Common use of Evaluation Clause in Contracts

Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years. Employees should be provided with 7.1 It is the Board’s desire that each OPE member receive yearly feedback on their performance each yearwork performance. The appraiser may use the appropriate BCPS standard appraisal form or an appropriate alternative format such as a narrative. A formal evaluation must include a specific rating. Informal feedback will not contain a summary rating. 7.2 When conducting a formal evaluation, the standard evaluation form or a mutually agreed alternative will normally provide an overall rating of “Satisfactory” or “Unsatisfactory.” 7.3 If an area of an evaluation has been rated as “Needs Improvement,” comments related to the area(s) needing improvement shall be used every other year. In a year when the appropriate standard form is not usedincluded in, or attached to, the feedback evaluation by the evaluator. 7.4 No member shall have no receive an overall rating attached of “Unsatisfactory” without having been given written suggestions for improvement, advance warning of an unsatisfactory rating, and having both the opportunity and sufficient time to itaddress the areas of weakness. In any fiscal year in which an employee is not evaluated, it shall be assumed that the employee’s performance was no less than the last rated evaluationis satisfactory. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement 7.5 Members shall be given so that the employee may have an opportunity name and sufficient specific complaint of any person who complains about a member, within a reasonable period of time, as indicated if the complaint is to be given consideration in the member’s evaluation or filed in the member’s personnel file. The member shall be given the opportunity, in writing, to respond to a complaint. The response will be attached to the filed document and reviewed by the appraisal team, to improveappropriate administrator. All such complaints shall be held confidential. 15.4 Provision 7.6 The member shall be made for an overall assessment by given a copy of the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The completed written evaluation report shall and will be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within given three (3) duty days to sign and receive a copy thereofreturn the evaluation. Such The member’s signature will not, however, indicates receipt of the evaluation but not necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 7.7 A member may attach a written response to the evaluation. 7.8 Matters relating related to evaluation may be subject to the grievance procedure process only for reasons of arbitrariness or failure to follow procedureprocedures.

Evaluation. 15.1 Formal 12.1 Employees shall be subject to periodic performance evaluations. Employee performance evaluations are for the purpose of evaluating individual employee performance and for providing guidance for performance development and improvements. An employee and the appropriate administrator, upon the request of either, also may meet informally to discuss any concerns either may have regarding the employee’s performance. Such meetings are not considered performance evaluations and therefore are not subject to the provisions of this Article. 12.2 Evaluations should be a review of the employee’s performance, written by a non- bargaining unit evaluator, and based upon job-related criteria, including input from the employee and the employee's bargaining unit Supervisor where appropriate. 12.3 Performance evaluations shall be in writing and shall be placed in the employee's personnel file. The employee shall be provided with a copy of the official performance evaluation including a conference must which is to be made a minimum of once every placed in his/her personnel file prior to such placement. 12.4 A permanent employee shall be evaluated at least annually. 12.5 A probationary employee shall be evaluated within two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when weeks of having completed the appropriate standard form is not used, sixth (6th) and eleventh (11th) month of the feedback shall have no rating attached to it. In any fiscal year in which an probationary period. 12.6 A temporary employee is not evaluated, it shall be assumed the employee’s performance was no evaluated at least once every appointment period, but not less than the last rated evaluationonce per year. 15.2 The evaluation 12.7 Evaluations shall be based on the conclusions and assessments reached signed by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with evaluator and the employee. Specific suggestions for improvement shall be given so The employee’s signature indicates that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on has reviewed the evaluation less than satisfactory without having received earlier written suggestions for improvement in with the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may evaluator, but does not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the content of the evaluation. Provision . 12.8 The employee shall be made given up to five (5) work days to review the draft evaluation and provide input, if any, to the evaluator. 12.9 The evaluator shall consider the input provided pursuant to provision 12.8 above in preparing the final performance evaluation, and prior to placing it in the employee’s personnel file. 12.10 The employee shall be given the opportunity to discuss the evaluation in a meeting with the appropriate administrator. Such a meeting shall take place at a mutually acceptable time and location. The performance evaluation of an individual with an overall performance rating of below satisfactory shall provide an explanation for the rating. 12.11 If an employee disagrees with the written comments and reactions by performance evaluation, the employee may submit a rebuttal statement which shall be attached to the written performance evaluation and become placed in the personnel file. The employee may also request a part of second meeting with a union representative present to further discuss the evaluation reportevaluation. Such a meeting shall take place at a mutually acceptable time and location. 15.6 Matters relating 12.12 An employee may request to discuss an evaluation may with the evaluator’s supervisor. Such requests shall not be unreasonably denied. 12.13 The term "evaluator" as used in this Article refers to the non-bargaining unit person designated by the appropriate administrator to conduct the performance evaluation of an employee. 12.14 The content of performance evaluations shall not be subject to the grievance procedure only for reasons provisions of arbitrariness or failure to follow procedure.Article 9,

Evaluation. 15.1 Formal evaluation including a conference must 11.1 The performance of all staff members shall be made a minimum of evaluated at least once every annually between June 1 and July 1, but normally not more than two (2) years. Employees should be provided with feedback on their performance times each year. The appropriate standard evaluation, initiated by the immediate supervisor at the request of the Administration, shall be based on that member's current official job description. New staff members shall be considered as probationary members for the first twelve (12) months of their continuous employment in the non-classified staff service at Rhode Island College. The perfo1mance of a probationary staff member shall be evaluated at least once while they are on probationary status. 11.2 The evaluation shall include a summary description of the individual's performance during the period under review. Each staff member shall be apprised of his/her evaluation during a personal conference between the supervisor and staff member prior to the formalization and submission of the evaluation to the Administration. The evaluation form will normally shall be used every other yearread and signed by the staff member to indicate that he/she has read the evaluation but the signature need not imply agreement. In a year when The staff member may append to the evaluation any appropriate comments he/she wishes. The evaluation, along with any appended comments, shall then be forwarded to the President through the appropriate standard form is not usedsupervisors, who shall acknowledge their review of the feedback evaluation and make recommendations thereon if they desire. Whenever an administrator rejects or modifies a recommendation by a supervisor to the disadvantage of a staff member, he/she shall have no rating attached notify the supervisor and the staff member in writing stating his/her reasons. The evaluation will be forwarded to it. In any fiscal year in which an employee is not evaluatedthe President who shall review the evaluation and all additional documents, it shall be assumed take appropriate action, and return all to the employee’s performance was no less than supervisor and the last rated evaluationstaff member. 15.2 The 11.3 No evaluation shall be based on the conclusions and assessments reached by the evaluatoranonymous, erroneous, or unsubstantiated material. In the event an employee is assigned to more than one (1) location, the home administrator Staff members shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion offered constructive criticism, and specific areas of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have noted, if appropriate, on an opportunity and sufficient time, as indicated by the appraisal team, to improveongoing basis. 15.4 Provision 11.4 The evaluation form shall be made for include an overall assessment by attachment which shall set forth the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area provisions of weakness this Article to provide direction and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown guidelines to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation reportevaluator. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years. Section 1 Each unit employing Graduate Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when has the appropriate standard form is not used, the feedback shall have no rating attached right to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations conduct periodic evaluations of the employee’s work job performance. Less The unit may establish job performance criteria and the frequency and format of evaluation appropriate for the employee’s work assignment. Evaluations will be performed no less than satisfactory performance once each academic year. Employees shall have access to all evaluative material unless otherwise restricted by this Article. Upon appointment, Graduate Employees shall be discussed with notified in writing of the evaluation process and criteria. Section 2 The evaluation may include written input provided by students, clients, or others who have direct knowledge of the employee’s performance. Specific suggestions for improvement shall be given so that If the employee written input includes a numerical rating, then a summary of the average rating scores may have an opportunity and sufficient time, as indicated by become a part of the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory ratingGraduate Employee’s personnel file. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating Anonymous evaluative material may not be lower than the previous rating unless the employee has received advanced warning of kept in a possible reduction and an opportunity to show the necessary improvementGraduate Employee’s personnel file. 15.5 Section 3 The supervisor or another faculty member designated by the employing unit may also conduct one or more site visits to the employee’s classroom or work place for the purpose of evaluation. Upon request by the Graduate Employee, the supervisor or a designated faculty member will conduct a site visit to an employee’s classroom or workplace. A Graduate Employee may request additional evaluations on particular performance issues at any time. Section 4 The employee shall be provided with a timely copy of the written evaluation report shall be shown to by the employee within ten (10) days subsequent to the aforementioned conferencesupervisor. The employee shall sign the report within three (3) days copy to be placed in the personnel file as an acknowledgment that the employee has received and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with read the evaluation. Provision shall be made for written comments and reactions by Within thirty (30) days of receiving the evaluation, the employee which shall be attached and become has the right to submit a part written rebuttal for inclusion in the personnel file. Section 5 As a result of the evaluation reportprocess, the academic unit may require that specific deficiencies in the work performance be remedied. If the deficiencies are not remedied within a reasonable period of time, the employing unit may initiate disciplinary procedures as specified in Article 17. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal Employees shall be evaluated on an annual basis by their immediate supervisor(s). Probationary employees shall be evaluated prior to the end of the probationary period. Supervisors shall use the Performance Appraisal Form, which is attached to the agreement. (See Appendix A.) All evaluations shall be discussed in confidence with the employee. A copy of the evaluation including shall be given to the employee and a conference copy shall be placed in the employee’s personnel file. Within ten (10) working days of receipt of the evaluation, the employee may attach his/her own response to the evaluation. This response will be attached to the evaluation and become a permanent part of the evaluation. Bargaining unit members will not be directly involved in the evaluation of other bargaining unit members. If an employee is evaluated as “Needs Improvement” or “Unsatisfactory”, comments must be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each yearthe evaluation and shall specifically include: 1. The appropriate standard area(s) of needed improvement. 2. The recommended performance levels. 3. The activities necessary to reach the desired performance level. If any categories on the evaluation form will normally be used every other year. In a year when the appropriate standard form is not usedof an employee are marked “Needs Improvement” or “Unsatisfactory”, the feedback shall have no rating attached to itemployee may be placed on a 60 day probationary period. In any fiscal year As part of the probationary period, the employee will either be placed on a plan of improvement or given a comprehensive evaluation with the areas of deficiency clearly communicated in which an writing as listed above. If the employee is to be placed on probation, then the administrator will inform him/her at their evaluation meeting/discussion and the employee has the option of requesting a second meeting with a representative present. The sixty (60) workday probation period will begin at the time of the second meeting or immediately upon receipt of the evaluation if the employee does not evaluatedrequest a second meeting. If a plan of improvement is developed, it shall be assumed the employee’s performance was no less than the last rated evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall will be discussed with the employee, be sixty (60) workdays in length and shall specifically include: 1. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area The area(s) of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary needed improvement. 15.5 2. The written recommended performance levels. 3. The activities necessary to reach the desired performance level. 4. A schedule of at least one follow-up evaluation report shall during the plan of improvement. At the completion of the sixty (60) work day plan of improvement a meeting will be shown to held with the employee within ten (10) days subsequent to discuss the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part outcome; options may include:  discontinuation of the evaluation reportplan of improvement;  continuation of the plan of improvement for no more than another sixty (60) work day period;  re-assignment or termination of employment. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal 1. Performance Evaluation is a constructive process to acknowledge the performance of an employee. An employee's evaluation including shall be sufficiently specific to inform and guide the employee in the performance of her/his duties. Performance standards are guidelines for performing the duties of a conference must specific job. Performance standards and guidelines for performing the duties of a specific job shall be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each yearreasonable. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an of each employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated evaluation. 15.2 The evaluation shall be based on the conclusions individual employee's performance. 2. Except in the case of minor and assessments reached non-substantive changes, the University will, 60 calendar days prior to implementing anew performance evaluation form or written performance standard, provide a copy of the proposed form or written standard to CUE. If CUE provides a written request to meet and discuss within 30 days of the notice date, the University shall meet and discuss with CUE regarding the change. In addition, if CUE requests in writing to meet about any alleged significant change in performance standards or performance evaluation form. The University shall meet and discuss within 30 days of CUE's request regarding the change, if any. 3. Performance evaluation is not in and of itself a disciplinary procedure. 4. Clerical Unit employees who receive an overall "needs improvement" rating shall have been informed of any deficiencies, including information about how to correct said deficiencies prior to receiving such overall evaluation. 5. The performance of each non-probationary career employee shall be evaluated at least annually, in accordance with a process established by the evaluatorUniversity. In the event anon-probationary career employee does not receive the written evaluation, the employee may take the following action: a) Within 15 calendar days of the date the written evaluation was due but not received, the employee shall make a written request for the evaluation to the employee's immediate supervisor. When an employee is assigned to more than one (1) locationmakes such a request, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The an evaluation shall be based on observations completed within 15 calendar days of the request, unless the parties mutually agree otherwise. b) In the event a non-probationary career employee does not receive a written evaluation and fails to request that an evaluation be completed within the required period of time, the employee’s work performance. Less than satisfactory performance 's overall evaluation shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve"meets expectations. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure."

Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance 7.1 Each year each year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an permanent employee is not evaluated, it covered by this Agreement shall be assumed the employee’s performance was no less than the last rated evaluation. 15.2 The evaluated by his/her immediate supervisor, and such evaluation shall be based set forth on the conclusions and assessments reached by the evaluator. In the event an Classified Employee Performance Evaluation attached hereto as Appendix C. An employee is assigned to who has had more than one (1) locationsupervisor in the previous year shall have a terminal evaluation prepared at the time of transfer, reassignment or promotion to another position. Each supervisor shall evaluate only for the home administrator time the employee was under his/her supervision. In the absence of a timely evaluation, employees shall be responsible for submitting the evaluation form. All administrators should provide input considered to have a score of at least “ME” (Meets Expectations) in all areas subject to the home administrator prior to the completion of the formperformance evaluation, except when an employee is on an extended leave, in which case their evaluation will be done in a timely manner upon their return. 15.3 7.2 Nothing herein shall prohibit the District from evaluating an employee more often than yearly if the District determines that such evaluation may result in improvements in the employee's performance. An employee serving a six (6) month probationary period after initial hire or after promotion shall be evaluated at the end of two (2) months, four (4) months, and five and one-half (5-1/2) months of such probationary period. 7.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employeeemployee by the evaluator. Specific suggestions for improvement shall If the evaluator changes the rating as a result of the conference, a new evaluation form may be given so obtained from the District Human Resources Department. However, it is understood that the primary purpose of such evaluations is to be constructive and to help the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates achieve or maintain at least a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area "meets expectations" level of weakness and having been given an opportunity to show improvementperformance. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity the right to show the necessary improvement. 15.5 The written respond to his/her performance evaluation report shall be shown in writing to the employee his or her supervisor within ten (10) working days subsequent of the issuance of the final performance evaluation and any such response shall be included with, and become part of, the performance evaluation record. 7.4 The performance appraisal system should communicate performance standards for the position and encourage growth and improvement of performance for the future. It is also understood that evaluation of an employee's performance should be an ongoing process, and the District supervisors shall discuss improvement needs with employees in a timely manner. When it becomes apparent that an employee may receive a Needs Improvement (NI) or an Unsatisfactory (U) annual rating in any performance factor, prior to giving the employee such a rating, the immediate supervisor and the employee shall meet to discuss the employee’s deficiencies and recommendations for improvement. If an employee receives an “NI” or “U” rating on any performance factor on his/her evaluation, the evaluation must indicate the manner in which the employee is not meeting standards for the position; determine a “meets expectations” level of performance; and a specified time period in which the employee is expected to show improvement. If dissatisfied with an “NI” or a “U” rating, and the employee has submitted a written response in accordance with Section 7.3, an employee may request a review at the next higher administrative level within ten (10) working days of submitting the written response. 7.5 Non-compliance with the procedures set forth in this article may be the subject of a grievance pursuant to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will notGrievance Article of this Agreement, however, necessarily indicate agreement with the evaluation. Provision but nothing herein shall be made for written comments and reactions by considered to make the employee which content of any evaluation subject to such grievance procedure. 7.6 Employees who are in their probationary period or who received an “NI” or “U” on any performance rating in the most recent performance evaluation shall be attached and become a part complete the Classified Employee Self-Evaluation (Appendix D). Completion of the evaluation reportClassified Employee Self-Evaluation is voluntary for all other employees. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal All support personnel will be evaluated in writing, a minimum of one time annually prior to April 1. New employees will be evaluated within ninety (90) days of employment. A committee shall review employee evaluation including forms when necessary and recommend changes to the Superintendent. There shall be no other evaluation forms used. This committee shall consist of at least one support employee from each classification or department. Each evaluation will be followed by a conference between the evaluator and the support employee. The conference will be held within five (5) working days of the evaluation and the employee will be given a copy of the evaluation report at that time. The supervisor will discuss the strengths and weaknesses of the employee's work and will make suggestions as to how the employee may improve his/her performance. The employee shall acknowledge the written evaluation by his/her signature on the evaluation report. One copy of the evaluation report shall be given to the employee being evaluated, a copy shall be given to the administrator of the building/ work site, and the administrator shall forward the report with their recommendations to the District Personnel Office. After the evaluating conference the employee may respond in writing and this response shall be a part of the record. Such response must be made within ten (10) working days of the receipt of the evaluation. Except by order of a minimum court of once every two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard competent jurisdiction, evaluation form will normally be used every other year. In a year when documents and the appropriate standard form is not used, responses of the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed available only to the evaluated employee’s performance was no less than , and the last rated Board or administrative staff making the evaluation. 15.2 The evaluation shall be based on , and the conclusions Board or administrative staff of any school to which the employee applies for employment, and assessments reached other such persons specified by the evaluatoremployee in writing. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting If the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions indicates “unsatisfactory”, a program for improvement shall will be given so that the employee may have an opportunity and sufficient time, as indicated developed by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier administrator with specific written suggestions for improvement in the area of weakness and having area(s) where an “unsatisfactory” has been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conferenceindicated. The supervisor/coordinator in charge may request from the Assistant Superintendent (Personnel) a physical evaluation at the district’s expense, when through the annual evaluation process, reasonable cause exists that an employee shall sign does not meet the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part requirements of the evaluation reportdistrict job description for that position. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years1. Employees should shall be provided with feedback on their performance each evaluated/appraised once a year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it period shall be assumed the employee’s performance was no less than the last rated evaluationfrom September through May. 15.2 2. The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home appropriate administrator shall be responsible for submitting administering the evaluation process. Members of the bargaining unit cannot appraise other members of the same bargaining unit. 3. Employees upgraded due to a promotional opportunity shall have a probationary period of one hundred and twenty (120) working days, while new hire employees will have a probationary period of two hundred and forty (240) working days. The initiation or completion of an evaluation is not a prerequisite to disciplinary action. 4. New hires and employees who are upgraded due to a promotional opportunity shall receive a mid-term conference. Training will involve training from the out-going personnel (if applicable) and from other district employees that are responsible for training. 5. Employees shall be evaluated on the following scale: unsatisfactory, needs improvement, satisfactory, very good, and excellent. All evaluators will follow the evaluation process laid out in the Evaluation Manual provided by Human Resources on their website. 6. The employee undergoing evaluation shall receive a copy of the completed evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less evaluator will explain in writing any less than satisfactory performance ratings. The signature of the employee shall be discussed not indicate agreement with the employeeappraisal. 7. Specific suggestions for improvement Employees shall be given so that receive salary increments listed in Appendix B in the first full pay period of September, provided the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates has received a satisfactory or unsatisfactory ratingevaluation. No employee shall receive be denied a rating on salary increment due to the failure of the Administration to complete their evaluation. a. If an annual evaluation of satisfactory performance or better is not completed in time to provide the incremental increase, if any, because of administrative delay, the incremental increase shall be effective as of the new evaluation period. This provision does not apply to evaluations delayed for other reasons. b. No employee shall be denied the opportunity to take a promotional exam due to any delay in the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvementprocess. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal All support personnel will be evaluated in writing, a minimum of one time annually prior to April 1. New employees will be evaluated within ninety (90) days of employment. A committee shall review employee evaluation including forms when necessary and recommend changes to the Superintendent. There shall be no other evaluation forms used. This committee shall consist of at least one support employee from each classification or department. Each evaluation will be followed by a conference between the evaluator and the support employee. The conference will be held within five (5) working days of the evaluation and the employee will be given a copy of the evaluation report at that time. The supervisor will discuss the strengths and weaknesses of the employee's work and will make suggestions as to how the employee may improve his/her performance. The employee shall acknowledge the written evaluation by his/her signature on the evaluation report. One copy of the evaluation report shall be given to the employee being evaluated, a copy shall be given to the administrator of the building/ work site, and the administrator shall forward the report with their recommendations to the District Personnel Office. After the evaluating conference the employee may respond in writing and this response shall be a part of the record. Such response must be made within ten (10) working days of the receipt of the evaluation. Except by order of a minimum court of once every two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard competent jurisdiction, evaluation form will normally be used every other year. In a year when documents and the appropriate standard form is not used, responses of the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed available only to the evaluated employee’s performance was no less than , and the last rated Board or administrative staff making the evaluation. 15.2 The evaluation shall be based on , and the conclusions Board or administrative staff of any school to which the employee applies for employment, and assessments reached other such persons specified by the evaluatoremployee in writing. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting If the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions indicates “unsatisfactory”, a program for improvement shall will be given so that the employee may have an opportunity and sufficient time, as indicated developed by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier administrator with specific written suggestions for improvement in the area of weakness and having area(s) where an “unsatisfactory” has been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conferenceindicated. The supervisor/coordinator in charge may request from the Assistant Superintendent (Personnel) a physical evaluation at the district’s expense, when through the annual evaluation process, reasonable cause exists that an employee shall sign does not meet the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part requirements of the evaluation reportdistrict job description for that position. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must 21.01 All members of the bargaining unit shall be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when evaluated annually by the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated evaluationsupervisor. 15.2 The evaluation 21.02 Evaluation(s) shall be based on the conclusions and assessments reached total work performance throughout the work year by the evaluatormember. 21.03 Only items included on the appropriate job description(s) can be used as the criteria for evaluation of work performance. 21.04 An employee, who has been determined to be deficient in certain respects, shall be furnished a written report setting forth a statement of deficiencies in order that there is an opportunity for the employee to correct such deficiencies. In The supervisor involved in the event particular area of the employee's work shall attempt to assist the employee in correcting those deficiencies. The evaluator shall submit a written plan for correcting the deficiencies which shall include ways in which the supervisor shall assist the employee to correct the deficiencies. The plan shall include a reasonable time between observations to allow time for improvement. 21.05 A copy of the formal written evaluation report shall be given to the employee and a conference shall be held between the employee and the evaluator prior to finalizing it for transmission to the employee's personnel file. 21.06 The performance evaluation of an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on upon the observations of the employee’s work performance's performance and shall acknowledge the performance strengths of the employee evaluated as well as performance deficiencies, if any. Less than satisfactory performance The evaluator shall note all the data used to support the conclusions reached in the formal evaluation report. The evaluation report should then be discussed with signed by the employee to verify notification to the employee that the evaluation will be placed on file, but the employee. Specific suggestions for improvement shall 's signature should not be given so construed as evidence that the employee may have an opportunity and sufficient time, as indicated by agrees with the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on contents of the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvementreport. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown completed within seven (7) days of the post-evaluation conference. If the employee deems the formal written evaluation report to be incomplete, inaccurate, or unjust, the employee may put objections in writing and have them attached to the employee within ten (10) days subsequent evaluation report to be placed in the aforementioned conferenceemployee's personnel file. The employee shall sign the report within three (3) days and receive a A copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision signed by both parties shall be made for written comments and reactions retained by the employee which shall employee. Evaluations are to be attached and become a part of completed no later than January 31st. If deficiencies are noted in the evaluation report. 15.6 Matters relating to completed by December 31st, an additional evaluation may take place. This evaluation must be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedurecompleted no later than April 1st.

Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years1. Employees should shall be provided with feedback on their performance each evaluated/appraised once a year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it period shall be assumed the employee’s performance was no less than the last rated evaluationfrom September through May. 15.2 2. The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home appropriate administrator shall be responsible for submitting administering the evaluation process. Members of the bargaining unit cannot appraise other members of the same bargaining unit. 3. Employees upgraded due to a promotional opportunity shall have a probationary period of one hundred and twenty (120) working days, while new hire employees will have a probationary period of two hundred and forty (240) working days. The initiation or completion of an evaluation is not a prerequisite to disciplinary action. 4. New hires and employees who are upgraded due to a promotional opportunity shall receive a mid-term conference. Training will involve training from the out-going personnel (if applicable) and from other district employees that are responsible for training. 5. Employees shall be evaluated on the following scale: unsatisfactory, needs improvement, satisfactory, very good, and excellent. All evaluators will follow the evaluation process laid out in the Evaluation Manual provided by Human Resources on their website. 6. The employee undergoing evaluation shall receive a copy of the completed evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less evaluator will explain in writing any less than satisfactory performance ratings. The signature of the employee shall be discussed not indicate agreement with the employeeappraisal. 7. Specific suggestions for improvement Employees shall be given so that receive salary increments listed in Appendix B in the first full pay period of July, provided the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates has received a satisfactory or unsatisfactory ratingevaluation. No employee shall receive be denied a rating on salary increment due to the failure of the Administration to complete their evaluation. a. If an annual evaluation of satisfactory performance or better is not completed in time to provide the incremental increase, if any, because of administrative delay, the incremental increase shall be effective as of the new evaluation period. This provision does not apply to evaluations delayed for other reasons. b. No employee shall be denied the opportunity to take a promotional exam due to any delay in the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvementprocess. 15.5 The written evaluation report shall be shown to the 1. Any CFOP employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a assigned as part of their regular duties to prepare the evaluation reportCincinnati Board of Education Recommendation will be paid a biweekly stipend of $75 for these duties. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must 10.1.1 Employees are expected to perform their assigned duties and responsibilities, and will be made a minimum evaluated annually by the Director of once every two (2) yearsMaintenance and Operations or designee. Employees should be provided with feedback on their performance each yearCustodial evaluations will take into account inspection results and recommendations from the facility chief or assistant facility chief who directs the work. The appropriate standard evaluation form can be found in Appendix 2. The evaluation form will normally be used every other yearinclude a response section for the employee. In a year when the appropriate standard The evaluation form is not used, located on the feedback shall have no rating attached to it. In any fiscal year in which Human Resources web page. a) The content of an employee employee's evaluation is not evaluated, it shall subject to the grievance procedure. Employees have the right to make a written response to their evaluation. Such response must be assumed signed and dated by the employee’s performance was no less than the last rated evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to b) Employees in a job assignment for more than one (1) locationyear may be evaluated as Focused. The Comprehensive Evaluation will be used for employees who have received an overall unsatisfactory rating, and for all employees who have less than one (1) year of experience in the job assignment. c) Employees shall be notified of unsatisfactory performance. When a supervisor has a concern about the employee’s performance, the home administrator supervisor shall notify the employee in a timely manner about the concerns, including specific areas of deficiencies and the expectations for correction. The goal is that an employee should be responsible aware of deficiencies and the expectations for submitting the evaluation form. All administrators should provide input to the home administrator correction of those deficiencies as early as possible prior to the completion annual evaluation. Areas of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall needing improvement may be discussed with the employeeemployee at any time during the year that they are noted. Specific suggestions If deficiencies continue, notice of specific areas needing improvement will be provided in writing with timelines for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 d) The written purpose of evaluation report shall is for recording assessment and to encourage employee growth. e) The number of paid leave hours used by employees will not be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the included in their evaluation. Provision shall However, attendance and punctuality may be made for written comments and reactions by the employee which shall be attached and become a part of addressed in the evaluation reportunder Professionalism. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal ‌ A. The supervisor shall annually report in writing to the Superintendent on the performance of each employee. This evaluation including shall consist of a conference must be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed document assessing the employee’s performance was no less than skill set and performance. The evaluator shall schedule a conference with the last rated employee to discuss the evaluation. The evaluation conference shall occur prior to the evaluation documents being forwarded to the Human Resources office. 15.2 The B. An employee or supervisor may request an evaluation shall be based on the conclusions and assessments reached by the evaluatorconference and/or written evaluative statement: 1. In the event of voluntary or involuntary transfer to another position; 2. When an employee resigns or is assigned terminated; or 3. When a significant change in employee performance occurs. C. All new employees shall be evaluated within 90 days of their hire date. This evaluation shall consist of a document identifying the employee’s strengths and weaknesses. D. Evaluation is the responsibility of the supervisor and should reflect the requirements of the position. All employees shall be provided an annual written evaluation no later than June 1. E. The employee and the supervisor shall sign the evaluation in acknowledgment of having reviewed the evaluation. The employee may, at the employee’s option, file a written statement to more than one (1) locationaccompany the evaluation in areas where there is disagreement with statements in the evaluation. F. In the event the supervisor determines there are performance deficiencies, the home administrator affected employee and the supervisor shall meet to review the same. If the employees performance is unsatisfactory, the following steps may be responsible for submitting taken: 1. A plan of improvement in the evaluation formcited areas, that is specific and reasonable, may be developed by the supervisor to assist in the remediation of the deficiencies. All administrators should The employee may provide input to the home administrator prior plan. 2. The plan, will continue for 60 days. The purpose of the plan of improvement is to give the employee the opportunity to demonstrate improvement in his/her area or areas of deficiency. 3. During this period, the supervisor shall meet with the employee regularly. 4. All plans and efforts to address the deficiencies shall be documented by the supervisor. 5. In the event the employee does not demonstrate the competence required in the area or areas cited to be addressed to the satisfaction of the supervisor upon completion of the formplan of improvement, the employee shall be so notified. 15.3 The evaluation shall be based on observations of the employee’s work performance6. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may Employees facing adverse action have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown access to the employee within ten grievance/arbitration process (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation reportArticle 12). 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance 7.1 Each year each year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an permanent employee is not evaluated, it covered by this Agreement shall be assumed the employee’s performance was no less than the last rated evaluation. 15.2 The evaluated by his/her immediate supervisor, and such evaluation shall be based set forth on the conclusions and assessments reached by the evaluator. In the event an Classified Employee Performance Evaluation attached hereto as Appendix C. An employee is assigned to who has had more than one (1) locationsupervisor in the previous year shall have a terminal evaluation prepared at the time of transfer, reassignment or promotion to another position. Each supervisor shall evaluate only for the home administrator time the employee was under his/her supervision. 7.2 Nothing herein shall prohibit the District from evaluating an employee more often than yearly if the District determines that such evaluation may result in improvements in the employee's performance. An employee serving a six (6) month probationary period after initial hire or after promotion shall be responsible for submitting evaluated at the evaluation form. All administrators should provide input to the home administrator prior to the completion end of the formtwo (2) months, four (4) months, and five and one-half (5-1/2) months of such probationary period. 15.3 7.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employeeemployee by the evaluator. Specific suggestions for improvement shall If the evaluator changes the rating as a result of the conference, a new evaluation form may be given so obtained from the District Human Resources Department. However, it is understood that the primary purpose of such evaluations is to be constructive and to help the employee may have an opportunity and sufficient time, as indicated by achieve or maintain at least a "meets expectations" level of performance. An employee has the appraisal team, right to improverespond in writing to his/her performance evaluation. 15.4 Provision 7.4 The performance appraisal system should communicate performance standards for the position and encourage growth and improvement of performance for the future. It is also understood that evaluation of an employee's performance should be an ongoing process, and the District supervisors shall be made for discuss improvement needs with employees. If an overall assessment by the evaluator which clearly indicates a satisfactory employee receives an “NI” or unsatisfactory rating. No employee shall receive a “U” rating on any aspect of his/her performance evaluation, the evaluation less than satisfactory without having received earlier written suggestions must indicate the manner in which the employee is not meeting standards for improvement the position; determine a “meets expectations” level of performance; and a specified time period in which the area of weakness and having been given an opportunity employee is expected to show improvement. An overall evaluation When it becomes apparent that an employee may receive an Unsatisfactory (U) annual rating may not be lower than the previous rating unless in any performance factor, prior to giving the employee has received advanced warning of such a possible reduction rating, the immediate supervisor and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee shall meet to discuss the employee’s deficiencies and recommendations for improvement. If dissatisfied with a “U” rating, an employee may request a review, within ten (10) working days subsequent of the performance evaluation conference, at the next higher administrative level. 7.5 Non-compliance with the procedures set forth in this article may be the subject of a grievance pursuant to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will notGrievance Article of this Agreement, however, necessarily indicate agreement with the evaluation. Provision but nothing herein shall be made for written comments and reactions by considered to make the employee which shall be attached and become a part content of any evaluation subject to such grievance procedure. 7.6 Employees who are in their probationary period or who received an “NI” or “U” on any performance rating in the most recent performance evaluation must complete the Classified Employee Self-Evaluation (Appendix D). Completion of the evaluation reportClassified Employee Self-Evaluation is voluntary for all other employees. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal A. Evaluations for non-probationary employees shall take place by May 31, each year using the evaluation including form mutually agreed upon by the Association and the District. B. At any time, the quality of the work of an employee is deemed unsatisfactory; such employee shall receive a conference written communication from the immediate supervisor. The Association shall be furnished a copy of any written warning, reprimand, suspension, or dismissal at the request of the employee. C. Any time, an employee receives either an unsatisfactory annual evaluation (section A) or a written communication that the employee’s work is unsatisfactory (section B); the supervisor will provide the employee with a written improvement plan. It will describe the actions the employee must take to improve, with time lines for achievement of the actions. It will also describe the steps the District and the immediate supervisor will take to assist the employee in the improvement. The plan will include adequate time to provide needed training of the employee. The plan must be made reasonable and achievable within the time frames indicated. It will include regularly scheduled meetings between the employee and the supervisor to discuss the employee’s progress. Employees will not be expected to undertake improvement activities on their own time or at their own expense. Except in the case of probationary employees, the improvement plan will last a minimum of once every two sixty (260) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when workdays. D. At the appropriate standard form is not usedconclusion of the improvement plan, the feedback shall have no rating attached to it. In any fiscal year in which an immediate supervisor will provide the employee is not evaluated, it shall be assumed with a written summary of the employee’s performance was no less than progress under the last rated evaluationplan. It will include a summary statement in which one of the following conclusions is provided: 1) The employee has successfully completed the plan of improvement and is considered satisfactory; 2) The employee has made progress under the plan and will be retained subject to a new or continued plan of improvement; 3) With the prior approval of Human Resources and GRAEOP, the employee will be transferred to an available GRAEOP position at the appropriate rate of pay for the position (provided the employee has the necessary qualifications) or; 4) The employee has not made progress under the improvement plan and is recommended for termination. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. E. In the event an employee is assigned receives an unsatisfactory evaluation; they will have the right to more than one (1) location, a waiting period of 48 hours before signing the home administrator shall be responsible unsatisfactory evaluation for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion purpose of the formconsulting with an Association representative. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must The terms of this Article shall not be made a minimum interpreted in any manner which alters or is inconsistent with the rights and obligations in the article of once every two this Agreement addressing Employment Status. The primary purpose of evaluations shall be for the improvement of employment skills, and all evaluations shall be conducted in good faith and in accordance with the provisions of this Agreement. 7.1 Unit members shall be evaluated by no later than June 30 (2or the last working day of the school year for B and C basis employees) years. Employees should per the applicable form at Appendix A. The period reviewed shall be provided with feedback on their performance each the current school year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it evaluator shall be assumed the employee’s performance was no less than immediate supervisor or someone outside the last rated evaluation. 15.2 The evaluation shall be based on bargaining unit sufficiently familiar with the conclusions and assessments reached work done by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement Failure of BCCHS to issue an evaluation shall not be construed in a negative light or have an adverse impact on promotions or other future employment considerations. 7.2 Probationary unit members as defined by Article 18 shall be given so formally evaluated at least once during the probationary period. It is acknowledged that supervisors should provide more frequent feedback, but failure to evaluate an employee shall not impact the School’s right to release an employee may have an opportunity and sufficient time, as indicated by during the appraisal team, probationary period pursuant to improveArticle 18. 15.4 Provision 7.3 The BCCHS evaluator and the unit member will sign a copy of the evaluation. The signature of the unit member shall be made for an overall assessment by indicate receipt of the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may document, not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvementnecessarily agreement therewith. 15.5 The written evaluation report 7.4 After receiving his/her copy, the unit member shall be shown to the employee within have ten (10) working days subsequent to review the evaluation and add a written response. Any written response of the unit member to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which evaluation shall be attached to the evaluation and become a part included in the unit member’s personnel file. 7.5 If any category on the performance report is rated lower than "meets requirements," the following will be included on the evaluation: 7.5.1 Statement of the evaluation reportproblem or concern, 7.5.2 The desired improvement, 7.5.3 Suggestions as to how to improve, and 7.5.4 Provisions for assisting the employee. 15.6 Matters relating 7.6 No grievance arising under this Article shall challenge the substantive objectives, standards, or criteria determined by the evaluator or the School, nor shall it contest the judgment of the evaluator. Grievances solely concerning particular evaluations shall be limited to evaluation may be subject a claim that the procedures of this Article have not been followed. 7.7 CEU and representatives from BCCHS shall form a task force/committee to meet and discuss possible revisions to the grievance procedure only for reasons of arbitrariness or failure to follow procedureevaluation article and evaluation forms as needed.

Evaluation. 15.1 Formal 7.1 Employees shall be evaluated annually by June 30 with the exception of two hundred sixty (260) day employees who will be evaluated annually no later than August 31. Should the District fail to issue an employee a performance evaluation including within this timeframe, such employee will be considered to have met all expectations for that evaluation period. 7.2 Except in the case of an investigation of suspected misconduct, no observation of employee performance will be conducted in a conference must secret or surreptitious manner. 7.3 Performance deficiencies, complaints or concerns will be made promptly brought to the attention of the employee, to ensure the employee opportunity to correct the deficiency. If a minimum supervisor has a reasonable concern that an employee will not meet expectations in any or all portion of once every two (2) years. Employees should the evaluation, they will meet with the employee face-to-face to discuss the areas of concern, identify the deficiencies and the expectations for acceptable levels of performance. 7.4 An employee shall be provided with feedback on their performance each year. The appropriate standard given a draft copy of any evaluation form will normally be used every other year. In a year when prepared by his/her evaluator(s) the appropriate standard form is not used, the feedback shall have no rating attached day before any conference to discuss it. In any fiscal year in which an employee is not evaluated, it No such evaluation form shall be assumed submitted to the District Office, placed in the employee’s performance was no less than 's personnel file or otherwise acted upon, without prior conference with the last rated evaluation. 15.2 The evaluation employee. No employee shall be based on required to sign a blank or incomplete evaluation form. Evaluation forms shall include, when pertinent: a. Strengths of the conclusions and assessments reached by the evaluator. employee b. Areas of improvement needed c. Recommendations for improvement 7.5 In the event an employee is assigned to more than one (1) locationgiven an evaluation with recommendation for improvement, the home administrator shall employee will be responsible for submitting given a reasonable amount of time to implement the evaluation form. All administrators should provide input to the home administrator prior to the completion of the formrecommendations. 15.3 7.6 The evaluation shall be based on observations of employee will have the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement opportunity to write a rebuttal to his/her evaluation. 7.7 An employee shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improvea copy of any evaluation. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement 7.8 Evaluation forms are in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvementAppendix 2. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal All support personnel will be evaluated in writing, a minimum of one time annually prior to April 1. New employees will be evaluated within ninety (90) days of employment. A committee shall review employee evaluation including forms when necessary and recommend changes to the Superintendent. There shall be no other evaluation forms used. This committee shall consist of at least one support employee from each classification or department. Each evaluation will be followed by a conference between the evaluator and the support employee. The conference will be held within five (5) working days of the evaluation and the employee will be given a copy of the evaluation report at that time. The supervisor will discuss the strengths and weaknesses of the employee's work and will make suggestions as to how the employee may improve his/her performance. The employee shall acknowledge the written evaluation by his/her signature on the evaluation report. One copy of the evaluation report shall be given to the employee being evaluated, a copy shall be given to the administrator of the building/ work site, and the administrator shall forward the report with their recommendations to the District Personnel Office. After the evaluating conference the employee may respond in writing and this response shall be a part of the record. Such response must be made within ten (10) working days of the receipt of the evaluation. Except by order of a minimum court of once every two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard competent jurisdiction, evaluation form will normally be used every other year. In a year when documents and the appropriate standard form is not used, responses of the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed available only to the evaluated employee’s performance was no less than , and the last rated Board or administrative staff making the evaluation. 15.2 The evaluation shall be based on , and the conclusions Board or administrative staff of any school to which the employee applies for employment, and assessments reached other such persons specified by the evaluatoremployee in writing. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting If the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions indicates “unsatisfactory”, a program for improvement shall will be given so that the employee may have an opportunity and sufficient time, as indicated developed by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier administrator with specific written suggestions for improvement in the area of weakness and having area(s) where an “unsatisfactory” has been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conferenceindicated. The supervisor/coordinator in charge may request from the head of Human Resources a physical evaluation at the district’s expense, when through the annual evaluation process, reasonable cause exists that an employee shall sign does not meet the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part requirements of the evaluation reportdistrict job description for that position. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including 7:1 APPRAISAL Evaluation and judging of an employee's performance shall be for the following purposes: a. To provide an opportunity for the employee to know if the work is acceptable and, if not, to be advised regarding what needs improvement; b. To establish a conference procedure whereby employee training needs may be identified; c. To promote open exchange of ideas, concerns and improvement of quality; d. To provide information for making judgments about employee assignments and continued employment. 7:1.1 Evaluations for all secretaries will be conducted by the supervisor openly and with knowledge of the employee and should note both deficiencies in performance and improvements and will be completed annually by July 1. An employee must be have been made a minimum aware of once every two (2) years. Employees should be provided with feedback unsatisfactory performance prior to it being marked on their performance each yearthe evaluation. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employeesecretary and the employee will sign the evaluation before submission to the appropriate office for filing. Specific suggestions for improvement shall be given so Such signature will indicate only that the employee may have an opportunity has read the material and sufficient time, as indicated by does not necessarily indicate agreement with its content. One copy of the appraisal team, to improve. 15.4 Provision shall signed evaluation will be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee at least twenty-four (24) hours before any conference to discuss it and one copy will be placed in the District's Human Resources Department file pertaining to the employee. An employee must be evaluated by his/her supervisor within the probationary period. 7:1.2 A secretary who wishes to disagree with the evaluation must do so in writing within ten (10) days subsequent after receipt of the evaluation or conference, whichever is later, to discuss it. Such rebuttal will be attached to the aforementioned conferenceevaluation before it is submitted to the appropriate office for filing. 7:1.3 When an employee is rated less than satisfactory, the employee shall be notified that a meeting to develop an improvement plan shall be held within ten (10) days. The employee will be told that he/she has a right to have an Association representative present at the meeting. The improvement plan shall sign include a timeline for completion. When the report within three (3improvement plan has been satisfactorily completed a letter stating such will be placed in the Human Resources file of the employee. If the improvement plan is to be extended or revised, the evaluator must provide specific deficiencies and recommended area(s) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with for growth to support their recommendation prior to the evaluation. Provision shall be made for written comments and reactions by expiration date of the employee which shall be attached and become a part improvement plan. 7:2 Procedure violations of the evaluation report. 15.6 Matters relating to evaluation may be procedure/instrument(s) are subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must Section 1: Secretaries shall be made a minimum of evaluated at least once every two (2) yearsper year. Employees should secretaries shall be provided with feedback a copy of all written observations and evaluations if requested. An evaluation form is attached as Appendix A. Section 2: Any bargaining unit member who receives an overall end of year rating of “unsatisfactory” or “needs improvement” shall be subject to consequences in compensation in accordance with Articles 54 & 55 (Wage Increases). Section 3: Any bargaining unit member who receives an overall rating of “needs improvement” shall be placed on their performance each a directed growth plan for up to one (1) year. Any bargaining unit member who receives an overall rating of “unsatisfactory” may be placed on an improvement plan for at least twenty (20) days and/or be subject to discipline/discharge where circumstances warrant such action. A secretary on an improvement plan may be subject to additional evaluations and supervisory meetings. The appropriate standard evaluation form will normally Employer shall be used every other responsible for clearly identifying areas of concern and ways to improve on the undesired behavior/performance within both directed growth and improvement plans. Section 4: A secretary may request a meeting to discuss an evaluation. A rating of “unsatisfactory” shall trigger a meeting with the secretary. Section 5: End of year evaluations should be completed by June 15 of each academic year. In a year when This deadline may be extended where the appropriate standard form Superintendent or his designee determines that the circumstances warrant such action. If no evaluation is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, completed it shall be assumed the employee’s performance secretary was no less than the last rated evaluationat least “proficient” in all areas. 15.2 The Section 6: When performance issues arise, the Employer, when an issue is known, should not wait until the end of year evaluation to raise concerns. Section 7: An Evaluation Committee shall be based on established consisting of two members of the conclusions and assessments reached Holyoke Public School Secretaries' Association selected by the evaluatorUnion President, two representatives from the Holyoke Public Schools selected by the Superintendent, and one representative from a third party institution (such as a university) mutually selected by both groups. In A secretary can appeal to the event an employee Evaluation Committee for a secondary review if he or she does not receive the requisite rating for salary advancement. The Committee will examine the appeal and within two weeks shall make a recommendation as to whether a secondary review is assigned to more than one warranted. The Superintendent shall select the secondary evaluator for any case recommended for secondary review. If the secondary review results in the minimum (1or better) locationrating required for advancement, the home administrator secretary shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the formimmediately advance. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it Unit members shall be assumed the employee’s performance was no less than the last rated evaluation. 15.2 The evaluated regularly and in writing in accordance with this Agreement. Such evaluation shall be based the responsibility of the chancellor or the chancellor's designee. Evaluations shall appraise the extent to which each unit member has met the performance assignment, the extent to which the unit member's professional growth and development has proceeded, and the prospects for the unit member's continued professional growth and development. Evaluations shall also identify changes, if any, in emphasis required for promotion, tenure and continued professional growth and may result in the initiation of processes to improve performance. MAU rules and procedures shall identify processes which shall be available to assist unit members in the improvement of performance. Unit members annually shall provide current curriculum vitae (CV) and Annual Activity Reports for review by their xxxx or the xxxx’x designee. Nothing in this article may be construed as conferring supervisory status on department heads/chairs. Deans/directors shall only request formal written evaluations from tenured department heads/chairs. Informal assessments provided by non-tenured department heads/chairs to the conclusions and assessments reached Xxxx/director or other reviewers may be considered along with other information provided by the evaluatorunit member or available to the reviewer. In Written documentation in support of such evaluation shall be made available to the event affected unit member. These evaluations shall play a part in determining if the unit member shall be retained, promoted, or tenured. The nonprocedural aspects of the evaluation of unit members shall be considered substantive academic judgments. 9.2.1 Evaluation of Tenure Track Unit Members for Progression towards Tenure Evaluation of tenure track unit members shall be conducted on an employee is assigned to more annual basis and no later than one (1) locationJanuary 5 by the xxxx or director or the xxxx’x designee, and, at the request of the xxxx, by the unit member’s tenured department head/chair. During the fourth year of a tenure track appointment the unit member shall receive a comprehensive and diagnostic review by peer unit member review committees and administrators in accordance with the procedures for evaluation provided in Article 9.2.5, the home administrator shall be responsible for submitting the evaluation formpurpose of which is to assess progress toward tenure or promotion. All administrators should provide input The review, however, will proceed to the home administrator xxxxxxx. The review may proceed to the chancellor only at the request of the unit member. A unit member who commences a fourth year review may not convert to a tenure or promotion review. If a unit member chooses to stand for promotion and tenure during the fourth year review period, the unit member may not withdraw the file from consideration at any step in the process. If the decision of the chancellor is to deny tenure, the unit member may continue to serve as a tenure track unit member but may not stand again for promotion/tenure prior to the completion mandatory year of the formreview. 15.3 The evaluation shall be based on observations 9.2.2 Evaluation of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions Tenure Track and Tenured Unit Members for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve.Promotion 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.a. Evaluation Process

Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated written evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement.weakness 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must Section 1: Administrative support staff shall be made a minimum of evaluated at least once every two (2) yearsper year. Employees should Administrative support staff shall be provided with feedback a copy of all written observations and evaluations if requested. An evaluation form is attached as Appendix A. Section 2: Any bargaining unit member who receives an overall end of year rating of “unsatisfactory” or “needs improvement” shall be subject to consequences in compensation in accordance with Articles 54 through 56 (Wage Increases). Section 3: Any bargaining unit member who receives an overall rating of “needs improvement” shall be placed on their performance each a directed growth plan for up to one (1) year. Any bargaining unit member who receives an overall rating of “unsatisfactory” may be placed on an improvement plan for at least twenty (20) school days and/or be subject to discipline/discharge where circumstances warrant such action. An Administrative support staff on an improvement plan may be subject to additional evaluations and supervisory meetings. The appropriate standard evaluation form will normally Employer shall be used every other responsible for clearly identifying areas of concern and ways to improve on the undesired behavior/performance within both directed growth and improvement plans. Section 4: A administrative support staff may request a meeting to discuss an evaluation. A rating of “unsatisfactory” shall trigger a meeting with the administrative support staff. Section 5: End of year evaluations should be completed by June 7 of each academic year. In a year when This deadline may be extended where the appropriate standard form Superintendent or his designee determines that the circumstances warrant such action. If no evaluation is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, completed it shall be assumed the employee’s performance administrative support staff was no less than the last rated evaluationat least “proficient” in all areas. 15.2 The Section 6: When performance issues arise, the Employer, when an issue is known, should not wait until the end of year evaluation to raise concerns. Section 7: An Evaluation Committee shall be based on established consisting of two members of the conclusions and assessments reached Xxxxxxxx Administrative Support Association selected by the evaluatorUnion President, two representatives from the Xxxxxxxx Public Schools selected by the Superintendent, and one representative from a third party institution (such as a university) mutually selected by both groups. In Administrative support staff can appeal to the event an employee Evaluation Committee for a secondary review if he or she does not receive the requisite rating for salary advancement. The Committee will examine the appeal and within two weeks shall make a recommendation as to whether a secondary review is assigned to more than one warranted. The Superintendent shall select the secondary evaluator for any case recommended for secondary review. If the secondary review results in the minimum (1or better) locationrating required for advancement, the home administrator administrative support staff shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the formimmediately advance. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must 8.1 Educational support staff shall be made a minimum of evaluated at least once every two (2) years. Employees should be provided with feedback on years and informed of the quality of their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to itwork. In any fiscal year in which an the employee is not evaluated, it the employee's performance shall be assumed the considered satisfactory. 8.2 An employee’s performance was no less than may be evaluated at any time during the last rated evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached school year if deemed necessary by the evaluatoradministrator/supervisor and specific performance deficiencies are documented in writing. In the event an employee is assigned However, at least thirty (30) days prior to more than one (1) locationany evaluation rating of "unsatisfactory" or "needs improvement", the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed supervisor must confer with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity , identify areas of weakness, and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions provide recommendations for improvement in writing. 8.3 An evaluation conference shall be held between the area of weakness principal/department head or his/her designee and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity prior to show June 1. During the necessary improvement. 15.5 The written evaluation report shall be shown to conference, the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days review, sign, and receive a copy thereofof the written evaluation. Such The employee's signature will not, however, necessarily does not indicate agreement with the evaluation. Provision The employee shall be made for have the right to attach written comments and reactions by to the permanent evaluation report, within ten days of the evaluation conference. Written comments submitted to the Director of Human Resources will be included in the online employee which shall evaluation database no later than five (5) duty days after receipt. 8.4 In case of an unsatisfactory performance, the supervisor is responsible to determine the areas needing improvement and to make written recommendations for improvement. 8.5 When complaints regarding an employee are to be attached and become a used as part of the evaluation reportof that employee, such complaint will be promptly investigated and called to the attention of the employee. Upon notification of such complaint, the employee will have an opportunity to review/receive a copy of the written complaint(s). The employee will be given the opportunity to respond to and/or rebut such complaint, and will have the right to be represented by the Association and counsel at any meeting or conference between the employee and supervisor regarding such complaint. In non-emergency situations, two (2) work days’ notice shall be given for such meetings. A complaint is a negative comment or inquiry regarding behavior of an employee by a person not in the employ of the school system, or not acting in the role of employee if employed by Xxxxxxx County Public Schools. The complaint may be oral or written. Prior to the start of an investigation, the employee will be informed of the nature of the complaint. Upon request, the employee will be provided written notification of the known allegations against him/her. 15.6 Matters relating to evaluation 8.6 The personal life of a support staff employee shall be the concern of and warrant the attention of Xxxxxxx County Public Schools (CCPS) only as it may be subject to directly prevent the grievance procedure only for reasons of arbitrariness or failure to follow procedureemployee from properly performing his/her assigned functions during the duty day and/or negatively impact normal operations in the workplace.

Evaluation. 15.1 Formal evaluation including 11.1 A unit member shall serve one hundred thirty (130) days of paid service in a conference must probationary period. 11.2 Probationary unit members shall be made evaluated by their primary administrator prior to recommendations for permanency. Evaluations shall be completed by the 65th t working day and the 105th working day prior to a minimum of once every two (2) years. Employees should be provided with feedback recommendation for permanency on their performance each year. The appropriate standard evaluation form will normally forms. Permanent unit members shall be used evaluated on or before the unit member’s anniversary date unless the immediate supervisor determines it unnecessary, but no less than every other year. In a year when The District shall provide the appropriate standard form is not used, necessary evaluation forms to be completed by the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it administrator. 11.3 Evaluations shall be assumed performed by the employee’s performance was no less than assigned supervisor. Evaluation forms will be signed by the last rated evaluationresponsible administrator. 15.2 11.4 The unit member shall sign the evaluation to indicate knowledge of the contents but not necessarily agreement on the contents. 11.5 The unit member shall be based on provided a copy of the conclusions and assessments reached by evaluation at the evaluatortime that it is signed. In If the event an employee is assigned to more than one (1) locationunit member requests a follow up meeting, the home administrator then that meeting shall be scheduled within a reasonable period of time and provide an opportunity for meaningful dialogue between the unit member and the responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the formsupervisor. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within 11.6 Within ten (10) working days subsequent of receipt of the evaluation, the unit member may file a written response to the aforementioned conferenceevaluation with the Human Resources Department and have that response attached to the evaluation and placed in the unit member’s personnel file. Upon written request of the employee, the time limit for a written response may be extended. 11.7 Unsatisfactory evaluations in one or more areas require an explanation of unsatisfactory performance and specific suggestions for improvement. Unit members shall take positive action to correct deficiencies in performance. The employee shall sign evaluator’s role in assisting the report within three (3) days unit member may include, but not be limited to, the following: • Shall include specific recommendations for improvement; • Direct assistance to implement such recommendations; • Techniques to measure improvement; and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report• A reasonable time schedule to monitor unit member’s progress. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal 1. Performance Evaluation is a constructive process to acknowledge the performance of an employee. An employee’s evaluation including shall be sufficiently specific to inform and guide the employee in the performance of her/his duties. Performance standards are guidelines for performing the duties of a conference must specific job. Performance standards and guidelines for performing the duties of a specific job shall be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each yearreasonable. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an of each employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated evaluation. 15.2 The evaluation shall be based on the conclusions individual employee’s performance. 2. Except in the case of minor and assessments reached non-substantive changes, the University will, 60 calendar days prior to implementing a new performance evaluation form or written performance standard, provide a copy of the proposed form or written standard to CUE. If CUE provides a written request to meet and discuss within 30 days of the notice date, the University shall meet and discuss with CUE regarding the change. In addition, if CUE requests in writing to meet about any alleged significant change in performance standards or performance evaluation form, the University shall meet and discuss within 30 days of CUE’s request regarding the change, if any. 3. Performance evaluation is not in and of itself a disciplinary procedure. 4. Clerical Unit employees who receive an overall “needs improvement” rating shall have been informed of any deficiencies, including information about how to correct such deficiencies prior to receiving such an overall evaluation. 5. The performance of each non-probationary career employee shall be evaluated at least annually, in accordance with a process established by the evaluatorUniversity. The University will inform each new, non-probationary, career employee or each employee transferred or rehired to a different department, when they should expect a performance evaluation. In the event a non-probationary career employee does not receive the written evaluation, the employee may take the following action: a) Within 15 calendar days of the date the written evaluation was due but not received, the employee shall make a written request for the evaluation to the employee’s immediate supervisor. When an employee is assigned to more than one (1) locationmakes such a request, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The an evaluation shall be based on observations completed within 15 calendar days of the request, unless the parties mutually agree otherwise. b) In the event a non-probationary career employee does not receive a written evaluation and fails to request that an evaluation be completed within the required period of time, the employee’s work performance. Less than satisfactory performance overall evaluation shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve“meets expectations. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.”

Evaluation. 15.1 Formal 12.1 Employees shall be subject to periodic performance evaluations. Employee performance evaluations are for the purpose of evaluating individual employee performance and for providing guidance for performance development and improvements. An employee and the appropriate administrator, upon the request of either, also may meet informally to discuss any concerns either may have regarding the employee’s performance. Such meetings are not considered performance evaluations and therefore are not subject to the provisions of this Article. 12.2 Evaluations should be a review of the employee’s performance, written by a non- bargaining unit evaluator, and based upon job-related criteria, including input from the employee and the employee's bargaining unit Supervisor where appropriate. 12.3 Performance evaluations shall be in writing and shall be placed in the employee's personnel file. The employee shall be provided with a copy of the official performance evaluation including a conference must which is to be made a minimum of once every placed in their personnel file prior to such placement. 12.4 A permanent employee shall be evaluated at least annually. 12.5 A probationary employee shall be evaluated within two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when weeks of having completed the appropriate standard form is not used, sixth (6th) and eleventh (11th) month of the feedback shall have no rating attached to it. In any fiscal year in which an probationary period. 12.6 A temporary employee is not evaluated, it shall be assumed the employee’s performance was no evaluated at least once every appointment period, but not less than the last rated evaluationonce per year. 15.2 The evaluation 12.7 Evaluations shall be based on the conclusions and assessments reached signed by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with evaluator and the employee. Specific suggestions for improvement shall be given so The employee’s signature indicates that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on has reviewed the evaluation less than satisfactory without having received earlier written suggestions for improvement in with the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may evaluator, but does not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the content of the evaluation. Provision . 12.8 The employee shall be made given up to five (5) work days to review the draft evaluation and provide input, if any, to the evaluator. 12.9 The evaluator shall consider the input provided pursuant to provision 12.8 above in preparing the final performance evaluation, and prior to placing it in the employee’s personnel file. 12.10 The employee shall be given the opportunity to discuss the evaluation in a meeting with the appropriate administrator. Such a meeting shall take place at a mutually acceptable time and location. The performance evaluation of an individual with an overall performance rating of below satisfactory shall provide an explanation for the rating. 12.11 If an employee disagrees with the written comments and reactions by performance evaluation, the employee may submit a rebuttal statement which shall be attached to the written performance evaluation and become placed in the personnel file. The employee may also request a part of second meeting with a union representative present to further discuss the evaluation reportevaluation. Such a meeting shall take place at a mutually acceptable time and location. 15.6 Matters relating 12.12 An employee may request to discuss an evaluation may with the evaluator’s supervisor. Such requests shall not be unreasonably denied. 12.13 The term "evaluator" as used in this Article refers to the non-bargaining unit person designated by the appropriate administrator to conduct the performance evaluation of an employee. 12.14 The content of performance evaluations shall not be subject to the grievance procedure only for reasons provisions of arbitrariness or failure to follow procedureArticle 9, Grievance Procedure.

Evaluation. 15.1 Formal evaluation including a conference must ‌ 12.1 Competence, skills, and attitudes of unit members are evaluated at intervals on the existing performance appraisal forms. 12.2 Evaluation forms shall be made a minimum completed for each probationary employee on or about the end of once every two (2) years. Employees should be provided with feedback on their performance each yearthe 3rd and 6th month of his/her probationary period. The appropriate standard unit member shall sign the forms to indicate that he/she has read the evaluation of job performance. The probationary period shall end at the conclusion of the 9th actual month of work. 12.3 Following the probation period, a performance appraisal form will normally shall be used completed at least every other year. In By signing the performance appraisal form, the supervisor certifies that he/she has discussed any weaknesses or problems noted therein with the unit member. 12.4 When there has been a year when significant change in job performance, the supervisor may undertake an interim evaluation. Any interim evaluation shall specify the areas to be improved and provide, where applicable, specific recommendations for improvement and a time frame for accomplishment of established goals. 12.5 By signing the performance appraisal, the unit member does not signify that he/she has agreed or disagreed with the report. 12.6 Classified unit members shall be evaluated by the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated evaluationsupervisor. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision 12.7 Evaluations shall be made for an overall assessment by in a conference between the evaluator unit member and his/her appropriate supervisor at which clearly indicates a satisfactory or unsatisfactory ratingtime they will discuss ways and means of improving greater efficiency and productivity. No employee shall receive a rating on Together they will analyze the unit member's strong points and areas in which improvement may be made. 12.8 A copy of the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been will be given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to at the aforementioned conference. The employee shall sign will indicate his/her knowledge of the report within three (3) days and receive a copy thereof. Such signature evaluation by signing the evaluation form. 12.9 The evaluation will not, however, necessarily indicate agreement be forwarded to the office of the Assistant Superintendent of Human Resources on the appropriate form. 12.10 Any employee who is dissatisfied with the evaluation. Provision shall be made for written comments and reactions performance evaluation he/she has received from the assigned administrator may request a review of the rating by the employee Assistant Superintendent of Human Resources or designee, after it has been discussed with the original evaluators 12.11 After the review, he/she may prepare a written response within 20 days which shall be attached and become a part of to the evaluation reportand placed in the employee's personnel file. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal 1. The purpose of the evaluation including process is to evaluate performance, communicate with employees on how they are performing, recognize strengths, identify areas needing improvement and identifying training and development opportunities. 2. The immediate supervisor is solely responsible for evaluating employees and will do so by direct observation. 3. Other District administrators who work with the employee may assist in the evaluation process by providing input to the immediate supervisor concerning the employee’s performance. 4. The employee’s assigned teacher may also provide input, but the assigned teacher shall not use the employee’s evaluation form. 5. If other District administrators and/or the employee’s assigned teacher provide input indicating sub-standard job performance, the immediate supervisor shall directly observe the employee, and process such concerns by means of a conference must verbal directive and written directive prior to marking 1s and 2s on the employee’s evaluation form. 6. All evaluations shall be made conducted openly with full knowledge of the employee. The employee shall be advised prior to being evaluated of the procedures and instruments to be used in the evaluation by October l5th of each year. 7. All employees shall be evaluated once a minimum of once every year. Probationary employees shall be evaluated two (2) years. Employees should be provided with feedback on their performance each additional times per school year. 8. The appropriate standard employee’s immediate supervisor will show the evaluation form will normally be used every other yearreport to the employee. In a year when The employee may discuss the appropriate standard form evaluation with the immediate supervisor before it is not usedsubmitted to the Human Resources Department. The employee may write comments on the evaluation. 9. After the employee has read the evaluation report, and discussed the evaluation with the immediate supervisor, the feedback shall have no rating attached employee will sign the evaluation indicating acknowledgement that the evaluation has been read and understood. The employee’s signature does not mean that the employee agrees with the evaluation, only that the employee has seen and read the evaluation. 10. The evaluation document will reflect a summary of prior communication to itthe employee regarding areas of needed improvement. 11. In any fiscal year in which When an employee is has not evaluatedachieved one or more of the essential competencies as indicated on the performance evaluation form, it the supervisor will have previously identified and addressed these sub-standard job performance concerns through a written reprimand. The written reprimand shall be assumed occur prior to the employee’s performance was no less than the last rated evaluation. 15.2 The annual evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible with sufficient time for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improvedemonstrate improved job performance. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it 18.1 Evaluations shall be assumed completed at least annually on the anniversary of the employee’s performance was date of hire using forms agreed upon by both parties. If the supervisor fails to meet the evaluation deadline, the employee may send an email to the supervisor with a copy to the SA requesting completion of the evaluation within five (5) days. In the case of an unforeseen emergency condition situation, the timelines set forth herein may be mutually extended. New employees shall be evaluated pursuant to Section 24. 18.2 The employee may request and/or the supervisor may schedule a pre- evaluation conference which should be held no less later than 45 days prior to the last rated evaluation end date. The purpose of the conference is to acquaint the employee with the process to be followed and to answer questions pertaining to the format and forms used for evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. 18.3 In the event that a supervisor anticipates rating an employee is assigned to more than one (1) locationbelow satisfactory in any category, the home administrator supervisor must notify the employee in writing at the pre-evaluation conference. The supervisor shall provide the employee an opportunity to discuss performance and provide suggestions for improvements. If the supervisor does not meet the pre-evaluation deadline, the supervisor shall not give the employee a below satisfactory rating. 18.4 The supervisor shall meet with employee to discuss the evaluation, compare the previous and current evaluations, and to review the current job description. The employee will bring the completed sections of the Self-Assessment for (Part I, II, III) to the evaluation meeting. The supervisor and employee will review the completed forms. Time will be provided for employee comments, and the parties will sign the original. Signature by the employee implies only that the employee has had an opportunity to see the evaluation. 18.5 All unsatisfactory observation-evaluation ratings shall be responsible explained in writing by the supervisor. The explanation shall include specific recommendations for submitting improvement including assistance to be provided by the supervisor and/or college. 18.6 The supervisor will give the employee their copy when the employee signs the evaluation form. All administrators should provide input to the home administrator prior to the completion The original copy of the form. 15.3 The evaluation form shall be based on observations of submitted to HR for review and placement in the employee’s work performancepersonnel file. 18.7 An employee has the right to include a written statement or document(s) as addendum to the evaluation within 20 days of the evaluation. Less than satisfactory performance The employee may submit the addendum to the SA of HR. The addendum shall be discussed with attached to the evaluation form and a copy provided to the employee’s supervisor. Specific suggestions for improvement shall be given so that the The employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating will note on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvementdocument whenever addendum is attached. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years‌ 1. Employees should shall be provided evaluated/appraised in accordance with feedback on their performance each yearBoard policies, applicable law, and Civil Service Commission regulations. 2. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting administering the evaluation process. Members of the bargaining unit cannot appraise other members of the same bargaining unit. 3. Employees shall be evaluated on their hire or promotional date, except for employees during a probationary period or during a period of less than satisfactory performance. The initiation or completion of an evaluation is not a prerequisite to disciplinary action. 4. New hires and employees who were upgraded due to a promotional opportunity shall receive a mid-term evaluation after three months of service. Training will involve training from the out-going personnel (if applicable) and from other district employees that are responsible for training. 5. Employees shall be evaluated on the following scale: unsatisfactory, needs improvement, satisfactory, very good, and excellent until parties agree on a new evaluation process. 6. The Board will notify employees who are to be placed on evaluation at the beginning of the evaluation period. The Board or its designee shall conduct an orientation annually for all employees undergoing evaluation that school year, at which time copies of the Evaluation Manual will be provided. a. During the evaluation process, the evaluator shall, when necessary, meet informally with the employee to discuss specific performance deficiencies, if any, and/or provide suggestions for improvement. Such a conference will be held at least sixty (60) days before an employee receives an overall rating less than satisfactory. The employee shall be informed of specific performance deficiencies, and may result in a one-time thirty (30) day extension of the evaluation period. 7. The employee undergoing evaluation shall receive a copy of the completed evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less evaluator will explain in writing any less than satisfactory performance ratings. The signature of the employee shall be discussed not indicate agreement with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improveappraisal. 15.4 Provision shall 8. The Appraisal Procedure Manual for Civil Service Employees will be sent to each administrator and one (1) to each office/branch/school to be made available for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory ratingemployee reference. 9. No employee Employees shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement salary increments listed in the area Appendix B upon completion of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless each year of service specified, provided the employee has received advanced warning a satisfactory evaluation. An employee who has been denied a salary increment because of an unsatisfactory evaluation shall be re-evaluated within ninety (90) days. a. If an annual evaluation of satisfactory performance or better is not completed in time to provide the incremental increase, if any, on the employee’s anniversary date of employment or promotion because of administrative delay, the incremental increase shall be effective as of the anniversary date. This provision does not apply to re-evaluations of less than satisfactory employees or to evaluations delayed for other reasons. b. No employee shall be denied the opportunity to take a promotional exam due to any delay in the evaluation process. Career Office Personnel Stipend‌ 1. The career office personnel stipend is the last step of the senior level or higher salary schedule. All personnel in senior level or higher positions will receive this stipend after being on second to last salary step for one year as long as they receive a Very Good or Excellent evaluation. To retain this additional salary step, a Very Good or Excellent appraisal must be maintained. 2. The career office personnel stipend is the last step of the Support Specialist salary schedule. All Support Specialist will receive this stipend after being on second to last salary step for one year as long as they receive a Very Good or Excellent evaluation. To retain this additional salary step, a Very Good or Excellent evaluation must be maintained. 3. When an employee has been assigned to fill all of the duties of an absent employee of a possible reduction and higher classification for more than five (5) consecutive work days, that employee will be paid an opportunity to show the necessary improvement. 15.5 The written evaluation report shall additional twenty dollars ($20.00) biweekly which would be shown retroactively applied to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation reportfirst day assigned. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal A. The supervisor shall annually report in writing to the Superintendent on the performance of each employee. This evaluation including shall consist of a conference must be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed document assessing the employee’s performance was no less than skill set and performance. The evaluator shall schedule a conference with the last rated employee to discuss the evaluation. The evaluation conference shall occur prior to the evaluation documents being forwarded to the Human Resources office. 15.2 The B. An employee or supervisor may request an evaluation shall be based on the conclusions and assessments reached by the evaluatorconference and/or written evaluative statement: 1. In the event of voluntary or involuntary transfer to another position; 2. When an employee resigns or is assigned terminated; or 3. When a significant change in employee performance occurs. C. All new employees shall be evaluated within 90 days of their hire date. This evaluation shall consist of a document identifying the employee’s strengths and weaknesses. D. Evaluation is the responsibility of the supervisor and should reflect the requirements of the position. All employees shall be provided an annual written evaluation no later than June 1. E. The employee and the supervisor shall sign the evaluation in acknowledgment of having reviewed the evaluation. The employee may, at the employee’s option, file a written statement to more than one (1) locationaccompany the evaluation in areas where there is disagreement with statements in the evaluation. F. In the event the supervisor determines there are performance deficiencies, the home administrator affected employee and the supervisor shall meet to review the same. If the employees performance is unsatisfactory, the following steps may be responsible for submitting taken: 1. A plan of improvement in the evaluation formcited areas, that is specific and reasonable, may be developed by the supervisor to assist in the remediation of the deficiencies. All administrators should The employee may provide input to the home administrator prior plan. 2. The plan, will continue for 60 days. The purpose of the plan of improvement is to give the employee the opportunity to demonstrate improvement in his/her area or areas of deficiency. 3. During this period, the supervisor shall meet with the employee regularly. 4. All plans and efforts to address the deficiencies shall be documented by the supervisor. 5. In the event the employee does not demonstrate the competence required in the area or areas cited to be addressed to the satisfaction of the supervisor upon completion of the formplan of improvement, the employee shall be so notified. 15.3 The evaluation shall be based on observations of the employee’s work performance6. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may Employees facing adverse action have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown access to the employee within ten grievance/arbitration process (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation reportArticle 12). 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including A. The purpose of evaluation. 1. The purpose for probationary employees is to assess their performance in judging whether the employee should be placed in a conference must continuing employment status. 2. The purpose for continuing employees is to: a. Assist and encourage employees in improving their skills and performance. b. Assess performance of those receiving promotions or new placement. c. Assess performance where there is a concern about performance that may lead to an improvement plan or a recommendation for termination for unsatisfactory performance. B. Evaluations will be made conducted a minimum of once every two (2) years. C. Evaluations shall be conducted by the employee's immediate supervisor. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every If the evaluator is other year. In a year when than the appropriate standard form is not usedemployee's immediate supervisor, the feedback shall have no rating attached Employer shall, as soon as possible, notify the employee to itbe evaluated who his/her evaluator is to be. In any fiscal year in which an If there is to be more than one administrator providing input into the evaluation, the employee is not evaluated, it shall be assumed notified of their role. D. The criteria and format for evaluation will be determined by the employee’s performance was no Employer. All employees shall receive a copy of the evaluation document prior to its implementation. E. All evaluations shall be in writing and an opportunity will be offered to the employee to review the evaluation with the evaluator. All evaluations citing deficiencies (less than satisfactory performance) shall include recommendations as to how the last rated performance of the employee can be improved. All employees shall receive a copy of their evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event F. When an employee is assigned to more than one (1) locationdoes not agree with his/her evaluation, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement employee shall be given so that the employee may have an opportunity and sufficient time, as indicated to attach a written statement to the evaluation. This statement shall be signed by the appraisal team, to improveemployee. 15.4 Provision G. Each evaluation shall be made for an overall assessment by include the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity statement: "I understand that my signature is not intended to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate my agreement with the evaluation, but is simply to provide the required record that I have read this evaluation and that I have been offered an opportunity to discuss this evaluation with my evaluator. Provision shall be made for written I also recognize my right to attach comments and reactions by concerning this evaluation to this document..." H. Evaluations, where applicable, will include information from other appropriate District bargaining unit members if the employee which shall be attached and become is provided with a part of the evaluation reportwritten document regarding that information. 15.6 Matters relating to evaluation may I. The contents of employee evaluations shall not be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal 9.1 Unit members shall be evaluated by an administrator designated by the Superintendent. The designated evaluator shall be the individual who signs the evaluation. 9.2 The purpose of the evaluation including shall be to recognize outstanding work performed by the unit member and/or to assist the unit member to improve job performance. Designated evaluators are encouraged to have frequent conferences with unit members who are experiencing difficulties so they may be given an opportunity to improve prior to a conference must be made a minimum of once every two (2) yearsformalized evaluation. Employees should In addition, unit members whose performance needs improvement shall also be provided with written feedback on their performance as to what job related areas require improvement and the means to measure said improvement. 9.3 Probationary unit members shall be formally evaluated at least twice during the probationary period of twelve (12) months. Probationary employees shall be formally evaluated during the 4th and 8th months of service. Informal evaluations will take place as necessary. 9.4 Permanent unit members shall be formally evaluated at least once each year. The appropriate standard evaluation form will normally Evaluations shall be used completed no later than May 1st of each year. Unit members who have three (3) consecutive satisfactory evaluations shall be evaluated every other year. In a year when unless the appropriate standard form is not used, immediate supervisor or the feedback shall have no rating attached to it. In any fiscal year in which unit member opts for an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated annual evaluation. 15.2 9.5 If a permanent classified employee is promoted to a new classification in which they do not hold permanent status, they shall be evaluated pursuant to the probationary unit member evaluation schedule. 9.6 The formal evaluation shall be in writing on the approved form attached in this article. The evaluation shall be based on reviewed with the conclusions and assessments reached unit member by the evaluatorevaluating supervisor in a scheduled conference. In the event The evaluating supervisor shall designate an employee is assigned to more than one (overall recommendation as follows: 1) locationmeets or Exceeds district standards or 2) Provisional. Any evaluation where the overall recommendation is Provisional shall require a written improvement plan. 9.7 The unit member shall sign the evaluation. The signature of the unit member being evaluated does not indicate that he/she agrees with the evaluation, but that he/she has been given a copy, had adequate time to review the home administrator written evaluation, and that a conference was held. The original of the evaluation is to be retained by the District and shall be responsible for submitting placed in the evaluation form. All administrators should provide input unit member’s personnel file in the District Office. 9.8 The unit member shall have the right to have a written response attached to the home administrator prior evaluation. The timeline to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier submit any written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within attachment is ten (10) days subsequent to from the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part date of the evaluation reportconference. 15.6 Matters relating 9.9 Unit members have the right to have a representative present at any point during the evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedureconference.

Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years1. Employees should shall be provided with feedback on their performance each evaluated/appraised once a year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it period shall be assumed the employee’s performance was no less than the last rated evaluationfrom September through May. 15.2 2. The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home appropriate administrator shall be responsible for submitting administering the evaluation process. Members of the bargaining unit cannot appraise other members of the same bargaining unit. 3. Employees upgraded due to a promotional opportunity shall have a probationary period of one hundred and twenty (120) working days, while new hire employees will have a probationary period of two hundred and forty (240) working days. The initiation or completion of an evaluation is not a prerequisite to disciplinary action. 4. New hires and employees who are upgraded due to a promotional opportunity shall receive a mid-term conference. Training will involve training from the out-going personnel (if applicable) and from other district employees that are responsible for training. Unsigned 5. Employees shall be evaluated on the following scale: unsatisfactory, needs improvement, satisfactory, very good, and excellent. All evaluators will follow the evaluation process laid out in the Evaluation Manual provided by Human Resources on their website. Proof Copy 6. The employee undergoing evaluation shall receive a copy of the completed evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less evaluator will explain in writing any less than satisfactory performance ratings. The signature of the employee shall be discussed not indicate agreement with the employeeappraisal. 7. Specific suggestions for improvement Employees shall be given so that receive salary increments listed in Appendix B in the first full pay period of September, provided the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates has received a satisfactory or unsatisfactory ratingevaluation. No employee shall receive be denied a rating on salary increment due to the failure of the Administration to complete their evaluation. a. If an annual evaluation of satisfactory performance or better is not completed in time to provide the incremental increase, if any, because of administrative delay, the incremental increase shall be effective as of the new evaluation period. This provision does not apply to evaluations delayed for other reasons. b. No employee shall be denied the opportunity to take a promotional exam due to any delay in the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvementprocess. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including 12.1 All support employees shall receive an evaluation, followed by a conference must with their assigned evaluator. a. All evaluations shall be made a minimum presented in written form. Guidelines for this form may be established by the Board and Administration. b. A signed copy of once every two the evaluation, along with any recommendation for improvements, if needed, will be given to the employee at the time of the conference with the understanding that the signature, in no way, means agreement to the contents of the evaluation. c. Employees will have ten (210) yearsworking days from the time of the conference to respond in writing to the evaluation. Employees should A copy of the response will be provided with feedback on their performance each year. The appropriate standard attached to the evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed and placed into the employee’s performance was no less than personnel file at the last rated evaluationcentral office. 15.2 d. Employees may request a third party of his/her choice to be present at the conference if it is a disciplinary conference. 12.2 New employees will be advised, by their supervisor, of the evaluation procedures at the time of employment. All new employees will receive either an evaluation or contract renewal after ninety (90) days of employment. 12.3 The evaluation conference between the employee and the evaluator shall be based on done during work hours. Meal and break times will not be used for the conclusions conference. 12.4 The time and assessments reached by place of the evaluator. In conference will be scheduled with the event an employee is assigned to more than at least one (1) locationwork day before the conference. 12.5 Performances will be evaluated in a fair and equitable manner. Circumstances beyond an employee’s control such as poor equipment, the home administrator shall supply shortage, work overload, etc. will be responsible for submitting the taken into consideration in making an evaluation. 12.6 If an employee receives a low evaluation form. All administrators should provide input to the home administrator prior to the completion on all or part of the form. 15.3 written evaluation, that employee may request another evaluation within sixty (60) days of the first evaluation. This will allow the performance of the employee to be reviewed for improvements. The second evaluation shall will be based on observations of placed into the employee’s work performance. Less than satisfactory performance shall be discussed file along with the first evaluation. The employee may request another evaluator for the second evaluation if he/she wishes. The district will do its best to accommodate the request. 12.7 Any legitimate complaint or complaint of a legal nature made about an employee from a parent, student or other persons will be brought to the attention of the employee and every effort made to resolve the problem. No complaint may be used in an employee’s evaluation without that employee being advised of the complaint. Specific suggestions for improvement shall The employee will be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, right to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement respond in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee writing within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation reportworking days. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal Evaluation and observation of personnel shall be the responsibility of the administration. The prime purpose of evaluation including is to assess performance and thereby improve quality of service provided to the Greater Xxxxxx Technical School District. Therefore, all observations and evaluations of personnel and/or those holding positions covered by the Agreement will be conducted openly and with the knowledge of the employee being evaluated. The employee will acknowledge having had the opportunity to review any such evaluation or observation document by affixing his/her signature. Such employee signature does not indicated agreement with the contents thereof. An employee shall be allowed to submit a conference must written response to said evaluation. The employee shall be made formally observed for a minimum total of at least 20 but not more than 40 minutes at least once every two but not more than four (24) yearstimes per year between October 1 st and May 1 st_ The formal observation(s) will be documented using the Observation tform in Appendix B and shared with the employee within 14 calendar days of the observation. Employees should The employee may be provided with feedback on their performance each informally observed at any time during the school year. The appropriate standard Any negative informal observations will be documented using the Observation tform in Appendix B and shared with the employee within 14 calendar days of the observation. A summative evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than completed prior to the last rated evaluation. 15.2 work day of each school year using the form in Appendix C. The summative evaluation shall will be based on the conclusions and assessments reached by observations that took place during the evaluatorschool year. In the event an employee is assigned to more than one A rating of U (1Unsatisfactory) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall will be based on observations information documented in the observation form(s). The evaluator will confer with any employee whose service has been rated Unsatisfactory with respect to any criterion in order to develop an improvement plan that shall be approved by the Superintendent. This Improvement Plan must contain specific, observable, measurable behaviors, which the employee shall demonstrate in order to meet the performance standards in the area(s) of concern identified by rating of (U) "Unsatisfactory" on the formal evaluation report. The Improvement Plan shall also specify the number, frequency, and duration of informal observations. The School shall pay reasonable expenses associated with tuition or materials necessary fot the implementation of an approved Improvement Plan. The plan may be for a duration of not less than 45 work days and not more than a full school year. If at the end of the employee’s work performance. Less than satisfactory performance shall Improvement Plan the employee has not sufficiently improved in the previously identified area(s) of concern, the Improvement Plan will be discussed with reviewed by the Superintendent, the Evaluator, and the employee and appropriate amendments will be made subject to the approval of the Superintendent or alternatively, the Superintendent may reassign the employee to a vacant or new position or terminate the employee. Specific suggestions for An employee who is reassigned will continue to be on an improvement shall be given so that plan. At the conclusion of the improvement plan as extended, any employee may have an opportunity and sufficient timewho fails to improve his/her performance in previously identified area(s) of concern, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates (E) "Exemplary" or a satisfactory or unsatisfactory rating. No employee shall receive a (P) "Proficient" rating on the summative evaluation less than satisfactory without having received earlier written suggestions for improvement in report(s) completed after the area of weakness and having Improvement Plan has been given an opportunity to show improvement. An overall evaluation rating may not be lower than implemented shall have his/her employment status reviewed by the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conferenceSuperintendent. The employee shall sign Superintendent will determine through this review process whether there was a failure on the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating employee to evaluation satisfy the employee performance standards, in which case employment may be terminated. Any personnel action taken under the authority of this paragraph will be subject to the provisions of Massachusetts General Law. Any discipline under this provision will be subject to the grievance procedure only concerning just cause for reasons discipline in accordance with Article XIX. All employees will receive a written copy of arbitrariness or failure to follow proceduretheir evaluation and a copy will be placed in the employee's personnel file.

Evaluation. 15.1 Formal ‌ A. The supervisor shall annually report in writing to the Superintendent on the performance of each employee. This evaluation including shall consist of a conference must be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed document assessing the employee’s skill set and performance was no less than (Appendices F & G). The evaluator shall schedule a conference with the last rated employee to discuss the evaluation. The evaluation conference shall occur prior to the evaluation documents being forwarded to the Human Resources office. 15.2 The B. An employee or supervisor may request an evaluation shall be based on the conclusions and assessments reached by the evaluatorconference and/or written evaluative statement: 1. In the event of voluntary or involuntary transfer to another position; 2. When an employee resigns or is assigned terminated; or 3. When a significant change in employee performance occurs. C. All new employees shall be evaluated within 90 days of their hire date. This evaluation shall consist of a document identifying the employee’s strengths and weaknesses. D. Evaluation is the responsibility of the supervisor and should reflect the requirements of the position. All employees shall be provided an annual written evaluation no later than June 1. E. The employee and the supervisor shall sign the evaluation in acknowledgment of having reviewed the evaluation. The employee may, at the employee’s option, file a written statement to more than one (1) locationaccompany the evaluation in areas where there is disagreement with statements in the evaluation. F. In the event the supervisor determines there are performance deficiencies, the home administrator affected employee and the supervisor shall meet to review the same. If the employees performance is unsatisfactory, the following steps may be responsible for submitting taken: 1. A plan of improvement in the evaluation formcited areas, that is specific and reasonable, may be developed by the supervisor to assist in the remediation of the deficiencies. All administrators should The employee may provide input to the home administrator prior plan. 2. The plan, will continue for 60 days. The purpose of the plan of improvement is to give the employee the opportunity to demonstrate improvement in their area or areas of deficiency. 3. During this period, the supervisor shall meet with the employee regularly. 4. All plans and efforts to address the deficiencies shall be documented by the supervisor. 5. In the event the employee does not demonstrate the competence required in the area or areas cited to be addressed to the satisfaction of the supervisor upon completion of the formplan of improvement, the employee shall be so notified. 15.3 The evaluation shall be based on observations of the employee’s work performance6. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may Employees facing adverse action have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown access to the employee within ten grievance/arbitration process (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation reportArticle 12). 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including 11.1 A unit member shall serve one hundred thirty (130) days of paid service in a conference must probationary period. t 11.2 Probationary unit members shall be made evaluated by their primary administrator prior to recommendations for permanency. Evaluations shall be completed by the 65th working day and the 105th working day prior to a minimum of once every two (2) years. Employees should be provided with feedback recommendation for permanency on their performance each year. The appropriate standard evaluation form will normally forms. Permanent unit members shall be used evaluated on or before the unit member’s anniversary date unless the immediate supervisor determines it unnecessary, but no less than every other year. In a year when The District shall provide the appropriate standard form is not used, necessary evaluation forms to be completed by the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it administrator. 11.3 Evaluations shall be assumed performed by the employee’s performance was no less than assigned supervisor. Evaluation forms will be signed by the last rated evaluationresponsible administrator. 15.2 11.4 The unit member shall sign the evaluation to indicate knowledge of the contents but not necessarily agreement on the contents. 11.5 The unit member shall be based on provided a copy of the conclusions and assessments reached by evaluation at the evaluatortime that it is signed. In If the event an employee is assigned to more than one (1) locationunit member requests a follow up meeting, the home administrator then that meeting shall be scheduled within a reasonable period of time and provide an opportunity for meaningful dialogue between the unit member and the responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the formsupervisor. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within 11.6 Within ten (10) working days subsequent of receipt of the evaluation, the unit member may file a written response to the aforementioned conferenceevaluation with the Human Resources Department and have that response attached to the evaluation and placed in the unit member’s personnel file. Upon written request of the employee, the time limit for a written response may be extended. 11.7 Unsatisfactory evaluations in one or more areas require an explanation of unsatisfactory performance and specific suggestions for improvement. Unit members shall take positive action to correct deficiencies in performance. The employee shall sign evaluator’s role in assisting the report within three (3) days unit member may include, but not be limited to, the following: • Shall include specific recommendations for improvement; • Direct assistance to implement such recommendations; • Techniques to measure improvement; and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report• A reasonable time schedule to monitor unit member’s progress. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal 12.1 Employees shall be subject to periodic performance evaluations. Employee performance evaluations are for the purpose of evaluating individual employee performance and for providing guidance for performance development and improvements. An employee and the appropriate administrator, upon the request of either, also may meet informally to discuss any concerns either may have regarding the employee’s performance. Such meetings are not considered performance evaluations and therefore are not subject to the provisions of this Article. 12.2 Evaluations should be a review of the employee’s performance, written by a non- bargaining unit evaluator, and based upon job-related criteria, including input from the employee and the employee's bargaining unit Supervisor where appropriate. 12.3 Performance evaluations shall be in writing and shall be placed in the employee's personnel file. The employee shall be provided with a copy of the official performance evaluation including a conference must which is to be made a minimum of once every placed in his/her personnel file prior to such placement. 12.4 A permanent employee shall be evaluated at least annually. 12.5 A probationary employee shall be evaluated within two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when weeks of having completed the appropriate standard form is not used, sixth (6th) and eleventh (11th) month of the feedback shall have no rating attached to it. In any fiscal year in which an probationary period. 12.6 A temporary employee is not evaluated, it shall be assumed the employee’s performance was no evaluated at least once every appointment period, but not less than the last rated evaluationonce per year. 15.2 The evaluation 12.7 Evaluations shall be based on the conclusions and assessments reached signed by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with evaluator and the employee. Specific suggestions for improvement shall be given so The employee’s signature indicates that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on has reviewed the evaluation less than satisfactory without having received earlier written suggestions for improvement in with the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may evaluator, but does not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the content of the evaluation. Provision . 12.8 The employee shall be made given the opportunity to discuss the evaluation in a meeting with the appropriate administrator. Such a meeting shall take place at a mutually acceptable time and location. The performance evaluation of an individual with an overall performance rating of below satisfactory shall provide an explanation for the rating. 12.9 If an employee disagrees with the written comments and reactions by performance evaluation, the employee may submit a rebuttal statement which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure written performance evaluation and placed in the personnel file. The employee may also request a second meeting with a union representative present to follow procedurefurther discuss the evaluation. Such a meeting shall take place at a mutually acceptable time and location.

Evaluation. 15.1 Formal evaluation including a conference must 14.1 Employees shall be made a minimum evaluated by an administrator or supervisor designated by the Superintendent. The administrator or supervisor shall be an individual with direct knowledge of once every and concern for their work. The first twelve (12) months of employment shall be the employee’s probationary period. 14.2 An employee in the first twelve (12) months of employment shall be evaluated two (2) years. at approximately the fifth (5th) and tenth (10th) month. 14.3 Employees should be provided with feedback on their performance each year. The appropriate standard who have not received an evaluation form will normally be used every other year. In a year when within the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it set timelines shall be assumed considered as meeting the employeeDistrict’s performance was no less than the last rated evaluationlevels. 15.2 The evaluation shall be based on the conclusions 14.4 Both scheduled and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on unscheduled observations of the employee’s work performance. Less than satisfactory performance shall may be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation reportprocess. 15.6 Matters relating 14.5 The District shall establish and maintain a continuing program of employee performance evaluation. The program shall include provisions of written evaluations by the appropriate administrator or supervisor. 14.6 A conference shall be held to review the evaluations. 14.7 The evaluator and employee shall sign the evaluation. Signing the evaluation does not indicate agreement. An employee may attach a statement to the evaluation. A copy of the evaluation shall be given the employee and a copy placed in the personnel file. 14.8 A copy of the evaluation shall include specific recommendations for improvements and suggestions for assisting the employee in implementing the recommendations. 14.9 A negative evaluation shall include specific recommendations for improvements and suggestions for assisting the employee in implementing the recommendations. 14.10 An employee shall have the right, at a prearranged time, to review the personnel file. If desired, the employee may be accompanied by a representative of the employee’s choice while making the review. The review shall be made in the presence of the administrator or designee. Copies of materials desired by the employee shall be furnished upon request. 14.11 If the employee feels that the evaluation of his/her job performance is incorrect, she/he may appeal the evaluation to the Assistant Superintendent of Personnel. The Assistant Superintendent shall meet with the employee and the evaluator to determine if the evaluation is appropriate or objective. If the evaluation is inappropriate or subjective, the evaluation may be subject changed by the Assistant Superintendent. The employee has the right to appeal the decision of the Assistant Superintendent to the grievance procedure only for reasons Superintendent, who may change the evaluation, remand the evaluation back to the evaluator, or let the evaluation stand. The decision of arbitrariness or failure to follow procedurethe Superintendent is final.

Evaluation. 15.1 Formal evaluation including Evaluation reports shall be presented to the employee by his/her immediate supervisor in accordance with the following procedures: 13.1 Evaluation reports shall be based on a conference must compilation of evidence and observations by the supervisory personnel who come into contact with the employee. 13.2 Each employee shall be made a minimum evaluated once in each of the first two years and at least once every two (2) yearsyears in accordance with the following process: 1. Employees should Notify employee by October 1st of procedure and evaluator. 2. All evaluations shall be provided with feedback on their performance each yearcompleted by April 1st. 3. The appropriate standard evaluation form tool found in Appendix D, will normally be used every other yearused. In It shall be approved by the Association and the District. Supervisors must meet with the employee prior to winter break if an Office Professional’s performance is deemed to have fallen below a year when the appropriate standard form is not used, the feedback shall have no rating attached to itproficient level. 4. In any fiscal year in which If an employee is not evaluatedreceives a rating of “Needs Improvement” the employee will be placed into a ninety (90) work day probationary period, it shall of which by the end a “Proficient” or higher rating must be assumed achieved or the employeemember’s performance was no less than the last rated evaluationcontract will be terminated. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator5. In the event Receipt of an employee is assigned to more than one (1) location, the home administrator shall be responsible “Unsatisfactory” rating will result in a recommendation for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations non- renewal of the employee’s work performancecontract for the following year. 6. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the An employee may have an opportunity and sufficient time, as indicated by the appraisal team, respond to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee writing within ten (10) work days subsequent of the meeting, and the Director of Human Resources will review the written evaluation. Upon review of the rating the Director of Human Resources will either affirm the rating or make a recommendation to the aforementioned conferencesupervising administrator regarding any changes. 7. The employee shall sign A supervisor may evaluate with greater frequency than is minimally required under this section where the report within three (3) days and supervisor deems appropriate. 8. All employees must receive a copy thereof. Such signature will not, however, necessarily indicate agreement with review before April 1st if hire date is prior to the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part end of the evaluation report. 15.6 Matters relating to evaluation may 1st semester. All positions must be subject reviewed prior to the grievance procedure only for reasons end of arbitrariness or failure the school year regardless of hire date to follow procedureensure open communications with supervisor. Nothing herein is intended to limit the District’s ability to address misconduct through the disciplinary process.

Evaluation. 15.1 Formal 11.1 Probationary employees shall be formally evaluated, at least twice by the end of the 1st and 5th months of employment. The evaluation including at the end of the 5th month shall include a conference must statement of acceptability or non-acceptability of the individual as a permanent employee. Special evaluations shall be made whenever circumstances warrant such an evaluation. The probationary period shall be six (6) months. Assuming service has been satisfactory, a minimum probationary employee shall become a permanent employee at the conclusion of six (6) months of service. 11.2 Permanent employees shall be evaluated at least once every two (2) yearsa year. Employees should Evaluations of permanent employees shall be provided with feedback on their performance completed not later than the last working day of May each year. The appropriate standard employer reserves the right to initiate special evaluations with regard to permanent employees whenever circumstances warrant such an evaluation. Special evaluations shall conform to the general and specific administrative procedures as outlined under this Article. 11.3 Both the evaluator and the employee shall review, sign and date all copies of the evaluation. By signing the evaluation form will normally be used every other year. In a year when the appropriate standard form is not usedform, the feedback employee certifies that they have met with the evaluator and discussed job performance, including strengths, progress, and weaknesses or problems, and needed areas of improvement. 11.3.1 Employee evaluations shall have no rating attached be placed in the personnel file maintained at the District Office for each employee. The employee’s signature on the evaluation indicates acknowledgement of having seen the evaluation and having had an opportunity to itdiscuss it with the evaluator. In any fiscal year in which Such signature does not necessarily indicate agreement or disagreement with the evaluation. 11.3.2 When an employee evaluation of unsatisfactory performance or conduct is not evaluatedmade on permanent employees, it shall include specific recommendations for improvement and shall provide for reasonable assistance in implementing such recommendations. The employee shall have a minimum of thirty (30) days when appropriate, in which to show improvement. A second evaluation may be assumed given at the employee’s performance was no less than the last rated evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluatorend of this thirty (30) day period. In the event an employee is assigned to more than one (1) locationWhenever possible, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory job performance shall be discussed with the employeeemployee at the time the issue is pertinent, rather than holding it in abeyance until the time of written evaluation. Specific suggestions for improvement shall be given so that When an employee is counseled as to his/her job performance, the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign a form verifying such counseling, which does not necessarily indicate that he/she agrees with the report within three (3) days and receive counseling. An employee shall be provided a copy thereof. Such of each statement of counseling and each evaluation in a confidential manner. 11.3.3 Any written evaluation materials placed in an employee’s file shall contain the date the material was drafted, the signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation supervisor or, and the date the material is placed in the file. An employee may be subject attach a response to the grievance procedure only for reasons of arbitrariness or failure to follow procedureevaluation being placed in the file.

Evaluation. 15.1 Formal A. Evaluation is intended to be a constructive process, the purpose of which is to improve the quality of performance provided by the Employee. The evaluation including system that follows will be in force during the life of this contract and is based upon a conference must philosophy that a high level of work performance can only be made achieved in an atmosphere of mutual respect, trust and positive dialogue among all the participants in the evaluation. B. Each unit member will be evaluated once in each academic year. Evaluations will be in written form and be conducted openly and with full knowledge of the employee. The annual evaluation will consist of a minimum of once every self-evaluation as well as the supervisor’s evaluation. C. All evaluations will be prepared in two (2) yearscopies. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form Each employee will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than receive one (1) location, the home administrator shall be responsible for submitting copy of the evaluation form. All administrators should provide input to the home administrator prior to the completion during a post evaluation conference with his/her supervisor. D. Evaluations will be conducted and prepared by an appropriate member of the formadministration. 15.3 E. Evaluations will be completed and copies provided by June 15th of each academic year. The evaluation shall be based of June 15th will make a specific recommendation on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improvecontinued employment. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within F. Employees will have ten (10) days subsequent from the receipt of the evaluation to make any written comments regarding their evaluation. Any such comment will be attached to the aforementioned conferenceevaluation and placed in the individual’s personnel file. G. Employees will be given the opportunity to sign their evaluation, given with the understanding that their signature does not imply agreement with the contents of the evaluation. H. An employee whose evaluation does not recommend “unconditional reappointment” will be placed on an Intensive Employee Support Plan (IESP). The IESP will be prepared by or under the direction of such employee’s Principal, Special Services Director and/or the Superintendent. The Association may elect to participate in the preparation and direction of the IESP. The employee not recommended for “unconditional employment” shall sign receive their IESP within 15 working days of having received their evaluation. I. An employee shall have their IESP evaluated every 10 weeks during the report within three (3) days and receive a copy thereofacademic year. Such signature will not, however, necessarily indicate agreement with The purpose of the evaluation. Provision 10-week evaluation shall be made for written comments and reactions by to determine if the employee which shall has reached a satisfactory level of performance and is recommended for “unconditional reappointment”. When the employee is found to be attached and become a part satisfactory in his/her performance, the IESP will no longer be in effect. Should it be determined at the end of the evaluation report. 15.6 Matters relating to evaluation may be academic year that the employee has not reached a satisfactory level of performance, the employee is subject to the grievance procedure only for reasons of arbitrariness or failure to follow proceduretermination.

Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated written evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve.be 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal 10.1 The purpose of the evaluation including a conference must process is to raise the quality of and to assist individual employees in professional growth. 10.2 The evaluator is the Principal/Superintendent. 10.3 Evaluation shall be made on a minimum continuing basis at least once each school year for probationary personnel, and every other year for permanent employees. And every 5th year for every permanent employee that has worked in the district for more than 10 years. 10.4 Unit members shall be evaluated and assessed on reasonable student progress toward established standards, instructional techniques and strategies, the employee's adherence to curricular objectives, and the establishment and maintenance of once every two (2) years. Employees should be provided with feedback on their performance each yeara suitable learning environment within the scope of the teacher's responsibilities. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it instrument shall be assumed mutually agreed upon by the employee’s performance was Association and the Superintendent. 10.5 Teachers shall be notified that they will be evaluated that year at the preservice meeting date and shall be furnished a copy of the evaluation procedures and advised of the criteria upon which the evaluation is to be based on. 10.6 The teacher being evaluated and the evaluator shall meet no later than November 1st to mutually agree upon the objectives and standards to be achieved during the evaluation period. 10.7 The evaluation shall include the following observation: a. A formal classroom observation shall be no less than the last rated evaluation. 15.2 The evaluation shall thirty (30) minutes and be based on the conclusions and assessments reached followed by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee post observation conference within ten (10) days subsequent of the observation. A teacher who receives an unsatisfactory or improvement needed evaluation shall, upon request, be entitled to not less than one additional classroom observation, evaluation conference, and written evaluation. b. In case of an unsatisfactory or improvement-needed evaluation, the evaluator shall take positive action to assist the teacher in correcting any cited deficiencies. The evaluator's role to assist the teacher shall include, but not be limited to, the following: - Specific recommendations for improvement - Provision of additional resources such as visitations, in- service training, educational literature, and access to local specialists - Techniques to measure improvement - Time schedule to monitor progress c. A reasonable number of classroom observations, formal and informal, with or without notice, may be conducted for any reasonable period of time at the discretion of the evaluator. Additional observations for the purposes of evaluation shall be documented and a copy shall be given to the aforementioned conferenceunit member who may request a conference to discuss the report. The unit member shall have the right to attach a written response. d. In preparing the final evaluation form for placement in the teacher's personnel file, the evaluator shall rely primarily upon data collected through classroom observations and evaluation conferences. Any information used on the evaluation report, other than that obtained through observation by the evaluator must relate to job performance and shall be verified and identified as to its source. 10.8 The final evaluation and assessment shall be in writing and shall be given to the employee no later than 30 days before the last school day. The employee shall sign has the report within three (3) days and receive right to have a copy thereofwritten response permanently attached to the evaluation in the employee's personnel file. Such signature will not, however, necessarily indicate agreement with A meeting to discuss the evaluation. Provision evaluation shall be made for written comments and reactions by held before the employee which shall be attached and become a part last day of the evaluation reportschool. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal Employees shall be evaluated on an annual basis by their immediate supervisor(s). Probationary employees shall be evaluated prior to the end of the probationary period. Supervisors shall use the Performance Appraisal Form, which is attached to the agreement. (See Appendix A.) All evaluations shall be discussed in confidence with the employee. A copy of the evaluation including shall be given to the employee and a conference copy shall be placed in the employee’s personnel file. Within ten (10) working days of receipt of the evaluation, the employee may attach his/her own response to the evaluation. This response will be attached to the evaluation and become a permanent part of the evaluation. Bargaining unit members will not be directly involved in the evaluation of other bargaining unit members. If an employee is evaluated as “Needs Improvement” or “Unsatisfactory”, comments must be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each yearthe evaluation and shall specifically include: 1. The appropriate standard area(s) of needed improvement. 2. The recommended performance levels. 3. The activities necessary to reach the desired performance level. If any categories on the evaluation form will normally be used every other year. In a year when the appropriate standard form is not usedof an employee are marked “Needs Improvement” or “Unsatisfactory”, the feedback shall have no rating attached to itemployee may be placed on a 60 day probationary period. In any fiscal year As part of the probationary period, the employee will either be placed on a plan of improvement or given a comprehensive evaluation with the areas of deficiency clearly communicated in which an writing as listed above. If the employee is to be placed on probation, then the administrator will inform him/her at their evaluation meeting/discussion and the employee has the option of requesting a second meeting with a representative present. The sixty (60) workday probation period will begin at the time of the second meeting or immediately upon receipt of the evaluation if the employee does not evaluatedrequest a second meeting. If a plan of improvement is developed, it shall be assumed the employee’s performance was no less than the last rated evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall will be discussed with the employee, be sixty (60) workdays in length and shall specifically include: 1. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area The area(s) of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary needed improvement. 15.5 2. The written recommended performance levels. 3. The activities necessary to reach the desired performance level. 4. A schedule of at least one follow-up evaluation report shall during the plan of improvement. At the completion of the sixty (60) work day plan of improvement a meeting will be shown to held with the employee within ten (10) days subsequent to discuss the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part outcome; options may include: ● discontinuation of the evaluation reportplan of improvement; ● continuation of the plan of improvement for no more than another sixty (60) work day period; ● re-assignment or termination of employment. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal The purpose of evaluation including a conference must be made a minimum of once every two (2) years. Employees should be provided with feedback on their is to assist each employee to meet the performance each yearstandards and assigned job duties. The appropriate standard evaluation form will normally process is to be used every other yearwith all probationary and regular employees. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it Probationary employees shall be assumed evaluated during the employee’s performance was no less than first six months of employment. Regular employees shall be evaluated annually. The end of year evaluation conference of the last rated regular employee shall be face to face and according to the timelines outlined in the classified evaluation manual. No evaluation shall be mailed, emailed or given over the phone in lieu of a face to face meeting. Union representation can be accessed any time before or during the evaluation. The district and the Union shall collaboratively review and update the Classified Evaluation Handbook. The district and the Union will convene, within the first two years of the contract, a committee of four (4) Union employees and four (4) district employees. The handbook will outline deadlines for principals to adhere to and best practices for the process. 15.2 The evaluation shall A Plan of Assistance for Improvement may be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation reportprocess. The purpose and design of the Plan of Assistance is to improve employee performance. The employee shall have the right to representation at all meetings regarding the Plan of Assistance. The employee and his/her representative may make suggestions to the Plan of Assistance. A written Plan of Assistance shall be provided that: a. Identifies the performance deficiency; b. Establishes specific timelines with corrective steps to address the deficiency; c. Describes the assistance to be provided by the District; and, d. Provides for a review of progress midway through the plan of assistance. 15.6 Matters relating 15.3 On or before the expiration of the Plan of Assistance, the supervisor, the employee, and his/her representative shall meet to evaluation discuss the employee's progress or lack thereof towards the expected improvements. At this meeting, the supervisor shall notify the employee of: a. Successful completion of the Plan of Assistance; b. An extension/modification of the Plan of Assistance; or, c. A recommendation for dismissal of the employee. 15.4 The employee may be subject appeal his/her dismissal to the grievance procedure only for reasons Superintendent within five (5) business days of arbitrariness the Notice of Intent to Dismiss. 15.5 A classified school employee who has been demoted shall be entitled to a hearing before the school board if a written request is filed with the board within fifteen (15) business days of the dismissal or failure to follow proceduredemotion.

Evaluation. 15.1 Formal evaluation including a conference must 12.1 Competence, skills, and attitudes of unit members are evaluated at intervals on the existing performance appraisal forms. 12.2 Evaluation forms shall be made a minimum completed for each probationary employee on or about the end of once every two (2) years. Employees should be provided with feedback on their performance each yearthe 3rd and 5th month of his/her probationary period. The appropriate standard unit member shall sign the forms to indicate that he/she has read the evaluation of job performance. The probationary period shall end at the conclusion of the 6th actual month of work or 130th day of paid service, whichever is longer. 12.3 Following the probation period, a performance appraisal form will normally shall be used completed at least every other year. In By signing the performance appraisal form, the supervisor certifies that he/she has discussed any weaknesses or problems noted therein with the unit member. 12.4 When there has been a year when significant change in job performance, the supervisor may undertake an interim evaluation. Any interim evaluation shall specify the areas to be improved and provide, where applicable, specific recommendations for improvement and a time frame for accomplishment of established goals. 12.5 By signing the performance appraisal, the unit member does not signify that he/she has agreed or disagreed with the report. 12.6 Classified unit members shall be evaluated by the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated evaluationsupervisor. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision 12.7 Evaluations shall be made for an overall assessment by in a conference between the evaluator unit member and his/her appropriate supervisor at which clearly indicates a satisfactory or unsatisfactory ratingtime they will discuss ways and means of improving greater efficiency and productivity. No employee shall receive a rating on Together they will analyze the unit member's strong points and areas in which improvement may be made. 12.8 A copy of the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been will be given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to at the aforementioned conference. The employee shall sign will indicate his/her knowledge of the report within three (3) days and receive a copy thereof. Such signature evaluation by signing the evaluation form. 12.9 The evaluation will not, however, necessarily indicate agreement be forwarded to the office of the Assistant Superintendent of Human Resources on the appropriate form. 12.10 Any employee who is dissatisfied with the evaluation. Provision shall be made for written comments and reactions performance evaluation he/she has received from the assigned administrator may request a review of the rating by the employee Assistant Superintendent of Human Resources or designee, after it has been discussed with the original evaluators 12.11 After the review, he/she may prepare a written response within 20 days which shall be attached and become a part of to the evaluation reportand placed in the employee's personnel file. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated written evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal A. Evaluation is intended to be a constructive process, the purpose of which is to improve the quality of performance provided by the Employee. The evaluation including system that follows will be in force during the life of this contract and is based upon a conference must philosophy that a high level of work performance can only be made achieved in an atmosphere of mutual respect, trust and positive dialogue among all the participants in the evaluation. B. Each unit member will be evaluated once in each academic year. Evaluations will be in written form and be conducted openly and with full knowledge of the employee. The annual evaluation will consist of a minimum of once every self-evaluation as well as the supervisor’s evaluation. C. All evaluations will be prepared in two (2) yearscopies. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form Each employee will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than receive one (1) location, the home administrator shall be responsible for submitting copy of the evaluation form. All administrators should provide input to the home administrator prior to the completion during a post evaluation conference with his/her supervisor. D. Evaluations will be conducted and prepared by an appropriate member of the formadministration. 15.3 E. Evaluations will be completed and copies provided by June 15th of each academic year. The evaluation shall be based of June 15th will make a specific recommendation on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improvecontinued employment. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within F. Employees will have ten (10) days subsequent from the receipt of the evaluation to make any written comments regarding their evaluation. Any such comment will be attached to the aforementioned conferenceevaluation and placed in the individual’s personnel file. G. Employees will be given the opportunity to sign their evaluation, given with the understanding that their signature does not imply agreement with the contents of the evaluation. H. An employee whose evaluation does not recommend “unconditional reappointment” will be placed on an Intensive Employee Support Plan (IESP). The IESP will be prepared by or under the direction of such employee’s Principal, Special Services Director and/or the Superintendent. The Association may elect to participate in the preparation and direction of the IESP. The employee not recommended for “unconditional employment” shall sign receive their IESP within 15 working days of having received their evaluation. I. An employee shall have their IESP evaluated every 10 weeks during the report within three (3) days and receive a copy thereofacademic year. Such signature will not, however, necessarily indicate agreement with The purpose of the evaluation. Provision 10-week evaluation shall be made for written comments and reactions by to determine if the employee which shall has reached a satisfactory level of performance and is recommended for “unconditional reappointment”. When the employee is found to be attached and become a part satisfactory in his/her performance, the IESP will no longer be in effect. Should it be determined at the end of the evaluation report. 15.6 Matters relating to evaluation may be academic year that the employee has not reached a satisfactory level of performance, the employee is subject to the grievance procedure only for reasons termination. day of arbitrariness or failure to follow procedureThis Agreement entered into this 25th February , 2021.

Evaluation. 15.1 Formal evaluation including a conference must 12.1 Competence, skills, and attitudes of unit members are evaluated at intervals on the existing performance appraisal forms. 12.2 Evaluation forms shall be made a minimum completed for each probationary employee on or about the end of once every two (2) years. Employees should be provided with feedback on their performance each yearthe 3rd and 6th month of his/her probationary period. The appropriate standard unit member shall sign the forms to indicate that he/she has read the evaluation of job performance. The probationary period shall end at the conclusion of the 9th actual month of work. 12.3 Following the probation period, a performance appraisal form will normally shall be used completed at least every other year. In By signing the performance appraisal form, the supervisor certifies that he/she has discussed any weaknesses or problems noted therein with the unit member. 12.4 When there has been a year when significant change in job performance, the supervisor may undertake an interim evaluation. Any interim evaluation shall specify the areas to be improved and provide, where applicable, specific recommendations for improvement and a time frame for accomplishment of established goals. 12.5 By signing the performance appraisal, the unit member does not signify that he/she has agreed or disagreed with the report. 12.6 Classified unit members shall be evaluated by the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated evaluationsupervisor. 15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision 12.7 Evaluations shall be made for an overall assessment by in a conference between the evaluator unit member and his/her appropriate supervisor at which clearly indicates a satisfactory or unsatisfactory ratingtime they will discuss ways and means of improving greater efficiency and productivity. No employee shall receive a rating on Together they will analyze the unit member's strong points and areas in which improvement may be made. 12.8 A copy of the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been will be given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to at the aforementioned conference. The employee shall sign will indicate his/her knowledge of the report within three (3) days and receive a copy thereof. Such signature evaluation by signing the evaluation form. 12.9 The evaluation will not, however, necessarily indicate agreement be forwarded to the office of the Assistant Superintendent of Human Resources on the appropriate form. 12.10 Any employee who is dissatisfied with the evaluation. Provision shall be made for written comments and reactions performance evaluation he/she has received from the assigned administrator may request a review of the rating by the employee Assistant Superintendent of Human Resources or designee, after it has been discussed with the original evaluators 12.11 After the review, he/she may prepare a written response within 20 days which shall be attached and become a part of to the evaluation reportand placed in the employee's personnel file. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal 9.1 Unit members shall be evaluated by an administrator designated by the Superintendent. The designated evaluator shall be the individual who signs the evaluation. 9.2 The purpose of the evaluation including shall be to evaluate the unit member’s effectiveness in meeting and performing the requirements of the assigned position and/or to assist the unit member to improve job performance. Designated evaluators are encouraged to have frequent conferences with unit members who are experiencing difficulties so they may be given an opportunity to improve prior to a conference must be made a minimum of once every two (2) yearsformalized evaluation. Employees should In addition, unit members whose performance needs improvement shall also be provided with written feedback on their performance as to what job related areas require improvement and the means to measure said improvement. 9.3 Probationary unit members shall be formally evaluated at least twice during the probationary period of six (6) months. One evaluation shall take place before the completion of the fourth (4th) month of the probationary period. Informal evaluations will take place as necessary. 9.4 Permanent unit members shall be formally evaluated at least once each year. The appropriate standard evaluation form will normally Evaluations shall be used completed no later than May 1st of each year. Unit members who have three (3) consecutive “Meets or Exceeds District Standards” on their overall performance rating may be evaluated every other year. In a year when unless the appropriate standard form is not used, immediate supervisor or the feedback shall have no rating attached to it. In any fiscal year in which unit member opts for an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated annual evaluation. 15.2 9.5 If a permanent classified employee is promoted to a new classification in which they do not hold permanent status, they shall be evaluated pursuant to the probationary unit member evaluation schedule noted in 9.3. 9.6 The formal evaluation shall be in writing on the approved form referenced in Exhibit C. The evaluation shall be based on reviewed with the conclusions and assessments reached unit member by the evaluatorevaluating supervisor in a scheduled conference. In the event The evaluating supervisor shall designate an employee is assigned to more than one (overall performance rating as follows: 1) locationMeets or Exceeds District Standards or 2) Provisional (requires a Performance Improvement Plan). 9.7 The unit member shall sign the evaluation. The signature of the unit member being evaluated does not indicate that he/she agrees with the evaluation, but that he/she has been given a copy, had adequate time to review the home administrator written evaluation, and that a conference was held. The original of the evaluation is to be retained by the District and shall be responsible for submitting placed in the evaluation form. All administrators should provide input unit member’s personnel file in the District Office. 9.8 The unit member shall have the right to have a written response attached to the home administrator prior evaluation. The timeline to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier submit any written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within attachment is ten (10) days subsequent to from the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part date of the evaluation reportconference. 15.6 Matters relating 9.9 Unit members have the right to union representation at any point during the evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedureconference.

Evaluation. 15.1 Formal 7.1 Each year each permanent employee covered by this Agreement shall be evaluated by their immediate supervisor, and such evaluation including a conference shall be set forth on the Classified Employee Performance Evaluation attached hereto as Appendix C. The Guidelines for Classified Employee Evaluation included in Appendix C must be made followed to complete all evaluations. When there is a minimum of once every two (2) yearschange in supervision, a transitional evaluation shall be prepared prior to the change. Employees should be provided with feedback on Each supervisor shall evaluate only for the time the employee was under their performance each year. The appropriate standard evaluation form will normally be used every other yearsupervision. In the absence of a year timely evaluation, employees shall be considered to have a ranking of at least Effective in all areas subject to the performance evaluation, except when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluatedon an extended leave, it in which case their evaluation will be done within three (3) months of their return. 7.2 Nothing herein shall prohibit the District from evaluating an employee more often than yearly if the District determines that such evaluation may result in improvements in the employee's performance. An employee serving a six (6) month probationary period after initial hire or after promotion shall be assumed the employee’s performance was no less than the last rated evaluationevaluated at three (3) months and five and one-half (5-1/2) months of such probationary period. 15.2 7.3 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employeeemployee by the evaluator. Specific suggestions for improvement shall If the evaluator changes the rating as a result of the conference, a new evaluation form may be given so obtained from the District Human Resources Department. However, it is understood that the primary purpose of such evaluations is to be constructive and to help the employee may have achieve or maintain at least an opportunity and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area “effective" level of weakness and having been given an opportunity to show improvementperformance. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity the right to show the necessary improvement. 15.5 The written respond to their performance evaluation report shall be shown in writing to the employee his or her supervisor within ten (10) working days subsequent of the issuance of the final performance evaluation and any such response shall be included with, and become part of, the performance evaluation record. 7.4 The performance appraisal system should communicate performance standards for the position and encourage growth and improvement of performance for the future. It is also understood that evaluation of an employee's performance should be an ongoing process, and the District supervisors shall discuss improvement needs with employees in a timely manner. When it becomes apparent that an employee may receive a Needs Improvement (NI) or an Unsatisfactory (U) annual rating in any performance factor, prior to giving the employee such a rating, the immediate supervisor and the employee shall meet to discuss the employee’s deficiencies and recommendations for improvement. If an employee receives an “NI” or “U” rating on any performance factor on their evaluation, the evaluation must indicate the manner in which the employee is not meeting standards for the position; determine an “Effective" level of performance; and a specified time period in which the employee is expected to show improvement. If dissatisfied with an “NI” or a “U” rating, and the employee has submitted a written response in accordance with Section 7.3, an employee may request a review at the next higher administrative level within ten (10) working days of submitting the written response. 7.5 Non-compliance with the procedures set forth in this article may be the subject of a grievance pursuant to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will notGrievance Article of this Agreement, however, necessarily indicate agreement with the evaluation. Provision but nothing herein shall be made for written comments and reactions by considered to make the employee which content of any evaluation subject to such grievance procedure. 7.6 Employees who are in their probationary period or who received an “NI” or “U” on any performance rating in the most recent performance evaluation shall be attached and become a part complete the Classified Employee Self-Evaluation (Appendix D). Completion of the evaluation reportClassified Employee Self-Evaluation is voluntary for all other employees. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal 1. The purpose of the evaluation including process is to evaluate performance, communicate with employees on how they are performing, recognize strengths, identify areas needing improvement and identifying training and development opportunities. 2. The immediate supervisor is solely responsible for evaluating employees and will do so by direct observation. 3. Other District administrators who work with the employee may assist in the evaluation process by providing input to the immediate supervisor concerning the employee’s performance. 4. The employee’s assigned teacher may also provide input, but the assigned teacher shall not use the employee’s evaluation form. 5. If other District administrators and/or the employee’s assigned teacher provide input indicating sub- standard job performance, the immediate supervisor shall directly observe the employee, and process such concerns by means of a conference must verbal directive and written directive prior to marking 1s and 2s on the employee’s evaluation form. 6. All evaluations shall be made conducted openly with full knowledge of the employee. The employee shall be advised prior to being evaluated of the procedures and instruments to be used in the evaluation by October l5th of each year. 7. All employees shall be evaluated once a minimum of once every year. Probationary employees shall be evaluated two (2) years. Employees should be provided with feedback on their performance each additional times per school year. 8. The appropriate standard employee’s immediate supervisor will show the evaluation form will normally be used every other yearreport to the employee. In a year when The employee may discuss the appropriate standard form evaluation with the immediate supervisor before it is not usedsubmitted to the Human Resources Department. The employee may write comments on the evaluation. 9. After the employee has read the evaluation report, and discussed the evaluation with the immediate supervisor, the feedback shall have no rating attached employee will sign the evaluation indicating acknowledgement that the evaluation has been read and understood. The employee’s signature does not mean that the employee agrees with the evaluation, only that the employee has seen and read the evaluation. 10. The evaluation document will reflect a summary of prior communication to itthe employee regarding areas of needed improvement. 11. In any fiscal year in which When an employee is has not evaluatedachieved one or more of the essential competencies as indicated on the performance evaluation form, it the supervisor will have previously identified and addressed these sub- standard job performance concerns through a written reprimand. The written reprimand shall be assumed occur prior to the employee’s performance was no less than the last rated evaluation. 15.2 The annual evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible with sufficient time for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improvedemonstrate improved job performance. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report. 15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.

Evaluation. 15.1 Formal evaluation including a conference must ‌ 8.1 Educational support staff shall be made a minimum of evaluated at least once every two (2) years. Employees should years and informed of the quality of their work. A. An employee whose evaluation is less than satisfactory will be provided with feedback on their performance each evaluated no later than the following fiscal year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. . B. In any fiscal year in which an the employee is not evaluated, it the employee's performance shall be assumed the considered satisfactory. 8.2 An employee’s performance was no less than may be evaluated at any time during the last rated evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached school year if deemed necessary by the evaluatoradministrator/supervisor and specific performance deficiencies are documented in writing. In the event an employee is assigned However, at least thirty (30) days prior to more than one (1) locationany evaluation rating of "unsatisfactory" or "needs improvement", the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed supervisor must confer with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity , identify areas of weakness, and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions provide recommendations for improvement in writing. 8.3 An evaluation conference shall be held between the area of weakness principal/department head or his/her designee and having been given an opportunity to show improvementthe permanent employee by May 31. An overall evaluation rating may not be lower than During the previous rating unless conference, the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days review, sign, and receive a copy thereofof the written evaluation. Such The employee's signature will not, however, necessarily does not indicate agreement with the evaluation. Provision The employee shall be made for have the right to attach written comments and reactions by to the permanent evaluation report, within ten days of the evaluation conference. Written comments submitted to the Director of Human Resources will be included in the online employee which shall evaluation database no later than five (5) duty days after receipt. 8.4 In case of an unsatisfactory performance, the supervisor is responsible to determine the areas needing improvement and to make written recommendations for improvement. 8.5 When complaints regarding an employee are to be attached and become a used as part of the evaluation reportof that employee or are otherwise submitted to an employee’s supervisor, such complaint will be promptly investigated and called to the attention of the employee. Upon notification of such complaint, the employee will have an opportunity to review/receive a copy of the written complaint(s). The employee will be given the opportunity to respond to and/or rebut such complaint and will have the right to be represented by the Association and counsel at any meeting or conference between the employee and supervisor regarding such complaint. In non-emergency situations, two (2) work days’ notice shall be given for such meetings. A complaint is a negative comment or inquiry regarding behavior of an employee by a person not in the employ of the school system, or not acting in the role of employee if employed by Calvert County Public Schools. The complaint may be oral or written. Prior to the start of an investigation, the employee will be informed of the nature of the complaint. Upon request, the employee will be provided written notification of the known allegations against him/her. 15.6 Matters relating to evaluation 8.6 The personal life of a support staff employee shall be the concern of and warrant the attention of Calvert County Public Schools (CCPS) only as it may be subject to directly prevent the grievance procedure only for reasons of arbitrariness or failure to follow procedureemployee from properly performing his/her assigned functions during the duty day and/or negatively impact normal operations in the workplace.

Evaluation. 15.1 Formal evaluation including a conference must 8.1 Educational support staff shall be made a minimum of evaluated at least once every two (2) years. Employees should be provided with feedback on years and informed of the quality of their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to itwork. In any fiscal year in which an the employee is not evaluated, it the employee's performance shall be assumed the considered satisfactory. 8.2 An employee’s performance was no less than may be evaluated at any time during the last rated evaluation. 15.2 The evaluation shall be based on the conclusions and assessments reached school year if deemed necessary by the evaluatoradministrator/supervisor and specific performance deficiencies are documented in writing. In the event an employee is assigned However, at least thirty (30) days prior to more than one (1) locationany evaluation rating of "unsatisfactory" or "needs improvement", the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form. 15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed supervisor must confer with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity , identify areas of weakness, and sufficient time, as indicated by the appraisal team, to improve. 15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions provide recommendations for improvement in writing. 8.3 An evaluation conference shall be held between the area of weakness principal/department head or his/her designee and having been given an opportunity the permanent employee prior to show improvementJune 1. An overall evaluation rating may not be lower than During the previous rating unless conference, the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement. 15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days review, sign, and receive a copy thereofof the written evaluation. Such The employee's signature will not, however, necessarily does not indicate agreement with the evaluation. Provision The employee shall be made for have the right to attach written comments and reactions by to the permanent evaluation report, within ten days of the evaluation conference. Written comments submitted to the Director of Human Resources will be included in the online employee which shall evaluation database no later than five (5) duty days after receipt. 8.4 In case of an unsatisfactory performance, the supervisor is responsible to determine the areas needing improvement and to make written recommendations for improvement. 8.5 When complaints regarding an employee are to be attached and become a used as part of the evaluation reportof that employee or are otherwise submitted to an employee’s supervisor, such complaint will be promptly investigated and called to the attention of the employee. Upon notification of such complaint, the employee will have an opportunity to review/receive a copy of the written complaint(s). The employee will be given the opportunity to respond to and/or rebut such complaint and will have the right to be represented by the Association and counsel at any meeting or conference between the employee and supervisor regarding such complaint. In non-emergency situations, two (2) work days’ notice shall be given for such meetings. A complaint is a negative comment or inquiry regarding behavior of an employee by a person not in the employ of the school system, or not acting in the role of employee if employed by Xxxxxxx County Public Schools. The complaint may be oral or written. Prior to the start of an investigation, the employee will be informed of the nature of the complaint. Upon request, the employee will be provided written notification of the known allegations against him/her. 15.6 Matters relating to evaluation 8.6 The personal life of a support staff employee shall be the concern of and warrant the attention of Xxxxxxx County Public Schools (CCPS) only as it may be subject to directly prevent the grievance procedure only for reasons of arbitrariness or failure to follow procedureemployee from properly performing his/her assigned functions during the duty day and/or negatively impact normal operations in the workplace.