General Evaluation Conditions. The immediate supervisor shall be responsible for the coordination of all staff member’s evaluations within his/her unit. All final written evaluations, attachments, and immediate supervisor’s recommendations shall be forwarded to the Office of Human Resources.
7.4.1 The immediate supervisor shall meet with the staff member to discuss the purpose, criteria, procedures, and timelines for the evaluation. The staff member will be consulted about potential additional contributors, if any, in the preparation of the evaluation.
7.4.2 Permanent employees, as defined in Article 1, will be formally evaluated in accordance with the timelines identified in the permanent employee evaluation definition found in Article 1, unless extenuating circumstances apply (i.e. extended leave). The immediate supervisor and staff member may mutually agree in writing prior to the anniversary date to extend the deadline.
7.4.3 Probationary employees, as defined in Article I, will be evaluated in accordance with the timelines identified in the probationary employee evaluation definition found in Article I.
7.4.4 Special evaluations may be conducted in accordance with Article 1. The immediate supervisor retains the right to conduct special evaluations for both regular and probationary employees.
7.4.5 In the event that a bargaining unit member receives a “Needs Improvement” or “Unsatisfactory” rating, the immediate supervisor in consultation with the employee shall develop a written improvement plan with associated timelines for improvement and re- evaluation.
7.4.6 The purpose of the written improvement plan is to assist the staff member in developing and implementing improvements in the area or areas of deficiency noted by the immediate supervisor, to assist the staff member to make improvements, and to evaluate the staff member’s performance under the plan. The implementation of the written improvement plan will occur within the timeframe as indicated in the written improvement plan.
7.4.7 If it is determined under the re-evaluation that the staff member achieved a “Satisfactory” level of performance during the designated timeframe in the written improvement plan, the staff member will return to the regular evaluation cycle.
7.4.8 If the re-evaluation results in an overall rating of “Needs Improvement,” the immediate supervisor may extend for one (1) additional time period the timeframe in the written improvement plan or its modification as a result of the re-evaluation.
7.4.9 If th...
General Evaluation Conditions. 20.3.1 The first-level manager shall be responsible for the coordination of all faculty member evaluations within his or her unit.
20.3.2 The faculty member's evaluation report will be retained by the District in the faculty member's personnel file, as per Article XII, and the faculty member shall also receive a copy of that report.
20.3.3 The District shall establish the timelines necessary to meet the deadlines of the evaluation procedure.
20.3.4 The standard District evaluation forms shall be used in all cases.
20.3.5 Faculty undergoing any re-evaluation are not eligible to serve on any other college evaluation committee.
General Evaluation Conditions. 20.3.1 The first-level manager shall be responsible for the coordination of all faculty member evaluations within his or her unit.
20.3.2 The faculty member's evaluation report will be retained by the District in the faculty member's personnel file, as per Article 12, and the faculty member shall also receive a copy of that report.
20.3.3 The District shall establish the timelines necessary to meet the deadlines of the evaluation procedure.
20.3.4 The standard District evaluation forms shall be used in all cases.
20.3.5 Observations and visitations shall not be disruptive of the learning environment and shall be arranged in consultation with the evaluatee.
General Evaluation Conditions
