Common use of Observation and Evaluation Clause in Contracts

Observation and Evaluation. A. The purpose of observation and evaluation is the improvement of employee performance. Observation in and of itself is a continuous on-going process. To this end, the guidelines as set forth below shall be understood to be a minimum. B. All observations of work performance of employees shall be conducted openly, with full knowledge of the employees that they are being observed or evaluated. This shall not preclude the District from including in the annual evaluation documented instances which have occurred as a result of routine supervision. Additionally, surveillance and/or monitoring equipment may be used for investigations into theft and/or Worker's Compensation fraud and/or on school buses. C. Evaluation forms will be completed by Administrators or other Supervisory personnel where applicable. Only an Administrator/Supervisor can conduct evaluations. These _personnel, however, may be assisted in the preparation. of the evaluation form by supervisory personnel in the ONTEA unit, i.e., Head Custodian, Head Cook, etc. Supervisory personnel in the ONTEA unit will not be involved in any disciplinary proceedings affecting other members of the unit. Teachers may provide input for Teaching Assistant and Classroom Monitor evaluations. D. In the event a written evaluation report is rendered on any visitation, the Administrator/Supervisor shall first confer with the employee in order to ascertain levels of difficulty associated with the job and other pertinent factors. E. Employees will be given a copy of any evaluation report of any observation by their Administrator/Supervisor and will be required to sign the office copy to indicate that they have received same. F. Within five (5) working days following any evaluation, the evaluated employee and the employee's Administrator/Supervisor will meet to discuss the observation. All such conferences will be held in private. G. Effort shall be made by the administration or supervising personnel to help an employee if there is evidence of need for such assistance. H. Should the District conclude the unsatisfactory performance exists on part of any employee, a conference shall be held. The attendance at such conference shall include the employee and the employee's representative, at the employee's option, the employee's immediate Administrator/Supervisor and the Superintendent or the Superintendent's designee. The purpose of such conference will be to suggest means and methods of performance improvement so that if implemented by the employee, the employee may remain in the employ of the District in the same capacity. I. The rated employee has the right to write a reaction to the evaluation, which will be included with the office copy. The Administrator/Supervisor, in order to indicate that he/she has received such, will affix his/her signature to such written reaction. J. The Association hereby consents to the District's implementation of an Annual Professional Performance Review and Teaching Assistant Improvement Plan which is consistent with the regulations of the Commissioner. The APPR and TAIP shall be incorporated into the collective bargaining agreement.

Observation and Evaluation. The observation and evaluation of non-tenured teaching staff members in the Delran School System shall be in conformance with N.J.A.C. 6:3-1. A. For the purpose of this section, the term "observation" shall be construed to mean visitation to a classroom by a member of the administrative and supervisory staff of the local school district. The observer must hold an appropriate certificate for the supervision of instruction. The visitation is for the purpose of observing a non-tenured teaching staff member's performance of the instructional process. 1. Each of the three observations required by law shall be conducted for a minimum duration of one (1) class period in a secondary school and in an elementary school, for the duration of one (1) complete subject lesson. B. The term "evaluation" shall be construed to mean a written evaluation prepared by the administrative/supervisory staff member who visits the classroom for the purpose of observing a teaching staff member's performance of the instructional process. C. Each local Board of Education shall adopt a policy for the supervision of instruction, setting forth procedures for the observation and evaluation of non-tenured teaching staff members, including those assigned to regular classroom teaching duties. Such policy shall be distributed to each teaching staff member at the beginning of his/her employment. D. Each policy for the supervision of instruction shall include, in addition to those observations and evaluations herein before described, a written evaluation of the non- tenured teaching staff member's total performance as an employee of the local Board of Education. E. Each of the three (3) observations required by law shall be followed, within a reasonable period of time, but in no instance more than fifteen (15) days, by a conference between the administrative/supervisory staff member who has made the observation and written evaluation and the non-tenured teaching staff member. Both parties to such a conference will sign the written evaluation report and retain a copy for his/her records. The non- tenured teaching staff member shall have the right to submit his/her written disclaimer of such evaluation within ten (10) days following the conference, and such disclaimer shall be attached to each party's copy of the evaluation report. F. The purpose of this procedure for the observation and evaluation is the improvement of employee performance. Observation in and of itself is a continuous onnon-going process. To this end, the guidelines as set forth below tenured teaching staff members shall be understood to be identify deficiencies, improve professional competence, provide a minimum. B. All observations basis for recommendations regarding reemployment, and improve the quality of work performance of employees shall be conducted openly, with full knowledge of the employees that they are being observed or evaluated. This shall not preclude the District from including in the annual evaluation documented instances which have occurred as a result of routine supervision. Additionally, surveillance and/or monitoring equipment may be used for investigations into theft and/or Worker's Compensation fraud and/or on school buses. C. Evaluation forms will be completed by Administrators or other Supervisory personnel where applicable. Only an Administrator/Supervisor can conduct evaluations. These _personnel, however, may be assisted in the preparation. of the evaluation form by supervisory personnel in the ONTEA unit, i.e., Head Custodian, Head Cook, etc. Supervisory personnel in the ONTEA unit will not be involved in any disciplinary proceedings affecting other members of the unit. Teachers may provide input for Teaching Assistant and Classroom Monitor evaluations. D. In the event a written evaluation report is rendered on any visitation, the Administrator/Supervisor shall first confer with the employee in order to ascertain levels of difficulty associated with the job and other pertinent factors. E. Employees will be given a copy of any evaluation report of any observation by their Administrator/Supervisor and will be required to sign the office copy to indicate that they have instruction received same. F. Within five (5) working days following any evaluation, the evaluated employee and the employee's Administrator/Supervisor will meet to discuss the observation. All such conferences will be held in private. G. Effort shall be made by the administration or supervising personnel to help an employee if there is evidence of need for such assistance. H. Should the District conclude the unsatisfactory performance exists on part of any employee, a conference shall be held. The attendance at such conference shall include the employee and the employee's representative, at the employee's option, the employee's immediate Administrator/Supervisor and the Superintendent or the Superintendent's designee. The purpose of such conference will be to suggest means and methods of performance improvement so that if implemented pupils served by the employee, the employee may remain in the employ of the District in the same capacitypublic schools. I. The rated employee has the right to write a reaction to the evaluation, which will be included with the office copy. The Administrator/Supervisor, in order to indicate that he/she has received such, will affix his/her signature to such written reaction. J. The Association hereby consents to the District's implementation of an Annual Professional Performance Review and Teaching Assistant Improvement Plan which is consistent with the regulations of the Commissioner. The APPR and TAIP shall be incorporated into the collective bargaining agreement.

Observation and Evaluation. The observation and evaluation of non-tenured teaching staff members in the Delran School System shall be in conformance with N.J.A.C. 6:3-1. A. For the purpose of this section, the term "observation" shall be construed to mean visitation to a classroom by a member of the administrative and supervisory staff of the local school district, who holds an appropriate certificate for the supervision of instruction, for the purpose of observing a non-tenured teaching staff member's performance of the instructional process. 1. Each of the three observations required by law shall be conducted for a minimum duration of one class period in a secondary school, and in an elementary school, for the duration of one complete subject lesson. B. The term "evaluation" shall be construed to mean a written evaluation prepared by the administrative/supervisory staff member who visits the classroom for the purpose of observing a teaching staff member's performance of the instructional process. C. Each local board of education shall adopt a policy for the supervision of instruction, setting forth procedures for the observation and evaluation of non-tenured teaching staff members, including those assigned to regular classroom teaching duties. Such policy shall be distributed to each teaching staff member at the beginning of his/her employment. D. Each policy for the supervision of instruction shall include, in addition to those observations and evaluations herein before described a written evaluation of the non- tenured teaching staff member's total performance as an employee of the local board of education. E. Each of the three observations required by law shall be followed, within a reasonable period of time, but in no instance more than 15 days, by a conference between the administrative/supervisory staff member who has made the observation and written evaluation and the non-tenured teaching staff member. Both parties to such a conference will sign the written evaluation report and retain a copy for his/her records. The non- tenured teaching staff member shall have the right to submit his/her written disclaimer of such evaluation within ten days following the conference, and such disclaimer shall be attached to each party's copy of the evaluation report. F. The purpose of this procedure for the observation and evaluation is the improvement of employee performance. Observation in and of itself is a continuous onnon-going process. To this end, the guidelines as set forth below tenured teaching staff members shall be understood to be identify deficiencies, improve professional competence, provide a minimum. B. All observations basis for recommendations regarding reemployment, and improve the quality of work performance of employees shall be conducted openly, with full knowledge of the employees that they are being observed or evaluated. This shall not preclude the District from including in the annual evaluation documented instances which have occurred as a result of routine supervision. Additionally, surveillance and/or monitoring equipment may be used for investigations into theft and/or Worker's Compensation fraud and/or on school buses. C. Evaluation forms will be completed by Administrators or other Supervisory personnel where applicable. Only an Administrator/Supervisor can conduct evaluations. These _personnel, however, may be assisted in the preparation. of the evaluation form by supervisory personnel in the ONTEA unit, i.e., Head Custodian, Head Cook, etc. Supervisory personnel in the ONTEA unit will not be involved in any disciplinary proceedings affecting other members of the unit. Teachers may provide input for Teaching Assistant and Classroom Monitor evaluations. D. In the event a written evaluation report is rendered on any visitation, the Administrator/Supervisor shall first confer with the employee in order to ascertain levels of difficulty associated with the job and other pertinent factors. E. Employees will be given a copy of any evaluation report of any observation by their Administrator/Supervisor and will be required to sign the office copy to indicate that they have instruction received same. F. Within five (5) working days following any evaluation, the evaluated employee and the employee's Administrator/Supervisor will meet to discuss the observation. All such conferences will be held in private. G. Effort shall be made by the administration or supervising personnel to help an employee if there is evidence of need for such assistance. H. Should the District conclude the unsatisfactory performance exists on part of any employee, a conference shall be held. The attendance at such conference shall include the employee and the employee's representative, at the employee's option, the employee's immediate Administrator/Supervisor and the Superintendent or the Superintendent's designee. The purpose of such conference will be to suggest means and methods of performance improvement so that if implemented pupils served by the employee, the employee may remain in the employ of the District in the same capacitypublic schools. I. The rated employee has the right to write a reaction to the evaluation, which will be included with the office copy. The Administrator/Supervisor, in order to indicate that he/she has received such, will affix his/her signature to such written reaction. J. The Association hereby consents to the District's implementation of an Annual Professional Performance Review and Teaching Assistant Improvement Plan which is consistent with the regulations of the Commissioner. The APPR and TAIP shall be incorporated into the collective bargaining agreement.

Observation and Evaluation. A. 1. Professional Employees: (a) The purpose of observation observations and evaluation evaluations is to help the improvement of employee performanceprofessional employee. Observation in The professional employee's supervisors shall make conduct all full and of itself is a continuous on-going process. To this endmini observations, the guidelines as set forth below shall be understood to be a minimumannually. B. (b) All observations of work teaching performance of employees shall be conducted openly, with full knowledge of the employees that they are being observed or evaluated. This shall not preclude the District from including in the annual evaluation documented instances which have occurred as a result of routine supervision. Additionally, surveillance and/or monitoring equipment may be used for investigations into theft and/or Worker's Compensation fraud and/or on school busesperson. C. Evaluation forms will be completed by Administrators or other Supervisory personnel where applicable. Only an Administrator/Supervisor can conduct evaluations. These _personnel, however, may be assisted in the preparation. of the evaluation form by supervisory personnel in the ONTEA unit, i.e., Head Custodian, Head Cook, etc. Supervisory personnel in the ONTEA unit will not be involved in any disciplinary proceedings affecting other members of the unit. Teachers may provide input for Teaching Assistant and Classroom Monitor evaluations. D. In the event a written evaluation report is rendered on any visitation, the Administrator/Supervisor shall first confer with the employee in order to ascertain levels of difficulty associated with the job and other pertinent factors. E. Employees (c) All professional employees will be given a copy of any evaluation written report of any observation prepared by their Administrator/Supervisor and will be required to sign Principal or the office copy to indicate that they have received same. F. Within Assistant Principal within five (5) working days following any of the observation or evaluation. In the case of the Superintendent (see 1,f), the evaluated report will be prepared within five (5) days. (d) The professional employee shall return the written formal evaluation or written observation report to the Principal within five (5) days of receipt. Signature does not necessarily signify agreement with the content of the evaluation. The professional employee shall have the right to append his/her remarks to the formal report and any and all such remarks shall also be included in the professional employee's Administrator/Supervisor will meet to discuss the observation. All such conferences will be held in privatefile. G. Effort (e) No such report shall be made by included in the administration professional employee's file, be sent to central administration, or supervising personnel to help an employee if there is evidence otherwise be acted upon without prior conference with, and knowledge and signature of need for such assistance. H. Should the District conclude the unsatisfactory performance exists on part of any employee, a staff member. Such conference shall be held. The attendance at such conference shall include held within forty-eight (48) hours of receipt of the report. (f) Any professional employee who disagrees with an observation report may request an additional observation with an option of another observer to be conducted within thirty (30) days after the original observation. (g) Formal evaluations, being instruments for affecting and maintaining good teaching, should contain constructive suggestions for improving weaknesses as well as noting strengths. (h) Professional educators may, from time to time, be brought into the employee's representative, at the employee's option, the employee's immediate Administrator/Supervisor and the Superintendent or school by the Superintendent's designeeoffice for the purpose of assisting professional employees. Such assistance shall in no way constitute evaluation. 2. Paraprofessional Employees. (a) The purpose of such conference observations and evaluations is to help the paraprofessional employee. The principal, assistant principal or special education director shall perform evaluations with input from professional staff who work directly with the paraprofessional employee. (b) All paraprofessional employees will be to suggest means and methods of performance improvement so that if implemented given a written report prepared by the employee, the employee may remain in the employ evaluator within five (5) days of the District in the same capacityevaluation. I. (c) Paraprofessional employees shall return the written formal evaluation to the evaluator within five (5) days of receipt. Signature does not necessarily signify agreement with the contents of the evaluation. The rated paraprofessional employee has the shall have a right to write a reaction to the evaluation, which will be included with the office copy. The Administrator/Supervisor, in order to indicate that he/she has received such, will affix append his/her signature remarks to the formal report, and any or all such written reactionremarks shall also be included in the paraprofessional employee's file. J. The Association hereby consents to the District's implementation of an Annual Professional Performance Review and Teaching Assistant Improvement Plan which is consistent with the regulations of the Commissioner. The APPR and TAIP (d) No such report shall be incorporated into included in the collective bargaining agreementindividual's file, sent to central administration, or otherwise acted upon without prior knowledge and signature of employee. (e) Paraprofessional employees shall be observed and evaluated at least once every year. Formal evaluations, being instruments for affecting and maintaining good performance, should contain constructive suggestions for improving weaknesses as well as noting strengths.