Informal Evaluation. Employees and supervisors may, from time to time, meet in informal performance evaluation conferences. The purpose of such informal meetings shall be to discuss work-related problems, to improve the work performance of the employee and to result in greater job satisfaction and productivity. The supervisor shall devote the time necessary to aid the employee in achieving these goals. Nothing contained herein shall prohibit an employee from requesting such informal meetings.
Informal Evaluation. The Administration may utilize informal observations to evaluate Employees during the workday or at assigned school functions. Any result from such observation that becomes a part of the Employee's personnel file shall be discussed in a meeting with the Employee. This meeting shall be held within ten (10) days after the informal observation to discuss remediating any deficiencies that may have been noticed. Serious deficiencies noticed and suggestions for correction will be reduced to writing with a copy going to the Employee.
Informal Evaluation. An informal evaluation may consist of first hand observations of classroom or other classroom duties and may result in a written report (See the Informal Evaluation Form). Teachers under continuing contract will receive an informal evaluation on years when they do not receive a formal evaluation.
Informal Evaluation. Informal evaluation (self and peer) is encouraged and nothing in this Agreement shall prohibit such action. Such informal evaluation shall not however, become a part of the Employee's record.
Informal Evaluation. In addition to the formal evaluations provided for under this article, the respective institutional agreement management committees may provide for informal evaluations that serve to encourage and support faculty unit member experimentation with new instructional techniques.
Informal Evaluation. These policies do not preclude informal conferences or observations between teachers and colleagues or supervisors which may be placed in the teacher's personnel file. Teachers may request to have these documents added to their files. All documents added by the building administrator will be discussed with the teacher prior to their placement. All documents added must be signed by the administrator and teacher.
Informal Evaluation. Performance coaching shall be a continuing process through verbal guidance, directives and clarification of job performance.
Informal Evaluation. Nothing contained herein shall limit the right of management to utilize informal observations and other firsthand evaluative criteria for considering competency of any teacher. These informal evaluations shall be reduced to writing and submitted to the employee as in 5.1, G-I (of this document), before they have any impact regarding the emoloyee’s personnel file.
Informal Evaluation. These policies do not preclude informal conferences or observations between teacher and colleague or supervisor which shall not be placed in the teacher's personnel file.
Informal Evaluation. These policies do not preclude informal conferences or observations between evaluatee and colleague or supervisor, which will not necessarily be placed in the evaluatee's personnel file. The evaluatee shall receive a copy of any written material that is generated during informal evaluation if such material is to be placed in the evaluatee's evaluation record. The evaluatee has the opportunity to respond, verbally and/or in writing, to such material.
