Non-Teacher Employee Evaluation Clause Samples
The Non-Teacher Employee Evaluation clause establishes the procedures and standards for assessing the performance of employees who are not classroom teachers. Typically, this clause outlines the criteria, frequency, and methods used for evaluating roles such as administrative staff, support personnel, or other non-instructional employees, often specifying who conducts the evaluations and how feedback is provided. Its core function is to ensure that all non-teaching staff are held to consistent performance expectations, promoting accountability and supporting professional development within the organization.
Non-Teacher Employee Evaluation. 1. This section applies only to those bargaining unit Employees whose employment is not regulated by the Michigan Teachers’ Tenure Act (“Non-Teacher Employee”).
2. The Director for Special Education shall complete an evaluation for each Non-Teacher Employee they supervise at least annually. Evaluations shall be based on each Non- Teacher Employee’s performance in the following categories and corresponding values:
a. Service (15%)
b. Collaboration (15%)
c. Attitude and motivation (15%)
d. Communication (15%)
e. Reliability (15%)
f. Professional learning (25%)
3. Whenever a Non-Teacher Employee receives a minimally effective or ineffective overall performance rating, as identified by an Employee’s immediate supervisor:
a. The supervisor shall explain the reasons for the rating to the Employee in specific written terms.
b. Jointly, the Employee and the supervisor will develop a preliminary Individual Development Plan to achieve satisfactory performance that contains suggestions for improvement, what assistance may be provided, and a written description of the level of performance that will be expected.
c. The Employee shall be assigned a Challenge Coach and meet with the Executive Director for Special Education to formalize the Individual Development Plan.
4. Any Non-Teacher Employee that fails to successfully complete the improvement plan or receives an ineffective rating for two (2) consecutive years shall be subject to discharge.
5. As needed, the evaluation instrument and process may be modified by a committee comprised of ▇▇▇▇▇ members and administrators.
Non-Teacher Employee Evaluation. 1. This section applies only to those bargaining unit Employees whose employment is not
2. The Director for Special Education shall complete an evaluation for each Non-Teacher Employee they supervise at least annually. Evaluations shall be based on each Non-Teacher Employee’s performance in the following categories and corresponding values:
a. Service (15%)
b. Collaboration (15%)
c. Attitude and motivation (15%)
d. Communication (15%)
e. Reliability (15%)
f. Professional learning (25%)
3. Whenever a Non-Teacher Employee receives a minimally effective or ineffective overall
a. The supervisor shall explain the reasons for the rating to the Employee in specific written terms.
b. Jointly, the Employee and the supervisor will develop a preliminary Individual Development Plan to achieve satisfactory performance that contains suggestions for improvement, what assistance may be provided, and a written description of the level of performance that will be expected.
c. The Employee shall be assigned a Challenge Coach and meet with the Assistant Superintendent for Special Education to formalize the Individual Development Plan.
4. Any Non-Teacher Employee that fails to successfully complete the improvement plan or receives an ineffective rating for two (2) consecutive years shall be subject to discharge.
5. As needed, the evaluation instrument and process may be modified by a committee composed of ▇▇▇▇▇ members and administrators.
Non-Teacher Employee Evaluation. 1. This section applies only to those bargaining unit employees whose employment is not regulated by the Michigan Teachers’ Tenure Act (“non-teacher Employee”).
2. The Director of Special Education shall complete an evaluation for each non-teacher employee they supervise at least annually. Evaluations shall be based on each non- teacher employee’s performance in the following categories and corresponding values:
a. Service (15%)
b. Collaboration (15%)
c. Attitude and motivation (15%)
d. Communication (15%)
e. Reliability (15%)
f. Professional learning (25%)
3. Whenever a non-teacher Employee receives a minimally effective or ineffective overall performance rating, as identified by an Employee’s immediate supervisor:
a. The supervisor shall explain the reasons for the rating to the Employee in specific written terms.
b. Jointly, the Employee and the supervisor will develop a preliminary Individual Development Plan to achieve satisfactory performance that contains suggestions for improvement, what assistance may be provided, and a written description of the level of performance that will be expected.
c. The Employee shall be assigned a Coach and meet with the Executive Director for Special Education to formalize the Individual Development Plan.
4. Any non-teacher employee that fails to successfully complete the improvement plan or receives an ineffective rating for two (2) consecutive years shall be subject to discharge.
5. As needed, the evaluation instrument and process may be modified by a committee comprised of ▇▇▇▇▇ members and administrators.