Merit Scores.
11.3.1 Pursuant to Sections 11.6.1.2, 11.6.2.1, and 11.6.2.2, merit scores shall be evaluated and distributed as follows:
11.3.2 A merit score of zero (0), “unsatisfactory,” is assigned when— • Teaching o The Member’s teaching is seriously deficient (ongoing failure to meet essential teaching related behaviors). • Service o The Member contributes little or no service or the service contributions are clearly ineffective or unproductive.
11.3.3 A merit score of one (1), “conditional merit,” is assigned when the Member’s overall performance in the previous year is below the expectations for “expected merit” in the given category. Indicators of “conditional merit” include— • Teaching
o A significant number of student complaints and criticism directly related to the essential teaching related behaviors, or o Minor shortcoming(s) in 3 or more essential teaching related behaviors, or o Significant deficiencies in at least one essential teaching related behavior • Service o Untenured TET faculty and those NTE faculty designated as intensive teaching: ▪ Quantity of service contributions represents less than the minimal requirements for routine service, or ▪ Quality of service contributions is clearly below reasonable expectations o Tenured TET faculty and those NTE faculty designated as standard teaching: ▪ Quantity of service contributions represents less than the minimal requirements for significant service, or ▪ Quality of service contributions is clearly below reasonable expectations
11.3.4 A merit score of two (2), “expected merit,” is assigned when the Member’s overall performance in the previous year meets reasonable expectations in the given category. Indicators of “expected merit” include: • Teaching o Mostly positive student evaluations that indicate the Member is available, responsive, and creates a positive environment in support of student success o Satisfies all essential teaching related behaviors • Service o Untenured TET faculty and NTE faculty designated as intensive teaching: ▪ Meets expectations for routine service
11.3.5 A merit score of three (3), “high merit,” is assigned when the Member’s overall performance in the previous year is above the expectations for “expected merit” in the given category. Indicators of “high merit” include— • Teaching o Student evaluations indicate that the Member goes above and beyond to ensure student success – this may be indicated by exceptional efforts to ensure students access resources outside the classroom...
Merit Scores. Of the 15% weight given to Merit Points, 10% will come from Department ratings and 5% from the Fire Chief’s rating. Lieutenant candidates will be evaluated by the District’s full time Lieutenants and Battalion Chiefs using criteria developed by the Fire Chief and approved by the Board of Trustees. A cumulative average score of all raters will be compiled for each candidate and submitted to the Fire Chief. The Fire Chief and Deputy Fire Chief(s) can add additional points up to the designated 5% limit to each candidate’s score to achieve the final total merit score. Battalion Chief candidates will be evaluated by the District’s Captains and Deputy Chief(s) using criteria developed by the Fire Chief and approved by the Board of Trustees. A cumulative average score of all raters will be compiled for each candidate and submitted to the Fire Chief. The Fire Chief can add additional points up to the 5% limit for each candidate to achieve the final merit score. Informal input from all ranks is encouraged. When Lieutenant Candidate merit scores are posted, points given by the department and the Chief Officer (s) will be listed separately. When Battalion Chief Candidate merit scores are posted, points given by the department and the Fire Chief will be listed separately. The term “merit” score(s) and “merit point(s) will be replaced with the term “department” score(s) and “department” point(s). A candidate’s department scores will include evaluation in the following areas: Experience Knowledge Job Performance Education Departmental Involvement Ability to work as part of a team Interpersonal Skills Time Management Skills This component will be considered a subjective component of the promotional process. This component will not be subject to outside monitors.”
