PROFESSIONAL EMPLOYEE EVALUATION Sample Clauses

PROFESSIONAL EMPLOYEE EVALUATION. A. The purpose of Professional Employee evaluation shall be to promote quality in teaching and all other professional duties as outlined in Article II. The intent of the evaluation procedures shall be: 1. To provide a means of evaluating the instructional process; 2. To identify specific strengths and/or weaknesses of the Professional Employee; 3. To provide a means of upgrading and improving the skills of the Professional Employee; 4. To ascertain all aspects of the Professional Employee’s job description are being conducted at satisfactory levels; and, 5. To provide a means for a hearing by the evaluation review committee, if needed. B. This policy is based on the assumption that only qualified Professional Employees are initially employed; therefore, the task of evaluation is not to determine qualifications, but to improve all aspects of the Professional Employee’s teaching and all other professional duties as outlined in Article II. All evaluation resources should be directed toward that goal. C. The following evaluation process and statements refer to the evaluation of all NCCC Professional Employees as defined in K.S.A. 00-0000-0000. 1. The process herein described shall apply to all full-time Professional Employees from the date of initial employment. 2. The evaluation process for Professional Employees shall be conducted by the Chief Academic Officer or the Professional Employees direct supervisor.
Sample 1Sample 2See All (8)
AutoNDA by SimpleDocs
PROFESSIONAL EMPLOYEE EVALUATION. The purpose of the following evaluation activities at the College is to improve the performance of assigned responsibilities. Information concerning individual evaluations will be considered confidential and will be kept by the college for seven
Sample 1Sample 2Sample 3
PROFESSIONAL EMPLOYEE EVALUATION. 16.1 Evaluation of the professional performance of Professional Employees shall follow the procedures (regulations) of the Delaware Performance Appraisal System in its most recent form and as may be modified by the parties through negotiations. 16.2 A separate evaluation form shall be used for evaluating coaching duties and shall not be included in the Delaware Performance Appraisal System.
Sample 1Sample 2
PROFESSIONAL EMPLOYEE EVALUATION. 1. The performance of each professional employee shall be evaluated from time to time by their supervisors in accordance with the evaluation process set forth in the document, entitled Professional Employees Supervision and Evaluation System. Any changes in said evaluation process shall be the subject of bargaining between the Committee and the Association. 2. Complaints received by supervisory or administrative personnel concerning a professional employee, which may have an adverse effect on the said employee's evaluation, will be promptly brought to the attention of the professional employee. Any written report of a professional employee's performance shall be discussed by the supervisor with such employee as soon as practical after the completion of such report and prior to its submission to the Superintendent for filing in the employee's personnel file. The professional employee's signature on said report shall not necessarily mean that they agree with the report. The professional employee shall also have the right to answer any such report in writing. The answer shall be submitted through their supervisor to the Superintendent and shall be attached to the evaluation report and filed in their personnel file. 3. All monitoring or observation of the work performance of a professional employee will be conducted openly and with the full knowledge of such employee. 4. A copy of the Professional Employees Supervision and Evaluation System will be available to all staff on the Attleboro Public Schools' website. 5. The parties acknowledge their shared commitment to continuing the work begun by the Educator Evaluation Subcommittee to develop a Peer Assistance and Review (PAR) program as a component of the Educator Evaluation System. To that end, the parties authorize the LAB to continue to develop the PAR program, based on the recommendations of the Educator Evaluation Subcommittee, with the goal of implementing a pilot of the PAR program, on terms to be agreed upon through the LAB, prior to the parties’ successor contract negotiations. It is understood that any permanent changes to the Educator Evaluation System remain subject to ratification by the full membership of the Committee and the Association.
Sample 1
PROFESSIONAL EMPLOYEE EVALUATION. 16.1 Evaluation of the professional performance of Professional Employees shall follow the procedures (regulations) of the Delaware Performance Appraisal System in its most recent form and as may be modified by the parties through negotiations. The parties agree to assess and discuss the impact of DPAS II on wages, hours, and terms and conditions of employment within six (6) months of the official implementation of the process. Changes necessitated in the contract will be pursuant to 2.2. 16.2 A separate evaluation form shall be used for evaluating coaching duties and shall not be included in the Delaware Performance Appraisal System.
Sample 1
PROFESSIONAL EMPLOYEE EVALUATION. 16.1 Evaluation of the professional performance of Professional Employees will follow the procedures
Sample 1
PROFESSIONAL EMPLOYEE EVALUATION. The purpose of the following evaluation activities at the College is to improve the performance of assigned responsibilities. Information concerning individual evaluations will be considered confidential and will be kept by the college for seven (7) years. Forms shall be developed and reviewed by a Faculty Evaluation Task Force convened by the Chief Academic Officer at least once every three (3) years. No other evaluation instrument will be promoted or used to evaluate faculty unless expressly permitted by the Master Agreement. (*See list of specific forms in the appendix.) Professional employees will be evaluated on the following schedule: For the first 3 years, annual evaluations will consist of a self-evaluation, a department chair evaluation, a CAO evaluation or designee evaluation, student evaluations in all classes both semesters, and a formal classroom observation in the Fall and Spring semesters. For the next three years (years 4-6), evaluations will be done annually in either the fall or spring semester. Evaluations will consist of a self-evaluation, a department chair evaluation, a CAO or designee evaluation, a student evaluation for each different course taught for that academic year, and a formal classroom observation in either the Fall or Spring semesters. Beyond six years, a formal evaluation will be done once every three years. Evaluations will consist of a self-evaluation, a department chair evaluation, a CAO or designee evaluation, a student evaluation for each different course taught for that academic year, and a formal classroom observation in either the Fall or Spring semester. Tenured faculty not under formal evaluation must have student evaluations for two classes completed during each academic year; professional employees may choose to have additional classes evaluated. Professional Employees will be evaluated for the period of time beginning with the latest prior evaluation. During the evaluation period, the formal classroom observation of the Professional Employee will be conducted by the Chief Academic Officer (or designee), or department chairperson; the CAO will contact professional employees at least five days in advance of the possible observation dates. During the first six years of employment, no more than two (2) consecutive formal observations will be conducted by the same entity. The College’s Chief Academic Officer or designee and Department Chair will review evaluations with the Professional Employee prior to the end of...
Sample 1
AutoNDA by SimpleDocs

Related to PROFESSIONAL EMPLOYEE EVALUATION

  • EMPLOYEE EVALUATION A. Formal evaluation of employees shall be in writing and shall be for the purpose of establishing a record of the employee’s work performance. The evaluation may include but is not limited to: establishing performance standards and outcome measures, recognition of an employee’s efforts, as well as planning for improvement. Issues of attendance and punctuality may be addressed if they have previously been discussed with the employee. The employee’s job description shall be a basis for the evaluation. B. The evaluator shall review the written evaluation with the employee and provide the employee with a copy. The employee shall sign the evaluation acknowledging receipt. If the employee has objections to the evaluation, s/he, may within twenty (20) working days following receipt of the evaluation put such objections in writing and have them attached to the evaluation report and placed in his/her personnel file. C. The frequency of evaluations shall be determined by the District and generally occur every other year by April 1st for bargaining unit employees. If the District chooses to do so, it may conduct formal evaluations on an annual basis. An employee may request to receive one (1) annual evaluation. Such request shall be in writing to the employee’s supervisor with a copy to the Human Resources Department. D. The Human Resources Department will consult with the Federation in developing an outline of best practices to be used in conducting employee evaluations. E. When the District determines that an employee’s work performance is unsatisfactory, it shall inform the employee in writing of any deficiency and the improvement expected and provide the employee with the opportunity to correct the unsatisfactory performance within a reasonable time period established by the District. F. The judgment of an employee’s work performance by an evaluating supervisor shall not be the subject of a grievance. A grievance concerning an evaluation shall be limited to an allegation that the evaluation was done in bad faith or clearly untrue. The burden of proof shall rest with the grievant. Such grievance shall be filed at the next administrative level above that of the evaluator and that administrator shall provide a written decision within ten (10) working days of any hearing. If the grievance is not resolved, it may be appealed by submitting a written statement to the Human Resources Department within ten (10) working days following receipt of the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

  • EMPLOYEE EVALUATIONS 6.1 Administrators will meet with new employees to discuss their job description within one (1) month of hire. The Administrator and new employee will sign off on the job description and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s web site. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will be evaluated at three (3) and six (6) working months. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each employee shall be evaluated at least once annually by March 31st. 6.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The bargaining unit member shall be given a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.

  • Casual Employees A casual employee is one who is not regularly scheduled to work other than during periods that such employee shall relieve a regular full-time or regular part-time employee. Casual employees accumulate seniority on an hourly basis and are entitled to such benefits as are contained in the “Addendum - Casual Employees”.

  • NATIONAL EMPLOYMENT STANDARDS This Agreement will be read and interpreted in conjunction with the National Employment Standards (NES). Where there is an inconsistency between this agreement and the NES, and the NES provides a greater benefit, the NES provision will apply to the extent of the inconsistency.

  • Casual Employee Casual employee shall mean an individual who is hired on a job contract or on an hourly basis for unscheduled or irregular work. The only provisions of this Agreement applying to the employment of casual employees are contained in Schedule B.

  • Provisional Employees A provisional employee is an employee who is either (1) in the first three years of employment by a school district; or (2) in the first year of employment at a school district but has at least two years of employment by another Washington school district. Rights of provisional employees are defined by state statute. The probationary process is not applicable to provisional employees.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!