Informal Evaluations. (i) Normally, the employer will evaluate informally, such evaluations to be assessments of performance by someone of the employee’s choice in the hiring unit or another hiring unit who is acceptable to the hiring unit, of the various duties and responsibilities of the position based on reasonable academic criteria consistent with Article
12.02.1. Such assessments will not normally be done for a person more than once per fall/winter session (September to April) and once per summer session (May to August).
(ii) Prior to an informal evaluation of an employee in a teaching situation, the employer shall consult with the employee concerning the time and criteria for such evaluation.
(iii) The result of the informal evaluation shall be discussed with the employee after appropriate notice.
(iv) An informal evaluation may result in recommendations to the employee for improvement of teaching skills/professional development, or may result in a recommendation to the hiring unit that a formal evaluation be conducted, or where permitted by Article 12.09.2 of the Unit 2 agreement, may result in establishment of a Competence and Ability Review Period for cause. Where informal evaluation results in recommendations, those shall be made in writing and dated with a copy to the employee and placed in their professional performance and service file. Such recommendations shall be removed from the file after two years, except where a Competence and Ability Review Period is established in the interim, in which case the recommendations shall be retained in the file until the review period is completed.
Informal Evaluations. The parties recognize that the evaluation of faculty members is an ongoing process, and that there may be a need to keep informal records of critical incidents and other performance related matters. It may also be appropriate to discuss performance problems or exemplary achievements of faculty members outside of the formal evaluation process. Nothing in this agreement may be construed to restrict such activities.
Informal Evaluations. Employees may be evaluated informally at any time. Employees will be provided copies of any observation notes. In addition, the employee may request a conference with the administrator following the observation.
Informal Evaluations. (i) Normally, the employer will evaluate informally, such evaluations to be assessments of performance of the various duties and responsibilities of the position based on reasonable academic criteria consistent with Article 12.01.1 [qualifications]. Such assessments will not normally be done for a person more than once per contract.
(ii) The employer will consult with the employee who may suggest one or more names for consideration in the selection of the reviewer. The employee’s suggested names will not be unreasonably denied.
(iii) Prior to an informal evaluation of an employee, the employer shall consult with the employee concerning the time and criteria for such evaluation.
(iv) The result of the informal evaluation shall be discussed with the employee after appropriate notice.
(v) An informal evaluation may result in recommendations to the employee for improvement of skills/professional development, or may result in a recommendation to the hiring unit that a formal evaluation be conduct‐ ed. Where informal evaluation results in recommendations, those shall be made in writing and dated with a copy to the employee and placed in their professional performance and service file. Such recommendations shall be removed from the file after two years.
(vi) An informal evaluation shall not be used as a source of information in hiring decisions.
Informal Evaluations. Informal evaluation (self, peer, etc.) shall be encouraged and nothing in these procedures shall prohibit them. Such evaluations shall not become a part of the employee's official file without written approval from the employee.
Informal Evaluations. (i) Normally, the employer will evaluate informally, such evaluations to be assessments of performance by someone of the employee’s choice in the hiring unit or another hiring unit at York who is acceptable to the hiring unit, of the various duties and responsibilities of the position based on rea- sonable academic criteria consistent with Article 12.01.7. Such assess- ments will not normally be done for a person more than once per fall/winter session (September to April) and once per summer session (May to August).
(ii) Prior to an informal evaluation of an employee in a teaching situation, the employer shall consult with the employee concerning the time and xxxxx- ria for such evaluation.
(iii) The result of the informal evaluation shall be discussed with the employee after appropriate notice.
(iv) An informal evaluation may result in recommendations to the employee for improvement of teaching skills/professional development, or may result in a recommendation to the hiring unit that a formal evaluation be conducted, or where permitted by Article 12.09.2 of the Unit 2 agreement, may result in establishment of a Competence and Ability Review Period, for cause. Where informal evaluation results in recommendations, those shall be made in writing and dated with a copy to the employee and placed in her professional performance and service file. Such recommendations shall be removed from the file after two years, except where a Competence and Abil- ity Review Period is established in the interim, in which case the recom- mendations shall be retained in the file until the review period is completed.
Informal Evaluations. Principals/headmasters, the superintendent and their designees may from time to time visit classrooms to observe informally the classroom management and instructional prac- tices of teachers. If the observer notes need for improvement in any area, the observer will provide written feedback to the class- room teacher within five school days of the informal visit.
Informal Evaluations. Wherever a Department Head or Program Director discerns a problem either by direct observation or through information received from other sources, she/he will meet with the employee to clarify the situation. Action plans will be developed to overcome the identified problem. An action plan will be documented in writing in the departmental files and a copy given to the employee. Such documents will not be considered part of an Employee's Personnel Record. However, the formal appraisal may refer back to the discussion, the action plan and the change, if any, in performance.
Informal Evaluations. Principals/headmasters, the superintendent and their designees may from time to time visit classrooms to observe informally the classroom management and instructional practices of teachers. If the observer notes need for improvement in any area, the observer will provide written feedback to the classroom teacher within five school days of the informal visit. This contract language is locally negotiated and based on M.G.L., c.71, § 38; M.G.L. c.150E; the Educator Evaluation regulations, 603 CMR 35.00 et seq.; and the Model System for Educator Evaluation developed and which may be updated from time to time by the Department of Elementary and Secondary Education. See 603 CMR 35.02 (definition of model system). In the event of a conflict between this collective bargaining agreement and the governing laws and regulations, the laws and regulations will prevail. The regulatory purposes of evaluation are: To promote student learning, growth, and achievement by providing Educators with feedback for improvement, enhanced opportunities for professional growth, and clear structures for accountability, 603 CMR 35.01(2)(a); To provide a record of facts and assessments for personnel decisions, 35.01(2)(b); To ensure that every school committee has a system to enhance the professionalism and accountability of teachers and administrators that will enable them to assist all students to perform at high levels, 35.01(3); and To assure effective teaching and administrative leadership, 35.01(3). determined by the Educator’s career stage, overall performance rating, and the rating of impact on student learning, growth and achievement. There shall be four types of Educator Plans: Developing Educator Plan shall mean a plan developed by the Educator and the Evaluator for one school year or less for an Educator without Professional Teacher Status (PTS); or, at the discretion of an Evaluator, for an Educator with PTS in a new assignment.
Informal Evaluations. Nothing herein shall prevent the Board/administration from conducting informal evaluations and observations as it may deem necessary at any time.