Ratings and Definitions. Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria/Expectations – You are encouraged to share examples of your work in these areas. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: Students Staff Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Employee Comments Goals for Next Review Period (Optional) Trainings I would like to take next year (Optional) APPENDIX E RESP Classroom Teacher Input to Paraeducator Annual Evaluation Optional – Submit to Supervisor by May 1 Paraeducator: Date: Teacher Providing Input: Location: School Year: Evaluator Instructions: Classroom teachers who work directly with paraeducators have the option of providing input on the paraeducator’s professional practice to the supervisor prior to the annual evaluation. The input can be on all or some of the Evaluation Criteria/Expectations. The Supervisor will consider input from the classroom teacher when completing the annual evaluation. This input form will be attached to the paraeducator’s annual evaluation. Ratings and Definitions Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: Students Staff Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Specific examples of the paraeducator’s work: Teacher Signature Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Regarding Retroactive Payment for 2019-2020 School Year We the undersigned, on behalf of RSD and RESP agree as follows: The District will pay retroactive base salary increases to September 1, 2019, beginning in the October 2019 pay warrant and spread equally through the August 2020 pay warrant. Retroactive base pay for the longevity stipend will begin with the October 2019 pay warrant and be spread equally through the August 2020 pay warrant. The District will pay retroactive non-base salary (i.e.: time sheets) increases to September 1, 2019 in a lump sum no later than the December 2019 pay warrant. /s/ Xxxxxx Xxxxxx /s / Xxxxxxx Xxxxxxx For the District For the Association /s/ /s/ Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Career Pathways The District and the Association recognize that some unit members desire opportunities for career advancement within the District. It is the intent of the parties to expand opportunities for education, training, experience, and access for members to assist in meeting the minimum qualifications for positions in the areas in which they are interested. The parties agree that development of alternative pathways for qualification for positions is viable means for employees to have opportunities to advance to more responsible positions. Therefore a joint committee will be established to: • Gather information regarding employee interests; • Identify alternative pathways; • Assess feasibility, including impacts and costs of those alternative pathways; and • Development recommendations for implementation for submission to the Assistant Superintendent of Human Resources. The initial meeting of the committee will take place no later than February 1, 2020. It is anticipated that the work of the joint committee will be completed by May, 2020. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Classification and Review and System We, the undersigned, on behalf of the Renton School District (‘District”) and the Renton Education Support Professionals (“Association”) agree to initiate a review of unit job classifications for the purpose of updating job descriptions, developing a recommendation for the number of classifications and initiation of a market survey. The District and Association will convene a joint committee tasked with completing the review of job classifications and job descriptions, with an initial meeting no later than February 1, 2020. It is the intent of the parties that the review of job classifications and job descriptions will be initiated during the 2019-2020 school year in preparation for a market survey to be conducted in the 2020-2021 school year, with implementation of the new system to be bargained in the successor contract. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Paraeducator Fundamental Course of Study MOU The District and the Association agree to the following regarding the required 2 days (14 hours) of Professional Development training of the Fundamental Course of Study for Paraeducator Certification curriculum adopted by the 2019 Legislature for the 2019-20 school year:
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Ratings and Definitions. Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria/Expectations – You are encouraged to share examples of your work in these areas. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: ❖ Students ❖ Staff ❖ Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Employee Comments Goals for Next Review Period (Optional) Trainings I would like to take next year (Optional) APPENDIX E RESP Classroom Teacher Input to Paraeducator Annual Evaluation Optional – Submit to Supervisor by May 1 Paraeducator: Date: Teacher Providing Input: Location: School Year: Evaluator Instructions: Classroom teachers who work directly with paraeducators have the option of providing input on the paraeducator’s professional practice to the supervisor prior to the annual evaluation. The input can be on all or some of the Evaluation Criteria/Expectations. The Supervisor will consider input from the classroom teacher when completing the annual evaluation. This input form will be attached to the paraeducator’s annual evaluation. Ratings and Definitions Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: Students Staff Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Specific examples of the paraeducator’s work: Teacher Signature Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Regarding Retroactive Payment for 2019-2020 School Year We the undersigned, on behalf of RSD and RESP agree as follows: The District will pay retroactive base salary increases to September 1, 2019, beginning in the October 2019 pay warrant and spread equally through the August 2020 pay warrant. Retroactive base pay for the longevity stipend will begin with the October 2019 pay warrant and be spread equally through the August 2020 pay warrant. The District will pay retroactive non-base salary (i.e.: time sheets) increases to September 1, 2019 in a lump sum no later than the December 2019 pay warrant. /s/ Xxxxxx Xxxxxx /s / Xxxxxxx Xxxxxxx For the District For the Association /s/ /s/ Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Career Pathways The District and the Association recognize that some unit members desire opportunities for career advancement within the District. It is the intent of the parties to expand opportunities for education, training, experience, and access for members to assist in meeting the minimum qualifications for positions in the areas in which they are interested. The parties agree that development of alternative pathways for qualification for positions is viable means for employees to have opportunities to advance to more responsible positions. Therefore a joint committee will be established to: • Gather information regarding employee interests; • Identify alternative pathways; • Assess feasibility, including impacts and costs of those alternative pathways; and • Development recommendations for implementation for submission to the Assistant Superintendent of Human Resources. The initial meeting of the committee will take place no later than February 1, 2020. It is anticipated that the work of the joint committee will be completed by May, 2020. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Classification and Review and System We, the undersigned, on behalf of the Renton School District (‘District”) and the Renton Education Support Professionals (“Association”) agree to initiate a review of unit job classifications for the purpose of updating job descriptions, developing a recommendation for the number of classifications and initiation of a market survey. The District and Association will convene a joint committee tasked with completing the review of job classifications and job descriptions, with an initial meeting no later than February 1, 2020. It is the intent of the parties that the review of job classifications and job descriptions will be initiated during the 2019-2020 school year in preparation for a market survey to be conducted in the 2020-2021 school year, with implementation of the new system to be bargained in the successor contract. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Paraeducator Fundamental Course of Study MOU The District and the Association agree to the following regarding the required 2 days (14 hours) of Professional Development training of the Fundamental Course of Study for Paraeducator Certification curriculum adopted by the 2019 Legislature for the 2019-20 school year:Appendix G
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Ratings and Definitions. Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria/Expectations – You are encouraged to share examples of your work in these areas. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: ❖ Students ❖ Staff ❖ Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Employee Comments Goals for Next Review Period (Optional) Trainings I would like to take next year (Optional) APPENDIX E RESP Classroom Teacher Input to Paraeducator Annual Evaluation Optional – Submit to Supervisor by May 1 Paraeducator: Date: Teacher Providing Input: Location: School Year: Evaluator Instructions: Classroom teachers who work directly with paraeducators have the option of providing input on the paraeducator’s professional practice to the supervisor prior to the annual evaluation. The input can be on all or some of the Evaluation Criteria/Expectations. The Supervisor will consider input from the classroom teacher when completing the annual evaluation. This input form will be attached to the paraeducator’s annual evaluation. Ratings and Definitions Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: Students Staff Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Specific examples of the paraeducator’s work: Teacher Signature Date MEMORANDUM OF UNDERSTANDING By by and Between Renton School District And Renton Education Support Professionals between RENTON SCHOOL DISTRICT (RESPRSD) and SERVICE EMPLOYEES INTERNATIONAL UNION (SEIU) Regarding Retroactive Payment for 2019-2020 School Year We the undersigned, on behalf of RSD and RESP SEIU agree as follows: The District will pay retroactive base salary increases to September 1, 2019, beginning and the payment will be spread in the October 2019 pay warrant and spread equally through the August 2020 pay warrant. Retroactive base pay for the longevity stipend will begin with the October 2019 pay warrant and be spread equally through the August 2020 pay warrantwarrants. The District will pay retroactive non-base salary (i.e.: time sheets) increases to September 1, 2019 2019, in a lump sum no later than the December November 2019 pay warrant. This agreement will be in place for the 2019-2020 agreement. /s/ Xxxxxx Xxxxxx /s / Xxxxxxx Xxxxxxx /s/ For the District For the Association Union Date Date MEMORANDUM OF UNDERSTANDING By and Between RENTON SCHOOL DISTRICT (RSD) and Service Employees International Union (SEIU) Regarding Boiler Operator Premium Pay We, the undersigned, on behalf of RSD and SEIU agree as follows: Effective April 17, 2018, a Boiler Operator License was no longer required for Custodian II, III and V positions that have oversite of hot water boiler systems. Those custodians who currently possess the license will continue to be paid the premium pay as outlined in Appendix A until license expiration. Schools with steam boiler systems will still require relevant employees to possess a grade IV boiler license. /s /s/ /s/ For the District For the Union Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Career Pathways The District and the Association recognize that some unit members desire opportunities for career advancement within the District. It is the intent of the parties to expand opportunities for education, training, experience, and access for members to assist in meeting the minimum qualifications for positions in the areas in which they are interested. The parties agree that development of alternative pathways for qualification for positions is viable means for employees to have opportunities to advance to more responsible positions. Therefore a joint committee will be established to: • Gather information regarding employee interests; • Identify alternative pathways; • Assess feasibility, including impacts and costs of those alternative pathways; and • Development recommendations for implementation for submission to the Assistant Superintendent of Human Resources. The initial meeting of the committee will take place no later than February 1, 2020. It is anticipated that the work of the joint committee will be completed by May, 2020. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Classification and Review and System We, the undersigned, on behalf of the Renton School District (‘District”) and the Renton Education Support Professionals (“Association”) agree to initiate a review of unit job classifications for the purpose of updating job descriptions, developing a recommendation for the number of classifications and initiation of a market survey. The District and Association will convene a joint committee tasked with completing the review of job classifications and job descriptions, with an initial meeting no later than February 1, 2020. It is the intent of the parties that the review of job classifications and job descriptions will be initiated during the 2019-2020 school year in preparation for a market survey to be conducted in the 2020-2021 school year, with implementation of the new system to be bargained in the successor contract. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Paraeducator Fundamental Course of Study MOU The District and the Association agree to the following regarding the required 2 days (14 hours) of Professional Development training of the Fundamental Course of Study for Paraeducator Certification curriculum adopted by the 2019 Legislature for the 2019-20 school year:And
Appears in 2 contracts
Samples: Service Employees, Service Employees
Ratings and Definitions. Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria/Expectations – You are encouraged to share examples of your work in these areas. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: ❖ Students ❖ Staff ❖ Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Employee Comments Goals for Next Review Period (Optional) Trainings I would like to take next year (Optional) APPENDIX E RESP Classroom Teacher Input to Paraeducator Annual Evaluation Optional – Submit to Supervisor by May 1 Paraeducator: Date: Teacher Providing Input: Location: School Year: Evaluator Instructions: Classroom teachers who work directly with paraeducators have the option of providing input on the paraeducator’s professional practice to the supervisor prior to the annual evaluation. The input can be on all or some of the Evaluation Criteria/Expectations. The Supervisor will consider input from the classroom teacher when completing the annual evaluation. This input form will be attached to the paraeducator’s annual evaluation. Ratings and Definitions Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: ❖ Students ❖ Staff ❖ Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Specific examples of the paraeducator’s work: Date Teacher Signature Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Regarding Retroactive Payment for 2019-2020 School Year We the undersigned, on behalf of RSD and RESP agree as follows: The District will pay retroactive base salary increases to September 1, 2019, beginning in the October 2019 pay warrant and spread equally through the August 2020 pay warrant. Retroactive base pay for the longevity stipend will begin with the October 2019 pay warrant and be spread equally through the August 2020 pay warrant. The District will pay retroactive non-base salary (i.e.: time sheets) increases to September 1, 2019 in a lump sum no later than the December 2019 pay warrant. /s/ Xxxxxx Xxxxxx /s / Xxxxxxx Xxxxxxx For the District For the Association /s/ /s/ Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Career Pathways The District and the Association recognize that some unit members desire opportunities for career advancement within the District. It is the intent of the parties to expand opportunities for education, training, experience, and access for members to assist in meeting the minimum qualifications for positions in the areas in which they are interested. The parties agree that development of alternative pathways for qualification for positions is viable means for employees to have opportunities to advance to more responsible positions. Therefore a joint committee will be established to: • Gather information regarding employee interests; • Identify alternative pathways; • Assess feasibility, including impacts and costs of those alternative pathways; and • Development recommendations for implementation for submission to the Assistant Superintendent of Human Resources. The initial meeting of the committee will take place no later than February 1, 2020. It is anticipated that the work of the joint committee will be completed by May, 2020. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Classification and Review and System We, the undersigned, on behalf of the Renton School District (‘District”) and the Renton Education Support Professionals (“Association”) agree to initiate a review of unit job classifications for the purpose of updating job descriptions, developing a recommendation for the number of classifications and initiation of a market survey. The District and Association will convene a joint committee tasked with completing the review of job classifications and job descriptions, with an initial meeting no later than February 1, 2020. It is the intent of the parties that the review of job classifications and job descriptions will be initiated during the 2019-2020 school year in preparation for a market survey to be conducted in the 2020-2021 school year, with implementation of the new system to be bargained in the successor contract. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Paraeducator Fundamental Course of Study MOU The District and the Association agree to the following regarding the required 2 days (14 hours) of Professional Development training of the Fundamental Course of Study for Paraeducator Certification curriculum adopted by the 2019 Legislature for the 2019-20 school year:
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Ratings and Definitions. Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria/Expectations – You are encouraged to share examples of your work in these areas. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: ❖ Students ❖ Staff ❖ Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Employee Comments Goals for Next Review Period (Optional) Trainings I would like to take next year (Optional) APPENDIX E RESP Classroom Teacher Input to Paraeducator Annual Evaluation Optional – Submit to Supervisor by May 1 Paraeducator: Date: Teacher Providing Input: Location: School Year: Evaluator Instructions: Classroom teachers who work directly with paraeducators have the option of providing input on the paraeducator’s professional practice to the supervisor prior to the annual evaluation. The input can be on all or some of the Evaluation Criteria/Expectations. The Supervisor will consider input from the classroom teacher when completing the annual evaluation. This input form will be attached to the paraeducator’s annual evaluation. Ratings and Definitions Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: ❖ Students ❖ Staff ❖ Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Specific examples of the paraeducator’s work: Teacher Signature Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Regarding Retroactive Payment for 2019-2020 School Year We the undersigned, on behalf of RSD and RESP agree as follows: The District will pay retroactive base salary increases to September 1, 2019, beginning in the October 2019 pay warrant and spread equally through the August 2020 pay warrant. Retroactive base pay for the longevity stipend will begin with the October 2019 pay warrant and be spread equally through the August 2020 pay warrant. The District will pay retroactive non-base salary (i.e.: time sheets) increases to September 1, 2019 in a lump sum no later than the December 2019 pay warrant. /s/ Xxxxxx Xxxxxx /s / Xxxxxxx Xxxxxxx For the District For the Association /s/ /s/ Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Career Pathways The District and the Association recognize that some unit members desire opportunities for career advancement within the District. It is the intent of the parties to expand opportunities for education, training, experience, and access for members to assist in meeting the minimum qualifications for positions in the areas in which they are interested. The parties agree that development of alternative pathways for qualification for positions is viable means for employees to have opportunities to advance to more responsible positions. Therefore a joint committee will be established to: • Gather information regarding employee interests; • Identify alternative pathways; • Assess feasibility, including impacts and costs of those alternative pathways; and • Development recommendations for implementation for submission to the Assistant Superintendent of Human Resources. The initial meeting of the committee will take place no later than February 1, 2020. It is anticipated that the work of the joint committee will be completed by May, 2020. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Classification and Review and System Ten Monthly Installments We, the undersigned, on behalf of the Renton School District (‘“District”) and the Renton Education Educational Support Professionals (“Association”) agree to initiate a review of unit job classifications for the purpose of updating job descriptions, developing a recommendation for the number of classifications and initiation of a market survey. The District and Association will convene a joint committee tasked with completing the review of job classifications and job descriptions, with an initial meeting no later than February as follows: Employees hired before September 1, 2020. It is the intent of the parties that the review of job classifications and job descriptions will be initiated during the 2019-2020 school year 2008 who were eligible to receive salary payments in preparation for a market survey to be conducted in the 2020-2021 school year, with implementation of the new system to be bargained in the successor contract. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Paraeducator Fundamental Course of Study MOU The District and the Association agree to the following regarding the required 2 days (14 hours) of Professional Development training of the Fundamental Course of Study for Paraeducator Certification curriculum adopted by the 2019 Legislature for the 2019-20 school year:ten
Appears in 1 contract
Samples: Collective Bargaining Agreement
Ratings and Definitions. Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria/Expectations – You are encouraged to share examples of your work in these areas. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: ❖ Students ❖ Staff ❖ Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Employee Comments Goals for Next Review Period (Optional) Trainings I would like to take next year (Optional) APPENDIX E RESP Classroom Teacher Input to Paraeducator Annual Evaluation Optional – Submit to Supervisor Appendix G RPTA Positions by May 1 Paraeducator: Date: Teacher Providing Input: Location: School Year: Evaluator Instructions: Classroom teachers who Level 12/5/2018 The number of work directly with paraeducators have the option of providing input on the paraeducator’s professional practice to the supervisor prior to the annual evaluation. The input can be on all or some days of the Evaluation Criteria/Expectations. The Supervisor will consider input from employee calendar for each position represents the classroom teacher when completing the annual evaluationnumber of days in 2018-2019. This input form will be attached to the paraeducator’s annual evaluation. Ratings is informational only, and Definitions Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected not intended as a guarantee of number of days for the each position. Meets Expectations Consistently meets Prof Tech Levels Prof Tech Positions Employee Calendar # Days in 18-19 RPTA 1 Assistant Supervisor Pool 260 RPTA 2 Behavior Technician Behavior/Int Tech Career Center 185 185 180 RPTA 3 Accounts Payable Specialist Attendance Liaison Bilingual Family Support Specialist LPN XXXX Family Liaison HR Specialist Indian Education Interpreter Mental Health Specialist Security Officer 260 180 190 180 180 200 260 183 200 185 180, 182, 200, 260 RPTA 4 Payroll Coordinator Purchasing Coordinator SpEd Compliance Facilitator Substitute Coordinator Swimming Pool Supervisor Transportation Routing Coordinator 260 260 260 210 260 260 RPTA 5 Academic Advancement Coordinator Accounting Technician Assessment Coordinator Assessment Facilitator Birth to 3 Facilitator Budget Coordinator Family Engagement Coordinator Retire/Benefits Coordinator SIS Data Analyst Workers Comp Program Coordinator 000 000 000 180 260 260 200 260 260 260 Prof Tech Levels Prof Tech Positions Employee Calendar # Days in 18-19 RPTA A Field Support Spec Help Desk Technician Systems Analyst 1 260 260 260 RPTA B Server/Network Administrator 1 Systems Analyst 2 260 260 RPTA C Business Systems Analyst 1 District Website Coordinator Systems Analyst 3 260 260 260 RPTA D Business Systems Analyst 2 Server/Network Administrator 2 Systems/Network Administrator 2 260 260 260 Memorandum of Understanding between the expectations of the position. Performance is as expected Renton Professional Technical Association and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: Students Staff Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Specific examples of the paraeducator’s work: Teacher Signature Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Regarding Training Stipends In the 2000-2001 negotiations, the Renton Education Support Professionals School District and the Renton Professional Technical Association agreed to end the RSD training stipend program as of August 31, 2001. Employees who earned RSD training stipends by August 31, 2001 will continue to receive the stipend under the terms of Section 3.6 of the 2000-2001 Contract (RESP) Regarding Retroactive Payment see following pages). The parties intend that these stipends shall be “grandfathered” and continued for 2019the duration of the employee’s employment, unless otherwise negotiated. Effective September 2, 2001, a new training program set forth in Section 3.6 of the 2001-2020 School Year We 2002 Contract shall replace the undersigned2000-2001 RSD training stipend program. Any training hours or degrees earned that were not compensated under the 2000-2001 RSD certificate stipend program shall be eligible for compensation under the 2001-2002 training stipend program under the criteria as set forth in Section 3.6 of the 2001-2002 contract. Originally signed on September 12, on behalf 2001 by: RENTON SCHOOL DISTRICT RPTA Xxxxx Xxxxxxx, President, Board of RSD and RESP agree as follows: Directors Xxxx Xxxxxxxxxxx, President Xxxxxxx X. Xxxxxx, Secretary, Board of Directors Xxxxxx X, Xxxxx, Chief Negotiator The District will pay retroactive base salary increases to September 1MoU above is retyped from the original, 2019, beginning nearly illegible document printed in the October 2019 pay warrant and spread equally through the August 2020 pay warrantprevious CBAs back to its origination. Retroactive base pay for the longevity stipend will begin with the October 2019 pay warrant and be spread equally through the August 2020 pay warrant. The District will pay retroactive non-base salary (i.e.: time sheets) increases to September 1Confirmed on this 21st day of November, 2019 in a lump sum no later than the December 2019 pay warrant2017. /s/ Xxxx Xxxxxx Xxxxxx /s / Xxxxxxx Xxxxxxx /s/ Xxxxxxxx Xxx For the District For the Association /s/ /s/ Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Career Pathways The District and the Association recognize that some unit members desire opportunities for career advancement within the District. It is the intent Reprint of the parties to expand opportunities for education2000-2001 CBA, training, experience, and access for members to assist in meeting the minimum qualifications for positions in the areas in which they are interested. The parties agree that development of alternative pathways for qualification for positions is viable means for employees to have opportunities to advance to more responsible positions. Therefore a joint committee will be established to: • Gather information regarding employee interests; • Identify alternative pathways; • Assess feasibility, including impacts and costs of those alternative pathways; and • Development recommendations for implementation for submission to the Assistant Superintendent of Human Resources. The initial meeting of the committee will take place no later than February 1, 2020. It is anticipated that the work of the joint committee will be completed by May, 2020. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Classification and Review and System We, the undersigned, on behalf of the Renton School District (‘District”) and the Renton Education Support Professionals (“Association”) agree to initiate a review of unit job classifications for the purpose of updating job descriptions, developing a recommendation for the number of classifications and initiation of a market survey. The District and Association will convene a joint committee tasked with completing the review of job classifications and job descriptions, with an initial meeting no later than February 1, 2020. It is the intent of the parties that the review of job classifications and job descriptions will be initiated during the 2019-2020 school year in preparation for a market survey to be conducted in the 2020-2021 school year, with implementation of the new system to be bargained in the successor contract. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Paraeducator Fundamental Course of Study MOU The District and the Association agree to the following regarding the required 2 days (14 hours) of Professional Development training of the Fundamental Course of Study for Paraeducator Certification curriculum adopted by the 2019 Legislature for the 2019-20 school year:Section 3.6
Appears in 1 contract
Samples: Collective Bargaining Agreement
Ratings and Definitions. Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria/Expectations – You are encouraged to share examples of your work in these areas. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: ❖ Students ❖ Staff ❖ Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Employee Comments Goals for Next Review Period (Optional) Trainings I would like to take next year (Optional) APPENDIX E RESP Classroom Teacher Input to Paraeducator Annual Evaluation Optional – Submit to Supervisor by May 1 Paraeducator: Date: Teacher Providing Input: Location: School Year: Evaluator Instructions: Classroom teachers who work directly with paraeducators have the option of providing input on the paraeducator’s professional practice to the supervisor prior to the annual evaluation. The input can be on all or some of the Evaluation Criteria/Expectations. The Supervisor will consider input from the classroom teacher when completing the annual evaluation. This input form will be attached to the paraeducator’s annual evaluation. Ratings and Definitions Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: Students Staff Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Specific examples of the paraeducator’s work: Teacher Signature Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Regarding Retroactive Payment for 2019-2020 School Year We the undersigned, on behalf of RSD and RESP agree as follows: The District will pay retroactive base salary increases to September 1, 2019, beginning in the October 2019 pay warrant and spread equally through the August 2020 pay warrant. Retroactive base pay for the longevity stipend will begin with the October 2019 pay warrant and be spread equally through the August 2020 pay warrant. The District will pay retroactive non-base salary (i.e.: time sheets) increases to September 1, 2019 in a lump sum no later than the December 2019 pay warrant. /s/ Xxxxxx Xxxxxx /s / Xxxxxxx Xxxxxxx For the District For the Association /s/ /s/ Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Career Pathways The District and the Association recognize that some unit members desire opportunities for career advancement within the District. It is the intent of the parties to expand opportunities for education, training, experience, and access for members to assist in meeting the minimum qualifications for positions in the areas in which they are interested. The parties agree that development of alternative pathways for qualification for positions is viable means for employees to have opportunities to advance to more responsible positions. Therefore a joint committee will be established to: • Gather information regarding employee interests; • Identify alternative pathways; • Assess feasibility, including impacts and costs of those alternative pathways; and • Development recommendations for implementation for submission to the Assistant Superintendent of Human Resources. The initial meeting of the committee will take place no later than February 1, 2020. It is anticipated that the work of the joint committee will be completed by May, 2020. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Classification and Review and System We, the undersigned, on behalf of the Renton School District (‘District”) and the Renton Education Support Professionals (“Association”) agree to initiate a review of unit job classifications for the purpose of updating job descriptions, developing a recommendation for the number of classifications and initiation of a market survey. The District and Association will convene a joint committee tasked with completing the review of job classifications and job descriptions, with an initial meeting no later than February 1, 2020. It is the intent of the parties that the review of job classifications and job descriptions will be initiated during the 2019-2020 school year in preparation for a market survey to be conducted in the 2020-2021 school year, with implementation of the new system to be bargained in the successor contract. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Paraeducator Fundamental Course of Study MOU The District and the Association agree to the following regarding the required 2 days (14 hours) of Professional Development training of the Fundamental Course of Study for Paraeducator Certification curriculum adopted by the 2019 Legislature for the 2019-20 school year:Comments
Appears in 1 contract
Samples: Collective Bargaining Agreement
Ratings and Definitions. Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria/Expectations – You are encouraged to share examples of your work in these areas. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: ❖ Students ❖ Staff ❖ Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Employee Comments Goals for Next Review Period (Optional) Trainings I would like to take next year (Optional) APPENDIX E RESP Classroom Teacher Input to Paraeducator Annual Evaluation Optional – Submit to Supervisor by May 1 Paraeducator: Date: Teacher Providing Input: Location: School Year: Evaluator Instructions: Classroom teachers who work directly with paraeducators have the option of providing input on the paraeducator’s professional practice to the supervisor prior to the annual evaluation. The input can be on all or some of the Evaluation Criteria/Expectations. The Supervisor will consider input from the classroom teacher when completing the annual evaluation. This input form will be attached to the paraeducator’s annual evaluation. Ratings and Definitions Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: Students Staff Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Specific examples of the paraeducator’s work: Teacher Signature Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Regarding Retroactive Payment for 2019-2020 School Year We the undersigned, on behalf of RSD and RESP agree as follows: The District will pay retroactive base salary increases to September 1, 2019, beginning in the October 2019 pay warrant and spread equally through the August 2020 pay warrant. Retroactive base pay for the longevity stipend will begin with the October 2019 pay warrant and be spread equally through the August 2020 pay warrant. The District will pay retroactive non-base salary (i.e.: time sheets) increases to September 1, 2019 in a lump sum no later than the December 2019 pay warrant. /s/ Xxxxxx Xxxxxx /s / Xxxxxxx Xxxxxxx For the District For the Association /s/ /s/ Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Career Pathways The District and the Association recognize that some unit members desire opportunities for career advancement within the District. It is the intent of the parties to expand opportunities for education, training, experience, and access for members to assist in meeting the minimum qualifications for positions in the areas in which they are interested. The parties agree that development of alternative pathways for qualification for positions is viable means for employees to have opportunities to advance to more responsible positions. Therefore a joint committee will be established to: • Gather information regarding employee interests; • Identify alternative pathways; • Assess feasibility, including impacts and costs of those alternative pathways; and • Development recommendations for implementation for submission to the Assistant Superintendent of Human Resources. The initial meeting of the committee will take place no later than February 1, 2020. It is anticipated that the work of the joint committee will be completed by May, 2020. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Classification and Review and System We, the undersigned, on behalf of the Renton School District (‘District”) and the Renton Education Support Professionals (“Association”) agree to initiate a review of unit job classifications for the purpose of updating job descriptions, developing a recommendation for the number of classifications and initiation of a market survey. The District and Association will convene a joint committee tasked with completing the review of job classifications and job descriptions, with an initial meeting no later than February 1, 2020. It is the intent of the parties that the review of job classifications and job descriptions will be initiated during the 2019-2020 school year in preparation for a market survey to be conducted in the 2020-2021 school year, with implementation of the new system to be bargained in the successor contract. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Paraeducator Fundamental Course of Study MOU The District and the Association agree to the following regarding the required 2 days (14 hours) of Professional Development training of the Fundamental Course of Study for Paraeducator Certification curriculum adopted by the 2019 Legislature for the 2019-20 school year:)
Appears in 1 contract
Samples: Collective Bargaining Agreement
Ratings and Definitions. Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day Day‐to‐day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria/Expectations – You are encouraged to share examples of your work in these areas. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: ❖ Students ❖ Staff ❖ Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance self‐reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Employee Comments Goals for Next Review Period (Optional) Trainings I would like to take next year (Optional) APPENDIX E RESP Classroom Teacher Staff Input to Paraeducator Annual RESP Employee Evaluation Optional – Submit to Supervisor by May 1 Paraeducator: Date: Teacher Providing StaffProviding Input: Location: School Year: Evaluator Instructions: Classroom teachers Staff who work directly with paraeducators have the option of providing input on the paraeducator’s professional practice to the supervisor prior to the annual evaluation. The input can be on all or some of the Evaluation Criteria/Expectations. The Supervisor will consider input from the classroom teacher staff when completing the annual evaluation. This input form will be attached to the paraeducator’s annual evaluation. Ratings and Definitions Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day Day‐to‐day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: ❖ Students ❖ Staff ❖ Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance self‐reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Specific examples of the paraeducator’s work: Teacher Staff Signature Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Regarding Retroactive Payment for 2019-2020 School Year We the undersigned, on behalf of RSD and RESP agree as follows: The District will pay retroactive base salary increases to September 1, 2019, beginning in the October 2019 pay warrant and spread equally through the August 2020 pay warrant. Retroactive base pay for the longevity stipend will begin with the October 2019 pay warrant and be spread equally through the August 2020 pay warrant. The District will pay retroactive non-base salary (i.e.: time sheets) increases to September 1, 2019 in a lump sum no later than the December 2019 pay warrant. /s/ Xxxxxx Xxxxxx /s / Xxxxxxx Xxxxxxx For the District For the Association /s/ /s/ Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Career Pathways The District and the Association recognize that some unit members desire opportunities for career advancement within the District. It is the intent of the parties to expand opportunities for education, training, experience, and access for members to assist in meeting the minimum qualifications for positions in the areas in which they are interested. The parties agree that development of alternative pathways for qualification for positions is viable means for employees to have opportunities to advance to more responsible positions. Therefore a joint committee will be established to: • Gather information regarding employee interests; • Identify alternative pathways; • Assess feasibility, including impacts and costs of those alternative pathways; and • Development recommendations for implementation for submission to the Assistant Superintendent of Human Resources. The initial meeting of the committee will take place no later than February 1, 2020. It is anticipated that the work of the joint committee will be completed by May, 2020. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Classification and Review and System We, the undersigned, on behalf of the Renton School District (‘District”) and the Renton Education Support Professionals (“Association”) agree to initiate a review of unit job classifications for the purpose of updating job descriptions, developing a recommendation for the number of classifications and initiation of a market survey. The District and Association will convene a joint committee tasked with completing the review of job classifications and job descriptions, with an initial meeting no later than February 1, 20202022. It is the intent of the parties that the review of job classifications and job descriptions will be initiated during the 2019-2020 2021‐2022 school year in preparation for a market survey to be conducted in the 2020-2021 2022‐2023 school year, with implementation of the any potential new system to be bargained in the successor contract. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For Memorandum of Understanding between the District For the Association Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Paraeducator Fundamental Course of Study MOU The and Renton School District and Regarding Retention Bonuses • All employees employed by the Association agree to the following regarding the required 2 days (14 hours) of Professional Development training District as of the Fundamental Course date of Study for Paraeducator Certification curriculum adopted the Association’s ratification of this Agreement will receive an early retention/ratification bonus of thousand dollars ($1000.00). • All employees employed by the 2019 Legislature for District on or after October 1, 2021 and who work through the 2019-20 school end of their 2021‐22 work year:, will receive a retention bonus of $500, payable on the pay warrant immediately following their last day of work in that work year.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Ratings and Definitions. Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria/Expectations – You are encouraged to share examples of your work in these areas. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: Students Staff Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Employee Comments Goals for Next Review Period (Optional) Trainings I would like to take next year (Optional) APPENDIX E RESP Classroom Teacher Input to Paraeducator Annual Evaluation Optional – Submit to Supervisor by May 1 Paraeducator: Date: Teacher Providing Input: Location: School Year: Evaluator Instructions: Classroom teachers who work directly with paraeducators have the option of providing input on the paraeducator’s professional practice to the supervisor prior to the annual evaluation. The input can be on all or some of the Evaluation Criteria/Expectations. The Supervisor will consider input from the classroom teacher when completing the annual evaluation. This input form will be attached to the paraeducator’s annual evaluation. Ratings and Definitions Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: Students Staff Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Specific examples of the paraeducator’s work: Teacher Signature Date Employee Comments Goals for Next Review Period (Optional) Trainings I would like to take next year (Optional) MEMORANDUM OF UNDERSTANDING By by and Between Renton School District And Renton Education Support Professionals between RENTON SCHOOL DISTRICT (RESPRSD) and SERVICE EMPLOYEES INTERNATIONAL UNION (SEIU) Regarding Retroactive Payment for 2019-2020 School Year We the undersigned, on behalf of RSD and RESP SEIU agree as follows: The District will pay retroactive base salary increases to September 1, 2019, beginning and the payment will be spread in the October 2019 pay warrant and spread equally through the August 2020 pay warrant. Retroactive base pay for the longevity stipend will begin with the October 2019 pay warrant and be spread equally through the August 2020 pay warrantwarrants. The District will pay retroactive non-base salary (i.e.: time sheets) increases to September 1, 2019 2019, in a lump sum no later than the December November 2019 pay warrant. This agreement will be in place for the 2019-2020 agreement. /s/ Xxxxxx Xxxxxx /s / Xxxxxxx Xxxxxxx /s/ For the District For the Association Union Date Date MEMORANDUM OF UNDERSTANDING By and Between RENTON SCHOOL DISTRICT (RSD) and Service Employees International Union (SEIU) Regarding Boiler Operator Premium Pay We, the undersigned, on behalf of RSD and SEIU agree as follows: Effective April 17, 2018, a Boiler Operator License was no longer required for Custodian II, III and V positions that have oversite of hot water boiler systems. Those custodians who currently possess the license will continue to be paid the premium pay as outlined in Appendix A until license expiration. Schools with steam boiler systems will still require relevant employees to possess a grade IV boiler license. /s /s/ /s/ For the District For the Union Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Career Pathways The District and the Association recognize that some unit members desire opportunities for career advancement within the District. It is the intent of the parties to expand opportunities for education, training, experience, and access for members to assist in meeting the minimum qualifications for positions in the areas in which they are interested. The parties agree that development of alternative pathways for qualification for positions is viable means for employees to have opportunities to advance to more responsible positions. Therefore a joint committee will be established to: • Gather information regarding employee interests; • Identify alternative pathways; • Assess feasibility, including impacts and costs of those alternative pathways; and • Development recommendations for implementation for submission to the Assistant Superintendent of Human Resources. The initial meeting of the committee will take place no later than February 1, 2020. It is anticipated that the work of the joint committee will be completed by May, 2020. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Classification and Review and System We, the undersigned, on behalf of the Renton School District (‘District”) and the Renton Education Support Professionals (“Association”) agree to initiate a review of unit job classifications for the purpose of updating job descriptions, developing a recommendation for the number of classifications and initiation of a market survey. The District and Association will convene a joint committee tasked with completing the review of job classifications and job descriptions, with an initial meeting no later than February 1, 2020. It is the intent of the parties that the review of job classifications and job descriptions will be initiated during the 2019-2020 school year in preparation for a market survey to be conducted in the 2020-2021 school year, with implementation of the new system to be bargained in the successor contract. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Paraeducator Fundamental Course of Study MOU The District and the Association agree to the following regarding the required 2 days (14 hours) of Professional Development training of the Fundamental Course of Study for Paraeducator Certification curriculum adopted by the 2019 Legislature for the 2019-20 school year:And
Appears in 1 contract
Samples: Service Employees
Ratings and Definitions. Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day Day‐to‐day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria/Expectations – You are encouraged to share examples of your work in these areas. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: ❖ Students ❖ Staff ❖ Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance self‐reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Employee Comments Goals for Next Review Period (Optional) Trainings I would like to take next year (Optional) APPENDIX E RESP Classroom Teacher Staff Input to Paraeducator Annual RESP Employee Evaluation Optional – Submit to Supervisor by May 1 ParaeducatorRESP Employee: Date: Teacher Staff Providing Input: Location: School Year: Evaluator Instructions: Classroom teachers Staff who work directly with paraeducators RESP employees have the option of providing input on the paraeducatoremployee’s professional practice to the supervisor prior to the annual evaluation. The input can be on all or some of the Evaluation Criteria/Expectations. The Supervisor will consider input from the classroom teacher staff when completing the annual evaluation. This input form will be attached to the paraeducatoremployee’s annual evaluation. Ratings and Definitions Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day Day‐to‐day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: ❖ Students ❖ Staff ❖ Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance self‐reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Specific examples of the paraeducator’s work: Teacher Staff Signature Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Regarding Retroactive Payment for 2019-2020 School Year We the undersigned, on behalf Memorandum of RSD and RESP agree as follows: The District will pay retroactive base salary increases to September 1, 2019, beginning in the October 2019 pay warrant and spread equally through the August 2020 pay warrant. Retroactive base pay for the longevity stipend will begin with the October 2019 pay warrant and be spread equally through the August 2020 pay warrant. The District will pay retroactive non-base salary (i.e.: time sheets) increases to September 1, 2019 in a lump sum no later than the December 2019 pay warrant. /s/ Xxxxxx Xxxxxx /s / Xxxxxxx Xxxxxxx For the District For the Association /s/ /s/ Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Career Pathways The District and the Association recognize that some unit members desire opportunities for career advancement within the District. It is the intent of the parties to expand opportunities for education, training, experience, and access for members to assist in meeting the minimum qualifications for positions in the areas in which they are interested. The parties agree that development of alternative pathways for qualification for positions is viable means for employees to have opportunities to advance to more responsible positions. Therefore a joint committee will be established to: • Gather information regarding employee interests; • Identify alternative pathways; • Assess feasibility, including impacts and costs of those alternative pathways; and • Development recommendations for implementation for submission to the Assistant Superintendent of Human Resources. The initial meeting of the committee will take place no later than February 1, 2020. It is anticipated that the work of the joint committee will be completed by May, 2020. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Classification and Review and System We, the undersigned, on behalf of the Renton School District (‘District”) and Understanding between the Renton Education Support Professionals (“Association”) agree to initiate a review of unit job classifications and Renton School District Regarding Wage Increases Retention Bonuses Wage increases for the purpose duration of updating job descriptionsthis Agreement will be as follows: ● 2023‐2024: 4% (inclusive of state funded and authorized increase) ● 2024‐2025: 4%, developing or the state funded and authorized increase, whichever is greater ● 2025‐2026: The state funded and authorized increase For the 2023‐2024 school year only, a recommendation for five hundred dollar ($500) hiring bonus will be paid to new ILC paraeducator hires (new to the number bargaining unit) who successfully complete their 90‐day probationary period and/or at the completion of classifications the employee’s 90‐day evaluation. For the 2023‐2024 school year only, all employees still employed in an Association‐represented position at the end of the school year will receive a one‐time retention bonus of three hundred and initiation of a market survey. The District and Association will convene a joint committee tasked with completing the review of job classifications and job descriptionsfifty dollars ($350), with prorated based on days in paid status in an initial meeting Association‐represented position no later than February 1, 2020August 2024 pay warrant. It is Memorandum of Understanding between the intent of the parties that the review of job classifications and job descriptions will be initiated during the 2019-2020 school year in preparation for a market survey to be conducted in the 2020-2021 school year, with implementation of the new system to be bargained in the successor contract. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals and Renton School District Regarding Remote Work Communication Expectations under existing Superintendent Procedure 5001P: The remote work policy and/or procedure shall be communicated to all eligible staff in multiple ways which may include, but not be limited to, the website, new employee orientation, August meetings, office/departmental meetings, and/or newsletters. Administrators and office teams will partner to ensure adequate building operations regardless of potential remote work schedules if approved for remote work under 5001P. For those eligible for remote work and approved for remote work under 5001P, employees working remotely shall coordinate with their supervisors on the schedule. Recommendation to Human Resources: Using existing exit surveys and/or employee climate surveys, it is a recommendation to ask about how access to remote work impacts retention of employees. Task Force: A task force of the Association, the District, and other bargaining units, will convene to develop a recommendation of policy and procedural changes (RESPidentify positions, appeal process, etc.) Paraeducator Fundamental Course of Study MOU and issue guidance for department leaders and building leaders. A recommendation to the Superintendent shall be developed no later than March 31, 2024. The District Association and the Association agree District can appoint up to three (3) members to the following regarding task force. Human Resources will invite other bargaining units and/or employee groups to participate in the required 2 days task force as appropriate. Memorandum of Understanding between the Renton Education Support Professionals and Renton School District Regarding Health Services Assistants for the 2023‐2024 School Year Of the currently funded 78 hours, at least six (14 6) hours per school day will be designated for Float HSA hours) . Float HSA hours are used to provide back up when HSAs or school nurses are absent or the position is vacant. If there are no absences or vacancies on a given school day, the District will assign the float HSA hours at its discretion. This Memorandum of Professional Development training Understanding will expire at the end of the Fundamental Course of Study for Paraeducator Certification curriculum adopted by the 2019 Legislature for the 2019-20 2023‐2024 school year. Memorandum of Understanding between Renton Education Support Professionals and the Renton School District re: Release Time for a WEA Officer In recognition of a RESP member holding an elected position within WEA that requires full time release from duties with the Renton School District, it is agreed that:
Appears in 1 contract
Samples: Collective Bargaining Agreement
Ratings and Definitions. Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria/Expectations – You are encouraged to share examples of your work in these areas. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: ❖ Students ❖ Staff ❖ Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Employee Comments Goals for Next Review Period (Optional) Trainings I would like to take next year (Optional) APPENDIX E RESP Classroom Teacher Input to Paraeducator Annual Evaluation Optional – Submit to Supervisor by May 1 Paraeducator: Date: Teacher Providing Input: Location: School Year: Evaluator Instructions: Classroom teachers who work directly with paraeducators have the option of providing input on the paraeducator’s professional practice to the supervisor prior to the annual evaluation. The input can be on all or some of the Evaluation Criteria/Expectations. The Supervisor will consider input from the classroom teacher when completing the annual evaluation. This input form will be attached to the paraeducator’s annual evaluation. Ratings and Definitions Exceeds Expectations Consistently and frequently exceeds expectations. Performance is above what is normally expected for the position. Meets Expectations Consistently meets the expectations of the position. Performance is as expected and sometimes beyond expectations. Day-to-day performance is consistent and the individual consistently works independently with an appropriate amount of supervision. Performance is appropriate for the level of experience. Does Not Meet Expectations Consistently fails to meet expectations for the position. Immediate and substantial improvement is necessary. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Knowledge, Skills & Abilities re: Job Description Executes job performance responsibilities as indicated in job description. Planning/Organization/Time Management Sets priorities and timelines to accomplish assigned duties and responsibilities. Utilizes resources efficiently and effectively. Dependability Promptly and reliably reports to duty, works their full shift, cares for property, and carries out instructions. Criteria Exceeds Expectations Meets Expectations Does Not Meet Expectations NA Collaboration/Interpersonal Skills Builds constructive and effective relationships; demonstrates an understanding of the value of providing high quality service; demonstrates cooperation and teamwork. Communication Demonstrates ability to communicate and relate effectively with: Students Staff Community Student Interactions Contributes to student environment by understanding routines and procedures while demonstrating professional behavior and demeanor. Critical Thinking/Problem Solving/Judgment Demonstrates ability to analyze situations, assess problems and make appropriate decisions. Initiative Strives for continual professional growth; demonstrates self-reliance and takes responsibility for work with minimal supervision. Quality of Work Produces accurate, thorough, professional work. Monitors process, progress, and results and adjusts as needed. Specific examples of the paraeducator’s work: Teacher Signature Date MEMORANDUM OF UNDERSTANDING By by and Between Renton School District And Renton Education Support Professionals between RENTON SCHOOL DISTRICT (RESP) Regarding Retroactive Payment for 2019-2020 School Year We the undersigned, on behalf of RSD and RESP agree as follows: The District will pay retroactive base salary increases to September 1, 2019, beginning in the October 2019 pay warrant and spread equally through the August 2020 pay warrant. Retroactive base pay for the longevity stipend will begin with the October 2019 pay warrant and be spread equally through the August 2020 pay warrant. The District will pay retroactive non-base salary (i.e.: time sheets) increases to September 1, 2019 in a lump sum no later than the December 2019 pay warrant. /s/ Xxxxxx Xxxxxx /s / Xxxxxxx Xxxxxxx For the District For the Association /s/ /s/ Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Career Pathways The District and the Association recognize that some unit members desire opportunities for career advancement within the District. It is the intent of the parties to expand opportunities for education, training, experience, and access for members to assist in meeting the minimum qualifications for positions in the areas in which they are interested. The parties agree that development of alternative pathways for qualification for positions is viable means for employees to have opportunities to advance to more responsible positions. Therefore a joint committee will be established to: • Gather information regarding employee interests; • Identify alternative pathways; • Assess feasibility, including impacts and costs of those alternative pathways; and • Development recommendations for implementation for submission to the Assistant Superintendent of Human Resources. The initial meeting of the committee will take place no later than February 1, 2020. It is anticipated that the work of the joint committee will be completed by May, 2020. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Classification and Review and System We, the undersigned, on behalf of the Renton School District (‘District”RSD) and the Renton Education Support Professionals SERVICE EMPLOYEES INTERNATIONAL UNION (“Association”) agree to initiate a review of unit job classifications for the purpose of updating job descriptions, developing a recommendation for the number of classifications and initiation of a market survey. The District and Association will convene a joint committee tasked with completing the review of job classifications and job descriptions, with an initial meeting no later than February 1, 2020. It is the intent of the parties that the review of job classifications and job descriptions will be initiated during the 2019-2020 school year in preparation for a market survey to be conducted in the 2020-2021 school year, with implementation of the new system to be bargained in the successor contract. /s/ Xxxxxx Xxxxxx /s/ Xxxxxxx Xxxxxxx For the District For the Association Date MEMORANDUM OF UNDERSTANDING By and Between Renton School District And Renton Education Support Professionals (RESP) Paraeducator Fundamental Course of Study MOU The District and the Association agree to the following regarding the required 2 days (14 hours) of Professional Development training of the Fundamental Course of Study for Paraeducator Certification curriculum adopted by the 2019 Legislature for the 2019-20 school year:SEIU)
Appears in 1 contract
Samples: Service Employees
