MEMBER EVALUATION. Members shall be evaluated in accordance with ORS 342.850, utilizing written criteria from the District Professional Growth and Accountability (PGA) model, which shall be provided to each new employee at the time of employment. Extra copies are available, upon request, from the district office; provided, that no remedy shall be granted for the District's breach of this subsection unless the breach substantially prejudices the rights of the evaluated employee. The District may implement change(s) in existing evaluation policy after providing the Council an opportunity to provide input regarding the change(s).
9.1.1 During the length of this contract, a committee will be convened to review the necessary changes required by SB 290. If at any time thereafter a substantive change is made in the Professional Growth and Accountability model, a joint committee of equal parts CEA and District will convene to determine said changes to report to the school board. The criteria for evaluation of each member of the bargaining unit shall be clearly defined in the District Professional Growth and Accountability model. Prior to the commencement of the annual evaluation cycle members shall be informed in writing of the evaluation timeline and the criteria being used by the evaluator. The criteria may include any district/building/personal goals. Upon request by either party, individual pre-observation conferences with the evaluator shall be granted. However, the evaluator may also conduct unannounced observations. These unannounced observations are exempted from pre-observation conferences. The evaluation shall be in writing. A copy of the written evaluation shall be submitted to the member at the time of the personal conference or within a reasonable time; a copy of the evaluation shall be delivered to the member. The evaluation process shall further include a post-evaluation interview in which the results of the evaluation are discussed with the members. Evaluation reports shall be placed in the member's personnel file only after reasonable notice to the member. The personnel file shall be open for inspection by the member, the member's designees, authorized administrators, confidential employees, and District’s/Association’s attorneys. Members will not be required or asked to participate, at any level, in the evaluation of another member. Program of Assistance A Program of Assistance is defined as a written plan that will identify specific deficiencies, expectations, cor...
MEMBER EVALUATION. Evaluation of the performance of each member is the responsibility of the Board. An official observation is a visit of not less than thirty (30) minutes by the Administration (i.e., Principal or immediate supervisor) to the member’s place of performance for the purpose of gathering information. It is understood that additional observations of less than thirty (30) minutes may be used in evaluations. An evaluation is an official written record signed by the Administration and the member that is placed in the member's official personnel file. Such evaluation shall be completed on/or before May 1.
MEMBER EVALUATION. The following policy applies to District employees who meet one of the following categories and are not substitutes or adult education instructors: • A Member working under a license issued under Ohio Revised Code (ORC) Sections 3319.22, 3319.26, 3319.222 or 3319.226 who spends at least 50% of his/her time providing content-related student instruction; or • A Member working under a permanent certificate issued under ORC 3319.222 as existed prior to September 2003 who spends at least 50% of his/her time providing content- related student instruction; or • A Member working under a permanent certificate issued under ORC 3319.222 as it existed prior to September 2006 who spends at least 50% of his/her time providing content-related student instruction; or • A Member working under a permit issued under ORC 3319.301 who spends at least 50% of his/her time providing content-related student instruction.
MEMBER EVALUATION. The Parties acknowledge that an evaluation process and evaluation tool applicable to members not covered by the Teacher Tenure Act has been in effect since 2011 and remains in effect as an agreed upon practice until such time as the parties will negotiate different terms, either as an MOU to be incorporated into this Agreement or in a subsequent Collective Bargaining Agreement. Members not covered under the Teacher Tenure Act, and hired for the 2021- 2022 school year and thereafter, will be subject to a probationary period of two
MEMBER EVALUATION. 0201 Member performance is the key to a strong educational program. Member evaluation is an ongoing process which shall be conducted in a manner which provides for maximum professional growth. The formal evaluation should include all aspects of the member’s service and not just observations and reports.
MEMBER EVALUATION. 1. To assess a member’s work performance.
2. To help the member to achieve improved knowledge and skills in performance of the work assignment.
3. To constitute the basis for personnel decisions including advancement, reassignment, continuing contract status, or contract non-renewal, reduction in force or termination.
MEMBER EVALUATION. 13.5.1 Each Faculty shall have Faculty Performance Evaluation Guidelines setting out the evaluation criteria for that Faculty. The Guidelines shall be consistent with this Agreement and with the evaluation criteria in Policy 77, and shall be made available to all Members prior to the commencement of the calendar year being evaluated. If there is a conflict between the Guidelines and this Agreement (or the criteria in Policy 77), the provisions in the Agreement (or the criteria in Policy 77) shall take precedence.
13.5.2 Each Member shall receive an annual performance evaluation based upon documentation provided by the Member, submitted in the format and by the deadline specified in the Faculty Performance Evaluation Guidelines. A Member who does not submit the required documentation by the specified deadline normally will receive an overall rating of at most 0.5 as specified in 13.5.3.
13.5.3 Each Member shall receive one of the following seven numerical performance ratings in each of teaching, scholarship and service:
MEMBER EVALUATION. A. OBSERVATION AND EVALUATION OF NON-TENURED MEMBERS - Non-tenured staff members shall be observed and evaluated in the performance of his or her duties at least three (3) times during each school year but not less than once during each semester. Each evaluation shall be followed by a conference between the member and his/her superiors. Each of the three observations shall be conducted for a minimum duration of one complete subject lesson. Each of the three observations must be followed by a conference within a reasonable period of time (no more than 10 days) to review the observation and evaluation. See
MEMBER EVALUATION. A. The evaluation of Members shall be conducted in accordance with Board policy, Administrative Code and State Statute.
B. An evaluative conference shall be held with each non-tenured Member at least three (3) times each year by the Member’s immediate supervisor no later than December 1st, March 1st and June 1st of the school year. The evaluation shall be completed in accordance with law.
C. An evaluative conference shall be held prior to June 1st with each tenured Member’s immediate supervisor against the Member’s job description.
D. Members shall meet with their immediate supervisors no later than September 15th to discuss their job responsibilities.
E. 1. A Member may review the content of that Member’s personal file after school hours and make reproduction of non-confidential file materials at the Member’s expense. In the event of removal of confidential materials from the Member’s file in accordance with law or Board policy, a dated notation will be placed in the Member’s file stating that confidential materials, other than credentials involved in the hiring process, have been removed.
MEMBER EVALUATION. Members shall be evaluated in accordance with ORS 342.850, utilizing written criteria from the District Professional Growth and Accountability (PGA) model, which shall be provided to each new employee at the time of employment. Extra copies are available, upon request, from the district office; provided, that no remedy shall be granted for the District's breach of this subsection unless the breach substantially prejudices the rights of the evaluated employee. The District may implement change(s) in existing evaluation policy after providing the Council an opportunity to provide input regarding the change(s).
