TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations of the performance of a teacher will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreed. 8.2 Personnel files for all teachers shall be maintained under the following conditions: a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below. b. The teacher will receive a copy of any material placed in his or her file. c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material. d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent. e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained. 8.3 Complaints shall be processed as follows: a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation. b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied. c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken. 8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present. 8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written response.
Appears in 3 contracts
Samples: Teacher Contract, Teacher Contract, Teacher Contract
TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or PrincipalSection 1. It is understood that The teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions and forms are in Appendix F of this Agreement. All monitoring or observations The parties agree to finalize District Determined Measures language required by the Department of Elementary and Secondary Education. The parties will create a committee to address the performance DDM. The Teach Point on line tool shall be incorporated in the Evaluation language. The District shall provide training and support on Teach Point to any teacher who requests training.
Section 2. Teachers will review all evaluation reports and upon request be given a copy of a any evaluation report prepared by their evaluators and will have the right to discuss such report with their evaluators.
Section 3. Teachers have the right, upon request, to review and copy, at their own expense, the contents of their personnel files. A teacher will be conducted openlyentitled to have a representative of the Association accompany him/her during such review. The use file must remain in the Office of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibitedthe Superintendent at all times. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available No material derogatory to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's ’s conduct, service, character, character or personality shall will be placed in the his/her personnel file unless the teacher has had an opportunity to read review the material. The teacher shall will acknowledge that he or he/she has read had the opportunity to review such material by signing affixing his/her signature to the actual copy to be filed, filed with the express understanding that such signature merely signifies that he or she has read in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material, and his/her answer shall be reviewed by the superintendent and attached to the file copy. At the time the teacher affixes his/her name to the copy, the teacher shall be given a copy of the material which is to be placed in his/her file. A teacher will be entitled to have a representative of the Association present with him/her during the review of the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her the file.
c. Section 4. The teacher shall have Association recognizes the right to answer any material filed authority and the answer shall be attached to the related material.
d. Upon request responsibility of the teacher during normal office hoursprincipal, he coordinators, and department heads for disciplining or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding reprimanding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation for delinquency of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attentionperformance. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for by any other reason which may adversely affect member of the teacher in hisadministration, he/her employment she will be personally and confidentially notified of the nature of the meeting prior to the meeting, and he/she will be entitled to have a representative(s) representative of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issuesSection 5. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the No teacher will be notified disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause. In applying this Article, the Winthrop Teachers’ Association acknowledges that it supports the understanding that the item School Committee is being placed in his/her personnel file, shall acknowledge receipt the sole grantor of notification, and will be provided an opportunity to respond. Any written response from a professional teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written responsestatus.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. Each teacher shall be conducted openly notified and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations of the performance of a teacher will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have the right to answer review any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established evaluation sheets made by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the local administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities see transcripts and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear certificates before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being they are placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a .
B. A teacher shall at all times be included entitled to have present a representative of the Association when he/she is being reprimanded, warned, or disciplined for any infraction of discipline or delinquency in the personnel fileprofessional performance if requested. In any instanceWhen a request for such representation is made, nothing contained in the working file will no action shall be used against a teacher without a copy being provided taken with respect to the teacher until such representative of the Association is present. The Board shall not adopt, implement, or maintain a policy for discharge or discipline of an employee that includes a standard for discharge or discipline that is different than the arbitrary and an opportunity capricious standard provided under section 1 of article IV of 1937 (Ex Sess) PA4, MCL 38.101.
C. A tenure teacher’s evaluation is not subject to the grievance procedure.
D. The Board shall deal through the Superintendent concerning individual teachers, who in turn will deal through the principal except in cases of dual employment, i.e., program administered by the Superintendent.
1. In the event of dismissal of a probationary teacher by the Board of Education said teacher is to be provided in writing the reasons for his/her dismissal. The reasons shall not be arbitrary nor capricious.
2. Within fifteen (15) calendar days following the receipt by the teacher of the written notice and reasons for his/her dismissal, the teacher may request a hearing before the Board of Education. Failure to request a hearing within the fifteen (15) calendar days will waive the right to a hearing.
3. If a hearing is requested, it will be conducted in the following manner:
a. Either party has a right to be represented by a person of his/her own choosing.
b. Either party has the right to transcribe the proceedings.
c. Within fifteen (15) calendar days following the conclusion of the hearing, the Board will render its decision in writing and provide the teacher with a written responsecopy.
E. After each formal teacher evaluation, a conference will be conducted with the teacher by the evaluator within three (3) school days. A copy of the evaluation is to be given to the teacher before the scheduled conference.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. The performance of all teachers shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated evaluated by the Superintendent or PrincipalDistrict in writing. All formal evaluations shall be performed by qualified non-bargaining unit members. Evaluators shall be trained regarding rights of teachers to express professional opinions in an appropriate time, place and manner. Probationary teachers shall be evaluated at least one (1) time during the school year and the evaluation shall be completed prior to March 1. Contract teachers shall be evaluated every other year, and the evaluation report shall be completed no later than five (5) working days prior to the teacher’s last contract day except as otherwise agreed by the parties. Criteria for evaluation of all teachers shall be by state statute and the District's adopted evaluation procedures. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations adoption of the performance of a teacher evaluation procedures shall follow state statute. An Evaluation Committee will be conducted openlyestablished that consists of an equal number of District and Association members as chosen by the authorized representative(s) of each respective party. The use of eavesdroppingDistrict and the Association will insure that every level (elementary, public address or audio systems middle and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by high school) will be represented on the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreedcommittee.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a B. A copy of any material placed in his or her file.
c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher written evaluation shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In at the event time of personal conference or within ten (10) days thereafter; one copy is to be signed and returned to the Administration decides administration, the other is to pursue an investigation be retained by the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSDteacher. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, that the teacher may request feels that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment evaluation was improper or unfair, he/she will may put his/her objections in writing and have them attached to the evaluation report, to be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel filefile with a copy to the Superintendent.
C. Failure to follow the procedure specified in this article is a grievable matter which may be processed up to and including arbitration, shall acknowledge receipt but the substance of notification, and will be provided an opportunity to respond. Any written response from a teacher the evaluation is not grievable or arbitrable.
D. Formal observations shall be included for periods of no less than the equivalent of a full period in the personnel file. In any instance, nothing contained secondary schools and a full lesson period of no less than thirty minutes in the working file will elementary schools. Formal observations shall be used against followed by a teacher without a copy being provided to conference with the teacher and an opportunity for the teacher to provide a written responseevaluator.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall Section 5.1 The use of eavesdropping, closed circuit television, public address, or audio systems, and similar surveillance devices will be conducted openly strictly prohibited when any of these activities are carried out without the prior consent of the teacher and the Association President. Surveillance cameras will be used to enforce student code of conduct in common or multi-purpose environments such as: stationery computer labs, media centers, physical education rooms (gymnasium) and academic centers. This Section is not intended to prevent teachers from having their lessons videotaped or televised for personal use, presentation to others or for use as a professionally responsible manner by appropriate administrative personnel or individuals designated by means of improving their teaching techniques. However, if so used, the Superintendent or Principalteacher will give his/her consent beforehand and will have the right to dispose of the resulting recording(s).
Section 5.2 Every teacher will, during regular business hours, be permitted to review all files dealing with his/her employment. Every teacher has the right to have an Association Representative present while reviewing his/her files. It is understood that all evaluations hereinafter placed in a teacher's personnel file will be dated and signed by the author. A copy of all evaluations thus entered into a teacher's personnel file will be furnished to the individual evaluated. Confidential communications such as the files furnished by a College Placement Office may not be shown to a teacher. However, should it be necessary to remove the confidential material temporarily, (while a teacher evaluation reviews the remainder of the files) then it will be removed and replaced in the presence of an Association Representative. A copy of all material hereinafter inserted in a teacher's personnel files will continue to be furnished to the teacher and is subject to challenge as previously stated in this Section. A teacher has the right to prepare a continuous process throughout written response to the school year; howeverenclosed material. The response will be attached to the objectionable material. A teacher will at all times be entitled to have present a representative of the Association when he/she is being disciplined and/or reprimanded or when being investigated to determine if discipline/reprimand as defined in Section 5.3, this shall not preclude paragraph D, is warranted for any infraction or delinquency in professional performance. If a request for such representation is made, no action will be taken with respect to the Board from taking appropriate action teacher until the representative of the Association is present. It is understood by the Association that representation for the teacher will be provided on the same day, if possible, or on the next working day. If the disciplinary action, reprimand, or investigation falls on a day prior to a holiday or recess, then the Association will provide representation on the same day of the discipline, reprimand, or investigation.
A. Before disciplining, reprimanding, or investigating a teacher, the administrator conducting same will advise the teacher of his/her right to Association representation. If the teacher desires an Association Representative present at any time during stage of the school year pursuant meeting, the meeting will be delayed until the representative is present, as provided in Section 5.3, first paragraph.
B. In the absence of a request for representation by a teacher, the administrator may request the attendance of an Association Representative.
C. Whenever requested by either a teacher or the administrator, the A ssociation Representative will be available as defined in Section 5.3, first paragraph.
D. Disciplining, or the reprimanding of a teacher, will be construed to mean a formal, written report of the incident or infraction. A principal may speak to a teacher regarding delinquency in professional performance without putting the infraction in writing, but after the third infraction, the principal will formalize such infractions in writing, and will reprimand and/or discipline said teacher according to the above provisions of this Agreement. All monitoring or observations of the performance of a teacher will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed E. Nothing contained in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming above paragraphs will prevent a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed principal from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in exercising his/her employment he/she normal administrative and supervisory duties. A principal will at all times be entitled free to have a representative(s) of the Association presentdiscuss and talk to teachers regarding their professional performance.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written response.
Appears in 3 contracts
Samples: Master Agreement, Master Agreement, Master Agreement
TEACHER EVALUATION. 8.1 The parties agree that the purposes of evaluation are to improve the quality of instruction and to determine Teacher Evaluation shall be conducted openly effectiveness for re-employment purposes. The parties further recognize the importance and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations value of the performance following procedures for assisting and evaluating the progress of a teacher will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreedTeachers.
8.2 Personnel files for The classroom teaching performance of all teachers Teachers shall be maintained under evaluated within the following conditions:guidelines of the El Paso-Xxxxxxx Unit #11 Professional Staff Evaluation Plan, submitted to the state and approved by the Association. Said plan is attached to this document as Attachment A.
a. No adverse material dealing 8.3 Within ten (10) school days after the beginning of each school year, Teachers shall be acquainted by a member of the administrative staff with the evaluation procedures to be observed.
8.4 Results of the formal classroom observations provided for in Section 8.2 above shall be in writing, with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filedgiven to the Teacher, and shall be preceded by an in-class observation of the Teacher's performance.
8.5 The evaluator shall have a meeting with the understanding that such signature merely signifies that he Teacher within twenty (20) school days following classroom observation and prior to submission of the written or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added oral evaluation report to the file, except as outlined in 8.5 belowSuperintendent and/or Board.
b. 8.6 The teacher will receive a copy of any material placed in his or her file.
c. The teacher Teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when submit a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student written explanation or other person which is used in written statements regarding any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or evaluation for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed inclusion in his/her personnel file, .
8.7 Nothing contained herein shall acknowledge receipt limit the right of notification, and will be provided an opportunity the administration to respondevaluate a Teacher's performance of assigned duties during the regular school day. Any written response from a teacher such observations which are to be used to evaluate the Teacher shall be included reduced to writing and discussed with the Teacher prior to being placed in the Teacher's personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided .
8.8 Agreeing to the teacher and an opportunity procedures delineated above does not limit the right of management to utilize informal observations, insubordination, or other evaluative criteria for considering competency of any Employee.
8.9 Any grievance filed relative to this Article shall be limited to violations of the teacher specific procedures as outlined above. All other aspects of evaluation, including but not limited to provide a written responsecriteria, instruments, decisions to re-employ or not re-employ, or personalities shall not be grievable.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. Each teacher shall be conducted openly and in a professionally responsible manner by appropriate administrative have the right upon request to review the contents of his/her own personnel or individuals designated by the Superintendent or Principalfile. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations A representative of the performance of a teacher will R.P.E.A. may be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available requested to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless accompany the teacher has had an opportunity to read the materialin such review. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a A copy of any material placed in his or her file.
c. The teacher shall have the right to answer any material filed and the answer teacher's personnel file shall be attached furnished to that teacher at the related material.
d. Upon request time of its placement in the file. Additional copies may be furnished at the discretion of the teacher during normal office hours, he Administration. The immediate supervisor or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will designee may be present during such review.
B. A teacher shall at all times be entitled to have present a representative(s) representative of the Association presentR.P.E.A. when he/she is being reprimanded, warned or disciplined for any infraction of discipline or delinquency in professional performance. Where the Board contemplates any final action against a teacher for such conduct, the R.P.E.A. shall first be notified in writing.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issuesC. For those not covered by the TTA, no employee shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. The Parties further agree that notes and other materials contained Any such discipline, reprimand or reduction in such files will rank, compensation or advantage, including adverse evaluation of teacher performance or violation of professional ethics asserted by the Board or representatives thereof shall be destroyed after subject to the completion of professional grievance procedure as hereinafter set forth.
D. For all employees not covered by the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an eventTeacher Tenure Act (TTA), the teacher will employee evaluation report form shall contain a space for employee comments following each item of evaluation and a space for general comments by the employee being evaluated. Each employee shall be notified that the item is being placed in given an opportunity to make and place on his/her personnel filereport form his/her comments prior to said report being rendered to the Superintendent and the Board. The employee shall be given a period of five (5) school days in which to enter such comments. For those covered by the TTA, shall acknowledge receipt until the Board adopts a policy given by the state, it is the intention of notification, the district to continue using the current evaluation procedure and will be provided an opportunity at that time add the reference to respond. Any written response from the new Board policy number to this Article.
E. For all employees not covered by the Teacher Tenure Act (TTA), The Superintendent shall administer a teacher program of evaluation for all employees which shall be included directed toward helping them succeed in their respective appointments. For those covered by the personnel file. In any instanceTTA, nothing contained in until the working file Board adopts a policy given by the state, it is the intention of the district to continue using the current evaluation procedure and will be used against a teacher without a copy being provided at that time add the reference to the new Board policy number to this Article.
F. For all employees not covered by the Teacher Tenure Act (TTA), Refer to Appendix A for formal evaluation forms and terms.
G. Should an employee feel that he/she has been misjudged in any evaluation, he/she may present his/her case in writing and/or in person to the Superintendent. The teacher and an opportunity for may request other persons to appear on his/her behalf.
H. For all employees not covered by the teacher to provide a written response.Teacher Tenure Act (TTA), the employee will receive two
Appears in 2 contracts
Samples: Employment Agreement, Employment Agreement
TEACHER EVALUATION. 8.1 5-1 Observation of the work performance of a Teacher Evaluation will be conducted continuously. Formal observation sessions shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by with the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout full knowledge of the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this AgreementTeacher. All monitoring or other observations of the performance Teacher’s work performance, which are to be made part of a teacher his/her file, will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by made known to the Administration in evaluating teachers under this Article Teacher as soon as possible.
5-2 A Teacher shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive given a copy of any material evaluation report prepared by his/her evaluators before any conference held to discuss it. If the Teacher is dissatisfied with his/her evaluation conferences, he or she may request additional conference time prior to the evaluation being placed in his his/her file. No such report shall be submitted to the central office, placed in the Teacher’s file or otherwise acted upon without a prior conference with the Teacher. The Teacher shall sign such report. Such signature shall indicate only that the report has been read by the Teacher, and in no way indicates agreement with the contents thereof. The Teacher shall be given an opportunity to respond to and/or rebut this evaluation which, along with the evaluation, shall become part of his/her file.
c. The teacher shall have 5-2.1 Copies of the right to answer any material filed and the answer established evaluation procedures shall be attached available to the related materialall Teachers.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint 5-3.1 Those complaints regarding a teacher Teacher made to any member of the administration by any parent, student student, or other person which is may be used in any manner in evaluating a teacher Teacher shall be submitted in writing and signed by the complainant, or promptly investigated. It shall be reduced the responsibility of the administrator to writing by inform the administration Teacher in question, and shall identify to obtain this Teacher’s opinion of the complainantsituation, if it appears to be a complaint of such a magnitude that it may eventually be placed in the Teacher’s file. Any complaint communicated by email shall comply with the intent of this article. Any such complaint The Teacher shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue given an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conductedthose complaints, said opportunity to respond shall occur prior to the conclusion which, as a result of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice shall become part of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment file.
5-3.2 The Teacher shall acknowledge that he/she will has had the opportunity to review such complaint by affixing his/her signature to the copy to be entitled filed, with the express understanding that such signature in no way indicates agreement with the contents thereof. The Teacher shall also have the right to have submit a representative(s) of written answer to such material and his/her answer may be reviewed by the Association presentSuperintendent or his/her designee and shall be attached to the file copy.
8.5 The parties agree that supervisors 5-3.3 All documents shall be filed, signature notwithstanding, and administrators may maintain working files for employee/personnel issuessuch action shall be so indicated by the supervisor. The Parties further agree that notes and other materials contained in such files will Association shall be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement informed if any Employee described in the teacher’s personnel file. In such an event, the teacher will be notified unit in Article I refuses to sign derogatory or evaluation material that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written response.
Appears in 2 contracts
Samples: Tentative Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. All monitoring or observation of the work performance of a teacher shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by with the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations full knowledge of the performance of a teacher will be conducted openlyteacher. The use of eavesdropping, public address or audio systems systems, and similar surveillance devices is shall be strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article Teachers shall be made available given a copy of any evaluation reports prepared by their superiors and shall have the right to discuss such reports with their superiors. Teachers must sign all teachers no later than October 1 of each yearevaluation reports, unless otherwise mutually agreedas an indication that they have read them, not that they agree with them. Copies shall be given immediately upon signing.
8.2 Personnel files for all teachers B.1. Teachers shall have the right, upon request, to review the contents of their personnel file. A teacher shall be maintained under entitled to have a representative of the following conditions:ASSOCIATION accompany him/her during such review.
a. B.2. No adverse material dealing with derogatory to a teacher's ’s conduct, service, character, character or personality shall be placed in the his/her personnel file unless the teacher has had an opportunity to read review the material. The teacher shall acknowledge that he or he/she has read had the opportunity to review such material by signing affixing his/her signature to the actual copy to be filed, filed with the express understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate in no way indicates agreement with its contentthe contents thereof. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall also have the right to submit a written answer any to such material filed and the his/her answer shall be reviewed by the Superintendent and attached to the related materialfile copy.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. C. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person person, which is used in any manner in evaluating a teacher considered to be credible and serious, shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought promptly called to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigationteacher.
b. In D. The ASSOCIATION recognizes the event authority and responsibility of the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal principal for disciplining or other improper activities and premature notification to reprimanding a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation for delinquency of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attentionperformance. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect by a member of the teacher in his/her employment administration above the level of the principal, however, he/she will shall be entitled to have a representative(s) representative of the Association ASSOCIATION present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a E. No teacher shall be included disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause.
F. At the personnel filerequest of either party, a joint COMMITTEE-ASSOCIATION subcommittee (consisting of three (3) members appointed by the COMMITTEE and three (3) members appointed by the ASSOCIATION) shall convene to consider means of improving the procedure of the evaluation of teachers. In any instance, nothing contained in the working file will The report of said subcommittee shall be used against a teacher without a copy being provided presented to the teacher COMMITTEE and an opportunity the ASSOCIATION for impact bargaining consideration.
G. The Performance Standards and Evaluation Procedures for members of the teacher to provide a written responsebargaining unit are hereby incorporated by reference in this Agreement.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. Each teacher shall be conducted openly notified and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations of the performance of a teacher will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have the right to answer review any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established evaluation sheets made by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the local administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities see transcripts and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear certificates before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being they are placed in his/her personnel file.
B. A teacher shall at all times be entitled to have present a representative of the Association when he/she is being reprimanded, warned, or disciplined for any infraction of discipline or delinquency in professional performance if requested. When a request for such representation is made, no action shall acknowledge receipt be taken with respect to the teacher until such representative of notification, and will be provided an opportunity to respondthe Association is present. Any written response from a No teacher shall be included reprimanded, disciplined, or discharged without just cause.
C. A tenure teacher’s evaluation is not subject to the grievance procedure.
D. The Board shall deal through the Superintendent concerning individual teachers, who in turn will deal through the principal except in cases of dual employment, i.e., program administered by the Superintendent.
1. In the event of dismissal of a probationary teacher by the Board of Education said teacher is to be provided in writing the reasons for his/her dismissal. The reasons shall not be arbitrary nor capricious.
2. Within fifteen (15) calendar days following the receipt by the teacher of the written notice and reasons for his/her dismissal, the teacher may request a hearing before the Board of Education. Failure to request a hearing within the fifteen (15) calendar days will waive the right to a hearing.
3. If a hearing is requested, it will be conducted in the personnel file. In any instancefollowing manner:
a. Either party has a right to be represented by a person of his/her own choosing.
b. Either party has the right to transcribe the proceedings.
c. Within fifteen (15) calendar days following the conclusion of the hearing, nothing contained the Board will render its decision in writing and provide the working file teacher with a copy.
E. After each formal teacher evaluation, a conference will be used against a conducted with the teacher without a by the evaluator within three (3) school days. A copy being provided of the evaluation is to be given to the teacher and an opportunity for before the teacher to provide a written responsescheduled conference.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. The work performance of all teachers shall be evaluated in writing by the Superintendent. Probationary teachers shall be provided with at least an annual year- end performance evaluation each year during the teacher’s probationary period. The annual evaluations shall be based on, but not limited to, at least two classroom observations held at least sixty days apart. Tenure teachers shall be evaluated at least once in every three years, in accordance with State law. The written evaluation shall be submitted to the teacher and a copy placed in the teacher’s file at these times. In case of unfavorable evaluation, the teacher may file a letter explaining the teacher’s position. This letter shall be attached to the teacher’s evaluation in the file. At the May meeting of the Board, the Superintendent shall present to the Board a general summary of teacher evaluations and input from the P.T.S. shall be permitted. No individual names or specific evaluations shall be mentioned in the Superintendent’s report. The Board shall use this report to determine the need for scheduling continuing education, professional development seminars, state conferences, other seminars, and professional counseling.
B. All monitoring or observation of the work performance of a teacher shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations with full knowledge of the performance of a teacher will be conducted openlyteacher. The use of eavesdropping, closed circuit television, public address radio or audio systems and similar surveillance devices is shall be strictly prohibited. Any criteria Rules for observation such as length, time, guidelines, and evaluative instruments used by the Administration in evaluating teachers under this Article form used, shall be made available to all teachers no later than October 1 set with joint approval of each year, unless otherwise mutually agreed.the Superintendent and the P.T.S.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a C. A teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the ’s file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The for those restricted by law, shall be for official school business only. Each teacher shall have the right upon request to answer any material filed and review the answer shall be attached to the related material.
d. Upon request contents of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member ’s own personal file. A representative of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher P.T.S. may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral requested to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect accompany the teacher in his/her employment he/she will such review.
D. A teacher shall at all times be entitled to have present a representative(s) representative of the Association P.T.S. when the teacher is being reprimanded, warned or disciplined for any infraction of discipline or delinquency in professional performance. When a request for such representation is made, no action shall be taken in respect to the teacher until such representative of the P.T.S. is present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a E. No teacher shall be included disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage, without just cause including adverse evaluation of teacher performance or violation of State and Federal laws. Any discipline assessed by the personnel file. In Board, or any instanceagent or representative thereof, nothing contained in shall be subject to the working file will be used against professional grievance negotiations procedure hereinafter set forth.
F. If a teacher without after receiving a copy being provided reasonable degree of assistance fails to perform their assigned responsibilities for a period in excess of one year, dismissal may be invoked by the teacher Board, in accordance with applicable Federal and an opportunity for State laws and the teacher to provide a written responseterms and conditions of this Agreement.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. All evaluation of work performance of teacher personnel shall be conducted openly and with full knowledge of the teacher involved and by persons certified by the New Jersey State Board of Examiners to supervise instruction. Learning walks may be undertaken by appropriately certified personnel and reported in a professionally responsible manner by appropriate administrative personnel or individuals designated form agreed upon by the Superintendent District and the Association. Learning walk observations, while providing impetus for coaching and improvement, are not to be included or Principal. It is understood that teacher evaluation is a continuous process throughout referenced in the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations of the performance of a teacher will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreedsummative evaluation.
8.2 Personnel files for all teachers B. Lesson plans shall be maintained under in a form consistent with the following conditions:needs of the administrative and supervisory staff and the teacher and shall be regularly submitted as required by the administrative and supervisory staff. They shall be in sufficient detail to permit continuance of the instructional programs by a substitute in the event of the teacher's absence.
a. C. The Board of Education and the Administration subscribe to the principle that a teacher has the right to full knowledge regarding the judgment of his supervisors respecting that effectiveness of his performance and that, further, he is entitled to receive such recommendations that will assist him in increasing the effectiveness of his performance.
D. The Administration shall establish supervisory procedures in accordance with NJ TEACH legislation
E. Each teacher shall sign all copies of the written evaluation attesting to the fact that the contents of the evaluation are known to them. Each teacher shall receive a copy of each written observation/ evaluation. A conference shall be arranged between the evaluator and the teacher as soon as possible after receipt of the evaluation by the teacher. At such time, the teacher is entitled to have his response to the evaluation heard and attached to said evaluation.
F. A teacher shall be advised and provided with a copy of all written complaints from parents and other sources relative to his performance or activities and shall be given an opportunity to respond thereto. No adverse derogatory material dealing with can be place in a teacher's conduct, service, character, or personality shall be placed in the personnel file unless the a teacher has had an opportunity to read the review said material. The teacher shall acknowledge that he or she has read had the opportunity to review such material by signing affixing his signature to the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have the right to submit a written answer any material filed and the answer shall be attached to the related such material.
d. Upon request of the teacher during normal office hours, he G. Reports or she evaluations shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainantshall include, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall but not be unreasonably denied.limited to:
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention1. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion Strengths of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in .
2. Weaknesses of the teacher’s personnel file.
3. In such an event, Specific suggestions as to how the teacher might improve his performance.
H. Teacher evaluation as set forth above shall conform to all existing laws and rules.
I. A teacher’s portfolio may be utilized by the District as part of their annual evaluation of teachers. Required elements of this portfolio will be notified that agreed upon by the item is being placed District and the Association as part of a comprehensive evaluation system.
J. The Board may observe and evaluate employees in his/her personnel filesupplemental programs, shall acknowledge receipt of notificationincluding but not limited to Schedule B advisors, night school, summer school, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written responseco-curricular programs.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. A written report shall be completed and signed by the Principal and the teacher after each observation. A copy of the report shall be given to the teacher. A teacher may submit his rebuttal if he does not agree with the Principal's evaluation. Both documents are to be placed in the teacher's personnel file. A teacher may also confer with the Superintendent regarding his evaluation.
B. Each observation shall be made in person for a minimum of thirty (30) consecutive minutes. All monitoring or observation of the work of a teacher shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by with the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations full knowledge of the performance of a teacher will be conducted openlyteacher. The use of eavesdropping, closed circuit television, public address or audio systems and similar surveillance devices is shall be strictly prohibited. Any criteria and evaluative instruments used prohibited by the Administration administration or any other employee of the school district, and shall in evaluating teachers under no case be used as a monitoring device.
C. Each teacher shall have the right upon request to review the contents of his own personnel file maintained at the teacher's school or at the office of the Superintendent. A representative of the Association may, at the teacher's request, accompany the teacher in this Article review. The review shall be made available in the presence of the administrator responsible for the safekeeping of these files. Privileged information such as confidential credentials for which the teacher has signed a waiver clause, are specifically exempted from review. The administrator shall, in the presence of the teacher's authorized representative, remove these credentials and confidential reports from the file prior to all teachers no later than October 1 a review of each year, unless otherwise mutually agreedthe file by the teacher.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. D. No adverse material dealing with a teacher's conductmaterial, serviceincluding but not limited to, characterstudent, parental or personality shall school personnel complaints originating after initial employment will be placed in the his/her personnel file unless the teacher has had an the opportunity to read review the material. Complaints against the teacher shall be put in writing with names of the complainants, administrative action taken, and remedy clearly stated. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming may submit a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of written notation regarding any material placed in his or her file.
c. The teacher shall have the right to answer any material filed including complaints, and the answer same shall be attached to the related material.
d. Upon request file copy of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or question. If the teacher believes that the material to be placed in his/her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student inappropriate or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agencyerror, the teacher may request that receive adjustment, provided cause is shown, through the investigation grievance procedure whereupon the material will be conducted by corrected or expunged from the office file. If the teacher is asked to sign material placed in his file, such signatures shall be understood to indicate his awareness of the Superintendent, and such request material but in no instance shall not said signature be unreasonably denied.
c. Teachers will be given interpreted to mean agreement with the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion content of the investigationmaterial. A teacher may request a prompt investigation if an investigation has not already been conducted; howeverAll recommendations, written or oral, shall be based on the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion contents of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items 's personnel file.
E. If a freedom of information act (FOIA) request is received for placement in the a teacher’s personnel file. In such an eventfile or personnel file information, the teacher will be notified of the request when it is received by an administrator. If the teacher indicates that he will challenge whether the item information is being placed in his/her personnel filedisclosable under the FOIA, shall acknowledge receipt of notification, and the Board will be provided an opportunity to respond. Any written response from a teacher shall be included in take the personnel file. In any instance, nothing contained in maximum time permitted by the working file will be used against a teacher without a copy being provided FOIA before it responds to the teacher and an opportunity for the teacher to provide a written responseFOIA request.
Appears in 1 contract
Samples: Professional Negotiations Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. All monitoring or observation of the work performance of a teacher shall be conducted openly and in a professionally responsible manner with full knowledge of the teacher by appropriate administrative personnel certified supervisors or individuals designated administrators employed by the Superintendent district.
B. Unless mutually agreed to extend, a conference between the teacher and the evaluator shall be held within five (5) working days for the purpose of identifying deficiencies, if any, and extending assistance for their correction, improving instruction, improving performance, or Principalidentifying strengths. It is understood that The teacher evaluation is may have a continuous process throughout the school year; however, this representative at his/her request. No report shall not preclude the Board from taking appropriate action at any time during the school year pursuant be submitted to the provisions central office for filing, placed in the teacher's file or otherwise acted upon without prior conference with the teacher. The teacher shall receive a copy of this Agreementa formal observation, interim report and/or annual evaluation summary report within ten (10) working days following the conference and shall have ten (10) working days to return a signed copy to the evaluator with a written response if desired.
C. A teacher shall have the right upon request to review the contents of his/her personnel file and to receive at Board expense one set of copies of any documents contained therein. All monitoring or observations A teacher shall be entitled to have a representative of the performance of Association accompany him/her during such a teacher will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreedreview.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. D. No adverse material dealing with derogatory to a teacher's conduct, service, character, character or personality shall be placed in the his/her personnel file unless the teacher has had an opportunity to read review the material. The teacher shall acknowledge that he or he/she has read such had the opportunity to review the material by signing affixing his/her signature to the actual copy to be filed, filed with the express understanding that such a signature merely signifies that he or she has read the material to be filed and does not necessarily indicate in no way indicates agreement with its contentthe contents thereof. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall also have the right to submit a written answer any to such material filed and the his/her answer shall be provided to the Superintendent or his/her designee and attached to the related materialfile copy. The Board shall not establish any separate personnel file which is not available for the teacher's inspection.
d. Upon request of the teacher during normal office hours, he or she E. All non-tenured teachers whose contracts are not to be renewed shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed receive written notification from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member Superintendent of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of intentions by the Association presentdate specified in statute.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written response.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. 12.1 All monitoring or observations observation of the work performance of a teacher will be conducted openlyopenly and with full knowledge of the teacher. Within a reasonable length of time, teachers will be given a copy of any evaluation report prepared by their superiors and shall have the right to discuss such report with their superiors.
12.2 For the purpose of evaluation, superiors are defined as members of the administrative staff to include the Superintendent, Assistant Superintendents, Principals, Assistant Principals, Director of Guidance, and Heads of Departments.
12.3 The use of eavesdropping, public address or audio systems systems, and similar surveillance devices is shall be strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under 12.4 Teachers have the following conditions:
a. No adverse material dealing with a teacher's conductright, serviceupon written request, character, or personality shall be placed in to review the file unless the teacher has had an opportunity to read the materialcontents of their personnel file. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The A teacher will receive be entitled to have a copy representative of any material placed in his or her file.
c. the Association accompany him during such review. The teacher shall have the right to answer request and receive copies of any material in his/her personnel file pertaining to his/her services in the Marshfield School System.
12.5 No material derogatory to a teacher's conduct, services, character or personality will be placed in his/her personnel file unless the teacher has had the opportunity to review the material. The teacher will acknowledge that she/he has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will have the right to submit written statements in response to such material and the his/her answer shall be reviewed by the Superintendent and attached to the related materialfile copy.
d. Upon request 12.6 The Association recognizes the authority and responsibility of the principal for disciplining or reprimanding a teacher during normal office hoursfor delinquency of professional performance. If a teacher is to be disciplined or reprimanded by a member of the administration, s/he or she shall be permitted entitled to reproduce any material in his or her file subject to have a member of the procedures established by the SuperintendentAssociation present if s/he so desires.
e. Material 12.7 No teacher will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustaineddisciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause.
8.3 Complaints shall be processed as follows:
a. 12.8 Any formal complaint in writing regarding a teacher made to any a member of the administration by any a parent, student or other person which is used in any manner in evaluating a teacher shall will be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought promptly called to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must teacher. Teachers will be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral timely manner about serious concerns regarding professional performance expressed by a parent, student or peer to an outside agency, the teacher may request that the investigation be conducted by the office members of the Superintendentadministration. Whenever possible and practicable, and such request shall not be unreasonably denied.
c. Teachers teachers will be given the initial opportunity to respond resolve such concerns and will advise the administration of any actions taken to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action takendo so.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 12.9 The parties agree that supervisors acknowledge they have agreed to a new Professional Staff Evaluation Program, including new evaluation procedures and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notificationrelated forms, and will be provided an opportunity to respond. Any written response from a teacher shall be included hereby incorporate the same in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written responseits entirety into this Master Agreement by reference.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. All monitoring or observation of the work performance of a teacher shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations with full knowledge of the performance of a teacher will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreedteacher.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The B. Each teacher shall have the right right, upon request, to answer review the contents of his/her own personnel file. A representative of the Association may be requested to accompany the teacher in such review. Exempt from this review will be confidential college records. A teacher will be given the opportunity to file a response to any adverse material filed placed in his/her personnel file and the answer response will be made a part of said file. If the teacher is asked to sign materials placed in his/her file, such signature shall be attached understood to indicate his/her awareness of the related material but in no instance shall said signature be interpreted to mean agreement with the content of the material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. C. Any formal complaint regarding a teacher made to any member of the administration Administration by any parent, student student, or other person which is considered in evaluating said teacher's performance will be called to his/her attention as soon as practical.
D. The teaching performance of non-tenure teachers will be observed and a written evaluation will be prepared at least two (2) times during the school year, not later than December 1st and April 15. A non-tenure teacher will be given twenty-four (24) hour notice prior to his/her first observation during his/her first year of probationary status. An observation shall consist of not less than a complete lesson or period. Nothing in this section shall preclude additional observations of a teacher's performance for less than a complete lesson or period which may be used in any manner in evaluating a teacher documentation of the teacher's performance, but only to supplement the primary observations. Tenure teachers shall be submitted in writing observed and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent a written evaluation completed a minimum of this article. Any such complaint shall be brought to the attention of the teacher within once every three (3) business daysyears. Teachers receiving a satisfactory evaluation(s) (ratings of 3 or 4 for all nine categories) will receive a one-time off-schedule stipend of $1.00 per year. The evaluator shall hold a conference with the teacher within eight (8) in-school days after the observation at which time a copy of the written evaluation shall be given to the teacher. If the teaching performance is undesirable, unless the complaint alleges criminal or other improper activities teacher shall be informed, in the written evaluation of a) undesirable performance stating specific faults, b) suggested means of correcting such undesirable performance and premature notification c) the consequences of failure to make such corrections. A copy of the evaluation shall then be given to the teacher could compromise a pending investigation.
b. In who may, within eight (8) in-school days thereafter, respond to the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigationevaluation in writing. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers Such response will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior attached to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, . The evaluation of the work of all teachers is the responsibility of the Administration and shall acknowledge receipt be performed by the administrator or outside resource person designated by the Administration. All evaluations shall be upon the official form approved by the Board of notification, Education. No adverse re-employment evaluation of any teacher's performance shall be made without following the above procedure.
E. The evaluation instrument and process will be provided an opportunity reviewed with each probationary teacher (and a tenure teacher at that teacher's request) prior to respondthe first formal evaluation of that teacher's performance during any school year.
F. The Board and Association shall establish a joint Evaluation Committee to review the teacher evaluation instrument. Its goal shall be to improve that instrument. The Evaluation Committee shall consist of three representatives appointed by each party. Any written response recommendations from a teacher the committee shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided referred to the teacher and an opportunity for the teacher to provide a written responseCMC.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated A. Pursuant to regulations adopted by the Superintendent or PrincipalMassachusetts Department of Elementary and Secondary Education, the parties have agreed to implement a new procedure used for the evaluation of teachers at Frontier Regional High School. It This agreed upon evaluation tool is understood that teacher evaluation is a continuous process throughout marked as APPENDIX E to this contract.
1. Individual teachers will have the school year; however, this shall not preclude the Board from taking appropriate action right at any time during the school year pursuant working day to review the provisions contents of this Agreementtheir personnel file. All monitoring or observations of the performance of a A teacher will be entitled to have a representative accompany him/her during such review. Such review will be conducted openly. The use in the presence of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by a member of the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreedschool administration.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. 2. No adverse material dealing with derogatory to a teacher's conduct, service, character, or personality shall will be placed in the his/her personnel file unless the teacher has had an opportunity to read review the material. The teacher shall will acknowledge that he or he/she has read had the opportunity to review such material by signing affixing his/her signature to the actual copy to be filed, with the express understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate in no way indicates agreement with its contentthe contents thereof. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall also have the right to submit a written answer any to such material filed and the his/her answer shall be reviewed by the Superintendent and attached to the related materialfile copy within thirty (30) calendar days of receipt.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. C. Any formal signed written complaint regarding a teacher made to any member of the administration by any parent, student student, or other person which is used in any manner in evaluating a teacher shall will be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought promptly called to the attention of the Principal, who will inform the teacher within three (3) business daysas to the complaint, unless the source and nature of the complaint alleges criminal and the disposition of the complaint. However, frivolous complaints or other improper activities and premature notification to the teacher could compromise a pending investigationanonymous complaints that are not corroborated or verified by administration will be disregarded.
b. In D. The Association recognizes the event authority and responsibility of the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal Principal for disciplining or other improper activities and premature notification to reprimanding a teacher could compromise a pending investigationfor delinquency of professional performance. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during If any investigation, provided the Superintendent or designee concludes that such formal action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect taken against the teacher in his/her employment teacher, he/she will be entitled at his/her option to have a representative(s) representative present from those representatives reasonably available. All participants at disciplinary meetings are entitled to be treated with professionalism.
E. Pursuant to Chapter 71, Section 42, a Principal may dismiss or demote any teacher or other person assigned full-time to the school, subject to the review and approval of the Association present.
8.5 The parties agree that supervisors Superintendent; and administrators subject to the provisions of this section, the Superintendent may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion dismiss any employee of the teacher’s most recent evaluation cycleschool district. In the case of an employee whose duties require him/her to be assigned to more than one school, unless the administration deems it necessary to incorporate specific items for placement and in the teacher’s personnel file. In such an eventcase of teachers who teach in more than one school, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher those persons shall be included considered to be under the supervision of the Superintendent for all decisions relating to dismissal or demotion for cause. A teacher who has been teaching in the personnel file. In any instance, nothing contained district for at least ninety calendar days shall not be dismissed unless he/she has been furnished with written notice of intent to dismiss and with an explanation of the grounds for the dismissal in the working file will be used against a teacher without a copy being provided sufficient detail to the teacher and an opportunity for permit the teacher to provide respond with documents relating to the grounds for dismissal, and, if he/she so requests, has been given a reasonable opportunity within ten school days after receiving such written responsenotice to review the decision with the Principal or Superintendent, as the case may be, and to present information pertaining to the basis for the decision and to the teacher's status. The teacher receiving such notice may be represented by an attorney or other representative at such a meeting with the Principal or Superintendent. Teachers without professional teacher status shall otherwise be deemed employees at will. A teacher with professional teacher status, pursuant to section forty-one, shall not be dismissed except for inefficiency, incompetency, incapacity, conduct unbecoming a teacher, insubordination, or failure on the part of the teacher to satisfy teacher performance standards developed pursuant to section thirty-eight of this Chapter 71, or other just cause.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations 5-1 Observation of the work performance of a teacher will be conducted openlycontinuously. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article Formal observation sessions shall be conducted with the full knowledge of the teacher. All other observations of the teacher’s work performance, which are to be made available part of his/her file, will be made known to all teachers no later than October 1 of each year, unless otherwise mutually agreedthe teacher as soon as possible.
8.2 Personnel files for all teachers 5-2 A teacher shall be maintained under the following conditions:
a. No adverse material dealing with given a teacher's conduct, service, charactercopy, or personality shall be access to an electronic copy, of any evaluation record or report prepared by his/her evaluators. If the teacher is dissatisfied with his/her evaluation, he or she may request conference time prior to the evaluation being placed in the file unless the teacher has had an opportunity to read the materialhis/her file. The teacher shall sign or electronically acknowledge on each record or report that he or he/she has read such material it. Such signature or electronic acknowledgement shall indicate only that the record or report has been read by signing the actual copy to be filedteacher, and in no way indicates agreement with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its contentcontents thereof. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have be given an opportunity to respond to and/or rebut the right evaluation records and reports, including the summative evaluation, which shall become part of his/her file. The teacher’s file may include hard copies and/or electronic copies.
5-2.1 Copies, or access to answer any material filed electronic copies, of the established evaluation plan and the answer procedures shall be attached available to the related materialall teachers.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint 5-3.1 Those complaints regarding a teacher made to any member of the administration by any parent, student student, or other person which is may be used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or promptly investigated. It shall be reduced the responsibility of the administrator to writing by inform the administration teacher in question, and shall identify to obtain this teacher’s opinion of the complainantsituation, if it appears to be a complaint of such a magnitude that it may eventually be placed in the teacher’s file. Any complaint communicated by email shall comply with the intent of this article. Any such complaint The teacher shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue given an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conductedthose complaints, said opportunity to respond shall occur prior to the conclusion which, as a result of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice shall become part of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment file.
5-3.2 The teacher shall acknowledge that he/she will has had the opportunity to review such complaint by affixing his/her signature to the copy to be entitled filed, with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher shall also have the right to have submit a representative(s) of written answer to such material and his/her answer may be reviewed by the Association presentSuperintendent or his/her designee and shall be attached to the file copy.
8.5 The parties agree that supervisors 5-3.3 All documents shall be filed, signature notwithstanding, and administrators may maintain working files for employee/personnel issuessuch action shall be so indicated by the supervisor. The Parties further agree that notes and other materials contained in such files will Association shall be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement informed if any employee described in the teacher’s personnel file. In such an event, the teacher will be notified unit in Article I refuses to sign derogatory or evaluation material that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written response.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall Section 5.1 The use of eavesdropping, closed circuit television, public address, or audio systems, and similar surveillance devices will be conducted openly strictly prohibited when any of these activities are carried out without the prior consent of the teacher and the Association President. Surveillance cameras will be used to enforce student code of conduct in common or multi-purpose environments such as: stationery computer labs, media centers, physical education rooms (gymnasium) and academic centers. This Section is not intended to prevent teachers from having their lessons videotaped or televised for personal use, presentation to others or for use as a professionally responsible manner by appropriate administrative personnel or individuals designated by means of improving their teaching techniques. However, if so used, the Superintendent or Principalteacher will give his/her consent beforehand and will have the right to dispose of the resulting recording(s).
Section 5.2 Every teacher will, during regular business hours, be permitted to review all files dealing with his/her employment. Every teacher has the right to have an Association Representative present while reviewing his/her files. It is understood that all evaluations hereinafter placed in a teacher's personnel file will be dated and signed by the author. A copy of all evaluations thus entered into a teacher's personnel file will be furnished to the individual evaluated. Confidential communications such as the files furnished by a College Placement Office may not be shown to a teacher. However, should it be necessary to remove the confidential material temporarily, (while a teacher evaluation reviews the remainder of the files) then it will be removed and replaced in the presence of an Association Representative. A copy of all material hereinafter inserted in a teacher's personnel files will continue to be furnished to the teacher and is subject to challenge as previously stated in this Section. A teacher has the right to prepare a continuous process throughout written response to the school year; howeverenclosed material. The response will be attached to the objectionable material. A teacher will at all times be entitled to have present a representative of the Association when he/she is being disciplined and/or reprimanded or when being investigated to determine if discipline/reprimand as defined in Section 5.3, this shall not preclude paragraph D, is warranted for any infraction or delinquency in professional performance. If a request for such representation is made, no action will be taken with respect to the Board from taking appropriate action teacher until the representative of the Association is present. It is understood by the Association that representation for the teacher will be provided on the same day, if possible, or on the next working day. If the disciplinary action, reprimand, or investigation falls on a day prior to a holiday or recess, then the Association will provide representation on the same day of the discipline, reprimand, or investigation.
A. Before disciplining, reprimanding, or investigating a teacher, the administrator conducting the same will advise the teacher of his/her right to Association representation. If the teacher desires an Association Representative present at any time during stage of the school year pursuant meeting, the meeting will be delayed until the representative is present, as provided in Section 5.3, first paragraph.
B. In the absence of a request for representation by a teacher, the administrator may request the attendance of an Association Representative.
C. Whenever requested by either a teacher or the administrator, the Association Representative will be available as defined in Section 5.3, first paragraph.
D. Disciplining, or the reprimanding of a teacher, will be construed to mean a formal, written report of the incident or infraction. A principal may speak to a teacher regarding delinquency in professional performance without putting the infraction in writing, but after the third infraction, the principal will formalize such infractions in writing, and will reprimand and/or discipline said teacher according to the above provisions of this Agreement. All monitoring or observations of the performance of a teacher will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed E. Nothing contained in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming above paragraphs will prevent a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed principal from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in exercising his/her employment he/she normal administrative and supervisory duties. A principal will at all times be entitled free to have a representative(s) of the Association presentdiscuss and talk to teachers regarding their professional performance.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written response.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. A. All monitoring or observations observation of the work performance of a teacher will be conducted openly. The use Teachers will have the right to discuss such report with their superiors and will be shown a copy of eavesdroppingany such evaluation report and, public address upon request, will be given a copy. In the event of any adverse criticism or audio systems an unsatisfactory evaluation, a teacher at the teacher’s option shall have ample opportunities to demonstrate improved performance and, if necessary, shall be able to have additional evaluations by a second administrator. Effective July 1, 2015 all staff will be evaluated on M.G.L., c.71, §38; M.G.L. C.150E; the Educator Evaluation regulations, 603CMR 35.00 et seq.; and similar surveillance devices is strictly prohibited. Any criteria the Model System for Educator Evaluation developed and evaluative instruments used which may be updated from time to time by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 Department of each year, unless otherwise mutually agreedElementary and Secondary Education.
8.2 Personnel files for all teachers shall 1. Teachers will have the right, upon request, to review the contents of their personnel file. A teacher will be maintained under entitled to have a representative of the following conditions:Association accompany the teacher during such review.
a. 2. No adverse material dealing with derogatory to a teacher's ’s conduct, service, character, character or personality shall will be placed in the his personnel file unless the teacher has had an opportunity to read the review such material. The teacher shall will acknowledge that he or she has read had the opportunity to review such material by signing affixing his signature to the actual copy to be filed, filed with the express understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate in no way indicates agreement with its contentthe contents thereof. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall also have the right to submit a written answer any to such material filed and the teacher’s answer shall be reviewed with the Superintendent or the Superintendent’s designee and attached to the related materialfile copy.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. C. Any formal complaint complaints regarding a teacher made to any a member of the administration by any a parent, student or other person which is used in any manner in evaluating a teacher shall will be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought promptly called to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigationteacher.
b. In D. The Association recognizes the event authority and responsibility of the Administration decides to pursue an investigation principal and the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal Superintendent of Schools for disciplining or other improper activities and premature notification to reprimanding a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation for delinquency of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attentionperformance. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect by a member of the administration above the level of the principal, however, the teacher in his/her employment he/she will be entitled to have a representative(s) representative of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the E. No teacher will be notified that the item is being placed disciplined, reprimanded, reduced in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher rank or compensation without a copy being provided to the teacher and an opportunity for the teacher to provide a written responsejust cause.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement1. All monitoring or observations evaluation of the performance of a teacher will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under done openly, with full knowledge of the following conditionsteacher being evaluated. No eavesdropping, “bugging,” or other hidden surveillance shall be used.
2. Evaluation must take note of special circumstances. The teacher of special education, for example, does not use the same teaching techniques as the teacher in the regular classroom.
3. The teacher shall be given a copy of the evaluation report within two (2) days of the evaluation to allow sufficient time before a conference to study it thoroughly, except in emergencies.
4. The conference shall occur at a mutually agreeable time within five (5) school days of the evaluation. In the event of a legitimate delay, the party requiring the delay shall so inform the other party.
5. No evaluation reports shall be submitted to the central office or otherwise acted upon before the conference between teacher and evaluator.
6. The evaluation report shall include an assessment of:
a. the strengths of the teacher;
b. progress the teacher has made since the previous evaluation;
c. remaining difficulties; if any
d. specific suggestions on measures the teacher can take to improve his performance in areas where difficulties have been indicated.
7. No adverse teacher should be asked to sign a blank or incomplete evaluation form.
8. No material dealing with derogatory to a teacher's ’s conduct, service, character, personality, or personality reputation shall be placed in the teachers personnel file – including an evaluation report – unless the teacher has first been shown the material and had an opportunity to read review it.
9. To any material prepared for his or her personnel file, the materialteacher shall have the right to submit a written answer which, after being reviewed by the Superintendent or his or her designee, is attached to the file copy.
10. The teacher shall acknowledge that he have the right, upon request, to review the contents of his or she has read such material by signing the actual copy her personnel file and to be filedreceive, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive at Board expense a copy of any material placed in his or her filedocuments contained therein.
c. 11. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material indicate those documents in his or her file subject personnel file, which he or she believes, are obsolete or otherwise inappropriate to the procedures established retain. After a review by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student Superintendent or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leavedesignee, such materials shall be destroyed. Disputes over the retention of such documents shall be considered grievances, with full pay and benefits during any investigation, provided action beginning at the Superintendent Superintendent’s level.
12. Any evaluation form or designee concludes that such action is in its contents shall be treated as confidential information by all persons handling it.
13. Any evaluation form or its contents shall only be transferred with the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office written consent of the Superintendent, and such request shall not be unreasonably deniedperson evaluated.
c. Teachers will 14. Procedures for evaluation shall be given developed and/or modified under the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion direction of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, District’s Chief School Administrator in consultation with the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action takenAssociation.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written response.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 21.1 Teacher Evaluation evaluation is a continuing process conducted on both a formal and an informal basis. Teachers will be given a copy of any evaluation report prepared by their Superiors, and will have the right to discuss such reports with their Superiors. A teacher will have the right to write a rebuttal to any evaluation report and to have said rebuttal permanently attached to the original of said report. The teacher will indicate that he/she has seen and received a copy of said evaluation report by affixing his/her signature to the original copy. The signature shall in no way indicate agreement with the contents of the evaluation report, but rather serve as evidence that the teacher has seen the report and been given a copy thereof.
21.2 A teacher may, upon request and by appointment, review and copy the contents of his/her personnel file, except that all confidential references supplied by persons not employed by the Committee will be removed.
21.3 Under normal circumstances, formal evaluation reviews and counseling type evaluations shall be conducted openly on a one-to-one basis by those directly involved in the evaluation. If more than one Administrator is present, the teacher may have another teacher of his/her choice in attendance.
21.4 The Association recognizes the authority and in a professionally responsible manner by appropriate administrative personnel or individuals designated responsibility of the Superintendent, the Assistant Superintendent, the Principals, and other agents of the Committee for maintaining high quality professional performance by the Superintendent teachers, including therein the authority and responsibility for disciplining or Principalreprimanding
21.5 Any complaint about a teacher resulting in an adverse entry in the teacher's personnel file shall be called promptly to the attention of the teacher. It is understood that The teacher evaluation is a continuous process throughout will acknowledge having had the school yearopportunity to review such material by signing the copy to be filed; such signature, however, this shall not preclude be deemed to indicate agreement with the Board from taking appropriate action at any time during contents thereof. The teacher will also have the school year pursuant right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent, Assistant Superintendent, or Principal and attached to the provisions of this Agreementfile copy. All monitoring or observations of the performance of a teacher will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available No derogatory information relating to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, character or personality shall will be placed in the such teacher's personnel file unless the teacher has had an opportunity to read the materialthere is a reason for doing so which is not arbitrary and capricious. The preceding sentence shall not apply to teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added evaluations.
21.6 In addition to the fileprovisions of Section 21.5, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the no teacher will be notified formally disciplined (including, but not limited to, being suspended without pay or being given written warning), or reduced in rank or compensation, without just cause. It is agreed, however, that the item is being placed in his/her personnel file, shall acknowledge receipt nonrenewal of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written responseprofessional status' appointment is excluded from coverage under this provision.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. All monitoring or observation of the work performance of a teacher shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations with knowledge of the performance of a teacher will be conducted openlyteacher. The use of eavesdroppingClosed circuit television, public address or audio systems systems, and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available used only by mutual consent of the principal and individual teacher. There shall be no electronic monitoring of the lounges and workrooms. This shall not prevent inclusion in an evaluation of factors not seen during the observation, but observable on a day-to-day basis; punctuality, attentiveness to all teachers no later than October 1 of each yearclass, unless otherwise mutually agreedcomplaints, etc., provided such factors comply with Section G. below. - 4 -
8.2 Personnel B. Official teacher personnel files for all teachers shall be maintained under the following conditionscircumstances:
a. 1. No adverse derogatory material dealing with regarding a teacher's conduct, service, character, character or personality shall be placed in the file files unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. 2. The teacher shall have the right to inspect and answer any material filed files and the his/her answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigationcopy, provided the Superintendent or designee concludes that such action is answer meets statutory requirements.
3. Confidential university files, and/or those from placement agencies will be maintained in separate files and retained in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied's office.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. C. A teacher may request to have present a prompt investigation if an investigation has not already been conducted; howeverRepresentative from the Association at any meeting at which the teacher reasonably believes may result in discipline or when he/she is being reprimanded, warned, or disciplined for any infraction or discipline or delinquency in professional performance. The Administration will so advise the Administration maintains teacher to have his/her Building Representative present when a written reprimand is to be given. When a request for such Representative is made, no action shall be taken with respect to the authority to decide whether an investigation teacher until such Representative from the Association is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action takenpresent.
8.4 If a teacher D. Any teacher, who is required to appear before an Administrator to be formally disciplined or reprimanded or for any other reason which and who has no recourse available under the Teacher Tenure Act of 1937, may adversely affect process a grievance under the teacher procedures established in his/her employment he/she will be entitled to have a representative(s) of the Association presentthis Agreement.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a E. No teacher shall be included reprimanded or disciplined in front - of students. No teacher shall be disciplined, reprimanded, dismissed or demoted as defined under the personnel fileMichigan Teacher Tenure Act, without just cause. In any instanceAny such discipline, nothing contained in reprimand, demotion or adverse evaluation of a teacher’s performance, short of dismissal, shall be subject to the working file Grievance Procedure hereinafter set forth. All information forming the basis for disciplinary action will be used against a teacher without a copy being provided made available to the teacher and an opportunity for the teacher to provide a written responseAssociation upon request.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. The evaluation of teaching in our school system shall be conducted openly cooperative and in a professionally responsible manner by appropriate administrative personnel or individuals designated by constructive with the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations full knowledge of the performance teacher. No prior notice need be given. Its major purpose is the improvement of a teacher will be conducted openlythe total teacher-learning situation. Supervisors and teachers shall work together to study factors in the learning situation, and then plan and work for improvement. The use very nature of eavesdropping, public address or audio systems supervision and similar surveillance devices is strictly prohibitedevaluation requires that both teachers and supervisors approach the process with mutual respect and cooperation. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall Evaluation procedures will be made available to all teachers no later than October 1 at the beginning of each the school year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers B. The evaluator must be clearly identified as an evaluator.
C. Visits to any classroom should not be heralded by any introduction or other formality. The classes should continue as usual. A conference should follow the visit. Teachers should feel free to request additional conferences or guidance whenever they feel that either would be beneficial.
D. A teacher shall be maintained under given a copy of any class visit evaluation report prepared by an administrator or supervisor. The length of time from the following conditions:
a. date of the classroom observation to the issuance of the written report to the teacher shall not exceed 10 school days. No adverse material dealing with a such report shall be submitted to the central office, placed in the teacher's conduct, service, characterfile, or personality otherwise acted upon without a prior conference with the teacher. The teacher's signature on an evaluation report shall indicate that he/she has read the report.
E. Evaluations are available only to the teacher and administration.
F. The teacher shall have the right to reply to the evaluation in writing within ten (10) school days of receiving said evaluation and should have the same attached to the evaluation file copy. In extenuating circumstances, a request for an extension of said time limits shall not be unreasonably denied.
G. No material shall be placed in the a teacher's personnel file unless the teacher has had an opportunity to read review the material. The teacher shall acknowledge that he or he/she has read had the opportunity to review such material by signing affixing his/her signature to the actual copy to be filed, filed with the express understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate in no way indicates agreement with its contentthe contents thereof. Except incidents involving conduct unbecoming The teacher shall also have the right to submit a written answer to such material and his/her answer to such material shall be reviewed by the Chief School Administrator or his/her designee and attached to the file copy.
H. Should a teacher refuse to sign material referred to in this article. the evaluator shall invite the president of the East Windsor Education Association or other such serious event(s), an incident his/her designee to witness the fact and the opportunity to affix his/her signature acknowledging that the opportunity was presented; and said president or his/her designee shall sign to indicate his/her knowledge of the circumstances.
I. Any written material contained in a teacher's personnel file which a teacher has not been reduced had an opportunity to writing within ninety (90) days of its occurrencereview, exclusive of vacation periodsrebut, may and sign shall not be added to the file, except as outlined used in 8.5 belowany proceeding against that teacher.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher J. A teacher, upon request shall have the right to answer any material filed and review the answer shall be attached to the related material.
d. Upon request contents of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written response.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. 13.1 All monitoring or observations observation of the work performance of a teacher will be conducted openlyopenly and with full knowledge of the teacher.
13.2 Each teacher shall, upon request, be permitted to review the contents of their personnel files and to file a written answer to any material which the teacher deems to be derogatory or factually inaccurate. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article Such teacher shall be made available entitled to all teachers no later than October 1 have a representative of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall the Association present during such review. No material which the Superintendent or the appropriate Principal determines to be maintained under the following conditions:
a. No adverse material dealing with derogatory to a teacher's conduct, service, character, character or personality shall be placed in the a teacher's personnel file unless the teacher has had an opportunity to read review the material. The teacher shall acknowledge that he or she has read having had the opportunity to review such material by signing affixing his or her signature to the actual copy to be filed; however, with the understanding that such signature merely signifies that he or she has read the material to be filed and does shall not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 belowcontent thereof.
b. The 13.3 Upon request, each teacher will receive be given a copy of any material placed in his or her fileevaluation report prepared by their supervisors and shall be given an opportunity to discuss such report with the appropriate supervisor.
c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. 13.4 Any complaint communicated by email shall comply with emanating from outside the intent of this article. Any such complaint school or within the school which may result in a formal oral reprimand, a written reprimand, disciplinary action or which may be used as a basis to formulate an objective under the evaluation procedure shall be brought to the teacher’s attention in writing, including the identification of the teacher complainant, within three five (35) business days, unless days of the receipt of said complaint alleges criminal or other improper activities by the Administration. The School Committee and premature notification the Association agree that the professional staff will recognize its responsibility to demonstrate sage professional judgment in dealing with such complaints and the teacher could compromise a pending investigationindividuals involved.
b. In 13.5 The Association recognizes the event authority and responsibility of the Administration decides Principal to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal reprimand or other improper activities and premature notification to otherwise discipline a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation for delinquency of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attentionperformance. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect otherwise disciplined by a member of the teacher in his/her employment he/she Administration above the level of the Principal, however, they will be entitled to have a representative(s) representative of the Association present.
8.5 13.6 No teacher with professional teacher status shall be reprimanded, reduced in rank or compensation or otherwise disciplined without good cause. If the discipline of a teacher rises to the level of suspension or termination, no teacher with professional teacher status will be suspended or terminated without just cause. Teachers without professional status may be dismissed without notice within 90 calendar days, and they may not be reappointed at the end of each school year without cause consistent with MGL Ch. 71.
13.7 The parties agree that supervisors Appendix C shall represent the procedure, philosophy, and administrators instrument by which teachers shall be evaluated. Appendix C shall be periodically reviewed through a joint teacher-administrator committee. Changes may maintain working files for employee/personnel issues. The Parties further agree that notes be made outside of formal negotiations, but only with the agreement and other materials contained in such files will be destroyed after the completion signature of the teacher’s most recent evaluation cycle, unless ABEA and the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written responseSuperintendent.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation Upon one week’s written request, the teacher will be allowed to review and copy the contents of his/her personal file. The teacher will also have the right to submit a written answer to any material in his/her file. Any complaint regarding a teacher shall be conducted openly made to the teacher, to the department head, to the principal, and to the superintendent, in a professionally responsible manner by appropriate administrative personnel or individuals designated that order. In the case of any complaint received by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; howeveradministration, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations of the performance of a teacher will be conducted openlypromptly notified of the complaint, the source of the complaint, and the disposition of the complaint. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available No material derogatory to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's ’s conduct, service, character, or personality shall will be placed in his/her personnel file unless an administrator determines that the file material is substantiated by fact, and unless the teacher has had an opportunity to read review the material. (An administrator’s determination that material is substantiated by fact is subject to the grievance and arbitration provisions of this agreement, but any grievance alleging that material is not substantiated by fact must be submitted in writing at Level I of the grievance procedure within 10 days after the teacher knew or reasonably should have known that the material has been placed in the teacher’s personnel file.) The teacher shall will acknowledge that he or he/she has read had the opportunity to review such material by signing affixing his/her signature to the actual copy to be filed, with the express understanding that such a signature merely signifies in no way indicates agreement with the contents thereof. (The requirement that he or a teacher acknowledge that he/she has read had the opportunity to review material before it is placed in the teacher’s personnel file by affixing his/her signature to the copy to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming apply to documents written to a teacher, but no document written to a teacher or other such serious event(s), an incident may be used at the basis for disciplinary action unless the document indicates on it that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it document is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement placed in the teacher’s personnel file. In such an event, the .) The teacher will be notified that also have the item is being placed in right to submit a written answer to such material, and his/her personnel file, answer shall acknowledge receipt of notification, be reviewed by the superintendent and attached to the file copy. No teacher with professional teacher status will be provided an opportunity to responddischarged, disciplined, reprimanded, reduced in rank or compensation, except for inefficiency, incapacity, conduct unbecoming of a teacher, insubordination, or other good cause. Any written response from a teacher shall be included See Appendix E for Educator Evaluation Agreement. Examples of the above are available online and in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher superintendent’s and an opportunity for the teacher to provide a written responseprincipal’s offices.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. All evaluation of the work performance of a teacher shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations with full knowledge of the performance teacher.
B. Probationary teachers shall be evaluated at least once each semester.
C. No teacher shall be disciplined in the presence of a teacher students or other non-certified personnel.
D. Whenever evaluation of teachers is based on information supplied by parents or students, such information and the name of the individual submitting such information will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreedto the teacher prior to the information being placed in the file.
8.2 Personnel files for all teachers E. Copies of the Principal's and Superintendent's written evaluations (on the evaluation form), shall be maintained under submitted to the following conditions:teacher within ten (10) days of such evaluation and a discussion shall take place.
a. No adverse material dealing with a teacher's conductF. In the event that the teacher feels his evaluation is incomplete or unjust, service, character, or personality shall he may put his objections in writing and have them attached to the evaluation report to be placed in his personal file. Any disagreements concerning this evaluation will be subject to review the file unless Superintendent of Schools. However, if the teacher has had an opportunity to read procedure in the material. The teacher shall acknowledge that he or she has read such material by signing "manual for Teacher Evaluations" is not complied with, a grievance on the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to procedure may be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced appealed to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 belowarbitration.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue G. If an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If administrator believes a teacher is required doing unacceptable work, the reasons therefore shall be set forth in specific terms as shall an identification of the specific ways in which the teacher is to appear before an Administrator improve and of assistance to be disciplined or reprimanded or given by the administrator and other staff members.
H. Any teacher who receives a summative unsatisfactory evaluation may request an alternate evaluator the succeeding year. Either party may request the evaluation process to be reviewed by the joint committee annually.
I. All first evaluations for any other reason which may adversely affect the year must be completed and handed to the evaluated teacher by April 1. Any subsequent evaluations must be completed and in his/her employment he/she will be entitled to have a representative(s) the hands of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after evaluated teacher at least ten (10) days before the completion end of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in school year. Conferences concerning evaluations will take place if requested by the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written response.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. Section 5.1 All monitoring or observations observation of the work performance of a teacher will be conducted openlyopenly and with the full knowledge of the teacher. The use of eavesdropping, closed circuit television, public address address, or audio systems systems, and similar surveillance devices will be strictly prohibited when any of these activities are carried out without the prior consent of the teacher and the Association President. This Section is strictly prohibitednot intended to prevent teachers from having their lessons videotaped or televised for personal use, presentation to others or for use as a means of improving their teaching techniques. However, if so used, the teacher will give his/her consent beforehand and will have the right to dispose of the resulting tape(s).
Section 5.2 Every teacher will, during regular business hours, be permitted to review all files dealing with his/her employment. Every teacher has the right to have an Association Representative present while reviewing his/her files. It is understood that all evaluations hereinafter placed in a teacher's personnel file will be dated and signed by the author. A copy of all evaluations thus entered into a teacher's personnel file will be furnished to the individual evaluated. Confidential communications such as the files furnished by a College Placement Office may not be shown to a teacher. However, should it be necessary to remove the confidential material temporarily, (while a teacher reviews the remainder of the files) then it will be removed and replaced in the presence of an Association Representative. Teacher evaluations, extracurricular assignment evaluation, reprimands, warnings, and directives may be challenged by the teacher and, if it is found to be false, it will be removed from the teacher's personnel files. However, such challenge must be made within twelve (12) months of the insertion of the item into the teacher's personnel files. A copy of all material hereinafter inserted in a teacher's personnel files will continue to be furnished to the teacher and is subject to challenge as previously stated in this Section. A teacher has the right to prepare a written response to the enclosed material. The response will be attached to the objectionable material. A teacher will at all times be entitled to have present a representative of the Association when he/she is being disciplined and/or reprimanded or when being investigated to determine if discipline/reprimand as defined in Section 5.3, paragraph D, is warranted for any infraction or delinquency in professional performance. If a request for such representation is made, no action will be taken with respect to the teacher until the representative of the Association is present. It is understood by the Association that representation for the teacher will be provided on the same day, if possible, or on the next working day. If the disciplinary action, reprimand, or investigation falls on a day prior to a holiday or recess, then the Association will provide representation on the same day of the discipline, reprimand, or investigation.
A. Before disciplining, reprimanding, or investigating a teacher, the administrator conducting same will advise the teacher of his/her right to Association representation. If the teacher desires an Association Representative present at any stage of the meeting, the meeting will be delayed until the representative is present, as provided in Section 5.3, first paragraph.
B. In the absence of a request for representation by a teacher, the administrator may request the attendance of an Association Representative.
C. Whenever requested by either a teacher or the administrator, the Association Representative will be available as defined in Section 5.3, first paragraph.
D. Disciplining, or the reprimanding of a teacher, will be construed to mean a formal, written report of the incident or infraction. A principal may speak to a teacher regarding delinquency in professional performance without putting the infraction in writing, but after the third infraction, the principal will formalize such infractions in writing, and will reprimand and/or discipline said teacher according to the above provisions of this Agreement.
E. Nothing contained in the above paragraphs will prevent a principal from exercising his/her normal administrative and supervisory duties. A principal will at all times be free to discuss and talk to teachers regarding their professional performance.
Section 5.4 Official observations per Section 5.7 will be conducted by the teacher's immediate supervisor. Any criteria and evaluative instruments classroom instruction/skills must be viewed as a result of an official observation in order for it to be used on a Summative Evaluation Report. However, appropriate non-Bargaining Unit resource people may be utilized by the Administration Superintendent or designee. In addition, at a teacher’s request, observation(s) will be made by another school district supervisor appointed by the Deputy Superintendent of Instruction. In addition, the teacher and his/her supervisor may mutually agree to allow outside consultants in evaluating teachers under this Article shall the field of education to perform observations.
Section 5.5 All evaluation material is confidential and can only be made available to all teachers no the public under the provisions of the Freedom of Information Act. The District will notify the teacher and the Association if there is a request for such information.
Section 5.6 The teacher and evaluator will meet to review the formative evaluation at least five (5) work days before the review of the summative evaluation. Every summative evaluation must be preceded by a formative evaluation. Every formative evaluation does not require a summative evaluation.
Section 5.7 Prior to a formative evaluation, a meeting will be held where the teacher must complete the first page of the Formative Evaluation report and agree with the administrator upon a date for the observation session. If said administrator, or designee, does not make the observation on the agreed upon date, the teacher and the administrator will jointly decide if another Formative Evaluation session is to be scheduled. If the teacher and the administrator cannot agree as to the necessity of scheduling another Formative Evaluation session, the President of the AEA and Superintendent or designee will meet to determine whether or not another Formative Evaluation session will be scheduled.
Section 5.8 No later than October 1 December 15 and April 15 of each school year, unless otherwise mutually agreed.
8.2 Personnel files for a summative written evaluation report will be furnished to all probationary teachers shall be maintained under covering the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the materialrespective semesters. The teacher shall acknowledge that he Superintendent or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher designee will receive a copy of this evaluation report on all probationary teachers. Probationary teachers also includes teachers not covered by the Tenure Act with less than two (2) years of seniority.
Section 5.9 No later than April 25 of each school year, the summative written evaluation report will be furnished to tenure teachers covering the current school year. Tenure teachers will be evaluated at least once every three (3) years. An immediate supervisor may require an annual evaluation of specific teachers if the teachers received four (4) or more “needs to improve” rating on the previous year’s Summative Written Evaluation Report. The Superintendent or designee will receive a copy of this evaluation report on all tenure teachers. Tenure teachers also includes teachers not covered by the Tenure Act with two (2) years or more of seniority.
Section 5.10 Any deficiency in teaching performance determined in a Formative Evaluation or Summative Evaluation will be explained thoroughly to the teacher. Following the explanation, the teacher will be given a minimum of eighty (80) student days to correct the deficiency. The Performance Improvement Plan (PIP) will be mutually developed by the teacher and the administrator. It is the purpose of the Performance Improvement Plan (PIP) to set expectations for the teacher. These expectations are meant to improve a teacher’s performance. The Association President will be notified of any material teacher in this category. During this time period, there will be at least one (1) discussion regarding the teacher's progress. At the end of said time period, the administrator and the teacher will meet and determine the teacher's progress. If the administrator determines that more work is necessary, he/she may formulate additional performance objectives for the teacher to accomplish within the first eighty (80) student days of the next semester. However, it will be the administrator's prerogative to initiate a Teacher Assistance Plan (TAP) in order to correct serious deficiencies that were previously identified. The TAP will be drafted by the administrator in consultation with the teacher. The teacher will be given a minimum fifty (50) student days to correct the serious deficiency. The Association President will be notified of any teacher on a Teacher Assistance Plan (TAP).
Section 5.11 It is the purpose of a Teacher Assistance Plan (TAP) to correct serious deficiencies in job performance. Once the specified deficiencies have been corrected, the initiating administrator will complete a form entitled: "Satisfactory Completion of a Teacher Assistance Plan." A copy of this form will be placed in his or her filethe teacher's file along with the original TAP, and a copy of this form will be sent to the Association President.
c. Section 5.12 If a teacher in not provided the evaluation report in the time limit set forth in Sections 5.8 and 5.9 above, it will be considered as being evidence that the teacher's performance is at least satisfactory.
Section 5.13 If an administrator is going to recommend to the District the termination of a teacher, said teacher will be advised of the recommendation and reasons for same, in writing, at least ten (10) days prior to the recommendation being sent to the District. The Association will also be notified. If requested by the teacher shall or Association, the administrator involved and the Superintendent or designee will meet prior to the recommendation being sent to the Board. If a probationary teacher is being dismissed, the teacher can choose to request an open or closed hearing with the Board of Education prior to their decision on dismissal.
Section 5.14 A personal interview with the teacher being evaluated in order to review the evaluation will be held by the building administrator prior to the submission of the evaluation report to the Superintendent or designee. At this meeting the building administrator and the teacher being evaluated may, at their option, have one representative (Association Representative and/or administrator) in attendance. The request for representation will be honored within twenty-four (24) hours or on the next scheduled workday. This time limitation may be mutually waived. Prior to the personal interview, the teacher will have had opportunity to review his/her evaluation report. All evaluations will be based upon valid criteria for evaluating professional growth.
Section 5.15 Any teacher will have the right to answer attach to his/her teaching evaluation any material filed and written comment or document she/he may choose, provided the answer shall be attached comment or document is relevant to the related materialteacher's evaluation. Nothing herein will be construed to limit the administrator's right to include evidence or other documents of his/her choosing which are relevant to the evaluation.
d. Upon request of the teacher during normal office hours, he or she shall Section 5.16 Nothing contained herein will be permitted to reproduce any material in his or her file subject construed as contrary to the procedures established Michigan State Tenure Act as amended relative to the rights and privileges of teachers.
Section 5.17 No teacher will be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause. When such action is deemed necessary by the Superintendentadministration, it will be done privately and not before any students, parents, or other teachers except as provided in Section 5.3.
e. Material Section 5.18 Any evaluation, reprimand, or disciplinary action record not conducted as outlined in this Agreement will be removed from the file when teacher's files and not used for any purpose.
Section 5.19 Any evaluation of a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers educational classroom performance will be given based upon the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate teacher's methods and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in techniques used with his/her employment he/she will be entitled to have a representative(s) of the Association presentpupils.
8.5 The parties agree that supervisors and administrators Section 5.20 If any tenured teacher is involuntarily transferred between buildings (as defined in Section 20.4), they will not be summatively evaluated for at least one year after said transfer.
Section 5.21 First year probationary teachers may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after non-renewed without the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an eventPIP/TAP process.
Section 5.22 By September 15, the teacher principal will be notified that the item is being placed inform each teacher, in his/her personnel filewriting, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file what evaluation method will be used against a teacher without a copy being provided for the formative evaluation, (i.e. ITIP). The administration will provide to the teacher the rationale for placing him/her on the formative-summative evaluation model. The information will include a description of the method, a definition of terms, how the criteria are measured, and an opportunity for other factors the principal believes relevant. The principal will review the evaluation information with the teacher at least ten (10) days prior to provide a written responsethe first observation. If the teacher requests additional time to become comfortable with the evaluation method, an additional ten (10) days prior to the first observation will be provided.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. The performance of all teachers shall be evaluated in writing. Probationary teachers shall be evaluated at least two times during the school year; one evaluation no later than two months following the teacher's first day of teaching, and one additional evaluation as scheduled by the principal. This does not limit the principal's right to observe at any time.
B. Evaluations shall continue to be conducted by a qualified building principal or assistant principal or other full-time administrator. Each written observation shall be made in person for a minimum of thirty (30) consecutive minutes. All monitoring or observation of the classroom performance of a teacher for the purpose of writing evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations with full knowledge of the performance of a teacher. The teacher will be conducted openly. The use individually notified of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business week period within which observation for written evaluation will be conducted.
C. A personal interview shall take place as soon as possible following the day of the classroom observation. The administrator shall prepare and submit a written report and recommendations to the teacher within twenty (20) work days that an investigation has startedof the observation.
D. Three copies of the formal evaluation shall be signed by the evaluating administrator and the teacher, unless two signed copies to be returned to the complaint alleges criminal or other improper activities administrator and premature notification the third to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided retained by the Superintendent or designee concludes that such action is in the best interest of CVSDteacher. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, that the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in feels his/her employment evaluation was incomplete or unjust, he/she will may put his/her objections in writing and have them attached to the evaluation report to be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, .
E. At least sixty (60) days before the close of each school year the Board shall acknowledge receipt of notification, and provide a probationary teacher with a definite written statement as to whether or not his/her services will be provided discontinued. If the written evaluation contains any information not previously made known to and discussed with the probationary teacher, the teacher shall have an opportunity to respondsubmit additional information to the superintendent.
F. Tenure teachers shall receive a formal written evaluation at least once during a three (3) year period. Any However, any teacher who has had a major assignment change or whose last evaluation indicated a “Need for Improvement,” as identified on the Professional Teacher Evaluation form, shall receive a formal written response from a evaluation within one (1) year. Unit members outside of traditional classroom teacher shall be included in the personnel file. In any instanceroles (i.e. Psychologist, nothing contained in the working file Social Worker, Counselor, Media Specialist, and Student Advocate) will be used against a teacher without a copy being provided to the teacher and evaluated using an opportunity for the teacher to provide a written responseanecdotal format.
Appears in 1 contract
Samples: Professional Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. The performance of all teachers shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated evaluated by the Superintendent or PrincipalDistrict in writing. All formal evaluations shall be performed by qualified non-bargaining unit members. Evaluators shall be trained regarding rights of teachers to express professional opinions in an appropriate time, place and manner. Probationary teachers shall be evaluated at least one (1) time during the school year and the evaluation shall be completed prior to March
1. Contract teachers shall be evaluated every other year, and the evaluation report shall be completed no later than five (5) working days prior to the teacher’s last contract day except as otherwise agreed by the parties. Criteria for evaluation of all teachers shall be by state statute and the District's adopted evaluation procedures. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations adoption of the performance of a teacher evaluation procedures shall follow state statute. An Evaluation Committee will be conducted openlyestablished that consists of an equal number of District and Association members as chosen by the authorized representative(s) of each respective party. The use of eavesdroppingDistrict and the Association will insure that every level (elementary, public address or audio systems middle and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by high school) will be represented on the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreedcommittee.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a B. A copy of any material placed in his or her file.
c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher written evaluation shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In at the event time of personal conference or within ten (10) days thereafter; one copy is to be signed and returned to the Administration decides administration, the other is to pursue an investigation be retained by the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSDteacher. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, that the teacher may request feels that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment evaluation was improper or unfair, he/she will may put his/her objections in writing and have them attached to the evaluation report, to be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel filefile with a copy to the Superintendent.
C. Failure to follow the procedure specified in this article is a grievable matter which may be processed up to and including arbitration, shall acknowledge receipt but the substance of notification, and will be provided an opportunity to respond. Any written response from a teacher the evaluation is not grievable or arbitrable.
D. Formal observations shall be included for periods of no less than the equivalent of a full period in the personnel file. In any instance, nothing contained secondary schools and a full lesson period of no less than thirty minutes in the working file will elementary schools. Formal observations shall be used against followed by a teacher without a copy being provided to conference with the teacher and an opportunity for the teacher to provide a written responseevaluator.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly 6.1 The parties recognize the importance and in value of a professionally responsible manner by appropriate administrative personnel or individuals designated by procedure for assisting and evaluating the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout progress and success of both newly employed and experienced teachers for the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions purpose of this Agreement. All monitoring or observations improving instruction.
6.2 The observation of the work performance of a teacher will be conducted openlyopenly and with the teacher‟s knowledge. The use This means that at the time of eavesdroppingevaluation the teacher knows he/she is being evaluated. Teachers who are non-tenured or on intensive supervision evaluation plans may be observed without advance notice. All other teachers will have their formal observations each year conducted with 24 hours advance notice.
6.3 A teacher shall be given a copy of any formal evaluation report prepared by his/her evaluators before any conference held to discuss it. If the teacher is dissatisfied with this evaluation conference, public address or audio systems and similar surveillance devices is strictly prohibitedhe/she may request additional conference time. Any criteria and evaluative instruments used Thereafter, the teacher shall sign the report. Such signature shall indicate only that the report has been read by the Administration teacher and in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreedway indicates agreement with the contents thereof.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct6.4 The parties recognize and agree that, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added subject to the fileprovisions of this Article, except as outlined in 8.5 belowteacher evaluation is a supervisory function.
b. The 6.5 Each new teacher will to this Xxxxxxxxxxxx school system shall receive a copy of the school district‟s evaluation plan. The Association shall have the right to contribute input and to meet and confer with respect to any material placed new plan; but in his or her fileany event, the Board shall make the final determination of any matters under this section. Teachers will be evaluated in accordance with the school district‟s current evaluation plan.
c. 6.6 Each teacher shall be entitled to access his/her personnel file at any time upon notice to the Superintendent or his/her designee. The teacher may, if he/she wishes, have a representative of the Association accompany him/her during such a review.
6.7 The teacher shall have the right to answer make appropriate response to any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file and such response shall be made a part of said teacher‟s file as long as the original material is left on file. Reproductions of such material may be made by hand or copying machine, shall acknowledge receipt of notification, and if available.
6.8 Teachers will be provided an opportunity to respondgiven a copy of any material which is made a part of the teacher‟s file. Any written response material may be removed at any time from a teacher‟s file by mutual consent of the teacher involved and the appropriate administrator.
6.9 Information in a teacher‟s personnel file is confidential and shall not be released without the written consent of the teacher except where required by law. The teacher shall be included notified in advance of any proposed release of information and shall be provided with copies of any and all documents requiring such release in advance of any proposed release of information.
6.10 Negative material and oral and written reprimands may be removed from the personnel file. In any instance, nothing contained in teacher‟s file upon request of the working file will be used against a teacher without a copy being provided to after five (5) years (or less upon mutual agreement between the teacher and an opportunity for the teacher to provide a written responseappropriate administrator) if there have been no subsequent reprimands. Suspensions and evaluations shall not be removed from the teacher‟s file.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. All monitoring or observation of the work performances of a teacher shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations with full knowledge of the performance of a teacher will be conducted openlyteacher. The use of eavesdropping, closed circuit television, public address or audio systems and similar system surveillance devices is shall be strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article All incidents, behaviors or events, except those observed as part of formal evaluations, prior to said formal evaluations, shall be made available recorded on the Employee’s Performance Record, signed by both the supervisor and teacher, when such occurrences could detract from the teacher’s formal evaluation, resulting in negative comments on such formal evaluations. The Supervisor shall present in writing to all teachers no later than October 1 of each year, unless otherwise mutually agreedany teacher negatively evaluated specific remedial procedures to correct this matter. The Employee’s Performance Record is a supervisor’s working record. Teachers have the right to place material on the E.P.R. with teacher and supervisor signatures. Signatures simply recognize data has been entered and does not signify agreement.
8.2 Personnel files for all teachers B. Each teacher shall have the right, upon request, to review the content of his personnel file. A representative of the Association may be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless requested to accompany the teacher has had an opportunity to read the materialin-such review. The teacher shall acknowledge not be permitted access to that he portion of his file, which is classified “confidential” by a university or she has read such material by signing the actual copy to be filedcollege placement office.
C. The teacher may, at his/her request, have an individual conference with the understanding Superintendent, Principal attending, to discuss his/her written evaluation. The teacher may also request that his/her Association representative, chosen by the teacher, be an observer at such signature merely signifies conference. The Association representative would be a Memphis teacher or St. Clair County Uniserv Director.
D. No teacher shall be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause. Cases of this kind shall be subject to the professional grievance procedure hereinafter set forth. The Association agrees that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming probationary teachers are excluded from arbitration rights for non-renewal of employment purposes.
E. If a teacher or other such serious event(s), an incident that has not been reduced is asked to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any sign material placed in his or her file.
c. The teacher shall have the right to answer any material filed and the answer , such signature shall be attached understood to indicate his awareness of the related material, but in no instance shall said signature be interpreted to mean agreement with the contents of the material.
d. Upon request F. The Principal shall meet within five (5) workdays with the teacher to discuss the observation. An Association Representative may be present if requested by the teacher. The rating of the observation is to be explained to the teacher during normal office hoursin detail. The Principal conducting the observation shall enter on the form areas of concern and recommendations for improvement. In subsequent observation reports, he or she failure to again note a specific area of concern shall be permitted interpreted to reproduce mean that adequate improvement has taken place. The teacher is to sign the form for the purpose of acknowledging that the interview took place and that discussion was held, but this shall not constitute any material in his or her file subject to the procedures established admission by the Superintendentteacher of agreement of the assessment set forth. A post evaluation review with the teacher is required within five (5) workdays of the observation.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a G. A probationary teacher shall be submitted in writing and signed by the complainant, or evaluated a minimum of two times per school year. (two written evaluations) Each performance evaluation shall be reduced to writing by the administration and based on two formal observations for each evaluation. Formal observations shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint occur no less than ten (10) days apart.
H. The annual year end performance evaluation shall be brought to the attention of the based on, but is not limited to, at least two (2) classroom observations held at least sixty (60) days apart.
I. A Tenure teacher within will be evaluated at least once every three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must years. Tenure teachers shall be notified within by September 30, in the year they are to be evaluated. The district may evaluate a teacher during a year when the September 30 notice has not been given if the circumstances have been discussed with the Association President. No teacher shall be formally observed during the first two (2) business weeks of the school year, on the day before a school holiday, during homecoming week, or on half days that an investigation for students.
J. A shared teacher will only be evaluated by the Administrators who supervise the shared teacher. One administrator shall be responsible to sign the evaluation.
K. Tenured teachers shall be given their written evaluation no later than May 1 of the current school year. Probationary teachers shall be given their final written evaluation no later than sixty (60) calendar days before the end of the current school year. (need to clarify – by June 30, or 60 calendar days before the last day with students – or teacher’s last day?)
L. All written evaluations will be based on a minimum of two formal classroom observations conducted no less than ten (10) days apart.
M. If a tenure teacher has started, unless the complaint alleges criminal or other improper activities and premature notification to received a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agencyless than satisfactory performance evaluation, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request district shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect provide the teacher with an Individualized Development Plan in his/her employment he/she will be entitled to have a representative(saccordance with Section 3(1) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issuesMichigan Tenure Act. The Parties further agree that notes and other materials contained in such files will Individualized Development Plan shall be destroyed after known as the completion Tenure Teacher Improvement Plan. The Improvement Plan shall include a statement of the individual teacher’s deficiencies based upon the teacher’s most recent evaluation cycleand it shall contain suggestions for improvement. The Improvement Plan may also include, unless by way of example, but not by way of limitation, suggestions for obtaining assistance from other sources, plans for follow-up in evaluating progress in correcting the administration deems it necessary deficiencies and direction to incorporate specific items for placement in other resources or people to assist the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written response.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. All monitoring or observation of the work performance of a teacher shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations with knowledge of the performance of a teacher will be conducted openlyteacher. The use of eavesdroppingClosed circuit television, public address or audio systems systems, and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available used only by mutual consent of the principal and individual teacher. There shall be no electronic monitoring of the lounges and workrooms. This shall not prevent inclusion in an evaluation of factors not seen during the observation, but observable on a day-to-day basis; punctuality, attentiveness to all teachers no later than October 1 of each yearclass, unless otherwise mutually agreedcomplaints, etc., provided such factors comply with Section G. below.
8.2 Personnel B. Official teacher personnel files for all teachers shall be maintained under the following conditionscircumstances:
a. 1. No adverse derogatory material dealing with regarding a teacher's conduct, service, character, character or personality shall be placed in the file files unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. 2. The teacher shall have the right to inspect and answer any material filed files and the his/her answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigationcopy, provided the Superintendent or designee concludes that such action is answer meets statutory requirements.
3. Confidential university files, and/or those from placement agencies will be maintained in separate files and retained in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied's office.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. C. A teacher may request to have present a prompt investigation if an investigation has not already been conducted; howeverRepresentative from the Association at any meeting at which the teacher reasonably believes may result in discipline or when he/she is being reprimanded, warned, or disciplined for any infraction or discipline or delinquency in professional performance. The Administration will so advise the Administration maintains teacher to have his/her Building Representative present when a written reprimand is to be given. When a request for such Representative is made, no action shall be taken with respect to the authority to decide whether an investigation teacher until such Representative from the Association is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action takenpresent.
8.4 If a teacher D. Any teacher, who is required to appear before an Administrator to be formally disciplined or reprimanded or for any other reason which and who has no recourse available under the Teacher Tenure Act of 1937, may adversely affect process a grievance under the teacher procedures established in his/her employment he/she will be entitled to have a representative(s) of the Association presentthis Agreement.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a E. No teacher shall be included reprimanded or disciplined in front of students. No teacher shall be disciplined, reprimanded, dismissed or demoted as defined under the personnel fileMichigan Teacher Tenure Act, without just cause. In any instanceAny such discipline, nothing contained in reprimand, demotion or adverse evaluation of a teacher’s performance, short of dismissal, shall be subject to the working file Grievance Procedure hereinafter set forth. All information forming the basis for disciplinary action will be used against a teacher without a copy being provided made available to the teacher and an opportunity for the teacher to provide a written responseAssociation upon request.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated A. It is recognized by the Superintendent or Principalparties that the evaluation of teacher performance is the responsibility of the school administration. It is understood that teacher The primary purpose of evaluation is a continuous process throughout to determine, maintain and/or improve the school year; howeverquality of job performance.
B. As in the past, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations observation of the work performance of a teacher will be conducted openly. The use Formal observation sessions shall be with full knowledge of eavesdroppingthe teacher. All other observations of the teacher’s work performance, public address which are to be made a part of his file, will be made known to the teacher. Formal observations shall not take place on the days before or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used after school recesses.
C. A teacher shall be given a copy of any evaluation report prepared by his evaluators within two (2) weeks after the observation.
D. After any written evaluation an effort will be made by the Administration in evaluating teachers under this Article administrative officer to discuss the report with the teacher involved within two (2) days following receipt of the report.
E. Each teacher shall be entitled to knowledge of and access to his file of teacher evaluation material after notice has been given to the District Office. Access to this file shall occur within a 24-hour period, excepting weekends and holidays. No teacher evaluation, which the teacher has not been given access to, shall be utilized against the teacher, and he shall have the right to review and reproduce these. In the event that a teacher refuses to sign material as called for in the sections of this article, an Association representative will be called and will sign in the teacher’s place in order to provide verification that a genuine attempt was made available to all teachers no later than October 1 of each yeargive the teacher an opportunity to read it. There will be only one master file, unless otherwise mutually agreedbut a file may be kept by the building principal prior to transfer to the master file, provided that material not transferred to the master file within two school quarters shall not be utilized against the teacher.
8.2 Personnel files for all teachers F. The teacher shall acknowledge that he has read such evaluation by affixing his signature on the actual copy to be filed with the understanding that such signature does not necessarily indicate agreement with the content, nor shall the refusal to sign prevent such material from being placed into and remaining in the file.
G. The teacher shall have the right to answer any material filed within thirty (30) school days of knowledge of its existence, and his answer shall be maintained under reviewed by the following conditions:Superintendent; and the answer shall be attached to the file copy.
a. H. No adverse material dealing with teacher evaluation derogatory to a teacher's ’s conduct, service, character, or personality shall be placed in the file files unless the teacher has had an opportunity to read the material.
I. If, after an observation, a deficiency is documented by the administration, specific appropriate direction shall be offered in writing or verbally with written confirmation within ten (10) school days to guide the individual toward a possible solution of his professional problem. The teacher Actions shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added appropriate to the file, except as outlined in 8.5 belowdeficiency.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. X. Any formal complaint regarding a teacher made to any member of the administration by any a parent, student or other person which is may be used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or promptly investigated. The teacher shall be reduced given an opportunity to writing by the administration respond and shall identify the complainant. Any complaint communicated by email shall comply meet with the intent of person making the complaint in order that he may rebut the complaint. If the person making the complaint refuses to participate in this article. Any such procedure and if the complaint is unsubstantiated, all references to the complaint shall be brought removed from the teacher’s file. The teacher shall acknowledge that he had had the opportunity to review such complaint by affirming his signature to the attention of copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher within three (3) business daysshall also have the right to submit a written answer to such material, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must his answer shall be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided reviewed by the Superintendent or his designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral and attached to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably deniedall copies.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written response.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative A. Teachers will have the right, upon request, to review the contents of their personnel or individuals designated by the Superintendent or Principalfile. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations of the performance of a A teacher will be conducted openly. The use entitled to have a representative of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreedAssociation accompany him/her during such review.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. B. No adverse material dealing with derogatory to a teacher's conduct, service, character, or personality shall will be placed in the his/her personnel file unless the teacher has had an opportunity to read the review that material. The employee’s singular personnel file is maintained by the Superintendent’s Office. The teacher shall will acknowledge that he or he/she has read had the opportunity to review such material by signing affixing his/her signature to the actual copy to be filed, filed with the express understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate in no way indicates agreement with its contentcontents thereof. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall also have the right to submit a written answer any material filed to such material, and the his/her answer shall be reviewed by the Superintendent and attached to the related materialfile copy.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce C. Any complaints regarding any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration Administration by any parent, student student, or other person which is used in any manner in evaluating a teacher shall will be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought promptly called to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigationteacher.
b. In D. All observations of the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to work performance of a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation will be conducted by openly and with the office full knowledge of the Superintendent, and such request shall not be unreasonably denied.
c. teacher. Teachers will be given shown any evaluation report prepared by their superiors and will have the opportunity right to respond discuss such reports with their superiors.
E. The Southborough Evaluation Instruments are hereby incorporated into this Agreement by reference. They will be available on the District’s website under Staff Resources. Any substantive changes must be ratified by both parties. Tutors will be evaluated based on the tutor’s evaluation instrument.
F. No teacher will be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause, provided, however, that the right to and/or rebut any complaints brought to their attention. In discharge a teacher without professional status because of unsatisfactory work performance will be within the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion sole discretion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; howeverAdministration, as will the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required what constitutes unsatisfactory work performance. Unsatisfactory work performance as used in this Article refers to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement those matters included in the teacher’s 's personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written response.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. A. All monitoring or observations observation of the work performance of a the teacher will be conducted openly. The use of eavesdropping, public address or audio systems system and similar surveillance devices is will be strictly prohibited. Any criteria Direct observation only is to be considered as evaluation of teachers. BCIT will comply with the State Teacher Evaluation Statue and evaluative instruments used Regulation Code.
B. Teachers shall receive a copy of any evaluation report prepared by their superiors, and will be entitled to a post observation conference to discuss the Administration report. In no event shall the teacher fail to receive the report later than one (1) day before such conference. No such report will be submitted to the central office, placed in evaluating teachers under this Article the teacher’s file or otherwise acted upon without the prior conference with the teacher. No evaluation form so placed in a teacher’s file shall be made available considered valid unless the teacher’s signature to all teachers the copy to be filed with the expressed understanding that such signature in no later than October 1 of each year, unless otherwise mutually agreedway indicates agreement with the contents thereof. Nothing herein shall prevent or prohibit the Administration/Supervisor from having an informal discussion with the teacher prior to the post-observation conference.
8.2 Personnel files C. Teachers not reemployed for all teachers shall be maintained under the following conditions:
a. No adverse material dealing school year will be so notified by May 15th in writing with a statement of reasons. If a teacher is not notified that he/she will not be reemployed by May 15th, he/she shall receive a contract for the following year.
D. Teachers will have the right, upon request, to review the contents of their personnel file and to receive a copy, at Board expense, of any documents contained therein. A teacher will be entitled to have a representative of the Association accompany him/her during such review. At least once every two (2) years, a teacher will have the right to indicate those documents and/or other materials in his/her file which he/she believes to be obsolete or otherwise inappropriate for retention. Said documents will be reviewed by an appropriate member of the Office of the Superintendent of Schools and if he/she agrees, they will be destroyed.
X. No material derogatory to a teacher's ’s conduct, serviceservices, character, or personality shall will be placed in the his/her file unless the teacher has had an opportunity to read review the material. The teacher shall will acknowledge that he or he/she has read had a chance to review such material by signing affixing his/her signature to the actual copy to be filed, filed with the expressed understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate in no way indicates agreement with its contentthe contents thereof. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall also have the right to submit a written answer any to such material filed and his/her answer will be reviewed by the answer shall be Superintendent, or his/her designee and attached to the related materialfile copy.
d. Upon request F. Although the Board agrees to protect the confidentiality of the teacher during normal office hourspersonal references, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes academic credential and other materials contained in such files similar documents, it will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written responsenot establish separate “confidential” files.
Appears in 1 contract
Samples: Contractual Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. The evaluation of the performance of each employee in the school system is the responsibility of the Administration.
B. A purpose of the evaluation is to improve instruction.
C. With the involvement of the bargaining unit, the Board shall adopt and implement for all teachers a rigorous, transparent and fair performance evaluation system.
D. Documents of a disciplinary and/or evaluative nature shall be signed and dated by the teacher to acknowledge receipt before being placed in the personnel file. If the teacher refuses to sign, it shall be so noted before personnel file placement. A teacher may attach a reply which is limited to five (5) pages, 8½” by 11” in length.
E. A joint committee on teacher evaluation, made up of six members (three selected by administration and three selected by PEA) shall convene on or before November 1 and present its recommendations at appropriate times in the teacher evaluation process for a given school year. The committee shall meet no more than three (3) times per school year (except December, June and July) for the purpose of issuing recommendations on the teacher evaluation process.
F. Teachers shall have prior notification of the standards and/or rubric that are used in the written evaluation that have been adopted by the Board with the involvement of bargaining unit members designated by the Association.
G. All video or other electronic monitoring of a teacher in a classroom shall be conducted openly and with the teacher’s knowledge.
H. It shall be the Administration’s responsibility to provide a teacher with notice of any documented deficiencies noted in his performance.
I. Should an employee be denied tenure, or be denied a professionally responsible manner by appropriate administrative personnel or individuals designated contract for the ensuing year, he/she shall receive written notice from the Board consistent with the law. A copy of said notice shall be provided to the Association.
J. Three (3) copies of the written evaluation shall be submitted to the employee; two (2) to be signed and returned to the Administration and the other one (1) to be retained by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations of the performance of a teacher will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreedemployee.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher K. Each employee shall have the right upon reasonable notice to answer any review all evaluation material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved contents of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an eventAn Association Representative may, at the teacher will be notified that employee's request, accompany the item is being placed employee in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written responsesaid review.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. The work performance of all teachers shall be evaluated in writing. Probationary teachers shall be evaluated at least three times during the school year; one month following the teacher's commencement of service, within three months after the teacher's commencement of service and more than sixty (60) days prior to the end of the probationary school year. Each tenure teacher shall be formally evaluated at least once every three years and in accordance with the Tenure Act.
B. Evaluations shall be conducted by a teacher's immediate supervisor or an administrator working in the same building or otherwise familiar with the teacher's work, who shall be designated by the Board. Upon the request of the teacher, further evaluations shall be made by the administrator and by another administrator. Further evaluations at the request of the Board shall be conducted by another administrator, designated by the Board who is familiar with the grade level and/or subject being taught.
C. Observations shall be made in person for a combined total of at least thirty minutes. All monitoring or observation of the work of a teacher shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations with full knowledge of the performance of a teacher will be conducted openlyteacher. The use of eavesdropping, closed circuit television, public address or audio systems systems, and similar surveillance devices is shall be strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a D. A copy of any material placed in his or her file.
c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher written evaluation shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In at the event the Administration decides to pursue an investigation the teacher must be notified time of each personal interview, which will occur within two (2) business days weeks of the observation, and the teacher shall have the opportunity to review the evaluation report and affix his/her signature indicating he/she has received such an evaluation report. In the event that an investigation has startedthe teacher feels his/her evaluation was incomplete or unjust, unless he/she may put his/her objections in writing and have them attached to the complaint alleges criminal or other improper activities evaluation report, which will be placed in his/her personal file. All evaluations shall be based upon valid criteria for evaluating professional growth. It is agreed that the criteria developed by the staff and premature notification administration shall be considered as valid criteria. Information in a teacher's evaluation based on Section C of this article shall be gained through direct observation of the evaluator.
E. No later than April 15th of each probationary year, the final written evaluation report will be furnished to a teacher could compromise a pending investigationthe superintendent covering each probationary teacher. A copy shall be furnished to the teacher. The teacher may submit additional information to the superintendent which will be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSDteacher's personal file. In the event a complaint involved an allegation probationary teacher is not continued in employment, the Board will advise the teacher in writing.
F. Each teacher may upon request review his/her tri-annual TB report and required medical information, all teacher evaluation reports, copies of professional misconduct which could result annual contracts, transcript of academic record, tenure recommendation, and records of extra- curricular activities. In the event any disciplinary reports are placed in a referral to an outside agencyteacher's personnel file, the teacher may request review such reports and attach written comments thereto.
G. It is understood by the Association and the Board that the investigation evaluation procedure as used for the professional staff shall be conducted by a positive tool used for the office improvement of the Superintendentcompetency of educators as they relate to children and their work performance. Evaluation will stress the strong points of a staff as well as identify areas of weakness or needed improvement. In addition to identification of areas of needed improvement, and such request shall not be unreasonably deniedan evaluator should recommend ways for corrective action.
c. Teachers H. Upon the request of the teacher the Association shall have made available to it all materials supporting the observations which led to a negative evaluation and may assist in the corrective action. This information will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion Association to be treated in confidence and with professional responsibility.
I. Evaluation in an extra-duty position shall be made upon request of the investigationteacher or the appropriate administrator, subject to the following provisions:
1. Evaluation will be in writing.
2. Evaluation procedures stated in Section B, C, and G of this article shall apply.
3. Procedure used in Section D of this article with criteria modified for extra- curricular positions shall apply.
4. Evaluation will be as per the attached Coaches' Evaluation Procedures and Coaching Evaluation Form.
J. A teacher may request a prompt investigation if an investigation has not already been conducted; howevercommittee will be formed after the ratification of the successor agreement to the expired 2007-2010 Agreement to assess the current evaluation system in light of the new requirements under Race to the Top legislation. This committee shall consist of three (3) representatives selected by the Association and three (3) representatives selected by the Board. This committee shall determine whether changes to the current evaluation system are needed to satisfy the requirements of the law for assessment of student growth, what those changes should look like and how best to implement the Administration maintains changes. The committee will have the authority to decide whether an investigation tentatively agree to modify, by addition or deletion, the existing evaluation instrument. If a new instrument is warranted in any case. Upon notice agreed upon, the respective constituents of the results parties must approve, through ratification procedures, all changes prior to implementation of such an investigationthe new evaluation tool. Once this has been accomplished, the bargaining teams for the Association and the Board shall reconvene to discuss and bargain over a teacher may request pay system in compliance with recently passed legislation. If the requirements no longer exist under the law, this letter of agreement shall be null and void. (Note that Supt Xxxxxxxxx has a determination as to whether statement on the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled MDE website that indicates districts are not expected to have a representative(s) system for pay tied to assessment of the Association presentstudent growth in place for three years.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written response.)
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. 8.1 A. Evaluations shall be done according to the Teacher Evaluation Tenure Act. The work of all tenured teachers in good standing shall be evaluated at least every two (2) years in writing by members of the administrative staff on such forms and with such frequency as may be prescribed by the Superintendent. Probationary teachers, or teachers under an IDP, shall be observed two (2) times at least sixty (60) days apart. Within two (2) weeks regular written evaluations shall be reviewed with the teacher before they are placed in the teacher's personnel file and the teacher shall have the opportunity to attach a written statement to said form and to sign said forms. A probationary teacher shall be provided an Individualized Development Plan (IDP) developed by the appropriate administrator with input from the individual teacher.
B. All monitoring or observation of the work of a teacher for evaluation purposes shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations with full knowledge of the performance of teacher.
C. If an evaluator finds a tenured teacher lacking, the reasons shall be set forth in specific terms with recommendations for improvement in an Individualized Development Plan (IDP). In subsequent evaluation reports failure to again note a specific deficiency shall be interpreted to mean that improvement has taken place, if such deficiency is observable.
D. No evaluation shall unduly interfere with the normal teaching process.
E. Each teacher will be conducted openly. The use have the right, upon request, to review the contents of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by his/her own personnel file in the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 presence of each year, unless otherwise mutually agreedan administrator.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 F. If a teacher is required asked to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being sign material placed in his/her personnel file, such signature shall acknowledge receipt indicate awareness of, rather than agreement with, the content of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written responsematerial.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation A. All classroom monitoring or observation of the work performance of a teacher shall be conducted openly openly. There will be no use of public address/audio video systems and in a professionally responsible manner by appropriate administrative personnel or individuals designated by similar devices without the Superintendent or Principalfull knowledge of the teacher. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time Formal observations should be made during the school year pursuant to make the teacher aware of progress or lack of progress for contractual purposes. All non-tenure teachers will be observed at least two (2) times before January 1st provided the teacher was employed prior to September 30th. Evaluations shall be conducted in accordance with the provisions of this AgreementN.J.A.C. 6:31-1-19 and 1-21.
B. A teacher shall be given a copy of any class visit or evaluation report prepared by his evaluators within a reasonable time before any conference to discuss it. All monitoring or observations The conference shall be held within six (6) school days following the receipt of the performance evaluation report. No such report shall be submitted to the central office, placed in the teacher's file, or otherwise acted upon without prior knowledge of the teacher. The observed teacher may respond by way of a teacher will be conducted openly. The use of eavesdropping, public address or audio systems reaction paper if he so chooses and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available attached to all teachers no later than October 1 of each year, unless otherwise mutually agreedthe original observation sheet. No teacher shall be required to sign a blank or incomplete evaluation form.
8.2 Personnel files for all teachers C. A teacher shall have the right, upon written request, which includes an email request to review the contents of his personnel file through his building principal or his district personnel file through the Superintendent of Schools. A teacher shall be maintained under entitled to have a representative of the following conditions:Association accompany him during such review.
a. D. No adverse material dealing with derogatory to a teacher's conduct, service, character, character or personality shall be placed in the his personnel file unless the teacher has had an opportunity to read the review such material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have the right to submit a written answer any material filed and the to such material. His answer shall be reviewed by the Superintendent or his designee and attached to the related materialfile copy.
d. Upon request of the teacher during normal office hoursE. The Board, he or she agent thereof, shall be permitted to reproduce not establish any material in his or her separate personnel file subject to the procedures established by the Superintendentexcept for medical files.
e. Material will be removed from F. The Board agrees to protect the file when a teacher's claim that it is inaccurate and/or unfair has been sustainedconfidentiality of personnel references, academic credentials and other similar documents.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parentG. Security equipment (public address systems, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendentaudio video/camera systems, and such request computer-based security systems) shall not be unreasonably denied.
c. Teachers used for teacher evaluations. There will be given no use of public address/audio video systems, computer-based security systems and similar devices without the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will be entitled to have a representative(s) of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion full knowledge of the teacher’s most recent evaluation cycle. The use of video cameras for security purposes inside school areas common to both public and instructional use (such as hallways, unless gymnasiums, cafeterias) and specialized areas where the administration deems it necessary School Board has a compelling interest in protecting equipment (such as computer labs) shall be limited to incorporate specific items for placement security and surveillance purposes. Teachers who work in areas that are protected by school video cameras will be notified annually of the teacher’s personnel fileuse of cameras in assigned instructional areas. In such an event, the teacher Principals will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt video camera activities are not to be a part of notification, and will be provided an opportunity to respondany active or passive data collection system for teacher evaluation purposes. Any written response from a teacher Notice shall be included in given to teachers and administrators by the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being first day of student contact each school year with copies of said notice provided to the teacher and an opportunity for the teacher to provide a written responseHEA.
Appears in 1 contract
Samples: Teachers Employment Contract
TEACHER EVALUATION. 8.1 Teacher Evaluation SECTION 1 All observations or monitoring of a teacher’s performance shall be conducted done openly and in a professionally responsible manner with his/her full knowledge, and electronic devices will not be used for this purpose, except by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. All monitoring or observations of the performance prior mutual agreement of a teacher will be conducted openlyand his/her evaluator. The use of eavesdropping, public address or audio systems Teachers shall inspect and similar surveillance devices is strictly prohibited. Any criteria sign evaluation reports prepared by their superiors and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have the right to answer discuss such reports with their superiors.
SECTION 2 Any teacher shall have the right, upon written request, to be granted an appointment to inspect the contents of his/her personnel folder and make copies of such contents and records as concern his work or himself.
SECTION 3 In the event that any material filed derogatory of a teacher’s conduct, service or personality is to be included in his personnel file, he/she shall first be given an opportunity to review and the make written answer thereto. Any such answer shall be attached to the related such material. Teachers shall sign such material when reviewed. Such signature shall in no way be construed to indicate agreement or accord with such material.
d. Upon request of the teacher during normal office hours, he or she shall SECTION 4 Should a complaint be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when lodged against a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a such teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention notified of the teacher within three (3) business days, unless nature and reason for the complaint alleges criminal within a reasonable time of the occurrence or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless reasonable time after the complaint alleges criminal or other improper activities and premature notification was known to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such the Principal. If no action is in taken within the best interest time limits referred to above, the matter will be dropped and will not be made part of CVSDthe teacher’s personnel record. In This section does not apply to law enforcement or other matters being investigated by outside authority.
SECTION 5 Whenever possible, teachers will appear before the event School Committee and will be so advised at least forty-eight (48) hours before their appearance and will be advised of the reason for the appearance. Individuals appearing to answer a complaint involved an allegation of or query shall be entitled to representation.
SECTION 6 No teachers with professional misconduct which could result teaching status (PTS) will be dismissed, disciplined, reprimanded, reduced in rank or compensation without just cause. If a referral to an outside agencyteacher with PTS is given a disciplinary action involving either a suspension or dismissal from employment, the teacher may request that elect to either follow the investigation grievance procedure to arbitration or follow the procedure set forth in GL 71, §42 of the MGL. This paragraph will, if applicable, apply to the school nurses referenced in Section 9 of this Article. No teacher without PTS will be conducted by disciplined (except as provided below), reprimanded, or reduced in rank or compensation without just cause. If a teacher without PTS is given a disciplinary action involving suspension or dismissal from employment, the teacher must follow the procedure set forth in GL 71, §42 of the MGL.
SECTION 7 The agreed teacher performance evaluation standards are available in the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers SECTION 8 Upon commencing employment in the District for the third consecutive year of full-time service, a nurse will be given considered as having achieved “professional status” within the opportunity to respond to and/or rebut any complaints brought to their attentionmeaning of this Agreement. In The Superintendent, upon the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion recommendation of the investigation. A teacher Principal, may request a prompt investigation if award professional status at an investigation has not already been conducted; howeverearlier date, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in within his/her employment he/she will be entitled to have a representative(s) of the Association presentdiscretion.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained SECTION 9 No nurse with professional status shall be disciplined, reprimanded, reduced in such files will be destroyed after the completion classification or compensation, suspended, dismissed, laid off or transferred or given an adverse evaluation of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel fileprofessional service, shall acknowledge receipt except for just cause. A nurse who feels any of notification, the above has been done to him/her without just cause will have the right to institute the grievance procedure as outlined in this Agreement; Arbitration is not available under this Agreement except to nurses with professional status.
SECTION 10 The parties to this Agreement have mutually developed and will be provided agreed to an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity evaluation procedure for the teacher to provide a written responsebargaining unit members.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. 17.1 All monitoring or observations observation of the work performance of a teacher will be conducted openlyopenly and with full knowledge of the teacher.
17.2 Each teacher shall, upon request, be permitted to review the contents of both of his or her personnel files and to file a written answer to any material which the teacher deems to be derogatory or factually inaccurate. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article Such teacher shall be made available entitled to all teachers no later than October 1 have a representative of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall the Association present during such review. No material which the Superintendent or the appropriate Principal determines to be maintained under the following conditions:
a. No adverse material dealing with derogatory to a teacher's conduct, service, character, character or personality shall be placed in the such teacher's personnel file unless the such teacher has had an opportunity to read review the material. The teacher shall acknowledge that he or she has read having had the opportunity to review such material by signing affixing his or her signature to the actual copy to be filed; however, with the understanding that such signature merely signifies that he or she has read the material to be filed and does shall not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 belowcontent thereof.
b. The 17.3 Upon request, each teacher will receive be given a copy of any material placed in evaluation report prepared by his or her filesupervisors and shall be given an opportunity to discuss such report with the appropriate supervisor.
c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. 17.4 Any complaint communicated by email shall comply with emanating from outside the intent of this article. Any such complaint school or within the school which may result in a formal oral reprimand, a written reprimand, disciplinary action or which may be used as a basis to formulate an objective under the evaluation procedure shall be brought to the teacher’s attention in writing, including the identification of the teacher complainant, within three five (35) business days, unless days of the receipt of said complaint alleges criminal or other improper activities by the Administration. The School Committee and premature notification the Association agree that the professional staff will recognize its responsibility to demonstrate sage professional judgment in dealing with such complaints and the teacher could compromise a pending investigationindividuals involved.
b. In 17.5 The Association recognizes the event authority and responsibility of the Administration decides Principal to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal reprimand or other improper activities and premature notification to otherwise discipline a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation for delinquency of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attentionperformance. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect otherwise disciplined by a member of the teacher in his/her employment he/Administration above the level of the Principal, however, he or she will be entitled to have a representative(s) representative of the Association present.
8.5 17.6 No teacher with professional teacher status shall be reprimanded, reduced in rank or compensation or otherwise disciplined without good cause. Teachers without professional status may be dismissed without notice within 90 calendar days, and they may not be reappointed at the end of each school year without cause consistent with MGL Ch. 71.
17.7 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion outcome of the teacher2013 negotiations as the basis for the Acton-Boxborough Regional School Committee and the Acton-Boxborough Education Association’s most recent evaluation cycleagreement regarding the procedure, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, philosophy and will be provided an opportunity to respond. Any written response from a teacher instrument by which teachers shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written responseevaluated.
17.8 Evaluation Procedure (See Appendix C)
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall be conducted openly and in a professionally responsible manner by appropriate administrative personnel or individuals designated by the Superintendent or Principal. It is understood that teacher evaluation is a continuous process throughout the school year; however, this shall not preclude the Board from taking appropriate action at any time during the school year pursuant to the provisions of this Agreement. Section 5.1 All monitoring or observations observation of the work performance of a teacher will be conducted openlyopenly and with the full knowledge of the teacher. The use of eavesdropping, closed circuit television, public address address, or audio systems systems, and similar surveillance devices is will be strictly prohibited. Any criteria and evaluative instruments used by prohibited when any of these activities are carried out without the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 prior consent of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed in the file unless the teacher has had an opportunity and the Association President. This Section is not intended to read prevent teachers from having their lessons videotaped or televised for personal use, presentation to others or for use as a means of improving their teaching techniques. However, if so used, the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or give his/her file.
c. The teacher shall consent beforehand and will have the right to answer any material filed and dispose of the answer shall be attached to the related materialresulting tape(s).
d. Upon request of the Section 5.2 Every teacher will, during normal office regular business hours, he or she shall be permitted to reproduce any material review all files dealing with his/her employment. Every teacher has the right to have an Association Representative present while reviewing his/her files. It is understood that all evaluations hereinafter placed in his or her a teacher's personnel file subject will be dated and signed by the author. A copy of all evaluations thus entered into a teacher's personnel file will be furnished to the procedures established individual evaluated. Confidential communications such as the files furnished by a College Placement Office may not be shown to a teacher. However, should it be necessary to remove the confidential material temporarily, (while a teacher reviews the remainder of the files) then it will be removed and replaced in the presence of an Association Representative. Teacher evaluations, extracurricular assignment evaluation, reprimands, warnings, and directives may be challenged by the Superintendent.
e. Material teacher and, if it is found to be false, it will be removed from the file when teacher's personnel files. However, such challenge must be made within twelve (12) months of the insertion of the item into the teacher's personnel files. A copy of all material hereinafter inserted in a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall personnel files will continue to be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification furnished to the teacher could compromise a pending investigation.
b. In the event the Administration decides and is subject to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigationchallenge as previously stated in this Section. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided has the Superintendent or designee concludes that such action is in right to prepare a written response to the best interest of CVSDenclosed material. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers The response will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior attached to the conclusion of the investigationobjectionable material. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in his/her employment he/she will at all times be entitled to have present a representative(s) representative of the Association present.
8.5 The parties agree that supervisors and administrators may maintain working files when he/she is being disciplined and/or reprimanded or when being investigated to determine if discipline/reprimand as defined in Section 5.3, paragraph D, is warranted for employee/personnel issuesany infraction or delinquency in professional performance. The Parties further agree that notes and other materials contained in If a request for such files representation is made, no action will be destroyed after taken with respect to the completion teacher until the representative of the teacher’s most recent evaluation cycle, unless Association is present. It is understood by the administration deems it necessary to incorporate specific items Association that representation for placement in the teacher’s personnel file. In such an event, the teacher will be notified that provided on the item is being placed in same day, if possible, or on the next working day. If the disciplinary action, reprimand, or investigation falls on a day prior to a holiday or recess, then the Association will provide representation on the same day of the discipline, reprimand, or investigation.
A. Before disciplining, reprimanding, or investigating a teacher, the administrator conducting same will advise the teacher of his/her personnel fileright to Association representation. If the teacher desires an Association Representative present at any stage of the meeting, shall acknowledge receipt the meeting will be delayed until the representative is present, as provided in Section 5.3, first paragraph.
B. In the absence of notificationa request for representation by a teacher, the administrator may request the attendance of an Association Representative.
C. Whenever requested by either a teacher or the administrator, the Association Representative will be available as defined in Section 5.3, first paragraph.
D. Disciplining, or the reprimanding of a teacher, will be construed to mean a formal, written report of the incident or infraction. A principal may speak to a teacher regarding delinquency in professional performance without putting the infraction in writing, but after the third infraction, the principal will formalize such infractions in writing, and will be provided an opportunity reprimand and/or discipline said teacher according to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing above provisions of this Agreement.
E. Nothing contained in the working file above paragraphs will prevent a principal from exercising his/her normal administrative and supervisory duties. A principal will at all times be used against a teacher without a copy being provided free to the teacher discuss and an opportunity for the teacher talk to provide a written responseteachers regarding their professional performance.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. 8.1 Teacher Evaluation shall Section 5.1 The use of eavesdropping, closed circuit television, public address, or audio systems, and similar surveillance devices will be conducted openly strictly prohibited when any of these activities are carried out without the prior consent of the teacher and in the Association President. This Section is not intended to prevent teachers from having their lessons videotaped or televised for personal use, presentation to others or for use as a professionally responsible manner by appropriate administrative personnel or individuals designated by means of improving their teaching techniques. However, if so used, the Superintendent or Principalteacher will give his/her consent beforehand and will have the right to dispose of the resulting tape(s).
Section 5.2 Every teacher will, during regular business hours, be permitted to review all files dealing with his/her employment. Every teacher has the right to have an Association Representative present while reviewing his/her files. It is understood that all evaluations hereinafter placed in a teacher's personnel file will be dated and signed by the author. A copy of all evaluations thus entered into a teacher's personnel file will be furnished to the individual evaluated. Confidential communications such as the files furnished by a College Placement Office may not be shown to a teacher. However, should it be necessary to remove the confidential material temporarily, (while a teacher evaluation reviews the remainder of the files) then it will be removed and replaced in the presence of an Association Representative. A copy of all material hereinafter inserted in a teacher's personnel files will continue to be furnished to the teacher and is subject to challenge as previously stated in this Section. A teacher has the right to prepare a continuous process throughout written response to the school year; howeverenclosed material. The response will be attached to the objectionable material. A teacher will at all times be entitled to have present a representative of the Association when he/she is being disciplined and/or reprimanded or when being investigated to determine if discipline/reprimand as defined in Section 5.3, this shall not preclude paragraph D, is warranted for any infraction or delinquency in professional performance. If a request for such representation is made, no action will be taken with respect to the Board from taking appropriate action teacher until the representative of the Association is present. It is understood by the Association that representation for the teacher will be provided on the same day, if possible, or on the next working day. If the disciplinary action, reprimand, or investigation falls on a day prior to a holiday or recess, then the Association will provide representation on the same day of the discipline, reprimand, or investigation.
A. Before disciplining, reprimanding, or investigating a teacher, the administrator conducting same will advise the teacher of his/her right to Association representation. If the teacher desires an Association Representative present at any time during stage of the school year pursuant meeting, the meeting will be delayed until the representative is present, as provided in Section 5.3, first paragraph.
B. In the absence of a request for representation by a teacher, the administrator may request the attendance of an Association Representative.
C. Whenever requested by either a teacher or the administrator, the A ssociation Representative will be available as defined in Section 5.3, first paragraph.
D. Disciplining, or the reprimanding of a teacher, will be construed to mean a formal, written report of the incident or infraction. A principal may speak to a teacher regarding delinquency in professional performance without putting the infraction in writing, but after the third infraction, the principal will formalize such infractions in writing, and will reprimand and/or discipline said teacher according to the above provisions of this Agreement. All monitoring or observations of the performance of a teacher will be conducted openly. The use of eavesdropping, public address or audio systems and similar surveillance devices is strictly prohibited. Any criteria and evaluative instruments used by the Administration in evaluating teachers under this Article shall be made available to all teachers no later than October 1 of each year, unless otherwise mutually agreed.
8.2 Personnel files for all teachers shall be maintained under the following conditions:
a. No adverse material dealing with a teacher's conduct, service, character, or personality shall be placed E. Nothing contained in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by signing the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not necessarily indicate agreement with its content. Except incidents involving conduct unbecoming above paragraphs will prevent a teacher or other such serious event(s), an incident that has not been reduced to writing within ninety (90) days of its occurrence, exclusive of vacation periods, may not be added to the file, except as outlined in 8.5 below.
b. The teacher will receive a copy of any material placed in his or her file.
c. The teacher shall have the right to answer any material filed and the answer shall be attached to the related material.
d. Upon request of the teacher during normal office hours, he or she shall be permitted to reproduce any material in his or her file subject to the procedures established by the Superintendent.
e. Material will be removed principal from the file when a teacher's claim that it is inaccurate and/or unfair has been sustained.
8.3 Complaints shall be processed as follows:
a. Any formal complaint regarding a teacher made to any member of the administration by any parent, student or other person which is used in any manner in evaluating a teacher shall be submitted in writing and signed by the complainant, or shall be reduced to writing by the administration and shall identify the complainant. Any complaint communicated by email shall comply with the intent of this article. Any such complaint shall be brought to the attention of the teacher within three (3) business days, unless the complaint alleges criminal or other improper activities and premature notification to the teacher could compromise a pending investigation.
b. In the event the Administration decides to pursue an investigation the teacher must be notified within two (2) business days that an investigation has started, unless the complaint alleges criminal or other improper activities and premature notification to a teacher could compromise a pending investigation. A teacher may be temporarily relieved of his or her teaching duties and placed on administrative leave, with full pay and benefits during any investigation, provided the Superintendent or designee concludes that such action is in the best interest of CVSD. In the event a complaint involved an allegation of professional misconduct which could result in a referral to an outside agency, the teacher may request that the investigation be conducted by the office of the Superintendent, and such request shall not be unreasonably denied.
c. Teachers will be given the opportunity to respond to and/or rebut any complaints brought to their attention. In the event an investigation is conducted, said opportunity to respond shall occur prior to the conclusion of the investigation. A teacher may request a prompt investigation if an investigation has not already been conducted; however, the Administration maintains the authority to decide whether an investigation is warranted in any case. Upon notice of the results of such an investigation, a teacher may request a determination as to whether the complaint was accurate and fair and may file a grievance over any adverse action taken.
8.4 If a teacher is required to appear before an Administrator to be disciplined or reprimanded or for any other reason which may adversely affect the teacher in exercising his/her employment he/she normal administrative and supervisory duties. A principal will at all times be entitled free to have a representative(s) of the Association presentdiscuss and talk to teachers regarding their professional performance.
8.5 The parties agree that supervisors and administrators may maintain working files for employee/personnel issues. The Parties further agree that notes and other materials contained in such files will be destroyed after the completion of the teacher’s most recent evaluation cycle, unless the administration deems it necessary to incorporate specific items for placement in the teacher’s personnel file. In such an event, the teacher will be notified that the item is being placed in his/her personnel file, shall acknowledge receipt of notification, and will be provided an opportunity to respond. Any written response from a teacher shall be included in the personnel file. In any instance, nothing contained in the working file will be used against a teacher without a copy being provided to the teacher and an opportunity for the teacher to provide a written response.
Appears in 1 contract
Samples: Master Agreement
