Common use of Schedule for Evaluation Clause in Contracts

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 Superintendent has the authority to terminate without Board action, the employee has the right to appeal the decision through the grievance procedure.

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 annuallyannually in their first contract year, third consecutive contract year, fifth consecutive contract year, and seventh consecutive contract year. c. Each employee with three more than seven (37) or more consecutive 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. e. Twelve (12) month employees will be formally evaluated on or before June May 30th. g. f. 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. g. 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-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 Superintendent has the authority to terminate without Board action, the employee has the right to appeal the decision through the grievance procedure.

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 annuallyannually in their first contract year, third consecutive contract year, fifth consecutive contract year, and seventh consecutive contract year. c. Each employee with three more than seven (37) or more consecutive 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. e. Twelve (12) month employees will be formally evaluated on or before June May 30th. g. f. 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. g. 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 Superintendent has the authority to terminate without Board action, the employee has the right to appeal the decision through the grievance procedure.

Schedule for Evaluation. a. Any employee serving in A. District administrators evaluate bargaining unit members annually unless an exemption applies. Annual evaluations include a probationary period professional growth/ improvement plan, a pre-observation conference(s) (new employeeoptional), promotional probationary periodone formal holistic observation (minimum of thirty [30] minutes), lateral probationary perioda formal focused observation(s) will (minimum of thirty [30] minutes), post-observation conferences, final summative conference, and classroom walkthrough(s.) There shall 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) weeks between formal observations. The first observation will occur before the conclusion of the first semester, absent extenuating circumstances. B. For those bargaining unit members who are on limited or more years experience extended limited contracts pursuant to ORC 3319.11 and who are under consideration for nonrenewal, three (3) formal observations consisting of one holistic and two focused will be included in the District but fewer than ten evaluation process which must be conducted annually by the first (1st) day of May. The Superintendent may waive the third (3rd) observation, if it is determined that the bargaining unit member is no longer under consideration for nonrenewal. C. All bargaining unit member evaluations must be completed by May 1. Bargaining unit members evaluated under this policy are provided with a written copy of their evaluation results by May 10) years . D. All bargaining unit members shall be evaluated at least based on the components of the Full Evaluation Cycle unless the bargaining unit member qualifies for a Less- Frequent Evaluation Cycle set forth below. If a bargaining unit member/school counselor does not need to complete a Full Evaluation Cycle, they will complete a Less Frequent Evaluation Cycle. The Less Frequent Evaluation Cycle consists of a professional growth plan, one informal walkthrough, and one conference of progress on the Professional Growth Plan. 1. Unless a bargaining unit member’s contract is up for renewal, an employee who is assigned an evaluation rating of Skilled on the bargaining unit member’s/school counselor’s most recent evaluation conducted under this section will be subject to a Full Evaluation Cycle (1) every two (2) school years so long as the evaluator determines the bargaining unit member is making growth progress on his/her Professional Growth Plan. Growth progress is defined as completing an action step(s), attaining a goal statement, and/or providing evidence on qualitative or quantitative indicators for the bargaining unit member. 2. Unless a bargaining unit member’s contract is up for renewal, a bargaining unit member who is assigned an evaluation rating of “Accomplished” on the most recent evaluation conducted under this section will be subject to a less frequent evaluation cycle once (1) every three (3) yearsschool years so long as the evaluator determines the bargaining unit member is making growth progress on his/her self-directed Professional Growth Plan. Growth progress is defined as completing an action step(s), attaining a goal statement, and/or providing evidence on qualitative or quantitative indicators for the bargaining unit member. If a bargaining unit member does not need to complete a Full Evaluation cycle, they will complete a Less Frequent Evaluation Cycle. d. Each employee with ten (10) years or more experience E. The information/forms generated in the District shall be evaluated at least every five (5) years. e. Nine (9) and ten (10) month employees this section will be evaluated on or before May 30th. f. Twelve (12) month employees provided to the bargaining unit member/school counselor, however will not be formally evaluated on or before June 30th. g. In the event the employee receives a needs improvement or unsatisfactory rating placed 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 personnel file. F. Any bargaining unit member/school counselor who submits his/her intent to Superintendent/Designee. If retire during the employee requests to school year by December 1 shall be re-evaluated, exempt from the evaluation process shall process. G. The Board may elect not to evaluate any bargaining unit member/school counselor who will be conducted within eight on leave for fifty percent (8) work weeks of receipt 50%) or more 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 Planschool year. 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 Superintendent has the authority to terminate without Board action, the employee has the right to appeal the decision through the grievance procedure.