Common use of Summative Appraisal Clause in Contracts

Summative Appraisal. The process of appraisal to be used when the reasons relate to the teacher’s conduct or performance and where the result may be the termination of employment, shall be (a) Step 1 The employer shall meet with the employee and provide notice in writing of: (i) the grounds for the employer’s concerns relating to the employee’s conduct or performance; (ii) the period that the summative appraisal shall take; (iii) the employee’s right to be represented, by the IEUwa or other nominee, during the summative appraisal process; (iv) the person/s nominated by the employer to conduct the appraisal; (v) that the employee may nominate a teacher (normally from within the school) in addition to the employer person/s to take part in the appraisal; (vi) the forms of assistance available to the employee; (vii) the nature of the reporting process; (viii) the time, date and place of the initial meeting; (ix) the time, date and place of the review meetings; (x) the possible outcomes to the process. (b) Step 2 (i) At the initial meeting, both parties shall be given the opportunity to seek clarification of any issues relating to the process or grounds of the appraisal. Agreement on the process should be sought at this meeting. (ii) At this meeting the teacher may nominate a teacher (normally from within the school) in addition to the employer person/s to take part in the appraisal. (iii) Where agreement cannot be reached, the process that the employer intends to use shall be stated and the employee’s objections to any aspects of this process noted. (c) Step 3 : The Review Period During the process, the teacher shall be kept informed of the progress of the appraisal in terms of the written notice. At each Review Meeting (i) the teacher shall demonstrate how the concerns of the employer are being addressed (ii) the employer shall provide advice to the teacher as to the progress of the teacher in addressing the concerns. (iii) Participation in the appraisal process should not be an unreasonable addition to a teacher's existing work load.

Summative Appraisal. The process of appraisal to be used when the reasons relate to the teacher’s conduct or performance and where the result may be the termination of employment, shall be (a) Step 1 The employer shall meet with the employee and provide notice in writing of: (i) the grounds for the employer’s concerns relating to the employee’s conduct or performance; (ii) the period that the summative appraisal shall take; (iii) the employee’s right to be represented, by the IEUwa or other nominee, during the summative appraisal process; (iv) the person/s nominated by the employer to conduct the appraisal; (v) that the employee may nominate a teacher (normally from within the school) in addition to the employer person/s to take part in the appraisal; (vi) the forms of assistance available to the employee; (vii) the nature of the reporting process; (viii) the time, date and place of the initial meeting; (ix) the time, date and place of the review meetings; (x) the possible outcomes to the process. (b) Step 2 (i) At the initial meeting, both parties shall be given the opportunity to seek clarification of any issues relating to the process or grounds of the appraisal. Agreement on the process should be sought at this meeting. (ii) At this meeting the teacher may nominate a teacher (normally from within the school) in addition to the employer person/s to take part in the appraisal. (iii) Where agreement cannot be reached, the process that the employer intends to use shall be stated and the employee’s objections to any aspects of this process noted. (c) Step 3 : The Review Period During the process, the teacher shall be kept informed of the progress of the appraisal in terms of the written notice. At each Review Meeting (i) the teacher shall demonstrate how the concerns of the employer are being addressed (ii) the employer shall provide advice to the teacher as to the progress of the teacher in addressing the concerns. (iii) . Participation in the appraisal process should not be an unreasonable addition to a teacher's existing work load.