Common use of SERVICE RATINGS Clause in Contracts

SERVICE RATINGS. The parties recognize that it is practical and desirable to evaluate State School Teachers and Pupil Services Specialist in the Department of Children and Families and the Department of Correction over the span of the school year. It is therefore agreed that an Evaluation Conference Form shall be utilized to serve as the official service rating report, pursuant to Article 12. This form contains eight (8) categories of “Professional Performance Criteria” which are linked to the employee’s functional job description. A five (5) point rating key will be utilized to evaluate work performance under each performance criteria category. One or more ratings in Column 5 (has not met) shall constitute an unsatisfactory rating. Two or more ratings in Column 4 (developmental) shall similarly constitute an unsatisfactory rating. It is further agreed that the filing of an Evaluation Conference Form for each affected employee on or before June 1 of each school year will comply with Article 12, Section One, subsection (4), PROVIDED HOWEVER no employee’s annual performance shall be rated unsatisfactory for purposes of complying with the annual service rating report without the requisite three months’ notice. This will guarantee that the employee has reasonable time for improvement and amendment of the annual service rating report, where appropriate, prior to the employee’s annual increase date. The parties agree to adopt the above Teacher Evaluation Plans for use in the Department of Correction. Notwithstanding any of the above, this agreement does not alter any provision of Article 12 of the P-3B contract, either as it guarantees protection of bargaining unit members or as it allows discretion or prerogative to the Employer. SIDE LETTER - ARTICLE 55, SECTION ONE For printing of the current contract booklet, the parties agree to the following: The Union will be responsible for printing a mutually agreed number of contract booklets and the State will reimburse the Union at the rate of forty-seven cents ($.47) for each such booklet. SIDE LETTER - DMR ADULT SERVICES POSITIONS During the 1997-2001 contract the DMR requested revised specifications for M.R. Adult Services Instructor (Instructor Pay Plan) and M,R. Adult Services Specialist (S.G. 22) and a new classification of M.R. Adult Services Supervisor (S.G. 25). The Union agreed not to challenge the salary levels specified for these three titles or to seek bargaining or arbitration about these salary levels. This provision shall not be interpreted as precluding the Union from seeking a class reevaluation appeal under Article 49 about the Specialist title. The Supervisor title shall be evaluated under the process described in Section Two. B. of the SCOPE agreement for new classes. The implementation of these new or revised titles will not result in the involuntary demotion of any State School Teachers or Mental Retardation Education Program Supervisors. It is understood, however, that any O.J.E. review of the M.R. Adult Services titles will not consider the fact that employees in different classes (e.g. State School Teachers) may be performing Adult Services Instructor, Specialist or Supervisor duties. SIDE LETTER - D.M.R. TEACHER POSITIONS When a general fund State School Teacher vacancy occurs in the Early Intervention program of the Department of Mental Retardation and there are no qualified laid off employees on the reemployment list, the position will be posted within the Department prior to any consideration of an original appointment. Any State School Teacher in the Adult Day Services program, who possesses the valid and appropriate certification, may apply for the vacancy, and the Department will make a selection based on applicant qualifications. Upon selection, the Teacher will be provided with the USD #3 Teacher Development Manual and will be assigned a mentor. The Teacher will work will the supervisor to revise his/her calendar, if necessary, for the remainder of the fiscal year. The selected Teacher will have a six (6) work week assessment period, during which either party may decide that the Teacher should return to his/her original position. The Region shall provide reasons in writing, with a copy to the Teacher, who shall have the opportunity to respond in writing. Any disagreement by the Teacher concerning the decision to be returned to the original position will be reviewed by the USD Superintendent of Schools and a designee of the Department Personnel Unit. Note: Under current certification law, Comprehensive Pre-K through 12 Special Education is considered appropriate certification for Early Intervention.

SERVICE RATINGS. Section 1. Service ratings are evaluations of work performance. Service ratings issued during a working test period are not subject to the grievance or arbitration procedure. Section 2. Annual service ratings shall be conducted (rated) by the employee's immediate supervisor(s) who has observed the employee's performance for six months or more. If this is not the case, the rater shall note and take into account the period of observation. If the immediate supervisor has less than three months of observation, the predecessor supervisor, if available and if [s]he has observed the employee for more than six months, shall conduct the service rating; if the predecessor is not available, the next level supervisor, in consultation with the immediate supervisor shall conduct the service evaluation. Consistent standards of rating shall be made known to the bargaining unit and all raters. Raters shall make a good faith effort to apply such standards uniformly in all ratings. Section 3. An overall unsatisfactory annual service rating may be grounds for denial of an annual increment and may also be considered for promotions. Section 4. Service ratings shall not contain comments which are inconsistent with the rating. However, constructive suggestions for improvement shall not be considered to be inconsistent with the rating. Section 5. No comments may be added to the service rating after it has been signed by the employee. Section 6. Employees shall be given copies of their completed service ratings. Section 7. Service rating shall be filed by the appointing authority in compliance with Regulation 5-237-1. The parties recognize form shall be made Appendix A of this Agreement. The parties, by mutual agreement, may modify the service rating form in Appendix A. The labor/management committee(s) as set forth in Article 40 shall be the appropriate form to discuss revisions to the service rating form. The service rating form referenced in Article 10 Section 7 and contained in Appendix A shall be revised so that it the category of “Appearance” is practical and desirable shifted to evaluate State School Teachers and Pupil Services Specialist in the Department of Children and Families and the Department of Correction over the span last of the school yearcategories. Section 8. It is therefore agreed that Determination of an Evaluation Conference Form overall rating. (a) Five or more ratings of excellent, with no needs improvement or unsatisfactory ratings will equal an overall excellent rating. Four ratings of excellent with four ratings of fully successful equal an overall fully successful rating. Each category shall be utilized to serve as rated independently from the official service other categories. The rating reportshall be completed by the immediate supervisor(s), pursuant to Article 12. This form contains eight (8) categories of “Professional Performance Criteria” which are linked reviewed by the unit head and agency designee and then presented to the employee’s functional job description. A five (5) point rating key will be utilized to evaluate work performance under each performance criteria category. One or more ratings in Column 5 (has not met) shall constitute an unsatisfactory rating. Two or more ratings in Column 4 (developmental) shall similarly constitute an unsatisfactory rating. It is further agreed that the filing of an Evaluation Conference Form for each affected employee on or before June 1 of each school year will comply with Article 12, Section One, subsection (4), PROVIDED HOWEVER no employee’s annual performance shall be rated unsatisfactory for purposes of complying with the annual service rating report without the requisite three months’ notice. This will guarantee that the employee has reasonable time for improvement and amendment of the annual service rating report, where appropriate, prior to the employee’s annual increase date. The parties agree to adopt the above Teacher Evaluation Plans for use in the Department of Correction. Notwithstanding any of the above, this agreement does not alter any provision of Article 12 of the P-3B contract, either as it guarantees protection of bargaining unit members or as it allows discretion or prerogative to the Employer. SIDE LETTER - ARTICLE 55, SECTION ONE For printing of the current contract booklet, the parties agree to the following: The Union will be responsible for printing a mutually agreed number of contract booklets and the State will reimburse the Union at the rate of forty-seven cents ($.47) for each such booklet. SIDE LETTER - DMR ADULT SERVICES POSITIONS During the 1997-2001 contract the DMR requested revised specifications for M.R. Adult Services Instructor (Instructor Pay Plan) and M,R. Adult Services Specialist (S.G. 22) and a new classification of M.R. Adult Services Supervisor (S.G. 25). The Union agreed not to challenge the salary levels specified for these three titles or to seek bargaining or arbitration about these salary levels. This provision shall not be interpreted as precluding the Union from seeking a class reevaluation appeal under Article 49 about the Specialist title. The Supervisor title shall be evaluated under the process described in Section Two. B. of the SCOPE agreement for new classes. The implementation of these new or revised titles will not result in the involuntary demotion of any State School Teachers or Mental Retardation Education Program Supervisors. It is understood, however, that any O.J.E. review of the M.R. Adult Services titles will not consider the fact that employees in different classes (e.g. State School Teachers) may be performing Adult Services Instructor, Specialist or Supervisor duties. SIDE LETTER - D.M.R. TEACHER POSITIONS When a general fund State School Teacher vacancy occurs in the Early Intervention program of the Department of Mental Retardation and there are no qualified laid off employees on the reemployment list, the position will be posted within the Department prior to any consideration of an original appointment. Any State School Teacher in the Adult Day Services program, who possesses the valid and appropriate certification, may apply for the vacancy, and the Department will make a selection based on applicant qualifications. Upon selection, the Teacher will be provided with the USD #3 Teacher Development Manual and will be assigned a mentor. The Teacher will work will the supervisor to revise his/her calendar, if necessary, for the remainder of the fiscal year. The selected Teacher will have a six (6) work week assessment period, during which either party may decide that the Teacher should return to his/her original position. The Region shall provide reasons in writing, with a copy to the Teacher, who shall have the opportunity to respond in writing. Any disagreement by the Teacher concerning the decision to be returned to the original position will be reviewed by the USD Superintendent of Schools and a designee of the Department Personnel Unit. Note: Under current certification law, Comprehensive Pre-K through 12 Special Education is considered appropriate certification for Early Intervention.

SERVICE RATINGS. The parties recognize that it is practical and desirable to evaluate State School Teachers and Pupil Services Specialist in the Department of Children and Families and the Department of Correction over the span of the school year. It is therefore agreed that an Evaluation Conference Form shall be utilized to serve as the official service rating report, pursuant to Article 12. This form contains eight (8) categories of “Professional Performance Criteria” which are linked to the employee’s functional job description. A five (5) point rating key will be utilized to evaluate work performance under each performance criteria category. One or more ratings in Column 5 (has not met) shall constitute an unsatisfactory rating. Two or more ratings in Column 4 (developmental) shall similarly constitute an unsatisfactory rating. It is further agreed that the filing of an Evaluation Conference Form for each affected employee on or before June 1 of each school year will comply with Article 12, Section One, subsection (4), PROVIDED HOWEVER no employee’s annual performance shall be rated unsatisfactory for purposes of complying with the annual service rating report without the requisite three months’ notice. This will guarantee that the employee has reasonable time for improvement and amendment of the annual service rating report, where appropriate, prior to the employee’s annual increase date. The parties agree to adopt the above Teacher Evaluation Plans for use in the Department of Correction. Notwithstanding any of the above, this agreement does not alter any provision of Article 12 of the P-3B contract, either as it guarantees protection of bargaining unit members or as it allows discretion or prerogative to the Employer. SIDE LETTER - ARTICLE 55, SECTION ONE For printing of the current contract booklet, the parties agree to the following: The Union will be responsible for printing a mutually agreed number of contract booklets and the State will reimburse the Union at the rate of forty-seven cents ($.47) for each such booklet. SIDE LETTER - DMR ADULT SERVICES POSITIONS During the 1997-2001 contract the DMR DDS requested revised specifications for M.R. Adult Services Instructor (Instructor Pay Plan) and M,R. M.R. Adult Services Specialist (S.G. 22) and a new classification of M.R. Adult Services Supervisor (S.G. 25). The Union agreed not to challenge the salary levels specified for these three titles or to seek bargaining or arbitration about these salary levels. This provision shall not be interpreted as precluding the Union from seeking a class reevaluation appeal under Article 49 about the Specialist title. The Supervisor title shall be evaluated under the process described in Section Two. B. of the SCOPE agreement for new classes. The implementation of these new or revised titles will not result in the involuntary demotion of any State School Teachers or Mental Retardation Developmental Services Education Program Supervisors. It is understood, however, that any O.J.E. review of the M.R. Adult Services titles will not consider the fact that employees in different classes (e.g. State School Teachers) may be performing Adult Services Instructor, Specialist or Supervisor duties. SIDE LETTER - D.M.R. TEACHER POSITIONS When a general fund State School Teacher vacancy occurs in the Early Intervention program of the Department of Mental Retardation Developmental Services and there are no qualified laid off employees on the reemployment list, the position will be posted within the Department prior to any consideration of an original appointment. Any State School Teacher in the Adult Day Services program, who possesses the valid and appropriate certification, may apply for the vacancy, and the Department will make a selection based on applicant qualifications. Upon selection, the Teacher will be provided with the USD #3 Teacher Development Manual and will be assigned a mentor. The Teacher will work will the supervisor to revise his/her calendar, if necessary, for the remainder of the fiscal year. The selected Teacher will have a six (6) work week assessment period, during which either party may decide that the Teacher should return to his/her original position. The Region shall provide reasons in writing, with a copy to the Teacher, who shall have the opportunity to respond in writing. Any disagreement by the Teacher concerning the decision to be returned to the original position will be reviewed by the USD Superintendent of Schools and a designee of the Department Personnel Unit. Note: Under current certification law, Comprehensive Pre-K through 12 Special Education is considered appropriate certification for Early Intervention. The parties acknowledge that the Department of Administrative Services (DAS) has changed or is in the process of changing the job description for Developmental Services Adult Services Supervisor so that it will create an appropriate career ladder opportunity for Developmental Services Adult Services Instructor. DAS will be asked to review similar positions in the bargaining unit to see if positions which would naturally be in their career path are unattainable because the job descriptions or requirements in such positions contain artificial barriers to promotion. DAS will report monthly to the Union and each agency about the progress of their review.

SERVICE RATINGS. The parties recognize that it is practical and desirable to evaluate State School Teachers and Pupil Services Specialist in the Department of Children and Families and the Department of Correction over the span of the school year. It is therefore agreed that an Evaluation Conference Form shall be utilized to serve as the official service rating report, pursuant to Article 12. This form contains eight (8) categories of “Professional Performance Criteria” which are linked to the employee’s functional job description. A five (5) point rating key will be utilized to evaluate work performance under each performance criteria category. One or more ratings in Column 5 (has not met) shall constitute an unsatisfactory rating. Two or more ratings in Column 4 (developmental) shall similarly constitute an unsatisfactory rating. It is further agreed that the filing of an Evaluation Conference Form for each affected employee on or before June 1 of each school year will comply with Article 12, Section One, subsection (4), PROVIDED HOWEVER no employee’s annual performance shall be rated unsatisfactory for purposes of complying with the annual service rating report without the requisite three months’ notice. This will guarantee that the employee has reasonable time for improvement and amendment of the annual service rating report, where appropriate, prior to the employee’s annual increase date. The parties agree to adopt the above Teacher Evaluation Plans for use in the Department of Correction. Notwithstanding any of the above, this agreement does not alter any provision of Article 12 of the P-3B contract, either as it guarantees protection of bargaining unit members or as it allows discretion or prerogative to the Employer. SIDE LETTER - ARTICLE 55, SECTION ONE For printing of the current contract booklet, the parties agree to the following: The Union will be responsible for printing a mutually agreed number of contract booklets and the State will reimburse the Union at the rate of forty-seven cents ($.47) for each such booklet. SIDE LETTER - DMR ADULT SERVICES POSITIONS During the 1997-2001 contract the DMR requested revised specifications for M.R. Adult Services Instructor (Instructor Pay Plan) and M,R. Adult Services Specialist (S.G. 22) and a new classification of M.R. Adult Services Supervisor (S.G. 25). The Union agreed not to challenge the salary levels specified for these three titles or to seek bargaining or arbitration about these salary levels. This provision shall not be interpreted as precluding the Union from seeking a class reevaluation appeal under Article 49 about the Specialist title. The Supervisor title shall be evaluated under the process described in Section Two. B. of the SCOPE agreement for new classes. The implementation of these new or revised titles will not result in the involuntary demotion of any State School Teachers or Mental Retardation Developmental Services Education Program Supervisors. It is understood, however, that any O.J.E. review of the M.R. Adult Services titles will not consider the fact that employees in different classes (e.g. State School Teachers) may be performing Adult Services Instructor, Specialist or Supervisor duties. SIDE LETTER - D.M.R. TEACHER POSITIONS When a general fund State School Teacher vacancy occurs in the Early Intervention program of the Department of Mental Retardation Developmental Services and there are no qualified laid off employees on the reemployment list, the position will be posted within the Department prior to any consideration of an original appointment. Any State School Teacher in the Adult Day Services program, who possesses the valid and appropriate certification, may apply for the vacancy, and the Department will make a selection based on applicant qualifications. Upon selection, the Teacher will be provided with the USD #3 Teacher Development Manual and will be assigned a mentor. The Teacher will work will the supervisor to revise his/her calendar, if necessary, for the remainder of the fiscal year. The selected Teacher will have a six (6) work week assessment period, during which either party may decide that the Teacher should return to his/her original position. The Region shall provide reasons in writing, with a copy to the Teacher, who shall have the opportunity to respond in writing. Any disagreement by the Teacher concerning the decision to be returned to the original position will be reviewed by the USD Superintendent of Schools and a designee of the Department Personnel Unit. Note: Under current certification law, Comprehensive Pre-Pre- K through 12 Special Education is considered appropriate certification for Early Intervention.. The parties acknowledge that the Department of Administrative Services (DAS) has changed or is in the process of changing the job description for Developmental

SERVICE RATINGS. The parties recognize that it is practical and desirable Section 1. Service ratings are evaluations of work performance. Service ratings issued during a working test period are not subject to evaluate State School Teachers and Pupil Services Specialist in the Department of Children and Families and the Department of Correction over the span of the school yeargrievance or arbitration procedure. Section 2. It is therefore agreed that an Evaluation Conference Form Annual service ratings shall be utilized conducted (rated) by the employee's immediate supervisor(s) who has observed the employee's performance for six months or more. If this is not the case, the rater shall note and take into account the period of observation. If the immediate supervisor has less than three months of observation, the predecessor supervisor, if available and if [s]he has observed the employee for more than six months, shall conduct the service rating; if the predecessor is not available, the next level supervisor, in consultation with the immediate supervisor shall conduct the service evaluation. Consistent standards of rating shall be made known to serve as the official bargaining unit and all raters. Raters shall make a good faith effort to apply such standards uniformly in all ratings. Section 3. An overall unsatisfactory annual service rating report, pursuant to Article 12may be grounds for denial of an annual increment and may also be considered for promotions. Section 4. This form contains eight (8) categories of “Professional Performance Criteria” Service ratings shall not contain comments which are linked inconsistent with the rating. However, constructive suggestions for improvement shall not be considered to be inconsistent with the rating. Section 5. No comments may be added to the service rating after it has been signed by the employee. Section 6. Employees shall be given copies of their completed service ratings. Section 7. Service rating shall be filed by the appointing authority in compliance with Regulation 5-237-1. The form shall be made Appendix A of this Agreement. The parties, by mutual agreement, may modify the service rating form in Appendix A. The labor/management committee(s) as set forth in Article 40 shall be the appropriate form to discuss revisions to the service rating form. Section 8. Determination of an overall rating. (a) Five or more ratings of excellent, with no needs improvement or unsatisfactory ratings will equal an overall excellent rating. Four ratings of excellent with four ratings of fully successful equal an overall fully successful rating. Each category shall be rated independently from the other categories. The rating shall be completed by the immediate supervisor(s), reviewed by the unit head and agency designee and then presented to the employee’s functional job description. A five (5) point rating key will be utilized to evaluate work performance under each performance criteria category. One or more ratings in Column 5 (has not met) shall constitute an unsatisfactory rating. Two or more ratings in Column 4 (developmental) shall similarly constitute an unsatisfactory rating. It is further agreed that the filing of an Evaluation Conference Form for each affected employee on or before June 1 of each school year will comply with Article 12, Section One, subsection (4), PROVIDED HOWEVER no employee’s annual performance shall be rated unsatisfactory for purposes of complying with the annual service rating report without the requisite three months’ notice. This will guarantee that the employee has reasonable time for improvement and amendment of the annual service rating report, where appropriate, prior to the employee’s annual increase date. The parties agree to adopt the above Teacher Evaluation Plans for use in the Department of Correction. Notwithstanding any of the above, this agreement does not alter any provision of Article 12 of the P-3B contract, either as it guarantees protection of bargaining unit members or as it allows discretion or prerogative to the Employer. SIDE LETTER - ARTICLE 55, SECTION ONE For printing of the current contract booklet, the parties agree to the following: The Union will be responsible for printing a mutually agreed number of contract booklets and the State will reimburse the Union at the rate of forty-seven cents ($.47) for each such booklet. SIDE LETTER - DMR ADULT SERVICES POSITIONS During the 1997-2001 contract the DMR requested revised specifications for M.R. Adult Services Instructor (Instructor Pay Plan) and M,R. Adult Services Specialist (S.G. 22) and a new classification of M.R. Adult Services Supervisor (S.G. 25). The Union agreed not to challenge the salary levels specified for these three titles or to seek bargaining or arbitration about these salary levels. This provision shall not be interpreted as precluding the Union from seeking a class reevaluation appeal under Article 49 about the Specialist title. The Supervisor title shall be evaluated under the process described in Section Two. B. of the SCOPE agreement for new classes. The implementation of these new or revised titles will not result in the involuntary demotion of any State School Teachers or Mental Retardation Education Program Supervisors. It is understood, however, that any O.J.E. review of the M.R. Adult Services titles will not consider the fact that employees in different classes (e.g. State School Teachers) may be performing Adult Services Instructor, Specialist or Supervisor duties. SIDE LETTER - D.M.R. TEACHER POSITIONS When a general fund State School Teacher vacancy occurs in the Early Intervention program of the Department of Mental Retardation and there are no qualified laid off employees on the reemployment list, the position will be posted within the Department prior to any consideration of an original appointment. Any State School Teacher in the Adult Day Services program, who possesses the valid and appropriate certification, may apply for the vacancy, and the Department will make a selection based on applicant qualifications. Upon selection, the Teacher will be provided with the USD #3 Teacher Development Manual and will be assigned a mentor. The Teacher will work will the supervisor to revise his/her calendar, if necessary, for the remainder of the fiscal year. The selected Teacher will have a six (6) work week assessment period, during which either party may decide that the Teacher should return to his/her original position. The Region shall provide reasons in writing, with a copy to the Teacher, who shall have the opportunity to respond in writing. Any disagreement by the Teacher concerning the decision to be returned to the original position will be reviewed by the USD Superintendent of Schools and a designee of the Department Personnel Unit. Note: Under current certification law, Comprehensive Pre-K through 12 Special Education is considered appropriate certification for Early Intervention.

SERVICE RATINGS. Section 1. Service ratings are evaluations of work performance. Service ratings issued during a working test period are not subject to the grievance or arbitration procedure. Section 2. Annual service ratings shall be conducted (rated) by the employee's immediate supervisor(s) who has observed the employee's performance for six months or more. If this is not the case, the rater shall note and take into account the period of observation. If the immediate supervisor has less than three months of observation, the predecessor supervisor, if available and if [s]he has observed the employee for more than six months, shall conduct the service rating; if the predecessor is not available, the next level supervisor, in consultation with the immediate supervisor shall conduct the service evaluation. Consistent standards of rating shall be made known to the bargaining unit and all raters. Raters shall make a good faith effort to apply such standards uniformly in all ratings. Section 3. An overall unsatisfactory annual service rating may be grounds for denial of an annual increment and may also be considered for promotions. Section 4. Service ratings shall not contain comments which are inconsistent with the rating. However, constructive suggestions for improvement shall not be considered to be inconsistent with the rating. Section 5. No comments may be added to the service rating after it has been signed by the employee. Section 6. Employees shall be given copies of their completed service ratings. Section 7. Service rating shall be filed by the appointing authority in compliance with Regulation 5-237- 1. The parties recognize form shall be made Appendix A of this Agreement. The service rating form referenced in Article 10 Section 7 and contained in Appendix A shall be revised so that it the category of “Appearance” is practical and desirable shifted to evaluate State School Teachers and Pupil Services Specialist in the Department of Children and Families and the Department of Correction over the span last of the school yearcategories. Section 8. It is therefore agreed that Determination of an Evaluation Conference Form overall rating. (a) Five or more ratings of excellent, with no needs improvement or unsatisfactory ratings will equal an overall excellent rating. Four ratings of excellent with four ratings of fully successful equal an overall fully successful rating. Each category shall be utilized to serve as rated independently from the official service other categories. The rating reportshall be completed by the immediate supervisor(s), pursuant to Article 12. This form contains eight (8) categories of “Professional Performance Criteria” which are linked reviewed by the unit head and agency designee and then presented to the employee’s functional job description. A five (5) point rating key will be utilized to evaluate work performance under each performance criteria category. One or more ratings in Column 5 (has not met) shall constitute an unsatisfactory rating. Two or more ratings in Column 4 (developmental) shall similarly constitute an unsatisfactory rating. It is further agreed that the filing of an Evaluation Conference Form for each affected employee on or before June 1 of each school year will comply with Article 12, Section One, subsection (4), PROVIDED HOWEVER no employee’s annual performance shall be rated unsatisfactory for purposes of complying with the annual service rating report without the requisite three months’ notice. This will guarantee that the employee has reasonable time for improvement and amendment of the annual service rating report, where appropriate, prior to the employee’s annual increase date. The parties agree to adopt the above Teacher Evaluation Plans for use in the Department of Correction. Notwithstanding any of the above, this agreement does not alter any provision of Article 12 of the P-3B contract, either as it guarantees protection of bargaining unit members or as it allows discretion or prerogative to the Employer. SIDE LETTER - ARTICLE 55, SECTION ONE For printing of the current contract booklet, the parties agree to the following: The Union will be responsible for printing a mutually agreed number of contract booklets and the State will reimburse the Union at the rate of forty-seven cents ($.47) for each such booklet. SIDE LETTER - DMR ADULT SERVICES POSITIONS During the 1997-2001 contract the DMR requested revised specifications for M.R. Adult Services Instructor (Instructor Pay Plan) and M,R. Adult Services Specialist (S.G. 22) and a new classification of M.R. Adult Services Supervisor (S.G. 25). The Union agreed not to challenge the salary levels specified for these three titles or to seek bargaining or arbitration about these salary levels. This provision shall not be interpreted as precluding the Union from seeking a class reevaluation appeal under Article 49 about the Specialist title. The Supervisor title shall be evaluated under the process described in Section Two. B. of the SCOPE agreement for new classes. The implementation of these new or revised titles will not result in the involuntary demotion of any State School Teachers or Mental Retardation Education Program Supervisors. It is understood, however, that any O.J.E. review of the M.R. Adult Services titles will not consider the fact that employees in different classes (e.g. State School Teachers) may be performing Adult Services Instructor, Specialist or Supervisor duties. SIDE LETTER - D.M.R. TEACHER POSITIONS When a general fund State School Teacher vacancy occurs in the Early Intervention program of the Department of Mental Retardation and there are no qualified laid off employees on the reemployment list, the position will be posted within the Department prior to any consideration of an original appointment. Any State School Teacher in the Adult Day Services program, who possesses the valid and appropriate certification, may apply for the vacancy, and the Department will make a selection based on applicant qualifications. Upon selection, the Teacher will be provided with the USD #3 Teacher Development Manual and will be assigned a mentor. The Teacher will work will the supervisor to revise his/her calendar, if necessary, for the remainder of the fiscal year. The selected Teacher will have a six (6) work week assessment period, during which either party may decide that the Teacher should return to his/her original position. The Region shall provide reasons in writing, with a copy to the Teacher, who shall have the opportunity to respond in writing. Any disagreement by the Teacher concerning the decision to be returned to the original position will be reviewed by the USD Superintendent of Schools and a designee of the Department Personnel Unit. Note: Under current certification law, Comprehensive Pre-K through 12 Special Education is considered appropriate certification for Early Intervention.

SERVICE RATINGS. The parties recognize that it is practical and desirable Section 1. Service ratings are evaluations of work performance. Service ratings issued during a working test period are not subject to evaluate State School Teachers and Pupil Services Specialist in the Department of Children and Families and the Department of Correction over the span of the school yeargrievance or arbitration procedure. Section 2. It is therefore agreed that an Evaluation Conference Form Annual service ratings shall be utilized conducted (rated) by the employee's immediate supervisor(s) who has observed the employee's performance for six months or more. If this is not the case, the rater shall note and take into account the period of observation. If the immediate supervisor has less than three months of observation, the predecessor supervisor, if available and if [s]he has observed the employee for more than six months, shall conduct the service rating; if the predecessor is not available, the next level supervisor, in consultation with the immediate supervisor shall conduct the service evaluation. Consistent standards of rating shall be made known to serve as the official bargaining unit and all raters. Raters shall make a good faith effort to apply such standards uniformly in all ratings. Section 3. An overall unsatisfactory annual service rating report, pursuant to Article 12may be grounds for denial of an annual increment and may also be considered for promotions. Section 4. This form contains eight (8) categories of “Professional Performance Criteria” Service ratings shall not contain comments which are linked inconsistent with the rating. However, constructive suggestions for improvement shall not be considered to be inconsistent with the rating. Section 5. No comments may be added to the service rating after it has been signed by the employee. Section 6. Employees shall be given copies of their completed service ratings. Section 7. Service rating shall be filed by the appointing authority in compliance with Regulation 5-237-1. The form shall be made Appendix A of this Agreement. Section 8. Determination of an overall rating. (a) Five or more ratings of excellent, with no needs improvement or unsatisfactory ratings will equal an overall excellent rating. Four ratings of excellent with four ratings of fully successful equal an overall fully successful rating. Each category shall be rated independently from the other categories. The rating shall be completed by the immediate supervisor(s), reviewed by the unit head and agency designee and then presented to the employee’s functional job description. A five (5) point rating key will be utilized to evaluate work performance under each performance criteria category. One or more ratings in Column 5 (has not met) shall constitute an unsatisfactory rating. Two or more ratings in Column 4 (developmental) shall similarly constitute an unsatisfactory rating. It is further agreed that the filing of an Evaluation Conference Form for each affected employee on or before June 1 of each school year will comply with Article 12, Section One, subsection (4), PROVIDED HOWEVER no employee’s annual performance shall be rated unsatisfactory for purposes of complying with the annual service rating report without the requisite three months’ notice. This will guarantee that the employee has reasonable time for improvement and amendment of the annual service rating report, where appropriate, prior to the employee’s annual increase date. The parties agree to adopt the above Teacher Evaluation Plans for use in the Department of Correction. Notwithstanding any of the above, this agreement does not alter any provision of Article 12 of the P-3B contract, either as it guarantees protection of bargaining unit members or as it allows discretion or prerogative to the Employer. SIDE LETTER - ARTICLE 55, SECTION ONE For printing of the current contract booklet, the parties agree to the following: The Union will be responsible for printing a mutually agreed number of contract booklets and the State will reimburse the Union at the rate of forty-seven cents ($.47) for each such booklet. SIDE LETTER - DMR ADULT SERVICES POSITIONS During the 1997-2001 contract the DMR requested revised specifications for M.R. Adult Services Instructor (Instructor Pay Plan) and M,R. Adult Services Specialist (S.G. 22) and a new classification of M.R. Adult Services Supervisor (S.G. 25). The Union agreed not to challenge the salary levels specified for these three titles or to seek bargaining or arbitration about these salary levels. This provision shall not be interpreted as precluding the Union from seeking a class reevaluation appeal under Article 49 about the Specialist title. The Supervisor title shall be evaluated under the process described in Section Two. B. of the SCOPE agreement for new classes. The implementation of these new or revised titles will not result in the involuntary demotion of any State School Teachers or Mental Retardation Education Program Supervisors. It is understood, however, that any O.J.E. review of the M.R. Adult Services titles will not consider the fact that employees in different classes (e.g. State School Teachers) may be performing Adult Services Instructor, Specialist or Supervisor duties. SIDE LETTER - D.M.R. TEACHER POSITIONS When a general fund State School Teacher vacancy occurs in the Early Intervention program of the Department of Mental Retardation and there are no qualified laid off employees on the reemployment list, the position will be posted within the Department prior to any consideration of an original appointment. Any State School Teacher in the Adult Day Services program, who possesses the valid and appropriate certification, may apply for the vacancy, and the Department will make a selection based on applicant qualifications. Upon selection, the Teacher will be provided with the USD #3 Teacher Development Manual and will be assigned a mentor. The Teacher will work will the supervisor to revise his/her calendar, if necessary, for the remainder of the fiscal year. The selected Teacher will have a six (6) work week assessment period, during which either party may decide that the Teacher should return to his/her original position. The Region shall provide reasons in writing, with a copy to the Teacher, who shall have the opportunity to respond in writing. Any disagreement by the Teacher concerning the decision to be returned to the original position will be reviewed by the USD Superintendent of Schools and a designee of the Department Personnel Unit. Note: Under current certification law, Comprehensive Pre-K through 12 Special Education is considered appropriate certification for Early Intervention.