Common use of Evaluation Procedures Clause in Contracts

Evaluation Procedures. 11.1 Evaluation and assessment shall be reduced to writing and a copy thereof shall be transmitted to the certificated employee. The certificated employee shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the employee's personnel file. Before the end of the school year, a meeting shall be held between the certificated personnel and the evaluator to discuss the evaluation. 11.2 Evaluation and assessment of the performance of each certificated employee shall be made on a continuing basis as follows: a. At least once each year for temporary personnel b. At least once each year for probationary personnel c. At least once every other year for personnel with permanent status d. At least once every five (5) years for personnel with permanent status who have been employed at least ten (10) years with the school district, are highly qualified, if those personnel occupy positions that are required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Sec. 6301, et seq.), as defined in 20 U.S.C. Sec. 7801, whose previous evaluations rated the employee at meeting or exceeding standards, and if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. Any negative item in an evaluation must first be preceded by written notification or oral conference of the problem, to which the teacher may respond. The response, if in writing, shall automatically be placed in the teacher's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the employee. In the event an employee is not performing his/her duties in a satisfactory manner according to the standards prescribed by the governing board, the employing authority shall notify the employee in writing of such fact and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performance. 11.3 Prior to October l5, the principal(s) shall: a. Furnish copies of: 1. Procedures for evaluation 2. Standards prescribed by the governing board by which the teachers shall be evaluated 3. The District Discipline Policy b. Schedule group conferences with all teachers to explain the above c. Schedule individual conferences when requested d. Principals will notify teachers of any substantive change in evaluation procedure e. The parties will meet and consult over any changes to the evaluation process (Gov. Code 3543.2) 11.3.1 The teacher and evaluator, through mutual agreement, shall list mitigating factors to be operative during the term of the evaluation process. These may be revised by mutual consent. 11.3.2 Unit members shall not participate in the evaluation and/or observation process of other unit members.

Evaluation Procedures. 11.1 Evaluation and assessment 19.1 No less than two (2) evaluations shall take place during the probationary period of employment. One of the two evaluations will take place at the end of the third month of probationary period, another at the end of the fifth month of the probationary period of six months service or 130 days of paid service, whichever is longer. 19.2 Permanent employees shall be reduced evaluated not less than one (1) time per year and prior to writing May 1 by their immediate supervisor. A permanent employee who has five (5) consecutive satisfactory evaluations may opt to be evaluated every other year based on mutual agreement between the employee and immediate supervisor. 19.3 All evaluations of bargaining unit employees shall be executed on a form which shall be provided by the District, the attached as Appendix D. 19.4 Each classified employee shall be provided with a copy thereof of each evaluation of their performance within a reasonable period of time after its preparation. 19.5 Each classified employee shall sign the copy of the evaluation form which will be placed in their District personnel file. Such signature indicates only that the employee has had the opportunity to review the evaluation with the immediate supervisor, and does not necessarily indicate agreement with the evaluation rendered. 19.6 Any negative evaluation shall include recommendations for improvements and provisions for assisting the employee in implementing any recommendations made. 19.7 The employee may prepare a written response to any negative evaluation. The written response shall be transmitted attached to the certificated employeeevaluation, and may be prepared during on-duty hours. 19.8 The personnel file of each employee containing evaluation material shall be maintained at the District's central administration office. The certificated Any files kept by any Supervisor of any employee shall not contain any evaluation material that is not in the main personnel file. 19.9 Every employee shall have the right to initiate inspect such materials upon request, provided that the request is made at a written reaction or response time when such person is not actually required to render services to the evaluationemploying district, with the exception of evaluation material that includes ratings, reports, or records which were obtained to the employment of the employee involved. 19.10 All evaluation material shall be kept in confidence and shall be available for inspection only to other employees of the District or to members of the Board of Trustees when actually necessary in the proper administration of District's affairs or the supervision of the employee. 19.11 The District shall keep a log indicating the persons who have examined a personnel file as well as the date such examinations were made. Such response log and employee's personnel file shall become a permanent attachment to be available for examination by the employee or his/her CSEA representative if authorized by the employee. The log shall be maintained in the employee's personnel file. Before the end of the school year, a meeting shall be held between the certificated personnel and the evaluator to discuss the evaluation. 11.2 Evaluation 19.12 Any person who places written material or drafts written material for placement in an employee's file shall sign the material and assessment signify the date on which such material was drafted. Any written materials placed in a personnel file shall indicate the date of such placement. 19.13 Any derogatory material shall not be put in an employee's personnel file until the performance of each certificated employee shall be made on has been provided a continuing basis as follows: a. At least once each year for temporary personnel b. At least once each year for probationary personnel c. At least once every other year for personnel with permanent status d. At least once every five (5) years for personnel with permanent status who have been employed copy and given at least ten (10) years with the school district, are highly qualified, if those personnel occupy positions that are required work days to be filled by attach a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Sec. 6301, et seqresponse.), as defined in 20 U.S.C. Sec. 7801, whose previous evaluations rated the employee at meeting or exceeding standards, and if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. Any negative item in an evaluation must first be preceded by written notification or oral conference of the problem, to which the teacher may respond. The response, if in writing, shall automatically be placed in the teacher's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the employee. In the event an employee is not performing his/her duties in a satisfactory manner according to the standards prescribed by the governing board, the employing authority shall notify the employee in writing of such fact and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performance. 11.3 Prior to October l5, the principal(s) shall: a. Furnish copies of: 1. Procedures for evaluation 2. Standards prescribed by the governing board by which the teachers shall be evaluated 3. The District Discipline Policy b. Schedule group conferences with all teachers to explain the above c. Schedule individual conferences when requested d. Principals will notify teachers of any substantive change in evaluation procedure e. The parties will meet and consult over any changes to the evaluation process (Gov. Code 3543.2) 11.3.1 The teacher and evaluator, through mutual agreement, shall list mitigating factors to be operative during the term of the evaluation process. These may be revised by mutual consent. 11.3.2 Unit members shall not participate in the evaluation and/or observation process of other unit members.

Evaluation Procedures. 11.1 Evaluation A. A permanent employee shall have a yearly written evaluation normally completed by May 31 of each school year. Probationary employees shall have a written evaluation completed on the third and assessment fifth month (if necessary) of their six (6) month probationary period. B. A permanent employee who has been promoted shall be reduced to writing placed on probationary status for a period of six months, and will have a copy thereof written evaluation during the third and fifth month (if necessary) of the probationary period. C. No formal evaluation of any employee shall be transmitted placed in any personnel file without an opportunity for prior discussion between the employee and the evaluator. Evaluations, so far as practicable, shall be based upon the direct observation and knowledge of the evaluator. Any unsatisfactory evaluation based upon performance shall include recommendations for improvement and shall advise the employee as to any deficiency in attitude or conduct. While there may be input into the evaluation by non-management employees, the responsibility for the evaluation shall rest with the managerial or supervisorial person who is the employee’s immediate supervisor. D. The personnel file of each employee shall be maintained at the District’s business office. E. Such material shall not include ratings, reports, or records which (1) were obtained prior to the certificated employee. The certificated employment of the employee involved, (2) were prepared by identifiable examination committee members, or (3) were obtained in connection with a promotional examination. F. Every employee shall have the right to initiate review his/her personnel file upon request, provided that the request is made at a written reaction or response time when the employee is not required to render services to the evaluationDistrict. Such response shall become a permanent attachment An employee may authorize in writing his/her designated representative who is not an employee of the District, to the employee's review his/her personnel file. Before the end of the school year, a meeting shall be held between the certificated personnel and the evaluator to discuss the evaluation. 11.2 Evaluation G. Information of a derogatory nature shall not be entered or filed unless and assessment of until the performance of each certificated employee shall be made on a continuing basis as follows: a. At least once each year for temporary personnel b. At least once each year for probationary personnel c. At least once every other year for personnel with permanent status d. At least once every five (5) years for personnel with permanent status who have been employed at least is given ten (10) years with days advance notice and an opportunity to review and comment thereon. Any employee shall have the school districtright to enter, are highly qualifiedand have attached to any such derogatory statement, if those personnel occupy positions that are required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Secemployee’s own comments thereon. 6301Such review and comment shall take place during normal business hours, et seq.), as defined in 20 U.S.C. Sec. 7801, whose previous evaluations rated and the employee at meeting or exceeding standards, and if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. Any negative item in an evaluation must first be preceded by written notification or oral conference of the problem, to which the teacher may respond. The response, if in writing, shall automatically be placed in the teacher's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the employee. In the event an employee is not performing his/her duties in a satisfactory manner according to the standards prescribed by the governing board, the employing authority shall notify the employee in writing of such fact and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performance. 11.3 Prior to October l5, the principal(s) shall: a. Furnish copies of: 1. Procedures for evaluation 2. Standards prescribed by the governing board by which the teachers shall be evaluated 3. The District Discipline Policy b. Schedule group conferences with all teachers to explain the above c. Schedule individual conferences when requested d. Principals will notify teachers of any substantive change in evaluation procedure e. The parties will meet and consult over any changes to the evaluation process (Gov. Code 3543.2) 11.3.1 The teacher and evaluator, through mutual agreement, shall list mitigating factors to be operative during the term of the evaluation process. These may be revised by mutual consentreleased from duty for this purpose without salary reduction. 11.3.2 Unit members shall not participate in the evaluation and/or observation process of other unit members.

Evaluation Procedures. 11.1 Evaluation and assessment shall be reduced to writing and a copy thereof shall be transmitted to The basic objective of any system of appraisal or evaluation is the certificated employeeimprovement of performance. The certificated employee shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the employee's personnel file. Before the end In recognition of the school yearfact that systematic, continuing evaluation of a meeting shall be held between member can effect an improvement in instruction, the certificated personnel following procedures and the evaluator to discuss the evaluation. 11.2 Evaluation and assessment areas of the performance of each certificated employee shall be made on a continuing basis as follows: a. At least once each year evaluation for temporary personnel b. At least once each year for probationary personnel c. At least once every other year for personnel with permanent status d. At least once every five (5) years for personnel with permanent status who classroom observation have been employed at least ten (10) years with established for that purpose. Additional forms and information on the school district, are highly qualified, if those personnel occupy positions that are required to evaluation process can be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Sec. 6301, et seq.), as defined in 20 U.S.C. Sec. 7801, whose previous evaluations rated the employee at meeting or exceeding standards, and if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. Any negative item in an evaluation must first be preceded by written notification or oral conference of the problem, to which the teacher may respond. The response, if in writing, shall automatically be placed located in the teacher's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as to areas of improvement in mutually agreed upon professional growth plan located on the performance of the employee. In the event an employee is not performing his/her duties in a satisfactory manner according to the standards prescribed by the governing board, the employing authority shall notify the employee in writing of such fact and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performanceshared building folders. 11.3 Prior to October l5, the principal(s) shall: a. Furnish copies of: 1. Procedures for Probationary employees a. Evaluation and observation shall be made by administrative personnel duly appointed by the Board of Education to a position which includes responsibilities for the evaluation and observation of staff. b. By the end of October, or within two (2) months of a new member’s beginning service, the administrator or his designee shall: (1) Inform the new member of the purpose and procedures used in the evaluation of members prior to any evaluation. (2) Review the forms used in the evaluation process. c. Prior to the day of any formal observation, the member will be notified of the day when the formal observation will be conducted. d. The formal observation by building level personnel will be for a teaching segment of time no less than thirty (30) minutes. (1) Within five (5) days of the formal observation by an evaluator, the member will be given a written draft report or an informal discussion will take place between the evaluator and the member to discuss the observation. Within the next ten (10) days there will be a post-conference and the written observation will be finalized and delivered to the member observed. If either party believes an additional conference is necessary, it will be provided upon request. (2) A member working in two (2) different schools will have his/her formal written evaluations in the school of primary service. The District will designate at the beginning of the year which school is considered the primary service area. The member may be observed in both areas if necessary. (3) Formal observations of non-tenured members by the administrator shall be at least three (3) annually. Two observations will be conducted no later than March 15, the third no later than April 30th. e. A member shall be given a copy of the final evaluation(s) prepared by the administrator. No such report shall be placed in a member’s file or otherwise acted upon, without a prior conference with the member. f. Observation and evaluation report(s) will be submitted to and discussed with the member no later than ten (10) school days prior to the last day of school. g. All observation and evaluation forms shall require the signature of the administrator and the member. These forms shall contain the statement “I have received and had an opportunity to read and (do/do not) agree with the above” followed by a space for the member’s signature and date. The teacher shall also have the right to submit a written reply to such material and attach it to the file. h. No observation or evaluation form of any kind shall become a part of an individual member’s personnel file unless it has met the above conditions. 2. Standards prescribed Procedures for Tenured Employees a. Tenured staff will be observed at least once every two years. b. All tenured teachers will have a formal or informal observation (with the same conditions as outlined in #1 above) in the clinical supervision model at least once during a six year period. c. During the other years of that cycle, the tenured teacher will have some options to choose from other than just the formal or informal observation. These options may include: informal drop-ins, self review, team evaluation by Principal, peer evaluation, analysis of unit plan, professional growth plan, or teaching rounds. d. In the governing board by which Fall of 2004, each tenured staff will complete a 6-Year Supervision Plan. Staff becoming tenured will complete a plan at the teachers shall time that tenure is granted. e. Future observations will be evaluatedcompleted according to the 6 Year Supervision Plan. Forms are available in the main office of each building. A copy of these plans will be on file in the District Office. 3f. Within five (5) days of the formal observation using the Clinical Supervision Model, the member will be given a written draft report or an informal discussion will take place between the evaluator and the member to discuss the observation. Within the next ten (10) days there will be a post-conference and the written observation will be finalized and delivered to the member observed. If either party believes an additional conference is necessary, it will be provided upon request. A member working in two (2) different schools will have his/her formal written evaluations in the school of primary service. The District Discipline Policy b. Schedule group conferences with all teachers to explain will designate at the above c. Schedule individual conferences when requested d. Principals will notify teachers of any substantive change in evaluation procedure e. The parties will meet and consult over any changes to the evaluation process (Gov. Code 3543.2) 11.3.1 The teacher and evaluator, through mutual agreement, shall list mitigating factors to be operative during the term beginning of the evaluation processyear which school is considered the primary service area. These The member may be revised by mutual consentobserved in both areas if necessary. 11.3.2 Unit members shall not participate in the evaluation and/or observation process of other unit members.

Evaluation Procedures. 11.1 Evaluation and assessment shall Evaluations of certificated employees will be reduced to writing and a copy thereof shall be transmitted according to the certificated employee. The certificated employee requirements of Education Code sections 44660 - 44664 and amendments thereof, known as the Xxxxx Act, which shall have include the right California Standards for the Teaching Profession, “Yearly Goal Plan” (Appendix “D”) and “Certificated Evaluation Report” (Appendix “E-1”), Evaluation Rubric (Appendix “E-1”), “Classroom Observation Form” (Appendix “F-1”) and “Pre-Observation Conference Form (Appendix “F-2”). A. All probationary and temporary employees are to initiate a written reaction or response to be formally evaluated in writing twice each school year, once in the evaluation. Such response shall become a permanent attachment to first half of the employee's personnel file. Before school year and in once in the end second half of the school year. B. Unless exempt pursuant to paragraph C below, a meeting shall all permanent employees are to be held between formally evaluated at least every other year and may be evaluated each year. These evaluations must be completed no later than May 1st. C. If the certificated personnel evaluator and the evaluator to discuss permanent certificated employee being evaluated agree, in accordance with Education Code 44664(a)(3), the evaluation. 11.2 Evaluation and assessment of the performance of each certificated permanent employee shall be made on a continuing basis as follows: a. At formally evaluated at least once each year for temporary personnel b. At least once each year for probationary personnel c. At least once every other year for personnel with permanent status d. At least once every five (5) years for personnel with permanent status who have if he/she has been employed at least ten (10) years with the school district, are and is deemed highly qualified, if those personnel occupy positions such teacher occupies a position that are is required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Sec. 6301, et seq.)2001, as defined in 20 U.S.C. Sec. 7801, and whose previous evaluations evaluation rated the employee at as meeting or exceeding standards, and if the evaluator and certificated employee being evaluated agree. The permanent certificated employee or the evaluator may withdraw consent at any time. Any negative item in an evaluation must first . D. Evaluation of employees shall be preceded by written notification or oral conference based on the direct observation of the problemevaluator, to which the teacher may respond. The responsenot hearsay, if in writing, shall automatically be placed in the teacher's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the employee and the achievement of the students under the employee’s control, and other elements of the evaluation. In The evaluator may work jointly with the event an department chairperson and/or other administrators observing and making recommendations for the evaluation. The formal written evaluation shall be made only by the Administrator. E. At all school levels, the site administrators shall be responsible for the evaluation of employees. F. Each employee is not performing shall formulate specific objectives appropriate to his/her duties in a satisfactory manner according class assignment and consistent with District goals and resources available. The employee shall also indicate how these objectives shall be measured. These objectives shall be submitted to the standards prescribed by evaluator no later than the governing boardbeginning of the sixth week after the commencement of the instructional year, the employing authority shall notify provided proper forms are submitted to the employee in writing of for such fact and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performancepurpose. 11.3 Prior to October l5, the principal(s) shall: a. Furnish copies of: 1. Procedures for evaluationThe employee and the evaluator will meet and attempt to reach mutual agreement on the employee’s goals and objectives. Such meetings will include, upon request of the employee, discussions of constraints identified by the employee who may inhibit his/her ability to meet the goals and objectives. Examples of such constraints may include class size, abilities of the learners, availability of support personnel, the learning environment, and other pertinent factors. 2. Standards prescribed by Failure to reach agreement on the governing board by which elements of evaluation shall necessitate that the teachers evaluator and the employee choose a mutually agreeable District-level Administrator (the Superintendent, Assistant Superintendent of Personnel, Director of Instruction, or the Director of Federal and Special Projects) and a mutually agreeable certificated employee of the District, who shall be evaluated 3attempt to reach agreement. The District Discipline Policy b. Schedule group conferences with all teachers to explain If the above c. Schedule individual conferences when requested d. Principals will notify teachers of any substantive change in evaluation procedure e. The parties will meet and consult over any changes to the evaluation process (Gov. Code 3543.2) 11.3.1 The teacher and evaluatorthe evaluator do not reach agreement on the District-level Administrator and Association member, through mutual agreement, the evaluator shall present the teacher with a list mitigating factors to be operative during the term of the evaluation process. These may be revised by mutual consent. 11.3.2 Unit members shall not participate in the evaluation and/or observation process of other unit members.two

Evaluation Procedures. 11.1 Evaluation 1. An evaluation may be based on both formal and assessment informal observations. An informal observation may occur at any time. A formal observation shall consist of three (3) steps: the first step is for the principal or other evaluator to, after consultation with the employee, establish an observation time which shall be reduced no sooner than two (2) school days following the day of consultation, with a preconference, if desired; the second step is to consist of the actual class visit; the third step is the follow-up conference after the class visitation as soon as practical, preferably the same day. 2. Following each observation, should concerns or recommendations for change be necessary, the principal or other evaluator shall promptly document the results and communicate such information in writing and to the employee within five (5) days." 3. Following each observation, or series of observations, which shall lead to an evaluation, the principal or other evaluator shall promptly document the results. The employee shall be provided with a copy thereof shall be transmitted to the certificated employee. The certificated employee shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the employee's personnel file. Before the end of the school yearobservation report within three (3) days after such report is prepared. 4. A written evaluation form is to be prepared in triplicate. Following the completion of each evaluation report required under paragraph 2.c above, a meeting shall be held between the certificated personnel principal or other supervisor and the evaluator employee to discuss the report, after which: a. All copies must bear the signature of the administrator and the employee to indicate that he or she has received a copy of the report. The signature of the employee, however, does not necessarily imply that the employee agrees with the contents of the evaluation. 11.2 Evaluation and assessment b. The original form is to be promptly forwarded to the District Superintendent's office where it shall become a permanent part of the performance of each certificated employee shall be made on a continuing basis as follows: a. At least once each year for temporary personnel b. At least once each year for probationary personnelindividual's personnel file. c. At least once every other year for personnel with permanent statusOne copy is to be retained by the building principal. d. At least once every five (5) years for personnel with permanent status who have been employed at least ten (10) years with the school district, are highly qualified, if those personnel occupy positions that are required One copy is to be filled by a highly qualified professional by given to the federal No Child Left Behind Act of 2001 (20 U.S.C. Secemployee. 5. 6301Evaluation reports, et seq.), as defined in 20 U.S.C. Sec. 7801, whose previous evaluations rated the employee at meeting or exceeding standards, and if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. Any negative item in an evaluation must first be preceded by written notification or oral conference of the problem, to which the teacher may respond. The response, if in writingother than those required under paragraph 2.c above, shall automatically not be placed filed in the teacheremployee's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as either the supervisor or the employee elects to areas of improvement in the performance of the employeecontrary. 6. In the event an there is a disagreement between the employee is not performing and the principal concerning the evaluation, the employee may request a conference with the District Superintendent. The Superintendent shall record on the back of the Evaluation form a summary of his/her duties in a satisfactory manner according to comments concerning the standards prescribed by the governing board, the employing authority shall notify the employee in writing of such fact and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performanceissues prompting this conference. 11.3 Prior to October l5, the principal(s) shall: a. Furnish copies of: 1. Procedures for evaluation 2. Standards prescribed by the governing board by which the teachers shall be evaluated 3. The District Discipline Policy b. Schedule group conferences with all teachers to explain the above c. Schedule individual conferences when requested d. Principals will notify teachers of any substantive change in evaluation procedure e. The parties will meet and consult over any changes to the evaluation process (Gov. Code 3543.2) 11.3.1 The teacher and evaluator, through mutual agreement, shall list mitigating factors to be operative during the term of the evaluation process. These may be revised by mutual consent. 11.3.2 Unit members shall not participate in the evaluation and/or observation process of other unit members.

Evaluation Procedures. 11.1 Evaluation (a) Every Probationary and assessment Temporary member of the unit shall be reduced to writing evaluated by his/her immediate administrative supervisor four (4) times per year. Goals and objectives and a copy thereof minimum of two (2) verbal evaluations shall occur between the twentieth (20th) workday and sixtieth (60th) workday for that unit member. The first thirty (30) minute written observation shall be transmitted to completed by the certificated employeeninetieth (90th) workday. The certificated employee second written observation shall have be completed by the right to initiate a written reaction or response to one hundred tenth (110th) workday, and the evaluation. Such response final recommendation shall become a permanent attachment to the employee's personnel file. Before the end be given by March 10, regardless of the school yearnumber of workdays completed. (b) Except as provided below, a meeting each permanent member of the unit shall be held between the certificated personnel and the evaluator to discuss the evaluation. 11.2 Evaluation and assessment of the performance of each certificated employee shall be made on a continuing basis as follows: a. At least once each year for temporary personnel b. At least once each year for probationary personnel c. At least once evaluated by his/her immediate administrator/supervisor every other year for personnel with permanent status d. At least once every five year. The unit member may choose the traditional evaluation form or the Teacher- Elected Self-Assessment (5portfolio) years for personnel option. Unit members with permanent status who have been employed at least ten (10) 10 years with the school districtDistrict, are highly qualified, qualified (if those personnel occupy positions that are required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 ([20 U.S.C. Sec. 6301, et seq.)], as defined in 20 U.S.C. Sec. 7801, ) and whose previous evaluations evaluation rated the employee at meeting or exceeding standards, and as “satisfactory,” shall be evaluated every three (3) years if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. Any negative item The decision to consent or withdraw consent to a three year evaluation cycle shall not be grievable. TRADITIONAL EVALUATION - By the sixtieth (60th) workday in the school year in which the evaluation is to take place, the evaluator and the member of the unit shall meet to discuss and establish mutually-developed written goals and objectives. If mutual goals cannot be reached, the evaluator and teacher shall select an equal number of goals for the year. The first observation shall be completed by the eightieth (80th) workday and the second observation no later than the one hundred fiftieth (150th) workday. TEACHER-ELECTED SELF-ASSESSMENT (PORTFOLIO) - Provides unit members with permanent status, whose last evaluation was satisfactory, an opportunity to engage in an alternative evaluation must first be preceded by written notification or oral conference system based on reflection and self-assessment. Portfolios include a focus area through the use of the problem, to which the teacher may responda banner and splinter questions. The response, if in writing, Those electing Portfolio assessment shall automatically be placed in the teacher's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the employee. In the event an employee is not performing his/her duties in a satisfactory manner according to the standards prescribed by the governing board, the employing authority shall notify the employee in writing of such fact have administrative support and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performance. 11.3 Prior to October l5, the principal(s) shall: a. Furnish copies offollow these guidelines: 1. Procedures for evaluationAttend a training session no later than the sixtieth (60th) workday. Permanent unit members who have attended a previous training and successfully completed a portfolio assessment and who choose to repeat the portfolio option will not be required to repeat the training. 2. Standards prescribed by Establish a banner question with the governing board by which evaluator no later than the teachers shall be evaluated 3. The District Discipline Policy b. Schedule group conferences with all teachers to explain the above c. Schedule individual conferences when requested d. Principals will notify teachers of any substantive change in evaluation procedure e. The parties will meet and consult over any changes to the evaluation process seventieth (Gov. Code 3543.2) 11.3.1 The teacher and evaluator, through mutual agreement, shall list mitigating factors to be operative during the term of the evaluation process. These may be revised by mutual consent70th) workday. 11.3.2 Unit members shall not participate in the evaluation and/or observation process of other unit members.