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.