Formal Observation Process Sample Clauses

Formal Observation Process. A predetermined procedure of observation consisting of either the District’s individual observation process including a post conference with a scheduled observation, or the District’s system of walk-through observations by an administrator that has been prescheduled at the request of the evaluator or the teacher. The post-observation conference will occur within fifteen (15) working days of the observation or series of observations.
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Formal Observation Process. The formal observation process will be initiated by the evaluator with the scheduling of a pre-observation conference with the employee to be evaluated. The evaluator will review applicable observation instruments and the evaluator will establish the date and time of the formal observation. The employee will identify the topic of the lesson or activity which is scheduled to occur. The administrator and employee may agree to the employee’s demonstration of particular skills to be observed during the formal observation and schedule the observation for a time and date such will occur. During observations of the employee, the evaluator may use the data-collection method of choice. The evaluator shall endeavor to advise the employee of the data collection method at a pre-observation conference (if one is required). However, the evaluator may alter the data collection method, if in his or her discretion, the same is necessary or convenient for a meaningful observation. The evaluator will review data collected at a formal observation post-observation conference. Any data gathered during the formal observation shall be shared with the employee and reduced to writing on the observation report form. Data gathering notes shall be destroyed unless attached to the observation report form.
Sample 1Sample 2
Formal Observation Process. A formal classroom evaluation shall be defined as one involving a classroom visitation of approximately thirty (30) minutes but not less than twenty (20) minutes and a written evaluation of the visitation followed by a conference between the evaluator and the teacher. Such conferences shall be scheduled within seven (7) school days of the visitation. Formal evaluations shall not take place during the following times: The first two weeks of school; five school days before and two school days after the Thanksgiving, Winter and Spring vacations; and, the last two weeks of school. 1. A full-time non-tenured teacher shall be formally observed not less than twice during a school year. 2. A full-time tenured teacher shall be formally observed not less than once every two (2) years. When a tenured teacher teaches more than one (1) content area, the formal observation will occur in the subject area as scheduled between the teacher and the principal. 3. A part-time non-tenured teacher with less than four (4) years of experience in the District shall be formally observed not less than twice during a school year. 4. A part-time non-tenured teacher with more than four (4) years of experience in the District shall be formally observed not less than once every two (2) years. When a part-time non-tenured teacher with more than four (4) years of experience in the District teaches more than one (1) content area, the formal observation will occur in the subject area as scheduled between the teacher and the principal.
Sample 1
Formal Observation Process. As part of the formative process, formal observations are an effective way of gathering information about the teacher’s practice: a. Full-time non-tenured teachers will be formally observed at least twice each year. b. Tenured teachers will be formally observed at least once in the course of every two (2) school years. c. In years 1–4 of continuous employment, part-time teachers will be formally observed at least twice each year. Beginning in the year 5 of continuous employment, part-time teachers may be formally observed at least once in the course of every two (2) school years. d. Formal observations will include a pre-observation conference during which the teacher may be asked to submit a pre-observation form and/ or any appropriate artifacts that pertain to the observation. Together, the teacher and administrator will determine a focus for the observa- tion and any specific areas of specific feedback. A date and time for the observation shall be set at this conference. e. A post-observation conference will be held within five (5) working days after the formal observation unless both parties mutually agree on another time to meet. The post-observation conference will focus on the teacher’s reflection on the lesson and evidence of student learning. The teacher may be asked to submit a post-observation form and/or any appropriate artifacts that pertained to the observation. Both teacher and administrator will look at teacher progress based on Xxxxxxxxx’x Framework for Teaching.
Sample 1
Formal Observation Process. A. Each school year Level 1 teachers will be formally observed for the purpose of evaluation at least twice in the performance of his/her assigned duties. Total observation time for each employee for each school year will not be less than sixty (60) minutes including a minimum of one (1) observation for a total observation time of thirty (30) minutes. The first evaluation of new employees will include an observation of at least thirty (30) minute duration. B. Level 2 Year 4 teachers will be formally observed for the purpose of evaluation in the performance of his/her assigned duties in the fall or the spring. C. Formal observations are of two (2) types, single and series. Series observations may be announced or unannounced. A pre-observation/evaluation conference will be held between the employee and the observing administrator for both types.
Sample 1
Formal Observation Process. A formal observation cycle consists of a “Pre-Observation Conference”, “Observation” and a “Post- Observation Conference”.
Sample 1

Related to Formal Observation Process

  • Formal Observation The instructional employee and the principal/administrator shall review using the mid-year Reflection Questions in the evaluation manual – Student Achievement Outcomes and make adjustments as needed to increase the likelihood of a positive goal outcome.

  • Formal Observations At least two (2) formal observations per year are required for ancillary staff members in Track I, at least sixty (60) days apart. In the case of a first-year or second-year Track I ancillary staff employee, at least one (1) observation shall be made prior to the ancillary staff employee’s mid- year progress report. Annual evaluations shall include in-room observations of all aspects of the ancillary staff employee’s instructional practice. Observations shall be conducted by the ancillary staff employee’s supervisor. An observation shall be at least one (1) complete lesson, based on the lesson plans provided by the ancillary staff employee. Observations shall be scheduled at least five (5) work days in advance for a three-day window in which the observation would take place. If an observation needs to be rescheduled, the ancillary staff employee shall be notified of the date of the rescheduled observation no later than one (1) day prior to the end of the week in which the observation should have taken place, so as to accommodate lesson planning. A pre-observation conference shall be held to review the ancillary staff employee’s IDP and those areas which might be observed. All monitoring or observation of the work of the teacher shall be conducted openly and with the knowledge of the ancillary staff employee. The parties agree that during an observation every effort will be made to maintain the normal teaching-learning process. An observation shall include assessment of the ancillary staff employee’s skill and ability in the observed domains of the “Framework for Professional Practice”. A post-observation conference shall be held within five (5) work days of the observation unless the ancillary staff employee agrees in writing to extend the time to conduct the conference, not to exceed thirty (30) days. In the event the meeting does not occur as a result of administrator unavailability within thirty-five (35) days of the observation, negative comments or concerns shall be excluded from the observation. The ancillary staff employee teacher shall bring a completed Post-Observation Reflection Form to this conference, and the administrator shall bring the completed Classroom Observation Form. The ancillary staff employee teacher and the administrator shall each retain copies of both forms. As a result of this post-observation conference, identified areas of concern, together with suggested ways in which the ancillary staff employee is to improve, and identification of assistance to be given, may be addressed in the teacher’s IDP.

  • Informal Observation Additional evaluation of employees may occur through informal observations by the Employer. It may not be necessary to reduce such evaluations to writing, and a verbal discussion between the Employer and the employee concerning the informal observations may suffice. If a written evaluation is deemed necessary, Procedures C and D as outlined above shall be followed.

  • Informal Observations A. An informal observation is an observation that is not required to be pre-scheduled. B. An evaluator may conduct any number of informal observations. C. Observations do not have to be in the classroom. For example, department or collegial meetings may be used for informal observations. D. Informal observations may serve as an opportunity for formative feedback. If there are concerns regarding the teacher’s/educator’s level of performance based upon informal observations, the evaluator will document the concern and schedule a time to discuss with the employee.

  • Evaluation Process ‌ A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated during probationary, trial service and transition review periods and at least annually thereafter. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in Article 30. The specific content of a performance evaluation is not subject to the grievance procedure. F. Performance evaluations will not be used to initiate personnel actions such as transfer, promotion, or discipline.

  • Post-Observation Conference The teacher and evaluator shall schedule to meet for the post-observation conference as soon as reasonably possible after the formal observation, but not to exceed five school days. The post-observation conference includes a review of the teacher's self-assessment of the observation and the evaluator's evidence of the observation. Both the teacher and the evaluator may contribute evidence to the overall assessment of professional performance during the conference as such conference is intended to be a dialogue between the teacher and evaluator. At the end of the post- observation conference the teacher and evaluator will agree on next steps and sign documentation that the conference has occurred.

  • Construction Observation The Consultant shall make periodic on-site observations of the Project in accordance with Exhibit A. The purpose of the on-site observations will be to observe the progress and quality of the construction work being carried on to determine if the work is proceeding in accordance with the Construction Documents. Unless otherwise stated in Exhibit A, the Consultant shall not be required to make exhaustive or continuous on-site observations to check the quality or quantity of the work.

  • Informal Process The Informal Process provides an Employee with the opportunity to resolve his or her concern by using the open door process, with the assistance of a FC member, within 30 calendar days of the date the Employee became aware of the issue. While an Employee may speak with anyone in the open door process regarding a concern or problem, the Employee is encouraged to take this concern up with his immediate supervisor or may request the assistance of the Employee Advocate or a FC member to facilitate resolution of the issue.

  • Hearing Tests Audiometric tests should be conducted within two months of a person commencing employment, and thereafter at intervals of two years.

  • Formal Process The Formal Process is a process in which an Employee requests a formal hearing and a panel is convened to gather evidence and make a decision regarding the Employee’s concern. If an Employee is unable to get his concern resolved through the Informal Process, he may request a Formal Hearing by filing an Issue Resolution Form within three (3) business days following completion of the Informal Process. Employees may seek the assistance of a FC member or the Employee Advocate to assist in the preparation of an Issue Resolution Form. A FC facilitator shall, on a rotating basis, facilitate but shall be a non-voting participant in any Formal Hearings that may arise following the submission of an Issue Resolution Form. The FC facilitator will contact the Employee within two (2) business days of receiving the Issue Resolution Form. The Employee will select, at random, five (5) FC members to sit on the Formal Hearing Panel. The Hearing Panel will consist of three (3) bargaining unit FC members and two (2) management FC members. The Employee will randomly select four (4) bargaining unit FC member names and discard one such name of his or her choosing, and randomly select three (3) management FC names and discard one such name of his or her choosing for the Hearing Panel. The panel will convene within 10 business days of receiving the Issue Resolution Form. The panel will collect evidence and fully review all details of the Employee’s concern in order to reach a final decision about whether the Agreement and the Employees’ Charter have been fairly applied to the Employee. Employees may be assisted in the Formal Process, including the Formal Hearing, by the Employee Advocate, if they so choose. The Employee Advocate’s role in the Formal Process shall be to:

Most Referenced Clauses

Most Referenced Definitions