Common use of General Evaluation Conditions Clause in Contracts

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 the re-evaluation results in an overall rating of “Unsatisfactory,” such evaluation may result in appropriate administrative action. The final written evaluation, attachments, and immediate supervisor’s recommendation shall be forwarded to the Office of Human Resources. The Director of Human Resources shall, in consultation with the appropriate vice president, review and recommend the appropriate action. 7.4.10 The District evaluation form shall be used in all cases both for the supervisor’s evaluation of the employee and the classified employee’s self-evaluation. Employees with an original hire date ending in an odd-numbered year (1, 3, 5, 7, 9) will be evaluated during the anniversary month of odd-numbered years. Employees with an original hire date ending in an even-numbered year

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.I. Upon successful completion of the probationary period, employees will be evaluated during the anniversary month of the next year. 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- 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 the re-evaluation results in an overall rating of “Unsatisfactory,” such evaluation may result in appropriate administrative action. The final written evaluation, attachments, and immediate supervisor’s recommendation shall be forwarded to the Office of Human Resources. The Director of Human Resources shall, in consultation with the appropriate vice president, review and recommend the appropriate action. 7.4.10 The District evaluation form shall be used in all cases both for the supervisor’s evaluation of the employee and the classified employee’s self-evaluation. Employees with an original hire date ending in an odd-numbered year (1, 3, 5, 7, 9) will be evaluated during the anniversary month of odd-numbered years. Employees with an original hire date ending in an even-numbered yearyear (0, 2, 4, 6, 8) will be evaluated during the anniversary month of even-numbered years.

General Evaluation Conditions. The immediate supervisor shall be responsible for the coordination of all staff member’s members’ evaluations within his/her the 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. 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 the re-evaluation results in an overall rating of “Unsatisfactory,” such evaluation may result in appropriate administrative action. The final written evaluation, attachments, and immediate supervisor’s recommendation shall be forwarded to the Office of Human Resources. The Director of Human Resources shall, in consultation with the appropriate vice president, review and recommend the appropriate action. 7.4.10 The District evaluation form shall be used in all cases both for the supervisor’s evaluation of the employee and the classified employee’s self-evaluation. Employees with an original hire date ending in an odd-numbered year (1, 3, 5, 7, 9) will be evaluated during the anniversary month of odd-numbered years. Employees with an original hire date ending in an even-numbered yearyear (0, 2, 4, 6, 8) will be evaluated during the anniversary month of even-numbered years.

General Evaluation Conditions. The immediate supervisor or designee shall be responsible for the coordination of all staff bargaining unit 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 19.4.1 The immediate supervisor or designee shall meet with the staff member bargaining unit member(s)) to discuss the purpose, criteria, procedures, and timelines for the evaluation. At an orientation meeting for newly employed bargaining unit members, each bargaining unit member shall receive a detailed job description, and updated employee procedural handbook and a parent packet (including parent and medical handbooks). The staff member will be consulted about potential additional contributorsjob description, if any, in the preparation contents of the evaluationhandbooks, etc. and the evaluation procedure shall be explained by the immediate supervisor or designee. 7.4.2 Permanent employees, as defined in Article 1, will 19.4.2 All permanent bargaining unit members shall be formally evaluated in accordance with biennially (every two years) by his/her immediate supervisor or designee during the timelines identified in the permanent employee evaluation definition found in Article 1, unless extenuating circumstances apply (i.e. extended leave)month of his/her anniversary date. The immediate supervisor or designee and staff bargaining unit member may mutually agree in writing prior to the anniversary date to extend the deadline. 7.4.3 19.4.3 Probationary employeesbargaining unit members, as defined in Article IXXII, will be evaluated in accordance with the timelines identified in at least twice during the probationary employee evaluation definition found in Article I.period. 7.4.4 Special evaluations may be conducted in accordance with Article 1. 19.4.4 The immediate supervisor or designee retains the right to conduct special evaluations for both regular permanent, probationary and probationary employeestemporary bargaining unit members. 7.4.5 19.4.5 In the event that a bargaining unit member receives a “Needs Improvement” or “Unsatisfactory” rating, the immediate supervisor or designee in consultation with the employee bargaining unit member shall develop a written improvement plan and recommend a re- evaluation in accordance with associated the timelines for established within the written improvement and re- evaluationplan. 7.4.6 19.4.6 The purpose of the written improvement plan is to assist the staff bargaining unit member in developing and implementing improvements in the area or areas of deficiency noted by the immediate supervisorsupervisor or designee, to assist the staff member to make improvements, and to evaluate the staff bargaining unit 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 19.4.7 If it is determined under the re-evaluation that the staff bargaining unit member achieved a “Satisfactory” level of performance during the designated timeframe in the written improvement plan, the staff bargaining unit member will return to the regular bargaining unit member’s evaluation cycle. 7.4.8 19.4.8 If the re-evaluation results in an overall rating of “Needs Improvement,” the immediate supervisor or designee 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 19.4.9 If the re-evaluation results in an overall rating of “Unsatisfactory,” such evaluation may result in appropriate administrative action. The final written evaluation, attachments, and immediate supervisor’s or designee’s recommendation shall be forwarded to the Office of Human Resources. The Director executive director of Human Resources human resources shall, in consultation with the appropriate vice president, review and recommend the appropriate action. 7.4.10 The District evaluation form shall be used in all cases both for the supervisor’s evaluation of the employee and the classified employee’s self-evaluation. Employees with an original hire date ending in an odd-numbered year (1, 3, 5, 7, 9) will be evaluated during the anniversary month of odd-numbered years. Employees with an original hire date ending in an even-numbered year