Professional Evaluation. Each faculty member who is eligible for or applying for promotion must be evaluated according to the terms of Article XV of this Agreement.
Professional Evaluation. The District and the Association will continue to collaborate on the evaluation system through informal discussions and the Liaison Council. Efforts will focus on support for all educators in understanding the evaluation system and ensuring the system is valid and reliable.
Professional Evaluation. All professional employees will be evaluated according to the requirements of K.S.A. 72-9003 or as otherwise provided by law. Professional employees in their first two (2) consecutive school years of employment will be evaluated at least one (1) time per semester by no later than the 60th school day of the semester. Those professional employees in their third (3rd) and fourth (4th) year of employment will be evaluated at least one (1) time each year by no later than February 15. Those employees who have been employed more than four (4) consecutive years will be evaluated at least one time each three years, by no later than February 15 of the school year in which the employee is evaluated. The evaluator will have a conference with the employee within ten (10) school days after a formal classroom visitation. A summary evaluation will be presented to the professional employee by the timelines specified in K.S.A. 72-9003. The evaluator and the employee will sign the instrument. One (1) copy will be given to the employee, and the original will be delivered to the office of the superintendent, where it will be placed in the personnel file under lock. A copy of the employee’s file will be made available to any person so designated in writing by the employee. - Sequential Steps of the Professional Evaluation-
Professional Evaluation. 5.7.1. The District and Association believe in the value of evaluating educator performance. In addition to providing for the improvement of professional competence, the evaluation system will: [a] Identify standards and conditions of professional service in the school system. [b] Provide a permanent record of the quality of each employee’s professional service. [c] Provide a basis for judgment with respect to the continued employment of the employee.
5.7.2. Evaluations of professional performance shall be conducted annually or more often on the basis of the above philosophy, criteria and procedures.
5.7.3. Observations and post-observation discussions provide formative feedback intended to increase supervisor-educator conversations about practice and promote continuous improvement. Observations may be completed only by the supervisor or the supervisor’s designee. All observers must be certified in Evaluate Xxxxx prior to any observation being used for an educator’s evaluation. Licensed personnel shall have the right to respond in writing to an observation.
5.7.4. Summative evaluation conferences and reports will be completed by the supervisor or the supervisor’s designee provided that person is a licensed administrator. Exceptions shall be communicated through the liaison process and approved by the Superintendent.
5.7.5. Licensed personnel shall have the right to respond in writing to the evaluation and have that response attached to the report.
5.7.6. When a teacher is experiencing difficulties in the performance of his/her professional assignment, he/she may request assistance from teaching colleagues, the school principal or appropriate District supervisors.
5.7.7. A teacher who is not satisfied with an evaluation has fifteen (15) days after receiving the written evaluation to request a review of the evaluation. The review shall be conducted in accordance with Utah Code Xxx. §53G-11-508. 5.8. Personnel Files
Professional Evaluation. 18.1 The evaluation of the professional activities of all employees in a public institution of higher education is essential to the maintenance of academic and professional standards of excellence. The purpose of professional evaluations shall be to encourage the improvement of individual professional performance and to provide a basis for decisions on reappointment, tenure and promotions. An evaluation of professional activities shall be based on total professional performance. Written evaluation shall be on file for all employees.
(a) Evaluation of a member of the teaching faculty shall be based on total academic performance, with special attention to teaching effectiveness, including, but not limited to, such elements as:
1. Classroom instruction and related activities;
2. Administrative assignments;
3. Research;*
4. Scholarly writing;
5. Departmental, college and university assignments;
6. Student guidance;
7. Course and curricula development;
8. Creative works in individual’s discipline;
9. Public and professional activities in field of specialty.
(b) Teaching observation, as described below, is one factor in total evaluation of academic performance of the teaching staff.
1. At least once during each academic semester, non-tenured and non-certificated members of the teaching staff shall be observed for a full classroom period. One observation shall take place during any scheduled class during the first ten weeks of a semester. The employee shall be given no less than 24 hours of prior notice of observation. Tenured and certificated members of the teaching staff may be observed once each semester.
2. a) Each department P & B committee shall designate a panel, the size to be specified by the chairperson, of department observers (which shall include members of the P & B committee). The department chairperson shall schedule the members of this panel to conduct observations as necessary. Each observer shall submit, through the department chairperson, a written observation report to the department P & B committee within one week of the observation. These observation reports shall be considered by the committee in its total evaluation of the employee.
Professional Evaluation. The primary purpose of the personnel evaluation shall be for the improvement of instruction. Effective with the 2012-13 fiscal year and continuing each year thereafter until further action of the board of education, the District’s qualitative teacher evaluation system shall exclusively be the Tulsa Model TLE Observation and Evaluation System For teachers (“the Tulsa Model”). All evaluations shall be made in writing on the relevant Tulsa Model evaluation forms. The process of evaluation shall include observations of the work of the teacher by the assigned evaluator.
Professional Evaluation. 14.1 All monitoring or observation of the work performance of a Professional Staff will be conducted openly and with full knowledge of the Professional Staff. Within a reasonable length of time, the Professional Staff will be given a copy of any evaluation report prepared by their superiors and shall have the right to discuss such report with their superiors.
14.2 For the purpose of evaluation, superiors are defined as members of the administrative staff to include the Executive Director or any of his/her designees.
14.3 Professionals have the right, upon written request, to review the contents of their Personnel File. A Professional Staff will be entitled to have a representative of the Association accompany him/her during such review. The Professional Staff shall have the right to request and receive copies of any material in his/her personnel file pertaining to his services in the Pilgrim Area Collaborative.
14.4 No material derogatory to a Professional Staff's conduct, services, character or personality will be placed in his/her Personnel file unless the Professional Staff has had the opportunity to review the material. The Professional Staff will acknowledge that he/she had the opportunity to review such material by affixing his/her signature to the copy to be filed with the expressed understanding that such signature in no way indicates agreement with the contents thereof. The Professional Staff will have the right to submit written statements to such material and his/her answer shall be reviewed by the Executive Director and attached to the file copy.
14.5 The Association recognizes the authority and responsibility of the Executive Director for disciplining or reprimanding a Professional Staff for delinquency of professional performance. Professional Staff who are properly certified as teachers, in accordance MGL Chapter 71, or in the case of physical therapists, occupational therapists, nurses, school adjustment counselors, school psychologists, and speech language pathologists, who are properly licensed under MGL c.112 and who have been employed by the Collaborative for three or more consecutive school years while properly certified and/or properly licensed as the case may be, may not be dismissed, non-renewed or suspended without just cause. All other Professional Staff shall be employees at will.
14.6 Any complaint in writing regarding a Professional Staff made to a member of the administration by a parent, student or other personnel will be pro...
Professional Evaluation. 1. An Adjunct faculty member who has been employed as an Adjunct by PSU for 3 years or 20 credits, whichever occurs first, will be offered a professional evaluation by their Chair. In departments or schools where there is not a Chair, evaluations will be offered and completed by a Chair-equivalent, Chair designee, or Associate Xxxx. Evaluations should be offered and completed during the term immediately following the one in which the faculty member has completed the requirements. Once offered, the faculty member may choose whether or not to have an evaluation at that time.
2. If an Adjunct faculty member elects not to have an evaluation at that time, they will be offered another opportunity for an evaluation after they have been employed for an additional 2 years or 12 credits, whichever comes first.
3. There will be no repercussions for an Adjunct faculty member who elects not to have an evaluation. Future appointments will continue to be offered on a full academic year basis, once the faculty member has completed the initial requirements as set forth in Article 8, Section 2. Adjunct faculty members who opt out may be offered a two-year appointment at the discretion of the Chair.
4. Professional evaluations are for providing feedback and developmental guidance to Adjunct faculty members and to determine if a two-year appointment is appropriate. This process will not be used for the purposes of discipline or discharge of an employee.
5. Information about the process for professional evaluations will be referenced at the time of hire in each Adjunct faculty members’ letter of appointment.
6. Evaluations will be based on the following materials:
a) Current CV or Resume
b) Summary of student evaluations with short written reflection (not applicable to research faculty)
c) Short statement on teaching or research experience and/or why they teach
d) A current syllabus for each course taught during the corresponding academic year (not applicable for research faculty).
e) In addition to the material listed above, the Adjunct faculty member must provide two items from the following list. The faculty member may choose which of these to provide and is encouraged to discuss this selection with their Chair: ● Classroom observation by a peer of the faculty member’s choice; ● Letter of support by a peer of the faculty member’s choice; ● Examples of special assignments, projects, or research; ● Description of how the faculty member is staying current in their field.
7. Ev...
Professional Evaluation. Section 1. The following evaluation procedure shall apply to all permanent and probationary professional employees and temporary professional employees eligible for benefits under Article 31.
A. Permanent professional employees, temporary employees, as referenced in Section 1. above, in their twelfth month of employment, and probationary professional employees in their 12-month of employment, shall be evaluated using the Professional Development Report. Probationary professional employees with less than twelve (12) months of employment shall be evaluated using the SUA Probationary Evaluation Form.
B. Performance evaluations are to be completed by supervisors who are familiar with the work of the professional employee being rated.
C. The performance of each permanent professional employee shall be formally evaluated once each year and as changing conditions warrant. The performance of each probationary professional employee shall be evaluated in the third, sixth, ninth and twelfth month of his/her probationary period. This section shall apply to temporary employees, as referenced in Section 1 above, based on their actual month of employment.
D. The performance of each professional employee shall be based on performance observed throughout the year. At the beginning of each rating period, each professional employee and his/her supervisor shall discuss:
1. The professional employee's duties and responsibilities;
2. Supervisory relationships;
3. Immediate and long-term objectives
E. In assessing a professional employee's performance, the supervisor, after discussion with the professional employee shall determine the extent, if any, to which secondary sources (i.e., agencies, offices or individuals who interact with the professional employee in question) should be consulted as part of the evaluation process.
F. The evaluation form shall be completed and signed by the supervisor and the supervisor shall then discuss this rating with the professional employee. Such discussion should be conducted in private so as to encourage xxxxx and open responses. Particular attention shall be given to those areas in which the professional employee has been rated "Fair" or "Unsatisfactory." If, at the conclusion of the discussion regarding the evaluation, the supervisor is of the opinion that he/she should adjust the original rating, the supervisor shall be free to do so. If adjustments are made to the original rating, the original rating shall be destroyed and the professiona...
Professional Evaluation. A. The Board retains its inherent right to establish criteria for reappointment, promotion, and professional evaluations. However, for the duration of this Agreement, the Board agrees to use the criteria set forth in this Agreement, to evaluate faculty being considered for reappointment, promotion, and other professional evaluations.
1. A faculty member hired as an Instructor shall serve in the rank of Instructor until they are granted tenure. Upon being granted tenure they will automatically be promoted to the rank of Assistant Professor.
2. A faculty member hired in any capacity other than Instructor (e.g., Assistant Professor, Associate Professor, etc.) will be eligible to apply for a promotion to at the same time that they apply for tenure.
3. Other than as specified in Article XIII.A.2 above, no faculty member shall be eligible to be granted promotion to a higher rank until they have completed 10 semesters of service at their current rank. The only exception shall be those who are promoted in accordance with Article XIII.A.
