Common use of PROCEDURES FOR EVALUATION Clause in Contracts

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 unit employees who are scheduled for evaluation during that school year. The administrator will share with the employee the PCS Teacher Evaluation Website which includes all evaluation documents. The unit employee will use the PCS Framework for Teaching as a self-evaluation at the beginning of the year and then share this self-evaluation with the Leadership Team Member. 6. The evaluation process will typically, but not always involve two formal observations. During observations, the administrator will take notes written in objective language based on the overall instruction and classroom learning environment. As part of the classroom visitation and evaluation process, a unit member may request that a specific class be observed. 7. Based on CA Education Code an administrator may also make unscheduled and informal visits to classrooms for observation purposes. Each formal observation will be documented on the District Certificated Observation Form and the comments on that form will be discussed during the post-observation conference. 8. The administrator will complete a final written summative evaluation, which includes specific performance criteria ratings as well as a narrative report, both based on evidence from the evaluation process. The evidence cited will be consistent with the PCS Framework for Teaching. The overall summative evaluation rating (Meets District Standards, Does Not Meet District Standards) will be consistent and logical based on the totality of evidence included in the observations, ongoing supervision and/or professional interactions. Recommendations and/or commendations will be included in the narrative report. Negative comments will not be included in the summative evaluation statement unless such matters have been discussed and documented with the unit member during the current year. 9. The evaluation shall be in three (3) copies, with a copy presented to the unit member at least thirty (30) days before the end of the school year. 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 and that a conference was held. Distribution of the three (3) signed copies is as follows: a. One to be presented to the person evaluated; b. One to be retained in the Leadership Team member’s file; c. The original to be placed in the employee’s file in the Division of Human Resources. 10. The unit member may make such written comments as appropriate to attach to the evaluation.

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. 32. Permanent employees who have met district standards received a satisfactory evaluation shall be formally evaluated once every four years. Those not The unit member’s overall performance shall be rated as: “Satisfactory” - Meets or exceeds district standards; “Provisional” - Continues to work toward meeting district standards will require standards; additional evaluation, an evaluation required next year; improvement plan, and continued plan required; “Unsatisfactory” - Does not meet district standards; additional evaluation required next year; improvement plan required; intensive supervision the following yearrequired. 43. 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 during the end of February current year to discuss performance, performance and to 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. 54. By Early in the first of October, school year the Leadership Management Team member charged with evaluating personnel will notify conference with those unit employees who are scheduled as to the evaluation criteria set out in the Guidelines for evaluation during that school year. The administrator will share with the employee the PCS Teacher Evaluation Website which includes all evaluation documentsof Certificated Personnel. The unit employee will use the PCS Framework for Teaching Certificated Evaluation Plan as a self-self evaluation at the beginning of the year and then share this self-self- evaluation with the Leadership Management Team Member. 65. The evaluation process will typically, but not always involve two formal observations. During observations, the administrator will take notes written in objective language based focused on the established criteria, as well as overall instruction and classroom learning environment. As part of the classroom visitation and evaluation process, a unit member may request that a specific class be observed. 76. Based on CA Education Code an administrator may also make unscheduled and informal visits to classrooms for observation purposes. Each formal observation will be documented on the District Certificated Observation Form and the comments on that form will be discussed during the post-observation conference. 87. The administrator will complete a final written summative evaluation, which includes specific performance criteria ratings as well as a narrative report, both based on evidence from the evaluation observation process. The evidence cited will be consistent with the PCS Framework for TeachingDistrict adopted standards and power standards. The overall summative evaluation rating (Meets District StandardsSatisfactory, Does Not Meet District StandardsProvisional, Unsatisfactory) will be consistent and logical based on the totality of evidence included in the observations, ongoing supervision and/or professional interactions. Recommendations and/or commendations will be included in the narrative report. Negative comments will not be included in the summative evaluation statement unless such matters have been discussed and documented with the unit member during the current year. 98. The evaluation shall be in three (3) copies, with a copy presented to the unit member at least thirty (30) days before the end of the school year. 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 and that a conference was held. Distribution of the three (3) signed copies is as follows: a. One to be presented to the person evaluated; b. One to be retained in the Leadership Management Team member’s file; c. The original to be placed in the employee’s file in the Division of Human Resources. 109. The unit member may make such written comments as appropriate to attach to the evaluation.

PROCEDURES FOR EVALUATION. The following is ‌ Within each school, the principal or building supervisor shall be responsible for the evaluation of Employees assigned to their building. These building administrators may designate other administrative staff members to assist in the observation and evaluation pr ocess. Any certificated Employee assigned to more than one school shall be implemented effective July 1, 2015. A. Unit members will be formally evaluated by a Management Team member assigned an evaluator appointed by the Superintendent or his/her designeeSuperintendent. The intent of this article is All evaluators will adhere 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.following procedures: 1. All unit members shall be rated as “Meets Within two (2) weeks after the beginning of school, each building administrator will hold a general certificated Employees' meeting and/or individual conferences to review evaluative criteria and procedures. If necessary, the District Standards” or “Does Not Meet District Standards”and Association will meet to discuss an extension of the two-week requirement. 2. Probationary During each school year, all classroom teachers and Temporary unit employees certificated support personnel shall be formally evaluated observed for the purposes of evaluation at least twice in the performance of their assigned duties. Total observation time for each Employee for each school year shall not be less than sixty (60) minutes. Three (3) workdays or a year per mutually agreed amount of time prior to the schedule adopted by first observation, a pre-observation conference will be held between the DistrictEmployee and the supervisor. The purpose of this meeting shall be to review the lesson plans, goals, and teaching techniques to be used during the observation. Following each observation, the principal or other evaluator shall document the result of the observation in writing and shall provide the Employee with a copy thereof within three (3) working days after the observation. The certificated Employee shall sign the observation indicating he or she has read it, had an opportunity to discuss it with the assigned evaluator, and received a copy. The certificated Employee's signature does not imply agreement with the observation. If there is a disagreement between the Employee and the observer as to the fairness and/or completeness of the statements contained in the observation, the employee may attach a statement. 3. Permanent employees who have met district standards Within five (5) work days of the observation, the certificated Employee may request a post-observation conference during which the observation and/or the certificated Employee's performance may be discussed. During this conference, the certificated Employee may request clarification of the observation. The first formal observation 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 yearcompleted by December 15. 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 Each certificated Employee will be based on objective evidence, which may come from classroom observations, ongoing supervision, and/or professional interactionsgiven an annual evaluation prior to the 15th of May. A private conference shall be held if re- quested by the Employee or the evaluator. The evidence will indicate certificated Employee shall sign the report indicating he or she has read it, had an opportunity to discuss it with the assigned evaluator, and received a change in the employee’s current performance objectively compared to previous performance as documented in previous evaluationscopy. The administrator will meet certificated Employee's signature does not imply agreement 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 concernreport. If the administrator determines there is a need for a formal evaluation disagreement between the Employee and the evaluator as to the fairness and/or com- pleteness of the statements contained in the following school yearfinal report, the administrator will meet with the employee and give the employee written notification prior to the end both parties may attach a statement. An employee’s statement must be submitted not later than June 15th of the evaluated school year. The employee has the right No evaluations will be conducted immediately prior to have a representative from the collective bargaining unit at this meetingor after special events or holidays, except for unexpected leaves and emergency situations. 5. By the first of October, the Leadership Team member charged with evaluating personnel will notify those unit employees who are scheduled for evaluation during that school year. The administrator will share with the employee the PCS Teacher Evaluation Website which includes all evaluation documents. The unit employee will use the PCS Framework for Teaching as a self-evaluation at the beginning All observations of the year work performance of an employee shall be conducted openly and then share this self-evaluation with full knowledge of the Leadership Team MemberEmployee. 6. The evaluation process will typically, but not always involve two formal observations. During observations, Evaluations shall be for the administrator will take notes written in objective language based on the overall instruction and classroom learning environment. As part purpose of the classroom visitation improvement of performance. All evaluations shall acknowledge the strengths and evaluation processdeficiencies, a unit member may request that a specific class be observedif any, of the Employee and shall also acknowledge supportive information for the conclusions made by the evaluator. 7. Based on CA Education Code an administrator may also make unscheduled At the beginning of each year, the Special Services Director, Principal, and informal visits to classrooms for observation purposes. Each formal observation teacher will meet and decide who will be documented on the District Certificated Observation Form and primary evaluator of special education certificated teachers. If no agreement is reached, the comments on that form Superintendent will be discussed during make the post-observation conferencedecision. 8. The administrator will complete a final written summative evaluation, which includes specific performance criteria ratings as well as a narrative report, both based on evidence from the evaluation process. The evidence cited will be consistent with the PCS Framework for Teaching. The overall summative evaluation rating (Meets District Standards, Does Not Meet District Standards) will be consistent and logical based on the totality of evidence included in the observations, ongoing supervision and/or professional interactions. Recommendations and/or commendations will be included in the narrative report. Negative comments will not be included in the summative evaluation statement unless such matters have been discussed and documented with the unit member during the current year. 9. The evaluation shall be in three (3) copies, with a copy presented to the unit member at least thirty (30) days before the end of the school year. 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 and that a conference was held. Distribution of the three (3) signed copies is as follows: a. One to be presented to the person evaluated; b. One to be retained in the Leadership Team member’s file; c. The original to be placed in the employee’s file in the Division of Human Resources. 10. The unit member may make such written comments as appropriate to attach to the evaluation.