PROFESSIONAL STAFF EVALUATION Sample Clauses

PROFESSIONAL STAFF EVALUATION. The Association recognizes the right, duty and responsibility of administrators to make continuous evaluation of the performance of personnel for the purpose of providing a sound basis for personnel improvement and evaluation of personnel effectiveness. This evaluation should serve to identify personnel strengths and limitations through use of the accepted evaluation form. All observations and evaluations shall be done openly with the personnel being evaluated. Any written evaluation shall, after a review by both parties, be signed by each and a copy of the evaluation given to the person being evaluated. Evaluation should be a continuous process with professional growth being the basic goal. All bargaining unit members must be formally evaluated each year, except as otherwise provided in this Article.
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PROFESSIONAL STAFF EVALUATION. 24.1 Members of the bargaining unit to whom R.C. 3319.111 applies shall be evaluated in compliance with the law and with the Ohio Department of Education’s Ohio Teacher Evaluation System (OTES), including the prescribed forms, as may be amended by action of the Board pursuant to this Article. Each year a district committee of administrators and professional staff shall work cooperatively in developing, reviewing, revising, or updating the evaluation process as it applies to members of the bargaining unit. The Superintendent or his/her designee shall be a member and the chair of the committee, which shall also consist of three (3) persons appointed by the Superintendent and three (3) persons appointed by the Association President. This standing committee shall meet no later than November 15th of each school year and otherwise at the call of the chair. Its function shall be to formulate proposals concerning the development, review, revision, or updating of the professional evaluation instrument(s) used for members of the bargaining unit. Once any such proposal is formulated by the committee, it shall be presented to the Superintendent, who shall make a recommendation to the Board to approve, modify, or reject same. Any action by the Superintendent in making such a recommendation and by the Board in acting or not acting thereon shall be final in each of those regards and not grievable or otherwise subject to appeal. The current evaluation process is included at Appendix A for directory purposes in this document and will be distributed to all certificated/licensed staff and administrators to inform all parties of the stages of the evaluation process and any applicable definitions to assist with its implementation. A second attachment, labeled Appendix B, will be developed and distributed to staff who are not evaluated under OTES showing the stages of their evaluation process. Procedures and dates not required by statute shall be directory rather than mandatory in nature. 24.2 Student Growth Measures (SGMs) and Metrics of Student Outcomes Committee The Association and the Board agree to establish a joint committee for the purpose of assessing, reviewing, and making recommendations with regard to Student Growth Measures and Metrics of Student Outcomes. The committee will be comprised of the DEA President or designee, representatives for each school building selected by the DEA President, and up to six (6) administrators appointed by the Superintendent or designe...
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PROFESSIONAL STAFF EVALUATION. 1. The performance of all teachers shall be evaluated in writing in accordance with the Ohio Teacher Evaluation System (OTES) model. Such evaluations shall acknowledge areas of reinforcement and refinement. 2. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher. 3. Evaluations shall not be based on unsubstantiated allegations. 4. No teacher shall be evaluated on his/her performance until after observations have been conducted by the evaluator charged with the responsibility of evaluating that teacher. 5. Evaluations of teachers as defined in OTES shall include at least two formal observations of at least 30 minutes and at least two 15-20 minute walkthroughs. 6. All attempts will be made to begin the OTES evaluation cycle on or after September 1, unless mutually agreed upon by both the teacher and the credentialed evaluator. 7. All attempts will be made to complete one (1) full observation cycle during first semester and one (1) full observation during second semester. 8. If a third full observation cycle is warranted, it will take place at a time mutually agreed upon between the teacher and the credentialed evaluator. 9. Each formal observation will include a pre- and post-observation conference. All components of the formal observation will be set at a time mutually agreed upon by both the teacher and credentialed evaluator. All attempts will be made to hold the post- conference without five (5) school days of the observation. 10. All OTES evaluations will be completed by May 1. 11. All evidence, either electronic or hard copy, must be submitted to the credentialed evaluator by May 1. 12. A teacher who received an OTES rating of ineffective or developing in either teacher performance or summative rating will develop a professional improvement plan in collaboration with his or her credentialed evaluator. 13. A copy of the OTES rubric with notations of teacher/evaluator evidence will be provided within five (5) schools days after each post conference. 14. An improvement plan may be initiated at any time by the evaluator based on deficiencies in performance as documented by evidence collected by the evaluator. 15. A teacher who receives a student growth measure rating of least effective or approaching average may have his/her evaluation cycle impacted the next school year. 16. A teacher who wishes to rebut his/her OTES teacher performance rating may do so by placing a letter of r...
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PROFESSIONAL STAFF EVALUATION. A Statement of Philosophy The purpose of Professional Staff Evaluation for the Xxxxxxxx School District is to improve the quality of teaching performance and, thus, the quality of student learning experiences. Staff evaluation is a never-ending process. Theoretically, evaluation takes place whenever interaction occurs between an evaluator and the evaluatee. Therefore, classroom observations, although necessary and required, are but one technique in an evaluative process. Data used to evaluate individual staff members should be gathered from multiple sources on multiple occasions, but this process must be formalized by a clearly defined set of procedures. In evaluating teacher effectiveness, teacher performance is measured against specific criteria and individually developed goals and objectives, rather than against the performance of other teachers. Self-evaluation is an integral part of this process. In order to be effective the evaluation process requires a cooperative effort between the teacher and the administrator. It must be a process done with people, not to them. Therefore, positive teacher and administrative attitudes toward the evaluation process is critical to its success. The performance of all teachers shall be evaluated in writing. Any formal observation of the teacher shall be done openly by the building principal or assistant principal (or other local administrator) and for the first contractually required formal observation; there shall be notification to the teacher at least the work day prior to such observation. The administrator will inform the teacher of a time frame for each of the subsequent contractually required formal observation(s). Video cameras and tape recorders shall not be used in the evaluation process without the teacher's consent. The Teacher Evaluation Form is primarily designed to be used at a conference between the individual teacher and the administrator. At that conference, this evaluation form will be signed by both the teacher and the administrator. The teacher is asked to evaluate himself/herself using these forms prior to the conference with the administrator. It should be understood, however, that this self-evaluation form will not be part of the teacher's record and will be used only as a basis of discussion at the conference. A copy of the signed evaluation form must be submitted to the Superintendent's office. In addition, the administrator and/or the teacher may choose to submit a narrative statement along ...
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PROFESSIONAL STAFF EVALUATION. Teachers, as defined by Revised School Code Section 1249, will be evaluated pursuant to a performance evaluation system consistent with Revised School Code Section 1249 and the Teachers’ Tenure Act. This performance evaluation system will include, as appropriate, the following: 1. a year-end evaluation process that meets statutory standards; 2. The 5D+ Teacher Evaluation shall be the performance evaluation tool unless the District and Association mutually agree to a different evaluation tool that incorporates components required by law, including: a. locally agreed-on student growth and assessment data or student learning objectives, as defined by Revised School Code Section 1249. The student growth and assessment data or student learning objectives will be locally bargained no later than the first Friday of August; b. the teacher’s performance; and c. objective criteria. 3. an individualized development plan (IDP) with performance goals developed by the evaluator in consultation with the teacher, the teacher’s mentor, and/or JEA representative and recommended training designed to improve the teacher’s effectiveness for: a. all probationary teachers; b. teachers rated minimally effective or ineffective during the 2023-24 school year; c. teachers rated needing support or developing; or d. at the evaluator’s discretion when performance deficiencies are documented and discussed with the teacher. 4. classroom observations of at least 15 minutes each which include, at a minimum, a review of the teacher’s lesson plan, the state curriculum standard used in the lesson, and pupil engagement, with appropriate written feedback within fifteen (15) school days, and a post-observation meeting between the teacher and the school administrator conducting the observation to discuss those items; 5. a mid-year progress report, if required by law, which aligns with the teacher’s individualized development plan, includes specific performance goals developed by the evaluator, and any recommended training identified by the evaluator; 6. a year-end performance evaluation effectiveness rating, of effective, developing, or needing support;
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PROFESSIONAL STAFF EVALUATION. I. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher and no electronic devices shall be used for observation purposes or evaluation purposes without the consent of the teacher.
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PROFESSIONAL STAFF EVALUATION. A. Professional Staff evaluations shall be in keeping with Section 1249 of the Revised School Code, MCL 380.1249.
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PROFESSIONAL STAFF EVALUATION. 1. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher and no electronic devices shall be used for observation purposes or evaluation purposes without the consent of the teacher. 2. Teachers shall be evaluated in the classroom or work stations for the purpose of child study team members, guidance counselors, nurses, librarians, by persons certified by the New Jersey State Board of Examiners to supervise instruction. 3. A teacher shall have the right, upon request, to review the contents of his/her personnel file and to receive copies, at his/her expense, of any documents contained herein. A teacher shall be entitled to have a representative of the Association accompany him/her during such review. This right of review shall not apply to the employee's initial application for employment and letters of reference from prior employers. The teacher will sign a receipt acknowledging the file review and noting any exceptions to the file content. 4. Except as above, no material derogatory to a teacher's conduct, service, character or personality, shall be placed in his/her personnel file unless the teacher has had an opportunity to review such material. The teacher must acknowledge such review within five (5) work days by affixing his/her signature to the copy to be filed, with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher shall also have the right to submit a written answer to such material and his/her answer shall be reviewed by the superintendent or his/her designee and attached to the file copy. 5. Although the Board agrees to protect the confidentiality of personnel references, academic credentials and other similar documents, it shall not establish any separate personnel file which is not available for the teacher's inspection. 6. Copies of all correspondence to a teacher may be made part of his/her personnel file. Any material made part of the file shall be subject to the provisions of this ARTICLE. 7. Any complaints including hearsay and/or anonymous letters regarding a teacher made to any member of the administration by any parent, student, or other person which are used in any manner in evaluating a teacher shall be promptly investigated and called to the attention of the teacher. The teacher shall be given an opportunity to respond to and/or rebut such complaint, and shall have the right to be represented by...
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Related to PROFESSIONAL STAFF EVALUATION

  • Final Evaluation IC must submit a final report and a project evaluation to the Arts Commission within thirty (30) days after the completion of the Services. Any and all unexpended funds from IC must be returned to City no later than sixty (60) days after the completion of the Services.

  • Self-Evaluation Each regular faculty member shall provide a self-evaluation. It shall address, among other items, the faculty member's fulfillment of professional responsibilities as referenced in Section 18.2.3 and an assessment of his or her own performance. The faculty member will share the self-evaluation with the Faculty Evaluation Committee and the first-level manager or designee. The self-evaluation will become part of the evaluation report.

  • TECHNICAL EVALUATION (a) Detailed technical evaluation shall be carried out by Purchase Committee pursuant to conditions in the tender document to determine the substantial responsiveness of each tender. For this clause, the substantially responsive bid is one that conforms to all the eligibility and terms and condition of the tender without any material deviation. The Institute’s determination of bid’s responsiveness is to be based on the contents of the bid itself without recourse to extrinsic evidence. The Institute shall evaluate the technical bids also to determine whether they are complete, whether required sureties have been furnished, whether the documents have been properly signed and whether the bids are in order. (b) The technical evaluation committee may call the responsive bidders for discussion or presentation to facilitate and assess their understanding of the scope of work and its execution. However, the committee shall have sole discretion to call for discussion / presentation. (c) Financial bids of only those bidders who qualify the technical criteria will be opened provided all other requirements are fulfilled. (d) AIIMS Jodhpur shall have right to accept or reject any or all tenders without assigning any reasons thereof.

  • Program Evaluation The School District and the College will develop a plan for the evaluation of the Dual Credit program to be completed each year. The evaluation will include, but is not limited to, disaggregated attendance and retention rates, GPA of high-school-credit-only courses and college courses, satisfactory progress in college courses, state assessment results, SAT/ACT, as applicable, TSIA readiness by grade level, and adequate progress toward the college-readiness of the students in the program. The School District commits to collecting longitudinal data as specified by the College, and making data and performance outcomes available to the College upon request. HB 1638 and SACSCOC require the collection of data points to be longitudinally captured by the School District, in collaboration with the College, will include, at minimum: student enrollment, GPA, retention, persistence, completion, transfer and scholarships. School District will provide parent contact and demographic information to the College upon request for targeted marketing of degree completion or workforce development information to parents of Students. School District agrees to obtain valid FERPA releases drafted to support the supply of such data if deemed required by counsel to either School District or the College. The College conducts and reports regular and ongoing evaluations of the Dual Credit program effectiveness and uses the results for continuous improvement.

  • MANAGEMENT OF EVALUATION OUTCOMES 12.1 Where the Employer is, any time during the Employee’s employment, not satisfied with the Employee’s performance with respect to any matter dealt with in this Agreement, the Employer will give notice to the Employee to attend a meeting; 12.2 The Employee will have the opportunity at the meeting to satisfy the Employer of the measures being taken to ensure that his performance becomes satisfactory and any programme, including any dates, for implementing these measures; 12.3 Where there is a dispute or difference as to the performance of the Employee under this Agreement, the Parties will confer with a view to resolving the dispute or difference; and 12.4 In the case of unacceptable performance, the Employer shall – 12.4.1 Provide systematic remedial or developmental support to assist the Employee to improve his performance; and 12.4.2 After appropriate performance counselling and having provided the necessary guidance and/or support as well as reasonable time for improvement in performance, the Employer may consider steps to terminate the contract of employment of the Employee on grounds of unfitness or incapacity to carry out his or her duties.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP 00-00-000, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

  • Job Evaluation The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • TEACHER EVALUATION A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year. (a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. (b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. 2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations. 3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted. 4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher. B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure. C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place. D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation. E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention. F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher. G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.

  • Evaluation 1. The purposes of evaluation provisions include providing employees with feedback, and employers and employees with the opportunity and responsibility to address concerns. Where a grievance proceeds to arbitration, the arbitrator must consider these purposes, and may relieve on just and reasonable terms against breaches of time limits or other procedural requirements.

  • JOC EVALUATION If any materials being utilized for a project cannot be found in the RS Means Price Book, this question is what is the markup percentage on those materials? When answering this question please insert the number that represents your percentage of proposed markup. Example: if you are proposing a 30 percent markup, please insert the number "30". Remember that this is a ceiling markup. You may markup a lesser percentage to the TIPS Member customer when pricing the project, but not a greater percentage. EXAMPLE: You need special materials that are not in the RS Means Unit Price Book for a project. You would buy the materials and xxxx them up to the TIPS Member customer by the percentage you propose in this question. If the materials cost you, the contractor, $100 and you proposed a markup on this question for the material of 30 percent, then you would charge the TIPS Member customer $130 for the materials. TIPS/ESC Region 8 is required by Texas Government Code § 791 to be compensated for its work and thus, failure to agree shall render your response void and it will not be considered. Vendor agrees to remit to TIPS the required administration fee or, if resellers are named, guarantee the fee remittance by or for the reseller named by the vendor?

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