Common use of Evaluation Clause in Contracts

Evaluation. The County shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. The County shall establish and maintain State law requires that all continuing contract employees have their evaluation or notification of return or termination completed by April 15th of each year. (Reduction in Force will follow the Reduction in Force Article XXVII.) Non-continuing contract teachers need their evaluation or notification of renewal or non- renewal completed by April 15th of each year. Each employee will receive a plan summative evaluation form from his or her principal/director by these dates indicating the district’s intent to offer employment for evaluating the performance of employees following year. This will be completed separately from the professional growth rubric or goal setting conference. This notification will go in the classified serviceemployee’s personnel file. Evaluations The Superintendent will designate one administrator as the primary evaluator for any employee with duties in more than one building; other administrators will submit support data to the primary evaluator as necessary. The Superintendent or designee will evaluate head and assistant coaches by May 31, using the Watertown Head Coach Evaluation sheet and the Watertown Assistant Coach Evaluation sheet. Evaluation records on all employees covered under this contract shall be considered kept in approving transfersthe district’s central office. Copies of evaluation records will be kept in the building where the employee is evaluated and will be available to the employee, promotionssuperintendent or other designated administrative personnel. Each employee shall have the right, salary increasesupon request, demotionsto review the contents of his/her personnel file. If the employee so requests, discharges, reinstatements, reemployment and other personnel actionsa representative from the Association may accompany the employee in this review. Evaluations A representative of probationary employees the superintendent shall be made present at least quarterly by such review. The employee shall have the employee's immediate supervisor on approved forms and approved by the appointing authority. One right, upon request, to receive a copy of each report any document or other material in the file. A written record shall be maintained in the departmental personnel file as a permanent recordof the persons having access to the file and the hours and day of such examination. If evaluation shows an No material derogatory to the employee's work to ’s conduct, service, character or personality shall be below a satisfactory standard, placed in the supervisor shall take appropriate steps to assist employee’s file unless the employee in improvinghas had the opportunity to read the material. Failure The material shall be signed by the employee to show satisfactory improvement may or the presentation thereof should be deemed just cause for discharge. Evaluation of witnessed by a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, third party indicating that he/she shall have a right has read it. If the employee takes exception to a hearing before his/her appointing authority in accordance with the procedures set forth any statement in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authorityfile, he/she may within prepare a demurral statement. Such demurral must be received in the Superintendent’s Office not later than ten (10) working days after the decision employee has become aware of the appointing authority request in writing presence of a document to which the employee objects. The assistant superintendent shall review the demurral and attach it to the director of personnel that the evaluation appeal appropriate file document. The evaluator shall be heard by a review board provided that the appeal is based on an aspect(s) informed of the evaluation which demurral. Contract renewal is recommended. Employee will continue in good standing on the review board Professional Growth Cycle. Contract renewal is empowered to change. c) The review board shall not recommended. Contract renewal is recommended with a Professional Improvement Plan. Date Evaluatee Signature Evaluator Signature To be convened by the director of personnel completed by: April 15th for continuing and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.non-continuing contract employees

Evaluation. The County shall establish and maintain a plan for evaluating the performance 10.1 Evaluations of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment conducted according to the provisions of this article and other personnel actionsaccording to any applicable law of the State Education Code. 10.2 Evaluations of psychologists shall be conducted by the Director of Student Support and Health Services. Evaluations of social workers shall be conducted by their immediate supervisor. The person designated to evaluate may be changed by mutual agreement of the employee and the immediate supervisor. 10.3 Probationary and permanent employees shall be evaluated in accordance with the District evaluation schedule. Within six weeks of the beginning of the employee's work year, the employee and the immediate supervisor shall meet to establish mutually acceptable goals and objectives upon which the evaluation will be made. At any time during the evaluation period, goals and objectives may be modified by mutual consent if circumstances deem it necessary. Written evaluations and assessments shall be transmitted to the employee not later than thirty (30) days before the last school day on the school calendar in which it takes place. A written assessment of probationary employees personnel shall be made at least quarterly by the employee's immediate supervisor on approved forms once each school year and approved by the appointing authority. One copy of each report shall be maintained in the departmental at least once every other year for personnel file as a with permanent record. If evaluation shows an employee's work to be below a satisfactory standardstatus, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause and at least every five (5) years for discharge. Evaluation of a personnel with permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall status who have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within been employed at least ten (10) days after years with the decision school district, and whose previous evaluations rated the employee as meeting or exceeding standards, if the evaluator and employee agree. The employee or the evaluator may withdraw consent at any time. 10.4 If any employee feels that his supervisor has been arbitrary, capricious, or in any way discriminatory, the employee has a right to request the Superintendent to assign another evaluator. The second evaluator must be agreed upon by both the supervisor and the employee. This second evaluator will conduct a second evaluation. 10.5 Evaluations shall be composed principally of interviews and direct observation by the immediate supervisor. Consideration may be given to primary source information of site administrators when appropriate. Site administrators should share their concerns directly with the psychologist or social worker prior to reporting those concerns to the immediate supervisor for inclusion in summary evaluation reports. 10.6 Any and all evaluations of an employee shall be signed and dated by the evaluator and shall be signed by the employee. The signature of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who employee shall not be taken to mean that he/she agrees with said evaluation; but rather, shall mean that the rater, and a third member appointed by the employee. d) The review board shall conduct employee has had an informal hearing and shall decide all questions by a majority vote. The review board shall have the power opportunity to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter read the evaluation. e) In a hearing before either 10.7 For any area found to be deficient, an evaluation report shall be attached which lists the appointing authority recommendations of improvement. Such recommendations may include: special in-service training assistance for district resources, observations of other school psychologists/social workers, or other specific recommendations by the review board, the employee evaluator as may be necessary. 10.8 Employees shall have the right right, within 15 working days of the signing of the evaluation, to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish submit a joint labor management committee to address the performance evaluation systemformal written statement regarding items found in any evaluation. This joint labor management committee statement, if any, shall have a target of presenting a new performance evaluation system be attached to the Department of Correction and the Sheriff’s Officeappropriate evaluation.

Evaluation. The County shall establish and maintain a plan for evaluating the performance ‌ 10.1 Evaluations of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment conducted according to the provisions of this article and other personnel actionsaccording to any applicable law of the State Education Code. 10.2 Evaluations of psychologists shall be conducted by the Director of Student Support and Health Services. Evaluations of social workers shall be conducted by their immediate supervisor. The person designated to evaluate may be changed by mutual agreement of the employee and the immediate supervisor. 10.3 Probationary and permanent employees shall be evaluated in accordance with the District evaluation schedule. Within six weeks of the beginning of the employee's work year, the employee and the immediate supervisor shall meet to establish mutually acceptable goals and objectives upon which the evaluation will be made. At any time during the evaluation period, goals and objectives may be modified by mutual consent if circumstances deem it necessary. Written evaluations and assessments shall be transmitted to the employee not later than thirty (30) days before the last school day on the school calendar in which it takes place. A written assessment of probationary employees personnel shall be made at least quarterly by the employee's immediate supervisor on approved forms once each school year and approved by the appointing authority. One copy of each report shall be maintained in the departmental at least once every other year for personnel file as a with permanent record. If evaluation shows an employee's work to be below a satisfactory standardstatus, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause and at least every five (5) years for discharge. Evaluation of a personnel with permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall status who have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within been employed at least ten (10) days after years with the decision school district, and whose previous evaluations rated the employee as meeting or exceeding standards, if the evaluator and employee agree. The employee or the evaluator may withdraw consent at any time. 10.4 If any employee feels that his supervisor has been arbitrary, capricious, or in any way discriminatory, the employee has a right to request the Superintendent to assign another evaluator. The second evaluator must be agreed upon by both the supervisor and the employee. This second evaluator will conduct a second evaluation. 10.5 Evaluations shall be composed principally of interviews and direct observation by the immediate supervisor. Consideration may be given to primary source information of site administrators when appropriate. Site administrators should share their concerns directly with the psychologist or social worker prior to reporting those concerns to the immediate supervisor for inclusion in summary evaluation reports. 10.6 Any and all evaluations of an employee shall be signed and dated by the evaluator and shall be signed by the employee. The signature of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who employee shall not be taken to mean that he/she agrees with said evaluation; but rather, shall mean that the rater, and a third member appointed by the employee. d) The review board shall conduct employee has had an informal hearing and shall decide all questions by a majority vote. The review board shall have the power opportunity to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter read the evaluation. e) In a hearing before either 10.7 For any area found to be deficient, an evaluation report shall be attached which lists the appointing authority recommendations of improvement. Such recommendations may include: special in-service training assistance for district resources, observations of other school psychologists/social workers, or other specific recommendations by the review board, the employee evaluator as may be necessary. 10.8 Employees shall have the right right, within 15 working days of the signing of the evaluation, to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish submit a joint labor management committee to address the performance evaluation systemformal written statement regarding items found in any evaluation. This joint labor management committee statement, if any, shall have a target of presenting a new performance evaluation system be attached to the Department of Correction and the Sheriff’s Officeappropriate evaluation.

Evaluation. The County shall establish and maintain a plan for evaluating purpose of the performance Performance Evaluation is to: A. Ensure regular evaluation of employees in the classified service. Evaluations each employee which shall be considered a matter of written record; B. Upgrade employee performance; C. Ensure that the supervisor and the employee review the job description for possible updating and/or revision; D. Establish a central file to be used in approving transfersconsideration of promotion, promotionsseverance of employment, salary increasesand transfer within the system; Each employee shall receive a yearly performance evaluation during his/her first three (3) years of employment, demotions, discharges, reinstatements, reemployment and other personnel actionsevery three (3) years thereafter. Evaluations More frequent evaluations may be held at the discretion of probationary employees the supervisor. Each evaluation shall be made at least quarterly by of a conference type with copies of the completed evaluation form routed to the Director of Human Resources and the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy The areas of each report responsibility for evaluation shall be maintained as follows: Employee Group Supervisor or Principal Head Custodian Principal and Facilities Supervisor in consultation Custodial Staff Building Principal/Designee and Head Custodian in Office Staff Building Principal/Designee/Immediate Supervisor in Consultation where applicable Library Aide Building Principal Registered Nurse Student Services Director Food Service Manager Principal and Food Service Supervisor Mechanic and Helper Transportation Supervisor Transportation Staff Transportation Supervisor Facilities Staff Facilities Supervisor Food Service Supervisor Paraprofessional Aide Building Principal/Designee Written evaluation documentation will be submitted to the departmental personnel file as a permanent employee for review prior to its becoming part of the employee’s record. If The employee will have the opportunity to review the evaluation shows an employee's work report with his/her principal, supervisor, or other designated administrative official and will be requested to be below a satisfactory standard, sign the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, indicating only that the conference has been held. Such signature shall not imply the agreement or disagreement with its content, only the he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in has read the evaluation form. b) In report. The employee shall also have the event the employee remains unsatisfied after opportunity to reply to any evaluation in a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing written statement to be attached to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions file copy of the evaluation. The review board shall not have If the power to otherwise alter employee has completed three (3) years of satisfactory performance, documented by at least two evaluations, following the evaluation. e) In a hearing before either the appointing authority placement of material in his/her personal file critical of his/her competence, character or the review boardmanner, the employee shall have may request that his/her files be reviewed. Said material will then be removed from the right to attend on release time, call witnesses on release time, and have the rater present. The file if both parties agree to establish a joint labor management committee to address that the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system material is no longer relevant to the Department of Correction and the Sheriffemployee’s Officecurrent performance.

Evaluation. The County A. Each new employee shall establish have a meeting with the immediate supervisor within five (5) days after employment for the purpose of discussing the job. That meeting shall include a review of specific responsibilities, duties and maintain hours, a plan for evaluating review of the performance supervisor’s expectations with regard to duties and overall work habits. A written summary of employees that meeting shall be prepared by the supervisor and placed in the classified service. Evaluations employee’s personnel file with a copy provided the employee. B. Each employee shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment given a written evaluation of personal performance at the end of the probationary period and other personnel actionsannually. Evaluations of probationary employees Each employee will be rated on various performance factors. Annual evaluations shall be made at least quarterly by prior to May 15 of each year. Annual evaluations shall be based on the supervisor’s performance evaluation from the last annual evaluation or the beginning of employment. If the evaluation contains areas of unsatisfactory accomplishment, the evaluation shall then include specific recommendations for the employee's , in an effort to correct the situation. The employee’s immediate supervisor on approved forms shall complete the evaluation and approved by shall schedule a meeting to discuss it with the appointing authorityemployee. One copy of each report The evaluation shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure signed by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation as evidence of receipt of a permanent employee may be appealed copy of the evaluation and discussion of it. The employee’s signature shall in accordance no way indicate agreement with the following procedures: a) If an contents. A copy of the evaluation shall be placed in the employee’s personnel file. Space shall be provided for employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in comments on the evaluation form. b) In the event C. The employee’s supervisor shall from time to time counsel the employee remains unsatisfied after with regard to specific problems in performance or work habits. Summaries of these meetings may be reduced to writing and given to an employee with a hearing before copy being placed in the appointing authorityemployee’s personnel file. Space shall be provided for employee comments on the evaluation form. D. If the supervisor believes that the health condition of an employee is affecting performance or work habits, he/she the supervisor may within ten (10) days after at any time: 1. Request that the decision employee submit a statement from a doctor with regard to specific areas of concern. Such statement shall be placed in the employee’s personnel file. 2. Request that the employee submit to an examination by a doctor selected at the employer’s expense. A copy of the appointing authority request in writing doctor’s report shall be sent to the director of employer and may be placed in the employee’s personnel that file. If the evaluation appeal employer’s and employee’s doctors are in disagreement, the Employer and the Union shall mutually select a third doctor, with costs to be heard shared equally by a review board provided that the appeal is based on an aspect(s) of Employer and the evaluation which the review board is empowered to change. c) The review board Union and such doctor’s decision shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employeefinal. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. The County shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary A. All employees shall be made at least quarterly formally evaluated by the employee's their immediate supervisor during their probationary period as described in Article XIX - Probationary Period. B. Probationary (newly hired) employees must be formally evaluated on approved forms or before the fortieth (40) and approved by eightieth (80) workdays of their ninety (90) workday probationary period. Conferences shall be held on or before the appointing authorityfortieth and eightieth workday periods. One Deficiencies shall be documented and clearly noted on the S-MESPA evaluation form in Appendix A and should be explained to the probationary employee at each conference. The probationer shall receive a copy of each report the evaluations, and the evaluator shall send copies to the Personnel Office. C. A final evaluation conference shall beheld before the eightieth (80) workday. As with the other conferences, the S-MESPA evaluation form reproduced in Appendix A should be maintained in completed and given to the departmental personnel file as probationer with a permanent recordcopy sent to the Personnel Office. If evaluation shows an employee's work to be below a satisfactory standardFinally, the supervisor shall take appropriate steps submit to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within Personnel Office ten (10) days after workdays before the decision expiration of the appointing authority request probationary period, and one (1) page final evaluation narrative. Such narrative shall minimally contain a paragraph describing the strengths of the probationer, a paragraph describing the weaknesses and deficiencies of the probationer, and a statement indicating whether the supervisor recommends permanent employment or termination. D. Non probationary S-MESPA employees shall normally be evaluated every three (3) years. The evaluation process shall utilize the form duplicated in writing Appendix A of this Agreement. The procedure of evaluation shall be as follows: 1. Supervisor shall meet with employees who are scheduled for evaluation in order to the director of personnel that explain the evaluation appeal procedure, go over the appraisal form, and answer any questions the employees may have. 2. Following the initial meeting and before the end of the year appraisal, employees may be heard by a review board provided that the appeal is based observed in their work on an aspect(songoing basis for two (2) twenty (20) minute periods where the nature of the evaluation which the review board is empowered position lends itself to change. c) The review board shall be convened observation and where deemed practicable by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel departmentsupervisor. In any event, the appointing authority or supervisor may rely on the totality of his/her designee, who shall not be experience with the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power employee to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter complete the evaluation. e) In a hearing before either 3. Employees shall be notified in advance as to when the appointing authority or final evaluation conference will take place. Employees may have an Association representative in attendance if requested. 4. Where the review boardemployee is deficient and needs improvement, the evaluator shall minimally provide written comments indicating the specific nature of the deficiency, the observation(s) on which the evaluator has relied to form his/her conclusions, and specifically how improvement could be accomplished through a plan of assistance. This plan of assistance shall be developed by the appropriate supervisor in consultation with the individual employee. 5. The completed appraisal form must be completed by the supervisor and submitted to the Personnel Office by June 30 of each second year of employment. 6. Employees shall receive a copy of the evaluation, and will be requested to sign the evaluation as an indication of receipt, not necessarily agreement. E. Evaluation records shall be kept on forms provided by the Personnel Office and distributed to the appropriate administrator. The records shall show instances of outstanding performance, alertness, diligence and interest in work as well as any acts, which may tend to lessen the employee's value to the school district. F. Each employee shall have the right upon request to review the contents of his/her personnel file in the presence of the appropriate administrator. The employee shall have the right to attend on release time, call witnesses on release time, and have the rater presentAssociation representation during such review. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee It is further understood that files maintained by supervisors or other administrators shall have a target of presenting a new performance evaluation system be subject to the Department terms of Correction this Article. G. Each employee shall receive a copy of his/her evaluation with right to review and challenge. Such challenge may be by virtue of a grievance or by submitting a written response, to be placed in the Sheriff’s Officefile with the evaluation. H. Evaluating procedures and forms contained in Appendix A are hereby attached to and made a part of this Agreement. No modifications or changes will be made in the evaluation procedure without the prior, mutual agreement of both parties. I. If on-site inspections are made of a building, the employee(s) will be provided with copies of any records that the Administration makes regarding the condition of the building or the quality of the work performed if such records are to be used as a basis for future evaluations. J. All observations of an employee's work shall be conducted openly and with the employee's knowledge. Electronic surveillance and other covert methods of observation will not be employed.

Evaluation. Section 1 Each unit employing Graduate Assistants has the right to conduct periodic evaluations of the employee’s job performance. The County 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 once each academic year. Employees shall establish have access to all evaluative material unless otherwise restricted by this Article. Upon appointment, Graduate Assistants shall be notified in writing of the evaluation process and maintain criteria. Section 2 The evaluation may include written input provided by students, clients, or others who have direct knowledge of the employee’s performance. If the written input includes a plan numerical rating, then a summary of the average rating scores may become a part of the Graduate Assistant’s personnel file. Anonymous evaluative material may not be kept in a Graduate Assistant’s personnel file. 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 evaluating the purpose of evaluation. Upon request by the Graduate Assistant, the supervisor or a designated faculty member will conduct a site visit to an employee’s classroom or workplace. A Graduate Assistant may request additional evaluations on particular performance issues at any time. Section 4 The employee shall be provided with a timely copy of employees the written evaluation by the supervisor. The employee shall sign the copy to be placed in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent recordan acknowledgment that the employee has received and read the evaluation. If evaluation shows an employee's work to be below a satisfactory standardWithin thirty (30) days of receiving the evaluation, the supervisor shall take appropriate steps to assist employee has the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to submit a hearing before his/her appointing authority in accordance with the procedures set forth written rebuttal for inclusion in the evaluation formpersonnel file. b) In the event the employee remains unsatisfied after Section 5 As a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) result of the evaluation which process, the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee academic unit may require that specific deficiencies in the personnel departmentwork performance be remedied. If the deficiencies are not remedied within a reasonable period of time, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employeeemploying unit may initiate disciplinary procedures as specified in Article 17. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. The County shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations A. Bargaining unit members shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly evaluated on a fiscal year basis (September 1 – August 31) by November 1 on evaluation forms distributed to unit members by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each preceding September 15. B. The evaluation report shall will firstly be maintained discussed (in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure confidence) by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance and his/her immediate supervisor, with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, being able to make written comments as he/she shall have a right to a hearing before deems appropriate. In the event that an employee feels that his/her appointing authority in accordance with supervisor's evaluation does not truly reflect his/her performance, the procedures set forth employee may appeal his/her evaluation up to the vice president having responsibility for his/her administrative unit, or in the case of administrators reporting to a vice president, such appeal may be made to the President of the College. Employees whose supervisors report directly to the President may appeal directly to the President. In any event, those statements giving rise to the difference of opinion must be substantiated or deleted from the evaluation formreport. The determination of the vice president/President will be binding on all parties. b) C. In addition to the formal evaluation procedures described above, anyone generating or receiving reports, letters, memoranda or written material which relates favorably or unfavorably to the capabilities, talent, character, reputation, qualifications or abilities of any person or persons employed by or associated in any capacity with Xxxxxx Valley Community College shall forward a copy of same to the Vice President for Administration who has been designated as Records Access Officer under the Freedom of Information Law. The Vice President for Administration will review the material in question and inform the concerned employee whether or not it has been placed in his/her personnel records and that he/she is free to examine the same. In the event that an employee does not agree with the employee remains unsatisfied after determination made by the Vice President for Administration as to whether or not a hearing before the appointing authoritydocument is to be placed in his/her personnel records, he/she may within ten (10) days after submit a written appeal of that decision to the decision President of the appointing authority request in writing College, who will make a determination binding on all parties. D. No information concerning any bargaining unit members shall be made public prior to that person having an opportunity to examine the same. E. The above shall not, however, apply to confidential references furnished by request, where representations have been made to the director of personnel supplier that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changeany information supplied will remain confidential. c) The review board shall be convened by F. Prior to the director implementation of personnel and shall consist of the director of personnel or her/his designee any change in the personnel departmentexisting evaluation form, such change(s) will be discussed with the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employeeAssociation. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. The County 1. Employees shall establish and maintain a plan for evaluating be evaluated using District approved forms. Subsequent to the performance pro- bationary period, each permanent classified employee shall be evaluated formally once every other school year. This evaluation shall be completed no later than 45 calendar days from the last instructional day of employees in the classified serviceschool year. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations made on the basis of probationary employees shall be made at least quarterly performance objectives developed by the employee's immediate supervisor on approved forms and approved by the appointing authorityemployee upon the start of the instructional year, which are measurable and observable. One The employee shall receive a copy of each report shall be maintained in the departmental personnel file as a permanent recordobjectives. If evaluation shows an employee's work to be below a satisfactory standardIn the event that the supervisor and employee cannot agree upon these objectives, the supervisor shall take appropriate steps to assist inform the employee of the objectives by which he/she will be evaluated. Should the employee disagree as to the validity or fairness of these objectives, he/she shall have the right to attach to the evaluation a statement indicating such disagreement and the reasons therefor. In addition to the performance objectives, subjective evaluations may be made in improvingsuch things as quality of work performed, punctuality and de- pendability. Failure by Employee is entitled to union representation at their evaluation if member feels that their evaluation results could lead to discipline. In evaluating absences and dependability the following will not be taken into consideration so long as there is no pattern of abuse of absences being taken within the confines of this contract and/or law. i. Bereavement leave, union release time, workers compensation leave, use of FMLA or other government approved or dictated leaves (such as Jury, COVID, maternity/paternity leaves, etc.) and leaves taken without pay. Any sick leave taken with a note from a medical professional. 2. Observation of the staff will be conducted throughout the year. If any criteria of evaluation are in need of improvement or unsatisfactory, the evaluator will reach out to the employee to show satisfactory improvement may be deemed just cause for dischargeensure the employee has the appropriate opportunity to improve before the end of the evaluation period. 3. Evaluation of In the event that a permanent employee may be appealed in accordance with the following procedures: a) If receives an employee is not satisfied with any aspect of an unsatisfactory evaluation, he/she shall have a the right to a hearing before his/her appointing authority in accordance with the procedures set forth in appeal the evaluation form. b) In to the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may Superintendent. The appeal must be filed within ten (10) working days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions receipt of the evaluation. The Superinten- dent shall review board all documents collected during the evaluation process, as well as the performance report completed by the supervisor. The Superintendent shall meet with the employee involved and his/her supervisor to obtain additional information as necessary. The employee shall be entitled to CSEA representation at this meeting. Subsequent to the meeting, the Superintendent shall render a final decision in the matter within ten (10) working days. 4. Any negative evaluation shall include specific recommendations for improvement and provision for assisting the employee in the implementation of such recommendations, as appropriate. If an incident occurs during the course of the work year that may result in an “Unsatisfactory” rating on the evaluation, it shall be brought to the attention of the employee within a reasonable period of time from the occurrence. No such rating will be made without some level of written communication given to the employee. 5. Permanent employees receiving an unsatisfactory evaluation shall be evaluated annually until their performance becomes satisfactory. 6. Employees shall be provided with copies of any material placed in the permanent file. They shall also have the right to prepare and attach a written response to such material, which shall become a permanent attachment thereto. Employees or their written designee shall have the right to examine materials contained in the permanent file. Employees may obtain copies of materials contained in the permanent file at their sole expense. Provided, however, that confidential ratings, reports or records which were obtained prior to employment may not be examined. Examinations of employee files shall occur before and after the employee’s workday and shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review boardbe un- reasonably delayed. Provided, however, that the employee shall have the right to attend on release time, call witnesses on release time, examine derogatory material to be placed in the file. Such examination may take place during the employee’s normal work hours. 7. Any materials placed in the employee’s permanent file shall be dated and have signed by the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Officeindividual authorizing such placement.

Evaluation. 14.1 The County purpose of paraprofessional evaluation is to provide feedback to the employee on their work performance in order to improve student performance and education for all students. 14.2 The employee’s immediate supervisor shall establish conduct a written evaluation of the employee at least once annually or more at the administration’s option with the first being conducted no later than April 30th. 14.3 The District shall provide copies of the evaluation form and maintain associated documentation to employees at the beginning of the school year. The District shall also communicate to the employee the process for evaluation. 14.4 The evaluation process shall include a plan for evaluating written evaluation followed by a conference of the performance immediate supervisor and the employee. The employee shall be given a copy of employees any formal evaluation report before any such conference is held. Following the conference the employee shall receive a copy of the final evaluation report. 14.5 The immediate supervisor and the employee shall sign the completed evaluation report as well as the administrative supervisor at the conclusion of the evaluation conference. This report shall become part of the personnel file. The employee shall affix her/his signature to the evaluation report signifying that the report has been read and is to be filed. By affixing her/his signature the employee is in no way indicating agreement with the contents thereof. If the employee does not affix her/his signature the material will be placed in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental ’s personnel file as a permanent record. If evaluation shows with an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist attached notation that the employee in improvingrefused to sign the evaluation report. Failure by the An employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to submit a hearing before written answer to such material and her/his answer shall be attached to all copies. The employee shall have fifteen (15) working days to submit a written rebuttal. 14.6 In the event that in the opinion of the school administration a deficiency in a paraprofessional’s performance is of concern and/or could result in the termination of employment the paraprofessional shall be notified of the deficiency in writing by the administration. The administration shall clearly state the deficiency, state the expected corrections, and the paraprofessional shall be given reasonable time to correct said deficiency. If a paraprofessional does not correct the specified deficiency within the specified time it will be considered just cause for administrative action. 14.7 The paraprofessional will be entitled to have representation of his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, choosing when he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changebeing disciplined or discharged. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. ‌‌‌ 18.1 The County appropriate administrator shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist inform the employee in improvingwriting that a performance evaluation shall take place prior to the commencement of the performance evaluation process. Failure Performance evaluation procedures shall be determined by the President. Such procedures shall be put in writing and provided to employees. Any evaluative procedure to be used in a department shall also be provided to an employee prior to show satisfactory improvement may the commencement of the performance evaluation process. A. Employees shall be deemed just cause for discharge. Evaluation of a permanent employee may be appealed evaluated on at least an annual basis, using the form that appears in accordance with Appendix L, utilizing the following procedurescriteria: a) If an employee is not satisfied with any aspect 1. quality of an evaluationthe employee’s work; 2. quantity of the employee’s work; 3. professional judgment and responsibility (also including attendance abuse and working relationships); and 4. specific contributions to the campus/CSU and/or specific contributions to the community in areas directly related to the employee’s work assignment, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation formif applicable. b) B. Performance evaluations shall be based on the direct observation or supervision of the employee’s work during the period since the employee’s last performance evaluation. In the event the employee remains unsatisfied after a hearing before evaluator has not directly observed or supervised the appointing authorityemployee’s work, he/she may within ten (10) days after the decision evaluation shall be based primarily on the content of the appointing authority request in writing employee’s official personnel file, including the applicable position description(s) and input from individuals who have interacted with the employee as part of the employee’s required job duties. If the employee receives any rating of less than satisfactory (or its equivalent), the document(s) and/or specific example(s) relied upon for the rating must be given to the director of employee and placed in the employee’s official personnel that file no later than the time at which the evaluation appeal be heard by a review board provided that is given to the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changeemployee in draft form. c) The review board C. Performance evaluations shall be convened by the director of personnel and prepared in draft form. Such evaluation shall consist of the director of personnel or her/his designee refer to key incidents relied on if they are not documented in the personnel departmentfile. A copy will be given to the employee who shall have fourteen (14) days to review the draft evaluation, provide verbal feedback, and submit a rebuttal (if any) to the appointing authority or evaluator before the evaluation is finalized. An employee may request to discuss their evaluation with the evaluator within fourteen (14) days from the receipt of the draft evaluation. An employee may elect to submit any such rebuttal (accompanied by the draft evaluation it rebuts) to his/her designee, who shall personnel file. Any documents referenced in the draft evaluation which are not be the rater, and a third member appointed by part of the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have ’s official personnel file at the power time the draft is submitted to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have be placed in the right to attend on release file at that time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address . D. An employee may submit materials for consideration during the performance evaluation system. This joint labor management committee shall have process, including evaluative material from campus and community sources generated by individuals familiar with the employee’s work. 18.2 A written record of a target of presenting a new final performance evaluation system shall be placed in the employee's personnel file and subject to the Department provisions of Correction and the Sheriff’s Office.Article 11,

Evaluation. The County 9.1 A committee consisting of no more than four (4) representatives of the Association and four (4) representatives of the SESE Board shall establish and maintain a be established to give input toward the evaluation plan for evaluating teachers. The Director shall act as chairman of the performance of employees in Evaluation Committee. The committee shall provide input to the classified service. Evaluations SESE Board and such input shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment advisory. The SESE Board’s decision as to the implementation and other personnel actions. Evaluations adoption of probationary the evaluation plan shall be final and not subject to the grievance procedure. 9.2 All employees shall be made at least quarterly evaluated by the Director, or a qualified designated evaluator in the employ of SESE. Prior to a formal evaluation, the employee shall be informed of the evaluator(s) who will be conducting the evaluation. 9.3 All formal observations of employees shall be conducted with the full knowledge of the employee's immediate supervisor on approved forms and approved by . Any formal or informal observations which are to be used to evaluate the appointing authorityemployee shall be reduced to writing and, within twenty (20) working days following the formal or informal observation, discussed with the employee. One A copy of each report the written compilation shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work given to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d9.4 Personnel evaluations shall be conducted according to the following schedule: A. Probationary licensed educator staff members shall be evaluated at least once a year during their probationary period. These employees may be evaluated more frequently at their request or at the discretion of the Director of Executive Board. Probationary licensed medical staff members shall be evaluated at least once a year during their probationary period. These employees may be evaluated more frequently at their request or at the discretion of the Director or Executive Board. Licensed educational support personnel probationary staff members shall be evaluated at least once a year during the probationary period. These employees may be evaluated more frequently at their request or at the discretion of the Director or Executive Board. B. Licensed educator staff members who have entered upon contractual continued service shall be evaluated at least once every two years. These employees may be evaluated more frequently at their request or at the discretion of the Director or the SESE Board. C. All other employees shall be evaluated at least once every two years. These employees may be evaluated more frequently at their request or at the discretion of the Director or the SESE Board. 9.5 Each employee shall be evaluated formally in writing. A. An employee’s evaluation will consist of both formal and informal observations. Each formal written evaluation of employees providing instructional service shall be preceded by at least one (1) The review board shall conduct an informal hearing and shall decide all questions by on-the-job observation of at least thirty (30) consecutive minutes, or a majority voteclass period, if applicable. The review board Director may waive the requirement that the thirty (30) minutes of observation be consecutive, but observations will not be in less than fifteen (15) minute increments. Employees shall be given advance notice as to the week during which an on-the-job observation will be conducted, such notification to be not less than sometime during the preceding week. B. A copy of each formal written evaluation shall be given to the employee and a private conference shall be held between the employee and the evaluator within twenty (20) working days following the final formal observation. A copy signed by both parties shall be given to the employee. C. Within twenty (20) days of receiving the formal written evaluation the employee may submit comments in writing and have them attached to the power evaluation report to raise rating factors and/or overall be placed in the employee’s personnel file. A copy signed by both parties shall be given to the employee. D. Should the regulations of the Illinois State Board of Education require different observation procedures than those outlined in this Agreement, the regulations shall govern the procedure. 9.6 The parties acknowledge that the procedure set forth in this Article pertains to the formal evaluation ratings from "Unsatisfactory" to "Improvement Needed"of the work performance of SESE employees, to "Competent", or "Unsatisfactory" to "Competent"including performance within the classroom, and to strike narrative portions that nothing herein shall be construed as prohibiting or limiting the normal day- to-day observation and evaluation of an employee’s overall performance as a SESE employee, nor shall it hinder or limit the right of the evaluation. The review board shall not have Executive Board to terminate the power to otherwise alter employment of an employee under the evaluationapplicable provisions of the Illinois School Code. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. Section 1 Each unit employing Graduate Assistants has the right to conduct periodic evaluations of the employee’s job performance. The County 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 once each academic year. Employees shall establish have access to all evaluative material unless otherwise restricted by this Article. Upon appointment, Graduate Assistants shall be notified in writing of the evaluation process and maintain criteria. Section 2 The evaluation may include written input provided by students, clients or others who have direct knowledge of the employee’s performance. If the written input includes a plan numerical rating, then a summary of the average rating scores may become a part of the Graduate Assistant’s personnel file. Anonymous evaluative material may not be kept in a Graduate Assistant’s personnel file. 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 evaluating the purpose of evaluation. Upon request by the Graduate Assistant, the supervisor or a designated faculty member will conduct a site visit to an employee’s classroom or workplace. A Graduate Assistant may request additional evaluations on particular performance issues at any time. Section 4 The employee shall be provided with a timely copy of employees the written evaluation by the supervisor. The employee shall sign the copy to be placed in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent recordan acknowledgment that the employee has received and read the evaluation. If evaluation shows an employee's work to be below a satisfactory standardWithin thirty (30) days of receiving the evaluation, the supervisor shall take appropriate steps to assist employee has the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to submit a hearing before his/her appointing authority in accordance with the procedures set forth written rebuttal for inclusion in the evaluation formpersonnel file. b) In the event the employee remains unsatisfied after Section 5 As a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) result of the evaluation which process, the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee academic unit may require that specific deficiencies in the personnel departmentwork performance be remedied. If the deficiencies are not remedied within a reasonable period of time, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employeeemploying unit may initiate disciplinary procedures as specified in Article 17. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. Section A— Written Evaluation The County shall establish evaluation of the work of paraprofessionals is the exclusive responsibility of the assigned administrators. In order that each paraprofessional may be aware of his/her strengths and maintain weaknesses, a plan for evaluating written evaluation will periodically be given to each first year paraprofessional. After the first year, paraprofessionals will be evaluated once a year prior to March 31st and once every two (2) years after the third year provided the paraprofessional is in the same position. If an administrator observes a decline in the performance of employees a paraprofessional, he shall notify the paraprofessional of his/her deficiency in the classified servicewriting and indicate his intent to conduct additional formal evaluations. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as When a permanent record. If evaluation shows an employee's work paraprofessional is transferred to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluationdifferent position, he/she will be evaluated once a year for the first two (2) years. The written evaluation will include a statement of strengths and/or weaknesses. If weaknesses are noted, the evaluation will include a statement of the improvements desired. A conference shall have a right to a hearing before his/her appointing authority in accordance take place with the procedures set forth in the paraprofessional and supervisor following each evaluation. If a paraprofessional’s general evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authorityis rated unsatisfactory, he/she may request a second evaluation prior to May 31st to show improvement. Section B— Evaluation Schedule At the beginning of each school year, each paraprofessional will be informed by their immediate supervisor as to their approximate formal evaluation date(s). First year employees will be evaluated a minimum of three (3) times during the first year of employment. Section C— Evaluation Conferences All evaluations will be discussed with the paraprofessional before they are submitted to the superintendent or designee, and shall bear the signatures of the principal, the paraprofessional, and any other supervisory person involved in the evaluation. Section D— Rebuttal Copies of the evaluation shall be submitted to the paraprofessional and the Association within fifteen (15) workdays after the formal evaluation. The paraprofessional then has the option, within ten (10) days after workdays, to respond in writing regarding their concerns about the decision evaluation. This response shall be attached to the formal evaluation. Section E— Personnel File Each paraprofessional shall have the right, upon request, to review the contents of his/her own personnel file. A representative of the appointing authority request Association may, at the paraprofessional’s request, accompany the paraprofessional in this review, and shall be made in the presence of the administrator of personnel or designee. Each paraprofessional shall receive a copy of all communications, including reprimands that are entered into their personnel file. Each paraprofessional shall have an opportunity to respond in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changeall reprimands and have their response attached thereto. c) Section F— Substandard Evaluations The review board evaluations of a paraprofessional which results in a less than satisfactory work rating shall be convened by constitute the director of personnel foundation for suspension and shall consist of the director of personnel or her/his designee dismissal as defined in the personnel department, the appointing authority or his/her designee, who shall not be the rater, Article 9—Suspension and a third member appointed by the employeeDismissal. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. The County shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations shall be considered in approving transfersA. Upon written request, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release review and have reproduced (at the employee's expense) all materials in the employee's personnel file(s). Such review and reproduction shall be in the presence of a designated employee of the Board. B. Each employee shall have the right to insert material into his/her personnel file that is relevant to the employee's service, including the right to reply to any material in the personnel files, at any time, call witnesses on release timeprovided such shall be submitted within thirty (30) calendar days of the event or date of filing of the original material. C. No evaluative materials shall be placed in an employee's personnel file(s) unless the employee receives a copy of such material and notification of said material is being placed in the file(s). The employee shall acknowledge such copy. D. The Board acknowledges that employees are entitled to know the Administrative "chain of command", i.e., who has the immediate supervisory responsibility over them, including, but not limited to, the evaluation of their performance and the determination of discretionary eligibility for benefits pursuant to this Agreement and/or Board policy. To this end, the Board identifies the Food Service Manager and Manager, Kitchen Operations as the immediate supervisors of all employees hereunder. The next level of supervision for all employees shall be the Director of Business and Auxiliary Services, then the Vice-President for Administrative Services, and have then the rater presentPresident. The parties agree If change in the Administrative "chain of command" shall be made, the Union Xxxxxxx shall be so advised in writing, and an appropriate notice thereof shall be posted on the employee bulletin board. Nothing herein shall preclude the designation of a member of the bargaining unit as a lead worker for the purposes of directing work of other unit members. Any observations or evaluations made by a lead worker of other bargaining unit members shall be subject to establish a joint labor management committee review by an appropriate member of the administrative "chain of command" and shall not be binding upon the administration, but may be incorporated by an administrator in his/her evaluation of the affected bargaining unit member. Leads may advise employees in the proper work methods, operating procedures and work rules to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system assure that employees adhere to the Department standard established by the college. Verbal warnings for disciplinary purposes may only be issued by Food Service Manager. Written disciplinary actions must be issued by the Food Service Manager and delivered by an appropriate member of Correction and the Sheriff’s Officeadministrative “chain of command.”

Evaluation. The County shall establish and maintain a plan for evaluating purpose of the performance Performance Evaluation is to: A. Ensure regular evaluation of employees in the classified service. Evaluations each employee which shall be considered a matter of written record; B. Upgrade employee performance; X. Ensure that the supervisor and the employee review the job description for possible updating and/or revision; D. Establish a central file to be used in approving transfersconsideration of promotion, promotionsseverance of employment, salary increasesand transfer within the system; Each employee shall receive a yearly performance evaluation during his/her first three (3) years of employment, demotions, discharges, reinstatements, reemployment and other personnel actionsevery three (3) years thereafter. Evaluations More frequent evaluations may be held at the discretion of probationary employees the supervisor. Each evaluation shall be made at least quarterly by of a conference type with copies of the completed evaluation form routed to the Director of Human Resources and the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy The areas of each report responsibility for evaluation shall be maintained as follows: Employee Group Supervisor or Principal Head Custodian Principal and Facilities Supervisor in consultation Custodial Staff Building Principal/Designee and Head Custodian in Office Staff Building Principal/Designee/Immediate Supervisor in Consultation where applicable Library Aide Building Principal Registered Nurse Student Services Director Food Service Manager Principal and Food Service Supervisor Mechanic and Helper Transportation Supervisor Transportation Staff Transportation Supervisor Facilities Staff Facilities Supervisor Food Service Supervisor Paraprofessional Aide Building Principal/Designee Written evaluation documentation will be submitted to the departmental personnel file as a permanent employee for review prior to its becoming part of the employee’s record. If The employee will have the opportunity to review the evaluation shows an employee's work report with his/her principal, supervisor, or other designated administrative official and will be requested to be below a satisfactory standard, sign the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, indicating only that the conference has been held. Such signature shall not imply the agreement or disagreement with its content, only the he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in has read the evaluation form. b) In report. The employee shall also have the event the employee remains unsatisfied after opportunity to reply to any evaluation in a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing written statement to be attached to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions file copy of the evaluation. The review board shall not have If the power to otherwise alter employee has completed three (3) years of satisfactory performance, documented by at least two evaluations, following the evaluation. e) In a hearing before either the appointing authority placement of material in his/her personal file critical of his/her competence, character or the review boardmanner, the employee shall have may request that his/her files be reviewed. Said material will then be removed from the right to attend on release time, call witnesses on release time, and have the rater present. The file if both parties agree to establish a joint labor management committee to address that the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system material is no longer relevant to the Department of Correction and the Sheriffemployee’s Officecurrent performance.

Evaluation. The County A. Each new employee shall establish have a meeting with the immediate supervisor* within five (5) days after employment for the purpose of discussing the job. That meeting shall include, but is not limited to, a review of specific responsibilities, duties and maintain hours, a plan for evaluating review of the performance supervisor's expectations with regard to duties and overall work habits. A copy of employees the employee's original job description will be placed in the classified service. Evaluations employee's personnel file with a copy sent to the employee as well as any modifications in the description. B. Each employee shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actionsgiven a written evaluation of personal performance annually. Evaluations of probationary employees Annual evaluations shall be made at least quarterly prior to May 15 of each year. If the evaluation is not completed by this date the employee will receive a satisfactory evaluation for the school year. Annual evaluations shall be based on the job description, work attendance, ability to work with others and shall consider the supervisor's last annual evaluation or the beginning of employment. If the evaluation contains areas of unsatisfactory accomplishment, the evaluation shall then include specific recommendations for the employee in an effort to correct the situation. The employee's immediate supervisor on approved forms shall complete the evaluation and approved shall schedule a meeting to discuss it with the employee. The evaluation shall be signed by the appointing authority. One employee as evidence of receipt of a copy of each the evaluation and discussion of it. The employee's signature shall in no way indicate agreement with the contents. A copy of the evaluation shall be placed in the employee's personnel file. (See Article 8). A grievance on evaluation is limited to a violation of this Article. *When an employee has more than one supervisor, one shall be designated for the particular employee. 1. Evaluation records shall be kept on forms provided by the personnel office to the immediate supervisor. The Association shall be furnished a copy of the form used for evaluation. C. If the supervisor believes that the health condition of an employee is affecting performance or work habits, the supervisor may at any time: 1. Request that the employee submit a statement from a doctor with regard to specific areas of concern. Such statement shall be placed in the employee's personnel file. 2. Request that the employee submit to an examination by a doctor selected by the Employer at the Employer's expense. A copy of the doctor's report shall be maintained sent to the Employer and may be placed in the departmental employee's personnel file as a permanent record. If evaluation shows file. D. No adverse material including, but not limited to: student, parental, or school personnel complaints, originating after initial employment, will be placed in an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist personnel file unless the employee in improvinghas had an opportunity to review the material. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent The employee may submit a written notation regarding any such material, and the same shall be appealed in accordance with attached to the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision file copy of the appointing authority request material in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changequestion. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. The County shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations shall be considered in approving transfersA. Upon written request, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release review and have reproduced (at the employee's expense) all materials in the employee's personnel file(s). Such review and reproduction shall be in the presence of a designated employee of the employer. B. Each employee shall have the right to insert material into his/her personnel file that is relevant to the employee's service, including the right to reply to any material in the personnel files, at any time, call witnesses on release timeprovided such shall be submitted within thirty (30) calendar days of the event or date of filing of the original material. C. No evaluative materials shall be placed in an employee's personnel file(s) unless the employee receives a copy of such material and notification of said material is being placed in the file(s). The employee shall acknowledge such copy. D. The employer acknowledges that employees are entitled to know the Administrative "chain of command", i.e., who has the immediate supervisory responsibility over them, including, but not limited to, the evaluation of their performance and the determination of discretionary eligibility for benefits pursuant to this Agreement and/or employer policy. To this end, the Board identifies the Food Service Manager and Manager, Kitchen Operations as the immediate supervisors of all employees hereunder. The next level of supervision for all employees shall be the Sr. Director of Business and Auxiliary Services, then the Vice-President of Finance and Administrative Services, and have then the rater presentPresident or designee. If change in the Administrative "chain of command" shall be made, the Union Xxxxxxx shall be so advised in writing, and an appropriate notice thereof shall be posted on the employee bulletin board. E. Nothing herein shall preclude the designation of a member of the bargaining unit as a lead worker for the purposes of directing work of other unit members. Any observations or evaluations made by a lead worker of other bargaining unit members shall be subject to review by an appropriate member of the administrative "chain of command" and shall not be binding upon the administration, but may be incorporated by an administrator in his/her evaluation of the affected bargaining unit member. Leads will advise employees in the proper work methods, operating procedures and work rules to assure that employees adhere to the standard established by the college. Verbal and written disciplinary actions must be issued by the Food Service Manager or the Kitchen Operations Manager. F. The employer shall inform all new hires at all organized sites of the Collective Bargaining Agreement. The parties agree employer shall provide the union xxxxxxx a monthly seniority report that includes new employees and their hire dates. The xxxxxxx shall be provided a fifteen (15) minute period on the clock to establish a joint labor management committee meet with any new employee(s) to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system orientate them to the Department of Correction Union and the Sheriff’s Officecollective bargaining agreement.

Evaluation. The County shall establish and maintain State law requires that all continuing contract employees have their evaluation or notification of return or termination completed by March 1st of each year. (Reduction in Force will follow the Reduction in Force Article XXVII.) Non-continuing contract teachers need their evaluation or notification of renewal or non-renewal completed by April 15th of each year. Each employee will receive a plan summative evaluation form from his or her principal/director by these dates indicating the district’s intent to offer employment for evaluating the performance of employees following year. This will be completed separately from the professional growth rubric or goal setting conference. This notification will go in the classified serviceemployee’s personnel file. Evaluations The Superintendent will designate one administrator as the primary evaluator for any employee with duties in more than one building; other administrators will submit support data to the primary evaluator as necessary. The Superintendent or designee will evaluate head and assistant coaches by May 31, using the Watertown Head Coach Evaluation sheet and the Watertown Assistant Coach Evaluation sheet. Evaluation records on all employees covered under this contract shall be considered kept in approving transfersthe district’s central office. Copies of evaluation records will be kept in the building where the employee is evaluated and will be available to the employee, promotionssuperintendent or other designated administrative personnel. Each employee shall have the right, salary increasesupon request, demotionsto review the contents of his/her personnel file. If the employee so requests, discharges, reinstatements, reemployment and other personnel actionsa representative from the Association may accompany the employee in this review. Evaluations A representative of probationary employees the superintendent shall be made present at least quarterly by such review. The employee shall have the employee's immediate supervisor on approved forms and approved by the appointing authority. One right, upon request, to receive a copy of each report any document or other material in the file. A written record shall be maintained in the departmental personnel file as a permanent recordof the persons having access to the file and the hours and day of such examination. If evaluation shows an No material derogatory to the employee's work to ’s conduct, service, character or personality shall be below a satisfactory standard, placed in the supervisor shall take appropriate steps to assist employee’s file unless the employee in improvinghas had the opportunity to read the material. Failure The material shall be signed by the employee to show satisfactory improvement may or the presentation thereof should be deemed just cause for discharge. Evaluation of witnessed by a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, third party indicating that he/she shall have a right has read it. If the employee takes exception to a hearing before his/her appointing authority in accordance with the procedures set forth any statement in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authorityfile, he/she may within prepare a demurral statement. Such demurral must be received in the Superintendent’s Office not later than ten (10) working days after the decision employee has become aware of the appointing authority request in writing presence of a document to which the employee objects. The assistant superintendent shall review the demurral and attach it to the director of personnel that the evaluation appeal appropriate file document. The evaluator shall be heard by a review board provided that the appeal is based on an aspect(s) informed of the evaluation which demurral. Contract renewal is recommended. Employee will continue in good standing on the review board Professional Growth Cycle. Contract renewal is empowered to change. c) The review board shall not recommended. Contract renewal is recommended with a Professional Improvement Plan. Date Evaluatee Signature Evaluator Signature To be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the completed by: March 1st for continuing contract employee April 15th for non-continuing contract employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. The County District shall establish prepare and maintain a plan for evaluating issue at least one evaluation report annually regarding the work performance of employees in the classified servicean employee. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each The report shall be maintained in the departmental personnel file as a permanent recordbased upon at least one classroom observation. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect assigned to a classroom, the observation will be made in an appropriate job related setting. The Administration shall have sole responsibility of evaluating the work of the employee. The Administration shall propose and issue the report(s). At least one report shall be issued on or before May 1. 15.1 Seniority is the length of service within the District measured from the employee's date of hire. A probationary employee is considered to be without seniority until the end of the employee's probationary period. 15.2 Layoff shall be defined as a reduction in the work force occasioned by reasons other than voluntary termination or (disciplinary) discharge of employees. Circumstances at cause for a reduction in force shall be a cut in school funding by action of the legislative body causing the elimination of one or more positions, or the termination or change of a SPED IEP calling for the assignment of an evaluationemployee. 15.3 The Board shall provide any employee to be laid off at least thirty- (30) day’s notice of the layoff. An exception to such notice may occur in circumstances relating to SPED. 15.4 If a layoff is necessary the least senior employee (s) affected shall be laid-off…least senior employees first. In cases where an employee has a specialized skill called for in an IEP, he/she seniority will not be criterion. 15.5 The Board shall have prepare, deliver and post in a right conspicuous place to the employees, on a semi- annual basis, a seniority list for the bargaining unit. The Board shall also deliver a copy of the seniority list to the CESPA President. Such notification shall be made during the months of September and March. The Association shall review the list and bring to the Board's attention any errors therein or omissions there from within thirty (30) days of its receipt. 15.6 An employee upon termination, resignation, or retirement shall lose seniority. Upon transfer to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event non-bargaining unit position, an employee's seniority shall be suspended, subject to renewal when the employee remains unsatisfied after returns to a hearing before position within the appointing authority, he/she may within ten bargaining unit. This option will last for twelve 15.7 Employees shall be eligible for recall for up to twelve (1012) days after months. Employees shall be recalled in reverse order of layoff. No new employee shall be hired to a vacant position(s) unless laid off employees have been given the decision opportunity for recall. It is the responsibility of the appointing authority request in writing employee to inform the director of personnel that District when she/he no longer wishes to be eligible for recall. It is the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) responsibility of the evaluation which District to keep the review board is empowered to change. c) The review board shall be convened by the director employee informed of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employeecurrent status. d) The review board 15.8 Laid off employees shall conduct an informal hearing and shall decide all questions by a majority votebe given priority consideration for substitute positions in their classification. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.ARTICLE SIXTEEN INTENT TO NEGOTIATE

Evaluation. The County A. Each new employee shall establish have a meeting with the immediate supervisor* within five (5) days after employment for the purpose of discussing the job. That meeting shall include, but is not limited to, a review of specific responsibilities, duties and maintain hours, a plan for evaluating review of the performance supervisor's expectations with regard to duties and overall work habits. A copy of employees the employee's original job description will be placed in the classified service. Evaluations employee's personnel file with a copy sent to the employee as well as any modifications in the description. B. Each employee shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actionsgiven a written evaluation of personal performance annually. Evaluations of probationary employees Annual evaluations shall be made at least quarterly prior to May 15 of each year. If the evaluation is not completed by this date the employee will receive a satisfactory evaluation for the school year. Annual evaluations shall be based on the job description, work attendance, ability to work with others and shall consider the supervisor's last annual evaluation or the beginning of employment. If the evaluation contains areas of unsatisfactory accomplishment, the evaluation shall then include specific recommendations for the employee in an effort to correct the situation. The employee's immediate supervisor on approved forms shall complete the evaluation and approved shall schedule a meeting to discuss it with the employee. The evaluation shall be signed by the appointing authority. One employee as evidence of receipt of a copy of each the evaluation and discussion of it. The employee's signature shall in no way indicate agreement with the contents. A copy of the evaluation shall be placed in the employee's personnel file. (See Article 8). A grievance on evaluation is limited to a violation of this Article. *When an employee has more than one supervisor, one shall be designated for the particular employee. 1. Evaluation records shall be kept on forms provided by the personnel office to the immediate supervisor. The Association shall be furnished a copy of the form used for evaluation. C. If the supervisor believes that the health condition of an employee is affecting performance or work habits, the supervisor may at any time: 1. Request that the employee submit a statement from a doctor with regard to specific areas of concern. Such statement shall be placed in the employee's personnel file. 2. Request that the employee submit to an examination by a doctor selected by the Employer at the Employer's expense. A copy of the doctor's report shall be maintained sent to the Employer and may be placed in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation formpersonnel file. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. The County A. Each new employee shall establish have a meeting with the immediate supervisor within five (5) days after employment for the purpose of discussing the job. That meeting shall include a review of specific responsibilities, duties and maintain hours, a plan for evaluating review of the performance supervisor's expectations with regard to duties and overall work habits. A written summary of employees that meeting shall be prepared by the supervisor and placed in the classified service. Evaluations employee's personnel file with a copy provided the employee. B. Each employee shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment given a written evaluation of personal performance at the end of the probationary period and other personnel actionsannually. Evaluations of probationary employees Each employee will be rated on various performance factors. Annual evaluations shall be made at least quarterly by prior to May 15 of each year. Annual evaluations shall be based on the supervisor's performance evaluation from the last annual evaluation or the beginning of employment. If the evaluation contains areas of unsatisfactory accomplishment, the evaluation shall then include specific recommendations for the employee, in an effort to correct the situation. The employee's immediate supervisor on approved forms shall complete the evaluation and approved by shall schedule a meeting to discuss it with the appointing authorityemployee. One copy of each report The evaluation shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure signed by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation as evidence of receipt of a permanent employee may be appealed copy of the evaluation and discussion of it. The employee's signature shall in accordance no way indicate agreement with the following procedures: a) If an contents. A copy of the evaluation shall be placed in the employee's personnel file. Space shall be provided for employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in comments on the evaluation form. b) In the event C. The employee's supervisor shall from time to time counsel the employee remains unsatisfied after with regard to specific problems in performance or work habits. Summaries of these meetings may be reduced to writing and given to an employee with a hearing before copy being placed in the appointing authorityemployee's personnel file. Space shall be provided for employee comments on the evaluation form. D. If the supervisor believes that the health condition of an employee is affecting performance or work habits, he/she the supervisor may within ten (10) days after at any time: 1. Request that the decision employee submit a statement from a doctor with regard to specific areas of concern. Such statement shall be placed in the employee's personnel file. 2. Request that the employee submit to an examination by a doctor selected by the employer at the employer's expense. A copy of the appointing authority request in writing doctor's report shall be sent to the director of employer and may be placed in the employee's personnel that file. If the evaluation appeal employer's and employee's doctors are in disagreement, the Employer and the Union shall mutually select a third doctor, with costs to be heard shared equally by a review board provided that the appeal is based on an aspect(s) of Employer and the evaluation which the review board is empowered to change. c) The review board Union and such doctor's decision shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employeefinal. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. The County shall establish and maintain a plan for evaluating 18.01 All monitoring or observation of the work performance of employees an Administrator will be conducted openly and with the knowledge of the Administrator. The use of eavesdropping, public address or audio system and similar surveillance devices shall be strictly prohibited. 18.02 A single personnel file for each Administrator, located in the classified serviceHuman Resources office, will be maintained. Evaluations shall Administrators will have the right, upon request, to examine their personnel file, but will not have the right to review confidential references given at the time of employment or at the time of application for a change within the system. 18.03 All materials involving evaluation of an Administrator while in the employ of the Northampton Public School System will be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly reviewed by the employee's immediate supervisor on approved forms Administrator prior to its insertion in his/her personnel file. The Administrator will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents therein. The Administrator will also have the right to submit a written answer to such material which will be attached to the file copy. 18.04 The Association recognizes the authority and approved by responsibility of the appointing authorityDistrict, the Superintendent and the administrator’s Supervisor to discipline or reprimand an administrator for delinquency of professional performance. One copy of each report shall However, no Administrator will be maintained in the departmental personnel file as a permanent recordreprimanded, disciplined, discharged or denied any professional advantage without just cause. If evaluation shows an employee's work Administrator is to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluationdisciplined or reprimanded, he/she shall will be entitled to have a right representative of the Association present. 18.05 It is agreed that the Administrators will have a responsibility toward the evaluation of persons working under them. The Associate Director of Pupil Services will be evaluated by the Director of Pupil Services. The Elementary Curriculum Coordinator will be evaluated by the Superintendent of Schools. Each Vice Principal will be responsible as follows to a hearing before evaluate, on an individual evaluation sheet, teachers assigned solely to his/her appointing authority in accordance with building and teachers assigned to more than one building for whom the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authorityVice Principal is appointed Building Vice Principal pursuant to Article III, he/she may within ten (10) days after the decision Section I of the appointing authority request in writing to Agreement Between the director Northampton Association of personnel School Employees and the Northampton School Committee Covering the Period of July 1st, 2010 through June 30th, 2011 (the Unit A Agreement). Each report implies that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered evaluator has spent sufficient time in classroom observation to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of substantiate the evaluation. The review board shall not have Evaluation of Vice Principals will be done by the power Principal under whom they work. It will also be the responsibility of the Principals to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend comment on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system general evaluations relative to the Department work performance of Correction non-teaching personnel in their particular schools, such as lunch personnel, custodians, or secretaries, pointing out any areas where improvement is needed and the Sheriff’s OfficeDirector of the particular non-teaching personnel shall submit such an evaluation to the Principals for their comment. A copy of every evaluation will be submitted to the Superintendent for review.

Evaluation. The County shall establish and maintain Process a. Prior to the Initial Conference, a plan for evaluating the performance unit member will be notified of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority primary evaluator. A unit member in accordance with a split assignment may request additional observations by a secondary evaluator. The primary evaluator may also request that the procedures set forth secondary evaluator conduct observations. In either case cited above, each additional observer will be limited to two (2) observations. These observations shall be transmitted to the primary evaluator and become part of the evaluation. b. Occupational Therapists and School Psychologists shall be evaluated by the Director of Special Education or Coordinator of Special Education. c. Initial Conference – Evaluation Criteria By the 10th day of the school year (not including staff development days) in which the evaluation form. bis to take place, the evaluator and the unit member(s) In shall meet and discuss the event standards and methods (including other agreed upon alternative evaluation methods agreed to by HEA and the employee remains unsatisfied after District) upon which evaluation is to be based. This meeting may be held in a hearing before group setting, and shall take place prior to the appointing authority, he/she may within individual meetings to agree on the evaluation worksheet. No earlier than ten (10) instructional days or later than forty (40) instructional days after the decision beginning of the appointing authority request in writing school year, or when the evaluatee began his or her work year at that site, the evaluatee and the evaluator shall review the Standards for the Teaching Profession, the necessary support requirements, and any related exceptional circumstances and conditions. If the evaluatee and the evaluator agree on the standard(s) to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee used in the personnel departmentevaluation, they shall sign the appointing authority worksheet, or his/her designee, who shall not be the raterworksheet as amended, and a third member appointed copy shall be kept by each. If agreement on the worksheet is not reached at this meeting, the evaluatee shall be given, upon request, five (5) days to review the worksheet to determine whether to sign the worksheet or declare an impasse. Any impasse regarding the evaluation worksheet shall be resolved by the employeeHEA President or the HEA designee from the appropriate District Curriculum Council, and the Assistant Superintendent of Human Resources or designee. dd. Review Conference – (Only for Employees Not Meeting Standards) The review board primary evaluator shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have conference within the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", first fifteen (15) instructional days for any unit member who was marked “Partially Meets Standards” or "Unsatisfactory" to "Competent", and to strike narrative portions of “Does Not Meet Standards” for the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority previous year or the review board, equivalent language from the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Officeprior year.

Evaluation. 18.1 The County appropriate administrator shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist inform the employee in improvingwriting that a performance evaluation shall take place prior to the commencement of the performance evaluation process. Failure Performance evaluation procedures shall be determined by the President. Such procedures shall be put in writing and provided to employees. Any evaluative procedure to be used in a department shall also be provided to an employee prior to show satisfactory improvement may the commencement of the performance evaluation process. a. Employees shall be deemed just cause for discharge. Evaluation of a permanent employee may be appealed evaluated on at least an annual basis, using the form that appears in accordance with Appendix L, utilizing the following procedurescriteria: a) If an employee is not satisfied with any aspect 1. quality of an evaluationthe employee’s work; 2. quantity of the employee’s work; 3. professional judgment and responsibility (also including attendance abuse and working relationships); and 4. specific contributions to the campus/CSU and/or specific contributions to the community in areas directly related to the employee’s work assignment, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation formif applicable. b) b. Performance evaluations shall be based on the direct observation or supervision of the employee’s work during the period since the employee’s last performance evaluation. In the event the employee remains unsatisfied after a hearing before evaluator has not directly observed or supervised the appointing authorityemployee’s work, he/she may within ten (10) days after the decision evaluation shall be based primarily on the content of the appointing authority request in writing employee’s official personnel file, including the applicable position description(s) and input from individuals who have interacted with the employee as part of the employee’s required job duties. If the employee receives any rating of less than satisfactory (or its equivalent), the document(s) and/or specific example(s) relied upon for the rating must be given to the director of employee and placed in the employee’s official personnel that file no later than the time at which the evaluation appeal be heard by a review board provided that is given to the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changeemployee in draft form. c) The review board c. Performance evaluations shall be convened by the director of personnel and prepared in draft form. Such evaluation shall consist of the director of personnel or her/his designee refer to key incidents relied on if they are not documented in the personnel departmentfile. A copy will be given to the employee who shall have fourteen (14) days to review the draft evaluation, provide verbal feedback, and submit a rebuttal (if any) to the appointing authority or evaluator before the evaluation is finalized. An employee may request to discuss their evaluation with the evaluator within 14 days from the receipt of the draft evaluation. An employee may elect to submit any such rebuttal (accompanied by the draft evaluation it rebuts) to his/her designee, who shall personnel file. Any documents referenced in the draft evaluation which are not be the rater, and a third member appointed by part of the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have ’s official personnel file at the power time the draft is submitted to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have be placed in the right to attend on release file at that time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address . d. An employee may submit materials for consideration during the performance evaluation system. This joint labor management committee shall have process, including evaluative material from campus and community sources generated by individuals familiar with the employee’s work. 18.2 A written record of a target of presenting a new final performance evaluation system shall be placed in the employee's personnel file and subject to the Department provisions of Correction and the Sheriff’s Office.Article 11,

Evaluation. ‌ A. Each secretary shall have the right upon request to review the contents of her/his own personnel file in the presence of the appropriate administrator. B. Materials which shall be identified, but not shared in totality, will include pre-employment credentials from educational institutions and previous employers. C. The County District shall establish and maintain a plan for evaluating the complete cumulative files on all personnel, including up-to- date records pertaining to performance of employees in duties. D. Each administrator may contribute to the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel cumulative file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority administrative duties: 1. Records of positive nature, including supervisory reports, memos and letters to the secretary, plus other miscellaneous evidence of successful service. 2. Records of unsatisfactory performance must be specific in accordance content, signed by the administrator, with a copy furnished to the secretary. The secretary shall acknowledge receipt of the report by signing it within three (3) work days. E. The Association and the District profess and support the precepts, as stated in Exhibit C, upon which the Evaluation Form (Exhibit C-1) and its application are based. The committee composed of the District and Association will agree on the evaluation for Exhibit C-1. F. If a secretary's evaluation points out questionable characteristics of the secretary in any manner and the secretary does not agree with the procedures set forth in evaluation, the secretary may attach written comments to her/his evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) duty days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) receiving her/his evaluation. A copy of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee attached comments, if any, will be placed in the secretary's personnel department, the appointing authority or his/her designee, who file. G. The appropriate administrator shall not be the raterresponsible for written evaluation at least once every two (2) years for non-probationary secretaries. The secretary may request, and a third member appointed by be evaluated more than once every two (2) years. Written evaluation for all probationary personnel shall be done at least once during the employeeyear. d) H. The review board Division of Human Resources Department shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have be responsible for acquainting new secretaries with the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions evaluative procedures during the first month of the evaluation. The review board shall not have the power to otherwise alter the evaluationtheir employment. e) I. In the absence of an evaluation, a hearing before either the appointing authority or the review board, the employee secretary's job performance shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Officebe considered satisfactory.

Evaluation. The County shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations A. Each employee shall be considered appraised of their responsibilities. They shall be informed of the criteria upon which they will be evaluated and who is responsible for the evaluation. Classified evaluations shall be completed by administrative or non-bargaining unit supervisory staff of the District with relevant input from other staff. B. During the probationary period (as defined in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of Article 3 Section D) probationary employees shall be made at least quarterly by demonstrate ability to perform the duties of the position for which they were hired. At the expiration of the probationary period, if in the opinion of the employee's immediate ’s supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect performing the duties of an evaluationthe position satisfactorily, he/she that employee will be dismissed. The District shall have a the right to a hearing before his/her appointing authority in accordance with discharge any employee at any time during the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel probationary period and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who this right shall not be subject to the ratergrievance procedure. C. All regular employees shall receive a written evaluation from their supervisor at least once every two years. The evaluation will be completed by May 15th of the school year in which it is prepared except in cases of unsatisfactory performance under Section E when the evaluation will be completed no later than the employee’s last work day of the fiscal year. D. The evaluation will be discussed with the employee, signed by the supervisor, and a third member appointed by copy given to the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions employee’s signature only reflects receipt of the evaluation, not agreement with the contents. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend have a rebuttal attached to the evaluation and placed in the personnel file. The observations, findings and conclusions of the evaluator are not subject to grievance. E. In accordance with best practices, efforts shall be made to resolve unsatisfactory performance at the lowest level possible first. Examples include, speaking with an employee first, placing an employee on release time, call witnesses on release timefocused goals, and have letters of expectation. This section shall not be the rater presentbasis for a grievance. F. If in the opinion of the employee’s supervisor, the services of a regular employee are unsatisfactory, the employee will be so notified and the following procedures will be implemented: 1. The parties agree District will: a. Conduct a conference with the employee, the Association's representative if the employee so requests, and the supervisor; b. Inform the employee orally and in writing of the deficiencies; c. Detail the expectations of the supervisor; d. Detail the assistance that will be provided by the District; e. Inform the employee that the necessary improvements must be made within a specified number of working days, or that a recommendation will be made for dismissal. If the deficiency is related to establish a joint labor management committee to address performance standards, the performance evaluation systemspecified number of days shall be no less than 30 working days. This joint labor management committee shall have a target of presenting a new performance evaluation system If the deficiency is related to the Department Workplace Expectations (i.e., Attendance/Punctuality, Personal Appearance, Following Policy/Directives, or Safety Practices), then the specified number of Correction days may be less than 30 working days. 2. On the date specified to the employee at the initial meeting, the employee will again be notified orally and in writing as to his/her progress. If the improvement is not satisfactory, a recommendation may be made for dismissal and the Sheriff’s Officereasons therefore furnished to the employee in writing. If satisfactory improvement has been made, the employee will be so advised in writing. 3. If dismissal of the employee is recommended or effected by the supervisor, the procedures applicable in ORS 332.544 and 243.650 may be pursued. The procedures described in paragraph 3 are not subject to the Article 18 grievance procedure. G. No regular employee shall receive an overall “unsatisfactory” on their status recommendation without implementing the procedures outlined in Subsection E of this Article. H. Disputes over evaluation procedures can be resolved through the Article 18, Grievance Procedure.

Evaluation. The County A. Bargaining unit members shall establish be evaluated on an annual basis beginning on May 1 and maintain a plan for evaluating the performance ending on April 30 of employees in the classified serviceeach year. Evaluations shall must be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy completed no later than May 31 of each year. B. The evaluation report shall will firstly be maintained discussed (in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure confidence) by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance and his/her immediate supervisor, with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, being able to make written comments as he/she shall have a right to a hearing before deems appropriate. In the event that an employee feels that his/her appointing authority in accordance with supervisor's evaluation does not truly reflect his/her performance, the procedures set forth employee may appeal his/her evaluation up to the Vice President having responsibility for his/her administrative unit, or in the case of administrators reporting to a Vice President, such appeal may be made to the President of the College. Employees whose supervisors report directly to the President may appeal directly to the President. In any event, those statements giving rise to the difference of opinion must be substantiated or deleted from the evaluation formreport. The determination of the Vice President/President will be binding on all parties. b) C. In addition to the formal evaluation procedures described above, anyone generating or receiving reports, letters, memoranda or written material which relates favorably or unfavorably to the capabilities, talent, character, reputation, qualifications or abilities of any person or persons employed by or associated in any capacity with Xxxxxx Valley Community College shall forward a copy of same to the Vice President for Administration who has been designated as Records Access Officer under the Freedom of Information Law. The Vice President for Administration will review the material in question and inform the concerned employee whether or not it has been placed in his/her personnel records and that he/she is free to examine the same. In the event that an employee does not agree with the employee remains unsatisfied after determination made by the Vice President for Administration as to whether or not a hearing before the appointing authoritydocument is to be placed in his/her personnel records, he/she may within ten (10) days after submit a written appeal of that decision to the decision President of the appointing authority request in writing College, who will make a determination binding on all parties. D. No information concerning any bargaining unit members shall be made public prior to that person having an opportunity to examine the same. E. The above shall not, however, apply to confidential references furnished by request, where representations have been made to the director of personnel supplier that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changeany information supplied will remain confidential. c) The review board shall be convened by F. Prior to the director implementation of personnel and shall consist of the director of personnel or her/his designee any change in the personnel departmentexisting evaluation form, such change(s) will be discussed with the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority voteNTPO. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.See Addendum F.

Evaluation. The County Employer shall establish routinely review the evaluations of all positions within the bargaining unit with priority being given to requests made under Articles and maintain in that order. All positions shall be reviewed at least once every five years. A position may be evaluated at any time, but shall be evaluated within three (3) calendar months after receipt by the Job Evaluation Unit, Personnel Services of a plan for evaluating request from an Employee or supervisor and subsequent receipt of the performance of employees Employee’s completed Employee Report Form, provided that the incumbent has had at least six (6) months’ service in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment position and other personnel actions. Evaluations of probationary employees shall be made that the position has not been reviewed or evaluated for at least quarterly (24) months (unless significant changes have been made to the job content). If an Employee’s duties are altered significantly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy introduction of each report shall be maintained new machinery, equipment, material, a change in the departmental personnel file as procedures or a permanent record. If evaluation shows an employee's work to be below restructuring of duties within a satisfactory standarddepartment, the supervisor shall take appropriate steps advise the Job Evaluation Unit, Personnel Services, in writing and the job shall be provisionally rated. Where a provisional rating indicates a change in classification Article shall apply. The provisional rating shall become effective on the date these duties were first assigned and performed. All jobs within the bargaining unit holding provisional rating shall be evaluated within four (4) to assist eight (8) months of the employee date the position is filled, providing the same incumbent is in improvingthe job and the Employee Report Form has been completed. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. The Job Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she Committee shall have a right to a hearing before his/her appointing authority in accordance with establish the procedures set forth to be followed in the evaluation form. b) In of jobs, including adjusting the event point system and definitions within the employee remains unsatisfied after a hearing before the appointing authority, he/she classification manual where it deems necessary. The Job Evaluation Committee may within ten (10) days after the decision review any other aspects of the appointing authority request in writing Job Evaluation Program and recommend such revisions as it considers necessary. Such recommendations shall be made to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) Chairperson of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who program but shall not be implemented without the rateragreement of the Union and the Employer, which agreement shall not be withheld unreasonably. There shall be four (4) Union members on the Job Evaluation Committee, two to represent the clerical segment and a third member appointed two (2) to represent the technical segment. Rating decisions of the Job Evaluation Committee shall be reported to the supervisor and the incumbent within five (5) working days of the Committee meeting date and, subject to Article herein, shall, from the date of the signing of this Agreement, be implemented effective the beginning of the month in which the Employee Report form received by the employeeJob Evaluation Unit, Personnel Services. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. ‌ 18.1 The County appropriate administrator shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist inform the employee in improvingwriting that a performance evaluation shall take place prior to the commencement of the performance evaluation process. Failure Performance evaluation procedures shall be determined by the President. Such procedures shall be put in writing and provided to employees. Any evaluative procedure to be used in a department shall also be provided to an employee prior to show satisfactory improvement may the commencement of the performance evaluation process. A. Employees shall be deemed just cause for discharge. Evaluation of a permanent employee may be appealed evaluated on at least an annual basis, using the form that appears in accordance with Appendix L, utilizing the following procedurescriteria: a) If an employee is not satisfied with any aspect 1. quality of an evaluationthe employee’s work; 2. quantity of the employee’s work; 3. professional judgment and responsibility (also including attendance abuse and working relationships); and 4. specific contributions to the campus/CSU and/or specific contributions to the community in areas directly related to the employee’s work assignment, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation formif applicable. b) B. Performance evaluations shall be based on the direct observation or supervision of the employee’s work during the period since the employee’s last performance evaluation. In the event the employee remains unsatisfied after a hearing before evaluator has not directly observed or supervised the appointing authorityemployee’s work, he/she may within ten (10) days after the decision evaluation shall be based primarily on the content of the appointing authority request in writing employee’s official personnel file, including the applicable position description(s) and input from individuals who have interacted with the employee as part of the employee’s required job duties. If the employee receives any rating of less than satisfactory (or its equivalent), the document(s) and/or specific example(s) relied upon for the rating must be given to the director of employee and placed in the employee’s official personnel that file no later than the time at which the evaluation appeal be heard by a review board provided that is given to the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changeemployee in draft form. c) The review board C. Performance evaluations shall be convened by the director of personnel and prepared in draft form. Such evaluation shall consist of the director of personnel or her/his designee refer to key incidents relied on if they are not documented in the personnel departmentfile. A copy will be given to the employee who shall have fourteen (14) days to review the draft evaluation, provide verbal feedback, and submit a rebuttal (if any) to the appointing authority or evaluator before the evaluation is finalized. An employee may request to discuss their evaluation with the evaluator within fourteen (14) days from the receipt of the draft evaluation. An employee may elect to submit any such rebuttal (accompanied by the draft evaluation it rebuts) to his/her designee, who shall personnel file. Any documents referenced in the draft evaluation which are not be the rater, and a third member appointed by part of the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have ’s official personnel file at the power time the draft is submitted to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have be placed in the right to attend on release file at that time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address . D. An employee may submit materials for consideration during the performance evaluation system. This joint labor management committee shall have process, including evaluative material from campus and community sources generated by individuals familiar with the employee’s work. 18.2 A written record of a target of presenting a new final performance evaluation system shall be placed in the employee's personnel file and subject to the Department provisions of Correction and the Sheriff’s Office.Article 11,

Evaluation. 9.1 The County site administrator or his designee shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each annually report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director Superintendent on the performance of personnel that the each employee. This evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by document identifying the employee. d) The review board shall conduct an informal hearing ’s strengths and shall decide all questions by a majority voteweaknesses. (see Appendix C). The review board evaluation shall be used as a path for areas of improvement, as well as an indicator of areas of success, for the Paraeducator. The employee shall have the power opportunity to raise rating factors read the evaluation and discuss it with the administrator before it is sent to the Human Resources office. An employee may request an evaluation conference and/or overall written evaluation ratings from "Unsatisfactory" statement: A. In the event of voluntary or involuntary transfer to "Improvement Needed"another position; B. When an employee resigns or is terminated; C. When a significant change in employee performance occurs. 9.2 All new employees shall be evaluated within 90 school calendar days of their hire date. This evaluation shall consist of a document identifying the employee’s strengths and weaknesses (see Appendix C). The evaluation shall be used as a path for areas of improvement, as well as an indicator of areas of success, for the Paraeducator. The employee shall have the opportunity to "Competent"read the evaluation and discuss it with the administrator before it is sent to the Human Resources office. 9.3 Evaluation is the responsibility of the evaluator as delegated by the Superintendent and should be structured to fit the requirements of the position. It is understood that at times nonadministrative certificated staff members may be used to evaluate a classified employee. In those cases, where a non-administrative certificated staff member is responsible for the evaluation process they may hold evaluation conferences. However, under no circumstances shall a non-administrative certificated staff member be included in an evaluation conference where an administrator is also attending. If probation or "Unsatisfactory" discharge appears to "Competent", be likely an administrator will take over the evaluation process. All employees shall be provided an annual written evaluation by June 1. The employee and to strike narrative portions the evaluator shall sign the evaluation in acknowledgment of having reviewed the evaluation. The review board employee may, at his/her option, file a written statement to accompany the evaluation in areas where there is a disagreement with statements in the evaluation. The substance of an employee’s evaluation shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system be subject to the Department of Correction and the Sheriff’s Officegrievance procedure contained in this Agreement.

Evaluation. The County shall establish and maintain State law requires that all continuing contract employees have their evaluation or notification of return or termination completed by March 1st of each year. Non-tenured certified employees need their evaluation or notification of renewal or non-renewal completed by April 15th of each year. Each employee will receive a plan summative evaluation form from his or her principal/director by these dates indicating the district’s intent to offer employment for evaluating the performance of employees following year. This will be completed separately from the professional growth rubric or goal setting conference. This notification will go in the classified serviceemployee’s personnel file. Evaluations The Superintendent will designate one administrator as the primary evaluator for any employee with duties in more than one building; other administrators will submit support data to the primary evaluator as necessary. The Superintendent or designee will evaluate head and assistant coaches by May 1, using the Watertown Head Coach Evaluation sheet and the Watertown Assistant Coach Evaluation sheet. Evaluation records on all employees covered under this contract shall be considered kept in approving transfersthe district’s central office. Copies of evaluation records will be kept in the building where the employee is evaluated and will be available to the employee, promotionssuperintendent or other designated administrative personnel. Each employee shall have the right, salary increasesupon request, demotionsto review the contents of his/her personnel file. If the employee so requests, discharges, reinstatements, reemployment and other personnel actionsa representative from the Association may accompany the employee in this review. Evaluations A representative of probationary employees the superintendent shall be made present at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authoritysuch review. One copy of each report A written record shall be maintained in the departmental personnel file as a permanent recordof the persons having access to the file and the hours and day of such examination. If evaluation shows an No material derogatory to the employee's work to ’s conduct, service, character or personality shall be below a satisfactory standard, placed in the supervisor shall take appropriate steps to assist employee’s file unless the employee in improvinghas had the opportunity to read the material. Failure The material shall be signed by the employee to show satisfactory improvement may or the presentation thereof should be deemed just cause for discharge. Evaluation of witnessed by a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, third party indicating that he/she shall have a right has read it. If the employee takes exception to a hearing before his/her appointing authority in accordance with the procedures set forth any statement in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authorityfile, he/she may within prepare a demurral statement. Such demurral must be received in the Superintendent’s Office not later than ten (10) working days after the decision employee has become aware of the appointing authority request in writing presence of a document to which the employee objects. The assistant superintendent shall review the demurral and attach it to the director of personnel that the evaluation appeal appropriate file document. The evaluator shall be heard by a review board provided that the appeal is based on an aspect(s) informed of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority votedemurral. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right right, upon request, to attend receive a copy of any document or other material in the file. Contract renewal is recommended. Employee will continue in good standing on release time, call witnesses on release time, and have the rater presentProfessional Growth Cycle. The parties agree to establish Contract renewal is not recommended. Contract renewal is recommended with a joint labor management committee to address the performance evaluation systemProfessional Improvement Plan. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.Date Evaluatee Signature Evaluator Signature To be completed by: March 1st for continuing contract employee April 15th for non-continuing contract employee

Evaluation. ‌ 18.1 The County appropriate administrator shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist inform the employee in improvingwriting that a performance evaluation shall take place prior to the commencement of the performance evaluation process. Failure Performance evaluation procedures shall be determined by the President. Such procedures shall be put in writing and provided to employees. Any evaluative procedure to be used in a department shall also be provided to an employee prior to show satisfactory improvement may the commencement of the performance evaluation process. a. Employees shall be deemed just cause for discharge. Evaluation of a permanent employee may be appealed evaluated on at least an annual basis, using the form that appears in accordance with Appendix L, utilizing the following procedurescriteria: a) If an employee is not satisfied with any aspect 1. quality of an evaluationthe employee’s work; 2. quantity of the employee’s work; 3. professional judgment and responsibility (also including attendance abuse and working relationships); and 4. specific contributions to the campus/CSU and/or specific contributions to the community in areas directly related to the employee’s work assignment, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation formif applicable. b) b. Performance evaluations shall be based on the direct observation or supervision of the employee’s work during the period since the employee’s last performance evaluation. In the event the employee remains unsatisfied after a hearing before evaluator has not directly observed or supervised the appointing authorityemployee’s work, he/she may within ten (10) days after the decision evaluation shall be based primarily on the content of the appointing authority request in writing employee’s official personnel file, including the applicable position description(s) and input from individuals who have interacted with the employee as part of the employee’s required job duties. If the employee receives any rating of less than satisfactory (or its equivalent), the document(s) and/or specific example(s) relied upon for the rating must be given to the director of employee and placed in the employee’s official personnel that file no later than the time at which the evaluation appeal be heard by a review board provided that is given to the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changeemployee in draft form. c) The review board c. Performance evaluations shall be convened by the director of personnel and prepared in draft form. Such evaluation shall consist of the director of personnel or her/his designee refer to key incidents relied on if they are not documented in the personnel departmentfile. A copy will be given to the employee who shall have fourteen (14) days to review the draft evaluation, provide verbal feedback, and submit a rebuttal (if any) to the appointing authority or evaluator before the evaluation is finalized. An employee may request to discuss their evaluation with the evaluator within 14 days from the receipt of the draft evaluation. An employee may elect to submit any such rebuttal (accompanied by the draft evaluation it rebuts) to his/her designee, who shall personnel file. Any documents referenced in the draft evaluation which are not be the rater, and a third member appointed by part of the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have ’s official personnel file at the power time the draft is submitted to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have be placed in the right to attend on release file at that time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address . d. An employee may submit materials for consideration during the performance evaluation system. This joint labor management committee shall have process, including evaluative material from campus and community sources generated by individuals familiar with the employee’s work. 18.2 A written record of a target of presenting a new final performance evaluation system shall be placed in the employee's personnel file and subject to the Department provisions of Correction and the Sheriff’s Office.Article 11,

Evaluation. The County shall establish and maintain a plan for evaluating the performance of employees in the classified service. 18.1 Evaluations shall be considered in approving transferscompleted at least annually on the anniversary of the employee’s date of hire using forms agreed upon by both parties. If the supervisor fails to meet the evaluation deadline, promotionsthe employee may send an email to the supervisor with a copy to the SA of HR requesting completion of the evaluation within five (5) days. In the case of an unforeseen emergency condition situation, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actionsthe timelines set forth herein may be mutually extended. Evaluations of probationary New employees shall be made 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 later than 45 days prior to the 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. 18.3 In the event that a supervisor anticipates rating an employee below satisfactory in any category, the supervisor must notify the employee in writing at least quarterly by the employee's immediate pre- evaluation conference. The supervisor on approved forms shall provide the employee an opportunity to discuss performance and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent recordprovide suggestions for improvements. If the supervisor does not meet the pre-evaluation shows an employee's work to be below a satisfactory standarddeadline, the supervisor shall take appropriate steps to assist not give the employee in improvinga 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. Failure 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 show satisfactory improvement may be deemed just cause for dischargesee the evaluation. Evaluation of a permanent Refusal to sign evaluation does not preclude the evaluation from being included in the employee’s personnel file. A notation that the employee may be appealed in accordance refused to sign, with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) time and date of the evaluation which the review board is empowered to changemeeting, will be included. c) 18.5 The review board supervisor shall be convened by meet with employee to discuss the director of personnel evaluation, compare the previous and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent"current evaluations, and to strike narrative portions review the current job description. The employee will bring the completed sections of the evaluationSelf-Assessment for (Part I, II, III) to the evaluation meeting. The supervisor and employee will review board shall not have the power 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 otherwise alter see the evaluation. e) In a hearing before either 18.6 All unsatisfactory observation-evaluation ratings shall be explained in writing by the appointing authority or supervisor. The explanation shall include specific recommendations for improvement including assistance to be provided by the review board, supervisor and/or college. 18.7 The supervisor will give the employee shall have their copy when the right to attend on release time, call witnesses on release time, and have employee signs the rater presentevaluation form. The parties agree original copy of the evaluation form shall be submitted to establish a joint labor management committee to address HR for review and placement in the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriffemployee’s Officepersonnel file.

Evaluation. 14.1 The County purpose of paraprofessional evaluation is to provide feedback to the employee on their work performance in order to improve student performance and education for all students. 14.2 The employee’s immediate supervisor shall establish conduct a written evaluation of the employee at least once annually or more at the administration’s option with the first being conducted no later than April 30th. 14.3 The District shall provide copies of the evaluation form and maintain associated documentation to employees at the beginning of the school year. The District shall also communicate to the employee the process for evaluation. 14.4 The evaluation process shall include a plan for evaluating written evaluation followed by a conference of the performance immediate supervisor and the employee. The employee shall be given a copy of employees any formal evaluation report before any such conference is held. Following the conference, the employee shall receive a copy of the final evaluation report. 14.5 The immediate supervisor and the employee shall sign the completed evaluation report as well as the administrative supervisor at the conclusion of the evaluation conference. This report shall become part of the personnel file. The employee shall affix her/his signature to the evaluation report signifying that the report has been read and is to be filed. By affixing her/his signature the employee is in no way indicating agreement with the contents thereof. If the employee does not affix her/his signature the material will be placed in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental ’s personnel file as a permanent record. If evaluation shows with an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist attached notation that the employee in improvingrefused to sign the evaluation report. Failure by the An employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to submit a hearing before written answer to such material and her/his answer shall be attached to all copies. The employee shall have fifteen (15) working days to submit a written rebuttal. 14.6 In the event that in the opinion of the school administration a deficiency in a paraprofessional’s performance is of concern and/or could result in the termination of employment the paraprofessional shall be notified of the deficiency in writing by the administration. The administration shall clearly state the deficiency, state the expected corrections, and the paraprofessional shall be given reasonable time to correct said deficiency. If a paraprofessional does not correct the specified deficiency within the specified time it will be considered just cause for administrative action. 14.7 The paraprofessional will be entitled to have representation of his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, choosing when he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changebeing disciplined or discharged. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. The County Section 9.01 EVALUATION PROCEDURES-EDUCATIONAL SUPPORT ASSOCIATE Rationale for Personnel Evaluation: Under provisions for RCW 28A.405.100. evaluations will serve as a basis for the development of a written report, a copy of which shall establish be provided to the employee, and maintain for the development of a plan suggested and reasonable program for evaluating improvement in instances where an individual’s performance is judged unsatisfactory Annual Performance Analysis: Certificated classroom teachers and educational support associates (ESA) holding non-administrative positions are collectively referred to as “employees” herein. Every employee, other than employees who are provisional status, whose work is judged unsatisfactory based upon the performance evaluation procedures and criteria herein shall be placed in a probationary status after October 15 and shall be given sixty (60) school days to demonstrate improvement in their deficiency. Responsibility for Evaluation: Within each school, the principal or designee shall be responsible for the evaluation of employees in the classified servicewho are assigned to that school. Evaluations An employee assigned to more than one (1) school shall be considered in approving transfersevaluated by the principal or designee by the Superintendent. If the evaluator is other than the building principal, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees the employee shall be made at least quarterly notified in writing by October 1 who the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report evaluator shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for dischargebe. Evaluation of ESA employees may be assigned to a permanent specific administrator or evaluator with the ESA evaluation to reflect input from building administrators. The administrative organizational plan of the District shall be used to determine line of responsibility for evaluation for any employee who is not regularly assigned to any school. Any principal or other supervisor may designate other certificated staff members to assist in the observation and evaluation process. An employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director Assistant Superintendent, Human Resources an alternate evaluator. The Assistant Superintendent, Human Resources may then designate another individual to perform an observation. Evaluation Criteria: Each employee shall be evaluated in accordance with the criteria appropriate to the employee’s position which criteria are set forth in Article 9, Section 9.02 or 9.03. Required Evaluations: All employees, including new employees, shall be evaluated annually. Such evaluations are to be completed no later thanJune 1.. If the supervisor contemplates recommending that an employee be placed on probation an evaluation shall be completed prior to any such recommendation. Such evaluation shall take the form of personnel a letter informing the employee of the evaluator’s recommendation to the Superintendent that the employee be placed on probation and the supporting information that is provided with the recommendation. If the employee is transferred after forty-five (45) days from a position to another position not under the administrator’s jurisdiction, an evaluation appeal shall be heard by made at the time of transfer. If an employee resigns during the school year, upon request of the employee, a review board final evaluation shall be completed prior to the resignation date, provided that prior sufficient notice of resignation is given. Individual Staff Initiated Analysis: An employee, upon their own volition, may request an analysis of specific teaching skills to bring about an improvement of instruction in connection with particular skills and performance. Since the appeal is based on an aspect(s) purpose of the evaluation which the review board employee initiated program is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review boardstrengthen performance, the employee shall have the right is encouraged to attend on release time, call witnesses on release time, confer with and have the rater presentseek observations by whomever they feel can assist in achieving this goal. The parties agree employee, in a pre-conference prior to establish a joint labor management committee the observation may specify those skills they wish to address have observed. The employee may select from any or all categories of analysis. Following the performance evaluation system. This joint labor management committee observation(s) the evaluator shall have a target of presenting a new performance evaluation system to post-conference with the Department of Correction and the Sheriff’s Office.employee. Evaluation Procedures

Evaluation. The County shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations A. Each employee shall be considered appraised of their responsibilities. They shall be informed of the criteria upon which they will be evaluated and who is responsible for the evaluation. Classified evaluations shall be completed by administrative or non-bargaining unit supervisory staff of the District with relevant input from other staff. B. During the probationary period (as defined in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of Article 3 Section D) probationary employees shall be made at least quarterly by demonstrate ability to perform the duties of the position for which they were hired. At the expiration of the probationary period, if in the opinion of the employee's immediate ’s supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect performing the duties of an evaluationthe position satisfactorily, he/she that employee will be dismissed. The District shall have a the right to a hearing before his/her appointing authority in accordance with discharge any employee at any time during the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel probationary period and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who this right shall not be subject to the ratergrievance procedure. C. All regular employees shall receive a written evaluation from their supervisor at least once every two years. The evaluation will be completed by May 15th of the school year in which it is prepared except in cases of unsatisfactory performance under Section E when the evaluation will be completed no later than the employee’s last work day of the fiscal year. D. The evaluation will be discussed with the employee, signed by the supervisor, and a third member appointed by copy given to the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions employee’s signature only reflects receipt of the evaluation, not agreement with the contents. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend have a rebuttal attached to the evaluation and placed in the personnel file. The observations, findings and conclusions of the evaluator are not subject to grievance. E. In accordance with best practices, efforts shall be made to resolve unsatisfactory performance at the lowest level possible first. Examples include, speaking with an employee first, placing an employee on release time, call witnesses on release timefocused goals, and have letters of expectation. This section shall not be the rater presentbasis for a grievance. F. If in the opinion of the employee’s supervisor, the services of a regular employee are unsatisfactory, the employee will be so notified and the following procedures will be implemented: 1. The parties agree District will: a. Conduct a conference with the employee, the Association's representative if the employee so requests, and the supervisor; b. Inform the employee orally and in writing of the deficiencies; c. Detail the expectations of the supervisor; d. Detail the assistance that will be provided by the District; e. Inform the employee that the necessary improvements must be made within a specified number of working days, or that a recommendation will be made for dismissal. Grants Pass School District No. 0 0000-0000 Classified Agreement If the deficiency is related to establish a joint labor management committee to address performance standards, the performance evaluation systemspecified number of days shall be no less than 30 working days. This joint labor management committee shall have a target of presenting a new performance evaluation system If the deficiency is related to the Department Workplace Expectations (i.e., Attendance/Punctuality, Personal Appearance, Following Policy/Directives, or Safety Practices), then the specified number of Correction days may be less than 30 working days. 2. On the date specified to the employee at the initial meeting, the employee will again be notified orally and in writing as to his/her progress. If the improvement is not satisfactory, a recommendation may be made for dismissal and the Sheriff’s Officereasons therefore furnished to the employee in writing. If satisfactory improvement has been made, the employee will be so advised in writing. 3. If dismissal of the employee is recommended or effected by the supervisor, the procedures applicable in ORS 332.544 and 243.650 may be pursued. The procedures described in paragraph 3 are not subject to the Article 18 grievance procedure. G. No regular employee shall receive an overall “unsatisfactory” on their status recommendation without implementing the procedures outlined in Subsection E of this Article. H. Disputes over evaluation procedures can be resolved through the Article 18, Grievance Procedure.

Evaluation. The County current Xxxxxxxxx, and job evaluation system and factor interpretation shall be used to establish and maintain a plan for evaluating the performance of employees relationship between job classifications in the classified serviceschedule of the Collective Agreement. Evaluations A joint Committee shall be considered in approving transfersto review differences on job classificationsbetween the Management Job Evaluation Committee and Union Job Evaluation Committee. The Committee shall consist of seven (7) members, promotionsthree (3) permanent representatives from the Employer, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly three (3) permanent representatives appointed by the employee's immediate supervisor on approved forms Union, and approved a designate from Human Resources, as Chairperson. Meetings will be convened by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may Chairperson within ten (10) working days after the decision on request of either party, unless an extension is mutually agreed upon, and shall be held during normal working hours. Unanimous decisions of the appointing authority request Committee shall be binding. Matters to in writing paragraph not so resolved may be pursued in accordance with Articles and Grievance and Arbitration and Mediation, commencing at step in the Grievance Procedure. Management shall notify the Union of any new position and title and salary range established by the Employer within the Bargaining Unit within thirty (30) days. Job descriptions shall be provided for the Union for such newly established positions. The Employer shall all revised position descriptions using interviews with the and the immediate Supervisor, existing position description, the agreed upon questionnaire and decision analysis. Where a number of employees are doing the samejob, the above information shall be gathered from a reasonable cross section of employees within the job. The draft position description shall be circulated to the director of personnel for review. The draft position description shall be returned to Human Resources with the proposed amendments, if any, for consideration. It is understood that the Employer may implement changes in job duties once a position description has been returned to Human Resources. The position description shall be evaluated by the Employer’s Job Evaluation Committee taking into consideration any proposed amendments. The evaluated position description together with the questionnaire, decision analysis and any proposed amendments shall be submitted to the Union Job Evaluation Committee for review. The Union Job Evaluation Committee shall advise Human Resources of its evaluation appeal within ten (10) working days. All evaluations shall be heard held in confidenceby both the Employer and Union during the ten (1 0) working day period. If there is agreement Human Resources shall the Supervisor of the classification of the position description and the Supervisor shall in turn notify the The date on which the position description is forwarded to Human Resources is the effective date of the description. If there is disagreement, including disagreement concerning the content of the draft position description, the following steps shall be taken: The position descriptions shall be returned to Human Resources for review by a the Chairpersons of both the Employer and Union Job Evaluation Committees. If agreement is reached by them, the evaluation is finalized. In the event that agreement cannot be reached the findings shall be submitted to the Joint Job Evaluation Committee for review board as provided that the appeal is based for in Article above. A general review of all existing position descriptions shall take place every three (3) years. Reviews of individual position descriptions shall take place on an aspect(s“as required” basis. These reviews shall be conducted according to the procedures outlined in and above. Within the initial twelve (12) month period of evaluating a position description for a new position pursuant to Article such position description shall be re- evaluated using the above procedure. The rate protection described in Article below shall not apply until the evaluation which has been completed. Note: This replaces the review board Letter of Intent RE Job Evaluation Procedure. When an employee’s position is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee reclassified downwards and, as a result, such employee would suffer a decrease in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review boardsalary, the employee shall have be afforded rate protection. Rate protection shall mean that an employee will continue to move within the right to attend on release timesalary schedule, call witnesses on release timeif applicable, and have receive all future negotiated salary increases so long as they remain within the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Officerate-protected classification.

Evaluation. A. Each secretary shall have the right upon request to review the contents of her/his own personnel file in the presence of the appropriate administrator. B. Materials which shall be identified, but not shared in totality, will include pre-employment credentials from educational institutions and previous employers. C. The County District shall establish and maintain a plan for evaluating the complete cumulative files on all personnel, including up-to- date records pertaining to performance of employees in duties. D. Each administrator may contribute to the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel cumulative file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority administrative duties: 1. Records of positive nature, including supervisory reports, memos and letters to the secretary, plus other miscellaneous evidence of successful service. 2. Records of unsatisfactory performance must be specific in accordance content, signed by the administrator, with a copy furnished to the secretary. The secretary shall acknowledge receipt of the report by signing it within three (3) work days. E. The Association and the District profess and support the precepts, as stated in Exhibit C, upon which the Evaluation Form (Exhibit C-1) and its application are based. The committee composed of the District and Association will agree on the evaluation for Exhibit C-1. F. If a secretary's evaluation points out questionable characteristics of the secretary in any manner and the secretary does not agree with the procedures set forth in evaluation, the secretary may attach written comments to her/his evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) duty days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) receiving her/his evaluation. A copy of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee attached comments, if any, will be placed in the secretary's personnel department, the appointing authority or his/her designee, who file. G. The appropriate administrator shall not be the raterresponsible for written evaluation at least once every two (2) years for non-probationary secretaries. The secretary may request, and a third member appointed by be evaluated more than once every two (2) years. Written evaluation for all probationary personnel shall be done at least once during the employeeyear. d) H. The review board Division of Human Resources Department shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have be responsible for acquainting new secretaries with the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions evaluative procedures during the first month of the evaluation. The review board shall not have the power to otherwise alter the evaluationtheir employment. e) I. In the absence of an evaluation, a hearing before either the appointing authority or the review board, the employee secretary's job performance shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Officebe considered satisfactory.

Evaluation. A. The County shall establish and maintain a plan for evaluating the work performance of fall employees in shall be evaluated for the classified service. purpose of improvement on an annual basis. B. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment conducted by the immediate supervisor or a person designated by the Superintendent who is knowledgeable about the position and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by performance. The person performing the appointing authority. One copy of each report evaluation shall not be a member for the bargaining unit, nor the teacher whom the employee works in conjunction with performing his/her duties, however, the teachers' input will be considered. C. The employee shall be maintained notified at the beginning of the year in the departmental personnel file as which they are going to be evaluated. D. The evaluation shall be completed no later than April 15 of a permanent recordgiven year. If the evaluation shows an employee's work is not completed by this time, the employee shall be deemed to be below have a satisfactory standardevaluation. If a bargaining unit member changes buildings within the course of the school year, an evaluation shall be done no later than 30 days after said move. If the evaluation is not completed by this time, the supervisor employee shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. to have had a satisfactory evaluation. E. An overall satisfactory evaluation shall be based upon an average of all categories listed on the Evaluation of a permanent employee may be appealed in accordance with the following procedures:Tool. aF. Within ten (10) If an employee is not satisfied with any aspect school days of an evaluation, he/she a conference shall have be held with the employee to review the evaluation and a right copy of the evaluation shall be provided to a hearing before the employee. Each employee shall sign the evaluation, which only indicates the employee received it. If the employee disagrees with the evaluation, the employee may submit objections in writing, which will be attached to the evaluation and placed in the employee's personnel file. X. If the evaluator believes the employee is deficient in any area of his/her appointing authority in accordance with job performance, the procedures reasons shall be set forth in the evaluation form. b) In the event writing and discussed with the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing school days. Specific ways to improve and assistance shall be provided to the director of personnel that employee by the evaluation appeal be heard by a review board provided that immediate supervisor in order to improve the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changeemployee's overall performance. c) H. The review board employee shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or given sixty (60) calendar days to improve his/her designee, who shall not be the rater, and performance. If a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions plan of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review boardimprovement is needed, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s OfficeAssociation shall be involved in the development and implementation. Upon completion of the sixty (60) calendar days a follow-up review shall be held to determine the employee's status.

Evaluation. 15.1 The County purpose of paraprofessional evaluation is to provide feedback to the employee on their work performance in order to improve student performance and education for all students. 15.2 The employee’s immediate supervisor shall establish conduct a written evaluation of the employee at least once annually or more at the administration’s option with the first being conducted no later than April 30th. 15.3 The District shall provide copies of the evaluation form and maintain associated documentation to employees at the beginning of the school year. The District shall also communicate to the employee the process for evaluation. 15.4 The evaluation process shall include a plan for evaluating written evaluation followed by a conference of the performance immediate supervisor and the employee. The employee shall be given a copy of employees any formal evaluation report before any such conference is held. Following the conference, the employee shall receive a copy of the final evaluation report. 15.5 The immediate supervisor and the employee shall sign the completed evaluation report as well as the administrative supervisor at the conclusion of the evaluation conference. This report shall become part of the personnel file. The employee shall affix her/his signature to the evaluation report signifying that the report has been read and is to be filed. By affixing her/his signature the employee is in no way indicating agreement with the contents thereof. If the employee does not affix her/his signature the material will be placed in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental ’s personnel file as a permanent record. If evaluation shows with an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist attached notation that the employee in improvingrefused to sign the evaluation report. Failure by the An employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to submit a hearing before hiswritten answer to such material and her/her appointing authority in accordance with the procedures set forth in the evaluation formhis answer shall be attached to all copies. The employee shall have fifteen (15) working days to submit a written rebuttal. b) 15.6 In the event that in the opinion of the school administration a deficiency in a paraprofessional’s performance is of concern and/or could result in the termination of employment the paraprofessional shall be notified of the deficiency in writing by the administration. The administration shall clearly state the deficiency, state the expected corrections, and the paraprofessional shall be given reasonable time to correct said deficiency. If a paraprofessional does not correct the specified deficiency within the specified time, it will be considered just cause for administrative action. 15.7 The paraprofessional will be entitled to have representation of their choosing when the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changebeing disciplined or discharged. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. The County will maintain and administer the job evaluation plans existing at the time of certification as they apply to members of the bargaining unit. Each Xxxx, Budget Unit Head or designate shall establish complete a review of the existing job description for each position reporting to her to confirm the actual content and maintain responsibility of the position at least once every three years. This review shall be submitted to the employee who shall be given the opportunity to add her comments. An incumbent employee or a plan for evaluating the performance of employees Xxxx, Budget Unit Head or designate may request a job evaluation review provided there has been a significant change in the classified serviceduties or work performed in that job since the last review. Evaluations In such a case, a Position Description Questionnaire must be completed and signed by the incumbent employee passed to the Xxxx, Budget Unit Head or designate, who will date stamp it upon receipt. The Xxxx, Budget Unit Head or designate will either agree with and sign the or amend the as she sees fit and sign it. The Xxxx, Budget Unit Head or designate shall forward the for evaluation to Human Resources within forty (40) days, with a copy of the given to the incumbent employee. Any salary change resulting from a reclassification will be retroactive to the first of the month following the date that the is signed by the Xxxx, Budget Unit Head or designate. Within thirty (30) days, Human Resources shall evaluate the position based on the job evaluation plan. This decision shall be considered in approving transferswriting to the Xxxx, promotionsBudget Unit Head or designate and to the employee. This decision shall state the deadline for and manner of appeal. If an employee or the Xxxx, salary increases, demotions, discharges, reinstatements, reemployment Budget Unit Head or designate requests an appeal of the decision of Human Resources the and other personnel actions. Evaluations of probationary employees the decision shall be made at least quarterly by referred to the employee's immediate supervisor on approved forms and approved by Job Evaluation Appeals Committee within ten days of receipt of the appointing authority. One decision in Article The appellant shall send one copy of each report the material to Human Resources and one copy to The employee and/or the Xxxx, Budget Unit Head or designate may make written submissions to the The shall be maintained evaluate the position in light of the departmental personnel file as a permanent recordand may interview the incumbent and the Xxxx, Budget Unit Head or designate if requested by any member of the Committee. If evaluation shows an employee's work The shall objectively consider the matter and make every effort to be below a satisfactory standard, reach agreement on the supervisor shall take appropriate steps to assist correct job rating in light of the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed material before it and in accordance with the following procedures: ajob evaluation plans. The majority decision of the shall be made in writing and communicated to the employee and the Xxxx, Budget Unit Head or designate. The decision shall be final and binding on all parties and not subject to grievance or arbitration under this Agreement. The shall consist of three (3) If an employee is representatives and three (3) representatives, with alternates as necessary, and will be co-chaired by two representatives, one from each party. It may meet, deliberate and reach decisions with four (4) members present, two (2) representing each party, but every effort will be made to maintain the same membership on any particular throughout any one job evaluation. In the event that the cannot satisfied with reach a majority decision, the matter may be referred by any aspect member of an evaluation, he/she shall have a right the Committee to a hearing single referee agreed to by and Such referee will be selected sequentially from a list of three agreed to in advance by and unless both parties agree to amend this selection process. The decision of the referee will be final and binding on all parties. The cost of the referees shall be borne equally between the parties. The referee shall evaluate the position solely in light of the and the information considered, and may also interview the and if desired. The referee shall objectively consider the matter and determine the correct job rating in light of the material before his/her appointing authority it and in accordance with the procedures set forth in the job evaluation form. bplans. The referee shall make her decision within sixty (60) In the event the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) calendar days after the decision of the appointing authority request in writing referral of the matter. Committee members shall not rate positions which are within their own unit or where there is conflict of interest. When a new is created by within this bargaining unit, shall evaluate the position before it is filled and may either establish a new classification, or place the position within an existing classification. shall provide the necessary information, training and documents to the director members so that they may perform their responsibilities effectively. During the term of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board this Agreement, there shall be convened by the director a joint meeting or of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of discuss and review the evaluation. The review board shall not have the power current job evaluation plan and classification structure with a view to otherwise alter the evaluationexploring other alternatives. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. ‌ 18.1 The County appropriate administrator shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist inform the employee in improvingwriting that a performance evaluation shall take place prior to the commencement of the performance evaluation process. Failure Performance evaluation procedures shall be determined by the President. Such procedures shall be put in writing and provided to employees. Any evaluative procedure to be used in a department shall also be provided to an employee prior to show satisfactory improvement may the commencement of the performance evaluation process. a. Employees shall be deemed just cause for discharge. Evaluation of a permanent employee may be appealed evaluated on at least an annual basis, using the form that appears in accordance with Appendix L, utilizing the following procedurescriteria: a) If an employee is not satisfied with any aspect 1. quality of an evaluationthe employee’s work; 2. quantity of the employee’s work; 3. professional judgment and responsibility (also including attendance abuse and working relationships); and 4. specific contributions to the campus/CSU and/or specific contributions to the community in areas directly related to the employee’s work assignment, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation formif applicable. b) b. Performance evaluations shall be based on the direct observation or supervision of the employee’s work during the period since the employee’s last performance evaluation. In the event the employee remains unsatisfied after a hearing before evaluator has not directly observed or supervised the appointing authorityemployee’s work, he/she may within ten (10) days after the decision evaluation shall be based primarily on the content of the appointing authority request in writing employee’s official personnel file, including the applicable position description(s) and input from individuals who have interacted with the employee as part of the employee’s required job duties. If the employee receives any rating of less than satisfactory (or its equivalent), the document(s) and/or specific example(s) relied upon for the rating must be given to the director of employee and placed in the employee’s official personnel that file no later than the time at which the evaluation appeal be heard by a review board provided that is given to the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changeemployee in draft form. c) The review board c. Performance evaluations shall be convened by the director of personnel and prepared in draft form. Such evaluation shall consist of the director of personnel or her/his designee refer to key incidents relied on if they are not documented in the personnel department, file. A copy will be given to the appointing authority or his/her designee, employee who shall not be have fourteen (14) days to review the raterdraft evaluation, provide verbal feedback, and submit a third member appointed rebuttal (if any) to the evaluator before the evaluation is finalized. An employee may request to discuss their evaluation with the evaluator within 14 days from the receipt of the draft evaluation. An employee may elect to submit any such rebuttal (accompanied by the employee. ddraft evaluation it rebuts) The review board shall conduct an informal hearing and shall decide all questions by a majority voteto their personnel file. The review board shall have Any documents referenced in the power to raise rating factors and/or overall draft evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions which are not part of the evaluation. The review board shall not have employee’s official personnel file at the power time the draft is submitted to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have be placed in the right to attend on release file at that time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address . d. An employee may submit materials for consideration during the performance evaluation system. This joint labor management committee shall have process, including evaluative material from campus and community sources generated by individuals familiar with the employee’s work. 18.2 A written record of a target of presenting a new final performance evaluation system shall be placed in the employee's personnel file and subject to the Department provisions of Correction and the Sheriff’s Office.Article 11,

Evaluation. ‌‌ 18.1 The County appropriate administrator shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist inform the employee in improvingwriting that a performance evaluation shall take place prior to the commencement of the performance evaluation process. Failure Performance evaluation procedures shall be determined by the President. Such procedures shall be put in writing and provided to employees. Any evaluative procedure to be used in a department shall also be provided to an employee prior to show satisfactory improvement may the commencement of the performance evaluation process. a. Employees shall be deemed just cause for discharge. Evaluation of a permanent employee may be appealed evaluated on at least an annual basis, using the form that appears in accordance with Appendix L, utilizing the following procedurescriteria: a) If an employee is not satisfied with any aspect 1. quality of an evaluationthe employee’s work; 2. quantity of the employee’s work; 3. professional judgment and responsibility (also including attendance abuse and working relationships); and 4. specific contributions to the campus/CSU and/or specific contributions to the community in areas directly related to the employee’s work assignment, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation formif applicable. b) b. Performance evaluations shall be based on the direct observation or supervision of the employee’s work during the period since the employee’s last performance evaluation. In the event the employee remains unsatisfied after a hearing before evaluator has not directly observed or supervised the appointing authorityemployee’s work, he/she may within ten (10) days after the decision evaluation shall be based primarily on the content of the appointing authority request in writing employee’s official personnel file, including the applicable position description(s) and input from individuals who have interacted with the employee as part of the employee’s required job duties. If the employee receives any rating of less than satisfactory (or its equivalent), the document(s) and/or specific example(s) relied upon for the rating must be given to the director of employee and placed in the employee’s official personnel that file no later than the time at which the evaluation appeal be heard by a review board provided that is given to the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changeemployee in draft form. c) The review board c. Performance evaluations shall be convened by the director of personnel and prepared in draft form. Such evaluation shall consist of the director of personnel or her/his designee refer to key incidents relied on if they are not documented in the personnel departmentfile. A copy will be given to the employee who shall have fourteen (14) days to review the draft evaluation, provide verbal feedback, and submit a rebuttal (if any) to the appointing authority or evaluator before the evaluation is finalized. An employee may request to discuss their evaluation with the evaluator within 14 days from the receipt of the draft evaluation. An employee may elect to submit any such rebuttal (accompanied by the draft evaluation it rebuts) to his/her designee, who shall personnel file. Any documents referenced in the draft evaluation which are not be the rater, and a third member appointed by part of the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have ’s official personnel file at the power time the draft is submitted to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have be placed in the right to attend on release file at that time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address . d. An employee may submit materials for consideration during the performance evaluation system. This joint labor management committee shall have process, including evaluative material from campus and community sources generated by individuals familiar with the employee’s work. 18.2 A written record of a target of presenting a new final performance evaluation system shall be placed in the employee's personnel file and subject to the Department provisions of Correction and the Sheriff’s Office.Article 11,

Evaluation. The County shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations During each probationary period an employee shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment evaluated at least twice. Early enough for growth and other personnel actionsfeedback but no later than completion of the third and fifth months. Evaluations of probationary Permanent employees shall be made formally evaluated annually by the immediate supervisor: On or before May 1: for 10 month employees On or before June 1: for 11 month employees On or before July 1: for 12 month employees At least every two years for permanent employees who have been employed at least quarterly five years with the school district and whose previous evaluation rated the employee as meeting or exceeding standards, if the evaluator and permanent employee being evaluated agree. The permanent employee or the evaluator may withdraw consent at any time and the employee’s status shall revert to an annual evaluation cycle. Special formal evaluations may be made when the supervisor deems appropriate or when requested by the employee's immediate supervisor on approved forms Employee. All formal evaluations shall be in writing. A formal evaluation shall be reviewed and approved discussed by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance evaluator with the following procedures: a) If an employee is employee. The person being evaluated and the evaluator shall sign the formal written evaluation. Such signature does not satisfied with any aspect of an evaluation, indicate that he/she agrees with the evaluation. A copy of the evaluation, with all necessary signatures shall have a right be given to a hearing before the person being evaluated and another copy with all necessary signatures shall be placed in his/her appointing authority personnel file. All personnel files shall be kept in accordance with the procedures set forth in the evaluation form. b) In the event confidence and shall be available for inspection only to the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or and/or his/her designee, who Association representative and only other employees of the district when actually necessary in the proper administration of the district’s affairs. Employees shall not be the rater, and a third member appointed by provided with copies of any derogatory written material before it is placed in the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote’s personnel file. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the Any employee shall have the right to attend on release time, call witnesses on release timeenter, and have attached to any such derogatory statement, his/her own comments thereon. Employees may respond in writing to such material within ten (10) work days and the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee response shall have a target of presenting a new performance evaluation system be attached to the Department material. Such reviews shall be made in the main Personnel Office subject to the presence of Correction and a member of the Sheriff’s Officeadministrative staff or his/her designee. He/she may also authorize, in writing, the CSEA representative to inspect his/her personnel file.

Evaluation. The County shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations A. Each employee shall be considered evaluated at least annually by his/her assigned evaluator who has been trained in approving transfersaccordance with the following procedures. The employee shall be notified prior to September 20th by their building principal who the evaluating administrator (evaluator) will be for the year. The employee shall sign each evaluation report, promotionsprovided the signature does not signify agreement with the report, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actionsrather that the employee has reviewed it with his/her supervisor. Evaluations of probationary employees All evaluators will be District administrators. B. Evaluation reports shall be compiled from identifiable data which shall be made at least quarterly by known to the employee. (See Appendix C). C. Areas needing improvement shall be made known to the employee within six (6) working days of observation. D. Each employee shall be provided with a copy of his/her evaluation report within three (3) working days after such report is prepared. Following the completion of each evaluation report a meeting shall be held between the supervisor and the employee to discuss the contents thereof. The School District's immediate supervisor on approved forms and approved by the appointing authority. One copy of each evaluation report shall be maintained forwarded to the School District's personnel office for filing in the departmental employees' personnel file as a permanent record. If evaluation shows an employee's work file. E. Evaluation reports shall be prepared and presented to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the each employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed his/her assigned evaluator in accordance with the following procedures: a) If an employee is not satisfied with any aspect F. Evaluations will be based on a compilation of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance one or more observations throughout the year. 1. Input may be sought from the cooperating certificated staff member who works with the procedures set forth employee. The evaluator may attribute positive comments from the cooperating certificated staff member. Anything that could be considered a weakness in the employee’s job performance, would only be reflected in the evaluation formif the evaluator can personally attest to it, and take full ownership. b) In 2. Any reports and observations other than those addressed by the event evaluator and/or an administrator may not be used in the evaluation report. However, if a cooperating certificated staff member has a concern about the employee’s job performance, that information can be shared with the employee remains unsatisfied after a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changefor growth purposes. c) The review board 3. Self-reflection of job performance is encouraged but not required, and does not need to be shared with the evaluator. 4. Observation reports completed by the evaluator shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by addressed to the employee. d) 5. End of year comments shall be objectively written in narrative form and shall include, when pertinent: a. Strengths of employee as evidenced during periods of the previous report. b. Weaknesses of employee as evidenced during periods of the previous report. c. Specific suggestions of measures which the employee might take to improve his/her performance in each of the areas wherein weaknesses have been indicated. 6. At no time shall a member of another bargaining unit be asked to provide feedback to an employee’s administrator outside of the process outlined above. 7. The review board shall conduct end of year evaluation will be reviewed by the building administrator, who may provide feedback for the final evaluation report. 8. The end of year evaluation conference will be convened with the assigned administrator and the employee. 9. For any employee whose evaluator is not the building principal. The principal will offer an informal hearing and shall decide all questions by a majority vote. The review board shall have conference during the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluationsecond semester. e) In a hearing before either the appointing authority or the review board, the employee G. All evaluations shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Officebe completed by June 1st.

Evaluation. ‌ 18.1 The County appropriate administrator shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work to be below a satisfactory standard, the supervisor shall take appropriate steps to assist inform the employee in improvingwriting that a performance evaluation shall take place prior to the commencement of the performance evaluation process. Failure Performance evaluation procedures shall be determined by the President. Such procedures shall be put in writing and provided to employees. Any evaluative procedure to be used in a department shall also be provided to an employee prior to show satisfactory improvement may the commencement of the performance evaluation process. A. Employees shall be deemed just cause for discharge. Evaluation of a permanent employee may be appealed evaluated on at least an annual basis, using the form that appears in accordance with Appendix L, utilizing the following procedurescriteria: a) If an employee is not satisfied with any aspect 1. quality of an evaluationthe employee’s work; 2. quantity of the employee’s work; 3. professional judgment and responsibility (also including attendance abuse and working relationships); and 4. specific contributions to the campus/CSU and/or specific contributions to the community in areas directly related to the employee’s work assignment, he/she shall have a right to a hearing before his/her appointing authority in accordance with the procedures set forth in the evaluation formif applicable. b) B. Performance evaluations shall be based on the direct observation or supervision of the employee’s work during the period since the employee’s last performance evaluation. In the event the employee remains unsatisfied after a hearing before evaluator has not directly observed or supervised the appointing authorityemployee’s work, he/she may within ten (10) days after the decision evaluation shall be based primarily on the content of the appointing authority request in writing employee’s official personnel file, including the applicable position description(s) and input from individuals who have interacted with the employee as part of the employee’s required job duties. If the employee receives any rating of less than satisfactory (or its equivalent), the document(s) and/or specific example(s) relied upon for the rating must be given to the director of employee and placed in the employee’s official personnel that file no later than the time at which the evaluation appeal be heard by a review board provided that is given to the appeal is based on an aspect(s) of the evaluation which the review board is empowered to changeemployee in draft form. c) The review board C. Performance evaluations shall be convened by the director of personnel and prepared in draft form. Such evaluation shall consist of the director of personnel or her/his designee refer to key incidents relied on if they are not documented in the personnel department, file. A copy will be given to the appointing authority or employee who shall have fourteen (14) days to submit a rebuttal (if any) to the evaluator before the evaluation is finalized. An employee may elect to submit any such rebuttal (accompanied by the draft evaluation it rebuts) to his/her designee, who shall personnel file. Any documents referenced in the draft evaluation which are not be the rater, and a third member appointed by part of the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have ’s official personnel file at the power time the draft is submitted to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent", or "Unsatisfactory" to "Competent", and to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have be placed in the right to attend on release file at that time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address . D. An employee may submit materials for consideration during the performance evaluation system. This joint labor management committee shall have process, including evaluative material from campus and community sources generated by individuals familiar with the employee’s work. 18.2 A written record of a target of presenting a new final performance evaluation system shall be placed in the employee's personnel file and subject to the Department provisions of Correction and the Sheriff’s Office.Article 11,

Evaluation. 24.1 Regular Evaluations Performance evaluations are to be conducted at least annually, on the anniversary of hire date or reclassification date, as applicable, and in accordance with District policy. No evaluation of any employee shall be placed in his/her District personnel file without an opportunity for discussion between the employee and the evaluator(s). The County employee may prepare a written response to the evaluation. The employee’s response shall establish and maintain a plan for evaluating the performance of employees be included in the classified serviceemployee’s personnel file. Evaluations shall be considered in approving transfersPerformance evaluations are used to gain significant facts concerning the details of the quality and quantity of work performed, promotionsthe conduct and work habits of the employee, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly by factors having a bearing on his/her value to the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows District, including to record how an employee's work to be below ’s performance meets the requirements of the job, create a satisfactory standardjob history record, the supervisor shall take appropriate steps to identify an employee’s strengths and areas for enhancement, assist the employee and supervisor in improvingan effort to attain the highest level of performance, and reinforce performance standards. Failure by Evaluations are not to be used as discipline, but may factor previously documented disciplinary issues, with the employee to show satisfactory improvement performance year, into the overall rating. 24.2 Special Evaluations Employees who are not on probation may be deemed just cause placed on a special-two month evaluation schedule at any time when performance problems exist. An employee who has completed the probation period for discharge. Evaluation of a permanent employee may be appealed in accordance with the following procedures: a) If an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority in accordance current job class and who receives a performance evaluation with the procedures set forth in the an overall rating which is less than meets expectations will be placed on a special two-month evaluation form. b) In the event the schedule. An employee remains unsatisfied after may also be placed on special evaluation through a hearing before the appointing authority, he/she may within ten (10) days after the decision of the appointing authority request in writing memo to the director of personnel that employee, with a copy to the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority APCO or his/her designee, who shall not be which includes a statement of the raterperformance problems leading to the special evaluation, the date that the performance problems were discussed with the employee, the type of performance improvement that is necessary, and the date that the special evaluation period is to begin. Should other performance issues arise during the special evaluation period, such issues should be addressed through other means, such as progressive discipline or a third member appointed by the employee. d) The review board shall conduct an informal hearing and shall decide all questions by a majority voteseparate special evaluation cycle. The review board shall have special evaluation schedule will continue at two month intervals until the power to raise employee attains an overall performance rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed", to "Competent"of meets expectations, or "Unsatisfactory" is subject to "Competent"discipline, up to and including dismissal; provided, however, that the maximum time period that an employee can remain on special evaluation is six months. This Section does not limit the District’s right to strike narrative portions of the evaluation. The review board shall not have the power to otherwise alter the take disciplinary action against an employee at any time, with or without special evaluation. e) In a hearing before either the appointing authority or the review board, the employee shall have the right to attend on release time, call witnesses on release time, and have the rater present. The parties agree to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Office.

Evaluation. 9.1 All evaluating or observation of the work performance of an employee will be conducted openly. Within a reasonable length of time, employees will be given a copy of any evaluation report prepared by their supervisors and will have the right to discuss such report with their supervisors. Employees will have the right, upon written request, to review and respond in writing to the contents of their personnel files. 9.2 The County shall establish and maintain a plan for evaluating employer reserves the right to evaluate the job performance of employees at reasonable times. A copy of any evaluation report will be forwarded to the office of the Superintendent of Schools and placed in the classified serviceemployee's personnel file. Evaluations Any evaluation report of an employee shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, reemployment and other personnel actions. Evaluations of probationary employees shall be made at least quarterly signed by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a permanent record. If evaluation shows an employee's work , not to be below a satisfactory standard, the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be deemed just cause for discharge. Evaluation of a permanent employee may be appealed in accordance indicate that he/she necessarily agrees with the following procedures: a) evaluation, but as an indication that he/she has seen it. If an employee is not satisfied disagrees with any aspect of an evaluation, he/she shall have a right to a hearing before his/her appointing authority may respond, in accordance with the procedures set forth in the evaluation form. b) In the event the employee remains unsatisfied after a hearing before the appointing authoritywriting, he/she may within ten (10) days after school days. The evaluator will receive a copy of said response, and the decision of the appointing authority request in writing response will then be attached to the director of personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation which the review board is empowered to change. c) The review board shall be convened by the director of personnel and shall consist of the director of personnel or her/his designee in the personnel department, the appointing authority or his/her designee, who shall not be the rater, and a third member appointed by file of the employee. d) The review board shall conduct 9.3 No material derogatory to an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation ratings from "Unsatisfactory" to "Improvement Needed"employee’s conduct, to "Competent"service, character, or "Unsatisfactory" to "Competent", and to strike narrative portions personality will be placed in the employee’s personnel file unless a copy of the evaluation. The review board shall not have material has been provided to the power to otherwise alter the evaluationemployee. e) In a hearing before either the appointing authority or the review board, the 9.4 An employee shall have the right to attend on release time, call witnesses on release timeanswer in writing any complaints filed in his/her personnel file, and said answer shall be attached to the complaint and reviewed by the Superintendent of Schools. The failure of the Administration to respond to the aforesaid employee’s answer shall not indicate agreement with the employee’s answer. 9.5 The employer is responsible for the disciplining of employees for delinquency of performance. No employee will be disciplined or reprimanded in the presence of other persons except administrators and/or Association representatives. In the event that an employee is reprimanded, the employee shall acknowledge receipt of the reprimand by signing the document. If the employee refuses to sign the reprimand, a school department representative shall initial the reprimand, noting that the employee was directed to sign the reprimand and refused to do so. If an employee is to be disciplined, he/she shall have the rater right to have an Association representative present. The parties agree . 9.6 No employee who has completed his/her probationary period of ninety (90) calendar days of continuous service will be disciplined, or discharged, during the school year without just cause, however, this shall not impact the district’s ability to establish a joint labor management committee to address the performance evaluation system. This joint labor management committee shall have a target of presenting a new performance evaluation system to the Department of Correction and the Sheriff’s Officenon-renew an employee under Article XIII.