribution to the District, as well as to inform the member of areas where performance improvement is needed. (See Appendix G-Evaluation Factors)
17.2 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of provide written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.
16.5 Performance evaluation for permanent unit members every year. Evaluations shall be submitted to the Human Resources Department once each school year at a time designated signed and dated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member member.
17.3 New unit members shall be subject to a probationary period of twelve (12) months. Promoted unit members shall be subject to a probationary period of six (6) months. New unit members shall be evaluated at the end of the fourth and will eighth months of employment; promoted members and/or members rehired from the reemployment list into new classifications shall be evaluated at the end of the third and fifth months of employment in the new position.
17.3.1 Unit members returning back to their prior classification shall be placed at the same salary range at which they left.
17.3.2 Unit members who are placed on the re-employment list retain the following rights: If the person is reemployed in a new position and fails to complete the probationary period in the new position, he or she shall be returned to the reemployment list for the remainder of the 39-month or 63 month period. The remaining time period shall be calculated as the time remaining in the 39- month or 63 month period as of the date of reemployment.
17.4 The evaluator shall be the unit member’s personnel file's immediate supervisor.
17.5 The unit member shall complete the self-evaluation prior to meeting with the supervisor.
17.6 The evaluator shall meet with the unit member to discuss the unit member's written evaluation. Said meeting shall include only the evaluator and the unit member. The unit member will must sign the evaluation signifying only that the unit member has read the document. The unit member shall be given provided the opportunity of attaching a copy written response within ten (10) working days which shall become part of the permanent record. The unit member may request and receive an opportunity to meet with the unit member's supervisor and the appropriate Administrator to discuss any components of the evaluation.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify 17.7 Evaluation shall include specific recommendations for improvement including objectives and time lines.
17.8 Only the evaluation form without consulting with procedure, not the Association. A copy contents of the evaluation form shall be attached subject to this Agreementthe grievance procedure.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 16.1 17.1 The primary purpose of evaluation shall be to assist unit member in improving job knowledge and skills and to recognize unit member's contribution to the District, as well as to inform the member of areas where performance improvement is needed. (See Appendix G-Evaluation Factors)
17.2 The District shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of provide written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.
16.5 Performance evaluation for permanent unit members every year. Evaluations shall be submitted to the Human Resources Department once each school year at a time designated signed and dated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member member.
17.3 New unit members shall be subject to a probationary period of twelve (12) months. Promoted unit members shall be subject to a probationary period of six (6) months. New unit members shall be evaluated at the end of the fourth and will eighth months of employment; promoted members and/or members rehired from the reemployment list into new classifications shall be evaluated at the end of the third and fifth months of employment in the new position.
17.3.1 Unit members returning back to their prior classification shall be placed at the same salary range at which they left.
17.3.2 Unit members who are placed on the re-employment list retain the following rights: If the person is reemployed in a new position and fails to complete the probationary period in the new position, he or she shall be returned to the reemployment list for the remainder of the 39-month or 63 month period. The remaining time period shall be calculated as the time remaining in the 39- month or 63 month period as of the date of reemployment.
17.4 The evaluator shall be the unit member’s personnel file's immediate supervisor.
17.5 The unit member shall complete the self-evaluation prior to meeting with the supervisor.
17.6 The evaluator shall meet with the unit member to discuss the unit member's written evaluation. Said meeting shall include only the evaluator and the unit member. The unit member will must sign the evaluation signifying only that the unit member has read the document. The unit member shall be given provided the opportunity of attaching a copy written response within ten (10) working days which shall become part of the permanent record. The unit member may request and receive an opportunity to meet with the unit member's supervisor and the appropriate Administrator to discuss any components of the evaluation.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify 17.7 Evaluation shall include specific recommendations for improvement including objectives and timelines.
17.8 Only the evaluation form without consulting with procedure, not the Association. A copy contents of the evaluation form shall be attached subject to this Agreementthe grievance procedure.
17.9 Unit members on an extended leave shall have their evaluation date correspondingly extended to reflect the leave. For probationary employees, the extension will be the amount of time the employee is on leave, but no more than three (3) months. For permanent employees, the new evaluation date will be based on the amount of calendar days in which the permanent employee was on leave.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 16.1 The District SBSD shall establish and maintain a continuing program of unit member performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the unit members. No evaluation of a unit member shall be placed in the unit member’s personnel file without an opportunity for discussion between the unit member and the evaluator.
16.2 The District SBSD Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Personnel Services Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human ResourcesPersonnel Services.
16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Personnel Services Department once each school year at a time designated by the Assistant Superintendent of Human ResourcesPersonnel Services.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District SBSD standards.
16.7 Unsatisfactory job performance or any infraction of District SBSD regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given a copy of the evaluation.
16.11 All evaluations will be conducted on the DistrictSBSD’s current evaluation form. The District SBSD will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 16.1 The District 1. Any less than satisfactory evaluation based upon performance shall establish include recommendations from the supervisor for improvement, shall advise the employee as to any significant deficiencies and maintain where appropriate the supervisor may provide provisions for assisting the Unit Member in implementing these recommendations.
2. A Special Evaluation for a continuing program of permanent or probationary unit member may be prepared at any time by the unit member's supervisor. Such evaluations may be used to provide a record of either deterioration or an improvement in a unit member's performance or for recording formal commendations for outstanding performance.
3. Where feasible, the supervisor will give the employee at least two (2) work days notice of a scheduled evaluation review meeting. If the first or any subsequent scheduled meetings are canceled by the employee due to absence or other reason the supervisor may waive the two (2) days notice. If the evaluation is for unacceptable or deteriorating performance, the supervisor shall attempt to inform the employee prior to the meeting that concerns will be addressed or areas for improvement may be discussed.
4. If a Unit Member requests to have a union representative at any evaluation meeting where the evaluation is for deteriorating or substandard performance, the meeting shall not take place until the union representative is present. If the supervisor has attempted on two (2) or more occasions to schedule the meeting to include the representative without success then the evaluation may be mailed to the employee and the employee shall sign the evaluation, acknowledging receipt, and return the signed evaluation document to the supervisor no later than seven (7) business days from the date of receipt of said evaluation document.
5. Probationary and Permanent employees shall review and sign their evaluation forms before they are submitted to the Personnel Office. The signature does not necessarily indicate agreement or disagreement with the evaluation, but does indicate acknowledgment of receipt of said document.
6. A unit member has the right to submit a written response to an evaluation and have it attached to the evaluation form so long as the written response is received in the Personnel Office within fifteen (15) working days of the unit member's receipt of the evaluation. The program shall include provisions for preparation of written evaluations and a means of making Written responses received after fifteen (15) working days from the results of such evaluations known date the evaluation was received by the unit member will not be attached to the unit members. No evaluation of a unit member shall and will not be placed in the unit member’s employee's personnel file without an opportunity for discussion between the unit member unless there are extenuating circumstances and the evaluator.
16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member’s evaluator. The person with primary responsibility to act as a unit member’s evaluator shall be a management or supervisory employee.
16.3 Each unit member shall be given a copy upon approval of the evaluation form and a position description for the unit member’s position.
16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human ResourcesPersonnel Services.
16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent of Human Resources.
16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member’s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.
16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall “requires improvement” rating of a unit member’s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member’s performance.
16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member’s permanent status in a prior classification.
16.9 An evaluation report and conference may be scheduled at any time during the unit member’s scheduled work hours.
16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member’s personnel file. The unit member will be given a copy of the evaluation.
16.11 All evaluations will be conducted on the District’s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.
Appears in 1 contract
Samples: Collective Bargaining Agreement
