Interim Evaluations. In addition to its annual evaluations of the Superintendent, SBBC may conduct an interim evaluation of the Superintendent at any time it deems appropriate or upon the request of the Superintendent.
Interim Evaluations. Both the CERT and CESP schemes have undergone previous evaluations (both published in October 2011), available here:
Interim Evaluations. A. Interim evaluations may be conducted at any time upon request of either the member or evaluator for the purpose of communicating and aiding the member in further maintaining or improving job performance. It is understood that an interim evaluation shall not be used to lengthen time lines outlined in Section 16.
B. The member shall have not less than one (1) month nor more than six (6) months in which to meet the required goals and objectives stated in the interim evaluation. If the member meets the required goals and objectives of the interim evaluation, the evaluation shall be removed from the personnel file.
Interim Evaluations. In addition to its annual evaluations, S13BC may comlucL an interim evaluation uf the Sup_erintepqent �t any time it de s appropriate or upon the request of the Superio1encent but at aminimum shall conduct at least one (1) interim evaluation each year.
Interim Evaluations. In addition to its annual evaluations, SBBC shall conduct an interim evaluation of the Superintendent in March of each year.
Interim Evaluations. In addition to its annual evaluations, SBBC may conduct an interim evaluation of the 9.3
Interim Evaluations. In addition to the annual evaluation, the Board may conduct interim evaluations. The interim evaluations shall be based upon the same criteria used during the annual evaluation process but may be in the form of a written summary of comments of Board members made during a confidential Board meeting(s) for the purpose of conducting an interim evaluation.
Interim Evaluations. The Administrator may observe the classroom performance of each teacher during the course of the year; based on at least 30 or more minutes in a classroom observation, with at least 15 minutes of continuous observation.
Interim Evaluations. Interim Evaluations shall be conducted in the month of December. A short form may be used for the Interim Evaluation if agreed upon by the union and Chief of Police.
i. Interim Evaluation generally includes the period of time July 1 to November 30; provided, ongoing performance may factor into the Evaluation.
ii. Employees who receive an overall score of Needs Improvement, as provided for herein, shall be placed on warning and shall be required to develop a plan to improve to at least an overall rating of Meets Expectation. Employees who continue to be overall rated as Needs Improvement may be disciplined under Section 803, up to and including discharge.
iii. The Chief of Police shall meet with each employee in the month of November to review and discuss the Interim Evaluation.
iv. An employee that receives Meets Expectations in all categories will receive a 1% bonus to be paid by January 31st.
Interim Evaluations. In addition to its annual evaluations of the Superintendent, SBBC may conduct an interim evaluation of the Superintendent at any time it deems appropriate or upon the request of the Superintendent. For the period beginning February 24, 2022 through August 1, 2022, SBBC shall conduct an evaluation of the Superintendent to be completed by September 30, 2022. By May 1, 2022, SBBC shall develop an evaluation criteria and process acceptable to both parties for the use in the evaluation of the Superintendent, and the Superintendent shall provide a self- appraisal to SBBC by August 1, 2022.
