Formal Evaluations. The employer shall undertake formal evaluations of an employee’s performance of the various duties and responsibilities of a position only if one or more of the following conditions is present: • employee request • mutual agreement of hiring unit and employee • recommendation arising from informal evaluation • decision of Chair, Xxxx, Director or designate resulting from the processing of a complaint in accordance with Article 8.
Formal Evaluations. Where a formal appraisal of an employee's performance is carried out, the employee concerned shall be given the opportunity to read and review the appraisal. The form shall provide for the employee's signature in two (2) places; one indicating that the employee has read and accepts the appraisal, and the other indicating that the employee disagrees with the appraisal. The employee shall sign in only one of the places provided. No employee may initiate a grievance regarding the contents of an evaluation report unless the signature indicates disagreement with the appraisal. An employee shall, upon request, receive a copy of his evaluation report.
Formal Evaluations. Result in a written document which is placed in a faculty member's official personnel file. Formal evaluations may include components such as self- evaluation, supervisory evaluation, and student evaluations. Faculty assessment will be conducted on an annual basis for non-tenured faculty except during the final year of employment and once every three years for tenured faculty. Faculty or administration may request an additional evaluation for purposes of consideration for merit, tenure, and promotion.
Formal Evaluations. The process of using the formal evaluation shall be as follows: Points will be assigned based on the observed skill rating in each of the skill areas that fall in the four domains. Scores shall be assigned as follows: Ineffective=0, Developing=2, Effective=3, Highly Effective=5. The lowest evaluation score shall determine which teacher is non-renewed. If the lowest scores are not separated by at least 10% of the total points, then criteria two shall be used to determine which shall be non-renewed.
Formal Evaluations. A formal evaluation required by the provisions of this Agreement shall conform to the following guidelines:
a. The formal evaluation shall be based on at least one (1) observation.
b. The observation is not limited to classrooms or workstations.
c. The evaluation shall be in writing using the Employee Evaluation Process revised March 2002. The employee evaluation process shall be posted on the District website.
d. Any observation upon which an evaluation is based shall be conducted openly. An unsatisfactory rating shall not be based solely on undocumented hearsay not brought to the employee’s attention.
e. Any concerns or negative observations shall be brought to the employee’s attention within ten (10) working days after the observation.
f. If the work of the employee is unacceptable, the evaluator shall point out in specific terms the employee’s alleged deficiencies and identify specific ways in which the employee is to improve. Any plan of assistance or individualized development plan shall be composed in consultation with the employee.
g. A copy of the formal evaluation shall be given to the employee at a year-end evaluation conference.
h. If the employee disagrees with the observation, recommendation, or evaluation, the employee shall submit within ten (10) days a written statement that shall be attached to the evaluation and placed in the employee’s personnel file.
Formal Evaluations. Each formal evaluation shall be in writing and shall include input from employees, their colleagues, students (clients of non-instructional employees), administrators and such other information deemed by either party to be relevant and important. A formal evaluation shall be written, after consultation with employee, and will include areas needing improvement and a plan, with time frames, for addressing any concerns. Employees shall submit their written statement concerning it to the Employer.
Formal Evaluations. A formal evaluation required by the provisions of this Agreement shall conform to the following guidelines:
a. The formal evaluation shall be based on at least one (1) observation.
b. The observation is not limited to classrooms or workstations.
c. The evaluation shall be in writing using the Employee Evaluation Process revised March 2002. The Employee evaluation process shall be posted on the District website. For paraeducators, the STAGES evaluation tool is used.
d. Any observation upon which an evaluation is based shall be conducted openly. An unsatisfactory rating shall not be based solely on undocumented hearsay not brought to the Employee’s attention.
e. Any concerns or negative observations shall be brought to the Employee’s attention within ten (10) working days after the observation.
f. If the work of the Employee is unacceptable, the evaluator shall point out in specific terms the Employee’s alleged deficiencies and identify specific ways in which the Employee is to improve. Any plan of assistance or individualized development plan shall be composed in consultation with the Employee.
g. A copy of the formal evaluation shall be given to the Employee at a year-end evaluation conference.
h. If the Employee disagrees with the observation, recommendation, or evaluation, the Employee shall submit within ten (10) days a written statement that shall be attached to the evaluation and placed in the Employee’s personnel file.
Formal Evaluations. A formal evaluation required by the provisions of this Agreement shall conform to the following guidelines:
a. The formal evaluation shall be based on at least two (2) observations.
b. Observations are not limited to classrooms or work-stations.
c. The evaluation shall be in writing using the Employee Evaluation Process Revised March 2002
d. Any observation upon which the evaluation is based shall be conducted openly. An unsatisfactory rating shall not be based solely on undocumented hearsay not brought to the employee’s attention.
e. Upon request, a post observation conferences shall be held within ten (10) working days of each observation. If concerns are identified, the employee shall receive a written summary of performance concerns within ten (10) working days of the observation.
Formal Evaluations. 1. Any formal evaluations will be conducted by the Xxxx or his/her designee. Selections regarding who will be evaluated will be made at this Xxxx’x/designee’s discretion. However, at least once every four years, each part-time faculty member shall be formally reviewed under this section. If a person has retired from the full-time bargaining unit, and begins teaching part-time, he/she will be evaluated in the fourth (4th) year as a part-time bargaining unit member on his or her part-time work only.
2. Formal evaluations involve classroom observation(s) during the semester in which the review takes place; review of all student evaluations in the faculty member’s file; peer review committee reports; review of any written reports of classroom observations completed by Department Chairpersons, or designees, or the Xxxx, or designees; review of any other written material in the faculty member’s personnel file, including any reports from the Department Chairperson; and a review of the faculty member’s evaluation portfolio which will be assembled by the faculty member in conformance with the provisions below.
Formal Evaluations. 32 All formal evaluations of the work of each employee shall be conducted with the 33 knowledge of the employee. Informal evaluations may occur on a daily basis. All 34 evaluations remain permanently in a worker’s personnel folder. The Director of Buildings 35 and Grounds will provide an annual written evaluation for all bargaining unit members. 36 The Director of Buildings and Grounds will also be evaluated in written form. Input will 37 be provided by the administration for all evaluations. 38
