Common use of Evaluations Clause in Contracts

Evaluations. Formal written evaluations will be made each school year by the administration (Appendix J). Three (3) copies of each evaluation are to be made. The teacher is to sign all copies to indicate that he/she has examined them. One copy is kept in the principal's files; the second copy is sent to the office of the Superintendent; and the third copy is retained by the teacher. The teacher being evaluated has the opportunity to write a rebuttal to any item in the evaluation or to the complete evaluation. Said rebuttal shall be written on or attached to all copies of the evaluation. Said evaluations shall be completed, conferences held, and forms filed no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when they are scheduled for evaluation. Teachers with more than three (3) years’ service need not be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if the administration has concerns about the performance of an experienced teacher, that teacher may be evaluated in any school year, provided that the teacher receives prior notice of the performance concerns. Any teacher scheduled to be evaluated shall be notified in writing by his/her building principal prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by the teacher, evaluations shall not take place at less than a twenty- five (25) day interval. Upon the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in the evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance of the teacher being evaluated and regarding the means by which the teacher has been recommended to obtain assistance in making such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building shall not be considered a new teacher.

Evaluations. Formal written (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 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) For courses delivered wholly in person, 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 each school year public by the administration (Appendix J)Employer with the employee’s written permission. Three (3) copies of each evaluation are to It is understood that there shall be made. The teacher is to sign all copies to indicate that he/she has examined them. One copy is kept in the principal's files; the second copy is sent to the office no reprisal against any member of the Superintendent; and the third copy is retained by the teacher. The teacher being evaluated has the opportunity bargaining unit who chooses not to write a rebuttal to any item give such written permission. (e) Any unattributable comments from students will not be used in the evaluation or of employee performance. It is understood that all online comments made under the McMaster University online course evaluation system are deemed to be attributable for the complete evaluation. Said rebuttal purposes of this Article. (a) In the event that a Supervisor’s evaluation has been done, the Employer shall be written on or attached to all copies notify the employee within 5 business days of the evaluation’s completion. Said evaluations A copy of any written evaluation of an employee’s performance shall be completed, conferences held, and forms filed no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been forwarded to the employee within 10 business days of such evaluation being made. (b) The employee may add their written comments to the Supervisor’s evaluation if they wish. Any such written comments shall be appended to the evaluation. (a) The employee will request student participation in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when they are scheduled for evaluationcourse evaluations. Teachers with more than three (3) years’ service need not be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if the administration has concerns about the performance Completion rates of an experienced teacher, that teacher student evaluations may be shared with the employee, their Supervisor and Xxxx. (b) In the event that an employee is not evaluated in any school yearby students during the teaching of a course, provided that the teacher receives prior notice of the performance concerns. Any teacher scheduled to be evaluated shall be notified in writing by his/her building principal prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by the teacher, evaluations shall not take place at less than a twenty- five (25) day interval. Upon the teacher's request, each teacher's evaluation they will be discussed with him/her in deemed to have received a teacher–principal conference. A teacher shall be made aware of deficiencies noted in the satisfactory student evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance of the teacher being evaluated and regarding the means by which the teacher has been recommended to obtain assistance in making such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building shall not be considered a new teacher.

Evaluations. Formal written evaluations 16.1 This Article sets out general guidelines for a formal evaluation process, which includes the coaching necessary to support ongoing professional growth. Within thirty (30) days after ratification of this agreement, the LMC shall meet to review the current system to assure that it meets the elements below. Any agreed upon 16.2 The goal of teacher evaluation during a teacher’s Associate status (first 3 years) at OSA is to support that teacher in onboarding to OSA, provide constructive feedback for improvement when necessary, and ultimately determine whether that teacher will continue on as an Established Employee starting in year 4. 16.3 Coaching shall focus on transitioning teachers to work within the OSA culture, ensuring teachers have knowledge of how to successfully perform all required functions of their position, and developing/enhancing teacher capacity around diversity, equity, and inclusion. 16.4 The goal of teacher evaluation during a teacher’s Established Employee status shall be professional collaboration in the spirit of all participants being lifelong learners. The evaluator shall be a partner in discussing pedagogy, providing insights and support, making suggestions, and working through challenges. 16.5 Narrative feedback will be made each school year by included in an evaluation system that supports analysis of instructional practices school-wide and presented in a format that is not quantitative. In cases where an established status teacher needs significant improvement, a progressive process must first be followed to identify areas of 16.6 At both levels, the administration (Appendix J). Three (3) copies of each evaluation are to be made. The evaluated teacher is permitted to sign all copies to indicate that he/she has examined them. One copy is kept in the principal's files; the second copy is sent to the office of the Superintendent; and the third copy is retained by the teacher. The teacher being evaluated has the opportunity to write a rebuttal to any item in the evaluation or to the complete evaluation. Said rebuttal shall be provide supporting evidence and/or their own written on or attached to all copies feedback as part of the evaluation, which must be 16.7 Teachers will be evaluated at least once annually during their Associate status and at least once every two (2) years during Established Employee status. 16.8 Teachers may select their evaluator from the eligible administrators, as well as the specific class period to be observed. Said evaluations shall be completedThese requests will result in a discussion 16.9 None of the above prevents administrators from more informal “drop by” observations that can inform follow-up conversations, conferences held, and forms filed no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when they are scheduled for evaluation. Teachers with more than three (3) years’ service need but these informal observations will not be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if the administration has concerns about the performance part of an experienced teacher, that teacher may be evaluated in any school year, provided that the teacher receives prior notice of the performance concerns. Any teacher scheduled to be evaluated shall be notified in writing by his/her building principal prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by the teacher, evaluations shall not take place at less than a twenty- five (25) day interval. Upon the teacher's request, each teacher's official evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in the evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance of the teacher being evaluated and regarding the means by which the teacher has been recommended to obtain assistance in making such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building shall not be considered a new teacherfile.

Evaluations. Formal written evaluations 5.1 The parties hereto understand and agree that an annual evaluation will be made 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 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. In the 2006-07 and 2007-08 school years, the Administrator’s raise pursuant to Article 12, if any, shall be held in abeyance until July 30th when the Administrator's evaluation has been completed and reviewed. 5.4 An Administrator shall have the right to respond in writing to any evaluation. Such response shall be received by the administration (Appendix J). Three (3) copies Superintendent within 10 days of each the Administrator’s receipt of his/her evaluation are to and shall be madeplaced with the evaluation in 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. The teacher is to sign all copies to indicate that he/she has examined them. One copy is kept in meeting with the principal's files; Superintendent shall take place within ten (10) working days following the second copy is sent to the office 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 review his/her findings and recommendations with the 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 third copy is retained by the teacher. The teacher being evaluated has Administrator shall be given the opportunity to write a rebuttal meet with the full Board, in executive session, to any item present additional documentation or testimony in the evaluation or to the complete evaluationhis behalf. Said rebuttal The Superintendent of Schools shall be written on or attached to all copies present for such meeting. 5.7 The decision of the evaluation. Said evaluations shall be completed, conferences held, and forms filed no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when they are scheduled for evaluation. Teachers with more than three (3) years’ service need not be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if the administration has concerns about the performance of an experienced teacher, that teacher may be evaluated in any school year, provided that the teacher receives prior notice of the performance concerns. Any teacher scheduled to be evaluated shall be notified in writing by his/her building principal prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by the teacher, evaluations shall not take place at less than a twenty- five (25) day interval. Upon the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in the evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance of the teacher being evaluated and regarding the means by which the teacher has been recommended to obtain assistance in making such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building Board shall not be considered a new teacherarbitrary or capricious. The decision of the Board shall be final and binding upon the Administrator and will be applicable only for the one (1) school year under review. The Board of Education's sole responsibility and determination shall be limited to the determination of the salary increase to be granted to the Administrator. 5.8 The parties agree that the Administrator's Association and the Superintendent will discuss and agree upon the mechanism used for evaluations.

Evaluations. Formal written evaluations A. The purpose of a meaningful evaluation should be to identify and assess the effectiveness of professional employees in performing their contractual responsibilities for the Board. It is important for professional teachers to provide a level of increased professional improvement and accountability by: 1. Demonstrating ways to improve instructional methodologies that will implement all curriculum initiatives. 2. Promoting good public relations with parents and the community. 3. Providing and participating in new initiatives that will improve the quality of the instructional program. 4. Developing significant intervention strategies that will have a positive effect on students’ learning. 5. Assisting teachers with new guidelines surrounding licensure. B. The evaluation will identify observations of the administrators, strengths of the employees and areas that are in need of improvement. It shall be made each school year by the employee’s responsibility to exhibit the necessary improvement and the administration (Appendix J). Three (3) copies of each evaluation are will lend assistance to be made. The teacher is employees in achieving their goals by offering suggestions and resources for improvement according to sign all copies to indicate that he/she has examined them. One copy is kept in the principal's files; the second copy is sent to the office of the Superintendent; and the third copy is retained by the teacher. The teacher being evaluated has the opportunity to write Board Policy. C. Any employee hired after November 1st will complete a rebuttal to any item in the evaluation or to the complete evaluation. Said rebuttal shall be written on or attached to all copies of the evaluation. Said evaluations shall be completed, conferences held, and forms filed Professional Growth Plan no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been in thirty (30) school days into their assignment. They will then begin the district less than three evaluation cycle with the Mid Year Preconference. D. Evaluators may make electronic recordings (3audio, still picture, video, or any combination) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when they are scheduled for evaluation. Teachers with more than three (3) years’ service need not be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if the administration has concerns about the performance of an experienced teacher, that teacher may be evaluated in any school year, provided that the teacher receives has agreed to such recordings prior notice to the observation or walk-through. E. Nothing shall preclude a principal from making a classroom visit or observation or conferencing with an employee at any time. F. The observation and evaluation forms must be signed by the employee indicating that conferences were held at each step of the performance concernsprocedure, the employee has seen but not necessarily agreed with the evaluation, and that copies of the forms have been given to the employee. G. The observation and evaluation forms shall be adopted by the Board. Any teacher scheduled The present forms may be changed by the Board, but before it does so, a joint committee equally made up of administrators and C.F.V.E.A. members shall be established to recommend to the Board changes in the forms. The faculty representatives to the committee shall be selected by the C.F.V.E. H. At the final evaluation conference, goals for the following school year should be discussed. I. Employees shall have the right to request C.F.V.E.A. representation at any evaluation conference. J. Evaluations will occur based upon the Ohio Teacher Evaluation System as defined in Board Policies AFC & GCN and corresponding exhibits (E) and revisions (R). K. Bargaining unit members who serve in multiple buildings will be evaluated shall be notified in writing by his/her building principal prior accordance with the provisions of this Article and Board Policy. Administrators may arrange to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluationhold joint conferences with the person being evaluated. Unless waived This does not preclude observations and visitations being conducted by the teacheradministrators in any of the assigned facilities. It does, evaluations shall not take place at less than a twenty- five (25) day interval. Upon however, limit the teacher's request, each teacher's formal evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted conferences for these bargaining unit members to those prescribed in the evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance of the teacher being evaluated and regarding the means by which the teacher has been recommended to obtain assistance in making such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building shall not be considered a new teacherBoard Policy.

Evaluations. Formal written 12.2.1 The primary purpose of evaluation shall be to help the employee assess their job performance to provide the highest quality of services for the students and community. It is intended that evaluations will be made based upon the evaluator’s personal knowledge and observation. If the evaluator obtains information from another employee for the purposes of evaluation, that information will only be relevant if the evaluator and the employee have an opportunity to address any concerns prior to noting them in an evaluation. 12.2.2 Supervisors will review the job responsibilities with new employees within the first ten (10) work days after a new employee starts. Current employees may request, in writing, that the supervisor review the job responsibilities with them within the first ten (10) days of school. 12.2.3 New employees will receive feedback from their supervisor regarding job performance no later than the 45th day of the probationary period. If there are areas of concern, specific feedback will be documented in writing and given to the employee. 12.2.4 Employees who work more than sixty (60) days per year will be evaluated by their supervisor at least once during an Agreement year. Employees may receive additional informal evaluations during the year reflecting continuing job performance. Employees whose work performance has been determined to be less than satisfactory in meeting District expectation standards will be so advised in writing in the interest of gaining an acceptable adjustment. Due dates for annual evaluations are: • Employees working fewer than 260 days – June 10th of each school year year. • Employees working 260 days – August 20th of each year. 12.2.5 If an employee receives an evaluation indicating their job performance “does not meet expectations”, the employee may request an additional meeting with the supervisor to clarify job expectations. The employee may have Association representation at the conference. 12.2.6 Employee evaluations will be used as one element in determining discharge, transfer and promotion. 12.2.7 Any changes to the District’s adopted evaluation forms will be mutually agreed upon with the Association before implementation. All forms related to the evaluation are available in Appendix C, D and E. 12.2.8 The evaluation consists of three performance levels: Exceeds Expectations, Meets Expectations and Does Not Meet Expectations; each with a definition. 12.2.8.1 Ratings of “Exceeds Expectations” require comments with specific examples to reinforce the strong work in the criteria. 12.2.8.2 Ratings of “Meets Expectations” do not require written comments. 12.2.8.3 Ratings of “Does Not Meet Expectations” require comments with specific examples to support necessary improvement in the criteria. 12.2.9 Employee attendance is determined by maintaining a positive sick leave balance. 12.2.10 The optional “Employee Self-Reflection” instrument aligns with the evaluation instrument and does not include ratings. 12.2.11 If a teacher submits a “Classroom Teacher Input” form which will be used by the administration (Appendix J). Three (3) copies administrator as part of each the evaluation are to process, a copy will be made. The teacher is to sign all copies to indicate that he/she has examined them. One copy is kept in the principal's files; the second copy is sent hand delivered to the office of the Superintendent; employee and the third copy is retained by the teacher. The teacher being evaluated has the opportunity to write a rebuttal to any item in the evaluation or to the complete evaluation. Said rebuttal shall will be written on or attached to all copies of the evaluation. Said evaluations shall be completed, conferences held, and forms filed no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been The employee may respond to the “Classroom Teacher Input” form in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when they are scheduled for “Employee Comments” section of the annual evaluation. Teachers with more than three (3) years’ service need not be evaluated except This form is available in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if the administration has concerns about the performance of an experienced teacher, that teacher may be evaluated in any school year, provided that the teacher receives prior notice of the performance concerns. Any teacher scheduled to be evaluated shall be notified in writing by his/her building principal prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by the teacher, evaluations shall not take place at less than a twenty- five (25) day interval. Upon the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in the evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance of the teacher being evaluated and regarding the means by which the teacher has been recommended to obtain assistance in making such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building shall not be considered a new teacher.E.

Evaluations. Formal Section 1 Evaluation will serve a dual purpose: To provide a sound basis for administrative improvement. To provide an objective measure of administrative effectiveness. Section 2 It is agreed and understood that all Administrators shall be evaluated and receive a written evaluations will be made each school year evaluation at least once every two (2) years by the administration Superintendent or their immediate supervisor. Administrators shall be evaluated based upon proposed objectives established between the Administrator and the Superintendent/Supervisor. (See Appendix JA). Three (3) copies Section 3 No evaluation shall be prepared until after a conference between the Administrator and evaluator during which a general overview of each the proposed contents, including concerns, of the evaluation are discussed. Section 4 Evaluations shall state those areas where improvement is needed and include recommendations to effect the desired improvement. Section 5 Should no evaluation be madeconducted prior to sixty (60) days before the end of the contract year, the Administrator's performance shall be deemed to have been satisfactory. Section 6 The Board shall offer a written plan of reasonable assistance to the Administrator in correcting inadequacies. Such assistance shall be given within a reasonable amount of time and shall consist of the following: Conferences shall be held between the Administrator, the Association and the Evaluator dealing with the clearly identified inadequacies. Suggestions for improvement shall be brought forth at this time and documented in writing. Section 7 The Administrator shall be permitted to have an Association representative present in any evaluation interview. The teacher is Evaluator shall be notified prior to sign all copies to indicate that he/she has examined them. One copy is kept in Association representation. Section 8 No evaluation or survey prepared by persons other than the principalAdministrator's files; the second copy is sent to the office evaluator(s) shall become a part of the Superintendent; and the third copy is retained by the teacher. Administrator's personnel file. Section 9 The teacher being evaluated has the opportunity to write Administrator may prepare a rebuttal written response to any item in the evaluation or to the complete evaluation. Said rebuttal which shall be written on or attached to all copies then become a part of the evaluation. Said evaluations . Section 10 Administrators shall be completed, conferences held, and forms filed no later than January 21 and again by April 1 for teachers kept fully informed of their status at all times. Anyone whose limited contracts are expiring and who have been contract renewal is in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when they are scheduled for evaluation. Teachers with more than three (3) years’ service need not doubt will be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if the administration has concerns about the performance of an experienced teacher, that teacher may be evaluated in any school year, provided that the teacher receives prior notice of the performance concerns. Any teacher scheduled to be evaluated shall be so notified in writing by his/her building principal prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by the teacherSuperintendent according to the Michigan School Code of 1976, evaluations shall not take place at less than a twenty- five as amended (25) day interval. Upon the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in the evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix JMCL 380.132). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance of the teacher being evaluated and regarding the means by which the teacher has been recommended to obtain assistance in making such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building shall not be considered a new teacher.

Evaluations. Formal written evaluations will be made A. The Committee agrees to evaluate the Superintendent, in writing, once during each school fiscal year by using the administration (Appendix J). Three (3) copies of each evaluation are to be made. The teacher is to sign all copies to indicate that he/she has examined them. One copy is kept in the principal's filesMassachusetts Educator Evaluation System based on M.G.L. c. 71, §38; M.G.L. c150E; the second copy is sent to the office of the SuperintendentEducator E valuation regulations, 603 CMR 35.00 et seq; and the third copy is retained Model System for Educator Evaluation developed, and which may be updated from time to time by the teacherMA Department of Elementary and Secondary Education. Such written evaluation shall be completed by August 1 of each contract year. B. The teacher being evaluated has Committee will discuss and review the Superintendent’s job performance, in accordance with the Massachusetts Educator Evaluation System, with the Superintendent once annually in open session. School Committee members may contribute to the Superintendent’s annual evaluation only if they have served on the Committee for the majority of the contract year. C. The annual evaluation shall consist of a composite document prepared by the Chair of the Committee, reflecting the consensus among the individual Committee members. Should any member prepare an individual evaluation document, such document shall be shared only with the Superintendent and the Chair by such individual Committee member. D. At the annual meeting in which the Superintendent’s performance is discussed, the Committee shall provide the Superintendent an opportunity to write a rebuttal respond to any item in information brought forth at that same meeting or, at the evaluation or to the complete evaluationSuperintendent’s election, at a subsequent meeting. Said rebuttal shall be written on or attached to all copies All public discussion of the evaluation. Said evaluations shall be completed, conferences held, and forms filed no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when they are scheduled for evaluation. Teachers with more than three (3) years’ service need not be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if the administration has concerns about the performance of an experienced teacher, that teacher may be evaluated in any school year, provided that the teacher receives prior notice of the performance concerns. Any teacher scheduled to be evaluated shall be notified in writing by his/her building principal prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by the teacher, evaluations shall not take place at less than a twenty- five (25) day interval. Upon the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in the evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance of the teacher being evaluated Superintendent will be conducted by the Committee only in accordance with these provisions, and shall be conducted in open session except for such discussion that is part of negotiations of goals or compensation, which shall be conducted in executive session. E. In the event that the annual evaluation indicates that the performance of the Superintendent is unsatisfactory in any respect, the specifics which have given rise to this determination, the improvement that are expected and the indicators that will determine whether or not each deficiency cited has been remediated must be set forth in the evaluation. F. Any evaluation report delivered by the Committee will be signed by the Superintendent. Such signature shall not necessarily indicate agreement with the content thereof but rather acknowledgment of receipt of the document. The Superintendent may respond to the evaluation in writing and will deliver such response to the Chairperson of the Committee and a copy of the response will be attached to the evaluation and placed in the Superintendent’s personnel file. G. Nothing in this Agreement will prevent any member of the School Committee from meeting individually and privately with the Superintendent to discuss any matter either might wish to discuss. Prior to the public meeting at which the Committee members discuss and deliberate regarding the means by Superintendent’s performance, the Superintendent shall schedule an individual and private meeting with each Committee member so that she may discuss with each member his or her own individual concerns, conclusions and findings concerning the Superintendent’s performance before they are shared with the Committee as a whole. No Committee member may raise in a public discussion, including the open meeting at which the teacher has been recommended Superintendent’s performance is discussed, any matter not first brought privately and individually to obtain assistance the attention of the Superintendent pursuant to this paragraph. H. The parties have the right to mutually waive the evaluation of the Superintendent in making such improvement for continued employment in any year of this Agreement by specific vote or inaction provided, however, that the district. For purposes of determining the number of evaluations, a teacher transferred to another building Superintendent shall not be considered a new teacher.subject to discipline or discharge based on performance in any year in which the agreed upon assessment is not completed..

Evaluations. Formal written evaluations will 1. Evaluations shall be made conducted by an appropriate administrator. All tenure teachers and non-certified bargaining unit members employed beyond four years shall be evaluated at least once every third year during the school year. Non- tenure teachers shall be evaluated once during each school year by the administration (Appendix J)year. Three (3) copies Yearly evaluations shall be completed prior to April 1 of each evaluation are school year. The time from April 1 to the end of the school year should not be madeconstrued as a time immune from further evaluation. The teacher is to will sign all copies to indicate that hewithin five (5) school days of his/she has examined them. One copy is kept in the principal's files; the second copy is sent to the office of the Superintendent; and the third copy is retained by the teacher. The teacher being evaluated has the opportunity to write a rebuttal to any item in the evaluation or to the complete evaluation. Said rebuttal shall be written on or attached to her receipt all copies of the evaluation to attest that the evaluation has been read by the teacher and reviewed with the appropriate administrator making the evaluation. Said evaluations shall be completed, conferences held, and forms filed no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been in It is recognized that signing the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when they are scheduled for evaluation copies does not necessarily indicate agreement with the evaluation. Teachers with more than three (3) years’ service need not be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if In the administration has concerns about the performance of an experienced teacher, that teacher may be evaluated in any school year, provided event that the teacher receives prior notice feels that the evaluation was incomplete or unjust, the teacher may put the objections in writing and have them attached to the evaluation report to be placed in the personnel file and/or request further clarification of the performance concerns. Any teacher scheduled to be evaluated shall be notified in writing by his/her building principal prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by the teacher, evaluations shall not take place at less than a twenty- five (25) day interval. Upon the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A Each teacher shall be made aware given a personal copy of deficiencies noted in the evaluationevaluation at the evaluation conference. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on In the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed event that a teacher is experiencing difficulty in the performance of his/her teaching duties, the Association President will be informed of the situation, and the Association will have the opportunity to provide input into the creation of an affirmative improvement program. 2. The administration will consult with the Association in the preparation or modification of all teacher evaluative forms, policies, and procedures. The forms and process delineated in the Framework for Effective Teaching will be used and made available to staff. See attachment A and B. 3. Teachers performing supplemental activities will be evaluated annually by the building administrator within thirty (30) calendar days of the last game, or within thirty (30) calendar days of the last meeting for non-athletic activities. In the event that the teacher being evaluated and regarding feels that the means by which evaluation was incomplete or unjust, the teacher has been recommended may put the objections in writing and have them attached to obtain assistance in making such improvement for continued employment the evaluation report to be placed in the districtpersonnel file and/or request further clarification of the evaluation. For purposes If said evaluation is not completed within thirty (30) calendar days of determining conclusion of the number of evaluationssupplemental activity, it is assumed that the teacher performed in a teacher transferred to another positive and professional manner. 4. Participation or non-participation on a building or district school improvement committee shall not be considered used as a new teachercriterion for evaluation or discipline. 5. Any bargaining unit member will neither evaluate nor discipline other bargaining unit members.

Evaluations. Formal written evaluations will 9.1 Unit members shall be made each school year evaluated by an administrator(s) designated by the administration Superintendent. The designated evaluator(s) shall sign the evaluation. 9.2 The purpose of the evaluation shall be to assess job performance, recognize work performed well by the unit member, and to identify areas of required improvement in job performance including appropriate measures to accomplish such improvement. 9.3 Probationary unit members shall be formally evaluated at least twice during the probationary period of twelve (Appendix J)12) months. Three The first evaluation shall not be later than the end of eighty (80) working days and the second not later than the end of one hundred sixty (160) working days of employment. 9.4 Permanent unit members shall be formally evaluated at least once each year. Unit members with three (3) copies of each evaluation are consecutive satisfactory evaluations may elect to be madeevaluated every other year. Evaluations shall be completed no later than ten (10) days prior to the last day of school. 9.5 Permanent unit members in need of remediation shall additionally be evaluated prior to December 24. 9.6 If a unit member changes job classifications, they shall be evaluated pursuant to the probationary unit member evaluation schedule (see 9.3). 9.7 The formal evaluation shall be in writing on the appropriate form attached as Appendix "C" and a copy shall be made available to the unit member. The teacher is evaluation shall be reviewed with the unit member by the evaluating supervisor(s). If any part of the evaluation indicated a need for improvement, specific suggestions for improvement shall be made by the evaluating supervisor(s). At the request of the unit member, he/she may ask for another conference to review the evaluation. Revised: 11/1/14 9.8 The unit member shall sign all copies to the evaluation. The signature of the unit member being evaluated does not indicate that he/she agrees with the evaluation, but that he/she has examined thembeen given a copy, had adequate time to review the written evaluation, and that a conference was held. One copy is kept in the principal's files; the second copy is sent to the office The original of the Superintendent; and the third copy evaluation is to be retained by the teacher. District and shall be placed in the unit member's personnel file in the District Office. 9.9 The teacher being evaluated has unit member shall have the opportunity right to write have a rebuttal written response attached to any item in the evaluation or to the complete evaluation. Said rebuttal shall be written on any material of a negative or attached to all copies of the evaluation. Said evaluations shall be completed, conferences held, and forms filed no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when they are scheduled for evaluation. Teachers with more than three (3) years’ service need not be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if the administration has concerns about the performance of an experienced teacher, derogatory nature that teacher may be evaluated in any school year, provided that the teacher receives prior notice of the performance concerns. Any teacher scheduled is to be evaluated shall be notified placed in writing by his/her building principal prior personnel file. 9.10 The unit member shall have the right to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived have any commendations or positive comments included in his/her personnel file. 9.11 CSEA representatives shall have the right to review unit members' personnel files when accompanied by the teacher, evaluations shall not take place at less than unit member or upon presentation of a twenty- five (25) day interval. Upon written authorization signed by the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in the evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance of the teacher being evaluated and regarding the means by which the teacher has been recommended to obtain assistance in making such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building shall not be considered a new teacherunit member.

Evaluations. Formal written evaluations will A. All monitoring or observations, including the use of closed circuit television, audio system, and similar devices when used for teacher evaluation, shall be made each school year by conducted openly with the administration (Appendix J). Three (3) copies of each evaluation are to be made. The teacher is to sign all copies to indicate that he/she has examined them. One copy is kept in the principal's files; the second copy is sent to the office full knowledge of the Superintendent; and the third copy is retained by the teacher. The . B. If a tenured teacher being evaluated has the opportunity to write a rebuttal to any item in the evaluation been rated “highly effective” or to the complete evaluation. Said rebuttal shall be written on or attached to all copies of the evaluation. Said evaluations shall be completed, conferences held, and forms filed no later than January 21 and again by April 1 “effective” for teachers whose limited contracts are expiring and who have been in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when consecutive year-end evaluations, they are scheduled for evaluation. shall be evaluated every second year thereafter. C. Any teacher that receives a less than effective rating shall be evaluated every year until they have three successive effective ratings. D. Teachers with more than three (3) years’ service need shall not be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more provided an evaluation if they fall into any of the following categories: ● work less than once every third year. However, if the administration has concerns about the performance of an experienced teacher, that teacher may be evaluated 60 days in any school year ● have an accumulated leave of absence from work during the school year amounting to a total of ninety (90) days or more ● have their evaluation results vacated through the grievance procedure ● due to extenuating circumstances the district and Association agree deems applicable for exempting a teacher from the annual evaluation process Said teachers shall receive the same rating they received in the prior year for the current year if it was conducted by the district. E. Evaluations of all non-probationary teachers of record will be conducted on a biannual basis and consist of a minimum of two observations; one during first semester and one thirty days prior to the last day of the school year, provided . F. For years that a teacher is not being evaluated neither the teacher receives prior notice nor the administration shall be required to complete any portion of the performance concernsevaluation tool. G. Evaluations of all probationary teachers of record or non probationary teachers on an IDP will be conducted on an annual basis and consist of a minimum of four observations. Two observations shall be conducted in the first semester, and the remaining two shall be no later than thirty(30) days prior to the last day of the school year. H. Observations shall be made in person, or optional recorded video if agreed upon in advance between teacher and administrator, for a minimum of fifteen (15) consecutive minutes. I. All probationary teachers will have an IDP developed by administrative personnel in consultation with the probationary teacher as required by the Tenure Act. J. All tenured teachers rated less than effective on their most recent year-end evaluation shall work with administration to develop an IDP that sets goals specifically related to the identified areas of concern. K. Written feedback shall be provided to teachers within fifteen (15) business days after each observation. L. First year probationary teachers and any teacher rated less than effective shall be provided a mid-year progress report. Any teacher scheduled to be being evaluated may request a mid-year progress report. M. Each teacher who receives an end of year evaluation shall be notified in writing by his/her building principal prior provided a final summative rating of Effective, Developing, or Needing Support. Prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived final evaluation teachers will be able to provide evidence and/or artifacts for any rating identified by the teacher, evaluations shall not take place at less than a twenty- five (25) day intervaladministrator below an effective rating. Upon the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in the evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance N. 20% of the teacher being evaluated year-end evaluation is based on student growth and regarding the means assessment data or student learning objectives metrics determined by which the teacher has been recommended to obtain assistance in making such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building shall not be considered a new teacherand approved by administration.

Evaluations. Formal The parties agree that during the term of this Agreement they will follow the procedure outlined below and that, to the fullest extent permitted by law, such procedure will supersede any conflicting Board policies, handbooks or other materials now in existence relative to the observation, evaluation and personnel files of teaching staff. 1. All written evaluations will be made each school year only by administrative personnel. Supervisory teachers (i.e., curriculum coordinators, leaders, and assistants, and team leaders) shall be expected to provide departmental and team leadership, to observe and to assist all department and team members, and to keep the administration (Appendix J)fully appraised of the progress and professional development of their teams, departments and team and department members to make recommendations with regard to tenure or probationary status. Three (3) copies All such recom- mendations are the sole prerogative and responsibility of each evaluation are to be madethe administrative staff. The It is clearly understood that the observations and recommendations of the supervisory teacher is to sign all copies to indicate that he/she has examined them. One copy is kept in the principal's files; the second copy is sent as reported to the office administration may form a part of the Superintendent; administrator's reports and serve as a part of the third supporting material upon which the administrator may make his/her recommendations. 2. All monitoring or observation of work performance will be conducted openly. Public address system and or recording devices shall not be used by administrators and supervisors for evaluation purposes without the knowledge of the employee being evaluated. It is understood that data gathered through the audio and all information garnered from said technology will not be used to discipline any member of the CCTA unless it pertains to a safety or security issue. 3. Teaching staff members who have been evaluated will be given a copy is retained of the observation reports prepared by their supervisors within five (5) days following the teacher. The teacher being observation, after which the evaluated has employee must sign and return a copy of the opportunity to write a rebuttal to any item in the evaluation or observation report to the complete evaluationobserver within five (5) days of receipt. Said rebuttal shall Year-end conferences which include the local APPR score, will be written on or attached to all copies of the evaluation. Said evaluations shall be completed, conferences held, and forms filed completed no later than January 21 the last staff day in June. The year-end evaluation APPR score will be finalized upon the receipt of the State Education Department (SED) data report and again by April 1 for teachers whose limited contracts are expiring and who have been in compliance with the APPR document. No observation reports or year-end evaluation reports shall be submitted to central administration, placed in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when they are scheduled for evaluation. Teachers employee’s file, or otherwise be acted upon without a prior conference with more than three (3) years’ service need not be the evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if the administration has concerns about the performance of an experienced teacher, that teacher may be evaluated in any school year, provided that the teacher receives prior notice of the performance concerns. Any teacher scheduled to be evaluated shall be notified in writing by his/her building principal prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by the teacher, evaluations shall not take place at less than a twenty- five (25) day interval. Upon the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in the evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance of the teacher being evaluated and regarding the means by which the teacher has been recommended to obtain assistance in making such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building shall not be considered a new teacheremployee.

Evaluations. Formal written A. Evaluations will be performed by a District Administrator. B. The first three (3) years of continuous service by a teacher will be considered probationary years. Non-tenured teachers will be evaluated yearly, with the evaluation being made by the third week of March. Tenured teachers will be evaluated on a three (3) year cycle: two (2) formative observation years followed by a summative evaluation in the third year. The Summative Evaluation Report will be completed by the first Friday in May of the summative year. C. All formal evaluations will be made each school year by conducted in an evaluation conference during which the administration (Appendix J). Three (3) copies bargaining unit member will be given a copy of each evaluation are to be made. The teacher is to the formal evaluation, and will sign all copies the original to indicate that he/she has examined themread the report. The bargaining unit member shall discuss with the evaluator(s) any questions he or she may have regarding the evaluation. Should the bargaining unit member have any disagreement with the contents of the evaluation, he/she may, within ten (10) business days, submit written comments regarding the report. One (1) copy is kept will be placed in the principal's files; the second copy is sent to the office of the Superintendent; teacher’s personnel file and the third other copy is retained by the principal. D. Should the evaluator(s) identify areas where the teacher is below the levels of expectations, specific written suggestions for improvement will be issued by the evaluator(s). E. The evaluation conference will not be used as a formal meeting to reprimand or discipline a teacher. . F. The teacher being evaluated has current format for evaluations will be followed, unless the opportunity to write format is changed by a rebuttal to any item in the evaluation or to the complete evaluation. Said rebuttal shall be written on or attached to all copies committee consisting of the evaluation. Said evaluations shall be completed, conferences held, and forms filed no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; representing the Association and by May 31 for all other teachers in years when they are scheduled for evaluation. Teachers with more than three (3) years’ service need representing the District, and the format is adopted by the Board. The observation/ evaluation forms devised by the committee in this article are to be utilized in this process and will be included in Appendix II. In the event the committee recommends changes to guidelines and procedures, upon adoption by the Board of Trustees, the revised guidelines and procedures will take effect immediately and replace the current documents in Appendix II. G. The results of evaluations performed in accordance with the provisions of A, B, C, D, E, and F above are not be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. Howevergrievable. H. Any complaint regarding a bargaining unit member made by a parent, if the administration has concerns about the performance of an experienced teacherstudent, that teacher or other person, which may be evaluated used in any school yearmanner in evaluating a bargaining unit member, provided that will be called to the teacher receives prior notice attention of the performance concerns. Any teacher scheduled to be evaluated shall be notified in writing by his/her building principal prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by the teacher, evaluations shall not take place at less than a twenty- five member within ten (2510) day interval. Upon the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in the evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance of the teacher being evaluated and regarding the means by which the teacher has been recommended to obtain assistance in making such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building shall not be considered a new teacher.business days

Evaluations. Formal written evaluations will 1. Employees covered by this Agreement shall be made each school year evaluated by an administrator designated by the administration (Appendix J)Superintendent 2. Three Probationary employees shall be formally evaluated at the completion of three (3) copies months and six (6) months after hire or one-hundred-thirty (130) days of each paid service, whichever is longer. Probationary Period: All new employees shall have a one-year probationary period which shall expire at the calendar anniversary of their start date. For example, for an employee hired on September 1, 2006, their probationary period will end on August 31, 2007. Any employee who is hired after July 1, 2004 who passes their probationary period shall receive a step increment. An employee who is promoted shall serve a probationary period of six (6) work months (130 work days) in the higher classification and will retain the original anniversary date for purposes of step increase. Should a permanent employee who is serving a probationary period as a result of a promotion be found unsatisfactory in the higher position, or should the permanent employee find the higher position unsatisfactory, he/she shall be reinstated in permanent status of former classification unless there is cause for dismissal. 3. Permanent employees shall be formally evaluated at least annually by the end of the school year (Children's Center, June 30). a. After 3 consecutive years of satisfactory evaluations, permanent employees shall be evaluated at least every 3rd year. 4. Both scheduled and unscheduled observations of the employee's work may be part of the evaluation are to be madeprocess. 5. The teacher is to sign all copies to evaluation shall be in two copies, Exhibits O and P, and each copy shall be signed by both parties concerned. The signature of the person being evaluated does not indicate that he/she agrees with the evaluation, but that he/she has examined thembeen presented with a copy, had adequate time to review the written evaluation, and that a conference was held. Distribution of the two signed copies is as follows: a. One copy is kept to be presented to the person evaluated. b. One to be placed in the principalemployee's files; file in the second copy is sent District Office. 6. The employee may make such written comments as appropriate to attach to the office evaluation. 7. A copy of all evaluation statements, positive or negative, shall be given to and discussed with the employee at the time of the Superintendent; evaluation and the third copy is retained by the teacher. The teacher being evaluated has the opportunity to write a rebuttal to any item before filing in the evaluation or to the complete evaluation. Said rebuttal shall be written on or attached to all copies of the evaluation. Said evaluations shall be completed, conferences held, and forms filed no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when they are scheduled for evaluation. Teachers with more than three (3) years’ service need not be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if the administration has concerns about the performance of an experienced teacher, that teacher may be evaluated in any school year, provided that the teacher receives prior notice of the performance concerns. Any teacher scheduled to be evaluated shall be notified in writing by his/her building principal prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by the teacher, evaluations shall not take place at less than a twenty- five (25) day interval. Upon the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in the evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance of the teacher being evaluated and regarding the means by which the teacher has been recommended to obtain assistance in making such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building shall not be considered a new teacherpersonnel file.

Evaluations. Formal written evaluations will be made each school year by The parties recognize that the administration (Appendix J). Three (3) copies of each evaluation are to be madeinstrument appropriate for non-classroom unit members differs from that used for classroom teachers. The parties agree that it is necessary to design evaluation instruments appropriate for non-classroom unit members through continued negotiations during the 2011-2012 and 2012-2013 school years. Negotiated changes to Article 8, shall not replace the right to present two (2) additional Articles for negotiations as described in Article 22 for the 2012-2013 school year. The parties recognize the need and agree to work toward the development of evaluation instruments appropriate for non-classroom unit members. 8.1 The intent of the observation/evaluation process shall be to maintain and improve the quality of the instructional program. The observation/evaluation process shall be conducted in a manner which recognizes both the teacher is to sign all copies to indicate that he/she has examined them. One copy is kept and the administrator as professionals, and creates an atmosphere of trust and cooperation between the participants in the principal's files; the second copy is sent process. This statement of purpose shall not be subject to the office of the Superintendent; and the third copy is retained by the teacher. grievance process. 8.2 The teacher being evaluated has the opportunity to write a rebuttal to any item in the evaluation or to the complete evaluation. Said rebuttal District shall be written on or attached to evaluate all copies of the evaluation. Said evaluations shall be completed, conferences held, and forms filed permanent unit members no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when they are scheduled for evaluation. Teachers with more than three (3) years’ service need not be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. Howevertwo (2) years or, if they have been employed by the District for at least ten (10) years, are authorized to teach English learners, and were rated as exceeding or meeting standards in their previous evaluation, may be evaluated at least once every five years, if the administration has concerns about evaluator and unit member being evaluated agree. The unit member or the performance of an experienced teacher, that teacher evaluator may withdraw consent at any time. All probationary and temporary unit members shall be evaluated in any school no less than once each year, provided that the teacher receives prior notice of the performance concerns. . 8.3 Any teacher unit member who is scheduled to be evaluated shall be so notified by the District no later than October 1st of the school year in writing which the observation/evaluation is to take place. Such notice shall contain a brief explanation of the procedure for evaluation. 8.4 No later than October 15th of the school year in which the evaluation is to occur, the evaluator and the unit member will meet to discuss the focus of the observation and the evaluation. A written summary of this meeting shall be given to the unit member on the signed and dated pre-evaluation form. This summary shall set forth the focus of the observation and the evaluation as listed in Paragraph 8.5 herein, areas of performance which may need improvement (when deficiencies have been noted as required by Paragraph 8.10), any professional improvement goals selected by the unit member, and, at the discretion of the evaluator, any positive directions for the unit member. In the event of a disagreement over the focus of the observation/evaluation, the Association President and the Associate Superintendent, Human Resources, will meet to resolve the issue. The unit member shall be given an opportunity to attach a list of any constraints which he/she feels may inhibit his/her building principal prior ability to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by meet the teacher, evaluations shall not take place at less than a twenty- five (25) day interval. Upon focus of the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in observation and/or the evaluation. Deficiencies If, after this meeting has been held, a substantial change in circumstances occurs which impacts upon the focus of the observation and/or the evaluation, either participant may request modification of the summary to comport with the new circumstances. 8.5 The unit member’s observation/evaluation shall be defined as Needs Improvement (NI) or Unsatisfactory (U) based on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include following California Standards for the specific recommendations regarding any improvements needed Teaching Profession and their respective elements: 8.5.1 Standard 1: Engaging and Supporting All Students in the performance of the teacher being evaluated Learning. 8.5.2 Standard 2: Creating and regarding the means by which the teacher has been recommended to obtain assistance in making such improvement Maintaining Effective Environment for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building shall not be considered a new teacherStudent Learning. 8.5.3 Standard 3: Understanding and Organizing Subject Matter for Student Learning. 8.5.4 Standard 4: Planning Instruction and Designating Learning Experiences for All Students. 8.5.5 Standard 5: Assessing Student Learning.

Evaluations. Formal written A. Evaluations will be performed by the Building Administrator or his/her designee. B. The first three (3) years of continuous service by a teacher will be considered probationary years. Non- tenured teachers will be evaluated yearly, with the evaluation being made by the third week of March. Tenured teachers will be evaluated on a three (3) year cycle, two (2) formative evaluations followed by a summative evaluation in the third year. The Summative Evaluation Report will be completed by the first Friday in May of the summative year. C. All formal evaluations will be made each school year by conducted in an evaluation conference during which the administration (Appendix J). Three (3) copies teacher will be given a copy of each evaluation are to be made. The teacher is to the formal evaluation, and will sign all copies the original to indicate that he/she has examined themread the report. The teacher shall discuss with the evaluator(s) any questions he or she may have regarding the evaluation. Should the teacher have any disagreement with the contents of the evaluation, he/she may, within five (5) business days, submit written comments regarding the report. One (1) copy is kept will be placed in the principal's files; the second copy is sent to the office of the Superintendent; teacher‟s personnel file and the third other copy is retained by the Principal. D. Should the evaluator(s) identify areas where the teacher is below the levels of expectations, specific written suggestions for improvement will be issued by the evaluator(s). E. The evaluation conference will not be used as a formal meeting to reprimand or discipline a teacher. . F. The teacher being evaluated has the opportunity to write current format for evaluations will be followed, unless changed by a rebuttal to any item in the evaluation or to the complete evaluation. Said rebuttal shall be written on or attached to all copies committee consisting of the evaluation. Said evaluations shall be completed, conferences held, and forms filed no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; representing the Association and by May 31 for all other teachers in years when they are scheduled for evaluation. Teachers with more than three (3) years’ service need representing the District, and is adopted by the Board. The observation/evaluation forms devised by the committee in this article are to be utilized in this process and will be included in Appendix II. In the event the committee recommends changes to guidelines and procedures, upon adoption by the Board of Trustees, the revised guidelines and procedures will take effect immediately and replace the current documents in Appendix II. G. The results of evaluations performed in accordance with the provisions of A, B, C, D, E, and F above are not grievable. H. Any complaint regarding a teacher made by a parent, student, or other person, which may be evaluated except used in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if the administration has concerns about the performance of an experienced any manner in evaluating a teacher, that teacher may be evaluated in any school year, provided that the teacher receives prior notice of the performance concerns. Any teacher scheduled to be evaluated shall be notified in writing by his/her building principal prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by the teacher, evaluations shall not take place at less than a twenty- five (25) day interval. Upon the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in called to the evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance attention of the teacher being evaluated and regarding within ten (10) business days after the means by which supervisor gained knowledge of the complaint. The teacher has been recommended will then be given ten (10) business days to obtain assistance in making respond or rebut such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building shall not be considered a new teachercomplaints.

Evaluations. Formal written 13.1 The performance of all teachers is subject to a continuing process of evaluation to be conducted by the administration. The administration may retain specialists with expertise in a particular area to assist in the evaluation process. The Association President and the building representative shall have the right to review and make recommendations regarding the evaluation form utilized in the building prior to use. These evaluations will be made completed by April 15 of each school year by the administration (Appendix J). Three year. 13.2 Tenured teachers shall be evaluated at least once every three (3) copies years and probationary teachers shall be evaluated at least annually. Teachers shall be provided individualized development plans in accordance with the Michigan Teachers Tenure Act. 13.3 The administration will discuss classroom visitations with teachers within ten (10) school days after the visitations. Perceived problems and means for improvement will be discussed so that teachers will be aware of each evaluation are administration expectations. 13.4 A copy of any written reports of classroom visitations and evaluations will be provided to be madethe teacher within twenty (20) school days. The teacher If a problem is referred to sign all copies to indicate that he/she has examined them. One copy is kept in the principal's files; report, the second copy is sent to the office of the Superintendent; suggested solution will also be included and the third copy is retained by will be discussed with the teacher. The evaluator and teacher being evaluated has will sign the opportunity report and a space will be provided for the teacher to write add comments, if there is disagreement on the report. 13.5 It there is a rebuttal further problem with the evaluation, the teacher may ask the Association to any item in represent him or her. 13.6 No later than April 15 of each probationary year, the final written evaluation or reports will be furnished to the complete evaluationSuperintendent, covering each probationary teacher. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons for its action in writing, with a copy to the Association, and the teacher shall have the right to make a private presentation to a committee of the Board to request reconsideration. Involved administrators shall be entitled to attend. Said rebuttal shall be written on or attached to all copies of the evaluation. Said evaluations shall be completed, conferences held, and forms filed no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; and by May 31 for all other teachers in years when they are scheduled for evaluation. Teachers with more than three (3) years’ service need not be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if the administration has concerns about the performance of an experienced teacher, that teacher may be evaluated in any school year, provided that the teacher receives prior notice of the performance concerns. Any teacher scheduled to be evaluated shall be notified in writing by his/her building principal prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by the teacher, evaluations shall not take place at less than a twenty- five (25) day interval. Upon the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in have the evaluationright to have association representation present. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance of the teacher being evaluated and regarding the means by which the teacher has been recommended to obtain assistance in making such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building This section shall not be considered construed to provide probationary employees with protections over and above the protections provided by other sections of this contract, law and the literal language of this section. 13.7 Evaluations are to be used to appraise teachers about their performance. Evaluations may offer constructive criticism to address problem areas or concerns and to give praise for positive attributes. Evaluations shall not be used to impose disciplinary action. No reference to previous disciplinary action shall be included in an evaluation unless there continues to be concerns regarding the problem(s) addressed by the discipline or the previous disciplinary action occurred during the same school year as the evaluation. 13.8 Tenured teachers may volunteer to serve as mentors for one or more beginning teachers. If there are insufficient tenured teachers available, the Board may use college professors or retired teachers as mentors. The Board will attempt to match mentees and mentors (same department, same discipline, same building, etc.). The purpose of the mentor assignment is to provide a new teacherpeer who can offer assistance, resources and confidential information in a non-threatening fashion so as to implement a quality teacher induction program.

Evaluations. Formal written A. Evaluations will be performed by the Building Administrator or his/her designee. B. The first three (3) years of continuous service by a teacher will be considered probationary years. Non- tenured teachers will be evaluated yearly, with the evaluation being made by the third week of March. Tenured teachers will be evaluated on a three (3) year cycle, two (2) formative evaluations followed by a summative evaluation in the third year. The Summative Evaluation Report will be completed by the first Friday in May of the summative year. C. All formal evaluations will be made each school year by conducted in an evaluation conference during which the administration (Appendix J). Three (3) copies bargaining unit member will be given a copy of each evaluation are to be made. The teacher is to the formal evaluation, and will sign all copies the original to indicate that he/she has examined themread the report. The bargaining unit member shall discuss with the evaluator(s) any questions he or she may have regarding the evaluation. Should the bargaining unit member have any disagreement with the contents of the evaluation, he/she may, within ten (10) business days, submit written comments regarding the report. One (1) copy is kept will be placed in the principal's files; the second copy is sent to the office of the Superintendent; teacher‟s personnel file and the third other copy is retained by the principal. D. Should the evaluator(s) identify areas where the teacher is below the levels of expectations, specific written suggestions for improvement will be issued by the evaluator(s). E. The evaluation conference will not be used as a formal meeting to reprimand or discipline a teacher. . F. The teacher being evaluated has the opportunity to write current format for evaluations will be followed, unless changed by a rebuttal to any item in the evaluation or to the complete evaluation. Said rebuttal shall be written on or attached to all copies committee consisting of the evaluation. Said evaluations shall be completed, conferences held, and forms filed no later than January 21 and again by April 1 for teachers whose limited contracts are expiring and who have been in the district less than three (3) years; by April 1 for other teachers whose limited contracts are expiring; representing the Association and by May 31 for all other teachers in years when they are scheduled for evaluation. Teachers with more than three (3) years’ service need representing the District, and is adopted by the Board. The observation/evaluation forms devised by the committee in this article are to be utilized in this process and will be included in Appendix II. In the event the committee recommends changes to guidelines and procedures, upon adoption by the Board of Trustees, the revised guidelines and procedures will take effect immediately and replace the current documents in Appendix II. G. The results of evaluations performed in accordance with the provisions of A, B, C, D, E, and F above are not grievable. H. Any complaint regarding a bargaining unit member made by a parent, student, or other person, which may be used in any manner in evaluating a bargaining unit member, will be called to the attention of the member within ten (10) business days after the supervisor gained knowledge of the complaint. The teacher will then be given ten (10) business days to respond or rebut such complaints. Any verbal or written anonymous complaint cannot be evaluated except in years when their contract will expire. Teachers with continuing contracts need not be evaluated more than once every third year. However, if the administration has concerns about the performance of an experienced teacher, that teacher may be evaluated in any school year, provided that the teacher receives prior notice a part of the performance concerns. Any teacher scheduled to be evaluated shall be notified in writing by his/her building principal prior to November 1 unless unusual circumstances occur after November 1 which necessitate an evaluation. Unless waived by the teacher, evaluations shall not take place at less than a twenty- five (25) day interval. Upon the teacher's request, each teacher's evaluation will be discussed with him/her in a teacher–principal conference. A teacher shall be made aware of deficiencies noted in the evaluation. Deficiencies shall be defined as Needs Improvement (NI) or Unsatisfactory (U) on the appraisal report form (Appendix J). Any appraisal report which includes deficiencies shall also include the specific recommendations regarding any improvements needed in the performance of the teacher being evaluated and regarding the means by which the teacher has been recommended to obtain assistance in making such improvement for continued employment in the district. For purposes of determining the number of evaluations, a teacher transferred to another building shall not be considered a new teacherprocess.