Purpose and Criteria. The purpose of performance appraisal is to evaluate an employee’s past performance and potential. The performance appraisal will take into consideration the employee’s work quality, job knowledge, initiative, attendance, teamwork, conduct, communication skills and such other criteria that properly reflect the employee’s performance.
Purpose and Criteria. The Achievement and Contribution Awards are designed to recognize and honor selected tenured/tenure-track faculty for their performance in a single academic year. Achievement and Contribution Awards shall be made in the Fall semester of each academic year. Recipients of Achievement and Contribution Awards shall be selected based on the following criteria:
a. Extraordinary achievement and effort
b. Impact of achievement on others: • Students • Profession • University community • Beyond the University community
c. Contribution to the success of others: • Collegiality • Generosity of spirit • Mentoring
Purpose and Criteria. The purpose of the program is to recognize an employee's achievement of established performance standards and goals, identify and correct performance problems, encourage career development and growth, and set goals for the next appraisal period. The performance appraisal will take into consideration the employee’s work quality, job knowledge, initiative, attendance, teamwork, conduct, communication skills and such other criteria that properly reflect the employee’s performance.
Purpose and Criteria. A. The purpose of evaluation is to improve instruction and to make a record of a bargaining unit member’s performance.
B. No bargaining unit member shall be evaluated more than once annually.
C. The evaluation shall be completed not later than the first day of May, and the bargaining unit member being evaluated shall receive a written report of the results of this evaluation, including the assigned evaluation rating, not later than the tenth day of May.
D. All forms used in the evaluation process shall follow the Ohio Teacher Evaluation System (OTES).
E. Notwithstanding the language in the Other Observed Deficiencies section of this Article, no bargaining unit member shall be evaluated on his or her work performance except based on the observations of the bargaining unit member by the teacher’s assigned evaluator and based on the walkthroughs that are set forth in this agreement.
F. All monitoring or observation of the work performance of a bargaining unit member shall be conducted openly and with full knowledge of the bargaining unit member.
G. No misleading, inaccurate, untimely or undocumented information may become part of a bargaining unit member's evaluation. All results and conclusions of performance assessments must be documented and supported by evidence.
H. Evaluators will include building administrators who have completed state-sponsored evaluation training and have passed the online credentialing assessment. In addition, there shall be a list of Board approved credentialed evaluators agreed upon with the Association who have had prior experience as a classroom teacher and who have completed state-sponsored evaluation training, and have passed the online credentialing assessment. The evaluator will identify himself/herself to the bargaining unit member prior to beginning the annual evaluation process. This may be written, via email, or verbal.
I. The teacher members of any committee established by the school board, or the school district’s administration, to deal with matters regarding the evaluation of bargaining unit members shall be selected by the Zanesville Education Association.
J. A teacher who receives a rating of “Accomplished” on his/her most recent evaluation shall be evaluated every third school year.
K. A teacher who receives a rating of “Skilled” on his/her most recent evaluation shall be evaluated every other school year.
L. In any year that a teacher is not formally evaluated as in sections J and K above as a result of receiving ...
Purpose and Criteria. A. The purpose of evaluation is to improve instruction to determine movement along the salary structure, and to make a record of a bargaining unit member’s performance.
B. The evaluation shall be completed not later than the first (1st) day of May and the bargaining unit member being evaluated shall receive a written report of the results of this evaluation, including the assigned summative evaluation rating, not later than the tenth (10th) day of May.
C. The District shall use OTES/eTPES forms in the evaluation process.
