Common use of Evaluation Procedures Clause in Contracts

Evaluation Procedures. A. Each permanent unit member shall be evaluated by his/her primary evaluator at least every other school year, or, pursuant to Education code section 44664(a) (3), may be evaluated at least every five years. If the evaluator and the unit member agree, the Certificated Agreement for Five Year Evaluation Cycle form will be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on the unit member’s most recent evaluation The unit member or the evaluator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary unit member shall be evaluated on a continuing basis. A formal evaluation shall be completed each school year. Each temporary or probationary unit member being evaluated shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within five (5) teaching days after the beginning of the first and second semesters. A copy will also be placed in the unit members’ Substitute Binder.

Evaluation Procedures. A. Each permanent Bargaining unit members shall be evaluated annually by members of the Center administrative staff. B. With respect to probationary bargaining unit members only, the Center may seek student input on the evaluation of said probationary bargaining unit members and to the extent indicated herein such student evaluation shall be part of a probationary bargaining unit member’s annual evaluation. Tenure decisions shall not be based solely on student evaluations. C. A committee comprised equally of bargaining unit members with two (2) or more years service appointed by the Alliance and administrators appointed by the Director of the Center shall convene annually prior to December 1, to, if necessary, amend and/or update the Center-wide evaluation of instruction forms including but not limited to the student evaluation form. Provided, however, that the initial student evaluation form shall be the form developed by said committee prior to December 1, 2004. D. Bargaining unit members shall be provided with copies of their evaluations including a student evaluation summary for probationary bargaining unit members and provided an opportunity to discuss each. Subsequent to such discussions, or on receipt of a written waiver thereof, the bargaining unit member shall be evaluated by accorded a period of five (5) days to submit any written response to his/her primary evaluator at least every other school yearevaluation. Following the five (5) day response period, ora copy of the evaluation report (including any student evaluation summary) with bargaining unit member response, pursuant to Education code section 44664(a) if any, thereon, will be forwarded for administrative review and file. At the end of the contract year (3August 31), may be evaluated at least every five years. If the evaluator and the unit member agree, the Certificated Agreement individual student evaluation forms for Five Year Evaluation Cycle form that year will be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on the unit member’s most recent evaluation The unit member or the evaluator may withdraw consent destroyed. At any time prior to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary destruction of the forms, a bargaining unit member shall upon request to the Center, be evaluated on a continuing basis. A formal allowed to inspect the individual student evaluation shall be completed each school year. Each temporary or probationary unit member being evaluated shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; however, if forms upon which the unit member receives “Unsatisfactory/Not Meeting Standards” in any summary of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards student evaluations included in his/her first observationannual evaluation was based, provided that said forms are anonymous or that the evaluator may require names and other student identifiers are redacted from the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books forms. E. Nothing shall be returned to the unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within five (5) teaching days after the beginning of the first and second semesters. A copy will also be placed in a bargaining unit member’s file without providing a copy to the bargaining unit members’ Substitute Bindermember involved and providing the bargaining unit member with an opportunity to respond. After a probationary bargaining unit member has attained tenure, or if such probationary bargaining unit member’s employment with the Center ceases prior to attaining tenure, each student evaluation summary in such bargaining unit member’s file shall be removed upon his/her written request. The bargaining unit member may not request that only some of the student evaluation summaries be removed.

Evaluation Procedures. A. Each permanent unit member 11.1 The District shall establish and maintain a continuing program of 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 employee. The District and PSEA shall form a joint committee which shall review the current evaluation procedures and forms. The joint committee shall be evaluated formed within thirty (30) days of the adoption of this Agreement. The committee shall have its initial meeting no later than October 1 each year. The joint committee shall make recommendations to the District and PSEA negotiating teams any modifications to the procedures or forms. It is the intent of the parties to receive any such recommendation prior to the start of each school year. 11.2 Performance evaluations for all probationary employees shall be submitted to the Personnel Department twice during the period of probationary employment, normally during the second and fourth months of service, and will be completed by his/her primary evaluator the employee's designated evaluator, who shall be a supervisory or management employee. 11.3 Performance evaluations for permanent employees shall be submitted to the Personnel Department at least once during the school 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 least once every other school year, or, pursuant to Education code section 44664(a) (3), . 11.4 Unscheduled evaluations may be evaluated made of any employee at least every any time when such evaluation is deemed appropriate by the immediate supervisor or evaluator. Such unscheduled performance evaluations may be made when an employee's job performance has deteriorated since the last regularly scheduled performance evaluation. Notice of the evaluation conference shall be given by the supervisor to employee, and shall include the date and time of the conference, and notice of employees right to union representation. 11.5 Unsatisfactory work performance or any violation of District regulations or Board Policy shall be brought to the attention of the employee in a timely manner. Areas of serious concern shall be described in a written memorandum from the supervisor to the employee. 11.6 An employee who is promoted shall serve a probationary period of six (6) months or 130 days of paid service whichever is longer in the higher classification before attaining permanency in that classification. In the event the employee is absent on paid leave for more than five years(5) days during the probationary period, the probationary period shall be extended by one day for each of paid leave in excess of five (5) days. If the evaluator and employee does not successfully complete the unit member agreeprobationary period in the higher classification, the Certificated Agreement for Five Year Evaluation Cycle form employee will be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on the unit member’s most recent evaluation The unit member or the evaluator may withdraw consent returned to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary unit member shall be evaluated on a continuing basis. A formal evaluation shall be completed each school year. Each temporary or probationary unit member being evaluated shall have at classification most two formal scheduled classroom observations and two unscheduled classroom observations; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observationrecently held. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observationthat classification no longer exists, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books employee shall be returned to the unit highest other classification previously held. 11.7 Upon request, a Unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in provided with a two day emergency substitute plan to their administrator within five (5) teaching days after the beginning copy of the first and second semesters. A copy will also be placed in the unit members’ Substitute Binderhis/her current job description.

Evaluation Procedures. A. The evaluation process is intended to provide objective feedback to an 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. 12.1 New employees shall be formally evaluated at least twice during their probationary period. The first evaluation should occur at two (2) months or forty (40) workdays, whichever is greater. The second evaluation should occur at four (4) months or eighty (80) workdays, whichever is greater. 12.1.1 During the probationary period which shall not exceed six (6) months or one hundred and thirty (130) days of paid service, whichever is greater, 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 permanent unit member shall be evaluated by given a copy of the completed evaluation form. Each unit member will be requested to place his/her primary evaluator at least every other school yearsignature on the report, orbut such signature does not necessarily signify agreement with the evaluation report. In the event that a unit member refuses to sign the evaluation report, pursuant to Education code section 44664(a) (3), may the refusal shall be evaluated at least every five yearsnoted on the employee signature line. 12.6 The supervisor shall identify employee strengths and weaknesses. If weaknesses are identified, the evaluator supervisor and employee shall discuss how the weaknesses might be 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 employee in a timely manner. The employee should be provided with an 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 follow-up evaluation will be identified at the 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 agree, person who provided the Certificated Agreement for Five Year Evaluation Cycle form will be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on the unit member’s most recent evaluation The unit member or the evaluator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary unit member shall be evaluated on a continuing basis. A formal information used in that evaluation shall be completed each school year. Each temporary or probationary unit member being evaluated identified to allow the employee the opportunity to provide a meaningful rebuttal to the evaluation. 12.6.4 The employee shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any no less than ten (10) days from receipt of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may evaluation to prepare a rebuttal to that evaluation. Rebuttals shall be conducted, until a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in stapled to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All all copies of the lesson plan books performance evaluation. The employee shall be returned provide a copy of their rebuttal to their immediate supervisor and to the unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within five (5) teaching days after the beginning of the first and second semesters. A copy will also be placed in the unit members’ Substitute BinderHuman Resources Department.

Evaluation Procedures. A. Each permanent 1. A pre-observation conference shall be held between the supervising administrator and unit member to review the evaluation process using the Pre-Observation Check Off Sheet, Initial Conference Form and self-evaluation prepared by the unit member. a. The unit member and supervising administrator shall agree on which class period or service shall be evaluated by his/her primary evaluator at least every other school yearevaluated. b. In addition to an observation, orthe supervising administrator shall examine a sample of data as applicable (i.e. projects, pursuant to Education code section 44664(a) forms, webpages). c. Class periods or services may be observed. d. Permanent unit members, in years three (3)) and above, may be evaluated at least every five years. If the evaluator and the unit member agree, the Certificated Agreement for Five Year Evaluation Cycle form will be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District supervising administrator shall decide which two (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on of the evaluation categories shall be evaluated. All unit member’s most recent evaluation The unit member or the evaluator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary unit member members shall be evaluated on a continuing basisAncillary Duties and Responsibilities. A formal Each evaluation cycle shall focus on two (2) categories that were not seen in the prior evaluation. In the event of an unsatisfactory rating in an evaluation category during the prior evaluation, the category shall be completed each school year. Each temporary or probationary re-evaluated in the current evaluation cycle. e. Probationary unit member being evaluated shall have at most two formal scheduled classroom observations members and unit members in years one and two unscheduled classroom observations; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” (1-2) shall be evaluated in any writing annually for their performance on each of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standardsevaluation categories. All copies of the lesson plan books shall be returned to the unit member at the end of the school year. All other unit members shall be responsible evaluated on Ancillary Duties and Responsibilities. 2. A concluding conference shall be held to review the completed Evaluation Form which includes a written summary, commendations and recommendations, evaluation ratings, a discussion of next steps for preparing lesson plans professional development and have their lesson plan book available on their desk for review the re-evaluation of unsatisfactory category(ies) in the next evaluation cycle. 3. Observed behavior, which is to be cited by the site administrator; however, they supervision administrator in the evaluation and that was not seen during a formal observation shall not be required brought to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator the attention of the unit member within five (5) teaching work days of its occurrence. 4. Each unit member has the right to make a written response to any evaluative material within the evaluation school year. This response, including any evidence cited in the response, shall be attached to and filed with the original document. 5. The evaluation forms shall be signed by the supervising administrator and the unit member after the beginning of the first and second semestersevaluation conference, to confirm receipt. 6. A copy The evaluation form with attachments, if any, will also be placed filed in the unit member's personnel file. 7. The principal or site administrator is responsible for the evaluations at the school sites and district office. Director of Maintenance and Operations shall evaluate the OSS unit members not assigned to a school site or district office. 8. An administrator is the only person who will evaluate custodial or maintenance site team members’ Substitute Binder. Team members with “Lead” designations are not supervisors and do not conduct evaluations.

Evaluation Procedures. A. Each permanent unit member 11.1 The District shall establish and maintain a continuing program of 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 employee. The District and PSEA shall form a joint committee which shall review the current evaluation procedures and forms. The joint committee shall be evaluated formed within thirty (30) days of the adoption of this Agreement. The joint committee shall make recommendations to the District and PSEA negotiating teams as to any modifications to the procedures or forms. The recommendations shall be reviewed by his/her primary evaluator the parties in the next round of negotiations. 11.2 Performance evaluations for all probationary employees shall be submitted to Personnel Support Services twice during the period of probationary employment, normally during the second and fourth months of service, and will be completed by the employee's designated evaluator, who shall be a supervisory or management employee. 11.3 Performance evaluations for permanent employees shall be submitted to Personnel Support Services at least once during the school year. However, performance evaluations for permanent employees who have completed five (5) years of service with the District shall be submitted to Personnel Support Services at least once every other school year, or, pursuant to Education code section 44664(a) (3), . 11.4 Unscheduled evaluations may be evaluated made of any employee at least every any time when such evaluation is deemed appropriate by the immediate supervisor or evaluator. Notice of the evaluation conference shall be given by the supervisor to employee, and shall include the date and time of the conference, and notice of employee’s right to Union representation. 11.5 Unsatisfactory job performance or any violation of District regulations or Board Policy shall be brought to the attention of the employee in a timely manner. Areas of serious concern shall be described in a written memorandum from the supervisor to the employee. 11.6 An employee who is promoted shall serve a probationary period of six (6) months or 130 days of paid service, whichever is longer in the higher classification before attaining permanency in that classification. In the event the employee is absent on paid leave for more than five years(5) days during the probationary period, the probationary period shall be extended by one (1) day for each day of paid leave in excess of five (5) days. If the evaluator and employee does not successfully complete the unit member agreeprobationary period in the higher classification, the Certificated Agreement for Five Year Evaluation Cycle form employee will be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on the unit member’s most recent evaluation The unit member or the evaluator may withdraw consent returned to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary unit member shall be evaluated on a continuing basis. A formal evaluation shall be completed each school year. Each temporary or probationary unit member being evaluated shall have at classification most two formal scheduled classroom observations and two unscheduled classroom observations; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observationrecently held. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observationthat classification no longer exists, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books employee shall be returned to the unit highest other classification previously held. 11.7 Upon request, a Unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in provided with a two day emergency substitute plan to their administrator within five (5) teaching days after the beginning copy of the first and second semesters. A copy will also be placed in the unit members’ Substitute Binderhis/her current job description.

Evaluation Procedures. A. Each permanent 1. A pre-observation conference shall be held between the supervising administrator and unit member to review the evaluation process using the Pre-Observation Check Off Sheet, Initial Conference Form and self-evaluation prepared by the unit member. a. The unit member and supervising administrator shall agree on which class period or service shall be evaluated by his/her primary evaluator at least every other school yearevaluated. b. In addition to an observation, orthe supervising administrator shall examine a sample of data as applicable (i.e. course syllabus and outcomes, pursuant to a year long plan for instruction and assessment, a detailed unit plan including assessment tools, a broad sampling of student work reflecting the prescribed outcomes, Individual Education code section 44664(a) (3Plan documents, conference logs, treatment plans, and/or service tracking), . c. Other class periods or services may be evaluated at least every five years. If the evaluator observed. d. Permanent unit members and the unit member agree, the Certificated Agreement for Five Year Evaluation Cycle form will be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District supervising administrator shall decide which two (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on of the evaluation categories shall be evaluated. All unit member’s most recent evaluation The unit member or the evaluator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary unit member members shall be evaluated on a continuing basisAncillary Duties and Responsibilities. A formal Each evaluation cycle shall focus on two (2) categories that were not seen in the prior evaluation. In the event of an unsatisfactory rating in an evaluation category during the prior evaluation, the category shall be completed each school year. Each temporary or probationary unit member being re-evaluated shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; however, if in the unit member receives “Unsatisfactory/Not Meeting Standards” in any of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standardscurrent evaluation cycle. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the unit member at the end of the school year. All other e. Probationary unit members shall be responsible evaluated in writing annually for preparing lesson plans their performance on each of the evaluation categories. All unit members shall be evaluated on Ancillary Duties and have their lesson plan book available on their desk Responsibilities. 2. A concluding conference shall be held to review the completed Evaluation Form which includes a written summary, commendations and recommendations, evaluation ratings, a discussion of next steps for review professional development and the re-evaluation of unsatisfactory category(ies) in the next evaluation cycle. 3. Observed behavior, which is to be cited by the site administrator; however, they supervising administrator in the evaluation and that was not seen during a formal observation shall not be required brought to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator the attention of the unit member within five (5) teaching work days of its occurrence. 4. Each unit member has the right to make a written response to any evaluative material within the evaluation school year. This response, including any evidence cited in the response, shall be attached to and filed with the original document. 5. The evaluation forms shall be signed by the supervising administrator and the unit member after the beginning of the first and second semestersevaluation conference, to confirm receipt. 6. A copy The evaluation form with attachments, if any, will also be placed filed in the unit members’ Substitute Bindermember's personnel file. 7. If the evaluation leads to a referral to Peer Assistance and Review (PAR), the principal and/or director shall inform the unit member and follow the rules governing PAR below.

Evaluation Procedures. A. Each 9.1.1 District retains sole responsibility for the evaluation and assessment of performance of each unit member, subject to the following procedural requirements. Accordingly, no grievance arising under this Article shall challenge the content of an evaluation; any grievances shall be limited to a claim that the following procedures have been violated. 9.1.2 The District management shall evaluate all members of the representation as follows: 9.1.2.1 Every probationary unit member shall be evaluated by the administration in writing at least twice each school year; no later than December 1 for the first evaluation and March 1 for the second evaluation. 9.1.2.2 Every permanent unit member shall be evaluated by his/her primary evaluator at least the administration in writing every other school year, or, pursuant to Education code section 44664(a) (3), may be evaluated at least every five years. If the evaluator and the unit member agree, the Certificated Agreement for Five Year Evaluation Cycle form will The evaluation shall be completed based in writing on the following criteria;or before May 1, of a contract year (See Evaluation Forms in Appendix E-1). (1) Has been employed at least ten consecutive years with the District (2) Is highly qualified as required by NCLB (3) Has received a 9.1.2.3 The “Proficient/Meets StandardsPrime Evaluator” rating on shall be the unit member’s most recent evaluation The unit member or the evaluator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any timeimmediate supervisor. A designate Principal shall not serve as an evaluator. B. Each temporary and probationary unit member shall be evaluated on a continuing basis. A formal evaluation shall be completed each school year. Each temporary or probationary unit member being evaluated shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. 9.1.2.4 If the unit member receives an unsatisfactory/not meeting standards is in any good standing and has received positive evaluations, and by mutual consent of District Administration and the standards in his/her first observationunit member, the evaluator following may require be considered with regards to evaluations. 9.1.2.4.1 After 10 years of employment in the District, the unit member to continue to submit lesson plansmay be evaluated every three (3) years. 9.1.2.4.2 After 15 years of employment in the District, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the unit member at may be evaluated every four (4) years. 9.1.2.4.3 After 20 years of employment in the end of District, the school year. All other unit members shall member may be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within evaluated every five (5) teaching days after years. 9.1.2.4.4 After 15 years of employment in the beginning District, the unit member may opt to complete a self-evaluation to be determined by the site administration and the unit member. 9.1.3 The prime evaluator shall, within the first two (2) months of school, hold one or more staff meetings with employees to be evaluated during the year to review specific evaluation procedures and the time-lines. 9.1.4 Each unit member to be evaluated shall meet with the prime evaluator prior to November 1 to discuss performance objectives in the four areas listed below. The unit member and evaluator will mutually agree on two areas of emphasis from the following four areas: (It is recognized that the unit member is responsible for all areas listed). 9.1.4.1 The progress of pupils towards the state adopted academic content standards as measured by state adopted criterion referenced assessments. 9.1.4.2 The instructional techniques and strategies used by the employee. 9.1.4.3 The employee’s adherence to curricular objectives. 9.1.4.4 The establishment and maintenance of a suitable learning environment, within the scope of the employee’s responsibilities. 9.1.5 By no later than the first workday in December, the prime evaluator and second semesters. A copy will also be placed the evaluatee shall attempt to mutually agree upon the written goals and objectives in the unit members’ Substitute BinderSection 9.1.

Evaluation Procedures. A. Each permanent It shall be the administration’s responsibility to evaluate the work performance of all bargaining unit members. B. The purposes of evaluation shall be: to provide the opportunity for the bargaining unit member and his/her immediate supervisor to jointly determine the level(s) of performance in the bargaining unit member’s area(s) of responsibility; to communicate any improvement that is needed; to determine the basis for individual training and development; and to provide a record that may be used in connection with future advancement and/or continued employment. C. All monitoring and/or observation of a bargaining unit member’s work performance shall be conducted openly and with full knowledge of the bargaining unit member. D. Prior to any formal evaluation, the supervisor shall conduct a conference with each bargaining unit member to review the criteria upon which he/she will be evaluated as well as the evaluation instrument and the procedures to be followed in the evaluation process. 1. The supervisor shall conduct said conference with probationary bargaining unit members on or before October 1 or within thirty (30) calendar days of employment, whichever is applicable. 2. The supervisor shall conduct said conference with other bargaining unit members on or before November 1 in the evaluation year. E. The probationary period shall be sixty (60) working days from the date of employment. Any work days missed will not be counted toward fulfilling the probationary period. The work performance of all probationary bargaining unit members shall be evaluated by in writing during the ten (10) work days immediately preceding the termination of his/her primary evaluator at least every other school year, or, pursuant to Education code section 44664(a) (3), may be evaluated at least every five yearsprobationary period. If the evaluator evaluation is satisfactory, the bargaining unit member will be recommended for continued employment. If the evaluation is unsatisfactory, the bargaining unit member will be terminated. Written evaluations shall note whether the probationary bargaining unit member has successfully completed the probationary period and whether he/she has been recommended for continued employment. In the event a probationary employee is terminated, the employee is entitled to a hearing with the Superintendent (or designee). F. Bargaining unit members shall be evaluated annually during the first two (2) years of employment. Thereafter, bargaining unit members shall be evaluated once in each three (3) year period except when the immediate supervisor determines that more frequent evaluation is necessary; or when a bargaining unit member transfers to another position within the bargaining unit in which case he/she will be evaluated during the first year in the new position. Should the supervisor elect to forego an evaluation and the bargaining unit member’s work is satisfactory, the supervisor shall notify the bargaining unit member agreeof such satisfactory work in writing, within the Certificated Agreement for Five Year foregoing time periods. G. The Evaluation Cycle form will Form set forth in Appendix B, which is attached to and incorporated into this Agreement, shall be completed based on for all bargaining unit members being evaluated. One (1) copy shall be retained by the following criteria;supervisor. One (1) Has been employed at least ten consecutive years with copy shall be provided to the Districtbargaining unit member and one (1) copy shall be inserted into the personnel file. (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on 1. Should the overall work performance of the bargaining unit member be rated satisfactory or better, the bargaining unit member’s most recent evaluation The period shall be deemed completed except as he/she is due for re-evaluation as specified herein. 2. Should the overall work performance of the bargaining unit member be rated less than satisfactory, the supervisor shall implement a Corrective Action Plan which is aimed at improving the bargaining unit member’s performance. 3. Upon request of either the bargaining unit member or the evaluator supervisor, an evaluation may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form be conducted at any time. B. Each temporary and probationary unit member shall be evaluated on a continuing basis4. A formal The final evaluation shall be completed each school and submitted to the Human Resource Office by June 1 of the evaluation year. Each temporary or probationary . H. Should the supervisor find a bargaining unit member’s work performance lacking, the reason(s) therefore shall be set forth in specific terms in writing, in the evaluation as shall be identification of the ways in which the bargaining unit member being evaluated is to improve and the assistance to be given by the administration. Further, a reasonable deadline for improvement shall be established and the consequences for failure to improve shall be specifically set forth in the evaluation. Subsequent evaluation report(s) shall show that any previously noted deficiency has been corrected or that said deficiency still exists. I. Should the bargaining unit member disagree with the content of a written evaluation, he/she may submit his/her written objections and have at most two formal scheduled classroom observations and two unscheduled classroom observationssame attached to the (personnel) file copy of the evaluation within ten (10) working days of receipt of said evaluation. J. A bargaining unit member’s signature on a written evaluation shall not be interpreted to mean that he/she necessarily agrees with its content, but shall be interpreted to mean that he/she has reviewed said material. K. The content of any evaluation shall not be subject to the grievance procedure; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” procedures set forth in any of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books this Article shall be returned subject to the unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within five (5) teaching days after the beginning of the first and second semesters. A copy will also be placed in the unit members’ Substitute Bindergrievance procedure.

Evaluation Procedures. A. Each permanent unit member shall be evaluated by Basic Philosophy The purpose of this evaluation procedure is to provide a basis for individual employee's personal growth, both as an individual and in his/her primary evaluator position within the District. B. Time of Evaluation 1. Probationary employees will be evaluated within three (3) months and at least six (6) months after appointment. The purpose of these evaluations will be to determine the basis for appointing the probationary employee to permanent status. The evaluation in the sixth month may be the basis for extending the probationary period for an additional period of time not to exceed six (6) months. Probationary employees are not eligible to receive Merit Pay. Only regular, permanent employees who have completed one year of employment in the District are eligible to receive Merit Pay. 2. Each regular employee will be evaluated on the evaluation form provided by the District on an annual basis not later than May 15. Regular, permanent employees who are receiving Merit Pay 2 will be evaluated every other school year. Upon qualification and application by a permanent unit member, orthe superintendent or designee may approve in writing the extension of the Merit Pay 2 evaluation cycle to 4 years. The extension of the cycle is at the discretion of the Superintendent/designee. To qualify, pursuant to Education code section 44664(a) (3)the applicant must be receiving Merit Pay 2, have 10 years of service in the district, and must obtain the recommendation of the site administrator/evaluator. This extension of the evaluation cycle may be evaluated at least every five years. If rescinded upon written request of either the unit member or the evaluator and the unit member agree, the Certificated Agreement for Five Year Evaluation Cycle form will be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on the unit member’s most recent evaluation The unit member or the evaluator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary unit member shall be evaluated on a continuing basis. A formal evaluation shall be completed each school year. Each temporary or probationary unit member being evaluated shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the regular cycle as prescribed above. This section does not preclude an unscheduled evaluation at any time at the discretion of the employee’s supervisor. Employees hired after May 15th and who attain permanent status prior to January 1st shall receive an annual evaluation by the following May 15th and be eligible for Merit Pay. 3. The evaluator will be the employee's designated administrator with input from the assigned personnel. The evaluation will be based upon the standards established by the parties and incorporated in the District evaluation form. 4. The evaluation will be rendered in writing on the performance evaluation report (P-115A for 3 month evaluation and P-115 for six month evaluation). Upon completion by the evaluator of the performance evaluation report a meeting will be scheduled between the employee and the evaluator at which time the performance evaluation report will be discussed. In an effort to ensure that the evaluation is based upon timely and accurate evidence, the evaluator will make a reasonable effort to provide a copy of the evaluation to the employee before the conference so that the employee can review for corrections and/or clarification. Upon conclusion of this conference, the employee will sign and date the performance evaluation report, making any comments thereon if he/she desires. Refusal to sign will be so noted and signed and dated by the evaluator. Corrections/revisions to the evaluation document as determined by the evaluator as a result of the conference may be incorporated into the final document and will be deemed as meeting the May 15 deadline in the event that the signature is delayed by the need to revise the document. 5. Whenever a unit member at has been rated as not meeting District standards in any category on the evaluation form, the evaluator must specify a remediation plan on the form. Within three (3) months of the formal evaluation, the evaluator and employee must meet again regarding progress toward remediation. If the employee fails to meet District standards, the administrator will inform the employee that the remediation process will continue for an additional three months. At the end of that time, the school yearDistrict may move toward termination. 6. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by If the site administrator; howeveremployee does not agree with the evaluation, they shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator the employee may, within five ten (510) teaching days after the beginning of the first conference, prepare a written statement detailing the matters in disagreement. This statement will be made an attachment to and second semesters. A copy will also be placed filed with the performance evaluation report in the unit members’ Substitute Binderemployee's personnel file. 7. The evaluation content or conclusions recorded on the performance evaluation report are not subject to the grievance procedure of Article XIV.

Evaluation Procedures. A. Each permanent unit member Full-Time Temporary Faculty Members Full-time temporary faculty shall be evaluated using the procedures for the probationary full-time faculty. Full-Time Probationary Faculty Members Full-time probationary faculty members shall be evaluated annually through the Faculty Professional Development Report (See Appendix E for report form), peer evaluation, a summary of student evaluations conducted in each class taught by his/her primary evaluator the probationary faculty member, curriculum portfolio, and division Xxxx evaluation, including classroom observations (See Appendix F for evaluation form). Full-Time Tenured Faculty Members Full-time tenured teaching faculty members shall be evaluated in accordance with Table 5.9.3B in- depth, at least once every other school year, or, pursuant to Education code section 44664(a) three (3) years. The in-depth review will include: Faculty Professional Development Report (See Appendix E for report form); a summary report of student evaluations conducted in accordance with Section 5.9.7 over the previous three (3) years; peer review (if requested); and a division Xxxx evaluation including classroom observation/evaluation (See Appendix F for evaluation form). In addition to the in-depth review, full-time tenured teaching faculty members shall, on an annual basis, submit a Faculty Professional Development Report and meet with the Xxxx to review progress toward implementation of goals for the three (3) year in-depth evaluation. Library faculty will follow the same three-year tenured faculty process as teaching faculty. Library faculty shall be evaluated in the manner prescribed in all applicable sections of the faculty collective bargaining agreement. Assignment of faculty for in-depth evaluations shall be on a rotation basis and begin with the least senior members of the division excluding newly tenured members. One-third of the division shall participate in an in-depth evaluation each academic year. Full-time tenured faculty with an unsatisfactory in-depth evaluation report may appeal the Xxxx’x decision in writing to the Xxxx and request consideration of a peer review committee evaluation for the fall term of the next academic year. If, after appeal and consideration of the report of the Peer Review Committee, the evaluation is still unsatisfactory, the full-time tenured faculty member shall, in consultation with the Xxxx, develop and implement a plan for remediation. Appointment of Peer Review Committees for full-time tenured teaching faculty shall be formed in the same manner as those for probationary faculty (see 5.9.5), may be evaluated at least every five years. If the evaluator and the unit member agree, the Certificated Agreement but shall function for Five Year Evaluation Cycle form will be completed based on the following criteria; only one (1) Has been employed at least ten consecutive years with year per the District (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on evaluation appeal request. Full-time Tenured Non-teaching Faculty Evaluation of the unit member’s most recent evaluation The unit member or the evaluator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary unit member librarians shall be evaluated on conducted by the Xxxx annually and includes: Faculty Professional Development Report (See Appendix E-1 for librarian faculty); peer review (if requested); and Xxxx evaluation including a continuing basis. A formal evaluation shall be completed each school year. Each temporary or probationary unit member being evaluated shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; howeverobservation/evaluation, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any of the California Standards applicable (See Appendix F-1 for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standardslibrarian faculty). C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within five (5) teaching days after the beginning of the first and second semesters. A copy will also be placed in the unit members’ Substitute Binder.

Evaluation Procedures. A. Each permanent unit member 1.1 The District retains the sole responsibility for the evaluation and assessment of the job performance of each employee, and except as required by law, the implementation and administration of the procedures for such evaluation and assessment is solely within the discretion of the District. 1.2 Employees who have been employed for less than twelve (12) months are probationary employees. Probationary employees shall be evaluated by his/her primary evaluator at least every other school year, or, pursuant to Education code section 44664(a) their immediate supervisor or designee (3), may be evaluated at least every five years. If the evaluator and the unit member agree, the Certificated Agreement for Five Year Evaluation Cycle form will be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on the unit member’s most recent evaluation The unit member or the evaluator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary unit member shall be evaluated on a continuing basis. A formal evaluation shall be completed each school year. Each temporary or probationary unit member being evaluated shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they designee shall not be required to turn in lesson plans. Unit members will turn in an employee within a two day emergency substitute plan to their administrator within bargaining unit) after five (5) teaching months and nine (9) months. A written report of each evaluation shall be submitted to the Assistant Superintendent of Human Resources or designee. Upon successfully completing the probationary period and earning permanency in the District the employee shall be evaluated annually as per Section 1.3. 1.3 All permanent employees shall be evaluated by their immediate supervisor or designee at least once each year. The evaluation period for permanent employees shall extend from July 1 through June 30. Annual evaluations shall be completed by June 30. Exceptions to the June 30 timeline shall be submitted in writing by the supervisor to the Assistant Superintendent of Human Resources or designee. Upon approval by a Human Resources administrator, affected employees shall be notified. After five (5) years of overall Satisfactory Evaluations, the employee and immediate supervisor may mutually agree to have an evaluation conducted every other year. A written report shall be submitted to the Assistant Superintendent of Human Resources or designee. 1.4 Written and/or verbal notification of unsatisfactory performance and an opportunity for improvement shall precede an unsatisfactory xxxx (“Needs Improvement” or “Unsatisfactory”) on the evaluation. In the event an overall rating of “Needs Improvement” or “Unsatisfactory” is noted in the evaluation for a permanent employee, the employee will be reevaluated within six (6) months. Permanent employees may request to be reevaluated following an Unsatisfactory Evaluation (“Unsatisfactory” overall rating) after sixty (60) workdays; upon receiving a Satisfactory Evaluation the requirement to re- evaluate the employee at six (6) months shall be considered fulfilled for that year’s original evaluation schedule. 1.5 An employee may attach written responses to statements comprising the evaluation report. The employee shall have ten (10) working days after to attach a written response. Additional evaluations may occur on an as needed basis. This could include an evaluation more frequently than once per year or once every other year. 1.6 Written evaluations shall be prepared on the beginning form provided in Appendix C and should be based on information directly observed and/or investigated by the immediate supervisor or designee (per section 1.4 above). Each employee shall be given a copy of the first completed evaluation form, reviewed by the employee’s immediate supervisor, and second semestershave an opportunity to discuss the evaluation prior to its inclusion in the employee’s personnel file. A copy will also be In addition, the Director of Human Resources shall review each evaluation and hear any appeals before the evaluation is placed in the unit members’ Substitute Binderpersonnel file. The evaluation shall include specific recommendations for any necessary improvements.

Evaluation Procedures. A. Each permanent Bargaining unit members shall be evaluated annually by members of the Center administrative staff. B. A committee comprised equally of bargaining unit members with two (2) or more years service appointed by the Alliance, and administrators appointed by the Director of the Center shall convene annually prior to December 1, to, if necessary, amend and/or update the Center-wide evaluation of instruction forms. C. Bargaining unit members shall be provided with copies of their evaluations and provided an opportunity to discuss each. Subsequent to such discussions, the bargaining unit member shall be evaluated by accorded a period of five (5) days to submit any written response to his/her primary evaluator at least every other school yearevaluation. Following the five (5) day response period, or, pursuant to Education code section 44664(a) (3), may be evaluated at least every five years. If a copy of the evaluator and the evaluation report with bargaining unit member agreeresponse, if any, thereon, will be forwarded for administrative review and file. D. Nothing shall be placed in a bargaining unit member’s file without providing a copy to the bargaining unit member involved and providing the bargaining unit member with an opportunity to respond. E. For all Alliance members employed for or after September 1, 2015, the Certificated Agreement for Five Year Evaluation Cycle Center may seek student feedback of said bargaining unit members. The student feedback form will be completed developed by the employer in consultation with the Alliance. Bargaining unit members shall be provided with a summary of student feedback and an opportunity to discuss the information received. Such summary feedback may be provided in conjunction with the annual evaluation process or at other times based on center or employee interest and need. Subsequent to such discussions, the following criteria; (1) Has been employed at least ten consecutive years with the District (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on the unit member’s most recent evaluation The unit member or the evaluator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary bargaining unit member shall be evaluated on accorded a continuing basisperiod of five (5) days to submit any written response to the feedback information presented. A formal evaluation shall be completed each school year. Each temporary or probationary Following the five (5) day response period, a copy of the summary student feedback report along with bargaining unit member being evaluated shall have at most two formal scheduled classroom observations response, if any, thereon, will be forwarded for administrative review and two unscheduled classroom observationsfile. Summary student feedback documents will not be made part of the bargaining unit member’s evaluation form but will be maintained as separate feedback documents for employee or center reference; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations comments relative to information obtained from student feedback documents may be conducted, until incorporated into the evaluation of a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary bargaining unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observationmember. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the unit member at At the end of the school yearcontract year (August 31), the individual student feedback forms for that year will be destroyed. All At any time prior to the destruction of the forms, a bargaining unit member shall upon request to the Center, be allowed to inspect the individual student feedback forms upon which the summary feedback document was based, provided that said forms are anonymous or that the names and other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by student identifiers are redacted from the site administrator; however, they forms. Tenure decisions shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within five (5) teaching days after the beginning of the first and second semesters. A copy will also be placed in the unit members’ Substitute Binderbased solely on student feedback. A. Non-Renewal Notices

Evaluation Procedures. A. Each permanent 13.1 This Article 13 does not apply to certificated personnel employed on an hourly basis, except those Adult and Career Education members who are employed 15 hours or more, or to services rendered in connection with the summer school program, or as a head varsity coach. Any reference in this Article 13 to the member of the bargaining unit or member shall be evaluated by his/her primary evaluator exclude any person employed on an hourly basis except as provided in this Article 13 paragraph 1 or any member rendering services in connection with a summer school program or as a head varsity coach. 13.2 Except as otherwise provided herein, a day as used in this Article 13 shall mean any day in which the central administrative office of the Pomona Unified School District is open for business. 13.3 The District management shall evaluate all members of the bargaining unit as follows: 13.3.1 Probationary employees who are members of the bargaining unit – at least every other school once a year. Probationary employees shall receive one informal observation by October 1, orand conference with the evaluator concerning the observations by October 15. 13.3.2 Probationary employees shall receive one formal observation at least once a year. The formal observation shall be scheduled as prescribed in article 13.13 and shall consist of a preconference, pursuant to Education code section 44664(a) (3), may be evaluated at formal observation and a post conference with the evaluator. 13.3.3 At least every five years. If the evaluator and the years for bargaining unit member agree, the Certificated Agreement for Five Year Evaluation Cycle form will be completed based on the following criteria; (1) Has members with permanent status who have been employed at least ten consecutive 10 years with the District (2) Is school district, are highly qualified qualified, as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on defined in 20 U.S.C. Sec. 7801, and whose previous evaluation, completed no earlier than 2010-11, rated the unit member’s most recent evaluation member as satisfactory or meeting standards, if the evaluator and certificated employee being evaluated agree. The unit member certificated employee or the evaluator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary 13.4 The prime evaluator or designee will discuss openly with the member the evaluator’s formal written observation report and/or written evaluations of the performance of the member. If any deficiencies are indicated, the prime evaluator shall hold a conference with the member to make specific recommendations as to the areas of needed improvement in the member’s performance and probationary unit shall endeavor to assist the member in improving performance. Recommendations as to areas of needed improvement will be made in writing, including a time schedule to monitor progress. The recommendations may include the requirement that the member shall, as determined necessary by the District, participate in a program designed to improve the member’s performance, and to further pupil achievement and the District’s instructional objectives. 13.5 The District shall be evaluated on a continuing basisevaluate and assess member competency as it reasonably relates to: 13.5.1 The progress of pupils toward the standards of expected student achievement at each grade level in each area or program of study. A formal The evaluation shall be completed each school year. Each temporary or probationary unit of member being evaluated shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; competence in this area, however, if shall not include the unit member receives “Unsatisfactory/Not Meeting Standards” in any use of publishers’ norms established by standardized tests. 13.5.2 The instructional techniques and strategies used by the employees. 13.5.3 The employee’s adherence to curricular objectives. 13.5.4 The establishment and maintenance of a suitable learning environment within the scope of the California Standards employee’s responsibilities. 13.5.5 The performance of those non-instructional duties and responsibilities, including supervisory and advisory duties, as may be prescribed by the District. 13.6 Each instructional personnel member of the bargaining unit shall, prior to October 15, present written statements setting forth process objectives for the Teaching Profession (CSTP) member’s performance in one each of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within five (5) teaching days after the beginning areas specified in paragraph 5 hereof. 13.7 Each non-instructional personnel member of the first bargaining unit shall, prior to October 15, present written statements of performance objectives for the job responsibilities assigned to that position. 13.8 The written statements setting forth objectives shall be submitted to, and second semestersapproved by, the prime evaluator of each member of the bargaining unit. 13.9 In the event the prime evaluator does not approve the written statements setting forth objectives, the prime evaluator shall discuss the written statements of objectives with the member. If the prime evaluator and the member of the bargaining unit cannot come to an agreement as to what should constitute said objectives, the member or the prime evaluator may present a request for review to the Superintendent. The Superintendent shall designate a person holding a certificated management position of Director or above to resolve the dispute. Within five (5) days of the Superintendent’s receipt of the written request, the member shall specify, in writing, the objectives as proposed by the member and the objectives as proposed by the prime evaluator, as well as rationale stated by each of them for their respective positions, including a statement by the member of why the member believes the written statements of objectives as proposed by the prime evaluator are inappropriate. A copy will also of the member’s statement shall be placed provided to the prime evaluator who shall indicate his or her agreement or disagreement with the statements contained in the unit members’ Substitute Bindermember’s request. If the prime evaluator disagrees with the statements contained in the member’s request, the reasons for his or her disagreement may be presented in the prime evaluator’s response. 13.9.1 The member may also submit a written statement concerning the objectives in dispute from a certificated employee of the District who the member believes has expert knowledge of the subject matter with which the objectives in disagreement are concerned, teaching techniques, and writing process objectives. 13.9.2 The individual designated by the Superintendent to resolve the dispute may call a conference if they determine such a conference would facilitate the resolution of the dispute. The decision of the individual designated by the Superintendent shall be final and binding on the prime evaluator and the member. The member’s objectives shall reflect the decision of the Superintendent’s designee and the member shall be obligated to meet said objectives. 13.10 For the purpose of this Article 13, the prime evaluator shall be the member’s immediate supervisor and/or any other certificated management employee who is so designated by District management. In the event someone other than the immediate supervisor is designated, the designation shall be made on or before October

Evaluation Procedures. A. Each permanent See attached MOU, effective 7/1/23, between MSD and MTA for the 2023-2034 School year. 8.1 Traditional Evaluation Process (TEP) (See Appendices F1, F2, F3) a) No later than the end of the seventh school week of the year in which evaluation is to take place, the district administrator and the bargaining unit member shall have developed objectives for the Traditional Evaluation Process (TEP). b) Each formal evaluation shall be evaluated preceded by at least two classroom observations, one of which will be at least twenty (20) minutes in length. Within five (5) working days the district administrator will meet with the bargaining unit member to discuss and provide a written copy of the observation evaluation which will be signed by both parties. c) Upon completion of the formal evaluation, the district administrator will hold a conference and give the bargaining unit member a duplicate copy of the completed evaluation report, which is to be signed by both parties. The signature of the bargaining unit member shall not imply either agreement or disagreement with the evaluation report, but an acknowledgment that the evaluation has taken place and been discussed. If the bargaining unit member is in disagreement with the content of the report, he/she may so state in writing within ten (10) days. This statement will become a permanent part of the evaluation. An employee may request a reassignment within the same school. When a request for reassignment is received, the site principal will meet with the employee to discuss the request. It is the principal’s discretion to grant or deny this request. If a principal denies a reassignment request, they will provide the employee with the reason(s). d) The district administrator will confer with the bargaining unit member and make specific recommendations in writing, relative to techniques and procedures for improving deficiencies that were noted as unsatisfactory on the evaluation report. e) Any bargaining unit member who does not meet District standards in any area on his/her primary evaluator formal evaluation report shall, as necessary, be formally reevaluated the following year. f) If subsequent remedial action eliminates a rating below “Meets Standards” on the formal evaluation report, the bargaining unit member may request that the evaluation citing such deficiencies be removed from his/her file after a period of four (4) years from the date the deficiencies were judged to be satisfactory. g) After a district administrator and the bargaining unit member have conferred and recommendations regarding a rating below “Meets Standards” have been put in writing, the Moraga Teachers Association, if requested by the Superintendent, will meet with a district administrator to agree upon two bargaining unit members qualified to provide collegial support. The evaluated bargaining unit member will then choose one of the bargaining unit members who will counsel and assist him/her as specified in the plan. If assistance beyond the regular school day is required, the assisting bargaining unit member will be paid at least every other the school/district assigned extra duty rates. The assisting bargaining unit member will not provide information for evaluation purposes. h) Copies of formal evaluations will be distributed by the district administrator as follows: i) One (1) copy to the bargaining unit member. ii) One (1) copy to the District Office personnel file. 8.2 Reflective Evaluation Process (REP) (See Appendix G) a) No later than the end of the seventh week of the school year, or, pursuant and following approval from the site administrator to Education code section 44664(a) utilize the Reflective Evaluation Process (3REP), the bargaining unit member will complete Section A, #’s 1-7 and Section B #9A on the Reflective Evaluation Process (REP) form. The district administrator may replace one CSTP element selected by the bargaining unit member. b) The bargaining unit member will schedule two dates (the first by December 1 and the second by April 1) for the reflective partner to observe. The bargaining unit member will schedule two reflective conversation dates with the reflective partner within two days of each observation. See Section A #8 c) The site administrator will review Reflective Evaluation Process (REP), per Section B #9(b), with the bargaining unit member, by January 30. d) By May 1, the bargaining unit member will complete Section C of the Reflective Evaluation Process (REP) and meet with her or his site administrator to complete Section D. e) Copies of the Reflective Evaluation Process (REP) form will be distributed by the district administrator as follows: i) One (1) copy to the bargaining unit member. ii) One (1) copy to the District Office personnel file. 8.3 Extended Evaluation Cycle with the school district, are highly qualified, and received a “Meets Standards” on the previous evaluation may be evaluated at least every five yearsfourth year. If the evaluator and the unit member agreeFor example, the Certificated Agreement for Five Year Evaluation Cycle form will if a teacher is evaluated in 2020-2021, they would be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on the unit member’s most recent evaluation evaluated again in 2024-2025. The bargaining unit member or the evaluator district administrator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary unit member shall be evaluated on a continuing basis. A formal evaluation shall be completed each school year. Each temporary or probationary unit member being evaluated shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within five (5) teaching days after the beginning of the first and second semesters. A copy will also be placed in the unit members’ Substitute Binder.

Evaluation Procedures. A. Each permanent It is understood and agreed by both parties to this Agreement that the principal objective of evaluation is to maintain or improve the quality of education in the District and provide for the performance accountability of unit member shall be evaluated by his/her primary evaluator at least every other school year, or, pursuant to Education code section 44664(a) (3), may be evaluated at least every five yearsmembers. If the evaluator The fundamental basis for evaluation and the unit member agree, foundation for summary evaluation is the Certificated Agreement for Five Year Evaluation Cycle form will be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on the unit member’s most recent evaluation The unit member or the evaluator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary unit member shall be evaluated on a continuing basis. A formal evaluation shall be completed each school year. Each temporary or probationary unit member being evaluated shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any of the 2009 California Standards for the Teaching Profession (CSTP) ), including the Continuum of Teaching Practice. The parties further agree to review subsequent CSTPs as they are released and upon mutual agreement, adopt the most recent version for use in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standardsevaluations. C. Temporary and probationary A. Frequency of evaluation 1. Permanent unit members shall turn in to their administratorbe evaluated: a. At least once every two (2) years, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. or b. If the unit member and evaluator agree, every 5 years for employees who have been employed at least 10 years with the District, and whose previous evaluation overall rating was satisfactory. If at any time the evaluator or unit member deem it necessary, either may initiate the evaluation process during the five year cycle. 2. In the event that a permanent teacher receives a “Needs to Improve” or “Unsatisfactory” at the end of an unsatisfactoryevaluation cycle, he/not meeting standards in any she will be placed on an Improvement Plan and will be evaluated again the following year. a. Satisfactory completion of the standards Improvement Plan will exempt the permanent teacher from another evaluation for one (1) year. b. Unsatisfactory completion of the Improvement Plan will lead to a full evaluation in the succeeding year. The unit member shall be evaluated annually until the unit member achieves a positive evaluation or is separated from the District. 3. Temporary, probationary, provisional unit members shall be evaluated annually. B. Determination of the evaluator 1. The evaluator shall be the unit member’s immediate supervisor and/or any other certificated administrator designated by District management. 2. The unit member may be evaluated by the same evaluator in two (2) consecutive evaluation cycles, unless either the unit member or evaluator objects. 3. Once an evaluator is designated, a unit member may request the school principal to change evaluators. If this request is not granted, the unit member may appeal this decision to the Superintendent or designee with the understanding that the Superintendent/designee’s decision shall be final. 4. The evaluator may consult or involve other certificated personnel deemed appropriate to assist in the evaluation process. C. Methods of evaluations. Unit members may be evaluated by one of two processes 1. The standard evaluation process. 2. The optional evaluation process – permanent unit members who have been with the District at least 6 years may use the optional evaluation process if they have received a satisfactory evaluation during their previous evaluation cycle with no disciplinary documentation subsequent to that evaluation. D. The Standard Evaluation Process and time-lines. 1. By the end of instructional week 4 of the first semester. Written notification is provided to unit member with the name of his/her evaluator. It is recommended that returning unit members be notified prior to the start of school. 2. By the end of the week 7 in the first observation, semester. Unit members will complete the evaluator may require District supplied pre-evaluation form and submit it to the evaluator. The form allows for the unit member to continue to submit lesson plans, until propose a subsequent observation indicates proficiency /meets standardsplan for his/her own professional improvement. 3. All copies By the end of week 9 in the lesson plan books shall be returned to first semester. a. The evaluator and the unit member will meet to review the pre-evaluation form/plan. Upon mutual agreement, the form will be signed by both parties. Should the unit member not agree with the plan, he/she may attach a statement of disagreement, recognizing that the evaluator’s plan will be followed. b. For all non-permanent unit members, there shall be at least two informal classroom observations, each a minimum of 10 minutes, to focus on CSTP 2: Creating and Maintaining Effective Environments for Student Learning. The classroom observation form will be completed after each observation and a follow-up conference shall be held ten (10) teacher work days (as defined in Article 10) following the second observation. 4. By the end of the school yearsecond week after the winter break. All other unit members There will be at least one formal classroom observation of at least 30 minutes duration. The first observation will be announced by the evaluator at least one day prior to the observation. A follow up formal (with written report) or informal (no written report) conference shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn made within ten (10) teacher work (as defined in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within five (5Article 10) teaching days after the beginning of the first and second semestersobservation. 5. A copy will also be placed By the end of week 9 in the unit members’ Substitute Bindersecond semester.

Evaluation Procedures. A. Each permanent unit member shall be evaluated by his/her primary evaluator at least every The Board will insure that each probationary employee (other school year, or, pursuant to Education code section 44664(athan those probationary employees who are teachers) (3), may be is evaluated at least every five yearsannually and that non-tenure employees are evaluated at least once each three (3) years in accordance with the following: 1. If the evaluator Probationary employees (other than those probationary employees who are teachers) and the unit member agree, the Certificated Agreement for Five Year Evaluation Cycle form non-tenure employees will be completed based on informed of evaluative procedures and instrumentation and advised as to who shall observe and evaluate their performance. Evaluation documents have been incorporated as Appendix C. 2. Monitoring or observing the following criteria;work performance of a non-tenure employee or probationary employee (other than those probationary employees who are teachers) will be done openly. 3. The formal evaluation of a non-tenure employee or a probationary employee (1other than those probationary employees who are teachers) Has been employed will be preceded by at least ten consecutive years with the District two (2) Is highly qualified as required by NCLB working observations, each of which shall be at least thirty (330) Has received a “Proficient/Meets Standards” rating on consecutive minutes in duration. Evaluations will be discussed with non-tenure employees and probationary employees (other than those probationary employees who are teachers) not later than fifteen (15) working days after the unit member’s most recent evaluation The unit member date of the last formal observation supporting the evaluation, if either the employee or the evaluator requests a post-evaluation conference. Other observable behavior which may withdraw consent result in negative evaluation will be reported to the Certificated Agreement for Five Year Evaluation Cycle form at any timenon-tenure employee or probationary employee (other than those probationary employees who are teachers) within seven (7) working days of the occurrence. B. Each temporary and 4. If a non-tenure or a probationary bargaining unit member (other than a probationary teacher) is identified by the evaluating administrator as being unsatisfactory or needing improvement, a meeting shall be evaluated on convened to discuss in detail performance problems being experienced by the employee. The supervising administrator shall develop or amend a continuing basiswritten Individualized Development Plan (IDP) to bring about desired changes in the employee's identified performance problem areas. A formal evaluation The evaluating administrator and the employee shall be completed each school yearjointly responsible for implementing the IDP. Each temporary or probationary unit member being evaluated The evaluating administrator shall have at most two formal scheduled classroom make whatever observations and two unscheduled classroom observations; however, are necessary to determine if the unit member receives “Unsatisfactory/Not Meeting Standards” in any objectives of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review IDP are being attained by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within five (5) teaching days after the beginning of the first and second semesters. A copy will also be placed in the unit members’ Substitute Binderemployee.

Evaluation Procedures. A. Section A: The Evaluation Plan approved by the Board and the Association and the Student Growth Manual created by the Performance Evaluation Review Act Joint Committee are incorporated into this Article by reference. The building principal and/or designee (limited to assistant principals and the appropriate, qualified special education and special services supervisors and administrators, in consultation with the building principal) is responsible for 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 formal observation, reviewing with the staff member the methods of evaluation to be employed. The staff member shall explain his/her objectives, methods and materials to the evaluator. The evaluator will advise the staff member as to when each formal observation will be conducted. The evaluator shall conduct a post conference with the staff member after each formal and informal observation to review the completed observation form. The staff member will also meet with the evaluator to review and approve the student growth goal following the procedures and process as outlined in the 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, with a copy to the staff member, stating that the lack of an evaluation will not be construed as an adverse reflection on the staff member’ s performance. A form letter jointly agreed upon by the Board and the Association will be utilized. 5. Each permanent unit formal evaluation shall be initiated by a pre-conference between the evaluator and the 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 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 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 return to work to assign the time for and hold the event. Section B: 1. All monitoring or observation of a staff member shall be evaluated 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 his/her primary evaluator at least every other school yearthree 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, orone of which shall be no less than 30 minutes. No observation shall take place after May 15, pursuant to Education code section 44664(a) (except in the case of a needs improvement or remediation plan already in progress. 3), may be evaluated at least every five years. If the evaluator and notes areas in which the unit staff member agreeneeds to improve, the Certificated Agreement for Five Year Evaluation Cycle form will criticism shall be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District (2) Is highly qualified as required by NCLB (3) Has received reduced to writing and a “Proficient/Meets Standards” rating on the unit member’s most recent evaluation The unit member or the evaluator may withdraw consent copy given to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary unit staff member within ten (10) schools days of the occurrence. All criticism of a staff member shall be evaluated on a continuing basisin writing and shall contain suggestions for improvement. 4. A formal copy of the summative evaluation report shall be completed each given to the staff member within ten (10) school year. Each temporary or probationary unit member being evaluated shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any days of the California Standards for the Teaching Profession (CSTP) in one latter of the observations, additional formal observations may be conducted, until a subsequent final observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until or the completion of their first formal observationSMART Goal for Student Growth results submission. If the unit staff member receives an unsatisfactorydisagrees with the summative evaluation report, he/not meeting standards in any she may submit a written answer which shall be attached to the file copy of the standards summative evaluation report in his/her first observation, question. Any such written answer will be delivered to the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within five (5) teaching days after the beginning of the first and second semesters. A copy will also be placed in the unit members’ Substitute Binder.ten

Evaluation Procedures. A. Each permanent 1. At the time a pre-observation conference is scheduled, the evaluating administrator and unit member shall be evaluated by his/her primary evaluator at least every other school year, or, pursuant to Education code section 44664(a(in the case of permanent employees) (3), may be evaluated at least every five years. If the evaluator and the unit member agree, the Certificated Agreement for Five Year Evaluation Cycle form will be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District decide which two (2) Is highly qualified as required by NCLB of the six (36) Has received a “Proficient/Meets Standards” rating standards (CSTP) will be evaluated. Each evaluation cycle should focus on two (2) standards that were not seen in the unit member’s most recent evaluation The prior evaluation; however, either the unit member or the evaluator administrator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any timerequest that one (1) standard from a prior evaluation be repeated. B. Each temporary 2. A pre-observation conference shall be held between the evaluator and probationary unit member shall be evaluated on a continuing basisto review the evaluation process and Initial Conference Form prepared by the unit member. A formal evaluation shall be completed each school year. Each temporary or probationary The unit member being evaluated shall have at most two formal scheduled and evaluator will agree on which class will be both observed and examined. In addition to a classroom observations and two unscheduled classroom observations; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator will examine the following data: course syllabus and outcomes, a year long plan for instruction and assessment, a detailed unit plan including assessment tools, and a broad sampling of student work reflecting the prescribed outcomes. Other classes may require be observed. 3. A concluding conference shall be held to review the evaluation and shall include a written summary, with appropriate commendations and recommendations, placement on the agreed upon rubric, and a discussion of next steps for professional development. 4. All evaluation shall be done within the context of the instructional program(s) but will also include the performance of non-instructional responsibilities, such as supervisory and advisory duties (Item #7 on the Summary Evaluation Form). 5. Observed behavior, which is to be cited by the evaluator in the evaluation and that was not seen during a formal observation must have been brought to the attention of the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within five (5) teaching working days after of its occurrence. 6. Each unit member has the beginning of the first and second semestersright to make a written response to any evaluative material. A copy will also be placed This response, including any evidence cited in the unit members’ Substitute Binderresponse, shall be attached to and filed with the original document. 7. If the evaluation leads to a referral to Peer Assistance and Review (PAR), the rules governing PAR will apply.

Evaluation Procedures. A. Section A: The Evaluation Plan approved by the Board and the Association and the Student Growth Manual created by the Performance Evaluation Review Act Joint Committee are incorporated into this Article by reference. The building principal and/or designee (limited to assistant principals and the appropriate, qualified special education and special services supervisors and administrators, in consultation with the building principal) is responsible for 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 formal observation, reviewing with the staff member the methods of evaluation to be employed. The staff member shall explain his/her objectives, methods and materials to the evaluator. The evaluator will advise the staff member as to when each formal observation will be conducted. The evaluator shall conduct a post conference with the staff member after each formal and informal observation to review the completed observation form. The staff member will also meet with the evaluator to review and approve the student growth goal following the procedures and process as outlined in the 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, with a copy to the staff member, stating that the lack of an evaluation will not be construed as an adverse reflection on the staff member’ s performance. A form letter jointly agreed upon by the Board and the Association will be utilized. 5. Each permanent unit formal evaluation shall be initiated by a pre-conference between the evaluator and the 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 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 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 return to work to assign the time for and hold the event. 1. All monitoring or observation of a staff member shall be evaluated 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 his/her primary evaluator at least every other school yearthree 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, orone of which shall be no less than 30 minutes. No observation shall take place after May 15, pursuant to Education code section 44664(a) (except in the case of a needs improvement or remediation plan already in progress. 3), may be evaluated at least every five years. If the evaluator and notes areas in which the unit staff member agreeneeds to improve, the Certificated Agreement for Five Year Evaluation Cycle form will criticism shall be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District (2) Is highly qualified as required by NCLB (3) Has received reduced to writing and a “Proficient/Meets Standards” rating on the unit member’s most recent evaluation The unit member or the evaluator may withdraw consent copy given to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary unit staff member within ten (10) schools days of the occurrence. All criticism of a staff member shall be evaluated on a continuing basisin writing and shall contain suggestions for improvement. 4. A formal copy of the summative evaluation report shall be completed each given to the staff member within ten (10) school year. Each temporary or probationary unit member being evaluated shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; however, if the unit member receives “Unsatisfactory/Not Meeting Standards” in any days of the California Standards for the Teaching Profession (CSTP) in one latter of the observations, additional formal observations may be conducted, until a subsequent final observation indicates proficiency/meets standards. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until or the completion of their first formal observationSMART Goal for Student Growth results submission. If the unit staff member receives an unsatisfactorydisagrees with the summative evaluation report, he/not meeting standards in any she may submit a written answer which shall be attached to the file copy of the standards summative evaluation report in his/her first observation, question. Any such written answer will be delivered to the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the unit member at the end of the school year. All other unit members shall be responsible for preparing lesson plans and have their lesson plan book available on their desk for review by the site administrator; however, they shall not be required to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator within five (5) teaching days after the beginning of the first and second semesters. A copy will also be placed in the unit members’ Substitute Binder.ten

Evaluation Procedures. A. Each permanent 1. A pre-observation conference shall be held between the supervising administrator and unit member to review the evaluation process using the Pre-Observation Check Off Sheet, Initial Conference Form and self-evaluation prepared by the unit member. a. The unit member and supervising administrator shall agree on which class period or service shall be evaluated by his/her primary evaluator at least every other school yearevaluated. b. In addition to an observation, orthe supervising administrator shall examine a sample of data as applicable (i.e. course syllabus and outcomes, pursuant to a year long plan for instruction and assessment, a detailed unit plan including assessment tools, a broad sampling of student work reflecting the prescribed outcomes, Individual Education code section 44664(a) (3Plan documents, conference logs, treatment plans, and/or service tracking), . c. Other class periods or services may be evaluated at least every five years. If the evaluator observed. d. Permanent unit members and the unit member agree, the Certificated Agreement for Five Year Evaluation Cycle form will be completed based on the following criteria; (1) Has been employed at least ten consecutive years with the District supervising administrator shall decide which two (2) Is highly qualified as required by NCLB (3) Has received a “Proficient/Meets Standards” rating on of the evaluation categories shall be evaluated. All unit member’s most recent evaluation The unit member or the evaluator may withdraw consent to the Certificated Agreement for Five Year Evaluation Cycle form at any time. B. Each temporary and probationary unit member members shall be evaluated on a continuing basisAncillary Duties and Responsibilities. A formal Each evaluation cycle shall focus on two (2) categories that were not seen in the prior evaluation. In the event of an unsatisfactory rating in an evaluation category during the prior evaluation, the category shall be completed each school year. Each temporary or probationary unit member being re-evaluated shall have at most two formal scheduled classroom observations and two unscheduled classroom observations; however, if in the unit member receives “Unsatisfactory/Not Meeting Standards” in any of the California Standards for the Teaching Profession (CSTP) in one of the observations, additional formal observations may be conducted, until a subsequent observation indicates proficiency/meets standardscurrent evaluation cycle. C. Temporary and probationary unit members shall turn in to their administrator, copies of their lesson plan book on a weekly basis until the completion of their first formal observation. If the unit member receives an unsatisfactory/not meeting standards in any of the standards in his/her first observation, the evaluator may require the unit member to continue to submit lesson plans, until a subsequent observation indicates proficiency /meets standards. All copies of the lesson plan books shall be returned to the unit member at the end of the school year. All other e. Probationary unit members shall be responsible evaluated in writing annually for preparing lesson plans their performance on each of the evaluation categories. All unit members shall be evaluated on Ancillary Duties and have their lesson plan book available Responsibilities. 2. A concluding conference shall be held to review the completed Evaluation Form which includes a written summary, commendations and recommendations, placement on their desk the rubric, a discussion of next steps for review professional development and the re-evaluation of unsatisfactory category(ies) in the next evaluation cycle. 3. Observed behavior, which is to be cited by the site administrator; however, they supervision administrator in the evaluation and that was not seen during a formal observation shall not be required brought to turn in lesson plans. Unit members will turn in a two day emergency substitute plan to their administrator the attention of the unit member within five (5) teaching work days of its occurrence. 4. Each unit member has the right to make a written response to any evaluative material within the evaluation school year. This response, including any evidence cited in the response, shall be attached to and filed with the original document. 5. The evaluation forms shall be signed by the supervising administrator and the unit member after the beginning of the first and second semestersevaluation conference, to confirm receipt. 6. A copy The evaluation form with attachments, if any, will also be placed filed in the unit members’ Substitute Bindermember's personnel file. 7. If the evaluation leads to a referral to Peer Assistance and Review (PAR), the principal and/or director shall inform the unit member and follow the rules governing PAR below.