Probationary Evaluation. During the probationary period, the Appointing Authority shall conduct a minimum of one (1) performance counseling review of the employee's work performance at the approximate mid-point of the probationary period and furnish the employee with a written copy of the evaluation. Whenever practicable, intermittent employees shall have an initial performance review ninety (90) working days into their appointment. Employees shall be informed of areas of needed improvement.
Probationary Evaluation. The first performance evaluation shall be completed within thirty (30) days before or after the conclusion of the first half of the probationary period. The second performance evaluation shall be completed no later than ten (10) days prior to the completion of the second half of the probationary period. Should the employee be given a probationary separation following original appointment or reduction following a promotion during the second half of the probationary period, the second probationary evaluation will be made at or before the time of separation or reduction. Probationary evaluations need not be signed by the employee for a probationary removal or reduction to be effective.
Probationary Evaluation. In addition to the annual evaluation, the academic professional must receive a probationary evaluation after ninety (90) days of employment in their position.
(a) In the absence of a completed probationary evaluation, a probationary employee will default to a “satisfactory” rating.
(b) If the academic professional’s probationary period ends between October 1 and January 30, the employee’s immediately following annual performance evaluation may be skipped. If skipped, the employee must be evaluated during the next annual evaluation period.
Probationary Evaluation. The four-year probationary period will provide sufficient time for the new faculty member to understand the expectations for tenure, to develop the skills and acquire the experience to participate successfully in the educational process, and to use appropriate resources for professional growth and development. Faculty recommended for tenure, therefore, must reflect this standard of excellence in their performance of faculty duties and interaction with students and colleagues.
A. Three-Step Process
1. Tenure Review Committee (TRC) A Tenure Review Committee (TRC) will follow the candidate(s) through the four probationary years. Members of this committee have an obligation to commit to the timeframe, uphold the confidentiality of the tenure review process, uphold the principles of equal employment opportunities, promote and respect diversity, review appropriate documents, and conduct fair and unbiased evaluation for the purpose of reaching a tenure decision. In instances where a department/division/school has multiple probationary faculty in the tenure review process at the same time, so that it would be difficult to compose multiple tenure review committees, the Xxxx and affected Department Chair(s) may elect to combine committees. In such instances, the combined TRC will contain at least one member who can reasonably be expected to have sufficient disciplinary expertise to evaluate each probationary faculty member assigned to that committee for evaluation. Appointment to a TRC will count toward fulfillment of a faculty member’s college service obligation, and may be eligible for Flex credit as appropriate. The TRC will be appointed by the Xxxx and will be comprised of three persons:
a. The Xxxx and a minimum of two (2) tenured faculty members from the Department and/or Division/School, or related department and/or Division/School. The appointment of faculty will follow consultation and consensus between the Xxxx and the department/school chair(s).
b. The TRC will:
i. Conduct scheduled classroom/worksite/electronic visitation(s) as needed and submit written comments to the Xxxx.
a) The faculty member and Xxxx will mutually agree on the course(s) or equivalent in which the scheduled evaluation(s) will take place, so that the faculty member may be observed under optimum conditions commensurate with his/her abilities.
b) Each evaluation shall be based upon at least one (1) observation, lasting at least fifty (50) minutes.
c) Faculty members shall not be held ac...
Probationary Evaluation. Prior to the end of the probationary period, the Employer shall conduct a performance evaluation of the Employee.
Probationary Evaluation. No later than six (6) months after the first day of employment, a formal evaluation will be conducted with the employee by the immediate supervisor. During this formal evaluation, the immediate supervisor shall review with the employee an assessment of the employee’s performance using the GRCC APSS Formal Probationary Evaluation form. The supervisor must determine if the employee has successfully completed the probationary period or place the employee on an additional probationary period of up to three (3) months. This form must be signed and dated by the supervisor and employee. A copy of this form is to be sent to Human Resources.
Probationary Evaluation. Unit members remain on a probationary status for the first six (6) months of employment. Evaluation meetings shall be held between the unit member and appropriate administrator or supervisor prior to the last working day of the 2nd, 4th and 6th month of employment. The 2nd, 4th and 6th month evaluation shall be in writing using the Districts regular evaluation form.
Probationary Evaluation. Each probationary bargaining unit member must undergo an annual year-end performance evaluation which includes an assessment of the bargaining unit member’s progress in meeting the goals set in his/her IDP. The evaluation will be based on at least two observations conducted not less than sixty (60) days apart, unless the bargaining unit member and administrator mutually agree to a shorter interval between the observations.
Probationary Evaluation. Probationary evaluations are conducted on an annual basis during the teacher’s probationary employment. Probationary teachers are those contract teachers who hold a valid Colorado teacher license and are in the first three years of teaching or service with the district. Teachers with authorizations or emergency licenses shall follow the probationary evaluation process and shall not be considered probationary until such time as they hold a Colorado professional teaching license. Probationary teachers receive a minimum of two documented observations. At least one of the observations is formal.
Probationary Evaluation. Approximately midway through the probationary period, the Employer will meet with the Employee for the purpose of providing feedback on the Employee's performance.