PROCEDURES FOR EVALUATION. All classroom teachers shall be evaluated each school year by their principal, assistant principal, or designee administrator.
PROCEDURES FOR EVALUATION. A Retired Temporary Unit Member shall not be subject to the evaluation process.
PROCEDURES FOR EVALUATION. Evaluation procedures are governed by Education Code, District policy, and this contract. The evaluation article and appendices are available for faculty on the YCCD website.
PROCEDURES FOR EVALUATION. The following is to be implemented effective July 1, 2015.
A. Unit members will be formally evaluated by a Management Team member assigned by the Superintendent or his/her designee. The intent of this article is to establish an employee evaluation process that is logical and consistent with the California Standards for the Teaching Profession and those standards unique to Petaluma City Schools. The process will encourage the application of best practices by both management and employees in a fair, transparent, and professional manner. Self-reflection, self-appraisal, continuing professional development and ongoing professional dialogue are integral to this process.
1. All unit members shall be rated as “Meets District Standards” or “Does Not Meet District Standards”.
2. Probationary and Temporary unit employees shall be formally evaluated at least twice a year per the schedule adopted by the District.
3. Permanent employees who have met district standards shall be formally evaluated once every four years. Those not meeting district standards will require additional evaluation, an improvement plan, and continued supervision the following year.
4. An employee may be formally evaluated more frequently than every four years if the administrator determines that there has been a significant change in the employee’s performance that reduces his/her professional effectiveness. This determination will be based on objective evidence, which may come from classroom observations, ongoing supervision, and/or professional interactions. The evidence will indicate a change in the employee’s current performance objectively compared to previous performance as documented in previous evaluations. The administrator will meet with this employee no later than the end of February to discuss performance, and provide an opportunity for improvement. During this meeting, the administrator will inform the employee of the possibility of off- cycle evaluation. The administrator may recommend that the employee contact PAPR for support in areas of concern. If the administrator determines there is a need for a formal evaluation in the following school year, the administrator will meet with the employee and give the employee written notification prior to the end of the school year. The employee has the right to have a representative from the collective bargaining unit at this meeting.
5. By the first of October, the Leadership Team member charged with evaluating personnel will notify those u...
PROCEDURES FOR EVALUATION. A. Evaluation is a cooperative responsibility shared by the administrator and certified staff member.
B. Evaluation data sources related to the indicators on the evaluation form shall consist of classroom observations (informal and formal) and observations outside of the classroom which can consist of any of the following: ◼ Professional meetings such as curriculum, team, department, and/or faculty meetings, committee work (attendance, quality of participation, etc.), special education meetings ◼ Outside classroom observations such as hall, recess, and/or bus duty, articulations, and/or parent conferences ◼ Teacher artifacts such as grade distributions, student progress reports, discipline referrals (quantity and quality), and/or student placement referrals by teachers, newsletters and memos sent home, teacher’s grade book, supervisor’s file notes and data, teacher’s attendance and/or a teacher’s portfolio Student and teacher work artifacts such as homework and assignments, worksheets and handouts, lesson and unit plans, tests and quizzes, grading criteria and results on specific assignments, feedback given on student work and/or student work sample A’s, B’s, and D’s ◼ Surveys and interviews such as teacher self evaluation and/or peer review evaluation. (Source: Xxxxx, Xxxxxxxxx, D. et all. “The 3-D Cycle Step I: Selecting Data Sources.” The Skillful Leader: Confronting Mediocre Teaching. 2008.)
C. Evaluations will be conducted using the following guidelines in accordance with state law and the negotiated agreement:
1. Track I will include non-tenured certified staff members. Those in their first and second consecutive years of employment in the district shall be evaluated once each semester by no Later than the sixtieth day. Those in their third year shall be evaluated once by February 15. A minimum of three observations will be conducted. Observations can include informal “walk-throughs” of 5-10 minutes and longer scheduled formal classroom observations. Teachers will put on file with their building administrator, at the start of the year, their desired plan for evaluative observations. This plan should be one of the following:
(a) A minimum of 10 walk-through observations before a formal written evaluation is completed.
(b) A minimum of 5 walk-through observations and a scheduled 30-minute observation, before a formal written evaluation is completed.
(c) A scheduled 60-minute observation before a formal written evaluation is completed. Administrators ma...
PROCEDURES FOR EVALUATION. A. The evaluations of school year employees covered by this agreement shall be completed no later than May 30 of each school year for 9-month employees and by June 30 for 10/12-month employees. The evaluation shall be reviewed with the employee, with a copy given to the employee at the conclusion of the review. An employee may present written comments, which shall be attached to the written evaluation document. The evaluator and employee shall sign the evaluation document. The employee’s signature does not constitute approval or disapproval, but only that the evaluation has been reviewed with the employee.
B. All meetings and conferences relating to an employee’s evaluation shall be conducted by the employee’s supervisor as determined by the Board, who shall not be a member of the bargaining unit.
C. The parties recognize that that the evaluation of an employee is an on- going process, and deficiencies in an employee’s performance must be brought to the attention of the employee, together with suggestions for improvement with follow-up by the evaluator. If the deficiencies persist, follow-up written correspondence will be received by the employee to alert him/her of the continued deficiencies, which could result in an unsatisfactory overall evaluation. At any stage of this process, the employee may seek Association representation.
D. While an evaluation is not grievable, the employee shall have the right to make written response to the evaluation and to have it attached to the evaluation report to be placed in the employee’s personnel file.
PROCEDURES FOR EVALUATION. 1. Upon employment, or at the beginning of the school year, the teacher's immediate supervisor/evaluator will meet with the teacher/evaluatee for the purpose of advising the teacher, in writing, of the evaluation criteria.
2. Written evaluations shall be done on the form attached to this contract as Appendix C.
3. If a teacher is on an IDP (Individualized Development Plan-for all probationary teachers) or IIP (Individual Improvement Plan - tenure teachers), another evaluator/administrator may be designated by the Superintendent to conduct an additional evaluation. In that circumstance, the additional evaluator will review the evaluation criteria previously given to the teacher being evaluated.
4. An administrator, other than the immediate supervisor, may participate in the evaluation of teachers who are assigned to that administrator's subject area specialty and/or area of responsibility. Such participation will be accomplished in conjunction with the immediate supervisor. Any evaluation made by such administrator will be presented through the immediate supervisor. All administrators active in the evaluation process shall sign the formal evaluation document.
5. All monitoring and observation of a teacher shall be conducted openly and with the teacher's knowledge.
PROCEDURES FOR EVALUATION. A. Employees covered by the Agreement will be evaluated by their designated immediate supervisor. Such designation shall be made known to the employees prior to the start of their work year and shall remain in effect unless otherwise notified.
B. Probationary employees shall be formally evaluated during their one year probationary period.
C. Permanent employees shall be formally evaluated at least every two years by April 1st of the year of the evaluation.
X. Xxxx scheduled and unscheduled observations may be a part of the evaluation process.
E. Nothing is to be construed as precluding evaluation of employees by any other means whatsoever as deemed appropriate by the employer.
F. The written evaluation (Appendix C) and the corresponding job description then in effect and used as a part of the evaluation shall be in three copies and each copy shall be signed by both parties concerned. The signature of the person being evaluated does not indicate that he/she agrees with the evaluation but that he/she has been presented with a copy, had adequate time to review the written evaluation, and that a conference was held. Distribution of these three signed copies is as follows:
1. One to person evaluated
2. One in administrator’s file
3. One in the employee’s file in the District Office
G. The written evaluation shall not contain negative comments based on unobserved allegations, unless supported by evidence upon which reasonable persons would rely and deemed sufficiently serious to warrant inclusion on the Classified Personnel Evaluation Form.
H. The employee may make such written comments as appropriate to attach to the evaluation.
I. A copy of all evaluation statements, positive or negative, must be given to and discussed with the employee before filing in his/her personnel file.
PROCEDURES FOR EVALUATION. 2 The Assistant Superintendent of Human Resources and the President of FSTO shall meet 3 at least annually to review the evaluation process within the District.
PROCEDURES FOR EVALUATION. (continued)
2 3. Prior to an observation visit, the evaluatee shall provide the evaluator(s) with 3 information on lesson plans, objectives, specific class characteristics, other facts 4 relevant to the observation, and other information specified.
5 4. The evaluator may modify the evaluation criteria during the evaluation period in 6 response to changes in circumstances and shall notify the evaluatee of the 7 change(s).
8 5. The employee shall be provided with a copy of an evaluation before it is placed in 9 their personnel file.
10 6. The evaluatees shall have ten (10) duty days following an evaluation conference 11 to respond in writing to the written evaluation, and it will be attached to the evalu- 12 ation form.
13 7. Alleged violations of these evaluation procedures are subject to grievance. An 14 evaluator's judgments and recommendations contained in evaluations are the 15 professional opinion of the evaluator and are not subject to review through the 16 grievance procedure.
