Common use of Evaluations Clause in Contracts

Evaluations. A. District management shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management shall direct the A comprehensive evaluation of all permanent bargaining unit members no less than must be completed at least once every two years four years, beginning in the 2015-16 school year upon full legal implementation of Washington’s teacher evaluation law RCW 28A.405.100. RCW 28A.405.100 (12)(a). A certificated employee may be transferred from a focused evaluation to a comprehensive summative evaluation at the request of the certificated employee or at the direction of the certificated employees’ evaluator. RCW 28A.405.100 (12)(c)(iv). The final decision to transfer a certificated employee from focused to comprehensive rests on the evaluator, and probationary bargaining unit members no less than twice per must be decided between October 15 and December 15. The following categories of certificated employees shall receive an annual comprehensive summative evaluation: • Certificated employees who are provisional employees under RCW 28A.405.220; • Any certificated employee who received a comprehensive summative evaluation performance rating of level 1 or level 2 in the previous school year. Bargaining unit members RCW 28A.405.100 (12)(b). Certificated employees who have been employed with VUSD received a comprehensive summative evaluation performance rating of level 3 or above in the previous school year shall be scheduled for at least ten a focused evaluation. RCW 28A.405.100 (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree12)(c)(i). The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall agree upon a method of evidence collection that is sufficient and appropriate. Certificated employees may choose to, but shall not be an immediate supervisor required to, use a specific platform (i.e. ‘eVAL’ or any other management ‘iObservation’) or supervisory employee, who format (i.e. paper portfolio). It is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated agreed that evidence will be notified collected, submitted, and discussed by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements evaluatee throughout the year. The evaluator will inform the evaluatee of the standards are not applicable (NA) due date for the final submission of all artifacts and evidence by March 15. The due date must be sometime on or after April 15 and no later than May 15. For those employees who will receive an unsatisfactory or a basic evaluation, the evaluation must be completed by May 15. All other evaluations must be completed one week prior to the employee’s assignment and may mark them NA at that time. 2last day of school. If the District requires use of a specific technological platform, training and remote technological access shall be provided. Student standardized assessments shall not be used punitively in teacher evaluation. Evaluators shall not require the use of any specific assessment for purposes of employee evaluation. Unsubstantiated allegations shall not be used for evaluation purposes. If a certificated employee is transferred to another position not under the evaluator's jurisdiction, an evaluation may be requested by the employee, and will be completed prior to such transfer. If a certificated employee resigns during the school year, an evaluation shall be completed prior to the resignation date. If the evaluator contemplates recommending that a certificated employee be placed on probation, an evaluation shall be completed on or before January 8. Each Evaluation Report shall note if there were any constraining or facilitating factors present in the observation setting. Each Formal Evaluation shall specify the length of times and dates of the formal observations upon which it is based. A certificated employee who disagrees with the content of his or her Evaluation Report shall have the right to attach thereto his or her own written explanation concerning the area(s) of disagreement. The final summative evaluation shall be forwarded to the District Personnel Office for filing in the certificated employee's personnel file. No document relating to the evaluation process other than the Evaluation Report and the certificated employee's attached statement of disagreement, if there is disagreement about which one, shall be placed in the certificated employee personnel file. This provision shall not prohibit the District from retaining other evaluation files at the District office or site level. The use of the elements is formal probationary process will not applicable (NAbe a requirement for teachers during their provisional contract years. RCW 28A.405.220 When and if the District provides evaluation documents or materials containing a requested signature and date, the certificated employee shall sign the document(s), indicating receipt. Such signature does not mean the parties may invite certificated employee agrees with the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluatorcontent contained therein.

Evaluations. A. District management 2.1 Creating of a new position 2.1.1 It is the responsibility of the Employer to prepare a job description whenever a new job is created. 2.1.2 The job description shall direct be referred to the Committee which will determine the appropriate rating and advise the Employer. 2.1.3 The Employer shall provide the incumbent of the new position with a copy of the job description and rating upon appointment. 2.1.4 If the Committee is unable to establish a rating for a newly created job prior to posting of the position, the Employer may proceed with implementation using an interim rating. 2.1.5 After six months, a questionnaire shall be completed by the incumbent and referred to the Committee. 2.2 Changes to existing positions Job descriptions shall not be construed as prohibiting the Employer from requiring incumbents to perform comparable or transient duties within the area of knowledge and skills required by the job description. However, if such additional assignments become a continuing responsibility, or they become recognized as part of the job requirement and they are of sufficient importance to potentially influence the job rating, the following procedures apply: 2.2.1 The Employer or incumbent shall complete a Request for Review Form, forwarding copies to the Committee to review as soon as possible. 2.2.2 The Committee shall review and confirm or revise the evaluation, if necessary, ensuring the adequacy of the job description and/or application of the evaluation manual. 2.2.3 The Joint Job Evaluation Committee will consider whether all incumbents to that job number need to be part of the evaluation process. Adjustments to pay rates arrived at through the joint job evaluation process shall apply to all permanent bargaining unit members no less than once every two years incumbents of a job number. 2.2.4 Copies of the Advice of Decision form shall be forwarded to the Employee, the Employer(s) and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting Union. 2.2.5 If either the employee, the Union or exceeding standardsthe Employer does not agree, the decision may be evaluated at least every five (5) years, if challenged through the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))appeal procedures as outlined. B. The written procedures for evaluations that are currently in effect 2.2.6 When a job description and evaluation is changed by the foregoing process, it shall be maintained implemented retroactively to the date when the Request for Review form was completed and submitted to the Secretary- Treasurer or designate by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include:employee. 1. The evaluator 2.2.7 Any employee affected by downward adjustment shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation red-circled as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each yeardate in 2.2.6 above. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management (a) The Employer has the right to require evaluations including student evaluations of employees and use these evaluations in a transparent, fair and reasonable manner in making future employment decisions. All evaluations shall direct be in writing. (b) All contents of an employee’s file shall be treated as confidential. An employee may add information to their employment file if such information is job relevant and if such is confirmed and placed in the file by the employee’s Supervisor. (c) Any such evaluations shall be included in the employment file, separate from the employee’s academic file if the employee is or has been a student. A copy of such evaluations placed on the employment file will be provided to the employee. After giving 2 business days’ notice of their wishes, an employee may examine their employment file. (d) Any such evaluation shall not affect an employee’s academic standing as a student at McMaster University. (e) There shall be no electronic monitoring of employees for the purposes of performance evaluation without the employee’s written consent. It is understood that there shall be no reprisal against any member of the bargaining unit who chooses not to give such written permission. (a) The evaluation of an employee’s performance may include the Supervisor’s evaluation and student evaluations. (b) Employees will be given at least 5 business days’ notice that a student evaluation is to be conducted. (c) Student evaluations of an employee’s performance will normally be provided to the employee within 8 weeks after the Department Chair has received the evaluations. The Chair may require, or the employee may make a written request for, a discussion to review the evaluations; if the employee makes such a request the Chair will schedule a discussion at a mutually agreeable time. The employee may add their written comments to the evaluation results. (d) Student ratings may be made public by the Employer with the employee’s written permission. It is understood that there shall be no reprisal against any member of the bargaining unit who chooses not to give such written permission. (e) Any unattributable comments from students will not be used in the evaluation of employee performance. It is understood that all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD online comments made under the McMaster University online course evaluation system are deemed to be attributable for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent purposes of this agreement at any time (EC 44664 Article. (a) (3))In the event that a Supervisor’s evaluation has been done, the Employer shall notify the employee within 5 business days of the evaluation’s completion. A copy of any written evaluation of an employee’s performance shall be forwarded to the employee within 10 business days of such evaluation being made. B. (b) The employee may add their written procedures for evaluations that are currently in effect comments to the Supervisor’s evaluation if they wish. Any such written comments shall be maintained by appended to the District until evaluation. (a) The employee will request student participation in course evaluations. Completion rates of student evaluations may be shared with the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementtheir Supervisor and Xxxx. 2. Bargaining unit members may utilize peer review in lieu (b) In the event that an employee is not evaluated by students during the teaching of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated a course, they will be notified by the evaluator no later than October 1st of each school year. Such notice will contain deemed to have received a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each yearsatisfactory student evaluation. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management The intent of evaluation is to support excellence in teaching and adherence to academic and professional standards. B. Student evaluations will be conducted for each course, except for an independent study or dissertation or similar course, in accordance with University policy. Student evaluations will be made available to the Faculty member at the end of the semester once all grades are submitted. Faculty members shall direct cooperate with the appropriate academic administrators to facilitate the student evaluation of all permanent bargaining unit process. Faculty members no less than once every two years and probationary bargaining unit shall have the right to submit additional questions for the Department or Program to consider adding to student evaluations, in order to address issues that are specific to the Department, Program, or course. C. All Faculty members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may shall be evaluated at least once every five two (52) yearsacademic years of appointment based on a review of student evaluations in the course(s) taught by the Faculty member. In reviewing the student evaluations, the Xxxx/Department Chair/Program Director, or designee (hereinafter referred to as the Evaluator) may consider the following factors: treatment of the course description and syllabus, demonstration of effective teaching methods, adherence to academic and professional standards, and encouragement of the spirit of inquiry among students. Evaluations in courses using special teaching methodologies, such as distance learning courses, may encompass the factors listed above, and others as appropriate, to the extent practicable. The Faculty member may, if he/she chooses, submit a written reflection on the administrative evaluator and certificated employee being evaluated agreestudent evaluations. The certificated employee Evaluator will discuss the evaluation with the Faculty member, upon request of the Faculty member or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))Evaluator. B. The written procedures for evaluations that are currently in effect D. An additional evaluation of Faculty members should generally occur as described below. This additional evaluation shall be maintained based on student evaluations and feedback, one or more classroom observations, a review of the syllabus and course materials, and an optional Faculty self-assessment in a form to be mutually agreed upon by the District until University and the bargaining unit negotiates and ratifies new proceduresUnion. The present procedures are Evaluator shall give consideration to all relevant material provided by the Faculty member in Appendix A. They include:advance of the evaluation being prepared. 1. A regular part-time Faculty member will receive this additional evaluation once every three (3) academic years of appointment. The evaluator shall be an immediate supervisor or evaluation will include the factors listed in paragraph C above and any other management factors related to other duties as reflected in the letter of appointment or supervisory employeein written School, who is designated by District managementDepartment, or Program standards. This evaluation will supersede the evaluation described in paragraph C if they would occur in the same academic year. 2. Bargaining unit members A part-time Faculty member who is compensated by the course may utilize peer review request this additional evaluation once every six (6) semesters of appointment. Requests for such evaluation shall be made by no later than the second week of classes. Reasonable efforts will be made to conduct the evaluation in lieu of management the semester requested, but it may be delayed to the next appointment term, if any. This evaluation with principal approvalwill supersede the evaluation described in paragraph C if they would occur in the same academic year. 3. Those bargaining unit members who are regularly scheduled to Classroom observation(s) undertaken for purposes of this evaluation may occur at any time within a two (2) week window of time, which shall be evaluated will be notified designated in advance by the evaluator no later than October 1st Evaluator after consultation with the Faculty member. Classroom observation(s) shall be conducted during a period in which instruction is taking place, and for a duration of each school year. Such notice will contain time reasonably necessary to observe a brief explanation as to the procedures for evaluationsFaculty member’s teaching skills and methodologies. 4. One-half The Evaluator will prepare a written evaluation report within a reasonable period of time after the student evaluations are made available to the Evaluator. A copy of the permanent staff evaluation will be formally evaluated each yearmade available to the Faculty member. Upon request of the Faculty member or the Evaluator, the Evaluator will meet with the Faculty member in a timely manner to discuss it. A Faculty member may submit a written response to the evaluation within three (3) weeks of the Faculty member’s receipt of the evaluation. The Evaluator shall review the response and decide whether to maintain the original evaluation, modify the evaluation, or require a new evaluation. In any event, the Faculty member’s written response shall be maintained as part of the evaluation materials. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 315. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the University will maintain all evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) materials in a confidential manner to the employee’s assignment extent consistent with University policies and may mark them NA at that timeapplicable law. 2. If there is disagreement about which of the elements is not applicable (NA), the parties E. The University may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differencesobserve teaching performance at any time. The Assistant Superintendent Faculty member ordinarily shall recommend alternatives to have advance notice of such action but may not if, in the unit member and evaluatorUniversity’s good faith judgment, circumstances do not warrant it. F. The University will promptly notify Faculty members of any concern regarding poor performance.

Evaluations. A. District management 26 Employees shall direct be evaluated in accordance with Yolo County Code Section 2-6.32 and administrative rules and regulations adopted by the evaluation County and regulations of all permanent bargaining unit members no the Department. Annual evaluations are expected to be completed not less than once every two years and probationary bargaining unit members no thirty (30) days nor more than forty-five (45) days prior to the employee's anniversary date. Should an employee's anniversary date be overlooked or an evaluation be late and, upon the discovery of the error, the employee be recommended for the anniversary increase, the County Auditor-Controller's Office, on the following month's payroll shall compensate the employee for the additional salary the employee would have received, dating from his/her anniversary date. Evaluations shall include narrative remarks to support the overall rating. Employees who receive ratings of overall less than twice per yearsatisfactory shall have included with their evaluations: 26.1.1 Clear and accurate statement of the problem, to include specific areas and evidence of prior counseling; 26.1.2 Suggested remedial action; 26.1.3 Suggested time frame for improvement. Bargaining unit members who have been employed with VUSD for at least Evaluations that recommend terminations or rejection from probation, need not include the above. Employees may respond in writing to a performance evaluation. If an employee feels that a performance evaluation is inaccurate, the employee may rebut in writing within ten (10) years and whose previous working days of receipt of the final evaluation. If the overall evaluation rated was less than "meets acceptable level of performance" in lieu of submitting a rebuttal, the employee as meeting or exceeding standardsmay within the ten (10) day time period, may be evaluated at least every five (5) yearssubmit a formal appeal of the evaluation to the Appointing Authority, if the administrative evaluator and certificated employee being evaluated agreeraising specific issues of disagreement. The certificated employee Appointing Authority or his/her designee shall hold a meeting with the administrative evaluator employee, who may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1have a representative present. The evaluator who completed the evaluation may be present. Following the meeting, the Appointing Authority or his/her designee shall render a written decision on the appeal, addressing the specific issues the employee raises, within ten (10) working days of the meeting on the appeal. Outstanding performance shall be recognized as well as less than satisfactory performance. It is understood and agreed that this is the sole and exclusive procedure for appeal of evaluations. The setting of dates for evaluations and merit increases is based on time of continuous service. Except as prohibited by law, when an immediate supervisor or employee is absent without pay for more than forty (40) hours during an evaluation period, the evaluation period shall be extended and any other management or supervisory employee, who associated merit increase shall be delayed by a proportional length of time if the employee is designated by District management. 2provided prior written notice before the extension is effective. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half Award of the permanent staff will associated merit increase shall be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary made on the first full pay period following the extended evaluation period and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time date reset proportionally to reflect the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timegap in service. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management a. Evaluation is the careful, systematic appraisal of employee work performance by the supervisor. This provides a basis for employee counseling and assistance, promotes greater work efficiency, and improves employee morale. b. All evaluations of an employee shall be performed at least annually and shall be based upon direct observation of work performance. Performance shall be assumed to be satisfactory if an annual evaluation is not provided to the employee. c. All observations shall be conducted openly and with full knowledge of the employee. All evaluations shall be reduced to writing and signed by the principal and/or central office administrator who is qualified and formally responsible for coordinating/supervising the program, school or department. d. A copy of the draft evaluation of all permanent bargaining unit members shall be given to the employee no less than once every two years 24 hours prior to a supervisor/employee conference on this matter. The draft evaluation shall cover all areas of the final evaluation, but may be subject to modification as a result of the evaluation conference. e. An evaluation conference shall be held no later than June 15 to discuss the draft evaluation. The employee may bring notes, examples, artifacts, and probationary bargaining unit members no less than twice per yearother data to make their case for modifications to the draft evaluation. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated If modifications result from the supervisor/employee conference on this matter, then the supervisor will provide the employee as meeting or exceeding standardswith the final, may be evaluated at least every five (5) years, if revised evaluation within ten workdays of the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))associated conference/meeting. B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates f. In order to promote fairness and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employeecontinuous self-improvement, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated employees will be notified by as soon as possible of areas of concern in performance and will be afforded the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as opportunity for improvement. g. If the employee does not agree with the evaluation they shall have the opportunity to make written comments which shall be attached to the procedures evaluation and placed in their personnel file. h. In the event of documentation other than formal evaluation of less than effective performance by an employee, the site administrator may meet with the employee to develop a plan of assistance. Should an employee’s performance be rated as ineffective overall, the supervisor shall meet with the employee within 30 days after the evaluation to discuss a proposed plan of assistance for evaluationsimprovement. In developing the plan of assistance and timelines the employee shall have the right to EASMC representation and both the supervisor and employee shall provide input. The supervisor shall ensure subsequent counseling and assistance as defined in the final plan of assistance. i. The plan of assistance shall include the following. 1) Statement of problem(s) or concern(s) related to areas of ineffective performance 2) Desired improvement including specific, measurable criteria 3) Suggestions for improvement 4. One-half ) Provisions for assisting the employee including responsible parties and associated timelines (such as peer coaching, additional training, assignment of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (a mentor, opportunities for Temporaryvisitation, Probationary and Permanent Bargaining Unit Membersmodeling/demonstration) 1. A pre-conference 5) Timeline and criteria for bargaining unit members to be evaluated will be held by October 31. The purpose monitoring employee’s future performance including an end or reevaluation date for the plan of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator assistance 6) Signature of site administrator and the bargaining unit member may agree that some elements employee j. Employer recording/videotaping of the standards are an employee will not applicable (NA) to be conducted without the employee’s assignment permission and may mark them NA at that timewill not be used for evaluative purposes. 2k. SMCPS and the Association are mutually committed to a fair performance assessment process based on current educational research and agree to seek consensus outside of negotiations on any new or revised performance assessment tool and processes. If there is disagreement about which Until this time, performance assessment will continue to be based on the current version of the elements is not applicable established Performance Assessment System (NA), PAS) or process currently being used for any member of the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluatorEASMC ESP bargaining unit.

Evaluations. A. District management 6.1 Evaluations shall direct be considered as a tool to provide bargaining unit member with information related to job performance and shall include not only a review of the past but a plan for future improvement as well as a provision for commendations for exemplary employees. 6.2 Evaluations shall be conducted by the bargaining unit member’s immediate supervisor. All evaluations of classified employees shall be reviewed by the site administrator for which the employee works. If the immediate supervisor’s assessment is in conflict with that of the site administrator, the matter will be reviewed by the Superintendent, or in his absence, the Chief Business Officer, to gain clarity prior to the evaluation of all permanent being shared with the employee. 6.3 Permanent bargaining unit members no less than shall be evaluated once every two years and probationary each year prior to May 1st. Such evaluation shall consist of an overview of the current school year. 6.4 Probationary bargaining unit members no less than twice per yearshall be evaluated two times during the first year of employment. Bargaining unit members who have been employed with VUSD for Preliminary progress evaluations shall occur once at four months and once at eight months. The employee shall receive a final evaluation prior to their 1st anniversary date. Should the District fail to conduct at least the final evaluation prior to the employee’s anniversary date, the employee shall be deemed a permanent employee. 6.5 No evaluation shall be based on statements or events which cannot be investigated. Evaluations shall be made based upon the direct observation and knowledge of the evaluator. 6.6 Within ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, days of learning of any matter which may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent warrant placement of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the a negative rating on a bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an member(s) evaluation, the immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation shall discuss with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree his/her concerns. No negative rating shall be placed on a bargaining unit member(s) evaluation without this discussion. 6.7 Any negative evaluation shall include specific deficiencies and specific recommendations for improvement and provisions for assisting the employee in implementing any recommendations made. Additional training, courses and counseling referrals are options for specific recommendations for improvement. 6.8 At any meeting to discuss an evaluation, the bargaining unit member is entitled to the right to representation if the bargaining unit member feels that some elements the evaluation might lead to discipline. Such representative shall have the right to speak on behalf of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timebargaining unit member. 2. If there is disagreement about which 6.9 The signing of an evaluation by a bargaining unit member only means that the bargaining unit member has received a copy of the elements is evaluation, not applicable (NA), that the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the bargaining unit member and evaluatoragrees with the contents of the evaluation.

Evaluations. A. District management Within two (2) weeks of employment, each employee shall direct be advised by his/her supervisor of the evaluation procedures, standards of all permanent bargaining unit members no less than once every two years performance, and probationary bargaining unit members no less than twice per yeargiven a copy of the appropriate job description. Bargaining unit members who have No formal evaluation shall take place until such orientation has been employed with VUSD for at least ten (10) years and whose previous evaluation rated completed. B. In addition to information gained through observation, the Administration may ask the employee as meeting or exceeding standardsto provide sample work materials and/or examples covering his/her assignment(s). For paraprofessionals, the evaluator may solicit formative input on the employee’s performance from the respective licensed employee(s). Discussion of this work product may be helpful to the employee and the administration in better understanding the requirements of the position. C. Following the probationary period of ninety (90) days, each employee will be evaluated at least every five one (51) yearstime during the year. Annual evaluations will be completed by May 15. D. Evaluations, if including recommendations for employee improvements, shall be reduced to writing and one copy shall be given to the administrative evaluator and certificated employee being evaluated agreeat a post evaluation conference to be held within fifteen (15) days of the observation. The certificated copy of the evaluation shall be signed by the administrator and the employee. Signing an evaluation does not indicate agreement, but rather receipt and review of the document. Should the employee or care to respond to the administrative evaluator evaluation he/she may withdraw consent do so within then (10) days of this agreement at any time (EC 44664 (athe conference. All evaluations shall be placed in the employee’s personnel file. E. When the job performance of an employee is considered “unsatisfactory” an effort to remediate perceived deficiencies will be initiated. The remediation process follows: a. Supervisor identifies specific area(s) (3)of concern b. Supervisor identifies expectations during the remediation period, including specific level(s) of performance c. The duration of the remediation shall not exceed six(6) weeks d. There shall be a closing conference with the employee to discuss the remediation and to identify subsequent action(s). B. The written procedures for evaluations that are currently F. Employees who have received all “Exceeds Expectations” ratings in effect shall be maintained by all areas of their most recent evaluation, may have a conference with the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management a formal written evaluation. The conference will inform the employee of the salary placement for the coming year using the Salary Placement Form/Appendix II of the evaluation with principal approval. 3instrument. Those bargaining unit members Employees who are regularly scheduled to be evaluated receive a conference in lieu of a formal evaluation will be notified by given a formal evaluation the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each following year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management 5.1 The parties hereto understand and agree that an annual evaluation will be required of all Onondaga Central Administrators and covered by these terms and conditions of employment. 5.2 Each Administrator will be evaluated annually by the Superintendent of Schools. In collaboration with the Superintendent of Schools, goals for each school year will be put in writing by August 30th in each successive year. 5.3 A written evaluation shall direct be provided and a personal conference held on or before July 30th of the following year for each and every year. Results of this evaluation shall be shared with the Board of Education before it is placed in the employee's file. 5.4 An Administrator shall have the right to respond in writing to any evaluation. Such response shall be received by the Superintendent within 10 days of the Administrator’s receipt of his/her evaluation and shall be placed with the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearin the Administrator’s personnel file. 5.5 In the event an Administrator receives an unsatisfactory evaluation, his/her salary increase scheduled for the ensuing year shall be held in abeyance until s/he meets with the Superintendent. Bargaining unit members who have been employed The meeting with VUSD for at least the Superintendent shall take place within ten (10) years working days following the completion of the written evaluation. Following such meeting the Superintendent shall make a recommendation on the denial or modification of the salary increase scheduled for the ensuing school year and whose previous evaluation rated review his/her findings and recommendations with the employee as meeting Board of Education. 5.6 If a majority of the Board of Education accepts the Superintendent's findings and recommendations of unsatisfactory performance, then the Administrator shall be given the opportunity to meet with the full Board, in executive session, to present additional documentation or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agreetestimony in his behalf. The certificated employee or the administrative evaluator may withdraw consent Superintendent of this agreement at any time (EC 44664 (a) (3))Schools shall be present for such meeting. B. 5.7 The written procedures for evaluations that are currently in effect decision of the Board shall not be arbitrary or capricious. The decision of the Board shall be maintained by final and binding upon the District until Administrator and will be applicable only for the bargaining unit negotiates and ratifies new proceduresone (1) school year under review. The present procedures are in Appendix A. They include: 1. The evaluator Board of Education's sole responsibility and determination shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementlimited to the determination of the salary increase to be granted to the Administrator. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated 5.8 The parties agree that the Administrator's Association and the Superintendent will be notified by discuss and agree upon the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures mechanism used for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. 6.1 The evaluation procedure is intended to promote successful teacher performance and to increase teaching skills of unit members. This article does not prohibit other communications regarding performance and compliance with job duties. 6.2 Within thirty (30) working days following the beginning of the teaching year, a conference will be held, between the evaluator and his/her designee and the unit member being evaluated. This meeting shall include the establishment of mutually agreed strategies, objectives related to student progress; the unit member will also be informed that he/she shall be evaluated upon instructional techniques and strategies used by the employee, the employee’s adherence to curricular objectives, the maintenance of a suitable learning environment and the performance of non- instructional responsibilities exclusive of voluntary assignments for which the District management shall direct provides no monetary compensation. In addition to discussion of the evaluation standards and criteria, the evaluator shall consider any mitigating circumstances which may impair the achievement of objectives which have been brought to the attention of the evaluator by the evaluatee. Such mitigating circumstances may, at any time, be reduced to writing by the evaluatee and attached to the “Performance Objective” form. If the unit member has been involuntarily transferred or reassigned or has voluntarily been transferred or reassigned at the request of the District, for the current year, then in preparing the evaluation criteria, the evaluator shall take into consideration the burden, if any, of developing new skills and instructional materials, provided the unit member has presented such considerations about the new assignment to the evaluator. 6.2.1 Disagreements on objectives may be appealed by the unit member to the Superintendent (or designee) by informing the evaluator at the time of the conference. 6.2.2 Tenured unit members not currently on an Assistance Plan may elect to participate in a non-traditional evaluation process for tenured faculty. Procedures and forms are included in the Guide to Performance Evaluation for Teachers. Unit members and administrators agreeing to an alternate strategy will be exempt from the deadlines set forth in this Article. 6.3 For those members choosing the traditional evaluation process: prior to the final evaluation conference, the evaluator will make a formal observation of the classes of probationary unit members at least two times, but not more than an average of once per week for each school semester. The evaluator will observe the classes of all permanent unit members at least once during the evaluation-year, but not more than an average of once per week for each school semester. Within five (5) working days after each observation, the evaluator will discuss the observation with the employee being evaluated and complete the classroom observation form. 6.3.1 For those choosing the non-traditional evaluation process for tenured faculty, the observation conference is not required as indicated by 6.3. 6.4 Discussions following classroom observations shall take place within five (5) days of the Observation and shall include a review of the objectives established at the beginning of the school year and the degree of achievement of the planned objectives. 6.5 The classroom observation form shall be signed by both the unit member and evaluator. One copy is to be given to each. 6.6 By December 1, the evaluator will meet with each probationary unit member in a preliminary evaluation conference. The unit member and the evaluator will review the preliminary evaluation, which is to be dated and signed by both parties. One copy shall be retained by the unit member. 6.7 By May 1, the evaluator will meet with each probationary and each permanent unit member in the final evaluation conference. The unit member and the evaluator shall review the evaluation, which is to be dated and signed by both parties. One complete set of signed evaluation forms shall be sent to the Superintendent’s office for placement in the unit member’s personnel file. One copy shall be retained by the unit member. 6.8 First-year probationary unit members will be supervised and expected to consult with their principal and other resource personnel in areas where improvement in performance may be desired. All first-year probationary unit members will be provided with a copy of the criteria and procedures used in the evaluation process. 6.9 Second-year probationary unit members shall receive a final Teacher Performance Evaluation and Narrative Report in the second year by March 15. 6.10 Discussions regarding performance will refer to the criteria of evaluation, including commendation for success in subject areas, efficient usage of educational materials, effective methods of teaching and progress toward the achievement of planned objectives, as well as suggestions for improvement, if necessary in these and other areas. 6.11 No negative assessments shall be included in the final evaluation unless they have been previously discussed with the evaluatee, or an opportunity for discussion was provided. 6.12 Evaluations are a record of employee performance and are confidential. A unit member may review his/her evaluations in the personnel file by so requesting. Evaluations on file are limited to review by only those persons in the District identified as having a need to know. 6.13 Once a unit member’s evaluation form has been dated, signed by both parties, and placed into the personnel file, any additions or deletions to that evaluation must also be dated and signed by the administrator making the change and the unit member. 6.14 This formal evaluation procedure shall occur at least annually for non-permanent bargaining unit members. Permanent bargaining unit members no less than once shall be evaluated at least every two other year. This evaluation period may be extended upon the request of the bargaining unit member of the evaluator from year to year up to a maximum of five (5) years with the mutual consent of the site administrator and probationary bargaining unit member. To qualify for extension consideration, bargaining unit members no less than twice per year. Bargaining unit members who must have been employed with VUSD the district for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if have permanent status, be highly qualified as defined in 20 U.S.C. Section 7801, and have received a rating that meets or exceeds standards on the administrative evaluator and certificated employee being evaluated agreemost recent evaluation. The certificated employee In the event that mutual consent cannot be achieved, then the superintendent or designee shall determine whether the administrative evaluator may withdraw consent of this agreement at any evaluation period is to be extended. Any decision to not extend the time (EC 44664 (a) (3)). B. The written procedures period for evaluations that are currently in effect shall be maintained by the District until the evaluation to a qualified bargaining unit negotiates and ratifies member shall be, upon request, discussed with the unit member. Administrators new procedures. The present procedures are in Appendix A. They include: 1. The evaluator to the site shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those evaluate permanent bargaining unit members who are regularly scheduled at least once within the first two (2) years of the administrator’s assignment at the site. Written requests for exceptions to this rule may be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as directed to the procedures for evaluations 4. One-half Executive Director of the permanent staff will be formally evaluated each yearHuman Resources. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. 6.15 The purpose signature of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluatoron the evaluation form or the observation form does not necessarily indicate agreement with the content. These forms will provide space for unit-member comments. New forms will not be used unless the Association has had an opportunity to consult with the District.

Evaluations. A. District management shall direct 12.1 The purpose of this evaluation procedure is to provide a basis for the individual unit member's growth, both as an individual and in his/her position within the District. An evaluation of all permanent bargaining each unit members no member's work shall be made periodically, not less than twice during the unit member's first year of employment and not less than once every two years each year thereafter. Evaluation reports shall be written on approved forms and probationary bargaining shall be signed by the person making the evaluation. The evaluated unit members no less than twice per yearmember shall sign the report as evidence of his/her knowledge of its contents. Bargaining A copy of the report shall be maintained in the confidential personnel file of the unit members who have been employed with VUSD member and shall be made available to the Governing Board in executive session upon request. 12.2 If the evaluation shows a unit member's work to be below a satisfactory standard, the unit member's supervisor shall take the appropriate steps to assist the unit member in improving. The supervisor will provide a written improvement plan which will be shared and discussed in a conference. Failure of the unit member to show improvement to a satisfactory standard is deemed just cause for at least terminating employment. 12.3 The unit member shall be informed that he or she has the right to rebut, in writing, any evaluation. The evaluation shall not be placed in the unit member's personnel file until the unit member presents the written rebuttal, provided the written comments or rebuttal is received within ten (10) years days. The unit member shall have the right, upon request, to a conference to discuss the written rebuttal or comments. There will be no overall unsatisfactory evaluations given unless there has been prior conferencing with the unit member. 12.4 Probationary unit members shall be evaluated prior to the end of the third month of employment, and whose previous evaluation rated may again be evaluated six weeks later to provide the employee feedback on their work and to support them on improvements necessary to become a permanent employee. 12.5 A permanent unit member who receives an unsatisfactory evaluation will be re-evaluated within four (4) months. 12.6 Evaluators shall make specific recommendations for improvement, and the supervisor shall assist the unit members in carrying out these recommendations. 12.7 Unit members have the right to be accompanied by a CSEA representative at any evaluation meeting. 12.8 A new worker shall serve an initial probationary period of six (6) months. 12.9 Unit members hired into the District at Step 1 shall advance to Step 2 upon successful completion of their probationary period; earned advancement to Step 2 shall be retroactive to the first day of the unit member's seventh (7th) month of employment. Succeeding steps will be attained as meeting or exceeding standardsdetailed in Article 5, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent Section 5 of this agreement at any time (EC 44664 (a) (3))agreement. B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management The annual staff performance evaluations will be done on a prompt and timely basis. Staff members shall direct have the option to provide a self-evaluation or written comments to their supervisor in anticipation of all permanent bargaining unit members their annual performance evaluation. Any staff member electing this option must provide the self- evaluation or written comments no less later than once every two years three (3) days prior to the annual staff performance evaluation. At the time of the evaluation, the staff member will be provided a copy of his/her job description. The staff member being evaluated will be provided a copy of his/her performance evaluation and probationary bargaining unit members no less than twice per year. Bargaining unit members who will have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) yearscalendar days to review the evaluation. By the conclusion of the time period, if the administrative evaluator staff member may add his/her comments to the performance evaluation and certificated employee being evaluated agreeshall sign the performance evaluation. The certificated employee Comments added by the staff member shall be attached to the evaluation and included in the staff member’s Personnel file in Human Resources. If comments are not made within this period, or the administrative evaluator staff member does not sign within this period, the right to comment will be forfeited, the supervisor will note the refusal to sign and forward the evaluation to Human Resources for inclusion in the Personnel file. Once the evaluation has been signed by the supervisor and the employee, or where the time for the employee to sign has passed, no additional comments will be added to the evaluation other than notation of the refusal to sign. Prior to evaluating a staff member “1” or “2”, the staff member’s supervisor must notify the staff member that his/her performance is deficient and that their merit increment may withdraw consent be delayed or denied (in any fiscal year in which merit increments are given). Such notification shall be made through a written memorandum, documented oral warning, and/or written warning regarding performance issues in a timely manner after such deficiencies are observed. Such notification shall contain a description of this agreement at any time (EC 44664 (a) the performance deficiencies and the corrective actions needed to remedy the performance deficiencies. In the event such notification is not provided, and a merit increment is delayed or denied, the staff member shall receive a merit increment. In addition, the Campus Labor Relations Coordinator shall advise the issuing Supervisor that the employee must be properly informed of his/her performance deficiencies and given a three (3)). B. The written procedures ) month assessment period for evaluations that are currently a re-evaluation. Should the re-evaluation result in effect a satisfactory rating, the previous evaluation shall be void and expunged from the employee’s personnel file. Should the re-evaluation continue to reflect a “1” or “2”, the prior evaluation shall be maintained by in the District until personnel file and appended to the bargaining unit negotiates re-evaluation. During this assessment period, the supervisor shall meet with the staff member to review his/her performance and ratifies new proceduresthe status of the corrective action plan. The present procedures are in Appendix A. They include: 1. The evaluator Upon the mutual consent of the staff member and his/her supervisor, the staff member, his/her supervisor, and a Union representative shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled meet to be evaluated will be notified by the evaluator no later than October 1st of each school yeardiscuss performance issues. Such notice will contain a brief explanation as meeting shall not be considered part of the grievance procedure. Further, the performance rating of the staff member is not subject to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each yeargrievance procedure. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management Performance evaluations shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated take place at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) three (3)). B. The written procedures ) months for evaluations that are currently in effect all probationary employees and shall be maintained by take place at least annually thereafter on the District until anniversary of an employee's employment with the bargaining unit negotiates and ratifies new proceduresTown. The present procedures are in Appendix A. They include: 1. The evaluator Employees eligible for step increases shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management receive their performance evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school yearfifteen (15) days prior to their employment anniversary date. Such notice will contain Employee evaluation forms shall include a brief explanation as section with a box to be checked indicating whether an employee agrees or disagrees with his/her/their evaluation. Employees granted step increases shall receive those increases effective the closest pay period in which they are eligible. All performance evaluations shall be discussed with the employee prior to the procedures for evaluations 4evaluation being completed. One-half Employees shall sign their individual performance evaluations as evidence of discussion having taken place; employee signature does not necessarily imply agreement with the evaluation. An employee may attach separate written comments to his/her/their evaluation. Performance evaluations shall be conducted annually from the employee's (1) date of hire, (2) date of last merit increase, or (3) date the employee entered his/her/their classification. The classification date shall supersede the hire date, and the date of the permanent staff will last merit increase shall supersede both the hire date and the classification date. Performance evaluations shall be formally evaluated each year. a. Pre-Conference Guidelines completed by an employee's immediate supervisor (for Temporaryi.e., Probationary and Permanent Bargaining Unit MembersPW Maintenance Supervisor or Parks Maintenance Supervisor) 1. A pre-conference for bargaining unit members to be evaluated will be held Written comments made by October 31any other supervisor, superintendent or management personnel shall not change the numerical rating of the immediate supervisor. The purpose Town agrees to provide employees with a copy of both the pre-conference is to review initial and final versions of their quarterly and annual performance evaluations. Sick leave usage shall not be directly evaluated on the Standards for Bargaining Unit Members assignment and to determine the evaluation focusperformance evaluation. At Performance categories that time the evaluator and the bargaining unit member may agree that some elements are affected by excessive or abusive use of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timesick leave shall be evaluated. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management The purpose of evaluations is to support excellence in teaching and adherence to academic and professional standards. Adjunct faculty members will be evaluated in a manner consistent with the standards and expectations of the University. B. Student evaluations will be conducted in accordance with University policy. Adjunct faculty members shall direct cooperate with the appropriate academic administrators to facilitate the student evaluation process. Student evaluations will be made available to the adjunct faculty member following the end of the semester, once all grades are submitted for the course. In addition to student evaluations, the adjunct faculty member may request feedback from the University and/or a classroom observation in accordance with paragraphs C and D below, which the University shall consider in evaluating the adjunct faculty member’s performance. C. Following the receipt of the student evaluations each semester, an adjunct faculty member may submit a request for feedback from the School, department, or program concerning their student evaluations. The adjunct faculty member may submit such a request, in writing, within thirty (30) days after receiving the student evaluations. The adjunct faculty member should submit, along with the request, a response to the student evaluations. The adjunct faculty member may submit with the written response the syllabus, course materials, and an updated CV. The School, department or program will provide the adjunct faculty member with feedback, in writing, based on the student evaluations and the adjunct faculty member’s written response. D. An adjunct faculty member may request a classroom observation and evaluation of all permanent bargaining unit members no less the adjunct faculty member’s classroom performance within three (3) calendar years from the date of initial appointment, but not sooner than the second year of appointment, and then once every two three (3) calendar years and probationary bargaining unit members thereafter. Any such request shall be made no less later than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agreesecond week of classes. The certificated employee or the administrative evaluator may withdraw consent of this agreement classroom observation will occur at any time within a two (EC 44664 (a2) (3))week window of time agreed to by the University and the adjunct faculty member. The classroom observation will be conducted during a period in which instruction is taking place, and for a duration of time reasonably necessary to observe the adjunct faculty member’s teaching skills and methodologies. The observer will, in the reasonable judgment of the University, have appropriate qualifications to conduct the classroom observation. The adjunct faculty member will receive feedback on the observation within a reasonable period of time after the observation occurs. B. E. The written procedures for evaluations that are currently University may observe teaching performance at any time. An adjunct faculty member ordinarily will have advance notice of such action but may not if, in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employeeUniversity’s judgment, who is designated by District managementcircumstances do not warrant it. 2. Bargaining unit members may utilize peer review F. If a student raises a concern regarding an adjunct faculty member’s performance, the University will promptly notify the adjunct faculty member of the concern if the University, in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled its reasonable judgment, considers it to be evaluated will be notified by a serious concern at the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31time it is raised. The purpose of the pre-conference this paragraph is to review provide the Standards for Bargaining Unit Members assignment and to determine adjunct faculty member with notice of an alleged performance issue that is capable of being corrected during the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements remainder of the standards are not applicable (NAcourse, while appropriately respecting student confidentiality and protecting the student(s) to the employee’s assignment and may mark them NA at that time. 2from retaliation. If there is disagreement about which Should documentation of the elements is not applicable (NA)alleged performance issue be placed in the adjunct faculty member’s personnel file, the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent adjunct faculty member shall recommend alternatives to the unit member and evaluatorbe notified.

Evaluations. A. 14.1 Evaluations are a process by which a unit member's performance and conduct on the job are measured in accordance with District management shall direct standards and expectations. As part of this process, positive and open communications between the unit member and the immediate supervisor are encouraged. Evaluations should reflect a unit member's strengths and weaknesses with the general objective of maintaining or exceeding District standards and expectations. It is also the mutual obligation of the employee and supervisor to compare the job description with the duties during the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31process. The purpose of the pre-conference this evaluation is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to assess the employee’s assignment performance, and may mark them NA at that timeis intended as a tool for constructive feedback. Performance evaluations can be used as evidence in a disciplinary process. 214.2 All permanent unit members shall be evaluated annually during the first three years of employment by the immediate supervisor, provided the manager has supervised for at least one year. If there is disagreement about which less than one year, then evaluation shall be based on the length of time of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differencesevaluator’s supervision. The Assistant Superintendent shall recommend alternatives to written evaluation and the conference in connection therewith between the unit member and evaluatorthe immediate supervisor shall occur within the month of the unit member's anniversary date in the position. If deemed necessary, additional evaluations may be scheduled by the immediate supervisor. After the first three years of employment, a unit member who has received an evaluation of “3” (Meets Expectations) or higher in three consecutive annual evaluation cycles may, with the supervisor approval, thereafter be evaluated every two years. However, in addition to the requirements of Article 14.5.2, if the unit member subsequently receives a rating of “1” (Unsatisfactory) or “2” (Requires improvement) on any performance factor, evaluations shall occur at least annually beginning the following year until the above requirements have been met. 14.3 All newly hired unit members shall serve a probationary period of twelve (12) months. All probationary unit members shall be evaluated at the end of the fourth (4th) and tenth (10th) month of the probationary period. Failure to evaluate a probationary unit member as required by this article shall in no way affect a decision to terminate the unit member during the probationary period. 14.4 A probationary or permanent unit member who is reassigned into another classification and is serving a four (4) month trial service period in the new classification shall be evaluated at the end of the third (3rd) month of such four (4) month trial service period. 14.5 All evaluations shall be based upon job performance factors as outlined in the Performance Evaluation Form. 14.5.1 The immediate supervisor shall meet with each unit member within the timelines above and provide the unit member with a copy of his or her evaluation. 14.5.2 In the event a unit member is given a rating of “1” (Unsatisfactory) or “2” (Requires Improvement) on any performance factor, a separate meeting shall be scheduled to develop an improvement plan to address the unsatisfactory rating: 14.5.2.1 The immediate supervisor and employee shall discuss during the meeting:  The immediate supervisor’s expectation of the goals and objectives for improvement in job performance to meet the standards for the employee’s present job; and  A clear and concise written plan as to how the employee can work towards accomplishing those goals and objectives and the supervisor’s expectations during the next evaluation period. 14.5.2.2 Both the performance objectives and the plan for achieving these objectives shall be put in writing based upon the discussion between the immediate supervisor and the employee. 14.5.2.3 Permanent employees shall be re-evaluated in thirty (30) to ninety (90) days. 14.5.2.4 At this performance improvement meeting, unit members shall be entitled to bring a CSEA representative. 14.5.3 The employee shall sign the evaluation acknowledging that he or she has discussed it with the immediate supervisor and indicate whether or not there is agreement with the ratings. The employee shall further be notified of the right to submit a written response, which is to be attached to evaluation and placed in his or her personnel file. 14.6 A sample of the evaluation form to be utilized in the evaluation process is contained in Appendix F.

Evaluations. A. The District management and the Association shall direct meet as prescribed by law and Commissioner Regulations to determine the process of unit member evaluations. The form of such evaluation of shall be reduced to writing as required by law and Commissioner Regulations, and shall be distributed to all permanent bargaining unit members no less than once every two years annually in an electronic format. B. Those Association members who are Building Principals as defined in Education Law §3012 (d) will be evaluated in accordance with the District’s approved APPR Plan adopted pursuant to such law and probationary bargaining regulations. Those Association members who are not building principals as defined in Education Law §3012(d) will be evaluated using the format of evaluation in use for these positions during the 2012 – 2013 school year (Appendix B). They will not be required to change to an alternate evaluation process. Individual unit members no less than and the District Superintendent or their designee may cooperatively work out an alternate method of observation and evaluation provided that the District and Association approve each proposed alternate method. C. The District Superintendent or designee will evaluate unit members. D. Tenured unit members will receive a written evaluation in narrative form at least once per year. E. Non-Tenured unit members will receive a written evaluation in narrative form at least twice per year. Bargaining . F. The District Superintendent or designee may establish additional conferences with the unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee member, non-tenured or tenured, as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agreeneeded. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of also request additional conferences with the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant District Superintendent of Certificated Human Resources to assist in resolving the differencesor designee with reasonable time frames for both parties. The Assistant Superintendent shall recommend alternatives to written evaluation should be preceded by a conference between the unit member and evaluatorthe District Superintendent or designee. The unit member may attach a statement to the evaluation that will be part of the official record and personnel folder. When a unit member’s performance does not meet expectations, the District Superintendent or designee may develop a plan for improvement. The Improvement Plan shall include, but need not be limited to, identification of needed areas of improvement, a timeline for achieving improvement, the manner in which improvement will be assessed, and, where appropriate, differentiated activities to support a principal’s improvement in those areas. G. The District Superintendent or designee will supervise the plan for improvement. The evaluation of the unit member’s performance under the Plan for Improvement shall be the responsibility of the District Superintendent or designee.

Evaluations. A. District management Speak About It has a number of avenues for informal feedback and coaching after programs. Speak About It maintains the right to evaluate the job performance of Employees on an ongoing basis. Periodically, but in no event less than one (1) time in their first ninety (90) days and every one (1) year thereafter, Employees will receive formal performance reviews from their supervisor/Program Director/designee through the Culture of Feedback form. Employees shall direct have the opportunity to meet with their evaluator and receive a copy of the written evaluation before it is placed in their personnel file. Employees may submit any comments relevant to the evaluation within fourteen (14) calendar days of all permanent bargaining unit members no less than once every two years receipt, which shall be attached to the evaluation. The Employee shall sign the evaluation to signify that they have read it and probationary bargaining unit members no less than twice per yearshall receive a copy of the signed evaluation. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, Evaluations will not be used in place of discipline but may be evaluated at least every five (5) years, if used in conjunction with the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31disciplinary process. The purpose of the pre-conference performance evaluation is to review the Standards identify and discuss areas of strength and areas for Bargaining Unit Members assignment growth and any professional development goals, and to determine facilitate improvement for the benefit of Speak About It and its important mission. The evaluation focusshall identify goals, development needs, and challenges and shall include a plan for addressing those needs and challenges in the future. At The evaluation will also identify the support to be provided in order for the Employee to progress. The Employee shall have an opportunity to make comments, objections and proposed changes to their goals. The Employee and Supervisor(s) shall meet to discuss the goals. If an Employee disagrees with the final evaluation, an Employee may prepare a written response to an evaluation and have that time written response placed in the evaluator and the bargaining unit member may agree that some elements Employee’s personnel file. All Employees are expected to fully cooperate with all aspects of the standards performance evaluation process. Employees shall receive a copy of their performance evaluation at least five (5) workdays before meeting with their supervisor(s) to discuss the evaluation. The forms may be edited and updated during or in the five (5) days following the performance evaluation conversation, upon agreement of Employees and their Supervisors. Evaluations are non-disciplinary in nature and no discipline or discharge shall happen in a performance evaluation meeting. Evaluations are not applicable (NA) tied to wages or any other monetary payments. Employees shall also have the opportunity to offer feedback and suggestions to Speak About It. This feedback may be made on an individual, collective, or anonymous basis or through Culture of Feedback meetings. Employees may provide feedback to Head Quarters, report any feedback to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which Chair of the elements is not applicable (NA)Governance Committee of the Board of Directors, the parties or may invite the Assistant Superintendent of Certificated Human Resources use an anonymous feedback form to assist in resolving the differencessubmit feedback. The Assistant Superintendent Board of Directors and relevant Supervisors shall recommend alternatives to make space for union member’s feedback and include the unit member and evaluatoroffered feedback in its annual review of Management staff.

Evaluations. A. District management The Board and the Superintendent shall direct agree upon a written evaluation format which shall be used during the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))Term. B. The written procedures On or before November 1 of each year, the Superintendent shall submit to the Board an analysis of District needs and recommendations for evaluations that are currently in effect priority goals and tasks to be addressed by the Superintendent. These priority goals and tasks shall be maintained reduced to writing and will be among the criteria by which the District until the bargaining unit negotiates and ratifies new proceduresSuperintendent is evaluated pursuant to this Article. The present Board and Superintendent shall confer regarding these priority goals and tasks and agree upon the criteria and procedures are in Appendix A. They include:to be used for the Superintendent's formal evaluation. Either or both parties may seek and retain the aid of a qualified impartial facilitator agreeable to both parties to endeavor to reach agreement upon the criteria to be used for the formal evaluation. 1C. The Superintendent shall provide the Board with a mid-year progress report summarizing his progress toward meeting the goals and tasks developed pursuant to this Article. The evaluator Board shall be conduct an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half informal progress assessment of the permanent staff will be formally evaluated Superintendent on or before January 31 each year. a. Pre-Conference Guidelines (for TemporaryD. The Board shall conduct a formal written evaluation of the Superintendent, Probationary which shall be completed by May 31 of each year, unless another date is mutually agreed upon by the Board and Permanent Bargaining Unit Members) 1the Superintendent. A pre-conference copy of the written evaluation shall be delivered to the Superintendent within twenty (20) days of its completion. The Superintendent shall have the right to make a written response to the evaluation. Within thirty (30) days of the Board's delivery of the written evaluation, the Board and the Superintendent shall meet to discuss the formal evaluation. The Board shall also devote a portion, or all, of one meeting at least annually to a discussion of the working relationship between the Superintendent and the Board. E. If the Board concludes that the Superintendent's performance is unsatisfactory, the Board shall identify in writing specific areas where improvement is required, provide written recommendations for bargaining unit members improvement, and notify the Superintendent that another evaluation will be conducted within six months. Such written recommendations and specifications for improvement shall be provided within thirty (30) days of the date of the evaluation. F. An evaluation shall be deemed to be evaluated will be held by October 31. The purpose "satisfactory" if a majority of Board members have rated the Superintendent's performance as satisfactory as a result of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the formal evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timeprocess. 2. If there is disagreement about which G. At the conclusion of the elements is not applicable (NA)each annual evaluation, the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member review this Agreement and evaluatorconsider modifications and/or additions.

Evaluations. A. District management shall direct 1. In the Fall of 2022, a Labor Management committee will be established to review and revise the current evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agreeform. The certificated employee or committee will be composed of a unit member and an administrator from each College, plus a representative from the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. Chancellor’s office. The written procedures for evaluations that are currently in effect committee’s proposed revisions shall be maintained by submitted to the District until the bargaining unit negotiates chancellor for consideration and ratifies new proceduresapproval on or before April 1, 2023, or as soon thereafter as practicable. The present procedures are evaluation form will, at a minimum, indicate areas of performance review and may include criteria to be applied in Appendix A. They include: 1the review of performance in these areas. The evaluator Job duties, responsibilities, and other matters relating to the employee’s work performance will be the exclusive guidelines for the development of a form and the areas of performance review. Pending adoption of a revised evaluation form, the parties shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementcontinue to use the existing evaluation form. 2. Bargaining unit members may utilize peer Using this form and the areas of review indicated on the form, supervisors will review the performance of employees for their work in lieu each fiscal year. All employees will be evaluated in writing on an annual basis as to their performance. Normally, these evaluations will be completed between April 1 and June 30 of management evaluation with principal approvaleach year. If the meeting between the employee and the supervisor referred to in Section 3 below is not held until after June 30, then the employee will nevertheless receive the performance increase in pay effective July 1 provided for in Section 8 below. 3. Those bargaining unit members The employee and the supervisor who are regularly scheduled performs the evaluation will meet to be evaluated discuss the evaluation when it is completed. The supervisor who performs the evaluation will give the employee a copy of the evaluation at least 48 hours prior to such a meeting. The employee will sign any such evaluation indicating receipt of the document and not necessarily agreement with its contents. After such a meeting, the supervisor may or may not choose to modify the original evaluation. If the evaluation is modified, the employee will be notified given the revised evaluation and will sign such evaluation, again indicating receipt of the document and not necessarily agreement with its contents. Once the evaluation is finalized, the supervisor will also sign the evaluation. The employee may also attach any written comments which they wish to make to the final evaluation. Any prior draft evaluations will be destroyed. The signed evaluation, along with any written comments by the evaluator no later than October 1st employee, will then be reviewed by the next level of each school yearmanagement. Such notice manager, following review, will contain a brief explanation as sign the final evaluation and it will be placed in the employee’s personnel file. If the manager wishes to make any changes, the procedures for evaluationsemployee will sign the revised evaluation indicating receipt of the document and not necessarily agreement with its contents prior to it being placed in the employee’s file. The employee shall have the right to attach any written comments they may wish to make in regard to any such revised evaluation by the manager. 4. One-half Before an employee receives an overall evaluation of unsatisfactory or fails to meet expectations, they must have been advised of their deficiencies in writing at least once during the permanent staff will be formally evaluated each review year. a. Pre-Conference Guidelines (5. To the extent that the evaluation form has a general comment section or comment sections for Temporaryeach rating area, Probationary and Permanent Bargaining Unit Members) 1to the extent a supervisor or manager has entered negative comments about an employee in such sections, an employee may request that such comments be excised from the evaluation two years from the date the evaluation became final. A pre-conference for bargaining unit members to be evaluated This request will be held by October 31granted provided there has been no additional negative commentary in the relevant subject area about the employee during that two year period. This right does not extend to removal of the actual rating of the employee on a particular rating area or the overall rating. 6. The purpose use of these annual evaluations shall not in any way preclude the issuance of disciplinary actions, written reprimands or commendations or other written commentary which may impact on an employee’s performance at other times during the year. 7. Evaluations shall not be subject to the grievance procedure or otherwise be a source for a grievance, unless there is a violation of procedure. Overall evaluations of unsatisfactory or fails to meet expectations, however, shall be fully grievable. 8. Beginning July 1, 2014, in addition to the increases listed in Article 28, an employee who receives at least a Satisfactory evaluation for each contract year of this Agreement will receive an additional increase to the base annual salary for the corresponding fiscal year effective on July 1 of each year of 1.50%. The increases will take effect on July 1 of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) year in question but will be processed prior to the employee’s assignment increases which are otherwise provided in those fiscal years under Article 28. For the year beginning July 1, 2021, however, and may mark them NA at for only that time. 2. If there is disagreement about which year, the additional increase of the elements 1.50% is not applicable (NA)separate and is included within the increase described in Article 28, so that the parties may invite total increase for the Assistant Superintendent of Certificated Human Resources to assist employee is described in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluatorArticle 28.

Evaluations. A. District management shall direct It is a fundamental premise that all unit members desire to achieve excellence in their areas of responsibility. The goal of the employee evaluation process is to support, lead, and assist each person toward this attainment. Fundamental to the evaluation process, the supervisor and employee collaboratively develop goals and a plan for goal attainment and mutually analyze the employee’s performance. 18.1 Evaluations Timeline • By September 10th, employees being evaluated in the current school year will receive written notification and a copy of the Certificated Goal-Setting Form. • By September 20th, employees to be evaluated will notify their evaluator of their preferred evaluation option in writing, if eligible. • By October 15th, employees to be evaluated shall complete their Goal-Setting Form and meet with their evaluator for a Goal-Setting Conference. • Employees participating in the Formal Observation Process shall complete a Pre-Observation Form and meet with their evaluator at least two working days prior to their Formal Classroom Observation. • Within five working days of the employee’s Formal Classroom Observation, the employee and evaluator shall meet for a Post-Observation Conference to review the completed Classroom Observation Form. • Certificated non-teaching employees (nurses, librarians, TOSAs, SLPs, social workers) shall complete section A of their Certificated Evaluation Grid on or before November 1st. • By March 1st, Probationary employees shall meet with their evaluator for a Summative Evaluation Conference. The Probationary employee shall complete and submit a Self-Reflection Form, five days prior to the Conference. • By May 1st, Permanent employees shall meet with their evaluator for a Summative Evaluation Conference. The Permanent employee shall complete and submit a Self-Reflection Form, five days prior to the Conference. Details surrounding employee evaluation timelines and agreed upon evaluation tools can be found in Appendix E of this agreement. 18.2 Based upon the District's established standards of expected pupil achievement at each grade level in each area of study, the District shall evaluate and assess certificated employee competency using the agreed upon tools. For classroom teachers, the tool shall be based upon the California Standards for the Teaching Profession. Those standards are: • Standard 1 – Engaging and Supporting all Students in Learning • Standard 2 – Creating and Maintaining an Effective Environment for Student Learning • Standard 3 – Understanding and Organizing Subject Matter for Student Learning • Standard 4 – Planning Instruction and Designing Learning Experiences for All Students • Standard 5 – Assessing Students for Learning • Standard 6 – Developing as a Professional Educator For certificated non-teaching employees (nurses, librarians, TOSAs, SLPs, social workers) the evaluation tool shall be based upon the appropriate professional standards including but not limited to the National Standards for School Counseling, the National Standards for School Nursing Practice, the American Association of School Librarians and other applicable professional standards. 18.3 The evaluation and assessment of certificated employee competence pursuant to this article shall not include the use of publishers' norms established by standardized tests. 18.4 Nothing in this Article shall be construed as in any way limiting the authority of the District to adopt informal evaluation and assessment guidelines or criteria. 18.5 Evaluation and assessment of the performance of each certificated employee shall be made on a continuing basis, as follows: 1) At least every other year for personnel with permanent bargaining unit members no less than once status. 2) At least every two five years and probationary bargaining unit members no less than twice per year. Bargaining unit members for personnel with permanent status who have been employed with VUSD for at least ten (10) 10 years with the school district, who hold an appropriate credential, and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))time. B. The written procedures for 3) Permanent employees who have received consistent ratings at the Meets/Exceeds level, following their fourth year as a district certificated employee (3 previous summative evaluations that are currently in effect at the Meets/Exceeds level), shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include:considered eligible for alternative evaluation options. 1. The evaluator Probationary employees shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementevaluated up to twice each year. 2. Bargaining unit members may utilize peer review The first evaluation shall take place in lieu of management evaluation with principal approvalthe first semester. 3. Those The probationary employee and the evaluator shall meet in order to discuss the first evaluation, in the Post Observation Conference prior to Winter Break and a copy shall be given to the probationary employee. 4. Upon written notice from either the probationary employee to the evaluator or from the evaluator to the probationary employee, the employee shall receive a second evaluation. 5. The evaluator and the employee shall meet to determine the completion date for the second evaluation and in the event of a disagreement between them, the Superintendent or Designee shall establish the completion date, but in no event shall that date be later than May 1st. 18.6 Evaluation and assessment made pursuant to this Article shall be written, using the relevant tools attached in Appendix E. All evaluations shall include recommendations, if necessary, as to areas of improvement in the performance of the employee. In the event an employee is not performing his/her duties in a satisfactory manner according to District standards, the District shall notify the employee in writing of such fact and describe the unsatisfactory performance. The District administration shall confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist the employee in such performance. 18.7 NJUHSTA and the District agree to the evaluation tools outlined in Appendix E, and to the continued work of a subcommittee of bargaining unit members who are regularly scheduled and administrators to be evaluated will be notified by the evaluator no later than October 1st develop a tool for non-teaching members, alternative project options, and peer evaluation options. The subcommittee shall consist of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half equal numbers of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members and administrators of not less than 8 and not more than 12 total members. 18.8 Employees shall have the right to be evaluated will be held by October 31initiate a written response to their evaluation. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) response shall become a permanent attachment to the employee’s assignment and may mark them NA at that timeevaluation for placement in the employee's personnel file. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management Annual merit increases are to be awarded solely on the basis of performance in teaching, research/scholarship/creative activity and service. Performance shall direct be evaluated annually by the unit head (department chairperson, director, or xxxx in units where there is no chairperson or director). In unusual circumstances in which the unit head will have difficulty performing an unbiased evaluation of a faculty member, including but not limited to situations described in the University’s nepotism policy, xxxx://xxxxx.xxxx.xxx/generalcounsel/policies/employment-of- immediate-family-members/, and circumstances in which the unit head and faculty member are or have been engaged in a formal dispute, the annual appraisal may be assigned by the appropriate xxxx to another administrator. Such assignment requires a mutual agreement among the affected faculty member, the appropriate xxxx, Xxxxxxx or Xxxxxxx’x designee and the AAUP. The unit head or selected administrator shall consider in his or her evaluation all evidence submitted by a faculty member. Anonymous or confidential information shall not be used to evaluate a faculty member without that faculty member having had the opportunity to respond to the substance of the information before the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearis complete. Bargaining unit members who The annual evaluation shall be based on criteria that have been employed developed by the unit head and clearly communicated to faculty members in advance of the period covered by the evaluation. These criteria must be consistent with VUSD the workload plans developed in accordance with Article 11.9 of this Agreement. Each faculty member will be evaluated in each area of her/his assigned workload. An overall evaluation score shall be developed for at least ten each faculty member that reflects the percentage effort assigned in each area. Consistent with established University policy the unit head shall meet with the faculty member to review the annual evaluation and shall communicate to each faculty member the basis for the evaluation. Once the appropriately weighted evaluation has been completed, it shall be used to determine the merit pay allocation according to the approved merit pay policy (10metric) years and whose previous evaluation rated of the employee as meeting or exceeding standards, unit. Changes in the merit pay policy may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement initiated at any time by the unit head or by members of the unit’s faculty. In all cases of proposed changes, there must be consultation between the unit head and the faculty. The modified policy shall not take effect unless it has been ratified by a majority vote of the faculty in a secret ballot at a duly called faculty meeting. Following ratification, the revised statements will be submitted to the college xxxx for approval. The college xxxx shall act on the revised statements within two months of the submission. If approval is not granted, the xxxx shall indicate the changes needed and the department shall have one month to submit its modified statement. This process shall continue until approval is secured. Merit increases shall not be approved for any unit that does not have an approved merit allocation statement and associated metric. Approved merit allocation statements and associated metrics of academic units may be found at xxxx://xxxxxxx.xxxx.xxx/resources/faculty- policies/college-department-resources/. Upon the request of the faculty member, the chair or xxxx shall review information demonstrating the correspondence between merit pay and the faculty member’s departmental or comparable unit’s evaluation ratings within that unit in order to demonstrate consistency between merit pay and the annual evaluation to the faculty member. Anonymous or confidential information shall not be used to evaluate a faculty member without that faculty member having had the opportunity to respond to the substance of such information before the evaluation is completed. Merit increases are to be awarded solely on the basis of performance in teaching, research/scholarship/creative activity and service (EC 44664 (a) (3)as referenced in Articles 11.3 and 11.5). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management ‌ SECTION 1 Each employee’s immediate supervisor and/or the first level manager above the supervisor are responsible for evaluating the employee’s performance, based upon their knowledge and/or personal observation. No evaluation of any employee shall direct be placed in any personnel file without an opportunity for discussion between the employee and the evaluator. Any negative evaluation shall include recommendations for improvement. The employee shall have the right to review and respond to any evaluation. An employee who desires to register disagreement with the content of an evaluation may take the following steps: 1. Record a statement of objection at the time of the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearconference with the immediate supervisor; or, 2. Bargaining unit members who have been employed with VUSD for at least Submit a statement in writing within ten (10) years and whose previous evaluation rated working days of the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agreeconference. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect Such a statement shall be maintained by attached to and become a permanent addition to the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approvaldocument. 3. Those bargaining unit members who are regularly scheduled to be evaluated Request in writing within ten (10) working days a review of his/her evaluation by the rater’s immediate supervisor. The rating will be notified changed only upon a finding by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to supervisor that the procedures for evaluationsrating was produced by mistake or fraud. 4. One-half of the permanent staff SECTION 2 Permanent employees will be formally evaluated each yearrated every two (2) years on their anniversary date or more frequently, as deemed necessary by the immediate supervisor or first-level manager. a. PreSECTION 3 A new regular full-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pretime or part-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and employee in the bargaining unit shall be in probationary status for a period of twelve (12) working months. An evaluation of such an employee shall be submitted prior to the expiration of the third (3rd), fifth (5th) and eleventh (11th) working months. The rating will include a recommendation regarding continued employment or dismissal of the employee. SECTION 4 It is the District’s prerogative to evaluate any employee at any time in the event the employee has either exhibited below-standard work performance or exceptional work performance. SECTION 5 A signed copy of each evaluation shall be placed in the employee’s permanent file with a copy given to the employee. All employee evaluations are confidential. SECTION 6 Notwithstanding any other provision of the Article on Evaluations, or the Article on Grievance, a member of the bargaining unit may agree file a grievance relative to specific alleged violation of the procedures used in the evaluation of the employee. It is hereby agreed, however, that some the specific content of any evaluation is not subject to the grievance procedure. SECTION 7 If a regular, non-probationary, employee may be receiving an unsatisfactory evaluation, the District shall hold a pre-evaluation conference ninety (90) days prior to the written evaluation. The employee shall be given a written improvement plan that clearly documents the actions to be taken to receive a satisfactory evaluation. Annual step increments shall be withheld for unsatisfactory performance documented in the written evaluation and will not be granted until the receipt of a satisfactory evaluation. A written unsatisfactory evaluation shall be defined as receiving a rating of one (1) or two (2) for a minimum of three (3) of the seven (7) performance factors listed on the performance appraisal and objective plan. An unsatisfactory evaluation may be appealed to the next supervisor who will have the final authority to amend, affirm, or reverse the evaluation or elements of the standards are evaluation. Three months after an unsatisfactory evaluation has been given, the supervisor shall formally evaluate the employee. If the performance does not applicable (NA) improve the employee may be subject to disciplinary action. The District will not use the evaluation in a discriminatory or unfair manner. If no evaluation is rendered within a year, the assumption is that the employee’s assignment and may mark them NA at that timeperformance is satisfactory. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management (a) The Employer has the right to require evaluations including student evaluations of employees and use these evaluations in a fair and reasonable manner in making future employment decisions. All evaluations shall direct be in writing. (b) All contents of an employee’s file shall be treated as confidential. An employee may add information to his/her employment file if such information is job relevant and if such is confirmed and placed in the file by the employee’s Supervisor. (c) Any such evaluations shall be included in the employment file, separate from the employee’s academic file if the employee is or has been a student. A copy of such evaluations placed on the employment file will be provided to the employee. After giving 2 business days notice of his/her wishes, an employee may examine his/her employment file. (d) Any such evaluation shall not affect an employee’s academic standing as a student at McMaster University. (e) There shall be no electronic monitoring of employees for the purposes of performance evaluation without the employee’s written consent. It is understood that there shall be no reprisal against any member of the bargaining unit who chooses not to give such written permission. (a) The evaluation of an employee’s performance may include the Supervisor’s evaluation and student evaluations. (b) Employees will be given at least 5 business days notice that a student evaluation is to be conducted. (c) Student evaluations of an employee’s performance will normally be provided to the employee within 8 weeks after the Department Chair has received the evaluations. The Chair may require, or the employee may make a written request for, a discussion to review the evaluations; if the employee makes such a request the Chair will schedule a discussion at a mutually agreeable time. The employee may add his/her written comments to the evaluation results. (d) Student ratings may be made public by the Employer with the employee’s written permission. It is understood that there shall be no reprisal against any member of the bargaining unit who chooses not to give such written permission. (e) Any unattributable comments from students will not be used in the evaluation of employee performance. It is understood that all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD online comments made under the McMaster University online course evaluation system are deemed to be attributable for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent purposes of this agreement at any time (EC 44664 Article. (a) (3))In the event that a Supervisor’s evaluation has been done, the Employer shall notify the employee within 5 business days of the evaluation’s completion. A copy of any written evaluation of an employee’s performance shall be forwarded to the employee within 10 business days of such evaluation being made. B. (b) The employee may add his/her written procedures for evaluations that are currently in effect comments to the Supervisor’s evaluation if he/she wishes. Any such written comments shall be maintained by appended to the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementevaluation. 2. Bargaining unit members may utilize peer review (a) The employee will request student participation in lieu of management evaluation with principal approvalcourse evaluations. 3. Those bargaining unit members who are regularly scheduled to be (b) In the event that an employee is not evaluated by students during the teaching of a course, he/she will be notified by the evaluator no later than October 1st of each school year. Such notice will contain deemed to have received a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each yearsatisfactory student evaluation. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management ‌ 13.1 Evaluation of certificated employees shall direct be made by the evaluation of all permanent bargaining unit members no on-site administrator not less than twice each year for probationary personnel, and not less than once every two three years for permanent personnel. Upon mutual agreement between a teacher and his/her on-site administrator, a District administrator may serve as the teacher's evaluator. 13.2 The first annual evaluation of any probationary bargaining employee must be completed no later than November 30 and the second annual evaluation completed by February 23rd. 13.3 The formal observation of permanent personnel shall be completed no later than thirty (30) working days before the end of the school year in which the employee is to be evaluated. 13.4 Evaluations of teachers will take into consideration any adverse teaching conditions, when and if those conditions prevent the attainment of objectives. In addition, there will be no formal evaluation observations during the weeks of standardized testing and parent conferences, unless requested by the unit member, and the parties mutually agree. 13.5 Within 30 work days after the unit members’ first work day of a school year, a meeting shall be conducted by the evaluator with the unit members no less than twice per year. Bargaining at which the criteria and procedures for evaluation shall be discussed with the unit members, along with any goals and objectives for which the unit members who have been employed shall be held accountable. 13.6 The evaluator will schedule a pre-evaluation conference with VUSD for the teacher five full work days prior to the pre-evaluation meeting to discuss topics including but not limited to dates, times and subject matter of the observation. No formal evaluation observation shall be conducted until at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if full work days after a pre-evaluation conference is held unless the administrative time frame change is agreed upon between the evaluator and teacher. Pre and post evaluations shall take place during the normal on site work day, excluding lunch, unless mutually agreed upon by the employee and the evaluator. 13.7 After the formal observation, the evaluator shall complete the District certificated employee being evaluated agreeevaluation form and provide a copy to the employee at a post formal observation conference, which shall be held no later than the seventh working day following the observation, except by mutual agreement of both parties. The certificated employee or evaluatee will sign and date the administrative evaluator may withdraw consent written evaluation indicating that the conference has taken place. One copy of this agreement the evaluation shall be given to the evaluatee at any time (EC 44664 (a) (3))said conference; the original copy shall be placed in the evaluatee's personnel file. B. 13.8 The written procedures for evaluations that are currently in effect shall be maintained by evaluation form and a pamphlet containing the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to criteria on which a teacher will be evaluated will be notified by on file at the evaluator no later than October 1st of each school year. Such notice District Office and at all job sites and will contain a brief explanation as be available on request to the procedures for evaluations 4. One-half any member of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31unit. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator Association and the bargaining unit member may District must mutually agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timeupon changes in this document. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management Evaluations for all regular employees shall direct be obtained at specified intervals during the work year. The evaluations shall be reported to the Superintendent on the appropriate form. 10.1.1 The probationary period for all non-promotional employees will be twelve (12) calendar months. All non-promotional probationary employees shall be evaluated prior to the third, sixth, and ninth month of his/her probationary period. Probationary employees shall review and sign their evaluations forms before they are submitted to the Superintendent by the principal, department head or supervisor. 10.1.2 Evaluations for all permanent employees shall be submitted no later than April 30 each year. A special evaluation may be submitted at other times if it is desired by the principal or the supervisor. Permanent employees shall review and sign their evaluation forms before they are submitted to the Superintendent's office by the principal, department head, or supervisor. 10.1.3 If an employee is working in a dual capacity, such as Bus Driver/Custodian, each principal and each supervisor must complete a Classified Employee Evaluation Form. 10.1.4 A specific amount of time shall be set aside by the supervisor and the employee to discuss the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per the reasons for the various ratings. 10.1.5 Employees shall be evaluated over the total year. Bargaining unit members who have been employed with VUSD for at least ten (10) years Thus, an employee's total performance should be emphasized in the evaluation process as opposed to basing most of the evaluation on isolated incidents. Isolated incidents of performance, either positive or negative, should be weighed based on their significance and whose previous evaluation rated implications to the employee as meeting or exceeding standards, may employee's effectiveness in his/her job and to the District educational program. Evaluation shall be evaluated at least every five (5) years, if based upon the administrative evaluator and certificated employee being evaluated agree. The certificated employee or direct observation and/or knowledge of the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))evaluator. B. The written procedures for evaluations that are currently 10.1.5.1 No evaluator shall base any comment or rating in effect shall be maintained any way upon an employee's participation in Association activities or any other exercise of protected rights. 10.1.6 An evaluation form (Appendix C) which is presently provided by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory filled out on each employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management 10.1.7 When an employee's evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled demonstrates he/she fails to meet standards or needs to improve, specific recommendations shall be evaluated will be notified made by the evaluator no later than October 1st of each school year. Such notice which will contain a brief explanation as to the procedures for evaluations 4. One-half be helpful in securing improved performance of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31employee. The purpose of employee shall have the pre-conference is right to review the Standards for Bargaining Unit Members assignment and to determine the respond to any derogatory evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timein accordance with 10.3. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management Evaluations are confidential and are to be developed as follows: 5.1 All probationary employees shall direct be evaluated twice before the end of the probationary period with the first evaluation taking place at the completion of the third month of employment and with two (2) months between evaluations. Prior to the end of an employee’s probationary period, an evaluation will be submitted to the Human Resources Office with a recommendation of retention or dismissal of the employee following an evaluation conference between the probationary employee and evaluator. 5.2 All permanent employees shall be evaluated at least once per year at the District’s discretion before the end of the school year. All formal written evaluations shall be completed and submitted to the Human Resources Office. A copy of the evaluation will be presented to the employee following an evaluation conference between the employee and evaluator. 5.3 The evaluation shall be based upon the evaluator's knowledge and observation of all permanent bargaining unit members no less how the employee performs. All evaluations shall be on District prescribed forms. 5.4 The immediate supervisor evaluates the employee. This is the person who assigns, checks, reviews and supervises the work of the employee on a daily basis. If an employee has more than once every two years one immediate supervisor, has been transferred or promoted, the supervisor with whom the employee spends a majority of his/her assigned time shall prepare the evaluation report. 5.5 The employee signs the report to indicate that he/she has seen and probationary bargaining unit members no less than twice per yeardiscussed it with the supervisor. Bargaining unit members who The employee’s signature does not mean that he/she agrees with the evaluation report. 5.6 Any negative evaluation shall include specific recommendations for improvement and provisions for assisting the employee in implementing any recommendations made. The employee shall have been employed with VUSD for at least the right to review and respond to any derogatory evaluation within ten (10) years and whose previous days. 5.7 No evaluation rated of any employee shall be placed in any personnel file without an opportunity for discussion between the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if and the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))evaluator. B. 5.8 The written procedures for evaluations that are currently in effect contents of any evaluation shall not be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as subject to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each yeargrievance procedure. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management shall direct New Employees. Initial employment of mid-managers must be approved by the evaluation Board of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated Trustees prior to the employee beginning a probationary period. Benefits for employees within the probationary period can be found as meeting or exceeding standardsspecified in Article XII. Mid-management employees, may upon initial placement, shall be evaluated at least every five after the completion of sixty (560), one-hundred twenty (120) yearsand one-hundred eighty (180) calendar days. After one- hundred eighty (180) calendar days, if and contingent upon satisfactory evaluations, the administrative evaluator and certificated employee being evaluated agreeindividual will be recommended to the Board of Trustees for appointment to the position. The certificated Board shall act on the recommendation within thirty (30) calendar days. The employee shall not be considered to have completed the probationary period until the Board takes official action. The initial one-hundred eighty (180) days of employment will be considered a probationary period. Failure to recommend employment to the Board because of unsatisfactory performance is not a grievable action. Upon satisfactory completion of the primary probationary period and upon the recommendations of the respective supervisor(s) and the Associate Vice President of Human Resources or designee and the administrative evaluator may withdraw consent approval of this agreement the Board, the individual shall become a permanent employee. The Board shall act on the recommendation within thirty (30) calendar days of receipt of the recommendations, or at any time (EC 44664 (a) (3))the nearest regular meeting of the Board thereafter. Employment shall continue until termination by resignation, retirement, or dismissal. B. Post-Probationary Employees. After successful completion of the probationary period and subsequent Board appointment to the position, mid-management personnel will be evaluated on an annual basis. The written procedures evaluation is to be conducted by the immediate supervisor, discussed with the employee, and forwarded for review to the appropriate office. Annual evaluations will be conducted prior to April 30. Additional evaluations may be requested at other times at the request of the individual, immediate supervisor, or appropriate official. Whenever possible, the administration will accommodate the request for an additional evaluation by an individual. Individuals shall cooperate with administration's request for evaluations that are currently in effect as required. X. Xxxxx employees shall be maintained evaluated as set forth in Section 5.5.A. and B. except when otherwise stipulated by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are grant in Appendix A. They include: 1. The evaluator which case grant requirements shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementtake precedence. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. 14.1 Evaluations should highlight employee strengths and weaknesses in such a way as to recognize quality performance, motivate improvement, and maintain a high degree of morale and harmony in the workplace and remediate poor work performance. 14.2 Probationary employees, both newly hired and promotional, shall receive one (1) formal performance evaluation on the form mutually agreed upon by the District management and CSEA during the first six (6) months of the probationary period. Permanent employees shall direct receive one (1) formal professional evaluation every year, to be completed prior to May 31st. After two (2) consecutive years of satisfactory evaluations after becoming permanent, the employee may then be evaluated every other year. Any employee, whether probationary or permanent, may be evaluated for unsatisfactory service at any time. An employee may request an evaluation. Requested evaluations shall not exceed more than two (2) per year. 14.2.1 Evaluations shall be performed by the employee's immediate supervisor (not a member of the bargaining unit). Employees having two (2) or more immediate supervisors shall receive an evaluation from one (1) supervisor assigned as a primary supervisor. All supervisors shall work collaboratively together on the evaluation. The primary supervisor shall sign the evaluation prior to presenting it to the employee. 14.2.2 Input for performance evaluations shall be limited to those individuals who posses extensive personal knowledge of all permanent bargaining unit members no less than once every two years the employee's job performance. Each individual whose input is obtained shall be identified on the evaluation form by the primary supervisor. 14.2.3 The primary supervisor shall schedule a personal meeting with the employee evaluated to review the evaluation, and probationary bargaining unit members no less than twice per yearprovide free communication between them toward seeking the best working relationship possible. Bargaining unit members who Evaluation reviews may be used to set goals for the employee for the future, to identify areas in which the employee might seek improvement through education or training and generally ensure that the employee and supervisor share an understanding of the goals and mission of the workplace. No evaluation shall be complete for filing until such a meeting has been held. 14.2.4 The employee shall sign the evaluation at the review meeting. The employee's signature does not imply agreement with the supervisor's ratings but indicates the employee and supervisor have been employed with VUSD for at least met and reviewed the evaluation. 14.2.5 The employee shall have the right to prepare a written response to the evaluation within ten (10) years working days. This response shall become a part of the formal evaluation, and whose previous shall be attached to the original evaluation rated form in the employee as meeting or exceeding standards, may employee's file. 14.2.6 The original evaluation form shall be evaluated at least every five (5) years, if inserted in the administrative evaluator and certificated employee being evaluated agreeemployee's personnel file. The certificated employee shall receive a copy of the completed evaluation, as shall the primary supervisor. 14.2.7 An employee may appeal an evaluation she/he believes to be incorrect or unfair, initiating the administrative evaluator appeal at the next level of supervision, within ten (10) working days of receipt of the evaluation. The employee may withdraw consent continue the appeal up to the Superintendent if not satisfied. 14.2.8 Alleged procedural violation of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect Article, but not the contents of the evaluation, shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as subject to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each yeargrievance procedure. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management Employees shall direct be evaluated annually as defined in the district support staff evaluation framework (see below) by formal observation by their supervisor with input from the building administrator if they remain in the same position, school and/or building. If an employee has a change of assignment, or is put on a plan of assistance, they shall be evaluated that same year regardless of when they were last evaluated. The evaluation shall contain a written clarification of any deficiency noted and set goals for improvement. Results of this evaluation shall be released and/or discussed with the employee, and a copy of the evaluation will be placed in the employee’s online evaluation account. The employee shall sign and receive a copy of the evaluation, but such signature shall not be construed as agreement with the contents of the evaluation. The employee may submit a written response to the evaluation. Evaluations will be completed by June 30 for full year employees and by the last day of school for school year employees. Framework i. Purpose: Evaluation should be an on-going process to improve the quality of performance as well as identify areas of strengths and required improvement. ii. Probationary Employee: Probationary employees are all permanent bargaining unit members no less than once every newly hired or rehired employees. The probationary period shall be sixty (60) actual days of work taken from and including the first day of regular continuous employment. A newly hired employee will be evaluated twice a year during the first two years of employment. One evaluation will occur during the probationary period, and one evaluation after the probationary bargaining unit members no less than twice per period, but before the end of the school year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated During the second year of employment an employee as meeting or exceeding standards, may will be evaluated at least every five once during the fall and once during the spring. An I.D.P. (5Individual Development Plan) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall goal sheet must be maintained completed by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st 15th of each school year. iii. Such notice will contain Seniored Employee in a brief explanation as to New Position or Facility: Seniored employees are all employees who have successfully completed their probation period and have worked in the procedures district for evaluations 4more than two (2) full years. One-half of the permanent staff All seniored employees in a new position or facility will be formally evaluated twice a year, once in the fall and once in the spring, for the first year they are in a new position or facility. After that, seniored employees in a new position or facility will be evaluated every year (just like a seniored employee), or unless their immediate supervisor determines a more frequent basis. An I.D.P. (Individual Development Plan) goal sheet must be completed by October 15th of each school year. a. Pre-Conference Guidelines iv. Seniored Employee: Seniored employees are all employees who have successfully completed their probation period and have worked in the district for more than two (for Temporary, Probationary and Permanent Bargaining Unit Members) 12) full years. A pre-conference for bargaining unit members to All seniored employees will be evaluated will every year, unless their immediate supervisor determines a more frequent basis. Seniored employees on a Plan of Assistance shall be held evaluated once in the fall and once in the spring by their immediate supervisor. An I.D.P. (Individual Development Plan) goal sheet must be completed by October 31. The purpose 15th of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timeeach school year. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management shall direct 12.1 The purpose of this evaluation procedure is to provide a basis for the individual unit member's growth, both as an individual and in his/her position within the District. An evaluation of all permanent bargaining each unit members no member's work shall be made periodically, not less than twice during the unit member's first year of employment and not less than once every two years each year thereafter. Evaluation reports shall be written on approved forms and probationary bargaining shall be signed by the person making the evaluation. The evaluated unit members no less than twice per yearmember shall sign the report as evidence of his/her knowledge of its contents. Bargaining A copy of the report shall be maintained in the confidential personnel file of the unit members who have been employed with VUSD member and shall be made available to the Governing Board in executive session upon request. 12.2 If the evaluation shows a unit member's work to be below a satisfactory standard, the unit member's supervisor shall take the appropriate steps to assist the unit member in improving. The supervisor will provide a written improvement plan which will be shared and discussed in a conference. Failure of the unit member to show improvement to a satisfactory standard is deemed just cause for at least terminating employment. 12.3 The unit member shall be informed that he or she has the right to rebut, in writing, any evaluation. The evaluation shall not be placed in the unit member's personnel file until the unit member presents the written rebuttal, provided the written comments or rebuttal is received within ten (10) years days. The unit member shall have the right, upon request, to a conference to discuss the written rebuttal or comments. There will be no overall unsatisfactory evaluations given unless there has been prior conferencing with the unit member. 12.4 Probationary unit members shall be evaluated prior to the end of the third month of employment, and whose previous evaluation rated may again be evaluated six weeks later to provide the employee feedback on their work and to support them on improvements necessary to become a permanent employee. 12.5 A permanent unit member who receives an unsatisfactory evaluation will be re-evaluated within four (4) months. 12.6 Evaluators shall make specific recommendations for improvement, and the supervisor shall assist the unit members in carrying out these recommendations. 12.7 Unit members have the right to be accompanied by a CSEA representative at any evaluation meeting. 12.8 A new worker shall serve an initial probationary period of six (6) months or 130 days of paid service, whichever is longer. 12.9 Unit members hired into the District at Step 1 shall advance to Step 2 upon successful completion of their probationary period; earned advancement to Step 2 shall be retroactive to the first day of the unit member's seventh (7th) month of employment. Succeeding steps will be attained as meeting or exceeding standardsdetailed in Article 5, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent Section 5 of this agreement at any time (EC 44664 (a) (3))agreement. B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management 15.1 The probationary period for classified employees shall direct the evaluation be 6 months or 130 days of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearpaid service, whichever is longer. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may Probationary employees shall be evaluated at least once during their probationary period. Permanent employees with fewer than 3 years of service shall be evaluated at least once per school year. Permanent employees with 3 years of service, but fewer than 8 years of service shall be evaluated at least once every five (5) other school year. Permanent employees with 8 or more years of service shall be evaluated at least once every 5 school years. Nothing shall prevent additional evaluations for all employees, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))as deemed necessary by management. B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. 15.2 The evaluator shall be an immediate supervisor or any other a member of management or supervisory employee, who is as designated by District managementthe Superintendent / Designee. 2. Bargaining 15.3 Prior to the evaluation, the criteria and procedure for evaluation shall be explained to the unit members may utilize peer review in lieu of management evaluation member, along with principal approvala discussion held around expectations and goals. 3. Those bargaining 15.4 All evaluations shall be completed prior to the end of the school year during which the unit members who are regularly scheduled to member is being evaluated, be evaluated will be notified in writing and on forms authorized by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as Superintendent after input from CSEA. 15.5 Subsequent to the procedures for evaluations 4. One-half of the permanent staff will evaluation, an evaluation conference shall be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to scheduled between the unit member and the evaluator. At the conference, the evaluator will present the written evaluation and discuss the matter with the unit member. The unit member shall sign the evaluation signifying only that he/she has read the document and has been provided the opportunity of attaching a written response, which shall become a part of the permanent record. 15.6 Nothing in this Article shall be construed to allow for any evaluation contents to be subject to the grievance procedure. 15.7 Any evaluation which is rated less than satisfactory shall include recommendations for improvement in cited deficiencies. Assistance shall be offered to improve performance and reasonable time lines shall be set to assess improvement.

Evaluations. A. District management The Board shall direct evaluate and assess in writing the evaluation performance of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for the Superintendent at least ten (10) years and whose previous evaluation rated annually during the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent term of this agreement at any time (EC 44664 (a) (3))contract. Evaluation will be based on the job description of the Superintendent for the Eastford School District, and will be reasonably related to the goals and objectives of the district for the year in question. B. The written procedures for evaluations that are currently in effect Superintendent shall be maintained evaluated by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are Board in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator executive session no later than October 1st May 31st in each year of each school yearthis contract. Such notice will contain a brief explanation In the event the Board determines under the evaluation format that the performance of the Superintendent is deficient in any respect, it shall describe in writing in reasonable detail said deficient performance indicating specific examples where appropriate. The evaluation shall include recommendations as to areas of improvement in all instances where the procedures for evaluations 4Board deems performance to be deficient and all other instances where the Board deems recommendations to be necessary or appropriate. One-half A copy of the written evaluation shall be delivered to the Superintendent within thirty (30) days of its completion and the Superintendent shall have the right to make a written reaction to the response to the evaluation which shall become a permanent staff will be formally attachment to the Superintendent’s personnel file. Within thirty (30) days of delivery of the written evaluation to the Superintendent, the Board in executive session shall meet with the Superintendent to discuss the evaluation. Whenever the Board has evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members the Superintendent’s performance to be evaluated will deficient, in whole or in part, or has made recommendations as to areas of improvement, the Chairperson of the Board may appoint a committee of not fewer than two (2) members of the Board to meet in executive session with the Superintendent in an effort to assist the Superintendent in improving her performance. Said committee shall report in writing to the Board, with a copy to the Superintendent, its activities and the results thereof, within ninety (90) days of such meeting with the Superintendent. Thereafter, the Board may continue the committee and require additional reports when necessary. At the first meeting to be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine during the evaluation focusperiod, the Superintendent shall provide the Board this contract clause. At that time Notwithstanding anything in this section to the evaluator contrary, the provisions of Section 8 (“Termination”) shall take precedence and the bargaining unit member Superintendent’s employment may agree that some elements be terminated under the provisions of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timesaid section. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. The purpose of an evaluation is to improve employee performance, recognize individual strengths and provide constructive feedback. B. All evaluations shall be consistent for each classification throughout the District management shall direct and be in conformance with the evaluation contract and written on the forms located in Appendix B of all permanent this Agreement. All bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for completed the probationary period will be evaluated at least once every two (2) years. C. An employee’s performance shall be observed on more than one occasion for a reasonable amount of time as appropriate to the position by his/her immediate administrative supervisor before evaluating the employee. At no time will the administrative supervisor use the comments and/or views of other HL ESPA members or HL EA teachers when writing the evaluation that have not been disclosed or substantiated. The presentation of the evaluation to the employee will be given during the employee’s workday. If evaluations cannot be given during the employee’s workday, the employee will be compensated in fifteen (15) minute increments. Any evaluation shall be in writing and a copy given to the employee. If no evaluation has taken place in the past two (2) years, the performance of the employee shall be deemed effective. D. All monitoring or observation shall be conducted in person and with the full knowledge of the employee. When appropriate, the supervisor may solicit input from the classroom teacher to whose classroom an assistant is assigned, but the classroom teacher shall not be responsible for doing the evaluation. E. The Employer shall bring any serious deficiency and/or complaint to the attention of the employee. Any serious deficiency and/or complaint not previously brought to the attention of the employee shall not be made part of the employee’s evaluation. If a subsequent evaluation does not continue to reflect the deficiency, it shall be deemed that adequate improvement has taken place. F. If the evaluator believes an employee is doing unsatisfactory work, it is the responsibility of the Employer to make a specific written recommendation for improvement of the employee’s performance. G. The final evaluation shall be reduced to writing and a copy given to the bargaining unit member within ten (10) years working days of the completion of the last observation, and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if shall have the administrative evaluator and certificated employee being evaluated agreeopportunity to review the evaluation report. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect evaluation form used shall be maintained mutually agreed upon by the District until the bargaining unit negotiates Association and ratifies new proceduresEmployer. The present procedures are in Appendix A. They include: 1employee will sign the report signifying receipt of the same. The evaluator employee’s signature shall be construed as an immediate supervisor or any other management or supervisory employeeacknowledgement of receipt and not necessarily Xxxxxx Xxxxx (Jul 16, who is designated by District management. 2. Bargaining unit members may utilize peer review 2021 01:47 EDT) Step 2021-22 2022-23 1 $11.05 $11.27 2 $11.55 $11.78 3 $12.05 $12.29 4 $12.55 $12.79 5 $13.05 $13.31 In recognition of extra duties performed in lieu the course of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled a normal workday, employees will be paid a stipend of $300 annually to be evaluated will be notified by paid on the evaluator no later than October 1st first pay in December. 2022-23: Step granted to eligible employees that work 75% of each 2021-22 school year. Such notice will contain a brief explanation as to If the procedures for evaluations 4. One-half of minimum wage is greater than the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA)salary schedule, the parties may invite the Assistant Superintendent of Certificated Human Resources agree to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives negotiate an adjustment to the unit member and evaluatorsalary schedule.

Evaluations. A. 6.1 The evaluation procedure is intended to promote successful teacher performance and to increase teaching skills of unit members. This article does not prohibit other communications regarding performance and compliance with job duties. 6.2 Within thirty (30) working days following the beginning of the teaching year, a conference will be held, between the evaluator and his/her designee and the unit member being evaluated. This meeting shall include the establishment of mutually agreed strategies, objectives related to student progress; the unit member will also be informed that he/she shall be evaluated upon instructional techniques and strategies used by the employee, the employee’s adherence to curricular objectives, the maintenance of a suitable learning environment and the performance of non- instructional responsibilities exclusive of voluntary assignments for which the District management shall direct provides no monetary compensation. In addition to discussion of the evaluation standards and criteria, the evaluator shall consider any mitigating circumstances which may impair the achievement of objectives which have been brought to the attention of the evaluator by the evaluatee. Such mitigating circumstances may, at any time, be reduced to writing by the evaluatee and attached to the “Performance Objective” form. If the unit member has been involuntarily transferred or reassigned or has voluntarily been transferred or reassigned at the request of the District, for the current year, then in preparing the evaluation criteria, the evaluator shall take into consideration the burden, if any, of developing new skills and instructional materials, provided the unit member has presented such considerations about the new assignment to the evaluator. 6.2.1 Disagreements on objectives may be appealed by the unit member to the Superintendent (or designee) by informing the evaluator at the time of the conference. 6.2.2 Tenured unit members not currently on an Assistance Plan may elect to participate in a non-traditional evaluation process for tenured faculty. Procedures and forms are included in the Guide to Performance Evaluation for Teachers. Unit members and administrators agreeing to an alternate strategy will be exempt from the deadlines set forth in this Article. 6.3 For those members choosing the traditional evaluation process: prior to the final evaluation conference, the evaluator will make a formal observation of the classes of probationary unit members at least two times, but not more than an average of once per week for each school semester. The evaluator will observe the classes of all permanent unit members at least once during the evaluation-year, but not more than an average of once per week for each school semester. Within five (5) working days after each observation, the evaluator will discuss the observation with the employee being evaluated and complete the classroom observation form. 6.3.1 For those choosing the non-traditional evaluation process for tenured faculty, the observation conference is not required as indicated by 6.3. 6.4 Discussions following classroom observations shall take place within five (5) days of the Observation and shall include a review of the objectives established at the beginning of the school year and the degree of achievement of the planned objectives. 6.5 The classroom observation form shall be signed by both the unit member and evaluator. One copy is to be given to each. 6.6 By December 1, the evaluator will meet with each probationary unit member in a preliminary evaluation conference. The unit member and the evaluator will review the preliminary evaluation, which is to be dated and signed by both parties. One copy shall be retained by the unit member. 6.7 By May 1, the evaluator will meet with each probationary and each permanent unit member in the final evaluation conference. The unit member and the evaluator shall review the evaluation, which is to be dated and signed by both parties. One complete set of signed evaluation forms shall be sent to the Superintendent’s office for placement in the unit member’s personnel file. One copy shall be retained by the unit member. 6.8 First-year probationary unit members will be supervised and expected to consult with their principal and other resource personnel in areas where improvement in performance may be desired. All first-year probationary unit members will be provided with a copy of the criteria and procedures used in the evaluation process. 6.9 Second-year probationary unit members shall receive a final Teacher Performance Evaluation and Narrative Report in the second year by March 15. 6.10 Discussions regarding performance will refer to the criteria of evaluation, including commendation for success in subject areas, efficient usage of educational materials, effective methods of teaching and progress toward the achievement of planned objectives, as well as suggestions for improvement, if necessary in these and other areas. 6.11 No negative assessments shall be included in the final evaluation unless they have been previously discussed with the evaluatee, or an opportunity for discussion was provided. 6.12 Evaluations are a record of employee performance and are confidential. A unit member may review his/her evaluations in the personnel file by so requesting. Evaluations on file are limited to review by only those persons in the District identified as having a need to know. 6.13 Once a unit member’s evaluation form has been dated, signed by both parties, and placed into the personnel file, any additions or deletions to that evaluation must also be dated and signed by the administrator making the change and the unit member. 6.14 This formal evaluation procedure shall occur at least annually for non-permanent bargaining unit members. Permanent bargaining unit members no less than once shall be evaluated at least every two other year. This evaluation period may be extended upon the request of the bargaining unit member of the evaluator from year to year up to a maximum of five (5) years with the mutual consent of the site administrator and probationary bargaining unit member. To qualify for extension consideration, bargaining unit members no less than twice per year. Bargaining unit members who must have been employed with VUSD the district for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if have permanent status, be highly qualified as defined in 20 U.S.C. Section 7801, and have received a rating that meets or exceeds standards on the administrative evaluator and certificated employee being evaluated agreemost recent evaluation. The certificated employee In the event that mutual consent cannot be achieved, then the superintendent or designee shall determine whether the administrative evaluator may withdraw consent of this agreement at any evaluation period is to be extended. Any decision to not extend the time (EC 44664 (a) (3)). B. The written procedures period for evaluations that are currently in effect shall be maintained by the District until the evaluation to a qualified bargaining unit negotiates and ratifies member shall be, upon request, discussed with the unit member. Administrators new procedures. The present procedures are in Appendix A. They include: 1. The evaluator to the site shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those evaluate permanent bargaining unit members who are regularly scheduled to be evaluated will be notified by at least once within the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half first two (2) years of the permanent staff will be formally evaluated each yearadministrator’s assignment at the site. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. 6.15 The purpose signature of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluatoron the evaluation form or the observation form does not necessarily indicate agreement with the content. These forms will provide space for unit-member comments. New forms will not be used unless the Association has had an opportunity to consult with the District.

Evaluations. A. District management An employee shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) yearsonce a year and given a personal interview with the immediate supervisor responsible for the evaluation, if providing that the immediate supervisor holds administrative evaluator and certificated employee being evaluated agreeclassification. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))Evaluations shall be done in a private setting. B. The No written procedures for evaluations that are currently in effect evaluation shall be maintained placed in an employee’s personnel file unless the employee has been given a copy and provided an opportunity to submit a rebuttal statement. The rebuttal statement must be submitted within fifteen (15) working days of the receipt of his copy of the evaluation. The rebuttal statement shall be forwarded by the District until employee to the bargaining unit negotiates Chief Human Resource Officer. C. No evaluation shall be placed in an employee’s personnel file unless the employee has signed the document and ratifies new proceduresreceived a copy thereof. The present signature indicates only that the employee has had the opportunity to read and has received a copy of the evaluation. D. Employees who receive an unsatisfactory rating on part of their evaluation will receive a written description of their deficiencies with suggested remedies. All employees shall receive an evaluation no later than seventy-five (75) calendar days prior to the end of the school term. E. Although a formal evaluation is conducted only once a year, the management representative will advise the employee of any deficiencies in his/her work performance, give time for improvement, and suggest remedies for improved performance using the District’s Improvement Plan form #149A. Employees will only be evaluated on their job performance. F. All personnel shall be fully informed of the criteria and procedures are associated with the evaluating process before evaluating takes place. G. In the event that an employee holding regular status pursuant to Article 4.N. is not performing his/her duties in Appendix A. They include: 1a satisfactory manner, the evaluator shall notify the employee in writing using the District’s Improvement Plan form #149A of such determination and describe such unsatisfactory performance. The evaluator shall be an immediate supervisor or any other management or supervisory thereafter confer with the employee, who is designated by District management.make recommendations with respect to specific areas of unsatisfactory performance and provide assistance in helping to correct such difficulties within a reasonable prescribed period of time, prior to evaluation, using the District’s Improvement Plan form #149A. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who H. The parties agree that individual employee evaluations are regularly scheduled not to be evaluated will be notified by the evaluator no later than October 1st of each school yearsubstituted for discipline. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA)However, the parties may invite understand that evaluations are necessarily considered by the Assistant Superintendent management representative when an employee must be disciplined for continuous substandard performance. I. The Board shall determine the format and structure of Certificated Human Resources to assist in resolving the differencesevaluation document. The Assistant Superintendent shall recommend alternatives Board agrees that its supervisors will be trained in the utilization of the evaluation document and that it will encourage supervisors to see that the document is utilized in a uniform manner throughout the system. J. The Board and Union agree to the unit member formation of a committee to study evaluation procedures. The committee shall be composed of six persons, three selected from the administration and evaluator.three selected by the Union

Evaluations. A. District management 1. The evaluator may become aware quite early in the school year of performance which is unsatisfactory or needs improvement. In such cases, counseling assistance, and specific suggestions for improvement shall direct be provided early enough to allow for improved performance. 2. A reasonable amount of time must be permitted for suggested improvements to occur. Evaluation schedules may be modified and scheduled during this time to determine progress. The evaluator will meet with the evaluatee no later than midway through the evaluation period to discuss and make specific recommendations for improvement in any areas deemed to be unsatisfactory. The evaluatee shall be kept informed of all permanent bargaining unit members no less than once every two years progress made and probationary bargaining unit members no less than twice per the results of any such interim evaluations. 3. The final evaluation report shall be discussed in a conference between the evaluator(s) and the evaluatee. The final evaluation report shall include a written statement appraising performance, examples of excellence and outstanding competence, areas of personal performance that need improvement together with suggested means of improvement, conditions which handicap the effectiveness of individual services together with possible remedies for such conditions, and identification of employees whose services are unsatisfactory to such a degree that they should be considered for termination or referred to the Peer Assistance and Review Program for the following school year. Bargaining unit members Participation in the Peer Assistance and Review Program will be mandatory. The evaluatee, evaluator, and principal of the school shall sign the final evaluation report. By his/her signature, the evaluatee does not necessary indicate that he/she endorses or agrees with the conclusion contained therein. The evaluatee shall retain a copy of the final evaluation report, and a copy shall be placed in his/her official personnel file. At the option of the employee, the evaluation shall be reviewed by and discussed with the superintendent or his/her designee. 4. An overall unsatisfactory evaluation is defined as unsatisfactory on three of the first five standards listed in the California Standards for the Teaching Profession. An overall unsatisfactory evaluation in any one standard can only be established if the evaluatee is marked unsatisfactory in a minimum of three (3) of the key elements of the standard. 5. Any employee who receives an overall unsatisfactory evaluation shall, upon the request of said employee, be evaluated by the Director of Human Resources. Educational Services Office personnel will be available to assist the employee if requested to do so by said employee. 6. If subsequent remedial action eliminates those problems and/or deficiencies which formed the basis for a prior negative evaluation, the final evaluation form should so indicate. 7. No negative evaluation of performance shall be predicated upon any written material of a derogatory or critical nature which has been received or written by the evaluator unless the employee has first been given notice of same and been given, an opportunity to discuss the matter with the evaluator. The evaluatee may submit a written response to the final evaluation report at any time, and such response shall be placed in the evaluatee’s official file. 8. No negative evaluation of performance shall be predicated upon lawful nonschool related personal, political, or religious activities, or lack thereof, which has no impact on the evaluatee’s effectiveness as a teacher. 9. No negative evaluation of performance shall be predicated on the level of competence of an aide/assistant, or the change of assignment of an aide/assistant which adversely affects the employee’s ability to meet evaluation objectives, or the failure of the District to provide adequate time for the employee to plan and prepare with the aide/assistant. 10. No negative evaluation of performance shall be predicated upon the employee’s use of controversial material consistent with Board Policy Number 914.02, “Teaching About Controversial Issues.” 11. No negative evaluation of performance shall be predicated upon deficiencies of necessary supplies, material, texts, facilities, space, or equipment beyond the control of the employee. School: Day/Date of Observation: Subject(s) being taught: Number of Students: Prearranged Impromptu Time of Observation: From: To: Grade Level: Observer Observee The teacher’s signature does not constitute endorsement of the observer’s notations, but it is recognition that a discussion of the contents of this observation form has taken place. The teacher may attach comments (optional). Distribution: Teacher, Administrator, Personnel revised 3/00 ALTA LOMA SCHOOL DISTRICT CERTIFICATED PERSONNEL EVALUATION Page 1 of 3 Copy 1 - Personnel Copy 2 - Evaluatee Copy 3 - Evaluator Evaluatee Position School Evaluator Position School Year Date of Pre-Conference: Mid-Evaluation Conference: Status: Temporary Rating: P = Proficient N = Needs Improvement U = Unsatisfactory  Connecting students' prior knowledge, life experience, and interests with learning goals  Using a variety of instructional strategies and resources to respond to students' diverse needs  Facilitating learning experiences that promote autonomy, interaction, and choice  Engaging students in problem solving, critical thinking, and other activities that make subject matter meaningful  Promoting self-directed, reflective learning for all students  Creating a physical environment that engages all students  Establishing a climate that promotes fairness and respect  Promoting social development and group responsibility  Establishing and maintaining standards for student behavior  Planning and implementing classroom procedures and routines that support student learning  Using instructional time effectively Distinguished Performance in Standard II:  Demonstrating knowledge of subject matter content and student development  Organizing curriculum to support student understanding of subject matter  Interrelating ideas and information within and across subject matter areas  Developing student understanding through instructional strategies that are appropriate to the subject matter  Using materials, resources, and technologies to make subject matter accessible to students  Drawing on and valuing students' backgrounds, interests, and developmental learning needs  Establishing and articulating goals for student learning  Developing and sequencing instructional activities and materials for student learning  Designing short-term and long-term plans to xxxxxx student learning  Modifying instructional plans to adjust for student needs  Establishing and communicating learning goals for students  Collecting and using multiple sources of information to assess student learning  Involving and guiding students in assessing their own learning  Using the results of assessment to guide instruction  Communicating with students/families/others and about student progress ALTA LOMA SCHOOL DISTRICT Evaluatee  Reflecting on teaching practice and planning professional development  Establishing professional goals and pursuing opportunities to grow professionally  Working with communities to improve professional practice  Working with families to improve professional practice  Working with colleagues to improve professional practice Commendations/Recommendations: Evaluatee's Comments I have been employed with VUSD for at least received a copy of this report, but my signature does not necessarily indicate my agreement. I understand I may attach a written response within ten (10) years and whose previous evaluation rated working days from the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if day on which the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who report is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school yearreceived. Such notice will contain written response is to become a brief explanation as to the procedures for evaluations 4. One-half permanent part of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporaryreport. Evaluatee Signature Date Evaluator Signature Date Distribution: Teacher, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA)School, the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.Personnel

Evaluations. A. District management shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. 13.1 Bargaining unit members who shall have their performance rated or evaluated once during the first half of the probationary period, once during the second half of the probationary period, and at least once every year thereafter within thirty (30) days of the bargaining unit member's anniversary. Failure of Management to comply with this provision shall not have a negative impact on any bargaining unit member. If a bargaining unit member has experienced a change in supervision or has accepted a position that is non-probationary within one (1) month of the evaluation date, the evaluation will be postponed until a supervisor has had at least ninety (90) days to evaluate the employee. The parties may mutually agree to modify the above mentioned timeline. The performance evaluation form to be used in evaluation appears as Appendix D to this Agreement. The current position description will be attached to the form for the benefit of both supervisor and bargaining unit member. 13.2 An evaluator will complete an evaluation and will meet with the bargaining unit member during working hours (no later than one (1) hour prior to the end of the bargaining unit member’s shift) to review and discuss the evaluation. The purpose of this meeting is to answer questions concerning the evaluation and to clarify it, and to provide such information as is available and relevant to the evaluation. The bargaining unit member shall have an opportunity to review all document(s) utilized in preparing the evaluation. A record of omission shall be included in each bargaining unit member’s official personnel file and each evaluator’s personnel file and copied to the appropriate reporting channels when the process has not been completed when due. 13.3 The bargaining unit member shall receive and sign the evaluation form after all comments, remarks and changes have been employed noted. The bargaining unit member's signature certifies that he/she has reviewed the evaluation, but does not necessarily indicate agreement with VUSD for at least it. The University will provide the bargaining unit member with a copy of the evaluation within ten (10) years and whose previous working days of the review. If an employee’s evaluation rated declines twenty-five percent (25%) or more, a mandatory meeting shall be required with the employee as meeting Chief Human Resources Officer or exceeding standards, may be evaluated at least every five (5) years, if his/her designee. 13.4 A bargaining unit member who believes that the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent procedural requirements of this agreement at any time article have not been met, or who believes that the information upon which an evaluation was based was improper (EC 44664 (a) i.e., erroneous, incomplete, 13.5 Within three (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by ) months following the District until execution of this Agreement the bargaining unit negotiates Chief Human Resources Officer and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management the Union President will each appoint three (3) individuals to serve on a performance evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31committee. The purpose of the pre-conference is this committee will be to review the Standards for Bargaining Unit Members assignment other performance evaluation forms and to determine recommend a form or forms that a majority of the committee members believe would be an improvement over the performance evaluation focusform currently in use. At that time If the evaluator Chief Human Resources Officer and the bargaining unit member may Union President agree that some elements with the recommendation of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA)committee, the parties may invite University and the Assistant Superintendent Union will enter into a memorandum of Certificated Human Resources understanding to assist in resolving replace Appendix D with the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluatorrecommended form or forms.

Evaluations. A. District management 5.1 The parties hereto understand and agree that an annual evaluation will be required of all Onondaga Central Administrators and covered by these terms and conditions of employment commencing with the 2005-2006 school year. 5.2 Each Administrator will be evaluated annually by the Superintendent of Schools. In collaboration with the Superintendent of Schools, goals for each school year will be put in writing by August 30th in each successive year. 5.3 A written evaluation shall direct be provided and a personal conference held on or before July 30th of the following year for each and every year. Results of this evaluation shall be shared with the Board of Education before it is placed in the employee's file. 5.4 An Administrator shall have the right to respond in writing to any evaluation. Such response shall be received by the Superintendent within 10 days of the Administrator’s receipt of his/her evaluation and shall be placed with the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearin the Administrator’s personnel file. 5.5 In the event an Administrator receives an unsatisfactory evaluation, his/her salary increase scheduled for the ensuing year shall be held in abeyance until s/he meets with the Superintendent. Bargaining unit members who have been employed The meeting with VUSD for at least the Superintendent shall take place within ten (10) years working days following the completion of the written evaluation. Following such meeting the Superintendent shall make a recommendation on the denial or modification of the salary increase scheduled for the ensuing school year and whose previous evaluation rated review his/her findings and recommendations with the employee as meeting Board of Education. 5.6 If a majority of the Board of Education accepts the Superintendent's findings and recommendations of unsatisfactory performance, then the Administrator shall be given the opportunity to meet with the full Board, in executive session, to present additional documentation or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agreetestimony in his behalf. The certificated employee or the administrative evaluator may withdraw consent Superintendent of this agreement at any time (EC 44664 (a) (3))Schools shall be present for such meeting. B. 5.7 The written procedures for evaluations that are currently in effect decision of the Board shall not be arbitrary or capricious. The decision of the Board shall be maintained by final and binding upon the District until Administrator and will be applicable only for the bargaining unit negotiates and ratifies new proceduresone (1) school year under review. The present procedures are in Appendix A. They include: 1. The evaluator Board of Education's sole responsibility and determination shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementlimited to the determination of the salary increase to be granted to the Administrator. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated 5.8 The parties agree that the Administrator's Association and the Superintendent will be notified by discuss and agree upon the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures mechanism used for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management All monitoring or observations, including the use of closed circuit television, audio system, and similar devices when used for teacher evaluation, shall direct be conducted openly with the evaluation full knowledge of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))teacher. B. The written procedures for evaluations that are currently in effect Evaluations of non-tenure eligible staff members shall be maintained conducted by the District until teacher's immediate principal or an administrator working in the bargaining unit negotiates and ratifies new procedures. same building, unless an emergency requires such evaluations be conducted by a designated replacement or an assistant. C. The present procedures are in Appendix A. They include: 1. The evaluator work performance of all non-tenure shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementevaluated in writing. Each observation shall be made in person for a minimum of thirty consecutive minutes. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approvalD. Non-tenure eligible staff shall be evaluated when performances seem to warrant it, but at least once every three years. 3E. The principal or his designee will hold a personal conference with the non-tenure eligible staff member within ten days after each observation. Those bargaining unit During this time, the evaluation will be discussed by both parties. F. The evaluation process for tenure eligible staff members who are regularly scheduled shall be governed by Board policy and corresponding administration guidelines. A copy of the written evaluation shall be submitted to the non-tenure eligible staff member at the time of the personal conference following the evaluation. In the event that the non-tenure eligible staff member feels his evaluation was incomplete or unjust, within ten days following the personal conference, he may put his objections in writing and have them attached to the evaluation report of the principal to be evaluated will placed in his personnel file. All evaluations shall be notified by based upon valid criteria for evaluating professional performance and growth. Each teacher shall have the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is right upon request to review the Standards contents of his own personnel file. A representative of the Association may, at the teacher's request, accompany the teacher in his review. This review will be made in the presence of the administrator responsible for Bargaining Unit Members assignment the safekeeping of such file. Privileged information such as confidential credentials and related personal references obtained at the time of initial employment are specifically exempted from such review. The Administrator will remove such employment credentials and confidential reports from the file prior to determine the review of the file by the teacher. However, the teacher's evaluation reports relative to the teacher since coming to the Kent City Community Schools will be made available. No non-tenure eligible staff member shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any opportunity or means of maintaining or holding his position favorable to success in the practice of the teaching profession without just cause. No tenure eligible staff member shall be discharged or demoted for reasons that are arbitrary and capricious. Any such discipline, reprimand or reduction in rank, compensation or advantage, asserted by the Board or any agent or representative thereof, shall be subject to the grievance procedure here in after set forth, except tenure teacher dismissal in which case use of the grievance process shall be prohibited and only the Tenure process utilized. Negative comments on the performance and evaluation of a teacher should be fully discussed with the teacher, and positive steps shall be taken immediately to assist the teacher in overcoming these weak points. All suggestions for improvements of the non-tenure eligible staff member’s performance shall be included in the written evaluations. It is expressly understood that the content of an evaluation shall not be the subject of a grievance. However, a violation of the evaluation focus. At that time the evaluator and the bargaining unit member procedure for non-tenure eligible staff members as set forth in this Agreement may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timebe grieved. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management It is agreed that at the end of 12 months, a thorough discussion to include all employees (if necessary) will take place to review the effectiveness or otherwise of the Continuous Improvement Committee. APPENDIX B The provisions of this agreement will apply where the company terminates the employment of an employee because the company no longer requires the job which the employee has been doing or has been done by any person with the exception of: termination of employment arising from the ordinary and customary turnover of labour; and transmission of business or part of a business. This redundancy agreement applies to employees covered under the (Furnishing Industry National Award). Casual or temporary employees; (except as noted in 1(d) below ) Probationary employees; Apprentices; and Independent contractors." This redundancy agreement shall direct not apply where an employee’s employment is terminated due to: Resignation; Dismissal due to conduct, capacity or performance; Abandonment of employment; Expiration of a fixed term contract, or completion of a specified project/task or tasks; Death; and Ill Health The parties agree to adopt the evaluation method of all permanent bargaining unit members no less than once every two years selection for redundancy to the following arrangements: (a) The Company shall advise employee/s of the number of positions deemed redundant and probationary bargaining unit members no less than twice per year. Bargaining unit members shall offer voluntary redundancy. (b) After assessment of the numbers, classification and skills of those employees who volunteer, the Company may offer such volunteers redundancy but reserves the right to refuse redundancy to any employee whose retrenchment would be detrimental to the interest of the business. (c) If, having undertaken steps (a) and (b), the Company has not identified an adequate number of suitable voluntary redundancies to meeting the needs of the business, the Company may then select employees for involuntary redundancy, having regard to the relative skills, classifications and abilities of individual employees (d) Employees who have been employed engaged on a temporary, casual or short term basis, and have been advised of such arrangements at the time of employment will not come under the terms of this agreement, however, a casual employee with VUSD for at least ten 12 months continuous service will be eligible to the same entitlement as a permanent employee. (10e) years and whose previous evaluation rated Any employee who finds an alternate position during the employee as meeting Notice of Termination period may, with the consent of the Company, terminate, his or exceeding standardsher employment prior to the expiry of the period of notice, may be evaluated at least every five (5) years, if without forfeiting the administrative evaluator and certificated employee being evaluated agreeentitlement to redundancy compensation. The certificated employee or the administrative evaluator may withdraw employer’s consent in such circumstances will not be unreasonably withheld. (f) The provisions of this agreement at any time (EC 44664 (a) (3))will not apply to employees who are dismissed for reasons other than redundancy or those employees who terminate of their accord. B. (g) The written procedures for evaluations that are currently Company’s need to maintain an efficient workforce and an efficient operation must be taken into consideration in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu selection & classification of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled employee to be evaluated will be notified by made redundant in consultation with the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each yearemployee consultative committee. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management Employee evaluations will be completed annually during the employee’s first three years of employment, and will be scheduled between January through May 31 for the preceding calendar year or current school year as determined by the supervisor. After this initial three year period, employees will be evaluated every other year unless the Supervisor determines that an annual evaluation is necessary and notifies the employee that he/she will remain on an annual evaluation cycle. Employees shall direct be present for the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearmay have the opportunity to actively participate and attach written comments. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the The employee as meeting or exceeding standards, may be evaluated at least every will submit these comments within five (5) yearsdays of the evaluation conference. Signature by the employee does not indicate agreement, if only that the administrative evaluator and certificated employee being evaluated agree. The certificated employee or was provided with a copy of the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))evaluation. B. The written procedures remaining copies of the evaluation and comment sheet if submitted will be forwarded to the Business Manager for evaluations that are currently in effect review and acknowledgment of the employee's comments. After the Business Manager's review a second copy will be returned to the employee. Within five (5) days of the return of the second copy to the employee he or she may request a meeting with the Business Manager. C. Communication regarding job performance shall take place continuously during the work year. The first time an employee is made aware of a deficiency should not be at the time of the evaluation. D. Evaluations shall be maintained conducted by the District until administrator in charge with input from the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They includeimmediate supervisor as listed: 1. The evaluator shall be an immediate supervisor Building Principal or any other management or supervisory employee, who is designated by District management.designee will evaluate: Administrative Assistant to the High School Principal Building Secretaries Cafeteria Manager Paraprofessionals Clinic Aide Duplicating Specialist - Graphic Production Electronic Information Services Specialist (Rvsd. 4/17/2014) Head Custodian Librarians Library Clerks Security Staff Technicians Technology Clerk (Revised 4/17/2014) 2. Bargaining unit members may utilize peer review Treasurer will evaluate those employees directly engaged in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled the day to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half day fiscal operations of the permanent staff will be formally evaluated each yearDistrict. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management Nurses shall direct be given a written evaluation by the nurse's supervisor prior to the end of the probationary period and annually thereafter no later than March 31st of each calendar year. In the event the time frame for the evaluation changes to a time period after March 31 or each year, PSHMC agrees to provide notice and discuss the transition to the new time frame. If a nurse disagrees with the evaluation, the nurse may object in writing to the evaluation, and such objection shall be retained by the Medical Center with the evaluation. When such written evaluation is carried out, the nurse will, by electronic signature, signify awareness of all permanent bargaining unit members no less than once every two years the evaluation. The nurse's signature does not indicate whether the nurse agrees or disagrees with the evaluation. The nurse may choose to print the evaluation at the time the evaluation is electronically signed by the nurse. The nurse, will also have access to the evaluation electronically. The Medical Center may develop and probationary bargaining unit members no less than twice per yearimplement peer review programs with voluntary nursing staff participation. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, A staff nurse will not be assigned to evaluate peer staff competency/skills. A trained preceptor may be evaluated at least every five (5) yearsassigned to assist in screening peer staff for competence and skill verification. If, if during the administrative evaluator and certificated employee being evaluated agreeskills review, the preceptor assesses that a peer needs additional assistance to perform the competency/skill, they will review/coach the peer in areas needing improvement. The certificated employee or preceptor will then alert the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures manager/clinical educator so that further training is provided as needed and for evaluations the manager/clinical educator to evaluate that are currently in effect shall be maintained by staff person's performance for the District until the bargaining unit negotiates and ratifies new procedurescompetence/skill. The present procedures are preceptor will be paid for hours worked to assist in Appendix A. They includeverification of staff competency/skill review. Preceptors performing this review must have completed preceptor training and have twenty-four (24) months experience on the unit. It is agreed that no personnel actions will be taken as a result of any evaluation of a staff nurse by a peer staff nurse preceptor except on the following conditions: 1. The evaluator shall peer evaluation will not be an immediate supervisor or any other management or supervisory employee, who is designated by District management.the only source of information; 2. Bargaining unit members may utilize The peer review in lieu of management evaluation with principal approval.will not be given primary weight; 3. Those bargaining unit members who are regularly scheduled to be evaluated All evaluative conclusions will be notified verified by the evaluator no later than October 1st of each school year. Such notice will contain Nurse Manager or a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each yearSupervisor. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management The intent of evaluation is to support excellence in teaching and adherence to academic and professional standards. B. Student evaluations will be conducted for each course, except for an independent study or dissertation or similar course, in accordance with University policy. Student evaluations will be made available to the Faculty member at the end of the semester once all grades are submitted. Faculty members shall direct cooperate with the appropriate academic administrators to facilitate the student evaluation of all permanent bargaining unit process. Faculty members no less than once every two years and probationary bargaining unit shall have the right to submit additional questions for the Department or Program to consider adding to student evaluations, in order to address issues that are specific to the Department, Program, or course. C. All Faculty members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may shall be evaluated at least once every five two (52) yearsacademic years of appointment based on a review of student evaluations in the course(s) taught by the Faculty member. In reviewing the student evaluations, the Xxxx/Department Chair/Program Director, or designee (hereinafter referred to as the Evaluator) may consider the following factors: treatment of the course description and syllabus, demonstration of effective teaching methods, adherence to academic and professional standards, and encouragement of the spirit of inquiry among students. Evaluations in courses using special teaching methodologies, such as distance learning courses, may encompass the factors listed above, and others as appropriate, to the extent practicable. The Faculty member may, if he/she chooses, submit a written reflection on the administrative evaluator and certificated employee being evaluated agreestudent evaluations. The certificated employee Evaluator will discuss the evaluation with the Faculty member, upon request of the Faculty member or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))Evaluator. B. The written procedures for evaluations that are currently in effect X. Xx additional evaluation of Faculty members should generally occur as described below. This additional evaluation shall be maintained based on student evaluations and feedback, one or more classroom observations, a review of the syllabus and course materials, and an optional Faculty self-assessment in a form to be mutually agreed upon by the District until University and the bargaining unit negotiates and ratifies new proceduresUnion. The present procedures are Evaluator shall give consideration to all relevant material provided by the Faculty member in Appendix A. They include:advance of the evaluation being prepared. 1. A regular part-time Faculty member will receive this additional evaluation once every three (3) academic years of appointment. The evaluator shall be an immediate supervisor or evaluation will include the factors listed in paragraph C above and any other management factors related to other duties as reflected in the letter of appointment or supervisory employeein written School, who is designated by District managementDepartment, or Program standards. This evaluation will supersede the evaluation described in paragraph C if they would occur in the same academic year. 2. Bargaining unit members A part-time Faculty member who is compensated by the course may utilize peer review request this additional evaluation once every six (6) semesters of appointment. Requests for such evaluation shall be made by no later than the second week of classes. Reasonable efforts will be made to conduct the evaluation in lieu of management the semester requested, but it may be delayed to the next appointment term, if any. This evaluation with principal approvalwill supersede the evaluation described in paragraph C if they would occur in the same academic year. 3. Those bargaining unit members who are regularly scheduled to Classroom observation(s) undertaken for purposes of this evaluation may occur at any time within a two (2) week window of time, which shall be evaluated will be notified designated in advance by the evaluator no later than October 1st Evaluator after consultation with the Faculty member. Classroom observation(s) shall be conducted during a period in which instruction is taking place, and for a duration of each school year. Such notice will contain time reasonably necessary to observe a brief explanation as to the procedures for evaluationsFaculty member’s teaching skills and methodologies. 4. One-half The Evaluator will prepare a written evaluation report within a reasonable period of time after the student evaluations are made available to the Evaluator. A copy of the permanent staff evaluation will be formally evaluated each made available to the Faculty member. Upon request of the Faculty member or the Evaluator, the Evaluator will meet with the Faculty member in a timely manner to discuss it. A Faculty member may submit a written response to the evaluation within three (3) weeks of the Faculty member’s receipt of the evaluation. The Evaluator shall review the response and decide whether to maintain the original evaluation, modify the evaluation, or require a new evaluation. In any event, the Faculty member’s written response shall be maintained as part of the evaluation materials. 5. The University will maintain all evaluation materials in a confidential manner to the extent consistent with University policies, practices and applicable law. The University will provide a copy of such evaluation materials to the Faculty member upon request at no cost once per year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31E. The University may observe teaching performance at any time. The purpose Faculty member ordinarily shall have advance notice of such action but may not if, in the University’s good faith judgment, circumstances do not warrant it; provided, that the University shall not observe teaching performance for evaluation purposes based on recorded classes where no notice was provided to the Faculty member that the recording could be used for that purpose. If a class recording is used for evaluation purposes, the University shall provide timely feedback to the Faculty member within four months of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements recording.. F. The University will promptly notify Faculty members of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timeany concern regarding poor performance. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management 1. The evaluator may become aware quite early in the school year of performance which is unsatisfactory or needs improvement. In such cases, counseling assistance, and specific suggestions for improvement shall direct be provided early enough to allow for improved performance. 2. A reasonable amount of time must be permitted for suggested improvements to occur. Evaluation schedules may be modified and scheduled during this time to determine progress. The evaluator will meet with the evaluatee no later than midway through the evaluation period to discuss and make specific recommendations for improvement in any areas deemed to be unsatisfactory. The evaluatee shall be kept informed of all permanent bargaining unit members no less than once every two years progress made and probationary bargaining unit members no less than twice per the results of any such interim evaluations. 3. The final evaluation report shall be discussed in a conference between the evaluator(s) and the evaluatee. The final evaluation report shall include a written statement appraising performance, examples of excellence and outstanding competence, areas of personal performance that need improvement together with suggested means of improvement, conditions which handicap the effectiveness of individual services together with possible remedies for such conditions, and identification of employees whose services are unsatisfactory to such a degree that they should be considered for termination or referred to the Peer Assistance and Review Program for the following school year. Bargaining unit members Participation in the Peer Assistance and Review Program will be mandatory. The evaluatee, evaluator, and principal of the school shall sign the final evaluation report. By his/her signature, the evaluatee does not necessary indicate that he/she endorses or agrees with the conclusion contained therein. The evaluatee shall retain a copy of the final evaluation report, and a copy shall be placed in his/her official personnel file. At the option of the employee, the evaluation shall be reviewed by and discussed with the superintendent or his/her designee. 4. An overall unsatisfactory evaluation is defined as unsatisfactory on three of the first five standards listed in the California Standards for the Teaching Profession. An overall unsatisfactory evaluation in any one standard can only be established if the evaluatee is marked unsatisfactory in a minimum of three (3) of the key elements of the standard. 5. Any employee who receives an overall unsatisfactory evaluation shall, upon the request of said employee, be evaluated by the Administrator of Personnel. Instructional Services Office personnel will be available to assist the employee if requested to do so by said employee. 6. If subsequent remedial action eliminates those problems and/or deficiencies which formed the basis for a prior negative evaluation, the final evaluation form should so indicate. 7. No negative evaluation of performance shall be predicated upon any written material of a derogatory or critical nature which has been received or written by the evaluator unless the employee has first been given notice of same and been given, an opportunity to discuss the matter with the evaluator. The evaluatee may submit a written response to the final evaluation report at any time, and such response shall be placed in the evaluatee’s official file. 8. No negative evaluation of performance shall be predicated upon lawful nonschool related personal, political, or religious activities, or lack thereof, which has no impact on the evaluatee’s effectiveness as a teacher. 9. No negative evaluation of performance shall be predicated on the level of competence of an aide/assistant, or the change of assignment of an aide/assistant which adversely affects the employee’s ability to meet evaluation objectives, or the failure of the District to provide adequate time for the employee to plan and prepare with the aide/assistant. 10. No negative evaluation of performance shall be predicated upon the employee’s use of controversial material consistent with Board Policy Number 914.02, “Teaching About Controversial Issues.” 11. No negative evaluation of performance shall be predicated upon deficiencies of necessary supplies, material, texts, facilities, space, or equipment beyond the control of the employee. School: Day/Date of Observation: Subject(s) being taught: Number of Students: Prearranged Impromptu Time of Observation: From: To: Grade Level: Observer Observee The teacher’s signature does not constitute endorsement of the observer’s notations, but it is recognition that a discussion of the contents of this observation form has taken place. The teacher may attach comments (optional). Distribution: Teacher, Administrator, Personnel revised 3/00 ALTA LOMA SCHOOL DISTRICT CERTIFICATED PERSONNEL EVALUATION Page 1 of 3 Copy 1 - Personnel Copy 2 - Evaluatee Copy 3 - Evaluator Evaluatee Position School Evaluator Position School Year Date of Pre-Conference: Mid-Evaluation Conference: Status: Temporary Rating: P = Proficient N = Needs Improvement U = Unsatisfactory  Connecting students' prior knowledge, life experience, and interests with learning goals  Using a variety of instructional strategies and resources to respond to students' diverse needs  Facilitating learning experiences that promote autonomy, interaction, and choice  Engaging students in problem solving, critical thinking, and other activities that make subject matter meaningful  Promoting self-directed, reflective learning for all students  Creating a physical environment that engages all students  Establishing a climate that promotes fairness and respect  Promoting social development and group responsibility  Establishing and maintaining standards for student behavior  Planning and implementing classroom procedures and routines that support student learning  Using instructional time effectively Distinguished Performance in Standard II: ALTA LOMA SCHOOL DISTRICT CERTIFICATED PERSONNEL EVALUATION Page 2 of 3 Evaluatee School Year  Demonstrating knowledge of subject matter content and student development  Organizing curriculum to support student understanding of subject matter  Interrelating ideas and information within and across subject matter areas  Developing student understanding through instructional strategies that are appropriate to the subject matter  Using materials, resources, and technologies to make subject matter accessible to students  Drawing on and valuing students' backgrounds, interests, and developmental learning needs  Establishing and articulating goals for student learning  Developing and sequencing instructional activities and materials for student learning  Designing short-term and long-term plans to xxxxxx student learning  Modifying instructional plans to adjust for student needs  Establishing and communicating learning goals for students  Collecting and using multiple sources of information to assess student learning  Involving and guiding students in assessing their own learning  Using the results of assessment to guide instruction  Communicating with students/families/others and about student progress ALTA LOMA SCHOOL DISTRICT CERTIFICATED PERSONNEL EVALUATION Evaluatee School Year  Reflecting on teaching practice and planning professional development  Establishing professional goals and pursuing opportunities to grow professionally  Working with communities to improve professional practice  Working with families to improve professional practice  Working with colleagues to improve professional practice Commendations/Recommendations: Evaluatee's Comments I have been employed with VUSD for at least received a copy of this report, but my signature does not necessarily indicate my agreement. I understand I may attach a written response within ten (10) years and whose previous evaluation rated working days from the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if day on which the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who report is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school yearreceived. Such notice will contain written response is to become a brief explanation as to the procedures for evaluations 4. One-half permanent part of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporaryreport. Evaluatee Signature Date Evaluator Signature Date Distribution: Teacher, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA)School, the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.Personnel

Evaluations. A. District management All monitoring or observations, including the use of closed circuit television, audio system, and similar devices when used for teacher evaluation, shall direct be conducted openly with the evaluation full knowledge of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))teacher. B. The written procedures for evaluations that are currently in effect Evaluations of non-tenure eligible staff members shall be maintained conducted by the District until teacher's immediate principal or an administrator working in the bargaining unit negotiates and ratifies new procedures. same building, unless an emergency requires such evaluations be conducted by a designated replacement or an assistant. C. The present procedures are in Appendix A. They include: 1. The evaluator work performance of all non-tenure shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementevaluated in writing. Each observation shall be made in person for a minimum of thirty consecutive minutes. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approvalD. Non-tenure eligible staff shall be evaluated when performances seem to warrant it, but at least once every three years. 3E. The principal or his designee will hold a personal conference with the non-tenure eligible staff member within ten days after each observation. Those bargaining unit During this time, the evaluation will be discussed by both parties. F. The evaluation process for tenure eligible staff members who are regularly scheduled shall be governed by Board policy and corresponding administration guidelines. G. A copy of the written evaluation shall be submitted to the non-tenure eligible staff member at the time of the personal conference following the evaluation. In the event that the non-tenure eligible staff member feels his evaluation was incomplete or unjust, within ten days following the personal conference, he may put his objections in writing and have them attached to the evaluation report of the principal to be evaluated will placed in his personnel file. All evaluations shall be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures based upon valid criteria for evaluations 4. One-half of the permanent staff will be formally evaluated each yearevaluating professional performance and growth. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of H. Each teacher shall have the pre-conference is right upon request to review the Standards contents of his own personnel file. A representative of the Association may, at the teacher's request, accompany the teacher in his review. This review will be made in the presence of the administrator responsible for Bargaining Unit Members assignment the safekeeping of such file. Privileged information such as confidential credentials and related personal references obtained at the time of initial employment are specifically exempted from such review. The Administrator will remove such employment credentials and confidential reports from the file prior to determine the review of the file by the teacher. However, the teacher's evaluation reports relative to the teacher since coming to the Kent City Community Schools will be made available. I. No non-tenure eligible staff member shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any opportunity or means of maintaining or holding his position favorable to success in the practice of the teaching profession without just cause. No tenure eligible staff member shall be discharged or demoted for reasons that are arbitrary and capricious. Any such discipline, reprimand or reduction in rank, compensation or advantage, asserted by the Board or any agent or representative thereof, shall be subject to the grievance procedure here in after set forth, except tenure teacher dismissal in which case use of the grievance process shall be prohibited and only the Tenure process utilized. J. Negative comments on the performance and evaluation of a teacher should be fully discussed with the teacher, and positive steps shall be taken immediately to assist the teacher in overcoming these weak points. All suggestions for improvements of the non-tenure eligible staff member’s performance shall be included in the written evaluations. K. It is expressly understood that the content of an evaluation shall not be the subject of a grievance. However, a violation of the evaluation focus. At that time the evaluator and the bargaining unit member procedure for non-tenure eligible staff members as set forth in this Agreement may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timebe grieved. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. 5.1 The evaluation procedure is intended to promote successful educator performance and to increase skills of unit members. This article does not prohibit other communications regarding performance and compliance with job duties. 5.2 Within thirty (30) working days following the beginning of the teaching year, a conference will be held, between the evaluator and his/her designee and the unit member being evaluated. This meeting shall include the establishment of mutually agreed strategies, objectives related to student progress; the unit member will also be informed that he/she shall be evaluated upon instructional techniques and strategies used by the employee, the employee’s adherence to curricular objectives, the maintenance of a suitable learning environment and the performance of non-instructional responsibilities exclusive of voluntary assignments for which the District management shall direct provides no monetary compensation. In addition to discussion of the evaluation standards and criteria, the evaluator shall consider any mitigating circumstances which may impair the achievement of objectives which have been brought to the attention of the evaluator by the evaluatee. Such mitigating circumstances may, at any time, be reduced to writing by the evaluatee and attached to the “Performance Objective” form. If the unit member has been involuntarily transferred or reassigned or has voluntarily been transferred or reassigned at the request of the District, for the current year, then in preparing the evaluation criteria, the evaluator shall take into consideration the burden, if any, of developing new skills and instructional materials, provided the unit member has presented such considerations about the new assignment to the evaluator. 5.2.1 Disagreements on objectives may be appealed by the unit member to the Superintendent (or designee) by informing the evaluator at the time of the conference. 5.2.2 Tenured unit members not currently on an Assistance Plan may elect to participate in a non-traditional evaluation process for tenured faculty. Procedures and forms are included in the Guide to Performance Evaluation for Teachers. Unit members and administrators agreeing to an alternate strategy will be exempt from the deadlines set forth in this Article. 5.3 For those members choosing the traditional evaluation process: prior to the final evaluation conference, the evaluator will make a formal observation of the probationary unit members at least two times, but not more than an average of once per week for each school semester. The evaluator will observe all permanent unit members at least once during the evaluation-year, but not more than an average of once per week for each school semester. Within five (5) working days after each observation, the evaluator will discuss the observation with the employee being evaluated and complete either the classroom observation form or non-classroom observation form, depending on the work assignment of the unit member. 5.3.1 For those choosing the non-traditional evaluation process for tenured faculty, the observation conference is not required as indicated by 5.3. 5.4 Discussions following observations shall take place within five (5) days of the Observation and shall include a review of the objectives established at the beginning of the school year and the degree of achievement of the planned objectives. 5.5 The observation form shall be signed by both the unit member and evaluator. One copy is to be given to each. 5.6 By December 1, the evaluator will meet with each probationary unit member in a preliminary evaluation conference. The unit member and the evaluator will review the preliminary evaluation, which is to be dated and signed by both parties. One copy shall be retained by the unit member. 5.7 By May 1, the evaluator will meet with each probationary and each permanent unit member in the final evaluation conference. The unit member and the evaluator shall review the evaluation, which is to be dated and signed by both parties. One complete set of signed evaluation forms shall be sent to the Superintendent’s office for placement in the unit member’s personnel file. One copy shall be retained by the unit member. 5.8 First-year probationary unit members will be supervised and expected to consult with their principal and other resource personnel in areas where improvement in performance may be desired. All first-year probationary unit members will be provided with a copy of the criteria and procedures used in the evaluation process. 5.9 Second-year probationary unit members shall receive a final Performance Evaluation and Narrative Report in the second year by March 15. 5.10 Discussions regarding performance for classroom teachers will refer to the criteria of evaluation, including commendation for success in subject areas, efficient usage of educational materials, effective methods of teaching and progress toward the achievement of planned objectives, as well as suggestions for improvement, if necessary in these and other areas. Discussions regarding performance for non-classroom bargaining unit members will refer to effective methods of service delivery and progress towards the achievement of planned objectives, as well as suggestions for improvement, if necessary. 5.11 No negative assessments shall be included in the final evaluation unless they have been previously discussed with the evaluatee, or an opportunity for discussion was provided. 5.12 Evaluations are a record of employee performance and are confidential. A unit member may review his/her evaluations in the personnel file by so requesting. Evaluations on file are limited to review by only those persons in the District identified as having a need to know. 5.13 Once a unit member’s evaluation form has been dated, signed by both parties, and placed into the personnel file, any additions or deletions to that evaluation must also be dated and signed by the administrator making the change and the unit member. 5.14 This formal evaluation procedure shall occur at least annually for non-permanent bargaining unit members no less than once every two years and probationary members. Permanent bargaining unit members no less than twice per shall be evaluated at least every other year. Bargaining This evaluation period may be extended upon the request of the bargaining unit member of the evaluator from year to year up to a maximum of five (5) years with the mutual consent of the site administrator and bargaining unit member. To qualify for extension consideration, bargaining unit members who must have been employed with VUSD the district for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if have permanent status, be highly qualified as defined in 20 U.S.C. Section 7801, and have received a rating that meets or exceeds standards on the administrative evaluator and certificated employee being evaluated agreemost recent evaluation. The certificated employee In the event that mutual consent cannot be achieved, then the superintendent or designee shall determine whether the administrative evaluator may withdraw consent of this agreement at any evaluation period is to be extended. Any decision to not extend the time (EC 44664 (a) (3)). B. The written procedures period for evaluations that are currently in effect shall be maintained by the District until the evaluation to a qualified bargaining unit negotiates and ratifies member shall be, upon request, discussed with the unit member. Administrators new procedures. The present procedures are in Appendix A. They include: 1. The evaluator to the site shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those evaluate permanent bargaining unit members who are regularly scheduled at least once within the first two (2) years of the administrator’s assignment at the site. Written requests for exceptions to this rule may be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as directed to the procedures for evaluations 4. One-half Executive Director of the permanent staff will be formally evaluated each yearHuman Resources. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. 5.15 The purpose signature of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluatoron the evaluation form or the observation form does not necessarily indicate agreement with the content. These forms will provide space for unit-member comments. Any modifications or alterations to the standard evaluation forms shall be done in consultation with the Association.

Evaluations. A. Unit members shall not be evaluated on standards of expected student progress that are not within their area of responsibility. Objectives for realizing the standards of expected student progress shall be initially set by the evaluator and may be modified at any time during the school year by mutual agreement of the evaluator and the evaluatee. When requested by the unit member, added individualized objectives may be included in the evaluation criteria. The unit member may submit a written response to any objectives established by the evaluator. B. The District management shall direct the evaluation of evaluate all permanent status bargaining unit members no not less than once every two years and probationary bargaining unit members no less than twice per once every year. Bargaining By mutual agreement between the evaluator and unit member, the evaluation cycle for the permanent unit member who has taught in the District for ten or more years with the last two preceding evaluation being satisfactory, may be extended to once every 3 years. All unit members who are scheduled to be formally evaluated during the year shall have been employed with VUSD for at least ten (10) years one formal evaluation observation by their evaluator no later than the 80th instructional day of their scheduled year for evaluation. By the 80th instructional day, TOA’s, counselors and whose previous nurses will receive written feedback on an observation form based on a sufficient number of informal observations rather than one formal observation. Upon mutual written agreement between CTO and the District, all evaluation rated time lines can be extended due to extenuating circumstances such as an employee’s hire date, attendance or need for a leave. Unit members that have submitted a resignation or retirement letter to the employee as meeting or exceeding standards, may Human Resources Department prior to December 1st of the current school year will not be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent in their last year of this agreement at any time (EC 44664 (a) (3))employment. B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. C. The evaluator shall be an the unit member's immediate supervisor or and/or any other management or supervisory employee, employee who is so designated by District management. Those unit members who are scheduled to be formally evaluated shall be notified as to which member of the District management staff will act as the evaluator for the scheduled formal evaluation. The observation required under Paragraph "D" herein shall be the responsibility of the designated management evaluator. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. D. Those bargaining unit members who are regularly scheduled to be formally evaluated will shall be so notified by management within the evaluator no later than October 1st first 30 instructional days of each school year. Such notice The evaluator shall hold at least one inservice session to acquaint the evaluatees with the District's evaluation process, timelines, evaluation standards and evaluation forms (see Appendices B through H). If either the evaluatee or the evaluator requests an individual conference for further information or clarification, this shall be arranged within 15 instructional days. Unit members, other than those working on Professional Growth Project evaluations, shall be observed at least once (twice for probationary unit members) by the evaluator prior to his/her scheduled formal evaluation. Unit members who have reached agreement on a Professional Growth Project evaluation with their principal may be observed. The evaluator will contain meet with the unit members and provide a brief explanation written report of the observation within 10 instructional days of the observation. The report shall be signed and dated by the evaluator. Any unit member who receives a negative report as a result of a regularly scheduled observation shall, upon request, be entitled to a subsequent observation conference, and written evaluation. The evaluator will inform the unit member, either prior to or upon entering the room, that his/her presence is for the purpose of a formal observation. If any deficiencies are indicated by the observation report, the evaluator shall hold a conference with the evaluatee to make specific recommendations as to the procedures areas of needed improvement and the evaluatees performance, including any need for evaluationsInservice training, conferences, and/or university course work, and shall endeavor to counsel and give reasonable assistance as determined by the evaluator in improving performance in such areas. 4E. The final evaluation conference shall be held no later than 40 instructional days prior to the end of the school year for probationary teachers and 20 instructional days prior to the end of the school year for permanent unit members. One-half The evaluator will present the written evaluation and discuss the matter with the unit member. The unit member must sign the evaluation, signifying only that the unit member has read the document and has been provided the opportunity of attaching a written response in accordance with Education Code, Section 44031, which shall become part of the permanent staff will record. The unit member shall receive a copy of all written evaluations to be formally evaluated each yearplaced in the personnel file. Such evaluations shall be signed and dated by a management representative. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining F. Unit Members) 1. A pre-conference for bargaining members shall not be required to participate in the evaluation and/or observation of other unit members nor shall they be required to assess their own performance. G. The evaluation of unit members shall not be evaluated will be held by October 31based on attendance at voluntary District enrichment programs or voluntary District staff development days. The purpose District and the Association recognize that there are many ways to maintain professional competency. These may include, but not be limited to, District sponsored staff development, voluntary enrichment programs, external staff development and/or course work at the university level. H. The District recognizes that minimal teaching facilities and equipment, consistent with the current state of the pre-conference is to review art, should be provided in the Standards for Bargaining Unit Members assignment and to determine teaching environment. The lack of such facilities or equipment shall be taken into account during the evaluation focus. At that time the evaluator and the bargaining of unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timemembers. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. The purpose of an evaluation is to improve employee performance, recognize individual strengths and provide constructive feedback. B. All evaluations shall be consistent for each classification throughout the District management shall direct and be in conformance with the evaluation contract and written on the forms located in Appendix B of all permanent bargaining unit members no less than this Agreement. All employees who have completed the probationary period will be evaluated at least once every two years (2) years. C. An employee’s performance shall be observed on more than one occasion for a reasonable amount of time as appropriate to the position by their immediate administrative supervisor before evaluating the employee. At no time will the administrative supervisor use the comments and/or views of other HLESPA members or HLEA teachers when writing the evaluation that have not been disclosed or substantiated. The presentation of the evaluation to the employee will be given during the employee’s workday. If evaluations cannot be given during the employee’s workday, the employee will be compensated in fifteen (15) minute increments. Any evaluation shall be in writing and probationary bargaining unit members a copy given to the employee. If no less than twice per yearevaluation has taken place in the past two (2) years, the performance of the employee shall be deemed effective. D. All monitoring or observation shall be conducted in person and with the full knowledge of the employee. Bargaining unit members who have been employed with VUSD When appropriate, the supervisor may solicit input from the classroom teacher to whose classroom a teacher assistant is assigned, but the classroom teacher shall not be responsible for at least doing the evaluation. E. The Employer shall bring any serious deficiency and/or complaint to the attention of the employee. Any serious deficiency and/or complaint not previously brought to the attention of the employee shall not be made part of the employee’s evaluation. If a subsequent evaluation does not continue to reflect the deficiency, it shall be deemed that adequate improvement has taken place. F. If the evaluator believes an employee is doing unsatisfactory work, it is the responsibility of the Employer to make a specific written recommendation for improvement of the employee’s performance. G. The final evaluation shall be reduced to writing and a copy given to the employee within ten (10) years working days of the completion of the last observation, and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if shall have the administrative evaluator and certificated employee being evaluated agreeopportunity to review the evaluation report. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect evaluation form used shall be maintained mutually agreed upon by the District until the bargaining unit negotiates Association and ratifies new proceduresEmployer. The present procedures are in Appendix A. They include: 1employee will sign the report signifying receipt of the same. The evaluator employee’s signature shall be construed as an immediate supervisor or acknowledgement of receipt and not necessarily agreement with the contents of the evaluation. If the final evaluation includes any other management or supervisory employeeareas marked, who as needing improvement, the ways in which the employee is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to improve as well as support and assistance to be evaluated will be notified provided by the evaluator supervisor shall also be included in the final evaluation. All evaluations must be completed no later than October 1st of each school yearMay 31. Such notice will contain If the employee disagrees with the evaluation, they may submit a brief explanation as written response, which shall be attached to the procedures for evaluations 4. One-half of evaluation in the permanent staff will be formally evaluated each yearpersonnel file. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of H. Each employee shall have the pre-conference is right upon request to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focuscontents of their personnel file, provided, however, that all initial letters of recommendation or reference shall first be removed. At that time the evaluator and the bargaining unit member may agree that some elements A representative of the standards are not applicable (NA) to Association may accompany the employee in any such review if requested by the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management 7.1 Probationary unit members shall direct be evaluated in writing at least twice during the one hundred and thirty (130) days of paid service. The first evaluation shall be provided within the first forty-five (45 days) of the probationary period. The second evaluation shall be provided within the first ninety (90) days of the probationary period. If at least one evaluation is not provided within the first one hundred and thirty (130) days, the employee will have permanent status. 7.2 Permanent unit members may be evaluated in writing each year on or before June 30 using the Performance Evaluation Report (PER) form. The Human Resources Department shall provide each evaluator with a list of permanent unit members scheduled for evaluation every year. The Human Resources Department will provide each permanent unit member the name of their evaluator on or before September 30 of each year. If a permanent unit member scheduled for evaluation does not receive an evaluation, his/her performance shall be deemed Effective / Meets Standards for the evaluation period. District retains the right to evaluate staff on an every other year cycle and will notify staff of all permanent bargaining this change on or before September 30 of each year. 7.3 The PER shall be reviewed with the unit members no less than once every two years member and probationary bargaining the evaluator will make suggestions for improvement, if appropriate. When appropriate, the supervisor will have held an informal discussion regarding unacceptable work performance prior to rating the employee as requires improvement or not satisfactory in section ‘A’ of the PER. 7.3.1 Both the evaluator and the unit members no less than twice per year. Bargaining member shall sign the PER, but the signature of the unit members who have been employed with VUSD for at least member merely indicates receipt. 7.3.2 The PER will be placed in each unit member’s personnel file ten (10) years days after the evaluator has presented it to him/her. A unit member xxx respond to the PER with his/her own written comments and whose previous evaluation rated have them attached before or after the PER has been placed in the personnel file. 7.3.3 The employee’s PER review shall take place during normal business hours and the employee as meeting or exceeding standardsshall be released from duties for this purpose without salary reduction. 7.4 All evaluation materials placed in a unit member’s personnel file will be signed and dated. If the employee chooses not to sign his/her evaluation, may the supervisor will indicate on the evaluation form. This refusal will be evaluated at least every five verified with the Human Resources Department. 7.5 Except in cases where there is substantial evidence of malice the judgment of the evaluator shall not be subject to the grievance procedure (Article 5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employeeAgreement, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain but a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements request a Human Resources Administrator to review any part of the standards are not applicable (NA) evaluation according to the employee’s assignment and may mark them NA at that time.following: 2. 7.5.1 If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member believes a rating is improper, the unit member should discuss it with the evaluator. If still not satisfied, the unit member should sign the PER and indicate a conference is desired with a Human Resources Administrator. 7.5.2 Within fifteen (15) days after the unit member is given a copy of the performance rating, a unit member who wishes to discuss it with a Human Resources Administrator should prepare a written request as follows: 7.5.2.1 Identify the PER by stating the date of the PER and the evaluator. 7.5.2.2 Specify the ratings that are improper 7.5.2.3 Recommend changes with facts substantiating such recommendation

Evaluations. A. District management 18-1 Evaluation of employees shall direct be conducted according to the performance evaluation plan developed by the Classified Staff Performance Evaluation Committee. 18-1-1 All employees shall be provided with a copy of their job description prior to the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearperiod. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated During the employee as meeting or exceeding standards, may be evaluated at least every first five (5) yearsyears of employment with the District, if when applicable, step increases shall be granted September 1 (per 19-1-1-1) annually to educational secretaries whose performance reviews are standard or above standard during the administrative evaluator previous school year, September 1 to August 31 according to the following: 10-Month employees – 5 mo. Work exp. 11-Month employees – 5 mo. Work exp. 12-Month employees – 6 mo. Work exp. 18-2 In the event an educational secretary receives a below standard evaluation, said secretary shall be given the reason in writing and certificated employee being evaluated agreerecommendations for improvement. The certificated employee educational secretary shall be re-evaluated at the end of a sixty-day (60) period. Upon receiving a standard or above standard evaluation, the administrative evaluator may withdraw consent educational secretary would receive the full step increase retroactive to September 1. An educational secretary shall not be denied a step increase September 1 for lack of this agreement at any time an evaluation. 18-2-1 Eligible educational secretaries after their fifth (EC 44664 (a5) year of employment with the District shall be granted a step increase on September 1 annually irrespective of their evaluation results. 18-3 Compliance with the evaluation procedure and/or an overall unsatisfactory evaluation are proper subjects for the grievance procedure. 18-4 Employee evaluations shall be conducted by the Administration of all first year Classified staff personnel. All other Classified staff personnel will be evaluated as the administration deems necessary and in substantial compliance with the District Classified Review Procedure. Such evaluations will be conducted when the supervisor determines that the evaluation process is needed, otherwise evaluations shall take place every three (3))) years on a rotating cycle. Employees shall receive a copy of their evaluation. B. 18-5 The written procedures evaluation form for evaluations that are currently in effect shall early childhood educators may vary from the standard classified employee’s evaluation form. Early Childhood Educators will be maintained evaluated by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management(principal) and/or a certified program administrator. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management Within two (2) weeks of employment, each employee shall direct be advised by his/her supervisor of the evaluation procedures, standards of all permanent bargaining unit members no less than once every two years performance, and probationary bargaining unit members no less than twice per yeargiven a copy of the appropriate job description. Bargaining unit members who have No formal evaluation shall take place until such orientation has been employed with VUSD for at least ten (10) years and whose previous evaluation rated completed. B. In addition to information gained through observation, the Administration may ask the employee as meeting or exceeding standardsto provide sample work materials and/or examples covering his/her assignment(s). For paraprofessionals, the evaluator may solicit formative input on the employee’s performance from the respective licensed employee(s). Discussion of this work product may be helpful to the employee and the administration in better understanding the requirements of the position. C. Following the probationary period of ninety (90) days, each employee will be evaluated at least every five one (51) yearstime during the year. Annual evaluations will be completed by May 15. D. Evaluations, if including recommendations for employee improvements, shall be reduced to writing and one copy shall be given to the administrative evaluator and certificated employee being evaluated agreeat a post evaluation conference to be held within fifteen (15) days of the observation. The certificated copy of the evaluation shall be signed by the administrator and the employee. Signing an evaluation does not indicate agreement, but rather receipt and review of the document. Should the employee or care to respond to the administrative evaluator evaluation he/she may withdraw consent do so within then (10) days of this agreement at any time (EC 44664 (a) (3))the conference. All evaluations shall be placed in the employee’s personnel file. B. The written procedures for evaluations that are currently in effect shall E. When the job performance of an employee is considered “unsatisfactory” an effort to remediate perceived deficiencies will be maintained by the District until the bargaining unit negotiates and ratifies new proceduresinitiated. The present procedures are in Appendix A. They includeremediation process follows: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management.Supervisor identifies specific area(s) of concern 2. Bargaining unit members Supervisor identifies expectations during the remediation period, including specific level(s) of performance 3. The duration of the remediation shall not exceed six(6) weeks 4. There shall be a closing conference with the employee to discuss the remediation and to identify subsequent action(s). F. Employees who have received all “Exceeds Expectations” ratings in all areas of their most recent evaluation, may utilize peer review have a conference with the evaluator in lieu of management a formal written evaluation. The conference will inform the employee of the salary placement for the coming year using the Salary Placement Form/Appendix II of the evaluation with principal approval. 3instrument. Those bargaining unit members Employees who are regularly scheduled to be evaluated receive a conference in lieu of a formal evaluation will be notified by given a formal evaluation the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each following year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations. 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark xxxx them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management shall direct the evaluation 12.1 Formal evaluations of all permanent bargaining unit members no less than once every two years each classified employee's work and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for job assignment will be done at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may once per year by each immediate supervisor. Probationary employees shall be evaluated at least every once prior to the end of the probationary period and once more before the ending of the first year of employment. The probationary period shall be six (6) working months. 12.2 A single evaluation form is to be used for all classified employees (see Appendix "A"). The form is to be completed in triplicate and the employee is to receive one (1) copy. The evaluator may add additional comment sheets to adequately describe the employee's performance. 12.3 If the employee wishes to contest the evaluation, he/she has the right for a review conference with the District Superintendent. Prior to the review conference with the Superintendent, he/she must review the evaluation with his/her immediate supervisor. These review meetings must be requested by the employee within two (2) weeks following the receipt of the evaluation. 12.4 Evaluations shall be based upon actual observations during the course of the evaluation period. For the purpose of this Article, "observation" shall be defined as any or all of the following: 12.4.1 Direct physical observation of work being performed; examination of an employee's product; written reports on directly-observed observations. 12.4.2 Any time an employee is to be given a less-than-satisfactory evaluation, the direct supervisor shall observe the employee performing his/her required work prior to preparing the written evaluation and conducting the formal evaluation conference. 12.5 Employee shall be provided with a copy of any derogatory written material five (5) yearsworking days before it is placed in the employee's personnel file. The employee shall be given an opportunity to prepare a written response to be attached to such material prior to its entry into the personnel file. 12.5.1 If a copy of any material which has been placed in an employee's personnel file is proven to the satisfaction of the Governing Board to be incorrect or untrue, such material shall be removed from the employee's personnel file. 12.6 By their nature, evaluations require some subjectivity on the part of the Supervisor in appraising the overall effectiveness of the employee. The District shall take great care in maintaining objectivity in all aspects of its evaluative process, and shall involve the employee to the extent possible in jointly preparing the evaluative instrument. 12.7 While the formal evaluation process is an appropriate time for the employee and the Supervisor to discuss superior as well as inferior performance, the Supervisor and employee shall meet informally at least thirty (30) working days prior to the formal evaluation conference whenever performance is less than expected. During the informal meeting and the formal evaluation conference, the evaluator shall offer specific recommendations for improvement and assistance in implementing such recommendations. 12.8 Contents of a formal evaluation are not subject to the Grievance Procedure, but may be addressed in writing for placement in the employee's Personnel File by the employee, if done in a timely manner as provided by law. This does not preclude the administrative evaluator employee requesting and certificated employee being evaluated agree. The certificated employee granted a conference with the Superintendent and the Supervisor, to address the formal evaluation document, nor does it preclude grieving a misapplication of the evaluative procedures or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))guidelines. B. The written procedures for evaluations that are currently in effect 12.9 Evaluations shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementbased upon actual work performed. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management Annual merit increases are to be awarded solely on the basis of performance in teaching, research/scholarship/creative activity and service. Performance shall direct be evaluated annually by the unit head (department chairperson, director or xxxx in units where there is no chairperson or director). The evaluation shall not be delegated to anyone else. The unit head shall consider in his or her evaluation all evidence submitted by a faculty member. Anonymous or confidential information shall not be used to evaluate a faculty member without that faculty member having had the opportunity to respond to the substance of the information before the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearis complete. Bargaining unit members who The annual evaluation shall be based on criteria that have been employed developed by the unit head and clearly communicated to faculty members in advance of the period covered by the evaluation. These criteria must be consistent with VUSD the workload plans developed in accordance with Article 11.9 of this Agreement. Each faculty member will be evaluated in each area of her/his assigned workload. An overall evaluation score shall be developed for at least ten each faculty member that reflects the percentage effort assigned in each area. Consistent with established University policy the unit head shall meet with the faculty member to review the annual evaluation and shall communicate to each faculty member the basis for the evaluation. Once the appropriately weighted evaluation has been completed, it shall be used to determine the merit pay allocation according to the approved merit pay policy (10metric) years and whose previous evaluation rated of the employee as meeting or exceeding standards, unit. Changes in the merit pay policy may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement initiated at any time by the unit head or by a majority of the unit faculty. In all cases of proposed changes, there must be consultation between the unit head and the faculty. The modified policy must be ratified by the faculty at a duly called faculty meeting. Following ratification, the revised statements will be submitted to the college xxxx for approval. The college xxxx shall act on the revised statements within two months of the submission. If approval is not granted, the xxxx shall indicate the changes needed and the department shall have one month to submit its modified statement. This process shall continue until approval is secured. Merit increases shall not be approved for any unit that does not have an approved merit allocation statement and associated metric. Approved merit allocation‌ 2010: 2011: 2012: statements and associated metrics of academic units may be found at xxxx://xxx.xxxx.xxx/xxxxxxx/documents.html. Upon the request of the faculty member, the chair or xxxx shall review information demonstrating the correspondence between merit pay and the faculty member’s departmental or comparable unit’s evaluation ratings within that unit in order to demonstrate consistency between merit pay and the annual evaluation to the faculty member. Anonymous or confidential information shall not be used to evaluate a faculty member without that faculty member having had the opportunity to respond to the substance of such information before the evaluation is completed. Merit increases are to be awarded solely on the basis of performance in teaching, research/scholarship/creative activity and service (EC 44664 (a) (3)as referenced in Articles 11.3 and 11.5). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management shall direct the evaluation The performance of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may Employees shall be evaluated at least every five (5) yearsand a written report made upon completion of the probationary period or any extension thereof and once annually thereafter or more frequently in accordance with a fixed, if written schedule adopted by the administrative evaluator Employee’s Office Director, distributed to Employees of that office and certificated employee being evaluated agreeapplied equally to each of that office’s Employees who are covered by this Memorandum of Understanding. The certificated employee or evaluation shall be on a standardized form provided by the administrative evaluator may withdraw consent State Bar and applied uniformly to Employees. A copy of this agreement at any time (EC 44664 (a) (3))each evaluation shall be provided to the affected Employee. B. The written procedures for evaluations that are currently in effect contents of a performance evaluation shall not be subject to the grievance procedure. The overall performance rating, however, shall be maintained by subject to the District until grievance procedure, but only to the bargaining unit negotiates and ratifies new proceduresextent set forth in Section 22(K). C. If the written report of the annual evaluation described in Paragraph A above is not completed within 60 days of its annual due date, the overall rating shall be deemed to be “meets requirements” for the purposes of this Memorandum of Understanding. If the Employee has not been issued the performance evaluation within 60 days from the annual due date, the State Bar shall automatically implement the annual salary increase pursuant to section 22.D.3, retroactive to the Employee’s anniversary date. The present procedures are in Appendix A. They include:State Bar may issue a performance evaluation to an Employee who is on leave by sending the performance evaluation to the Employee’s State Bar email address. 1. The evaluator For an Employee on leave who receives notice of a performance evaluation via email as set forth above, timelines governing the Employee’s rights to contest the performance evaluation rating pursuant to the grievance procedure set forth in section 22.M shall be an immediate supervisor or any other management or supervisory employee, who tolled while the Employee is designated by District managementon leave. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management shall direct the A comprehensive evaluation of all permanent bargaining unit members no less than must be completed at least once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten six (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (56) years, if beginning in the administrative evaluator and 2015-16 school year upon full legal implementation of Washington’s teacher evaluation law RCW 28A.405.100. RCW 28A.405.100 (12)(a). A certificated employee being evaluated agree. The may be transferred from a focused evaluation to a comprehensive performance evaluation at the request of the certificated employee or at the administrative direction of the certificated employees’ evaluator may withdraw consent RCW 28A.405.100 (12)(c)(iv). The final decision to transfer a certificated employee from focused to comprehensive rests on the evaluator, and must be decided between October 15 and December 15. The following categories of this agreement at any time (EC 44664 (a) (3certificated employees shall receive an annual comprehensive performance evaluation: • Certificated employees who are provisional employees under RCW 28A.405.220; • Any certificated employee who received a comprehensive performance evaluation performance rating of level 1 or level 2 in the previous school year RCW 28A.405.100(12)(b)). B. The written procedures for evaluations that are currently . Certificated employees who received a comprehensive performance evaluation performance rating of level 3 or above in effect the previous school year shall be maintained by the District until the bargaining unit negotiates and ratifies new proceduresscheduled for a focused evaluation RCW 28A.405.100(12)(c)(i). The present procedures are in Appendix A. They include: 1. The evaluator District shall be designate an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated evidence collection platform on which employees will be notified by the evaluator no later than October 1st of each school yeartrained. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff It is agreed that evidence will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporarycollected, Probationary submitted and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held discussed by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements evaluatee throughout the year. The evaluator will inform the evaluatee of the standards are not applicable (NA) due date of the final submission of all artifacts and evidence by March 15. The due date must be on or after April 15 and no later than May 15. For those employees who will receive an unsatisfactory or a basic evaluation, the evaluation must be completed by May 15. All other evaluations must be completed one week prior to the employeelast day of school. Student standardized assessments shall not be used punitively in teacher evaluation. Evaluators shall not require the use of any specific assessment for purposes of employee evaluation. Unsubstantiated allegations shall not be used for evaluation purposes. A teacher’s assignment evaluation may not be negatively impacted if a teacher chooses to use curriculum or instructional materials that address subject matter related to sexual orientation including gender expression or identity as long as the subject matter is age- appropriate and may mark them NA at that time. 2connected to the teacher’s content area. If a certificated employee is transferred to another position not under the evaluator's jurisdiction, an evaluation may be requested by the employee, and will be completed prior to such transfer. If a certificated employee resigns during the school year, an evaluation shall be completed prior to the resignation date. If the evaluator contemplates recommending that a certificated employee be placed on probation, an evaluation shall be completed on or before January 8. Each Evaluation Report shall note if there were any constraining or facilitating factors present in the observation setting. Each Formal Evaluation shall specify the length of times and dates of the formal observations upon which it is based. A certificated employee who disagrees with the content of his or her Evaluation Report shall have the right to attach thereto his or her own written explanation concerning the area(s) of disagreement. The final performance evaluation shall be forwarded to the District Human Resources Office for filing in the certificated employee's personnel file. No document relating to the evaluation process other than the Evaluation Report and the certificated employee's attached statement of disagreement, if there is disagreement about which one, shall be placed in the certificated employee personnel file. This provision shall not prohibit the District from retaining other evaluation files at the District office or site level. The use of the elements is formal probationary process will not applicable (NAbe a requirement for teachers during their provisional contract years RCW 28A.405.220. When and if the District provides evaluation documents or materials containing a requested signature and date, the certificated employee shall sign the document(s), indicating receipt. Such signature does not mean the parties may invite certificated employee agrees with the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluatorcontent contained therein.

Evaluations. A. District management An employee shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) yearsonce a year and given a personal interview with the immediate supervisor responsible for the evaluation, if providing that the immediate supervisor holds administrative evaluator and certificated employee being evaluated agreeclassification. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))Evaluations shall be done in a private setting. B. The No written procedures for evaluations that are currently in effect evaluation shall be maintained placed in an employee’s personnel file unless the employee has been given a copy and provided an opportunity to submit a rebuttal statement. The rebuttal statement must be submitted within fifteen (15) working days of the receipt of his copy of the evaluation. The rebuttal statement shall be forwarded by the District until employee to the bargaining unit negotiates Assistant Superintendent of Human Resources. C. No evaluation shall be placed in an employee’s personnel file unless the employee has signed the document and ratifies new proceduresreceived a copy thereof. The present signature indicates only that the employee has had the opportunity to read and has received a copy of the evaluation. D. Employees who receive an unsatisfactory rating on part of their evaluation will receive a written description of their deficiencies with suggested remedies. All employees shall receive an evaluation no later than fifteenthan fifteen(15)calendar days prior to the end of the school term. E. Although a formal evaluation is conducted only once a year, the management representative will advise the employee of any deficiencies in his/her work performance, give time for improvement, and suggest remedies for improved performance using the District’s Improvement Plan form #149A. Employees will only be evaluated on their job performance. F. All personnel shall be fully informed of the criteria and procedures are associated with the evaluating process before evaluating takes place. G. In the event that an employee holding regular status pursuant to Article 4.N. is not performing his/her duties in Appendix A. They include: 1a satisfactory manner, the evaluator shall notify the employee in writing using the District’s Improvement Plan form #149A of such determination and describe such unsatisfactory performance. The evaluator shall be an immediate supervisor or any other management or supervisory thereafter confer with the employee, who is designated by District management.make recommendations with respect to specific areas of unsatisfactory performance and provide assistance in helping to correct such difficulties within a reasonable prescribed period of time, prior to evaluation, using the District’s Improvement Plan form #149A. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who H. The parties agree that individual employee evaluations are regularly scheduled not to be evaluated will be notified by the evaluator no later than October 1st of each school yearsubstituted for discipline. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA)However, the parties may invite understand that evaluations are necessarily considered by the Assistant Superintendent management representative when an employee must be disciplined for continuous substandard performance. I. The Board shall determine the format and structure of Certificated Human Resources to assist in resolving the differencesevaluation document. The Assistant Superintendent shall recommend alternatives Board agrees that its supervisors will be trained in the utilization of the evaluation document and that it will encourage supervisors to see that the document is utilized in a uniform manner throughout the system. J. The Board and Union agree to the unit member formation of a committee to study evaluation procedures. The committee shall be composed of six (6)persons, three (3) selected from the administration and evaluatorthree (3) selected by the Union.

Evaluations. A. 8.1 The District management shall direct the evaluation of all permanent bargaining unit members no less than once every two years evaluate probationary employees at least three (3) times per year (3 months, 6 months and 1 year). The probationary bargaining unit members no less than twice per yearperiod for new hires shall be Six months or 130 days in paid status, whichever is longer. Bargaining unit members Current employees who have been employed with VUSD for at least ten (10) years and whose previous promoted to a new classification shall have an additional probationary period of six months or 130 days in paid status, whichever is longer. Promoted employees who do not complete their probationary period will be returned to their former classification. Additional evaluations may occur on an as needed basis. This could include an evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))more frequently than once a year. B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. 8.2 The evaluator shall be an the unit member's immediate supervisor or and/or any other management or supervisory employee, employee who is so designated by District management. 2. Bargaining unit members may utilize peer review 8.3 The evaluation shall be in lieu of management evaluation with principal approvalwriting on forms authorized by the District. 38.4 Prior to the evaluation, the criteria and procedure for evaluation shall be explained to the unit member. Those bargaining unit members who are regularly scheduled to The evaluation shall include specific recommendations for any necessary improvements and will include a written improvement plan. A written improvement plan with a specific timeframe, no longer than ninety (90) calendar days, shall be evaluated will be notified developed by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as supervisor with input from the employee. 8.5 Subsequent to the procedures for evaluations 4. One-half of the permanent staff will evaluation, an evaluation conference shall be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to scheduled between the unit member and the evaluator. At the conference the evaluator will present the written evaluation and discuss the matter with the unit member. The unit member shall sign the evaluation signifying only that he/she has read the document, and not necessarily agrees with the content and has been provided the opportunity of attaching a written response which shall become a part of the permanent record. In addition, the Superintendent (or designee) shall review each evaluation and hear any appeals before the evaluation is placed in the personnel file. 8.6 Only specific evaluation procedures as contained in this Article shall be subject to the grievance procedure. Evaluation substantive content shall not be subject to the grievance procedure. 8.7 Nothing in this Article shall be construed to allow for any evaluation being subject to the grievance procedure.

Evaluations. A. District ‌ 1. Between June 15 and August 31, each administrator/supervisor will meet with their evaluators to discuss management objectives. 2. Each October non-tenured administrators will have an evaluation conference with their evaluator. 3. Each December the evaluator and administrator/supervisor will meet to review management and objective status and overall performance using the job description as a guide. 4. All non-tenured administrators will receive a written mid-year evaluation, while tenured administrators may receive one. 5. By May 15, each administrator/supervisor will prepare a self- assessment of their progress in meeting management objectives and job performance criteria. 6. From May 15 to May 30 evaluators and administrators/supervisors will meet to review the self-assessment. A written year-end evaluation will be provided by June 30. 7. The Association member shall direct be given a copy of an evaluation report prepared by his/her evaluator at least one day before any conference to discuss the evaluation report. In the event that the administrator evaluated feels it desirable to bring to the Superintendent or Board of Education factors of disagreement or additional information in the evaluation, he/she may request a meeting with the Superintendent or Board. In the event of such a request, the meeting shall be held within three (3) weeks of the date of such a request. This procedure will not be used as an informal grievance procedure. In the event that the administrator evaluated does not wish to meet with the Superintendent or Board, he/she shall have the right to attach a written addendum to the evaluation. 8. Any complaint regarding a member of this Association made to any member of the Board or to any member of the central administration by any parent, student, teacher or other person and which may be used in the evaluation of that member shall be: a. Referred, in writing, to that Association member b. Then promptly investigated 9. Be entitled to the following procedures if any or all permanent bargaining unit members no less of the total salary increase is withheld: a. More evaluations than once every two years the minimum required in their contract be a matter of record. b. When a deficiency or problem of job performance is of such a nature to be consideration for a recommendation of withholding increases, the Superintendent shall: 1. Inform the Administrator in writing. 2. Meet and probationary bargaining unit members no less than twice per yearconsult with the Administrator and give advice and help to correct the problem. 3. Bargaining unit members who have been employed with VUSD for at least Notify the Administrator prior to making such recommendations to the Board. 4. The Administrator shall be given ten (10) years and whose previous evaluation rated days to exercise an option of writing to the employee as meeting Board or exceeding standards, may be evaluated at least every five (5) years, if appearing before the administrative evaluator and certificated employee being evaluated agreeBoard prior to the Board’s action concerning the Superintendent’s recommendation. The certificated employee or Board’s decision shall be rendered in written form to the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))Administrator involved immediately after it is made. B. 5. The written procedures for evaluations that are currently intent of all actions in effect this matter shall be maintained by the District until the bargaining unit negotiates to improve job performance and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall not be an immediate supervisor constituted as punishment or any other management or supervisory employee, who is designated by District managementof a personal nature. 2. Bargaining unit members may utilize peer review c. Any Administrator having part or all of his salary increase withheld, shall have an opportunity to better his performance and shall, for the year following the year in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly which the amount was withheld, be eligible for the full salary increase scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each that year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management Section 20.1 Each employee shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every once annually in accordance with the following procedures. In addition to the annual evaluation, a probationary employee or an employee changing job classification or transferring within job classification will be evaluated within the first sixty (60) working days. In addition, an employee may be evaluated when an evaluator identifies performance concerns. The annual evaluation shall include when pertinent: 1. Areas meeting standard 2. Areas where improvement is needed (requires written comment) 3. Areas that are unsatisfactory (requires a written comment) 4. Areas that are not applicable based on job duties The employee shall sign the evaluation form, provided the signature does not signify agreement with the content, but rather that the employee has received it. Upon receipt of the evaluation, the employee shall have the right to attach written comments to the evaluation, to be filed in the employee’s personnel file. Any employee may request a meeting with his/her evaluator to discuss the evaluation. Evaluations for non-annual employees will be completed by June 15, or at least five (5) years, if days prior to the administrative evaluator and certificated employee being evaluated agree. The certificated employee or end of the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))school year; evaluation for annual employees will be completed by June 30. B. The written procedures for evaluations that are currently in effect Section 20.2 If during the school year the evaluator identifies a performance concern/deficiency based on the employee’s job description and classification, it shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) made known to the employee. If the nature of the performance concerns/deficiencies may lead to a less than a “meets standard” overall evaluation rating based on the employee’s assignment job description and classification, the evaluator must meet with the employee to review related documentation and develop a plan of improvement that provides specific feedback about the areas of concern, suggestions for improvement in those areas, and support that will be provided to the employee. Such plan may mark them NA provide for District-paid in-service in the area(s) where improvement is needed. The employee will be provided with a reasonable amount of time to implement suggestions for improvement. Nothing in this Section, shall be construed to alter the District’s right to discharge an employee, at that timeits discretion, under Section 12.1. 2Section 20.3 This Article shall not be construed in any way as prohibiting the District from disciplining or discharging an employee whose performance is deemed to be unsatisfactory. If there is disagreement about which Progressive discipline shall not apply in cases of the elements is not applicable (NA)performance deficiencies covered by this Article. Section 20.4 By mutual agreement, the parties may invite amend the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluatorevaluation form through Labor Management.

Evaluations. A. District management The purpose of evaluations is to support excellence in teaching and adherence to academic and professional standards. B. All Employees shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least once every five two (52) yearsacademic years of appointment. C. Student feedback will not be used as the sole basis to evaluate a Employee’s performance. D. The expectations of the Employee and available information about a course including syllabi, course goals and objectives will be provided to the appointed Employee by the department chair or designee, prior to the beginning of the course. E. The department will maintain an evaluations file for each Employee. The Employee may examine and make copies of the file upon reasonable request. F. Composite evaluations of Employees will be based on student evaluation, classroom observation, a review of the syllabus and course materials, department chair’s evaluation, and evidence of Employee’s scholarship or professional/artistic or other achievements in their field. Employees may submit additional supporting materials to demonstrate teaching effectiveness on an ongoing basis. 1. Student evaluations will be conducted for each course, except for an independent study or dissertation or similar course, in accordance with Xxxxxx University policy. 2. The Employee may, if he/she chooses, submit a written response to the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent student evaluations. G. Classroom observation(s) shall be undertaken for purposes of this agreement at any time (EC 44664 (a) (3))evaluation. B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator time and date of the observation shall be an immediate supervisor or any other management or supervisory employee, who is designated in advance by District management. 2mutual agreement between the Evaluator and the Employee. Bargaining unit members There may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to also be evaluated will be notified by unannounced classroom observations for the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timeevaluation. 2. If there the Employee feels the Evaluator is disagreement about which not qualified to evaluate them, the Employee may request an alternative Evaluator. H. The Evaluator will prepare a written evaluation report after the classroom observation, review of evaluation materials, and when the student evaluations are made available to the Evaluator. A copy of the elements is not applicable (NA), evaluation will be made available to the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differencesEmployee. The Assistant Superintendent shall recommend alternatives Evaluator will meet with the Employee in a timely manner to discuss the Employee’s performance and opportunities for improvement. An Employee may write comments on the performance evaluation form before the evaluation becomes a part of the faculty member’s file. Employees may request additional classroom observations, no more than once a semester, at any time between evaluations. Written feedback from additional observations will be made available to the Employee within a reasonable period of time after the classroom observation. The process followed in paragraphs G will apply. The University will notify an employee of concerns about an employee’s performance as soon as reasonably possible after a department chair or equivalent academic unit member administrator is made aware of such concerns.The University shall notify the Employee of the alleged performance and evaluatorgive the Employee clear guidelines on how to rectify the issue.

Evaluations. A. The District management shall direct retains sole responsibility for the evaluation and assessment of all permanent the job performance of each bargaining unit members no less than once every member and, except as required by law, the implementation and administration of the procedures for such evaluation and assessment is solely within the discretion of the District. For the purposes of this Article, both parties agree that the following terms are to be defined as follows: 1. Formal Observation - a period of inspection during which the observer records information relating to the employee’s job performance. 2. Assessment - the professional interpretation of the observer’s written observation records by the observer relating to the District’s performance standards. 3. Evaluation - the professional conclusion by the observer, based upon the observations and stated in writing, regarding whether or not the employee acceptability meets District standards. 4. Probationary period is defined as the first two fiscal years of employment. (A year is defined as minimally as 75% of the work year.) B. The District retains the right to prepare and probationary utilize evaluation forms and other forms relating to the evaluation and assessment of the job performance of each bargaining unit members no less than twice per yearmember. The Association will be given copies of any revised forms for review and comments before implementation. Bargaining unit members who have been employed will be able to respond in writing regarding the evaluation. C. Parents or guardians of pupils enrolled in the District may present informal (oral) and/or formal (written) complaints regarding members of the bargaining units to the District Parents or guardians should be encouraged to present informal (oral) complaints first with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting who is the subject of the complaint, or exceeding standardswith that employee’s immediate supervisor, may be evaluated at least every five prior to presenting any formal (5written) years, if complaint to the administrative evaluator and certificated employee being evaluated agreeDistrict. The certificated employee or the administrative evaluator may withdraw consent Informal (Oral) Complaints: No record of this agreement at any time informal (EC 44664 (aoral) (3)). B. The written procedures for evaluations that are currently in effect complaint shall be maintained by placed in the District until personnel file of a member of the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They includeunless: 1. The evaluator shall be an employee’s immediate supervisor or any other management or supervisory a designee conducts an investigation about the complaint and finds the complaint to be valid and based upon relevant factual information. Such investigation may include a conference with the complainant, a District representative, the employee, who is designated by District managementand the employee’s representative. 2. Bargaining unit members may utilize peer review in lieu The member of management evaluation with principal approval. 3. Those the bargaining unit members who are regularly scheduled has been given prior notice of the informal (oral) complaint and any record to be evaluated will filed such that the member of the bargaining unit has a reasonable opportunity (ten [10] calendar days) to present relevant information to his/her immediate supervisor or the Assistant Superintendent. Formal (Written) Complaints: The employee’s immediate supervisor or designee shall investigate as soon as practical any formal (written) complaint regarding a member of the bargaining unit. The complaint shall be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as forwarded to the procedures for evaluations 4. One-half member of the permanent staff will bargaining unit within fifteen (15) days following completion of investigation. No record of any formal (written) complaint or the complaint itself shall be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members)placed in the personnel file of a member of the bargaining unit unless: 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment immediate supervisor, the Assistant Superintendent or a designee conducts an investigation about the complaint and finds the complaint to be valid and based upon relevant, factual information. Such investigation may mark them NA at that timeinclude a conference with the complainant, a District representative, the employee, and the employee’s representative. 2. If there is disagreement about which the member of the elements is not applicable bargaining unit has been given prior notice of the formal (NA), written) complaint and any record to be filed such that the parties may invite member of the bargaining unit has a reasonable opportunity (ten [10] calendar days) to present relevant information to his/her immediate supervisor or the Assistant Superintendent along with relevant information required by the charging party No record of Certificated Human Resources any complaint shall be kept if any investigation by the District shows that the complaint has no merit, and/or the District believes that no record shall be maintained. Anonymous complaints shall not be processed pursuant to assist in resolving the differencesprovisions of this Article. The Assistant Superintendent provisions of this section shall recommend alternatives be interpreted as policies pursuant to the unit member requirement of Section 35160.5(a), (b), and evaluator(C) of the Education Code and shall be reviewed annually consistent with any reopener procedures in the Agreement.

Evaluations. A. District management The annual staff performance evaluations will be done on a prompt and timely basis. Negotiations unit employees shall direct have the option to provide a self-evaluation or written comments to their supervisor in anticipation of all permanent bargaining their annual performance evaluation. Any negotiations unit members employee electing this option must provide the self-evaluation or written comments no less later than once every two years three (3) days prior to the annual staff performance evaluation. At the time of the evaluation, the negotiations unit employee will be provided a copy of his/her job description. The negotiations unit employee being evaluated will be provided a copy of his/her performance evaluation and probationary bargaining unit members no less than twice per year. Bargaining unit members who will have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) yearscalendar days to review the evaluation. By the conclusion of the time period, if the administrative evaluator negotiations unit employee may add his/her comments to the performance evaluation and certificated shall sign the performance evaluation. Comments added by the negotiations unit employee being evaluated agreeshall be attached to the evaluation and included in the negotiations unit employee’s Personnel file in Human Resources. The certificated employee If comments are not made within this period, or the administrative evaluator negotiations unit employee does not sign within this period, the right to comment will be forfeited, the supervisor will note the refusal to sign and forward the evaluation to Human Resources for inclusion in the Personnel file. Once the evaluation has been signed by the supervisor and the employee, or where the time for the employee to sign has passed, no additional comments will be added to the evaluation other than notation of the refusal to sign. Prior to evaluating a negotiations unit employee “1” or “2”, the negotiations unit employee’s supervisor must notify the negotiations unit employee that his/her performance is deficient and that their merit increment may withdraw consent be delayed or denied (in any fiscal year in which merit increments are given). Such notification shall be made through a written memorandum, documented oral warning, and/or written warning regarding performance issues in a timely manner after such deficiencies are observed. Such notification shall contain a description of this agreement at any time (EC 44664 (a) the performance deficiencies and the corrective actions needed to remedy the performance deficiencies. In the event such notification is not provided, and a merit increment is delayed or denied, the negotiations unit employee shall receive a merit increment. In addition, the Campus Labor Relations Coordinator shall advise the issuing Supervisor that the employee must be properly informed of his/her performance deficiencies and given a three (3)). B. The written procedures ) month assessment period for evaluations that are currently a re-evaluation. Should the re-evaluation result in effect a satisfactory rating, the previous evaluation shall be void and expunged from the employee’s personnel file. Should the re- evaluation continue to reflect a “1” or “2”, the prior evaluation shall be maintained by in the District until personnel file and appended to the bargaining re-evaluation. During this assessment period, the supervisor shall meet with the negotiations unit negotiates employee to review his/her performance and ratifies new proceduresthe status of the corrective action plan. The present procedures are in Appendix A. They include: 1employee will be provided with a fully executed copy of the re-evaluation. The evaluator shall be an immediate supervisor or any other management or supervisory Upon the mutual consent of the negotiations unit employee and his/her supervisor, the negotiations unit employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled his/her supervisor, and a Union representative shall meet to be evaluated will be notified by the evaluator no later than October 1st of each school yeardiscuss performance issues. Such notice will contain a brief explanation as meeting shall not be considered part of the grievance procedure. Further, the performance rating of the negotiations unit employee is not subject to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each yeargrievance procedure. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. ‌ 13.1 Bargaining unit members who shall have their performance rated or evaluated once during the first half of the probationary period, once during the second half of the probationary period, and at least once every year thereafter within thirty (30) days of the bargaining unit member's anniversary during the month of January to evaluate the previous calendar year’s performance. The deadline for completion of the evaluation process and form shall be no later than February 28 of each year. Failure of Management to comply with this provision shall not have a negative impact on any bargaining unit member. If a bargaining unit member has experienced a change in supervision or has accepted a position that is non-probationary within one (1) month of the evaluation date, the evaluation will be postponed until a supervisor has had at least ninety (90) days to evaluate the employee. The parties may mutually agree to modify the above mentioned timeline. Effective January 1, 0000 Xxxx performance evaluation form to be used in evaluation appears as Appendix D to this Agreement. The current position description will be attached to the process will be converted to a calendar year and an on-line process with the evaluation form and job descriptions available in the system for the benefit of both supervisor and bargaining unit member. The form to be used for evaluations appears in Appendix D. To facilitate the transition to the calendar year evaluation period those bargaining unit employees with anniversary dates during the last quarter of 2018 (October 1 through December 31) will not need to be reevaluated in January, 2019. All other bargaining unit employees will be evaluated by February 28, 2019 for the performance during calendar year 2018. 13.2 An evaluator will complete an evaluation and will meet with the bargaining unit member during working hours (no later than one (1) hour prior to the end of the bargaining unit member’s shift) to review 13.3 The bargaining unit member shall receive and sign the evaluation form electronically after all comments, remarks and changes have been employed noted. The bargaining unit member's electronic signature certifies that he/she has reviewed the evaluation, but does not necessarily indicate agreement with VUSD for at least it. The University will provide the bargaining unit member with a copy of the evaluation within ten (10) years and whose previous working days of the review. If an employee’s evaluation rated declines twenty-five percent (25%) or more, a mandatory meeting shall be required with the employee as meeting Chief Human Resources Officer or exceeding standardshis/her designee. 13.4 A bargaining unit member who believes that the procedural requirements of this article have not been met, or who believes that the information upon which an evaluation was based was improper (i.e., erroneous, incomplete, untimely, or irrelevant), may be evaluated at least every five file a grievance under the provisions of Article 9 (5) years“Grievance Procedure”). If the adjustment of the grievance includes a determination that the evaluation was procedurally flawed or based upon improper information, if the administrative evaluator University will remove the evaluation from the employee's personnel file and certificated employee being evaluated agreewill not rely on it for any future personnel action. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations University will direct that are currently in effect shall a new evaluation be maintained by the District until the completed. If a bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation member disagrees with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half judgment of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporaryevaluator, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements 1) so note on the evaluation form; 2) so note, with comments in the "Employee's Comments" section of the standards are not applicable (NAform; and/or 3) forward to the employee’s assignment and may mark them NA at that timeChief Human Resources Officer or his/her designee within thirty (30) days following the insertion of the evaluation into the personnel file, a written statement expressing disagreement with the evaluation. Comments forwarded to the Chief Human Resources Officer under this provision will be appended to the evaluation form in the personnel file. 213.5 Within three (3) months following the execution of this Agreement the Chief Human Resources Officer and the Union President will each appoint three (3) individuals to serve on a performance evaluation committee. The purpose of this committee will be to review other performance evaluation forms and to recommend a form or forms that a majority of the committee members believe would be an improvement over the performance evaluation form currently in use. If there is disagreement about which the Chief Human Resources Officer and the Union President agree with the recommendation of the elements is not applicable (NA)committee, the parties may invite University and the Assistant Superintendent Union will enter into a memorandum of Certificated Human Resources understanding to assist in resolving replace Appendix D with the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluatorrecommended form or forms.

Evaluations. A. District management shall direct 9.01 In order to maintain and improve the quality of instruction and provide some documentation for action on the contract status of teachers, an evaluation of all permanent professional growth and teaching service shall be used. All bargaining unit members no less than once every two years meeting the statutory definition of teacher or school counselor pursuant to the Ohio Revised Code shall be evaluated in accordance with the Ohio Revised Code, the Board adopted evaluation policy and probationary bargaining unit members no less than twice per yearany memoranda of understanding entered into by the parties. All such amendments to the evaluation policy shall be discussed with the OTES Committee who will subsequently make a recommendation to the Superintendent for Board approval. Bargaining unit members who have been employed do not meet the statutory definition of teacher shall be evaluated according to this Article. Those members shall be observed and evaluated using the same timelines and frequency for OTES teachers as set forth in the Board adopted evaluation policy and any memoranda of understanding entered into by the parties. Regardless of the evaluation process utilized, if a bargaining unit member’s absence(s) effectively prevent the evaluator from observing and/or evaluating in accordance with VUSD the timelines required by the evaluation procedure, the Board shall not be required to perform the evaluations required by this section. The Board shall decide to renew or non-renew the member utilizing the observations/evaluations which were completed prior to the teacher’s absence, evaluations/observations from prior years if available, and other performance related information and/or material. It is agreed that any complaints regarding violations of either this Article or the Board adopted evaluation policy shall be subject solely to the grievance procedure contained in this Agreement and shall supersede and replace conflicting provisions of any evaluation requirements of Ohio Revised Code Section 3319.11 with which this provision is in conflict. 9.02 All statutorily permitted District administrators may perform evaluations. The principal will make a contract recommendation to the Superintendent. The Superintendent, in turn, shall make a contract recommendation to the Board. The information resulting from the evaluation must be considered by the principal in making his/her judgment. 9.03 The principal shall inform a teacher scheduled for at least evaluation by September 15 of the year in which the evaluation will take place. Notification shall be in writing. The principal shall notify the teacher of the tentative dates the principal intends to observe the teacher. It is understood that these dates may be changed. Classroom evaluations shall be only one part of what is used to determine whether or not a teacher is satisfactorily meeting specific job performance criteria, duties and responsibilities. 9.04 A post-observation conference will be held within ten (10) years school days after each evaluation observation so the principal may discuss the observation and whose previous present constructive criticism of the teacher or the methodologies. At the post- observation conference, the directives of the principal shall be in writing stating the deficient area(s) and corrective measures to alleviate the area(s). The written evaluation rated shall be signed by both parties and a copy provided for the employee as meeting teacher. The teacher's signature indicates only that he/she has seen the evaluation. The teacher should feel free to include or exceeding standardsattach additional written statements by June 1. Upon receipt of the written statement the principal shall sign acknowledging receipt only. 9.05 If a teacher is evaluated without adherence to the above prerequisites, may he/she shall be evaluated at least every five (5) yearsentitled to have the evaluation and any attachments thereto removed from his/her file, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee so determined by an arbitrator in accordance with a properly filed grievance under Article 13.03 or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained if mutually agreed to by the District until the bargaining unit negotiates Superintendent, NLFT and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementteacher. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. ‌ 13.1 Bargaining unit members who shall have been employed with VUSD for their progress reviewed once during the first half of the probationary period and their performance rated or evaluated once during the first half of the probationary period, once during prior to the second half end of the probationary period, and at least ten once every year thereafter during the month of January to evaluate the previous calendar year’s performance. The deadline for completion of the evaluation process and form shall be no later than February 28 the first week of March of each year. Failure of Management to comply with this provision shall not have a negative impact on any bargaining unit member. If a bargaining unit member has experienced a change in supervision or has accepted a position that is non-probationary within one (101) years month of the evaluation date, the evaluation will be converted to a calendar year and whose previous an on-line process with the evaluation rated form and job descriptions available in the employee as meeting or exceeding standardssystem for the benefit of both supervisor and bargaining unit member. The parties may mutually agree to modify the above mentioned timeline. Effective January 1, may 2019, tThe performance evaluation process will be converted to a calendar year and is an on-line process with the evaluation form and job descriptions available in the system for the benefit of both supervisor and bargaining unit member. The form to be used for evaluations appears in Appendix D. To facilitate the transition to the calendar year evaluation period those bargaining unit employees with anniversary dates during the last quarter of 2018 (October 1 through December 31) will not need to be reevaluated in January, 2019. All other bargaining unit employees will be evaluated at least every five (5) yearsby February 28, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))2019, for their performance during calendar year 2018. B. The written procedures for evaluations that are currently in effect shall be maintained by the District until 13.2 An evaluator will complete an evaluation and will meet with the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator member during working hours (no later than October 1st of each school year. Such notice will contain a brief explanation as one (1) hour prior to the procedures for evaluations 4. One-half end of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members member’s shift) to be evaluated will be held by October 31review and discuss the evaluation. The purpose of the pre-conference this meeting is to review answer questions concerning the Standards for Bargaining Unit Members assignment evaluation, to clarify it, and to determine provide such information as is available and relevant to the evaluation. The bargaining unit member shall have an opportunity to review all document(s) utilized in preparing the evaluation. Upon written request, aA record of omission shall be included in each bargaining unit member’s official personnel file and each evaluator’s personnel file and copied to the appropriate reporting channels when the process has not been completed when due. 13.3 The bargaining unit member shall receive and sign acknowledge the evaluation focusform electronically after all comments, remarks and changes have been noted. At The bargaining unit member’s electronic signature acknowledgement certifies that time theyhe/she haves reviewed the evaluator evaluation, but does not necessarily indicate agreement with it. If an employee’s evaluation is rated overall, “Below Minimum” declines twenty-five percent (25%) or more, a mandatory meeting shall may be required with the Chief Human Resources Officer or theirhis/her designee. 13.4 A bargaining unit member who believes that the procedural requirements of this article have not been met, or who believes that the information upon which an evaluation was based was improper (i.e., erroneous, incomplete, untimely, or irrelevant), may file a grievance under the provisions of Article 9 (“Grievance Procedure”). If the adjustment of the grievance includes a determination that the evaluation was procedurally flawed or based upon improper information, the University will note such on the electronic copy of the evaluation and will not rely on it for any future personnel action. The University will direct that a new evaluation be completed. If a bargaining unit member disagrees with the judgment of the evaluator, the bargaining unit member may agree that some elements 1) so note on the evaluation form; 2) so note, with comments in the "Employee's Comments" section of the standards are not applicable (NAevaluation.form; and/or 3) forward to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which Chief Human Resources Officer or his/her designee within thirty (30) days following the insertion of the elements is not applicable (NA)evaluation into the personnel file, a written statement expressing disagreement with the parties may invite evaluation. Comments forwarded to the Assistant Superintendent of Certificated Chief Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives Officer under this provision will be appended to the unit member and evaluatorevaluation form in the personnel file.

Evaluations. A. 5.1 The evaluation procedure is intended to promote successful teacher performance and to increase teaching skills of unit members. This article does not prohibit other communications regarding performance and compliance with job duties. 5.2 Within thirty (30) working days following the beginning of the teaching year, a conference will be held, between the evaluator and his/her designee and the unit member being evaluated. This meeting shall include the establishment of mutually agreed strategies, objectives related to student progress; the unit member will also be informed that he/she shall be evaluated upon instructional techniques and strategies used by the employee, the employee’s adherence to curricular objectives, the maintenance of a suitable learning environment and the performance of non-instructional responsibilities exclusive of voluntary assignments for which the District management shall direct provides no monetary compensation. In addition to discussion of the evaluation standards and criteria, the evaluator shall consider any mitigating circumstances which may impair the achievement of objectives which have been brought to the attention of the evaluator by the evaluatee. Such mitigating circumstances may, at any time, be reduced to writing by the evaluatee and attached to the “Performance Objective” form. If the unit member has been involuntarily transferred or reassigned or has voluntarily been transferred or reassigned at the request of the District, for the current year, then in preparing the evaluation criteria, the evaluator shall take into consideration the burden, if any, of developing new skills and instructional materials, provided the unit member has presented such considerations about the new assignment to the evaluator. 5.2.1 Disagreements on objectives may be appealed by the unit member to the Superintendent (or designee) by informing the evaluator at the time of the conference. 5.2.2 Tenured unit members not currently on an Assistance Plan may elect to participate in a non-traditional evaluation process for tenured faculty. Procedures and forms are included in the Guide to Performance Evaluation for Teachers. Unit members and administrators agreeing to an alternate strategy will be exempt from the deadlines set forth in this Article. 5.3 For those members choosing the traditional evaluation process: prior to the final evaluation conference, the evaluator will make a formal observation of the classes of probationary unit members at least two times, but not more than an average of once per week for each school semester. The evaluator will observe the classes of all permanent unit members at least once during the evaluation-year, but not more than an average of once per week for each school semester. Within five (5) working days after each observation, the evaluator will discuss the observation with the employee being evaluated and complete the classroom observation form. 5.3.1 For those choosing the non-traditional evaluation process for tenured faculty, the observation conference is not required as indicated by 5.3. 5.4 Discussions following classroom observations shall take place within five (5) days of the Observation and shall include a review of the objectives established at the beginning of the school year and the degree of achievement of the planned objectives. 5.5 The classroom observation form shall be signed by both the unit member and evaluator. One copy is to be given to each. 5.6 By December 1, the evaluator will meet with each probationary unit member in a preliminary evaluation conference. The unit member and the evaluator will review the preliminary evaluation, which is to be dated and signed by both parties. One copy shall be retained by the unit member. 5.7 By May 1, the evaluator will meet with each probationary and each permanent unit member in the final evaluation conference. The unit member and the evaluator shall review the evaluation, which is to be dated and signed by both parties. One complete set of signed evaluation forms shall be sent to the Superintendent’s office for placement in the unit member’s personnel file. One copy shall be retained by the unit member. 5.8 First-year probationary unit members will be supervised and expected to consult with their principal and other resource personnel in areas where improvement in performance may be desired. All first-year probationary unit members will be provided with a copy of the criteria and procedures used in the evaluation process. 5.9 Second-year probationary unit members shall receive a final Teacher Performance Evaluation and Narrative Report in the second year by March 15. 5.10 Discussions regarding performance will refer to the criteria of evaluation, including commendation for success in subject areas, efficient usage of educational materials, effective methods of teaching and progress toward the achievement of planned objectives, as well as suggestions for improvement, if necessary in these and other areas. 5.11 No negative assessments shall be included in the final evaluation unless they have been previously discussed with the evaluatee, or an opportunity for discussion was provided. 5.12 Evaluations are a record of employee performance and are confidential. A unit member may review his/her evaluations in the personnel file by so requesting. Evaluations on file are limited to review by only those persons in the District identified as having a need to know. 5.13 Once a unit member’s evaluation form has been dated, signed by both parties, and placed into the personnel file, any additions or deletions to that evaluation must also be dated and signed by the administrator making the change and the unit member. 5.14 This formal evaluation procedure shall occur at least annually for non-permanent bargaining unit members. Permanent bargaining unit members no less than once shall be evaluated at least every two other year. This evaluation period may be extended upon the request of the bargaining unit member of the evaluator from year to year up to a maximum of five (5) years with the mutual consent of the site administrator and probationary bargaining unit member. To qualify for extension consideration, bargaining unit members no less than twice per year. Bargaining unit members who must have been employed with VUSD the district for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if have permanent status, be highly qualified as defined in 20 U.S.C. Section 7801, and have received a rating that meets or exceeds standards on the administrative evaluator and certificated employee being evaluated agreemost recent evaluation. The certificated employee In the event that mutual consent cannot be achieved, then the superintendent or designee shall determine whether the administrative evaluator may withdraw consent of this agreement at any evaluation period is to be extended. Any decision to not extend the time (EC 44664 (a) (3)). B. The written procedures period for evaluations that are currently in effect shall be maintained by the District until the evaluation to a qualified bargaining unit negotiates and ratifies member shall be, upon request, discussed with the unit member. Administrators new procedures. The present procedures are in Appendix A. They include: 1. The evaluator to the site shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those evaluate permanent bargaining unit members who are regularly scheduled at least once within the first two (2) years of the administrator’s assignment at the site. Written requests for exceptions to this rule may be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as directed to the procedures for evaluations 4. One-half Executive Director of the permanent staff will be formally evaluated each yearHuman Resources. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. 5.15 The purpose signature of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluatoron the evaluation form or the observation form does not necessarily indicate agreement with the content. These forms will provide space for unit-member comments. New forms will not be used unless the Association has had an opportunity to consult with the District.

Evaluations. A. District management shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include:NUMBER OF EVALUATIONS 1. The evaluator All non-tenured teachers shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementevaluated not less than three (3) times during their contract year. 2. Bargaining unit members may utilize peer review in lieu All other non-tenured employees shall be evaluated not less than two (2) times during their contract year. a) Non-tenured employees who have been present less than a full school year shall be observed on a pro-rated basis of management evaluation with principal approvalthe applicable number of evaluations. 3. Those bargaining unit members who are regularly scheduled All tenured teachers shall be evaluated not less than two (2) times during their contract year. 4. All paraprofessionals shall be evaluated not less than one (1) time during their contract year. 5. All tenured secretaries/clerks shall be evaluated annually. 6. Evaluations required for the consideration of non-tenured employee's contract renewal shall be completed at least fifteen (15) calendar days prior to the date set for the notification of non-renewal of contracts for non-tenured teaching staff as provided by statute 18A:27-10. B. PROCEDURE FOR EVALUATIONS 1. Evaluations for teaching personnel shall be based on at least one observation of one full class period. 2. Evaluation for Paraprofessionals shall be based on observation of one class period or portion thereof as determined by the supervisor. 3. Evaluations for non-classroom personnel shall be for a period of time or method (i.e., evaluation of completed work) determined by the Supervisor. 4. All evaluation procedures (observation, review of work, etc.) shall be done openly with the full knowledge of the person being evaluated. 5. An evaluator can evaluate only one person at a time. The Supervisor shall give prior notice to personnel being observed in a team-teaching situation which portion of the period she/he will be observed as an individual. C. OBSERVATION / EVALUATION CONFERENCE 1. An employee to be evaluated will be notified by given a copy of the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as evaluation report prior to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timeconference. 2. If there is disagreement about which Evaluation conference shall occur within ten (10) working days of the elements is not applicable (NA)observation. 3. Conferences shall occur within the school day. 4. No employee shall be required to sign a blank or incomplete evaluation form. 5. There shall be no requirement for an employee to complete a self- evaluation form. Such a form may be completed voluntarily; however, the parties may invite the Assistant Superintendent results shall not be used as a part of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluatoran evaluation report.

Evaluations. A. District management shall direct the The purpose of an evaluation of all permanent bargaining unit members no less than once every two years is to improve employee performance, recognize individual strengths and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))provide constructive feedback. B. The written procedures for All evaluations that are currently in effect shall be maintained by consistent for each classification throughout the District until and be in conformance with the bargaining unit negotiates contract and ratifies new procedures. The present procedures are written on the forms located in Appendix A. They include: 1B of this Agreement. The evaluator shall It is agreed that performance evaluations will not be an immediate supervisor or any other management or supervisory employee, who is designated by District managementused as a form of discipline. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff C. All probationary employees will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1during the first 90 days of employment. A pre-conference for All other bargaining unit members to will be evaluated will once every three (3) years. More frequent evaluations may be held requested by October 31. The purpose the immediate supervisor subject to approval by the Superintendent if considered necessary with rationale and documentation sent in writing to the Superintendent, bargaining unit member and the Association. D. At the beginning of the pre-conference is to review evaluation process the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and immediate supervisor shall meet with the bargaining unit member may agree that some elements to share and discuss the evaluation instrument and establish timelines for observations. All monitoring or observation shall be conducted in person and with the full knowledge of the standards are employee. When appropriate, the supervisor may solicit input from the classroom teacher to whose classroom an assistant is assigned, but the classroom teacher shall not applicable (NA) be responsible for doing the evaluation. E. Within 10 working days after the observation, if the supervisor identifies any area as needing improvement, the supervisor shall set forth in writing and discuss with the bargaining unit member the reasons and identify the ways in which the bargaining unit member is to improve, including any support/assistance to be provided by the supervisor. F. The final evaluation shall be reduced to writing and a copy given to the employee’s assignment and may mark them NA at that time. 2bargaining unit member within 10 working days of the completion of the last observation. If there is disagreement about which of the elements is not applicable (NA)final evaluation includes any areas marked as needing improvement, the parties ways in which the bargaining unit member is to improve as well as support and assistance to be provided by the supervisor shall also be included in the final evaluation. All evaluations must be completed no later than May 31 except evaluations for custodians which will be completed no later than June 30. If the bargaining unit member disagrees with the evaluation, he/she may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent submit a written response which shall recommend alternatives be attached to the unit member and evaluatorevaluation in the personnel file within thirty (30) days .

Evaluations. A. District management An employee shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) yearsonce a year and given a personal interview with the immediate supervisor responsible for the evaluation, if providing that the immediate supervisor holds administrative evaluator and certificated employee being evaluated agreeclassification. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))Evaluations shall be done in a private setting. B. The No written procedures for evaluations that are currently in effect evaluation shall be maintained placed in an employee’s personnel file unless the employee has been given a copy and provided an opportunity to submit a rebuttal statement. The rebuttal statement must be submitted within fifteen (15) working days of the receipt of his copy of the evaluation. The rebuttal statement shall be forwarded by the District until employee to the bargaining unit negotiates Chief Human Resource Officer. C. No evaluation shall be placed in an employee’s personnel file unless the employee has signed the document and ratifies new proceduresreceived a copy thereof. The present signature indicates only that the employee has had the opportunity to read and has received a copy of the evaluation. D. Employees who receive an unsatisfactory rating on part of their evaluation will receive a written description of their deficiencies with suggested remedies. All employees shall receive an evaluation no later than seventy-five (75) calendar days prior to the end of the school term. E. Although a formal evaluation is conducted only once a year, the management representative will advise the employee of any deficiencies in his/her work performance, give time for improvement, and suggest remedies for improved performance using the District’s Improvement Plan form #149A. Employees will only be evaluated on their job performance. F. All personnel shall be fully informed of the criteria and procedures are associated with the evaluating process before evaluating takes place. X. In the event that an employee holding regular status pursuant to Article 4.N. is not performing his/her duties in Appendix A. They include: 1a satisfactory manner, the evaluator shall notify the employee in writing using the District’s Improvement Plan form #149A of such determination and describe such unsatisfactory performance. The evaluator shall be an immediate supervisor or any other management or supervisory thereafter confer with the employee, who is designated by District management.make recommendations with respect to specific areas of unsatisfactory performance and provide assistance in helping to correct such difficulties within a reasonable prescribed period of time, prior to evaluation, using the District’s Improvement Plan form #149A. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who H. The parties agree that individual employee evaluations are regularly scheduled not to be evaluated will be notified by the evaluator no later than October 1st of each school yearsubstituted for discipline. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA)However, the parties may invite understand that evaluations are necessarily considered by the Assistant Superintendent management representative when an employee must be disciplined for continuous substandard performance. I. The Board shall determine the format and structure of Certificated Human Resources to assist in resolving the differencesevaluation document. The Assistant Superintendent shall recommend alternatives Board agrees that its supervisors will be trained in the utilization of the evaluation document and that it will encourage supervisors to see that the document is utilized in a uniform manner throughout the system. J. The Board and Union agree to the unit member formation of a committee to study evaluation procedures. The committee shall be composed of six persons, three selected from the administration and evaluator.three selected by the Union

Evaluations. A. District 1. Between June 15 and August 31, each administrator/supervisor will meet with their evaluators to discuss management objectives. 2. Each October non-tenured administrators will have an evaluation conference with their evaluator. 3. Each December the evaluator and administrator/supervisor will meet to review management and objective status and overall performance using the job description as a guide. 4. All non-tenured administrators will receive a written mid-year evaluation, while tenured administrators may receive one. 5. By May 15, each administrator/supervisor will prepare a self- assessment of their progress in meeting management objectives and job performance criteria. 6. From May 15 to May 30 evaluators and administrators/supervisors will meet to review the self-assessment. A written year-end evaluation will be provided by June 30. 7. The Association member shall direct be given a copy of an evaluation report prepared by his/her evaluator at least one day before any conference to discuss the evaluation report. In the event that the administrator evaluated feels it desirable to bring to the Superintendent or Board of Education factors of disagreement or additional information in the evaluation, he/she may request a meeting with the Superintendent or Board. In the event of such a request, the meeting shall be held within three (3) weeks of the date of such a request. This procedure will not be used as an informal grievance procedure. In the event that the administrator evaluated does not wish to meet with the Superintendent or Board, he/she shall have the right to attach a written addendum to the evaluation. 8. Any complaint regarding a member of this Association made to any member of the Board or to any member of the central administration by any parent, student, teacher or other person and which may be used in the evaluation of that member shall be: a. Referred, in writing, to that Association member b. Then promptly investigated 9. Be entitled to the following procedures if any or all permanent bargaining unit members no less of the total salary increase is withheld: a. More evaluations than once every two years the minimum required in their contract be a matter of record. b. When a deficiency or problem of job performance is of such a nature to be consideration for a recommendation of withholding increases, the Superintendent shall: 1. Inform the Administrator in writing. 2. Meet and probationary bargaining unit members no less than twice per yearconsult with the Administrator and give advice and help to correct the problem. 3. Bargaining unit members who have been employed with VUSD for at least Notify the Administrator prior to making such recommendations to the Board. 4. The Administrator shall be given ten (10) years and whose previous evaluation rated days to exercise an option of writing to the employee as meeting Board or exceeding standards, may be evaluated at least every five (5) years, if appearing before the administrative evaluator and certificated employee being evaluated agreeBoard prior to the Board’s action concerning the Superintendent’s recommendation. The certificated employee or Board’s decision shall be rendered in written form to the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))Administrator involved immediately after it is made. B. 5. The written procedures for evaluations that are currently intent of all actions in effect this matter shall be maintained by the District until the bargaining unit negotiates to improve job performance and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall not be an immediate supervisor constituted as punishment or any other management or supervisory employee, who is designated by District managementof a personal nature. 2. Bargaining unit members may utilize peer review c. Any Administrator having part or all of his salary increase withheld, shall have an opportunity to better his performance and shall, for the year following the year in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly which the amount was withheld, be eligible for the full salary increase scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each that year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management It is agreed that at the end of 12 months, a thorough discussion to include all employees (if necessary) will take place to review the effectiveness or otherwise of the Continuous Improvement Committee. The provisions of this agreement will apply where the company terminates the employment of an employee because the company no longer requires the job which the employee has been doing or has been done by any person with the exception of: termination of employment arising from the ordinary and customary turnover of labour; and transmission of business or part of a business. This redundancy agreement applies to employees covered under the (Furnishing Industry National Award). Casual or temporary employees; (except as noted in 1(d) below ) Probationary employees; Apprentices; and Independent contractors." This redundancy agreement shall direct not apply where an employee’s employment is terminated due to: Resignation; Dismissal due to conduct, capacity or performance; Abandonment of employment; Expiration of a fixed term contract, or completion of a specified project/task or tasks; Death; and Ill Health The parties agree to adopt the evaluation method of all permanent bargaining unit members no less than once every two years selection for redundancy to the following arrangements: (a) The Company shall advise employee/s of the number of positions deemed redundant and probationary bargaining unit members no less than twice per year. Bargaining unit members shall offer voluntary redundancy. (b) After assessment of the numbers, classification and skills of those employees who volunteer, the Company may offer such volunteers redundancy but reserves the right to refuse redundancy to any employee whose retrenchment would be detrimental to the interest of the business. (c) If, having undertaken steps (a) and (b), the Company has not identified an adequate number of suitable voluntary redundancies to meeting the needs of the business, the Company may then select employees for involuntary redundancy, having regard to the relative skills, classifications and abilities of individual employees (d) Employees who have been employed engaged on a temporary, casual or short term basis, and have been advised of such arrangements at the time of employment will not come under the terms of this agreement, however, a casual employee with VUSD for at least ten 12 months continuous service will be eligible to the same entitlement as a permanent employee. (10e) years and whose previous evaluation rated Any employee who finds an alternate position during the employee as meeting Notice of Termination period may, with the consent of the Company, terminate, his or exceeding standardsher employment prior to the expiry of the period of notice, may be evaluated at least every five (5) years, if without forfeiting the administrative evaluator and certificated employee being evaluated agreeentitlement to redundancy compensation. The certificated employee or the administrative evaluator may withdraw employer’s consent in such circumstances will not be unreasonably withheld. (f) The provisions of this agreement at any time (EC 44664 (a) (3))will not apply to employees who are dismissed for reasons other than redundancy or those employees who terminate of their accord. B. (g) The written procedures for evaluations that are currently Company’s need to maintain an efficient workforce and an efficient operation must be taken into consideration in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu selection & classification of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled employee to be evaluated will be notified by made redundant in consultation with the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each yearemployee consultative committee. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall evaluation form will at a minimum indicate areas of performance review and may include criteria to be an immediate supervisor or any applied in the review of performance in these areas. Job duties, responsibilities and other management or supervisory matters relating to the employee, who is designated by District management’s work performance will be the exclusive guidelines for the development of a form and the areas of performance review. 2. Bargaining unit members may utilize peer Using this form and the areas of review indicated on the form, supervisors will review the performance of employees for their work in lieu each fiscal year. All employees will be evaluated in writing on an annual basis as to their performance. Normally, these evaluations will be completed between April 1 and June 30 of management evaluation with principal approvaleach year. If the meeting between the employee and the supervisor referred to in Section 3 below is not held until after June 30, then the employee will nevertheless receive the performance increase in pay effective July 1 provided for in Section 8 below. 3. Those bargaining unit members The employee and the supervisor who are regularly scheduled performs the evaluation will meet to be evaluated discuss the evaluation when it is completed. The supervisor who performs the evaluation will give the employee a copy of the evaluation at least 48 hours prior to such a meeting. The employee will sign any such evaluation indicating receipt of the document and not necessarily agreement with its contents. After such a meeting, the supervisor may or may not choose to modify the original evaluation. If the evaluation is modified, the employee will be notified given the revised evaluation and will sign such evaluation, again indicating receipt of the document and not necessarily agreement with its contents. Once the evaluation is finalized, the supervisor will also sign the evaluation. The employee may also attach any written comments which he or she wishes to make to the final evaluation. Any prior draft evaluations will be destroyed. The signed evaluation, along with any written comments by the evaluator no later than October 1st employee, will then be reviewed by the next level of each school yearmanagement. Such notice manager, following review, will contain a brief explanation as sign the final evaluation and it will be placed in the employee’s personnel file. If the manager wishes to make any changes, the procedures for evaluationsemployee will sign the revised evaluation indicating receipt of the document and not necessarily agreement with its contents prior to it being placed in the employee’s file. The employee shall have the right to attach any written comments he or she may wish to make in regard to any such revised evaluation by the manager. 4. One-half If the employee receives an overall evaluation of Unsatisfactory, then he or she must have been advised of his or her deficiencies in writing at least once during the permanent staff will be formally evaluated each review year. a. Pre-Conference Guidelines (5. To the extent that the evaluation form has a general comment section or comment sections for Temporaryeach rating area, Probationary and Permanent Bargaining Unit Members) 1to the extent a supervisor or manager has entered negative comments about an employee in such sections, an employee may request that such comments be excised from the evaluation two years from the date the evaluation became final. A pre-conference for bargaining unit members to be evaluated This request will be held by October 31granted provided there has been no additional negative commentary in the relevant subject area about the employee during that two year period. This right does not extend to removal of the actual rating of the employee on a particular rating area or the overall rating. 6. The purpose use of these annual evaluations shall not in any way preclude the issuance of disciplinary actions, written reprimands or commendations or other written commentary which may impact on an employee’s performance at other times during the year. 7. Evaluations shall not be subject to the grievance procedure or otherwise be a source for a grievance, unless there is a violation of procedure. Overall evaluations of Unsatisfactory, however, shall be fully grievable. 8. In addition to the increases listed in Article 28, an employee who receives at least a Satisfactory evaluation for each contract year of this Agreement will receive an additional increase to the base annual salary for the corresponding fiscal year effective on July 1 of each year. The annual increase amount will be calculated based upon the service requirement schedule listed below. An employee who leaves VSC service and subsequently returns to VSC service shall be credited with 50% of the pre-conference is prior service toward the years in service calculation. The employee will receive a written accounting either on the paycheck or by some other means as to review how the Standards for Bargaining Unit Members assignment and to determine the evaluation focusincreases were applied. At that time the evaluator and the bargaining unit member may agree that some elements The increases will take effect on July 1 of the standards are not applicable (NA) year in question but will be processed prior to the employee’s assignment and may mark them NA at that time. 2across the board increases which are otherwise provided in those fiscal years. If there is disagreement about which Once the performance rate increase has been calculated, then the across the board raise will be applied on top of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources new rate. YEARS OF SERVICE ANNUAL INCREASE 5 months to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives < 5 years 1.00% 5 to the unit member < 10 years 1.25% 10 to < 15 years 1.50% 15 to < 20 years 1.75% 20 years and evaluator.above 2.00%

Evaluations. A. District management a. Evaluation is the careful, systematic appraisal of employee work performance by the supervisor. This provides a basis for employee counseling and assistance, promotes greater work efficiency, and improves employee morale. b. All evaluations of an employee shall be performed at least annually and shall be based upon direct observation of work performance. Performance shall be assumed to be satisfactory if an annual evaluation is not provided to the employee. c. All observations shall be conducted openly and with full knowledge of the employee. All evaluations shall be reduced to writing and signed by the principal, central office administrator, or director who is qualified and formally responsible for coordinating/supervising the program, school or department. d. A copy of the draft evaluation of all permanent bargaining unit members shall be given to the employee no less than once every two years 24 hours prior to a supervisor/employee conference on this matter. The draft evaluation shall cover all areas of the final evaluation, but may be subject to modification as a result of the evaluation conference. e. An evaluation conference shall be held no later than June 15 to discuss the draft evaluation. The employee may bring notes, examples, artifacts, and probationary bargaining unit members no less than twice per yearother data to make his/her case for modifications to the draft evaluation. Bargaining unit members who have been employed If modifications result from the supervisor/employee conference on this matter, then the supervisor will provide the employee with VUSD for at least the final, revised evaluation within ten (10) years and whose previous evaluation rated workdays of the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))associated conference/meeting. B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates f. In order to promote fairness and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employeecontinuous self-improvement, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated employees will be notified by as soon as possible of areas of concern in performance and will be afforded the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as opportunity for improvement. g. If the employee does not agree with the evaluation he/she shall have the opportunity to make written comments which shall be attached to the procedures evaluation and placed in his/her personnel file. h. Should an employee’s performance be rated as less than satisfactory overall, the supervisor shall meet with the employee within thirty (30) days after the evaluation to discuss a proposed plan of assistance for evaluationsimprovement. In developing the plan of assistance and timelines the employee shall have the right to CEASMC representation and both the supervisor and employee shall provide input. The supervisor shall ensure subsequent counseling and assistance as defined in the final plan of assistance. i. The plan of assistance shall include the following. 1) Statement of problem(s) or concern(s) related to areas of unsatisfactory performance 2) Desired improvement including specific, measurable criteria 3) Suggestions for improvement 4. One-half ) Provisions for assisting the employee including responsible parties and associated timelines (such as peer coaching, additional training, assignment of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (a mentor, opportunities for Temporaryvisitation, Probationary and Permanent Bargaining Unit Membersmodeling/demonstration) 1. A pre-conference 5) Timeline and criteria for bargaining unit members to be evaluated will be held by October 31. The purpose monitoring employee’s future performance including an end or reevaluation date for the plan of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator assistance 6) Signatures of site administrator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management Annual merit increases are to be awarded solely on the basis of performance in teaching, research/scholarship/creative activity and service. Performance shall direct be evaluated annually by the unit head (department chairperson, director or xxxx in units where there is no chairperson or director). The evaluation shall not be delegated to anyone else. The unit head shall consider in his or her evaluation all evidence submitted by a faculty member. Anonymous or confidential information shall not be used to evaluate a faculty member without that faculty member having had the opportunity to respond to the substance of the information before the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearis complete. Bargaining unit members who The annual evaluation shall be based on criteria that have been employed developed by the unit head and clearly communicated to faculty members in advance of the period covered by the evaluation. These criteria must be consistent with VUSD the workload plans developed in accordance with Article 11.9 of this Agreement. Each faculty member will be evaluated in each area of her/his assigned workload. An overall evaluation score shall be developed for at least ten each faculty member that reflects the percentage effort assigned in each area. Consistent with established University policy the unit head shall meet with the faculty member to review the annual evaluation and shall communicate to each faculty member the basis for the evaluation. Once the appropriately weighted evaluation has been completed, it shall be used to determine the merit pay allocation according to the approved merit pay policy (10metric) years and whose previous evaluation rated of the employee as meeting or exceeding standards, unit. Changes in the merit pay policy may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement initiated at any time by the unit head or by a majority of the unit faculty. In all cases of proposed changes, there must be consultation between the unit head and the faculty. The modified policy must be ratified by the faculty at a duly called faculty meeting. Following ratification, the revised statements will be submitted to the college xxxx for approval. The college xxxx shall act on the revised statements within two months of the submission. If approval is not granted, the xxxx shall indicate the changes needed and the department shall have one month to submit its modified statement. This process shall continue until approval is secured. Merit increases shall not be approved for any unit that does not have an approved merit allocation statement and associated metric. Approved merit allocation 2010: 2011: 2012: statements and associated metrics of academic units may be found at xxxx://xxx.xxxx.xxx/xxxxxxx/documents.html. Upon the request of the faculty member, the chair or xxxx shall review information demonstrating the correspondence between merit pay and the faculty member’s departmental or comparable unit’s evaluation ratings within that unit in order to demonstrate consistency between merit pay and the annual evaluation to the faculty member. Anonymous or confidential information shall not be used to evaluate a faculty member without that faculty member having had the opportunity to respond to the substance of such information before the evaluation is completed. Merit increases are to be awarded solely on the basis of performance in teaching, research/scholarship/creative activity and service (EC 44664 (a) (3)as referenced in Articles 11.3 and 11.5). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management a. Evaluation is the careful, systematic appraisal of employee work performance by the supervisor. This provides a basis for employee counseling and assistance, promotes greater work efficiency, and improves employee morale. b. All evaluations of an employee shall be performed at least annually and shall be based upon direct observation of work performance. Performance shall be assumed to be satisfactory if an annual evaluation is not provided to the employee. c. All observations shall be conducted openly and with full knowledge of the employee. All evaluations shall be reduced to writing and signed by the principal, central office administrator, or director who is qualified and formally responsible for coordinating/supervising the program, school or department. d. A copy of the draft evaluation of all permanent bargaining unit members shall be given to the employee no less than once every two years 24 hours prior to a supervisor/employee conference on this matter. The draft evaluation shall cover all areas of the final evaluation, but may be subject to modification as a result of the evaluation conference. e. An evaluation conference shall be held no later than June 15 to discuss the draft evaluation. The employee may bring notes, examples, artifacts, and probationary bargaining unit members no less than twice per yearother data to make his/her case for modifications to the draft evaluation. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated If modifications result from the supervisor/employee conference on this matter, then the supervisor will provide the employee as meeting or exceeding standardswith the final, may be evaluated at least every five (5) years, if revised evaluation within ten workdays of the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))associated conference/meeting. B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates f. In order to promote fairness and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employeecontinuous self-improvement, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated employees will be notified by as soon as possible of areas of concern in performance and will be afforded the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as opportunity for improvement. g. If the employee does not agree with the evaluation he/she shall have the opportunity to make written comments which shall be attached to the procedures evaluation and placed in his/her personnel file. h. Should an employee’s performance be rated as less than satisfactory overall, the supervisor shall meet with the employee within 30 days after the evaluation to discuss a proposed plan of assistance for evaluationsimprovement. In developing the plan of assistance and timelines the employee shall have the right to CEASMC representation and both the supervisor and employee shall provide input. The supervisor shall ensure subsequent counseling and assistance as defined in the final plan of assistance. i. The plan of assistance shall include the following. 1) Statement of problem(s) or concern(s) related to areas of unsatisfactory performance 2) Desired improvement including specific, measurable criteria 3) Suggestions for improvement 4. One-half ) Provisions for assisting the employee including responsible parties and associated timelines (such as peer coaching, additional training, assignment of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (a mentor, opportunities for Temporaryvisitation, Probationary and Permanent Bargaining Unit Membersmodeling/demonstration) 1. A pre-conference 5) Timeline and criteria for bargaining unit members to be evaluated will be held by October 31. The purpose monitoring employee’s future performance including an end or reevaluation date for the plan of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator assistance 6) Signatures of site administrator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management Bargaining unit employees shall be evaluated by their immediate supervisor. The evaluation shall be based on direct knowledge and observation by the evaluation evaluator. B. Evaluation of all permanent bargaining unit members no less than once every two years employees shall be scheduled as follows: 1. Probationary employees shall be evaluated at the end of the first, third, and probationary bargaining unit members no less than twice per yearfifth month of employment. Bargaining unit members Assuming service has been satisfactory, the employee shall become a permanent employee at the conclusion of six (6) months of service. 2. Permanent employees who have been employed with VUSD served the district for at least ten (10) 10 years or more and whose previous evaluation rated met standards shall be evaluated once every four (4) years. Permanent employees between years 3 and years 9 will be evaluated every other year. Classified staff in their first or second year will be evaluated annually. Permanent employees in new positions shall be treated as probationary employees pursuant to Board Policy No. 4216, but retrain their years in service once the probationary period is completed. 3. In the event of an unsatisfactory evaluation, the employee as meeting shall be given constructive suggestions for the employee’s improvement and either party may request an additional evaluation(s). The Principal/Director/Designee shall inform the employee of his/her right to Union representation at such a meeting. The Principal/Director/Designee reserves the right to notify staff of an interim evaluation. Staff who receive a “Needs Improvement” or exceeding standards“Unsatisfactory in the Overall Evaluation shall be notified they are subject to an interim evaluation. 4. The evaluation forms shall be signed by the evaluator and the evaluatee. The evaluatee will sign the evaluation form after the evaluation conference. At the time of the evaluation conference, the employee may request that his/her comments be evaluated at least every five attached to the evaluation form; in such instances the attached statement shall be given to the supervisor within five (5) yearsworking days. 5. The evaluation form with attachment, if any, will be filed in the administrative evaluator and certificated employee being evaluated agreeemployee's personnel file. 6. The certificated employee Principal or designee is responsible for the administrative evaluator may withdraw consent evaluations at the school sites and district office. Director of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect Maintenance and Operations shall be maintained by the District until evaluate the bargaining unit negotiates members not assigned to a school site or district office. 7. Custodial and ratifies new proceduresmaintenance staff assigned to work in site teams are under the direct supervision of the Site or District Administrator as defined in their annual assignment notification. The present procedures Administrator is the only person who will evaluate custodial or maintenance site team members. Team members with “Lead” designations are not supervisors and do not conduct evaluations. 8. The Principal/designees and/or Director of Maintenance and Operations shall review the evaluations before they are placed in Appendix A. They includethe personnel files of the employees. C. All evaluations shall be completed using the agreed upon form, and two copies of the original shall be made and distributed as follows: 1. The evaluator shall be an immediate supervisor or any other management or supervisory One copy to the employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approvalOne copy to the District office personnel file. 3. Those bargaining unit members who are regularly scheduled X. XXXX- Schools With Site–based Management may devise their own evaluation procedure to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as submitted to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator Superintendent and the bargaining unit member may agree that some elements of Union President for approval. Once approved by Management and the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA)Union, the parties site may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluatorimplement their own procedure.

Evaluations. A. District management shall direct 9.01 In order to maintain and improve the quality of instruction and provide some documentation for action on the contract status of teachers, an evaluation of all permanent professional growth and teaching service shall be used. All bargaining unit members no less than once every two years meeting the statutory definition of teacher or school counselor pursuant to the Ohio Revised Code shall be evaluated in accordance with the Board adopted evaluation policy and probationary bargaining unit members no less than twice per yearany memoranda of understanding entered into by the parties. Bargaining unit members who have been employed do not meet the statutory definition of teacher shall be evaluated according to this Article. Those members shall be observed and evaluated using the same timelines and frequency for OTES teachers as set forth in the Board adopted evaluation policy and any memoranda of understanding entered into by the parties. Regardless of the evaluation process utilized, if a bargaining unit member’s absence(s) effectively prevents the evaluator from observing and/or evaluating in accordance with VUSD the timelines required by the evaluation procedure, the Board shall not be required to perform the evaluations required by this section. The Board shall decide to renew or non-renew the member utilizing the observations/evaluations which were completed prior to the teacher’s absence, evaluations/observations from prior years if available, and other performance related information and/or material. It is agreed that any complaints regarding violations of either this Article or the Board adopted evaluation policy shall be subject solely to the grievance procedure contained in this Agreement and shall supersede and replace conflicting provisions of any evaluation requirements of Ohio Revised Code Section 3319.11 with which this provision is in conflict. 9.02 All statutorily permitted District administrators may perform evaluations. The principal will make a contract recommendation to the Superintendent. The Superintendent, in turn, shall make a contract recommendation to the Board. The information resulting from the evaluation must be considered by the principal in making his/her judgment. 9.03 The principal shall inform a teacher scheduled for at least evaluation by September 15 of the year in which the evaluation will take place. Notification shall be in writing. The principal shall notify the teacher of the tentative dates the principal intends to observe the teacher. It is understood that these dates may be changed. Classroom evaluations shall be only one part of what is used to determine whether or not a teacher is satisfactorily meeting specific job performance criteria, duties and responsibilities. 9.04 A post-observation conference will be held within ten (10) years school days after each evaluation observation so the principal may discuss the observation and whose previous present constructive criticism of the teacher or the methodologies. At the post- observation conference, the directives of the principal shall be in writing stating the deficient area(s) and corrective measures to alleviate the area(s). The written evaluation rated shall be signed by both parties and a copy provided for the employee as meeting teacher. The teacher's signature indicates only that he/she has seen the evaluation. The teacher should feel free to include or exceeding standardsattach additional written statements by June 1. Upon receipt of the written statement the principal shall sign acknowledging receipt only. 9.05 If a teacher is evaluated without adherence to the above prerequisites, may he/she shall be evaluated at least every five (5) yearsentitled to have the evaluation and any attachments thereto removed from his/her file, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee so determined by an arbitrator in accordance with a properly filed grievance under Article 13.03 or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained if mutually agreed to by the District until the bargaining unit negotiates Superintendent, NLFT and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementteacher. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management The annual staff performance evaluations will be done on a prompt and timely basis. Staff members shall direct have the option to provide a self-evaluation or written comments to their supervisor in anticipation of all permanent bargaining unit members their annual performance evaluation. Any staff member electing this option must provide the self-evaluation or written comments no less later than once every two years three (3) days prior to the annual staff performance evaluation. At the time of the evaluation, the staff member will be provided a copy of his/her job description. The staff member being evaluated will be provided a copy of his/her performance evaluation and probationary bargaining unit members no less than twice per year. Bargaining unit members who will have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) yearscalendar days to review the evaluation. By the conclusion of the time period, if the administrative evaluator staff member may add his/her comments to the performance evaluation and certificated employee being evaluated agreeshall sign the performance evaluation. The certificated employee Comments added by the staff member shall be attached to the evaluation and included in the staff member’s Personnel file in Human Resources. If comments are not made within this period, or the administrative evaluator staff member does not sign within this period, the right to comment will be forfeited, the supervisor will note the refusal to sign and forward the evaluation to Human Resources for inclusion in the Personnel file. Once the evaluation has been signed by the supervisor and the employee, or where the time for the employee to sign has passed, no additional comments will be added to the evaluation other than notation of the refusal to sign. Prior to evaluating a staff member “1” or “2”, the staff member’s supervisor must notify the staff member that his/her performance is deficient and that their merit increment may withdraw consent be delayed or denied (in any fiscal year in which merit increments are given). Such notification shall be made through a written memorandum, documented oral warning, and/or written warning regarding performance issues in a timely manner after such deficiencies are observed. Such notification shall contain a description of this agreement at any time (EC 44664 (a) the performance deficiencies and the corrective actions needed to remedy the performance deficiencies. In the event such notification is not provided, and a merit increment is delayed or denied, the staff member shall receive a merit increment. In addition, the Campus Labor Relations Coordinator shall advise the issuing Supervisor that the employee must be properly informed of his/her performance deficiencies and given a three (3)). B. The written procedures ) month assessment period for evaluations that are currently a re-evaluation. Should the re-evaluation result in effect a satisfactory rating, the previous evaluation shall be void and expunged from the employee’s personnel file. Should the re-evaluation continue to reflect a “1” or “2”, the prior evaluation shall be maintained by in the District until personnel file and appended to the bargaining unit negotiates re-evaluation. During this assessment period, the supervisor shall meet with the staff member to review his/her performance and ratifies new proceduresthe status of the corrective action plan. The present procedures are in Appendix A. They include: 1. The evaluator Upon the mutual consent of the staff member and his/her supervisor, the staff member, his/her supervisor, and a Union representative shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled meet to be evaluated will be notified by the evaluator no later than October 1st of each school yeardiscuss performance issues. Such notice will contain a brief explanation as meeting shall not be considered part of the grievance procedure. Further, the performance rating of the staff member is not subject to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each yeargrievance procedure. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management (a) All evaluations during the probationary term shall direct the evaluation of all permanent bargaining unit members be as follows: at least once per year (no less than once every two years and probationary bargaining unit members no less more than twice per year. Bargaining unit members who have been employed year with VUSD for at least ten a minimum of sixty (1060) years and whose previous days between), the Administrator responsible will give the faculty member a written evaluation rated report, after consultation with the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agreecurrent Selection Committee. The certificated employee evaluation report shall explicitly state whether the faculty member is satisfactory or unsatisfactory. If the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))faculty member is found to be unsatisfactory for regular employment then the evaluation report shall specify the deficiencies and shall make positive suggestions for each. The standards will be determined by the College. B. (b) The written procedures for methods used to collect information, in consultations with the faculty member, will include the following: (i) Written faculty peer evaluation (ii) Written administrator evaluation (iii) Written student evaluations that are currently in effect shall be maintained (where applicable) (iv) Written self-evaluation by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include:probationary faculty member 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled (v) Other methods agreed to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to Selection Committee, and by the procedures for evaluations 4. One-half Administrator responsible; or, at the initiative of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporaryprobationary faculty member, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of in consultation with the pre-conference is to review the Standards for Bargaining Unit Members assignment Selection Committee and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some Administrator elements of the standards are not applicable (NA) Xxxxxxx College Teaching Excellence Program may be used to provide information relevant to the employee’s assignment and may mark them NA probationary evaluation. (c) The Evaluation report will be discussed with the faculty member who will sign a copy indicating that the report has been seen. The faculty member can register agreement or disagreement with the report at that this time. 2. If there is disagreement about which of the elements is (d) Where an evaluation has not applicable (NA)been done, the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit then it will be understood that a probationary or contract faculty member and evaluatorhas received a satisfactory evaluation.

Evaluations. A. District management shall direct All LESPA employees will be evaluated each year using the LASD LESPA evaluation tool unless they meet the criteria listed below. Evaluations will be conducted by the employee's immediate supervisor. Input in the evaluation may be sought from District employees and provided by others. Evaluations will be reduced to writing and a copy of all permanent bargaining unit members no less than once every two years the evaluation will be given to the employee. An opportunity will be afforded to the employee to discuss the evaluation. Any areas in which the employee is not performing satisfactorily will be noted in the evaluation along with an explanation to the extent that further explanation is warranted. Where warranted, expectations will be identified and probationary bargaining unit members no less than twice per yearany assistance, which has been determined to be necessary will be identified. Bargaining unit members who have been employed If an employee receives an evaluation that does not meet expectations, the immediate supervisor will meet with VUSD for them at least ten (10) years once a trimester to provide support and whose previous evaluation rated the employee as meeting feedback on progress. Good attendance or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator poor attendance shall be an immediate supervisor integral part of the evaluation. In the event an employee receives a “Needs Improvement” or any other management or supervisory employee“Unsatisfactory” on their evaluation for two consecutive years, who is designated by their employment with the School District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by terminated. This process will begin with the evaluator no later than October 1st of each 2017-2018 school year. Such notice Any LESPA employee who received a “Needs Improvement” or “Unsatisfactory” evaluation the prior year, will contain meet with their immediate supervisor within the first two weeks of school to establish expectations and identify strategies for support. Following that meeting, the immediate supervisor will meet with that same employee once a brief explanation as trimester to provide support and feedback on progress. Beginning with the procedures for evaluations 42016-2017 school year, LESPA bargaining unit employees earning two consecutive evaluations with the ‘Exceeds Expectations’ rating designation will be evaluated no more often than every other year. One-half Employees will sign the evaluation form. It is understood that the employee's signature is not to be construed to mean the employee agrees with the content of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1evaluation. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine An employee who disagrees with the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to submit a written statement for inclusion in the employee’s assignment and may mark them NA at that time's personnel file. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. The purpose of an evaluation is to improve employee performance, recognize individual strengths and provide constructive feedback. B. All evaluations shall be consistent for each classification throughout the District management shall direct and be in conformance with the evaluation contract and written on the forms located in Appendix B of all permanent bargaining unit members no less than this Agreement. All employees who have completed the probationary period will be evaluated at least once every two years (2) years. C. An employee’s performance shall be observed on more than one occasion for a reasonable amount of time as appropriate to the position by their immediate administrative supervisor before evaluating the employee. At no time will the administrative supervisor use the comments and/or views of other HLESPA members or HLEA teachers when writing the evaluation that have not been disclosed or substantiated. The presentation of the evaluation to the employee will be given during the employee’s workday. If evaluations cannot be given during the employee’s workday, the employee will be compensated in fifteen (15) minute increments. Any evaluation shall be in writing and probationary bargaining unit members a copy given to the employee. If no less than twice per yearevaluation has taken place in the past two (2) years, the performance of the employee shall be deemed effective. D. All monitoring or observation shall be conducted in person and with the full knowledge of the employee. Bargaining unit members who have been employed with VUSD When appropriate, the supervisor may solicit input from the classroom teacher to whose classroom a teacher assistant is assigned, but the classroom teacher shall not be responsible for at least doing the evaluation. E. The Employer shall bring any serious deficiency and/or complaint to the attention of the employee. Any serious deficiency and/or complaint not previously brought to the attention of the employee shall not be made part of the employee’s evaluation. If a subsequent evaluation does not continue to reflect the deficiency, it shall be deemed that adequate improvement has taken place. F. If the evaluator believes an employee is doing unsatisfactory work, it is the responsibility of the Employer to make a specific written recommendation for improvement of the employee’s performance. G. The final evaluation shall be reduced to writing and a copy given to the employee within ten (10) years working days of the completion of the last observation, and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if shall have the administrative evaluator and certificated employee being evaluated agreeopportunity to review the evaluation report. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect evaluation form used shall be maintained mutually agreed upon by the District until the bargaining unit negotiates Association and ratifies new proceduresEmployer. The present procedures are in Appendix A. They include: 1employee will sign the report signifying receipt of the same. The evaluator employee’s signature shall be construed as an immediate supervisor or acknowledgement of receipt and not necessarily agreement with the contents of the evaluation. If the final evaluation includes any other management or supervisory employeeareas marked as needing improvement, who the ways in which the employee is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to improve as well as support and assistance to be evaluated will be notified provided by the evaluator supervisor shall also be included in the final evaluation. All evaluations must be completed no later than October 1st of each school yearMay 31. Such notice will contain If the employee disagrees with the evaluation, they may submit a brief explanation as written response, which shall be attached to the procedures for evaluations 4. One-half of evaluation in the permanent staff will be formally evaluated each yearpersonnel file. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of H. Each employee shall have the pre-conference is right upon request to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focuscontents of their personnel file, provided, however, that all initial letters of recommendation or reference shall first be removed. At that time the evaluator and the bargaining unit member may agree that some elements A representative of the standards are not applicable (NA) to Association may accompany the employee in any such review if requested by the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. ‌ 8.1 Unit Members will be evaluated once during their first semester of service and at least once every six (6) semesters thereafter (Appendix A – Performance Evaluation – Instructor; Appendix B – Performance Evaluation – Counselor; Appendix C – Performance Evaluation – Librarian; Appendix D – Performance Evaluation – Walk-On Head Coach; Appendix E – Performance Evaluation – Professional Growth Report). Within the first two weeks of each semester, the District management shall direct and the Federation will meet to review the list of Unit Members to be evaluated during the academic year and the schedule for those evaluations. In compliance with Title 5 of the California Code of Regulations concerning the inclusion of diversity, equity, inclusion and accessibility standards for the evaluation of all permanent bargaining unit members no less than once every faculty and staff, the District will convene a workgroup composed of representatives from the full-time faculty, the adjunct faculty, staff, managers, and supervisors/confidential employees, to develop DEIA+ competencies which will be used for purposes of evaluation. Once these competencies are determined, the respective employee groups and the District will meet to modify the respective evaluation procedures to include the manner in which the DEIA+ competencies will be evaluated. 8.2 For teaching faculty, evaluation visits shall not be conducted during the first-class meeting or the last two years (2) class meetings. For non-teaching faculty, evaluations shall not be conducted during the two (2) weeks or last two (2) weeks of the semester. 8.3 Unit Members will be given advance notice of the evaluation criteria, identity of the evaluator, and probationary bargaining unit members no less than twice per yeara two-week time span during which the evaluation will be conducted. 8.4 A Unit Member may submit a self-evaluation, which may include items, such as a narrative, examples of work product, or a log of professional development activities, to be included as a component of the evaluation. 8.5 The Unit Member’s immediate management supervisor shall ensure that each Unit Member is evaluated as provided in this Agreement. Bargaining unit members who have been employed with VUSD As required by Education Code Section 87663(c), Unit Member’s evaluations shall include a peer review process. A. A full-time or adjunct faculty member, selected jointly by the Unit Member and management supervisor, shall perform one of the following peer review options as a part of the Unit Member’s evaluation: 1) Classroom, library, or counseling observation of student-contact activities for at least ten thirty (1030) years minutes; or 2) Review of course documents, including but not limited to, the class syllabus, handouts, tests, quizzes, and/or lesson plans. B. In the event a Unit Member and whose previous evaluation rated management supervisor cannot jointly agree on who should serve as the employee evaluator, the management supervisor will provide the Unit Member with a list of three (3) names from which the Unit Member must choose one (1) to serve as meeting the evaluator. Should a Unit Members member serve as the peer review evaluator, he or exceeding standards, she shall be compensated for two (2) hours at his/her lecture hourly rate. 8.6 All evaluations shall result in an overall performance rating of “superior,” “satisfactory,” or “unsatisfactory.” 8.7 There may be evaluated at least every five a student component included in the evaluation (5Appendix F – Performance Evaluation – Student). If such student component is considered, it shall, under no circumstances, be the determining factor in the Unit Member’s evaluation. 8.8 Within two (2) yearsweeks after all evaluation components have been completed, the immediate management supervisor shall contact the Unit Member to schedule a conference date and time to discuss the results of the evaluation. 8.9 The Unit Member’s immediate management supervisor shall prepare the final evaluation report which shall include the peer review report, the observation, the self-evaluation (if the administrative evaluator one has been submitted) and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent a summary of this agreement at any time student evaluations (EC 44664 (a) (3)if any). B. The written procedures for evaluations that are currently in effect 8.10 Once an evaluation review conference has occurred, a copy of the evaluation shall be maintained by given to the District until Unit Member, and the bargaining unit negotiates and ratifies new proceduresoriginal signed evaluation will be kept in the Unit Member’s personnel file. The present procedures are in Appendix A. They include: 1Unit Member’s signature shall indicate receipt of a copy of the evaluation, but not necessarily agreement with any conclusions therein. The evaluator A Unit Member shall have the right to submit a rebuttal to his/her evaluation. Such rebuttal shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as attached to the procedures for evaluations 4. One-half of evaluation in the permanent staff will be formally evaluated each yearUnit Member’s personnel file. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management All monitoring or observations, including the use of closed circuit television, audio system, and similar devices when used for teacher evaluation, shall direct be conducted openly with the evaluation full knowledge of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))teacher. B. The written procedures for evaluations that are currently in effect Evaluations of non-tenure eligible staff members shall be maintained conducted by the District until teacher's immediate principal or an administrator working in the bargaining unit negotiates and ratifies new procedures. same building, unless an emergency requires such evaluations be conducted by a designated replacement or an assistant. C. The present procedures are in Appendix A. They include: 1. The evaluator work performance of all non-tenure shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementevaluated in writing. Each observation shall be made in person for a minimum of thirty consecutive minutes. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approvalD. Non-tenure eligible staff shall be evaluated when performances seem to warrant it, but at least once every three years. 3E. The principal or his designee will hold a personal conference with the non-tenure eligible staff member within ten days after each observation. Those bargaining unit During this time, the evaluation will be discussed by both parties. F. The evaluation process for tenure eligible staff members who are regularly scheduled shall be governed by Board policy and corresponding administration guidelines. G. A copy of the written evaluation shall be submitted to the non tenure eligible staff member at the time of the personal conference following the evaluation. In the event that the non tenure eligible staff member feels his evaluation was incomplete or unjust, within ten days following the personal conference, he may put his objections in writing and have them attached to the evaluation report of the principal to be evaluated will placed in his personnel file. All evaluations shall be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures based upon valid criteria for evaluations 4. One-half of the permanent staff will be formally evaluated each yearevaluating professional performance and growth. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of H. Each teacher shall have the pre-conference is right upon request to review the Standards contents of his own personnel file. A representative of the Association may, at the teacher's request, accompany the teacher in his review. This review will be made in the presence of the administrator responsible for Bargaining Unit Members assignment the safekeeping of such file. Privileged information such as confidential credentials and related personal references obtained at the time of initial employment are specifically exempted from such review. The Administrator will remove such employment credentials and confidential reports from the file prior to determine the review of the file by the teacher. However, the teacher's evaluation reports relative to the teacher since coming to the Kent City Community Schools will be made available. I. No non-tenure eligible staff member shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any opportunity or means of maintaining or holding his position favorable to success in the practice of the teaching profession without just cause. No tenure eligible staff member shall be discharged or demoted for reasons that are arbitrary and capricious. Any such discipline, reprimand or reduction in rank, compensation or advantage, asserted by the Board or any agent or representative thereof, shall be subject to the grievance procedure here in after set forth, except tenure teacher dismissal in which case use of the grievance process shall be prohibited and only the Tenure process utilized. J. Negative comments on the performance and evaluation of a teacher should be fully discussed with the teacher, and positive steps shall be taken immediately to assist the teacher in overcoming these weak points. All suggestions for improvements of the non tenure eligible staff member’s performance shall be included in the written evaluations. K. It is expressly understood that the content of an evaluation shall not be the subject of a grievance. However, a violation of the evaluation focus. At that time the evaluator and the bargaining unit member procedure for non-tenure eligible staff members as set forth in this Agreement may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timebe grieved. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management 12.2.1 Employees will be evaluated in writing annually by August 20th of each year. No employee shall direct be required to sign a blank or incomplete evaluation form. Any concern(s) regarding an employee’s performance must have been discussed with the employee prior to inclusion in the year-end evaluation. 12.2.2 Administrators will conduct an evaluation meeting with each employee prior to submitting the written evaluation, unless the supervisor and employee mutually agree to waive this meeting. The meeting will take place between May 15th and August 20th of all permanent bargaining unit members no each year. For employees that work less than once every two years and probationary bargaining unit members no less than twice 260 days per work year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated , the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as take place prior to the procedures for evaluations 4. One-half end of the permanent staff will be formally evaluated each employee’s work year. a. Pre-Conference Guidelines 12.2.3 Employees will have the opportunity to write comments of their choosing regarding the evaluation. Such comments will be placed in the Personnel file. 12.2.4 The current evaluation document is included in this agreement in Appendix C. If an employee's evaluation indicates two or more components are not "Not Meeting Expectations" the supervisor may initiate a Plan of Assistance. The Plan of Assistance will include specific areas of deficiency and the changes in practice that are necessary for the employee to meet the expectations of the position. The duration of the Plan of Assistance will be a minimum of six (6) weeks and may be extended at the supervisor's discretion. While the Plan of Assistance is in effect, the supervisor will schedule regular meetings to provide feedback and offer support and coaching. Requests from the employee for Temporary, Probationary and Permanent Bargaining Unit Members) 1additional support will be given due consideration. The District will notify the Association prior to an employee being placed on a Plan of Assistance. A pre-conference for bargaining unit members to be evaluated meeting with an HR administrator, supervisor, and Association representative will be held by October 31. The scheduled for the purpose of initiating the pre-conference is Plan of Assistance. Meetings with an HR administrator, supervisor, and Association representative will be scheduled approximately midway through the Plan of Assistance to review the Standards for Bargaining Unit Members assignment employee's progress, and to determine at the evaluation focusend of the six (6) week Plan of Assistance. At that time the evaluator and the bargaining unit member may agree that some elements end of the standards are not applicable (NA) Plan of Assistance, the supervisor will recommend to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which an HR administrator one of the elements following options: • End the plan because performance in all areas of deficiency now consistently meet expectations; • Continue the Plan because sufficient progress has been made to support extending the Plan to allow for demonstration of consistent satisfactory job performance; • Recommend termination of employment because improvement in the areas of deficiency is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluatorsufficient.

Evaluations. A. District management Annual merit increases are to be awarded solely on the basis of performance in teaching, research/scholarship/creative activity and service. Performance shall direct be evaluated annually by the unit head (department chairperson, director or xxxx in units where there is no chairperson or director). The evaluation shall not be delegated to anyone else. The unit head shall consider in his or her evaluation all evidence submitted by a faculty member. Anonymous or confidential information shall not be used to evaluate a faculty member without that faculty member having had the opportunity to respond to the substance of the information before the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearis complete. Bargaining unit members who The annual evaluation shall be based on criteria that have been employed developed by the unit head and clearly communicated to faculty members in advance of the period covered by the evaluation. These criteria must be consistent with VUSD the workload plans developed in accordance with Article 11.9 of this Agreement. Each faculty member will be evaluated in each area of her/his assigned workload. An overall evaluation score shall be developed for at least ten each faculty member that reflects the percentage effort assigned in each area. Consistent with established University policy the unit head shall meet with the faculty member to review the annual evaluation and shall communicate to each faculty member the basis for the evaluation. Once the appropriately weighted evaluation has been completed, it shall be used to determine the merit pay allocation according to the approved merit pay policy (10metric) years and whose previous evaluation rated of the employee as meeting or exceeding standards, unit. Changes in the merit pay policy may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement initiated at any time by the unit head or by a majority of the unit faculty. In all cases of proposed changes, there must be consultation between the unit head and the faculty. The modified policy must be ratified by the faculty at a duly called faculty meeting. Following ratification, the revised statements will be submitted to the college xxxx for approval. The college xxxx shall act on the revised statements within two months of the submission. If approval is not 2013:‌ 2014: 2015: granted, the xxxx shall indicate the changes needed and the department shall have one month to submit its modified statement. This process shall continue until approval is secured. Merit increases shall not be approved for any unit that does not have an approved merit allocation statement and associated metric. Approved merit allocation statements and associated metrics of academic units may be found at xxxx://xxx.xxxx.xxx/xxxxxxx/documents.html. Upon the request of the faculty member, the chair or xxxx shall review information demonstrating the correspondence between merit pay and the faculty member’s departmental or comparable unit’s evaluation ratings within that unit in order to demonstrate consistency between merit pay and the annual evaluation to the faculty member. Anonymous or confidential information shall not be used to evaluate a faculty member without that faculty member having had the opportunity to respond to the substance of such information before the evaluation is completed. Merit increases are to be awarded solely on the basis of performance in teaching, research/scholarship/creative activity and service (EC 44664 (a) (3)as referenced in Articles 11.3 and 11.5). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. 8.1 The District management shall direct the evaluation of all permanent bargaining unit members no less than once every two years evaluate probationary employees at least three (3) times per year (3 months, 6 months and 1 year). The probationary bargaining unit members no less than twice per period for new hires shall be one (1) year. Bargaining unit members Current employees who have been employed with VUSD for at least ten promoted to a new classification shall have an additional probationary period of one (101) years and whose previous year. Promoted employees who do not complete their one (1) year probationary period will be returned to their former classification. Additional evaluations may occur on an as needed basis. This could include an evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))more frequently than once a year. B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. 8.2 The evaluator shall be an the unit member's immediate supervisor or and/or any other management or supervisory employee, employee who is so designated by District management. 2. Bargaining unit members may utilize peer review 8.3 The evaluation shall be in lieu of management evaluation with principal approvalwriting on forms authorized by the District. 38.4 Prior to the evaluation, the criteria and procedure for evaluation shall be explained to the unit member. Those bargaining unit members who are regularly scheduled to The evaluation shall include specific recommendations for any necessary improvements and will include a written improvement plan. A written improvement plan with a specific timeframe, no longer than ninety (90) calendar days, shall be evaluated will be notified developed by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as supervisor with input from the employee. 8.5 Subsequent to the procedures for evaluations 4. One-half of the permanent staff will evaluation, an evaluation conference shall be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to scheduled between the unit member and the evaluator. At the conference the evaluator will present the written evaluation and discuss the matter with the unit member. The unit member shall sign the evaluation signifying only that he/she has read the document, and not necessarily agrees with the content and has been provided the opportunity of attaching a written response which shall become a part of the permanent record. In addition, the Superintendent (or designee) shall review each evaluation and hear any appeals before the evaluation is placed in the personnel file. 8.6 Only specific evaluation procedures as contained in this Article shall be subject to the grievance procedure. Evaluation substantive content shall not be subject to the grievance procedure. 8.7 Nothing in this Article shall be construed to allow for any evaluation being subject to the grievance procedure.

Evaluations. A. District management Annual merit increases are to be awarded solely on the basis of performance in teaching, research/scholarship/creative activity and service. Performance shall direct be evaluated annually by the unit head (department chairperson, director or xxxx in units where there is no chairperson or director). The evaluation shall not be delegated to anyone else. The unit head shall consider in his or her evaluation all evidence submitted by a faculty member. Anonymous or confidential information shall not be used to evaluate a faculty member without that faculty member having had the opportunity to respond to the substance of the information before the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearis complete. Bargaining unit members who The annual evaluation shall be based on criteria that have been employed developed by the unit head and clearly communicated to faculty members in advance of the period covered by the evaluation. These criteria must be consistent with VUSD the workload plans developed in accordance with Article 11.9 of this Agreement. Each faculty member will be evaluated in each area of her/his assigned workload. An overall evaluation score shall be developed for at least ten each faculty member that reflects the percentage effort assigned in each area. Consistent with established University policy the unit head shall meet with the faculty member to review the annual evaluation and shall communicate to each faculty member the basis for the evaluation. Once the appropriately weighted evaluation has been completed, it shall be used to determine the merit pay allocation according to the approved merit pay policy (10metric) years and whose previous evaluation rated of the employee as meeting or exceeding standards, unit. Changes in the merit pay policy may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement initiated at any time by the unit head or by a majority of the unit faculty. In all cases of proposed changes, there must be consultation between the unit head and the faculty. The modified policy must be ratified by the faculty at a duly called faculty meeting. Following ratification, the revised statements will be submitted to the college xxxx for approval. The college xxxx shall act on the revised statements within two months of the submission. If approval is not 2013: 2014: 2015: granted, the xxxx shall indicate the changes needed and the department shall have one month to submit its modified statement. This process shall continue until approval is secured. Merit increases shall not be approved for any unit that does not have an approved merit allocation statement and associated metric. Approved merit allocation statements and associated metrics of academic units may be found at xxxx://xxx.xxxx.xxx/xxxxxxx/documents.html. Upon the request of the faculty member, the chair or xxxx shall review information demonstrating the correspondence between merit pay and the faculty member’s departmental or comparable unit’s evaluation ratings within that unit in order to demonstrate consistency between merit pay and the annual evaluation to the faculty member. Anonymous or confidential information shall not be used to evaluate a faculty member without that faculty member having had the opportunity to respond to the substance of such information before the evaluation is completed. Merit increases are to be awarded solely on the basis of performance in teaching, research/scholarship/creative activity and service (EC 44664 (a) (3)as referenced in Articles 11.3 and 11.5). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management shall direct the evaluation of all permanent bargaining a) Classified unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may shall be evaluated at least every five in compliance with the classified collective bargaining agreement and applicable Rules of the Classified Service. b) Evaluations for probationary and part-time faculty that had not been concluded by March 20, 2020, shall be deferred until the next semester that the faculty member works. c) The evaluation cycle for tenured faculty shall be delayed by one year (5) years, if the administrative evaluator and certificated employee i.e. faculty who were being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3in 2019-20 shall be evaluated in 2020-21; faculty scheduled to be evaluated in 2020-21 shall be evaluated in 2021-22, etc.)), except that tenured faculty evaluations which were concluded by March 20, 2020 shall remain in effect. B. d) The written procedures process for evaluations that are currently in effect shall conducting Faculty Evaluation student surveys for asynchronous classes will be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They includeconducted as follows: 1. The evaluator asynchronous student survey forms as negotiated by the parties (as attached in Appendix A) will be entered into CourseEvalHQ by the LMS Specialist. a. The Faculty Evaluator of the course shall request via email that the LMS Specialist distribute the student survey in the Faculty Evaluee’s course based on the agreed upon time frame by the Faculty Evaluation Committee. b. The LMS Specialist shall set the “results to” field in CourseEvalHQ to be the Faculty Evaluator on the Faculty Evaluation Committee. c. Upon receipt of the results, the Faculty Evaluator shall provide the Course Evaluation Results (Student Surveys) to the Faculty Evaluation Committee after the surveys have been administered in the asynchronous online class. d. Student survey data collected electronically will be subject to 9.1.d of the current faculty CBA: “All results of evaluation procedures, including data, discussions and recommendations made by the evaluators, shall be an immediate supervisor held in strict confidence by all persons involved in the evaluation process or any other management or supervisory employee, who is designated by District managementin the handling of evaluation materials.” 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approvalFor asynchronous classes, Faculty Evaluees shall provide “Faculty Evaluator Role” course access to Faculty Evaluators during the Evaluation process. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by e) The District and the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as Faculty Federation agree to the procedures evaluation procedure in Appendix A of this MOU for evaluationsall faculty evaluations during emergency campus closure. The Evaluation instruments in Appendix A shall also be used in accordance with the evaluation procedure described in Appendix A. 4. One-half of f) Documentation relating to the permanent staff will evaluation process may be formally evaluated each yearprepared, maintained, and transmitted electronically. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members g) Notification(s) relating to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member process may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timebe made by email. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management shall direct Following the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD evaluations provided for at least ten (10) years and whose previous evaluation rated in the Master Agreement, each employee as meeting or exceeding standards, may will be evaluated at least every five two (52) years, if the administrative evaluator and certificated employee being evaluated agreeyears thereafter. The certificated employee or evaluations will be based on the administrative evaluator may withdraw consent job description and the responsibilities assigned. A written copy of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall each evaluation will be maintained by given to the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by will have the right to discuss it with the supervising teacher and Principal before being placed in the employee's personnel file. Each continuing employee with more than two (2) years of employment with the District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to shall be evaluated at least once in a two (2) year period, at the discretion of the Administrator. All first- and second-year support staff members will be notified by evaluated during their first (1st) and second (2nd) year of employment. The Administration shall provide the evaluator no later than October 1st of each school yearemployee with adequate opportunities and with ninety (90) days for him/her to correct any deficiencies in job performance. Such notice The support staff member's evaluation will contain a brief explanation as be conducted in private, unless the support staff member elects to have an Association representative present at any or all conferences regarding conditions for his/her re-employment. Any formal evaluation method shall be made known to the procedures for evaluations 4. One-half employee in advance of the permanent staff will actual evaluation or observation. All observations and monitoring shall be formally evaluated each year. a. Pre-Conference Guidelines (for Temporaryconducted in an open manner, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31with no covert use of public address systems or other technical and electrical surveillance techniques or equipment. The purpose Employee shall be provided with a copy of his/her complete evaluation report by his/her Supervisor/Administrator. Within ten (10) days of the pre-receipt of the evaluation or at a mutually determined time, the employee shall have a conference is with his/her Supervisor/ Administrator to review the Standards for Bargaining Unit Members assignment evaluation. If an employee is requested to attend a meeting or hearing with the Administration and/or the Board, and the employee believes that significant and serious issues bearing on his/her job performance, continued employment, a particular evaluation, or that his/her job description could be significantly modified, then that employee shall have the right to determine Association representation at that meeting or hearing. The employee shall be notified in writing of the time, place, and nature of the meeting or hearing at least twenty-four (24) hours in advance, except in cases of emergency or in those cases in which the employee is accused of a criminal act, including but not limited to: physical assault on a student or a member of the staff, use of alcohol on school premises, or the sale or use (other than those allowed by prescription of a physician) of regulated drugs. No such evaluation shall be submitted to the Central Office or placed in the employee's personnel file until the conference has been conducted, or unless the employee refuses to attend said conference. The employee shall sign the evaluation focusand may write a response that shall be attached to the evaluation. At that No employee shall be required or be asked to sign a blank or incomplete evaluation report or form. The Administration and employee's supervisor shall jointly write a plan in consultation with the employee for corrective action to remedy deficiencies in the employee's job performance. If the remedial action is not taken by the employee within the time provided for in the evaluator and the bargaining unit member may agree that some elements plan, then such failure shall be just cause for termination of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management shall direct the evaluation of all permanent bargaining unit Probationary Members/New Members 1) Probationary members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementterminated per Education Code language. 2) An initial evaluation shall be completed between the fourth (4) month and sixth (6) month. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled Evaluations prior to be evaluated the fourth month will be notified by at the evaluator no later than October 1st of each school yearsupervisor’s/District’s discretion. Such notice will contain a brief explanation as to the procedures The need for evaluations 4. One-half of the permanent staff an additional evaluation and/or training will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA discussed at that time. 2. If there is disagreement about which 3) Prior to the end of the elements is twelfth (12) month probation period, a final evaluation will be completed. B. Permanent Members 1) Permanent Unit Members shall be evaluated every year for the first three (3) years. 2) After three (3) years of employment, evaluations shall be done every other year, unless the supervisor believes that conditions warrant yearly evaluations of the member. 3) Evaluations of permanent unit members shall be completed by the last working day of May. C. All Permanent and Probationary Members 1) The immediate supervisor shall be responsible for evaluating and discussing in private the evaluation in detail with the member. 2) No evaluation of any member shall be placed in his/her personnel file without an opportunity for private discussion between the member and the evaluator. The written evaluation shall not applicable (NA)contain negative comments based on unobserved allegations unless supported by evidence upon which reasonable persons would rely, and deemed sufficiently serious to warrant inclusion in the evaluation. The member in question shall be given prompt written notification of such allegations, including the date made or received, the parties nature, date, and source of the allegation. The unit member shall be given an opportunity to discuss any such allegation in private and if it is to be included in the evaluation, his/her written response, if any, shall be appended. 3) The distribution of evaluations shall be: the original in the member’s personnel file at the District Office; one (1) copy to the member; and one (1) copy to remain at the job location. 4) When a unit member does not agree with the conclusions of the evaluator, a written rebuttal may invite be submitted to his/her supervisor and a copy forwarded to the Assistant Superintendent of Certificated District Human Resources to assist in resolving the differencesAdministrator. The Assistant Superintendent unit member may also request a reevaluation before the end of his/her contract year. 5) Any negative evaluation shall recommend alternatives to include specific recommendations for improvement and provisions for assisting the unit member and evaluatorin implementing any recommendations made.

Evaluations. A. District management 15.1 The probationary period for classified employees shall direct the evaluation be 6 months or 130 days of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearpaid service, whichever is longer. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may Probationary employees shall be evaluated at least once during their probationary period. Permanent employees with fewer than 3 years of service shall be evaluated at least once per school year. Permanent employees with 3 years of service, but fewer than 8 years of service shall be evaluated at least once every five (5) other school year. Permanent employees with 8 or more years of service shall be evaluated at least once every 5 school years. Nothing shall prevent additional evaluations for all employees, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))as deemed necessary by management. B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. 15.2 The evaluator shall be an immediate supervisor or any other a member of management or supervisory employee, who is as designated by District managementthe Superintendent / Designee. 2. Bargaining 15.3 Prior to the evaluation, the criteria and procedure for evaluation shall be explained to the unit members may utilize peer review in lieu of management evaluation member, along with principal approvala discussion held around expectations and goals. 3. Those bargaining 15.4 All evaluations shall be completed prior to the end of the school year during which the unit members who are regularly scheduled to member is being evaluated, be evaluated will be notified in writing and on forms authorized by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as Superintendent after input from CSEA. 15.5 Subsequent to the procedures for evaluations 4. One-half of the permanent staff will evaluation, an evaluation conference shall be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to scheduled between the unit member and the evaluator. At the conference, the evaluator will present the written evaluation and discuss the matter with the unit member. The unit member shall sign the evaluation signifying only that he/she has read the document, and has been provided the opportunity of attaching a written response, which shall become a part of the permanent record. 15.6 Nothing in this Article shall be construed to allow for any evaluation contents to be subject to the grievance procedure. 15.7 Any evaluation which is rated less than satisfactory shall include recommendations for improvement in cited deficiencies. Assistance shall be offered to improve performance and reasonable time lines shall be set to assess improvement.

Evaluations. A. District management Each Board shall direct separately evaluate and assess in writing the performance of the Superintendent at least annually during the term of this Agreement. This evaluation and assessment shall be reasonably related to the goals and objectives of the districts for the year in question. The Boards and the Superintendent shall attempt in good faith to agree on the development and adoption of the guidelines and criteria to be used by the Boards in evaluating the Superintendent. If the Boards and the Superintendent are unable to reach agreement on such guidelines and criteria, the Boards will determine the guidelines and criteria to be used in evaluating the Superintendent. Each Board in executive session shall evaluate the Superintendent no later than June 30 of each year of this agreement. The evaluation shall include recommendations as to areas of improvement in areas where the Board deems such to be necessary or appropriate. A copy of the written evaluation shall be delivered to the Superintendent no later than July 31st for each year of this Agreement. The Superintendent shall have the right to make a written reaction or response to the evaluation, which shall become a permanent attachment to the Superintendent's personnel file. No later than July 31 of each year of this Agreement, the Board in executive session shall meet with the Superintendent to discuss the evaluation. The three evaluations shall become a permanent part of the Superintendent’s personnel file. The Superintendent xxxxxx agrees that each Board's evaluation may be provided by the Board to the Chairpersons of the other two Boards so that the members of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, three Boards may be evaluated at least every five (5) years, if apprised of the administrative evaluator and certificated employee being evaluated agree. The certificated employee or evaluations of the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))other two Boards. B. Whenever a Board has evaluated performance, in whole or in part, to be deficient, or has made recommendations as to areas of improvement, the Chairperson of the Board shall appoint a committee of not fewer than two (2) members of the Board to meet in executive session with the Superintendent and endeavor to assist the Superintendent in improving his performance as to such matters. Said committee shall report to the full Board its activities and the results thereof, within ninety (90) days of the date the Committee meets. Thereafter, the Board may continue the Committee and require additional reports where necessary. Nothing herein shall limit the right of the Superintendent to request or offer, respectively, to periodically meet to discuss his performance with any Board. C. The written parties acknowledge that the procedures set forth in Sections A and B above apply to the 2019-2020 contract year. The Boards will confer with the Superintendent in an effort to design unified goal formation and evaluation procedures for evaluations implementation beginning with the 2020-2021 and 2021-2022 school years. In the event that the Boards and the Superintendent are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new for any reason unable to reach agreement on such unified procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to then the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each yearset forth in Sections A and B above shall continue to apply. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. Probationary employees, both newly-hired and promotional, shall receive one (1) formal performance evaluation on the form mutually agreed upon by the District management and CSEA, during the first six (6) months of the probationary period of one (1) calendar year of service. Permanent employees shall direct receive one (1) formal performance evaluation each year, to be completed prior to the evaluation end of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearthe month of March. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, The parties agree that these schedules are minimums - additional evaluations may be evaluated at least every five performed by the District and shall be performed when requested by an employee (5to a maximum of two (2) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)per academic year). B. The written procedures for evaluations that are currently in effect 17.2.1 Evaluations shall be maintained performed by the District until employee's immediate supervisor (not a member of the bargaining unit negotiates and ratifies new proceduresunit). The present procedures are in Appendix A. They include:Employees having two (2) or 1. The evaluator 17.2.2 Input for performance evaluations shall be an limited to those individuals who possess extensive personal knowledge of the employee's job performance. Each individual whose input is obtained shall be identified on the evaluation form by the immediate supervisor. 17.2.3 The immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation shall schedule a personal meeting with principal approval. 3. Those bargaining unit members who are regularly scheduled to be the employee evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards evaluation, and provide free communication between them toward seeking the best working relationship possible. Evaluation reviews may be used to set goals for Bargaining Unit Members assignment the employee for the future, to identify areas in which the employee might seek improvement through education or training and to determine generally ensure that the employee and supervisor share an understanding of the goals and mission of the work place. No evaluation shall be complete for filing until such a meeting has been held. 17.2.4 The employee shall sign the evaluation focusat the review meeting. At that time The employee's signature does not imply agreement with the evaluator supervisor's ratings, but indicates the employee and supervisor have met and reviewed the bargaining unit member may agree that some elements evaluation. 17.2.5 The employee shall have the right to prepare a written response to the evaluation. This response shall become a part of the standards are not applicable (NA) formal evaluation, and shall be attached to the original evaluation form in the employee’s assignment and may mark them NA at that time's file. 217.2.6 The original evaluation form shall be inserted in the employee's personnel file. If there is disagreement about which The employee shall receive a copy of the elements is not applicable (NA)completed evaluation, as shall the parties immediate supervisor. 17.2.7 An employee may invite appeal an evaluation he/she believes to be incorrect or unfair, initiating the Assistant Superintendent appeal at the next level of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.supervision, within ten

Evaluations. A. District management All monitoring or observation of the work performance of a secretary shall direct be conducted openly with full knowledge of the secretary. B. If the secretary does not agree with the evaluation, the secretary will have the opportunity to answer the evaluation in writing, to the appropriate administrator with a copy placed in the secretary's personnel file. C. The building principal or the appropriate administrator shall be responsible for written evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearpersonnel covered by this Agreement annually. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They Responsibilities include: 1. The evaluator shall be an immediate supervisor Acquainting new employees with evaluative procedures during the first five (5) work days of their assignment to the building or any other management or supervisory employee, who is designated by District managementprogram. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approvalExecuting written evaluations and forwarding copies to the Personnel Department and the employees. 3. Those bargaining unit members who are regularly scheduled Conducting, when appropriate, the evaluation in a manner that identifies specific areas where improvement is needed, suggested steps to bring about improvement, and adequate time to make improvements. D. Secretaries receiving evaluations that denote need for improvement shall be entitled to request and receive an additional evaluation within six (6) months of the date of the original evaluation. The Association president shall receive written notice of such evaluations denoting need for improvement. E. All evaluations shall be due and shall be completed by May 15 of the school year of such evaluation. F. Alleged misapplication or violation of evaluation procedures, criteria and/or content of the evaluation shall be subject to the grievance procedure. G. If a secretary is not evaluated during any year, his/her performance shall be deemed to be evaluated satisfactory for that year. H. All secretaries will be notified by evaluated using the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation evaluation forms and procedures as mutually agreed to and contained on the procedures for evaluationsDistrict Web Site. 4. One-half of the permanent staff will I. Probationary (newly hired) employees must be formally evaluated on approximately the thirtieth (30th) and sixtieth (60th) workdays of their ninety (90) work day probationary period. Conferences shall be held shortly after the thirtieth and sixtieth workday periods. Deficiencies shall be documented and clearly noted on the secretarial evaluation form and should be explained to the probationary employee at each yearconference. The probationary employee shall receive a copy of the evaluations, and the evaluator shall send copies to the Human Resources Office. a. Pre-Conference Guidelines (for Temporary, Probationary J. A third and Permanent Bargaining Unit Members) 1. A pre-final evaluation conference for bargaining unit members to be evaluated will shall be held by October 31before the eightieth (80th) worked day. The purpose As with the other two conferences, the secretarial evaluation form should be completed and given to the probationary employee with a copy sent to the Human Resources Office. Finally, the supervisor shall submit to the Human Resources office and to the employee ten (10) work days before the expiration of the pre-conference is to review probationary period, a one (1) page final evaluation narrative. Such narrative shall minimally contain a paragraph describing the Standards for Bargaining Unit Members assignment weaknesses and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements deficiencies of the standards are not applicable (NA) to probationary employee, and a statement telling whether the employee’s assignment and may mark them NA at that timesupervisor recommends permanent employment or termination. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management 25 Employees shall direct be evaluated in accordance with Yolo County Code Section 2-6.32 and administrative rules and regulations adopted by the evaluation County and regulations of all permanent bargaining unit members no the Department. Annual evaluations are expected to be completed not less than once every two years and probationary bargaining unit members no thirty (30) days nor more than forty-five (45) days prior to the employee's anniversary date. Should an employee's anniversary date be overlooked or an evaluation be late and, upon the discovery of the error, the employee be recommended for the anniversary increase, the County Auditor-Controller's Office, on the following month's payroll shall compensate the employee for the additional salary the employee would have received, dating from his/her anniversary date. 25.1 Evaluations shall include narrative remarks to support the overall rating. 25.2 Employees who receive ratings of overall less than twice per year. Bargaining unit members who satisfactory shall have been employed included with VUSD their evaluations: 25.2.1 Clear and accurate statement of the problem, to include specific areas and evidence of prior counseling; 25.2.2 Suggested remedial action; 25.2.3 Suggested time frame for at least improvement. 25.3 Evaluations that recommend terminations or rejection from probation, need not include the above. 25.4 Employees may respond in writing to a performance evaluation. 25.5 If an employee feels that a performance evaluation is inaccurate, the employee may rebut in writing within ten (10) years and whose previous working days of receipt of the final evaluation. 25.6 If the overall evaluation rated was less than "meets acceptable level of performance" in lieu of submitting a rebuttal, the employee as meeting or exceeding standardsmay within the ten (10) day time period, may be evaluated at least every five (5) yearssubmit a formal appeal of the evaluation to the Sheriff, if the administrative evaluator and certificated employee being evaluated agreeraising specific issues of disagreement. The certificated employee Sheriff or his/her designee shall hold a meeting with the administrative evaluator employee, who may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1have a representative present. The evaluator who completed the evaluation may be present. Following the meeting, the Sheriff or his/her designee shall render a written decision on the appeal, addressing the specific issues the employee raises, within ten (10) working days of the meeting on the appeal. 25.7 Outstanding performance shall be an immediate supervisor or any other management or supervisory employee, who is designated by District managementrecognized as well as less than satisfactory performance. 2. Bargaining unit members may utilize peer review in lieu 25.8 It is understood and agreed that this is the sole and exclusive procedure for appeal of management evaluation with principal approvalevaluations. 325.9 The setting of dates for evaluations and merit increases is based on time of continuous service. Those bargaining unit members who are regularly scheduled to Except as prohibited by law, when an employee is absent without pay for more than forty (40) hours during an evaluation period, the evaluation period shall be evaluated will extended and any associated merit increase shall be notified delayed by a proportional length of time if the evaluator no later than October 1st of each school yearemployee is provided prior written notice before the extension is effective. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half Award of the permanent staff will associated merit increase shall be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary made on the first full pay period following the extended evaluation period and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time date reset proportionally to reflect the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that timegap in service. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management 7.1 Probationary unit members shall direct be evaluated in writing at least twice during the one hundred and thirty (130) days of paid service. The first evaluation shall be provided within the first forty-five (45 days) of the probationary period. The second evaluation shall be provided within the first ninety (90) days of the probationary period. If at least one evaluation is not provided within the first one hundred and thirty (130) days, the employee will have permanent status. 7.2 Permanent unit members may be evaluated in writing each year on or before June 30 using the Performance Evaluation Report (PER) form. The Human Resources Department shall provide each evaluator with a list of permanent unit members scheduled for evaluation every year. The Human Resources Department will provide each permanent unit member the name of their evaluator on or before September 30 of each year. If a permanent unit member scheduled for evaluation does not receive an evaluation, his/her performance shall be deemed Effective / Meets Standards for the evaluation period. District retains the right to evaluate staff on an every other year cycle and will notify staff of all permanent bargaining this change on or before September 30 of each year. 7.3 The PER shall be reviewed with the unit members no less than once every two years member and probationary bargaining the evaluator will make suggestions for improvement, if appropriate. When appropriate, the supervisor will have held an informal discussion regarding unacceptable work performance prior to rating the employee as requires improvement or not satisfactory in section ‘A’ of the PER. 7.3.1 Both the evaluator and the unit members no less than twice per year. Bargaining member shall sign the PER, but the signature of the unit members who have been employed with VUSD for at least member merely indicates receipt. 7.3.2 The PER will be placed in each unit member’s personnel file ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by days after the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as has presented it to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1him/her. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements respond to the PER with his/her own written comments and have them attached before or after the PER has been placed in the personnel file. 7.3.3 The employee’s PER review shall take place during normal business hours and the employee shall be released from duties for this purpose without salary reduction. 7.4 All evaluation materials placed in a unit member’s personnel file will be signed and dated. If the employee chooses not to sign his/her evaluation, the supervisor will indicate on the evaluation form. This refusal will be verified with the Human Resources Department. 7.5 Except in cases where there is substantial evidence of malice the judgment of the standards are evaluator shall not applicable (NA) be subject to the employee’s assignment and grievance procedure (Article 5) of this Agreement, but a unit member may mark them NA at that time. 2. If there is disagreement about which request a Human Resources Administrator to review any part of the elements is not applicable (NA), evaluation according to the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to following: 7.5.1 If the unit member believes a rating is improper, the unit member should discuss it with the evaluator. If still not satisfied, the unit member should sign the PER and indicate a conference is desired with a Human Resources Administrator. 7.5.2 Within fifteen (15) days after the unit member is given a copy of the performance rating, a unit member who wishes to discuss it with a Human Resources Administrator should prepare a written request as follows: 7.5.2.1 Identify the PER by stating the date of the PER and the evaluator. 7.5.2.2 Specify the ratings that are improper 7.5.2.3 Recommend changes with facts substantiating such recommendation

Evaluations. A. District management a. Evaluation is the careful, systematic appraisal of employee work performance by the supervisor. This provides a basis for employee counseling and assistance, promotes greater work efficiency, and improves employee morale. b. All evaluations of an employee shall be performed at least annually and shall be based upon direct observation of work performance. Performance shall be assumed to be satisfactory if an annual evaluation is not provided to the employee. c. All observations shall be conducted openly and with full knowledge of the employee. All evaluations shall be reduced to writing and signed by the principal and/or central office administrator who is qualified and formally responsible for coordinating/supervising the program, school or department. d. A copy of the draft evaluation of all permanent bargaining unit members shall be given to the employee no less than once every two years 24 hours prior to a supervisor/employee conference on this matter. The draft evaluation shall cover all areas of the final evaluation, but may be subject to modification as a result of the evaluation conference. e. An evaluation conference shall be held no later than June 15 to discuss the draft evaluation. The employee may bring notes, examples, artifacts, and probationary bargaining unit members no less than twice per yearother data to make his/her case for modifications to the draft evaluation. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated If modifications result from the supervisor/employee conference on this matter, then the supervisor will provide the employee as meeting or exceeding standardswith the final, may be evaluated at least every five (5) years, if revised evaluation within ten workdays of the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3))associated conference/meeting. B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates f. In order to promote fairness and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employeecontinuous self-improvement, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated employees will be notified by as soon as possible of areas of concern in performance and will be afforded the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as opportunity for improvement. g. If the employee does not agree with the evaluation he/she shall have the opportunity to make written comments which shall be attached to the procedures evaluation and placed in his/her personnel file. h. Should an employee’s performance be rated as ineffective overall, the supervisor shall meet with the employee within 30 days after the evaluation to discuss a proposed plan of assistance for evaluationsimprovement. In developing the plan of assistance and timelines the employee shall have the right to CEASMC representation and both the supervisor and employee shall provide input. The supervisor shall ensure subsequent counseling and assistance as defined in the final plan of assistance. i. The plan of assistance shall include the following. 1) Statement of problem(s) or concern(s) related to areas of ineffective performance 2) Desired improvement including specific, measurable criteria 3) Suggestions for improvement 4. One-half ) Provisions for assisting the employee including responsible parties and associated timelines (such as peer coaching, additional training, assignment of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (a mentor, opportunities for Temporaryvisitation, Probationary and Permanent Bargaining Unit Membersmodeling/demonstration) 1. A pre-conference 5) Timeline and criteria for bargaining unit members to be evaluated will be held by October 31. The purpose monitoring employee’s future performance including an end or reevaluation date for the plan of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator assistance 6) Signature of site administrator and the bargaining unit member may agree that some elements employee j. Employer recording/videotaping of the standards are an employee will not applicable (NA) to be conducted without the employee’s assignment permission and may mark them NA at that timewill not be used for evaluative purposes. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

Evaluations. A. District management All monitoring or observation of the work performance of a secretary shall direct be conducted openly with full knowledge of the secretary. B. If the secretary does not agree with the evaluation, the secretary will have the opportunity to answer the evaluation in writing, to the appropriate administrator with a copy placed in the secretary's personnel file. C. The building principal or the appropriate administrator shall be responsible for written evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per yearpersonnel covered by this Agreement annually. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They Responsibilities include: 1. The evaluator shall be an immediate supervisor Acquainting new employees with evaluative procedures during the first five (5) work days of their assignment to the building or any other management or supervisory employee, who is designated by District managementprogram. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approvalExecuting written evaluations and forwarding copies to the Personnel Department and the employees. 3. Those bargaining unit members who are regularly scheduled Conducting, when appropriate, the evaluation in a manner that identifies specific areas where improvement is needed, suggested steps to bring about improvement, and adequate time to make improvements. D. Secretaries receiving evaluations that denote need for improvement shall be entitled to request and receive an additional evaluation within six (6) months of the date of the original evaluation. The Association president shall receive written notice of such evaluations denoting need for improvement. E. All evaluations shall be due and shall be completed by May 15 of the school year of such evaluation. F. Alleged misapplication or violation of evaluation procedures, criteria and/or content of the evaluation shall be subject to the grievance procedure. G. If a secretary is not evaluated during any year, his/her performance shall be deemed to be evaluated satisfactory for that year. X. All secretaries will be notified by evaluated using the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation evaluation forms and procedures as mutually agreed to and contained on the procedures for evaluationsDistrict Web Site. 4. One-half of the permanent staff will I. Probationary (newly hired) employees must be formally evaluated on approximately the thirtieth (30th) and sixtieth (60th) workdays of their ninety (90) work day probationary period. Conferences shall be held shortly after the thirtieth and sixtieth workday periods. Deficiencies shall be documented and clearly noted on the secretarial evaluation form and should be explained to the probationary employee at each yearconference. The probationary employee shall receive a copy of the evaluations, and the evaluator shall send copies to the Human Resources Office. a. Pre-Conference Guidelines (for Temporary, Probationary J. A third and Permanent Bargaining Unit Members) 1. A pre-final evaluation conference for bargaining unit members to be evaluated will shall be held by October 31before the eightieth (80th) worked day. The purpose As with the other two conferences, the secretarial evaluation form should be completed and given to the probationary employee with a copy sent to the Human Resources Office. Finally, the supervisor shall submit to the Human Resources office and to the employee ten (10) work days before the expiration of the pre-conference is to review probationary period, a one (1) page final evaluation narrative. Such narrative shall minimally contain a paragraph describing the Standards for Bargaining Unit Members assignment weaknesses and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements deficiencies of the standards are not applicable (NA) to probationary employee, and a statement telling whether the employee’s assignment and may mark them NA at that timesupervisor recommends permanent employment or termination. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.