Common use of STAFF EVALUATION Clause in Contracts

STAFF EVALUATION. A. New employees will receive a copy of the District’s evaluation handbook at the beginning of the school year. All employees will receive a new copy of the evaluation handbook whenever substantive changes, as determined by the Evaluation Committee, are made to the handbook. The evaluation handbook shall also be available on the district website. B. The District shall follow its evaluation handbook in evaluating teachers. C. Evaluation procedures are intended to insure employee notice of and the opportunity to respond to evaluation reports. D. Employees shall have timely notice as to the basis for evaluation. E. After an observation, administrators have the responsibility to provide timely feedback, consisting of the following: a. A post-observation conference with the bargaining unit member within ten (10) school days. b. A copy of the completed written evaluation provided to the bargaining unit member within thirty (30) days of the conference. In the event extenuating circumstances outside the administrator’s control cause the timeline to be delayed, the administrator will contact the bargaining unit member directly within the above timelines. F. Evaluation reports shall be placed in the employee's file only after reasonable notice to the employee. G. An employee may make a written statement relating to any evaluation, reprimand, charge, action or any matter placed in the personnel file. H. If a teacher is placed on a program of assistance for improvement, said employee may request an additional evaluation by the current evaluator. I. Teachers who receive a change-of-status notice shall have the right to a representative of their choice at any conference or meeting regarding their evaluation. J. Whenever changes to the evaluation procedure are mandated by law, by the interest of the District, or by the mutual interest of the District and the Association, the District and the Association shall collaborate on the creation of those new procedures. K. The District and the Association shall appoint three representatives each to the standing Evaluation Committee to meet the requirements of subsection J. If the District or the Association intends to change their representatives on the Committee, they shall announce these changes to the parties prior to the start of subsequent school years. L. Prior to the implementation of any new evaluation procedures, teachers and administrators will be adequately trained on the components of the new procedures. M. When the evaluation procedure utilizes electronic resources, it is understood that the electronic documents and forms used in these programs shall be considered temporary extensions of the employee personnel file and shall be subject to the same limits on public disclosure as the traditional employee personnel file as long as such information exists. N. If the District is required to report teacher’s summative evaluation scores to a state or federal agency, the District will use a reporting system that does not connect the data to individual teachers, unless specifically required to do so by law. Data collected for state or federal reporting purposes shall not be used for any other purpose other than agency reporting and shall not be published. O. When evaluation procedures require the use of student learning goals, those student learning goals will be designed by the teacher being evaluated and will be finalized collaboratively with the teacher and the administrator, in addition to any measures that may be required by a state or federal agency such as state standardized assessments.

STAFF EVALUATION. A. New The purpose of evaluation is improving employee performance, encouraging professional growth, improving communication between employees and their immediate supervisor and, when necessary, identifying and assisting employees in improving/correcting areas of unsatisfactory performance. All employees being evaluated in any year must also be observed by the evaluator prior to the evaluation being written. The Board approved staff evaluation manual will receive be followed. B. This provision shall apply to licensed staff only. Evaluation of licensed staff shall be in accordance with ORS 342.850 and adopted Board policy. Licensed staff will be formally observed twice each year during their probationary period. Before removal of any probationary licensed staff member, the administration will provide written notice of any deficiencies along with strategies, tools, and interventions to address those deficiencies. Improvement will be measured through observations and feedback. Such notice shall be provided at least sixty (60) days in advance of March 1st. However, there is no requirement for the District to put probationary licensed staff on a Plan of Assistance for Improvement (PAI) before removal. Evaluation of all other unit member staff shall be in accordance with adopted Board policy. 1. The evaluator will notify the employee of a performance deficiency (ies) when the evaluator determines that the deficiency (ies) has become serious. The evaluator will provide the employee with specific suggestions for improvement. An employee shall be given sufficient time to correct the deficiencies following the notification prior to being placed on a Plan of Assistance for Improvement (PAI). 2. If the District determines that a written PAI is needed the employee shall be notified in writing and a copy will be sent to the Association upon the teacher’s request. The employee has the right to Association representation from the point of notification prior to being placed on a PAI. 3. PAI’s are to assist teachers to improve in their skills and document the District’s evaluation handbook at the beginning assistance. PAI’s will be written with a minimum duration of the school year. All employees ninety (90) days and may extend for longer periods.. The plan will receive a new copy of the evaluation handbook whenever substantive changes, as determined be written by the Evaluation Committee, are made to the handbook. The evaluation handbook shall also be available on the district website. B. The District shall follow its evaluation handbook in evaluating teachers. C. Evaluation procedures are intended to insure employee notice of and the opportunity to respond to evaluation reports. D. Employees shall have timely notice as to the basis for evaluation. E. After an observation, administrators have the responsibility to provide timely feedback, consisting of the following: a. A post-observation conference employee’s supervisor with the bargaining unit member within ten (10) school days. b. A copy of the completed written evaluation provided to the bargaining unit member within thirty (30) days of the conference. In the event extenuating circumstances outside the administrator’s control cause the timeline to be delayed, the administrator will contact the bargaining unit member directly within the above timelines. F. Evaluation reports shall be placed in the employee's file only after reasonable notice to input from the employee. G. An employee may make a written statement relating to any evaluation4. When possible follow up meetings with employees on PAI’s will be conducted after the student contact day, reprimand, charge, action or any matter placed in during an end of the personnel fileday preparation period. H. If a teacher is 5. No licensed employee will be placed on a program PAI for deficiencies identified in subject area content for which an employee is not certified. 6. Upon satisfactory completion of assistance a PAI the plan will remain in the employee’s file for improvementfive (5) years. Following this continued satisfactory performance the plan will be removed. The PAI of any employee failing to satisfactorily complete a plan will remain in the employee’s file as evidence for termination. C. Any proposed changes in the policy shall first be presented to the appropriate Joint Evaluation Consultation Committee. In the case of TSPC licensed staff evaluations, said employee may request an additional evaluation this committee shall consist of four (4) administrators appointed by the current evaluator. I. Teachers who receive a change-of-status notice Superintendent and four (4) teachers appointed by the Association. In the case of all other unit member staff evaluations, the committee shall have consist of four (4) administrators/supervisors and four (4) unit member employees appointed by the right to a representative of their choice at any conference or meeting regarding their evaluation. J. Whenever changes Association. The Committee shall review all proposals and shall make recommendations to the Board for its consideration. No change in the evaluation procedure are mandated by law, policy shall be effective until it has been reviewed and approved by the interest of the District, or by the mutual interest of the District and the Association, the District and the Association shall collaborate on the creation of those new proceduresBoard. K. The District and the Association shall appoint three representatives each to the standing Evaluation Committee to meet the requirements of subsection J. If the District or the Association intends to change their representatives on the Committee, they shall announce these changes to the parties prior to the start of subsequent school years. L. Prior to the implementation of any new evaluation procedures, teachers and administrators will be adequately trained on the components of the new procedures. M. When the evaluation procedure utilizes electronic resources, it is understood that the electronic documents and forms used in these programs shall be considered temporary extensions of the employee personnel file and shall be subject to the same limits on public disclosure as the traditional employee personnel file as long as such information exists. N. If the District is required to report teacher’s summative evaluation scores to a state or federal agency, the District will use a reporting system that does not connect the data to individual teachers, unless specifically required to do so by law. Data collected for state or federal reporting purposes shall not be used for any other purpose other than agency reporting and shall not be published. O. When evaluation procedures require the use of student learning goals, those student learning goals will be designed by the teacher being evaluated and will be finalized collaboratively with the teacher and the administrator, in addition to any measures that may be required by a state or federal agency such as state standardized assessments.

STAFF EVALUATION. A. New employees 5.1 The use of eavesdropping, public address and audio systems and similar secret surveillance devices or methods shall be strictly prohibited. 5.2 The District's evaluation protocol will receive be posted on the School District's website. Teachers will be notified of any changes made by the District to the protocol. The protocol will be consistent among schools within the OSSD. 5.3 The Superintendent shall or shall designate a copy member of the District’s administration to complete a periodic work performance evaluation handbook at the beginning of the school year. All employees will receive a new copy of the evaluation handbook whenever substantive changes, as determined by the Evaluation Committee, are made to the handbookon each staff member. The evaluation handbook report shall also become part of the professional record of the staff member and shall be available on incorporated in his/her personnel record. The evaluation procedure shall be as follows: A. The evaluator shall make arrangements at least one (1) day in advance of initiating a series of evaluation visits and associated conferences with the district websitestaff member involved. The administration may make other observations at will. B. The District evaluator shall follow its present a written report of evaluation handbook to the staff member. A conference will be scheduled in evaluating teachersa timely manner to discuss the report. The report must be in the hands of the staff member at least one (1) full day prior to the conference. C. Evaluation procedures are intended to insure employee notice The staff member shall acknowledge receipt of and the opportunity to respond to evaluation reportsreport by signature. D. Employees The evaluator shall have timely notice as to file both the basis for evaluationreport and the acknowledgment signature with the Superintendent, who shall place it in the personnel record of the staff member. E. After an observation5.4 No report of evaluation may be placed in the personnel record of the staff member, administrators have or be otherwise acted upon, without a prior conference with the responsibility to provide timely feedback, consisting staff member. Each report of evaluation must carry the signature of the staff member acknowledging the existence of said report in this record. 5.5 A non-probationary staff member whose work performance is reported unsatisfactory by a designated evaluator shall be promptly informed of the area(s) of specific deficiency. Specific measures for improvement of performance will be set forth in a written "improvement plan" which shall specify the following: a. A post-observation conference with A. a timeline for achieving the bargaining unit member within ten (10) school days.improvement, b. A copy B. a plan of the completed written evaluation provided to the bargaining unit member within of progress determined, and C. a defined period of improvement which consists of no less than thirty (30) days of the conference. In the event extenuating circumstances outside the administrator’s control cause the timeline to be delayed, the administrator will contact the bargaining unit member directly within the above timelines. F. Evaluation reports shall be placed in the employee's file only after reasonable notice to the employee. G. An employee may make a written statement relating to any evaluation, reprimand, charge, action or any matter placed in the personnel file. H. If a teacher is placed on a program of assistance for improvement, said employee may request an additional evaluation by the current evaluator. I. Teachers who receive a change-of-status notice shall have the right to a representative of their choice at any conference or meeting regarding their evaluation. J. Whenever changes to the evaluation procedure are mandated by law, by the interest of the District, or by the mutual interest of the District and the Association, the District and the Association shall collaborate on the creation of those new procedures. K. The District and the Association shall appoint three representatives each to the standing Evaluation Committee to meet the requirements of subsection J. If the District or the Association intends to change their representatives on the Committee, they shall announce these changes to the parties prior to the start of subsequent school years. L. Prior to the implementation of any new evaluation procedures, teachers and administrators will be adequately trained on the components of the new procedures. M. When the evaluation procedure utilizes electronic resources, it is understood that the electronic documents and forms used in these programs shall be considered temporary extensions of the employee personnel file and shall be subject to the same limits on public disclosure as the traditional employee personnel file as long as such information exists. N. If the District is required to report teacher’s summative evaluation scores to a state or federal agency, the District will use a reporting system that does not connect the data to individual teachersdays, unless specifically required otherwise mutually agreed to do so by law. Data collected for state or federal reporting purposes shall not be used for any other purpose other than agency reporting and shall not be published. O. When evaluation procedures require the use of student learning goals, those student learning goals will be designed by the teacher being evaluated and will be finalized collaboratively with the teacher and the administratorSuperintendent, in addition to any measures that may be required by a state or federal agency such as state standardized assessments.and

STAFF EVALUATION. A. New The purpose of evaluation is improving employee performance, encouraging professional growth, improving communication between employees and their immediate supervisor and, when necessary, identifying and assisting employees in improving/correcting areas of unsatisfactory performance. All employees being evaluated in any year must also be observed by the evaluator prior to the evaluation being written. The Board approved staff evaluation manual will receive be followed. B. This provision shall apply to licensed staff only. Evaluation of licensed staff shall be in accordance with ORS 342.850 and adopted Board policy. Licensed staff will be formally observed twice each year during their probationary period. Before removal of any probationary licensed staff member, the administration will provide written notice of any deficiencies along with strategies, tools, and interventions to address those deficiencies. Improvement will be measured through observations and feedback. Such notice shall be provided at least sixty (60) days in advance of March 1st. However, there is no requirement for the District to put probationary licensed staff on a Plan of Assistance for Improvement (PAI) before removal. Evaluation of all other unit member staff shall be in accordance with adopted Board policy. 1. The evaluator will notify the employee of a performance deficiency (ies) when the evaluator determines that the deficiency (ies) has become serious. The evaluator will provide the employee with specific suggestions for improvement. An employee shall be given sufficient time to correct the deficiencies following the notification prior to being placed on a Plan of Assistance for Improvement (PAI). 2. If the District determines that a written XXX is needed the employee shall be notified in writing and a copy will be sent to the Association upon the teacher’s request. The employee has the right to Association representation from the point of notification prior to being placed on a PAI. 3. XXX’s are to assist teachers to improve in their skills and document the District’s evaluation handbook at the beginning assistance. XXX’s will be written with a minimum duration of the school year. All employees ninety (90) days and may extend for longer periods.. The plan will receive a new copy of the evaluation handbook whenever substantive changes, as determined be written by the Evaluation Committee, are made to the handbook. The evaluation handbook shall also be available on the district website. B. The District shall follow its evaluation handbook in evaluating teachers. C. Evaluation procedures are intended to insure employee notice of and the opportunity to respond to evaluation reports. D. Employees shall have timely notice as to the basis for evaluation. E. After an observation, administrators have the responsibility to provide timely feedback, consisting of the following: a. A post-observation conference employee’s supervisor with the bargaining unit member within ten (10) school days. b. A copy of the completed written evaluation provided to the bargaining unit member within thirty (30) days of the conference. In the event extenuating circumstances outside the administrator’s control cause the timeline to be delayed, the administrator will contact the bargaining unit member directly within the above timelines. F. Evaluation reports shall be placed in the employee's file only after reasonable notice to input from the employee. G. An employee may make a written statement relating to any evaluation4. When possible follow up meetings with employees on XXX’s will be conducted after the student contact day, reprimand, charge, action or any matter placed in during an end of the personnel fileday preparation period. H. If a teacher is 5. No licensed employee will be placed on a program of assistance PAI for improvement, said deficiencies identified in subject area content for which an employee may request an additional evaluation by the current evaluatoris not certified. I. Teachers who receive 6. Following this continued satisfactory performance the plan will be removed. The PAI of any employee failing to satisfactorily complete a change-of-status notice shall have plan will remain in the right to a representative of their choice at any conference or meeting regarding their evaluationemployee’s file as evidence for termination. J. Whenever C. Any proposed changes in the licensed employee professional growth handbook shall first be presented to the evaluation procedure are mandated by lawappropriate Joint Evaluation Consultation Committee. In the case of TSPC licensed staff evaluations, by the interest of the District, or by the mutual interest of this committee shall not have more administrators than licensed staff. . The Committee shall review all proposals and shall make recommendations to the District and the Association, the District and the Association shall collaborate on the creation of those new proceduresfor its consideration. K. The District and the Association shall appoint three representatives each to the standing Evaluation Committee to meet the requirements of subsection J. If the District or the Association intends to change their representatives on the Committee, they shall announce these changes to the parties prior to the start of subsequent school years. L. Prior to the implementation of any new evaluation procedures, teachers and administrators will be adequately trained on the components of the new procedures. M. When the evaluation procedure utilizes electronic resources, it is understood that the electronic documents and forms used in these programs shall be considered temporary extensions of the employee personnel file and shall be subject to the same limits on public disclosure as the traditional employee personnel file as long as such information exists. N. If the District is required to report teacher’s summative evaluation scores to a state or federal agency, the District will use a reporting system that does not connect the data to individual teachers, unless specifically required to do so by law. Data collected for state or federal reporting purposes shall not be used for any other purpose other than agency reporting and shall not be published. O. When evaluation procedures require the use of student learning goals, those student learning goals will be designed by the teacher being evaluated and will be finalized collaboratively with the teacher and the administrator, in addition to any measures that may be required by a state or federal agency such as state standardized assessments.