Schedule for Evaluation. Except as otherwise provided herein, the President shall establish a schedule for evaluation, consisting of time tables for preparation of professional development plans, reports, and the periodic evaluation and recommendations regarding non- renewal, tenure, and promotion. The local Association shall be afforded the opportunity to meet and confer prior to implementation of this schedule. First year probationary faculty shall complete their plan by the end of fall semester, and shall complete their professional development report by the end of the spring semester. Probationary faculty in their second year shall submit their PDP within fifteen (15) working days after completion of the evaluation process of their first year.
Schedule for Evaluation. No teacher shall complete the evaluation cycle more than once annually.
Schedule for Evaluation. A The evaluation shall be completed not later than the first day of May, and the teacher being evaluated shall receive a written report of the results of this evaluation, including the assigned evaluation rating, not later than the tenth day of May. B If the Board has entered into a limited contract or an extended limited contract with a teacher pursuant to section 3319.11 of the Ohio Revised Code, the Board may perform three formal observations. If the Board may wish to declare its intention not to re-employ a teacher on a limited contract or an extended limited contract pursuant to ORC 3319.11 (B), (C)(3), (D), or (E) three formal observations will be completed.
Schedule for Evaluation a. Any employee serving in a probationary period (new employee, promotional probationary period, lateral probationary period) will be evaluated at least one (1) time during his/her probationary period.
b. An employee with fewer than three years in the District will be evaluated at least one (1) time annually.
c. Each employee with three (3) or more years experience in the District but fewer than ten (10) years shall be evaluated at least every three (3) years.
d. Each employee with ten (10) years or more experience in the District shall be evaluated at least every five (5) years.
e. Nine (9) and ten (10) month employees will be evaluated on or before May 30th.
f. Twelve (12) month employees will be formally evaluated on or before June 30th.
g. In the event the employee receives a needs improvement or unsatisfactory rating in any area, the employee will be put on a Performance Assistance Plan and will be given at least twenty (20) work days following the evaluation before he/she is re-evaluated. The employee also may request to be re-evaluated. The request must be in writing and sent to the employee’s immediate supervisor with a copy to Superintendent/Designee. If the employee requests to be re-evaluated, the evaluation process shall be conducted within eight (8) work weeks of receipt of the request. The Performance Assistance Plan (Attachment 15) will include specific target areas in which the employee needs to improve and suggestions advising how the employee can improve in the targeted areas. The employee shall be given a copy of the Performance Assistance Plan.
h. If the performance of an employee who has been placed on a Performance Assistance Plan remains unsatisfactory, a hearing will be scheduled with the employee. The President of BOSS and the employee will be advised of the need for a hearing, the specific performance deficiencies, and the date/time of the hearing. The employee will have the right to have two (2) representatives at the hearing (BOSS and/or OEA representatives). The purpose of the hearing is to discuss the continued performance concerns, any revisions to the Performance Assistance Plan, and the consequences if the employee’s performance remains unsatisfactory. The employee will be given at least twenty (20) work days after the hearing before he/she is re-evaluated. If the employee’s performance remains unsatisfactory, a “Xxxxxxxxxx” meeting will occur before the employee is terminated for good and just cause. While the Superintende...
Schedule for Evaluation. Subject to the provisions of Article 25, the President/designee shall establish a schedule for evaluation, consisting of time tables for: preparation of professional development plans, annual progress reports, the periodic evaluation and recommendations regarding non-renewal, tenure, and promotion. The local association shall be afforded the opportunity to meet and confer prior to implementation of this schedule. First year probationary faculty shall complete their plan by the end of fall semester, and shall complete their progress report by the end of the spring semester. Probationary faculty in their second year shall submit their PDP within fifteen (15) working days after completion of the evaluation process of their first year.
Schedule for Evaluation. An official list of Unit Members to be evaluated and a schedule of due dates shall be published annually by August 1 by the Director of Human Resources Development and Personnel Services to allow those concerned with evaluations to meet their evaluation responsibilities. Distribution shall be to the appropriate College Vice President or Clear Lake Campus Xxxx and the President of the Academic Senate.
Schedule for Evaluation. All employees who are to be evaluated shall be evaluated annually between October 1 and April 10.
Schedule for Evaluation. All teachers shall be evaluated at least once annually, except as noted otherwise in this section.
Schedule for Evaluation. 1. All counselors shall receive one (1) formal written evaluation each school year except as follows:
a. Counselors who received a final summative rating of “Accomplished” or “Skilled” on their most recent evaluation.
i. Counselors who received a final summative rating of “Accomplished” on their most recent evaluation will be evaluated every three (3) years, so long as the metric of student outcomes for the most recent school year for which data is available is skilled or higher on the evaluation rubric.
ii. Counselors who receive a final summative rating of “Skilled” on their most recent evaluation will be evaluated every two (2) years as long as the metric of student outcomes for the most recent school year for which data is available is skilled or higher on the evaluation rubric.
iii. In any year in which a counselor who has not been formally evaluated as a result of having previously received a rating of “Accomplished” or “Skilled,” the credentialed evaluator shall conduct one (1) formal observation and hold one (1) post conference with the counselor. A counselor who does not receive a full evaluation under this section must still complete a professional growth plan.
b. A counselor who is on leave for 50% or more of the school year will not be evaluated.
c. A counselor who has submitted a notice of retirement on or before December 1 of the school year will not be evaluated.
d. Notwithstanding any of the exceptions listed above, all counselors shall be evaluated in any year in which their contract is up for renewal or non-renewal, or in which the counselor shall become eligible for a continuing contract.
e. If any portion of the evaluation is interrupted by unforeseen circumstances, the teacher and evaluator will meet and mutually agree upon future dates and times to complete the evaluation process. Observation deadlines shall be adjusted accordingly.
2. The evaluation shall be conducted and completed no later than the first day of May and the counselor being evaluated shall receive a written report of the results of this evaluation not later than the tenth (10th) day of May.
Schedule for Evaluation. A. Teachers shall be evaluated annually through two formal observations, as well as informal observations and two (2) walkthroughs per observation cycle to be entered on the rubric. Additional formal walkthroughs may be conducted at the teacher’s request.
B. Each teacher who received a rating of Accomplished on the teacher’s most recent evaluation conducted under this section shall be evaluated once every three (3) school years, so long as the teacher’s student academic growth measure for the most recent school year is average or higher. Teachers receiving a rating of Skilled on the most recent evaluation shall be evaluated every two (2) years, so long as the teacher’s student academic growth measure for the most recent school year is average or higher. A pre-conference will be available if requested by the teacher or the administrator. One (1) informal observation and a conference must be done by the administration each year for such teachers ranked Skilled or Accomplished.
