Long Form. Observation and Evaluation Procedures. Required Evaluations. Each year the long form evaluation is used, non-provisional employees shall be observed at least two (2) times each year and evaluations shall be completed before May 15 of each year.
Long Form. (a) For the purpose of evaluation, all employees shall be observed at least twice in the performance of their assigned duties.
(b) The observations prior to evaluation are to total at least sixty minutes.
(c) A written report of the observations will be given to the employee within three days of the observation.
(d) Within five days of the employee's receipt of the Evaluation Report, the employee may submit signed comments concerning the report, which shall be attached to the report in the employee's file and considered with the Evaluation Report.
(e) After an employee has four years of satisfactory evaluations the District may use a short form evaluation.
(f) The regular evaluation process set forth in this agreement shall be followed at least once every five years and an employee or evaluator may request that the regular evaluation process be conducted in any given school year.
Long Form. Except as otherwise provided in B.5.b below, during each school year all employees shall be observed for the purpose of evaluation at least twice in the performance of their assigned duties. Total observation time for each employee for each school year shall be not less than sixty (60) minutes. New employees shall be observed at least once for a total observation time of thirty (30) minutes during the first ninety days of their employment period.
Long Form. If the employment relationship is to be as successful as possible, it is important that the Employer and Employee deal effectively with any problems that may arise. This procedure sets out information on how problems can be raised and worked through. It can be anything that xxxxx or may harm the employment relationship, other than problems relating to setting the terms and conditions of employment. If either the Employer or Employee feels that there may be a problem in the employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. Either party might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so they should take care to respect the privacy of other employees and managers, and to protect confidential information belonging to the Employer. For example, the Employee could seek information from: - friends and family - the Employment Relations Info-line on 0800 800 863 or on its website at xxx.xxx.xxx.xxxx.xx - pamphlets/fact sheets from the Employment Relations Service - their union (if they are a union member), a lawyer, a community law centre or an employment relations consultant. If either party considers that there is a problem, it should be raised as soon as possible. This can be done in writing or verbally. Provided the Employee feels comfortable doing so, they should ordinarily raise the problem with their direct manager. Otherwise the problem can be raised with another appropriate manager. A meeting will usually then be arranged where the problem can be discussed. The Employee should feel free to bring a support person with them to the meeting if they wish. The parties will then try to establish the facts of the problem and discuss possible solutions. If the parties are not able to resolve the problem by talking to each other, a number of options exist: - Either party can contact the Employment Relations Infoline, who can provide information and/or refer the parties to mediation. - Depending on the nature of the problem, the issues involved may also be ones that the Labour Inspectors employed by the Department of Labour can assist with, i.e. minimum statutory entitlements such as holiday, leave or wages provision. - Either party can take part in mediation provided by the Employment Relations Service (or the parties can agree to get an independent mediator). - If the parties reach agreement, a mediator provided by the Employ...
Long Form. For all replacement, post-retirement, and provisional employees and employees with four (4) or less years of experience. Used as employees cycle in and out of the Long and Short Forms.
Long Form. Employees will be observed at least twice annually in the performance of their assigned duties for a minimum of sixty (60) minutes prior to the formal evaluation conference, with one (1) observation being no less than thirty (30) minutes in length. For new employees, the first formal evaluation conference shall be held within the first ninety (90) calendar days of employment. For continuing employees, the formal evaluation conferences shall be held by May 1.
Long Form. The parties contemplate the execution of more formal long form documentation and/or other instruments incorporating the terms of this agreement and containing customary provisions for an agreement of this nature; provided, however, unless and until such long form documentation is executed, the terms of this agreement shall control.
Long Form. For the purpose of evaluation, all employees shall be observed at least twice in the performance of their assigned duties. The observations prior to evaluation are to total at least sixty minutes. A written report of the observations will be given to the employee within three days after the report is prepared. Within five days of the employee's receipt of the Evaluation Report, the employee may submit signed comments concerning the report, which shall be attached to the report in the employee's file and considered with the Evaluation Report. After an employee has four years of satisfactory evaluations the District may use a short form evaluation. The regular evaluation process set forth in this agreement shall be followed at least once every five years and an employee or evaluator may request that the regular evaluation process be conducted in any given school year. Short Form: The short form evaluation shall include either: A thirty minute observation during the school year with a written summary of the observation and a signed short form evaluation, or A signed short form evaluation based on at least two observations during the school year totaling at least sixty minutes without a written summary of such observations being prepared. The short form evaluation process may not be used as a basis for determining probable cause for the non-renewal of an employee's contract. Growth Option: (see Section 6) Staff members may choose to have an additional observation done by a supervisor/peer within their field. They may also choose to have the building administrator join that supervisor/peer in the observation and/or observation conference. It is understood that in order to be useful to the employees, observations need to be scheduled in a timely manner. Employees and administrators need to work collaboratively to schedule observations in a time frame that will allow for improvement of instruction. Additional Evaluations In addition to the evaluations required under Section 4(A) above, principals and other supervisors may make evaluations during the school year.
Long Form. The parties intend to replace this MOU at their earliest convenience with a comprehensive long form agreement, negotiated in good faith and consistent with the terms contained herein. Unless and until such a long-form agreement is entered into by the parties this MOU shall bind the parties in relation to the subject matter herein.
Long Form. (i) Upon the written request of the Holders, the Company will use its best efforts to cause such of the Registrable Securities as may be requested by the Holders thereof to be registered under the Securities Act as expeditiously as possible. If the Company determines to include shares to be sold by it in any Registration Statement requested pursuant to this Section 4(a), such Registration Statement shall be deemed to have been a registration under Section 3 of this Agreement, and not a registration under this Section 4(a), unless Holders are able to include in such Registration Statement all of the Registrable Securities initially requested for inclusion in such Registration Statement. The Company may postpone for up to 180 days a demand registration under this Section 4(a) if the Board of Directors of the Company reasonably and in good faith determines that such filing would be materially detrimental to the Company or require a disclosure of a material fact that might reasonably be expected to have a material adverse effect on the Company or any plan or proposal by the Company or any of its subsidiaries to engage in any transaction of assets or any merger, consolidation, tender offer, or other significant transaction; provided, however, that the Company may take such action pursuant to this final sentence of this Section 4(a)(i) only one time in any eighteen (18) month period.
(ii) If a requested registration involves an underwritten public offering and the managing underwriter of such offering determines in good faith that the number of securities sought to be offered should be limited due to market conditions, then the number of securities to be included in such underwritten public offering shall be reduced to a number deemed satisfactory by such managing underwriter, provided that the securities included shall be determined in the following order of priority: first, the Registrable Securities of the Holders, and second, any other securities of the Company which the managing underwriter agrees to include.
(iii) The obligations of the Company under this Section 4(a) shall terminate after the Company has effected one (1) registration under this Section 4.
