EVALUATIVE PROCEDURES. Section 1. The Employer shall provide to each employee and the Union a copy of criteria and methods used by the Employer to evaluate an employee’s work performance. The criteria and methods used by the Employer to evaluate an employee’s work performance shall be relevant to the responsibilities and qualifications set forth in the employee’s job description and the standards of conduct required by the Employer. These shall be applied impartially and uniformly to all employees in the same job position.
Section 2. Commencing January 1, 1999, completed evaluations shall not list the specific level of any discipline (e.g., written reprimand, suspension, etc.) imposed during the evaluative period. However, the imposition of discipline or corrective action and the reason(s) therefore may be referenced on the evaluation along with, but not limited to, poor performance or job conduct, the need for continued improvement, recognition of improvement, and/or related performance or conduct which requires improvement (e.g., “ ... you received discipline for dishonesty in that you ... improvement is expected ...”).
Section 3. The Union will be provided notice of the annual mean score of evaluation of each department (i.e.,
EVALUATIVE PROCEDURES. Section 1. The Employer shall provide to each employee and the Union a copy of criteria and methods used by the Employer to evaluate an employee’s work performance. The criteria and methods used by the Employer to evaluate an employee’s work performance shall be relevant to the responsibilities and qualifications set forth in the employee’s job description and the standards of conduct required by the Employer. These shall be applied impartially and uniformly to all employees in the same job position.
Section 2. Commencing January 1, 1999, completed evaluations shall not list the specific level of any discipline (e.g., written reprimand, suspension, etc.) imposed during the evaluative period. However, the imposition of discipline or corrective action and the reason(s) therefore may be referenced on the evaluation along with, but not limited to, poor performance or job conduct, the need for continued improvement, recognition of improvement, and/or related performance or conduct which requires improvement (e.g., “ ... you received discipline for dishonesty in that you ... improvement is expected ...”).
Section 3. The Union will be provided notice of the annual mean score of evaluation of each department (i.e., Adult Services, Residential, School). Additionally, if a bargaining unit employee, upon separation from employment, requests the mean score for his department, such score will be printed or noted on the applicable evaluation form.
Section 4. The evaluative procedures and process set forth herein shall apply to a satellite teacher assigned to a community school. However, the Xxxxxx Xxxxx supervisor shall collaborate with the applicable community school administrator in order to effectively evaluate the work performance of the satellite teacher.
Section 5. Each employee shall be given the opportunity to be a part of the process and to participate in face-to-face conferences to the extent that is possible. The Employer and the employee shall establish mutual goals for the upcoming evaluation period. This does not preclude the establishment of management or employee’s individual initiated goals.
Section 6. Year to date paid and unpaid sick leave usage shall be provided to employees on a bi-weekly basis recognizing agency records run two (2) weeks behind.
EVALUATIVE PROCEDURES. A. In any year that a teacher is not formally evaluated as a result of receiving an Accomplished or Skilled rating on the bargaining unit member’s most recent evaluation, the bargaining unit member must receive one observation and one conference in accordance with 3319.111 and 3319.112.
B. An employee who is asked to attend a formal classroom observation post conference or job performance evaluation conference shall have the right to have a representative of his/her own choosing present at the conference.
C. All formal classroom observations of employees by the Board’s appraiser for the purpose of job performance appraisals shall be conducted with the full knowledge of the employee. An initial conference initiates the evaluation process with a dialogue between the evaluator and the teacher regarding the priorities for the approaching school year. Employees must be given advance written or electronic notification of at least three (3) workdays by the supervisor conducting the pre-conference. One formal observation may be unannounced and without notice. The balance of formal observations will be announced. Employees shall have a minimum of seven (7) days after an unannounced observation to have their OTES observation paperwork (pre-conference form) completed.
D. minimum of three (3) formal classroom observations by the Board’s appraiser(s) for an employee’s job performance appraisal shall be conducted in an employee’s first year of employment in the district, in any year in which the employee will be considered for a continuing contract, and in any year in which the employee is non renewed or terminated for performance reasons. The first formal classroom observation shall be conducted by December 10, the second formal classroom observation shall be conducted by February 1, and the third formal classroom observation shall be conducted by April 1
E. All formal classroom observations of employees by Board appraisers shall be for no less than thirty (30) consecutive minutes. When announced observations are cancelled by the Administration, employees will not be required to redo their pre conference form for a lesson. However, when a teacher cancels due to absence, the observation becomes an additional unannounced observation.
F. An employee and the Board’s appraiser shall meet to discuss the results of the formal classroom observation within seven (7) workdays after the formal classroom observation has been completed, unless extraordinary conditions require a rea...
EVALUATIVE PROCEDURES. A. Following each required observation, the Principal or other evaluator shall promptly document the results thereof using the appropriate observation report form (Appendix D). The employee shall be provided with a copy of the observation report within three (3) days after the observation is completed.
B. The employee shall sign the District's copy of the evaluation report to indicate receipt of a copy, provided however, the signature of the employee does not indicate agreement with or approval of the report.
C. All required evaluation reports shall be promptly forwarded to the District's personnel office for filing in the employee's personnel file.
D. After completion of the required evaluation, a conference will be held between the evaluating supervisor and the employee to discuss the evaluation report. In the conference, the evaluating supervisor and the employee shall review the completed evaluation report form. Within five (5) days the employee shall be at liberty to attach comments or explanations to the supervisor's evaluation report in the form of an appendix thereto. After the completion of the conference, the evaluation report shall be filed with the District office.
EVALUATIVE PROCEDURES. The following procedures will be employed for the evaluation of certificated personnel.
C.1 Key Dates
C.2 The evaluative criteria, indicators and procedures shall be distributed and explained in general building staff meetings by September 15.
C.3 A pre-observation meeting shall be held by October 10 between new teachers and the building evaluator to discuss the evaluative criteria, indicators and procedures in detail. The purpose of the yearly evaluation of certificated staff shall be discussed and evaluation objectives explained.
C.4 Preparatory to the completion of the Annual Report Summary, the building principal or his/her designee shall make a total of at least two formal observations of the certificated person in the job responsibility.
C.5 All certificated personnel shall be observed at least once for a minimum observation time of thirty (30) minutes prior to January 15.
C.6 The total observation time for each teacher on long-form evaluation shall be not less than sixty (60) minutes or not less than thirty (30) minutes for each teacher on short-form evaluation. Observations times, places, and duration shall be at the determination of the building principal. Each observation shall be recorded as to date, time observation took place, and teaching activity observed. All observations should be conducted as discretely as possible. At no time shall the observer disrupt the rapport between the teacher and students. The Teacher Evaluation Criteria and Performance Indicators shall be used to summarize formal observations with appropriate notations. (Appendix I. Observation Form and/or Appendix J, Teacher Evaluation Form may be used for summary documentation) Notes taken during informal observations shall be recorded in a manner determined by the evaluator and results shared with certificated staff members. Each certificated employee shall have access to a confidential conference after each observation to discuss the observation and/or evaluation summary.
C.7 During formal post-observation conference, the observed performance indicators shall be reviewed. (Appendix I and/or Appendix J). The review shall include strengths and observed areas needing improvements and future actions by the teacher and the building evaluator.
C.8 Certificated staff members shall receive their Annual Teacher’s Evaluation by May 31st. This summary shall reflect both formal and informal observations.
C.9 Copies of the Annual Evaluation Summary and its attachments shall be signed by ...
