Common use of Performance Area Clause in Contracts

Performance Area. KNOWLEDGE OF PROFESSIONAL ETHICS RATIONALE: Standards for professional conduct, usually referred to as ethics, recognize the obligations of Mental Health professionals to provide services and to conduct themselves so as to place the highest priority on human rights and individual dignity. A code of ethics seeks to assure that each person, family, and organization served will receive the highest quality of service. Even though ethical behavior involves interactions between the Mental Health professional, the person served and employing institutions, responsibility for ethical conduct must rest with the professional. STANDARDS FOR SATISFACTORY PERFORMANCE: The psychologist/social worker consistently: I. PROCEDURE FOR THE EVALUATION PROCESS Note: Please see Memorandum of Understanding titled “Evaluations of Satisfactorily Performing: a) Non-Probationary Teachers, b) Non-Probationary Nurses and c) Mental Health Employees With More Than Two Years of Experience in the District. A. All first and second year Mental Health employees will be evaluated twice a year by the Coordinator of Mental Health with input from the principal(s). B. All other Mental Health employees will be evaluated every third year. 1. If a Mental Health employee has been previously evaluated as satisfactory, the Mental Health employee, with the agreement of the Coordinator of Mental Health or her/his designee, may choose to use an alternative evaluation process. a) The alternative evaluation process may include peer collaboration and/or self- evaluation. b) The alternative evaluation process will result in an evaluation document. i) It will be the responsibility of the Coordinator of Mental Health to assure that all eight areas of this policy are generally addressed in this document. ii) The focus and format of the report will be jointly developed by the Mental Health employee and the Coordinator of Mental Health with input from the principal(s). iii) Regardless of the format, the district cover sheet for Policy 4877 must be used. c) A Mental Health employee or the Coordinator of Mental Health may exercise the option of returning to the regular evaluation process. i) This must be done in writing to the Coordinator of Mental Health by January 15 of the evaluation year. ii) The Mental Health employee will be automatically returned to the regular evaluation process. 2. At least every other formal evaluation of a Mental Health employee must be done by or include participation from an administrator holding a Type D certificate. The Coordinator of Mental Health will notify the Office of Human Resources about Mental Health employees using any alternative evaluation process. The Office of Human Resources will be responsible for providing appropriate record- keeping support. C. The evaluation process may be initiated at any time by the Mental Health employee or the Coordinator of Mental Health. D. During the years in which a Mental Health employee is not scheduled for evaluation, activities related to professional growth will be jointly developed with the Coordinator of Mental Health or his/her designee. These activities may include, but are not limited to: informal administrative observation, specific goal setting, peer coaching, peer appraisal and self appraisal. A record of the activities shall be kept in the Mental Health employee's Pupil Services personnel file. Information from peer coaching, peer appraisal and self appraisal may be included at the Mental Health employee's discretion. E. The Coordinator of Mental Health, with input from the principal(s), will be responsible for the evaluation process for all Mental Health employees. F. Each evaluation shall consist of a minimum of two formal observations which may be scheduled or unscheduled. Informal observations as well as additional formal observations may occur as appropriate. 1. The designation of formal observation indicates some type of documentation of performance, an analysis of the documentation, and an interpretation and discussion of the observation with the Mental Health employee. The length of a formal observation shall be at least thirty minutes. 2. Informal observation allows an evaluator to validate or question data gathered at other times.

Performance Area. KNOWLEDGE OF PROFESSIONAL ETHICS RATIONALE: Standards for professional conduct, usually referred to as ethics, recognize the obligations of Mental Health professionals to provide services and to conduct themselves so as to place the highest priority on human rights and individual dignity. A code of ethics seeks to assure that each person, family, and organization served will receive the highest quality of service. Even though ethical behavior involves interactions between the Mental Health professional, the person served and employing institutions, responsibility for ethical conduct must rest with the professional. STANDARDS FOR SATISFACTORY PERFORMANCE: The psychologist/social worker consistently: I. PROCEDURE FOR THE EVALUATION PROCESS Note: Please see Memorandum of Understanding titled “Evaluations of Satisfactorily Performing: a) Non-Probationary Teachers, b) Non-Probationary Nurses and c) Mental Health Employees With More Than Two Years of Experience in the District.PROCESS A. All first and second year Mental Health employees will be evaluated twice a year by the Coordinator of Mental Health with input from the principal(s). B. All other Mental Health employees will be evaluated every third year. 1. If a Mental Health employee has been previously evaluated as satisfactory, the Mental Health employee, with the agreement of the Coordinator of Mental Health or her/his designee, may choose to use an alternative evaluation process. a) The alternative evaluation process may include peer collaboration and/or self- evaluation. b) The alternative evaluation process will result in an evaluation document. i) It will be the responsibility of the Coordinator of Mental Health to assure that all eight areas of this policy are generally addressed in this document. ii) The focus and format of the report will be jointly developed by the Mental Health employee and the Coordinator of Mental Health with input from the principal(s). iii) Regardless of the format, the district cover sheet for Policy 4877 must be used. c) A Mental Health employee or the Coordinator of Mental Health may exercise the option of returning to the regular evaluation process. i) This must be done in writing to the Coordinator of Mental Health by January 15 of the evaluation year. ii) The Mental Health employee will be automatically returned to the regular evaluation process. 2. At least every other formal evaluation of a Mental Health employee must be done by or include participation from an administrator holding a Type D certificate. The Coordinator of Mental Health will notify the Office of Human Resources about Mental Health employees using any alternative evaluation process. The Office of Human Resources will be responsible for providing appropriate record- keeping support. C. The evaluation process may be initiated at any time by the Mental Health employee or the Coordinator of Mental Health. D. During the years in which a Mental Health employee is not scheduled for evaluation, activities related to professional growth will be jointly developed with the Coordinator of Mental Health or his/her designee. These activities may include, but are not limited to: informal administrative observation, specific goal setting, peer coaching, peer appraisal and self appraisal. A record of the activities shall be kept in the Mental Health employee's Pupil Services personnel file. Information from peer coaching, peer appraisal and self appraisal may be included at the Mental Health employee's discretion. E. The Coordinator of Mental Health, with input from the principal(s), will be responsible for the evaluation process for all Mental Health employees. F. Each evaluation shall consist of a minimum of two formal observations which may be scheduled or unscheduled. Informal observations as well as additional formal observations may occur as appropriate. 1. The designation of formal observation indicates some type of documentation of performance, an analysis of the documentation, and an interpretation and discussion of the observation with the Mental Health employee. The length of a formal observation shall be at least thirty minutes. 2. Informal observation allows an evaluator to validate or question data gathered at other times.