Evaluation Responsibilities Sample Clauses

Evaluation Responsibilities. 4.2.1 All unit members shall have the right to know their evaluator. The employee’s immediate supervisor shall be the evaluator. The employee shall have the right to know all other persons contributing to the evaluation. 4.2.2 The evaluation shall be based on the following standards, objectives and criteria: a. The job description. b. The focus areas on the approved Evaluation Form. c. Lawful workplace rules communicated to the employee in writing. 4.2.3 Supervisors shall maintain ongoing communication with those that they supervise and should not wait until the evaluation conference to do so. This applies to both regular and special evaluations. A grievance may be filed for violation of this paragraph only when the failure of communication resulted in an Overall Work Performance Rating of “Below Standards” because the employee was not given an opportunity to address the problem. 4.2.4 The employer retains sole responsibility for the evaluation, assessment, and performance of each unit member, subject only to the procedural requirements. Accordingly, no grievance arising under this article shall challenge the substantive objectives, standards, or criteria determined by the evaluator or District; nor shall it contest the judgment of the evaluator or District. Any grievance shall be limited to a claim that the evaluation procedures have been violated.

Evaluation Responsibilities. 4.2.1 All unit members shall have the right to know their evaluator The employee’s immediate supervisor shall be the evaluator. The employee shall have the right to know all other persons contributing to the evaluation. 4.2.2 The evaluation shall be based on the following standards, objectives and criteria: a. The job description. b. The focus areas on the approved Evaluation Form. c. Lawful workplace rules communicated to the employee in writing. d. Evaluation of the quality or quantity of an employee’s work 4.2.3 Supervisors shall maintain ongoing communication with those that they supervise and should not wait until the evaluation conference to do so. This applies to both regularanniversary and special evaluations. A grievance may be filed for violation of this paragraph only when the failure of communication resulted in an Overall Work Performance Rating of “Below Standards” because the employee was not given an opportunity to address the problem. 4.2.4 The employer retains sole responsibility for the evaluation, assessment, and performance of each unit member, subject only to the procedural requirements. Accordingly, no grievance arising under this article shall challenge the substantive objectives, standards, or criteria determined by the evaluator or District; nor shall it contest the judgment of the evaluator or District. Any grievance shall be limited to a claim that the evaluation procedures have been violated.

Evaluation Responsibilities. At the outset of the school year, the administrative evaluator shall be designated for each employee. Other certificated administrators may assist the evaluator in the pre- and post-evaluation conferences and in observations. Prior to the beginning of the evaluation process, the principal of each building, and those other qualified individuals who will be acting as evaluators, shall meet with staff upon their request to review and discuss the evaluation system in order to develop mutual understanding of the evaluation system, processes, procedures and purpose.

Evaluation Responsibilities. 21.1.1 The employer retains sole responsibility for the evaluation and assessment of the performance of each employee, subject to the following procedural requirements. 21.1.2 The parties agree that a permanent supervisor shall have directly observed and supervised an employee's work for no less than three (3) months prior to evaluation. An employee in the bargaining unit shall not formally evaluate another bargaining unit employee, unless assigned as a 6 month acting sergeant. Evaluations prepared by an acting sergeant shall indicate the individual preparing the evaluation is in a temporary assignment. Evaluation reports shall not be used by the District against employees for the purpose of disciplinary action or proceedings. Copies of the appraisal form shall not be placed in the employee's permanent record maintained in Human Resources. The retained or departmental copy should become a tool used to improve upon job performance through counseling of departmental employees.

Evaluation Responsibilities. 21.1.1 The employer retains sole responsibility for the evaluation and assessment of the performance of each employee, subject to the following procedural requirements. Comment [t1]: Six (6)? 21.1.2 The parties agree that a permanent supervisor should have directly observed and supervised an employee's work for no less than three (3) months prior to evaluation. Each evaluation shall reflect the judgment of the immediate supervisor. An employee in the bargaining unit shall not formally evaluate another bargaining unit employee, unless assigned as a 6 month acting sergeant. Evaluations prepared by an acting sergeant shall indicate the individual preparing the evaluation is in a temporary assignment. Evaluation reports shall not be used by the District against employees for the purpose of disciplinary action or proceedings. Copies of the appraisal form shall not be placed in the employee's permanent record maintained in Human Resources. The retained or departmental copy should become a tool used to improve upon job performance through counseling of departmental employees.

Evaluation Responsibilities. Unit members to be formally evaluated during a particular school year shall be furnished a copy of the evaluation procedures.

Evaluation Responsibilities. 4.2.1 The parties agree that all unit members shall have the right to know their evaluator and to be informed as to the standards, objectives, and criteria that the employer intends to use in the evaluation. The evaluation shall be based upon the observation and/or the knowledge of the evaluator. 4.2.2 The employer retains sole responsibility for the evaluation, assessment, and performance of each unit member, subject only to the procedural requirements. Accordingly, no grievance arising under this article shall challenge the substantive objectives, standards, or criteria determined by the evaluator or District; nor shall it contest the judgment of the evaluator or District. Any grievance shall be limited to a claim that the evaluation procedures have been violated.

Evaluation Responsibilities. The Superintendent may assign responsibility of evaluating selected teachers to his/her principal(s) except during the PIP process.

Evaluation Responsibilities. No Peer Mentor in their observation of 24 classrooms will be involved in the evaluation of another staff member. Peer Mentors are 25 expected to maintain confidentiality with regard to their workings with teachers. Peer 26 Mentors will be evaluated on their performance as per the professional evaluation 27 requirements of this contract. Peer Mentors shall periodically inform the principals and 28 program participants about the content of the Peer Mentor Program and activities and 29 other program activities. The Association shall be involved in any District evaluation of 30 the Teacher Assistance Program for the OSPI. Copies of this evaluation will be made 31 available to the District and the Association.

Evaluation Responsibilities. 21.1.1 The employer retains sole responsibility for the evaluation and assessment of the performance of each employee, subject to the following procedural requirements. 21.1.2 The parties agree an evaluator shall have directly observed and supervised an employee's work for no less than three (3) months prior to evaluation. An employee in the bargaining unit shall not formally evaluate another bargaining unit employee. Evaluation reports shall not be used by the District against employees for the purpose of disciplinary action or proceedings. Copies of the appraisal form shall not be placed in the employee's permanent record maintained in Human Resources. The retained or departmental copy should become a tool used to improve upon job performance through counseling of departmental employees.