Common use of EVALUATIONS AND PERSONNEL FILES Clause in Contracts

EVALUATIONS AND PERSONNEL FILES. 1. Each teacher shall be shown his/her evaluation report and shall have the opportunity to discuss this report with his/her supervisor or principal. After such discussion, the teacher shall sign the report, but the teacher’s signature does not necessarily indicate agreement with the report’s content. The teacher may request a delay of one (1) day prior to the signing and filing of such report. The teacher may file a separate companion report or response to be attached to the evaluation form before it is placed in his/her personnel file. (The evaluation report shall indicate whether or not a companion report was filed.) 2. At the request of the teacher, he/she is to be provided with a copy of any formal evaluation reports. 3. The granting of any salary increment as set forth in the salary schedule shall not be deemed to be automatic; and if withheld, the employee shall be given a written notice with reasons no later than April 1. The Superintendent shall have the power to recommend to the School Committee the withholding of any salary increment for inefficiency or for other good cause. The withholding of any salary increment shall be subject to the grievance procedure. 4. Upon written request, each teacher has the right to review the contents of his/her personnel file, excluding confidential references received prior to his/her employment. At the teacher’s request, a representative of the Association may accompany the teacher in such review. The review shall be made in the presence of the person responsible for the safekeeping of such file. Facilities shall be made available for the teacher to make photocopies of such contents and records, except in circumstances beyond the control of administration. 5. If any material of an evaluative nature concerning a teacher’s performance is inserted into his/her personnel file, the teacher will be notified and given a copy of said material. If the teacher so elects, he/she will have the right to respond, in writing, to any such material and such response will be included in the personnel file. 6. Any reprimand or discipline of a teacher by a supervisor or administrator shall be done in a manner that will not embarrass the teacher before other employees, pupils, parents or the public. 7. The Evaluator shall provide the teacher with written feedback within ten (10) work days of an observation. 8. The Association and the Committee agree to form a subcommittee made up of equal numbers from each side for the express purpose of analyzing the current elementary assessment system. The subcommittee shall hold their first meeting within thirty (30) days of September 12, 2019. The meetings shall be open to the public. The subcommittee shall present a plan to the respective bargaining teams no later than May 29, 2020. If agreement is reached regarding the plan, the plan will be implemented by September of 2020.

EVALUATIONS AND PERSONNEL FILES. 1. Each teacher shall be shown his/her evaluation report and shall have the opportunity to discuss this report with his/her supervisor or principal. After such discussion, the teacher shall sign the report, but the teacher’s signature does not necessarily indicate agreement with the report’s content. The teacher may request a delay of one (1) day prior to the signing and filing of such report. The teacher may file a separate companion report or response to be attached to the evaluation form before it is placed in his/her personnel file. (The evaluation report shall indicate whether or not a companion report was filed.) 2. ) At the request of the teacher, he/she is to be provided with a copy of any formal evaluation reports. 3. The granting of any salary increment as set forth in the salary schedule shall not be deemed to be automatic; and if withheld, the employee shall be given a written notice with reasons no later than April 1. The Superintendent shall have the power to recommend to the School Committee the withholding of any salary increment for inefficiency or for other good cause. The withholding of any salary increment shall be subject to the grievance procedure. 4. The parties agree that the document entitled “Guide for the Evaluation of Teaching” made up of the Evaluation of Professional Staff, staff assessment forms, guidelines, summary evaluation forms, observation forms, and all evaluation instruments contained therein, shall constitute the evaluation instrument to be employed in the evaluation of classroom teachers, special education non-classroom personnel, guidance counselors, librarians, department heads, and department coordinators. The Guide for the Evaluation of Teaching shall be incorporated in and made a part of this Agreement. Upon written request, each teacher has the right to review the contents of his/her personnel file, excluding confidential references received prior to his/her employment. At the teacher’s request, a representative of the Association may accompany the teacher in such review. The review shall be made in the presence of the person responsible for the safekeeping of such file. Facilities shall be made available for the teacher to make photocopies of such contents and records, except in circumstances beyond the control of administration. 5. If any material of an evaluative nature concerning a teacher’s performance is inserted into his/her personnel file, the teacher will be notified and given a copy of said material. If the teacher so elects, he/she will have the right to respond, in writing, to any such material and such response will be included in the personnel file. 6. Any reprimand or discipline of a teacher by a supervisor or administrator shall be done in a manner that will not embarrass the teacher before other employees, pupils, parents or the public. 7. The Evaluator shall provide the teacher with written feedback within ten (10) work days of an observation. 8. The Association and the Committee agree to form a subcommittee made up of equal numbers from each side for the express purpose of analyzing the current elementary assessment system. The subcommittee shall hold their first meeting within thirty (30) days of September 12, 2019. The meetings shall be open to the public. The subcommittee shall present a plan to the respective bargaining teams no later than May 29, 2020. If agreement is reached regarding the plan, the plan will be implemented by September of 2020.

EVALUATIONS AND PERSONNEL FILES. 1. Each 5:8.1 All observations and evaluations of a teacher shall be shown his/her evaluation report made openly and with full knowledge of the teacher. Each formal observation shall concern itself solely with the function or class observed and shall have be reviewed and signed by the teacher and administrator within ten (10) school days. 5:8.2 Evaluations and observations shall be signed by the teacher to signify that he/she has been given the opportunity to discuss this report with his/her supervisor read the observation or principalevaluation report. After such discussion, the teacher Signatures shall sign the report, but the teacher’s signature does not necessarily be construed to indicate agreement with or acceptance of the report’s content. The observation or the evaluation. 5:8.3 If a teacher is dissatisfied with an observation or evaluation, he/she may request make a delay written statement of one response, within thirty (130) day prior days except that if a grievance has been filed, the time limit will be extended to fifteen (15) days beyond the signing resolution of the grievance, and filing of such report. The teacher may file a separate companion report or response to be have it permanently attached to the observation or evaluation form before it and made part of the permanent file. 5:8.4 The evaluation of teachers shall be in accordance with the guidelines developed by the State Department of Education Teachers shall be informed of the district’s evaluation policy and procedures at the beginning of each school year, and new teachers shall be so informed in writing at the time they receive their initial assignment. 5:8.5 The district shall continue not requiring teachers to submit to video tape or electronic evaluation or observation. 5:8.6 No teacher will be discipline, reprimanded, reduced in rank or compensation without just cause. It is further assumed that constructive feedback or help offered a teacher is both a duty and responsibility laid upon the principal and/or supervisory staff by the School Board and the superintendent in order to help in the professional growth and competence of the teacher involved. This action, when necessary, must not be interpreted as discipline or reprimand. 5:8.7 No material derogatory to a teacher’s conduct, service, character or personality shall be placed in his/her personnel filefile without just cause, and the teacher shall have an opportunity to review the material. (The evaluation report teacher shall indicate whether or not a companion report was filed.) 2. At the request of the teacher, acknowledge that he/she is has had the opportunity to review such material by affixing his/her signature to the copy to be provided filed with the express understanding that such signature in no way indicated agreement with the contents thereof. The teacher shall also have the right to submit a written answer to such material and his/her material shall be reviewed by the superintendent or designee and attached to the file copy within forty-five (45) days except that if a grievance had been filed, the time limit will be extended to fifteen (15) days beyond the resolution of any formal evaluation reportsthe grievance. 35:8.8 The Board agrees to treat all personnel files confidentially. The granting of any salary increment as set forth All teacher files containing evaluations and materials relating to teacher performance shall be treated in the salary schedule shall not be deemed to be automatic; and if withheld, the employee shall be given a written notice with reasons no later than April 1. The Superintendent following manner: a. A teacher shall have the power to recommend to the School Committee the withholding of any salary increment for inefficiency or for other good cause. The withholding of any salary increment shall be subject to the grievance procedure. 4. Upon written request, each teacher has the right to review inspect the contents of his/her personnel filefiles providing reasonable notice to office personnel, excluding confidential references received prior and the file may not be removed from the Central Administration Office. Copies will be provided upon request. b. The Board shall provide, at reasonable cost to each requesting teacher, copies of the records and reports contained therein. c. A teacher shall have the right to answer any material filed, and his/her employment. At written answer shall be attached to the filed copies. d. Although the Board agrees to protect the confidentiality of personal references, academic credentials, and other similar documents, it shall not establish any separate evaluation file which is not available for the teacher’s request, a representative of the Association may accompany the teacher in such review. The review inspection. e. No student shall be made granted access to personal teacher information including paychecks, evaluations, address, phone number, etc. 5:8.9 A teacher and his/her methods shall not be criticized in the presence of a student, member of the person responsible for public, or other member of the safekeeping of such file. Facilities shall teaching staff by any administrator without justifiable, substantive reasons. 5:8.10 If any complaint regarding a teacher is made to the administration which is used in a written evaluation or disciplinary hearing, appropriate disclosure will be made available for as to the complaint sufficient to afford the teacher the opportunity to make photocopies of respond to such contents and records, except in circumstances beyond the control of administration. 5. If any material of an evaluative nature concerning a teacher’s performance is inserted into his/her personnel file, the teacher will be notified and given a copy of said materialcharges. If the teacher so electscharge is unjustified, he/she will have the right to respond, in writing, to any such material and such response will charge shall be included in removed from the personnel file. 6. Any reprimand or discipline of a teacher by a supervisor or administrator shall be done in a manner that will not embarrass the teacher before other employees, pupils, parents or the public. 7. The Evaluator shall provide the teacher with written feedback within ten (10) work days of an observation. 8. The Association and the Committee agree to form a subcommittee made up of equal numbers from each side for the express purpose of analyzing the current elementary assessment system. The subcommittee shall hold their first meeting within thirty (30) days of September 12, 2019. The meetings shall be open to the public. The subcommittee shall present a plan to the respective bargaining teams no later than May 29, 2020. If agreement is reached regarding the plan, the plan will be implemented by September of 2020.

EVALUATIONS AND PERSONNEL FILES. 1. Each teacher shall be shown his/her evaluation report and shall have the opportunity to discuss this report with his/her supervisor or principal. After such discussion, the teacher shall sign the report, but the teacher’s signature does not necessarily indicate agreement with the report’s content. The teacher may request a delay of one (1) day prior to the signing and filing of such report. The teacher may file a separate companion report or response to be attached to the evaluation form before it is placed in his/her personnel file. (The evaluation report shall indicate whether or not a companion report was filed.) 2. ) At the request of the teacher, he/she is to be provided with a copy of any formal evaluation reports. 3. The granting of any salary increment as set forth in the salary schedule shall not be deemed to be automatic; and if withheld, the employee shall be given a written notice with reasons no later than April 1. The Superintendent shall have the power to recommend to the School Committee the withholding of any salary increment for inefficiency or for other good cause. The withholding of any salary increment shall be subject to the grievance procedure. 4. Upon written request, each teacher has the right to review the contents of his/her personnel file, excluding confidential references received prior to his/her employment. At the teacher’s request, a representative of the Association may accompany the teacher in such review. The review shall be made in the presence of the person responsible for the safekeeping of such file. Facilities shall be made available for the teacher to make photocopies of such contents and records, except in circumstances beyond the control of administration. 5. If any material of an evaluative nature concerning a teacher’s performance is inserted into his/her personnel file, the teacher will be notified and given a copy of said material. If the teacher so elects, he/she will have the right to respond, in writing, to any such material and such response will be included in the personnel file. 6. Any reprimand or discipline of a teacher by a supervisor or administrator shall be done in a manner that will not embarrass the teacher before other employees, pupils, parents or the public. 7. The Evaluator shall provide the teacher with written feedback within ten (10) work days of an observation. 8. The Association and the Committee agree to form a subcommittee made up of equal numbers from each side for the express purpose of analyzing the current elementary assessment system. The subcommittee shall hold their first meeting within thirty (30) days of September 12, 2019. The meetings shall be open to the public. The subcommittee shall present a plan to the respective bargaining teams no later than May 29, 2020. If agreement is reached regarding the plan, the plan will be implemented by September of 2020.