Timelines and Procedures Sample Clauses

Timelines and Procedures a. At any time after October 15, and provided that the staff member was previously given an Informal Growth Plan, a staff member on a continuing contract whose work is not judged satisfactory based on the evaluation Criteria shall be notified in writing of the specific areas of deficiency along with a reasonable program for improvement. b. Prior to recommending probation to the Superintendent, the evaluator shall have met with the staff member to inform him/her of the probation recommendation and to provide a written copy of the recommendation. The staff member shall have an opportunity to have an Association representative in attendance at the conference. The recommendation for probation will include a copy of the SER report as well as the following: i. the specific areas of performance deficiencies, ii. the specific ways in which the staff member is to improve, and iii. the types of assistance to be given. c. The Superintendent or designee shall review the evaluator's recommendation for probation. If the Superintendent or designee determines there is an alternative to probation, he/she may work toward implementation of the alternative with the parties involved.
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Timelines and Procedures a. Faculty who wish to apply for promotion must submit an application to their xxxx for signature by the 6th instructional day of Spring Quarter. For faculty who have a current Tenured or XXX Lead Faculty Evaluation in place by that date, Deans will forward completed applications to the Tenured Faculty Promotion Review Committee by the 21st instructional day of Spring quarter. Faculty who still need a Tenured or XXX Lead Faculty Evaluation will submit all required analysis, data and narratives to their xxxx prior to the end of Spring quarter, in order to be considered for Promotion. b. For faculty who still need Tenured or XXX Lead Faculty Evaluation, the Deans will complete and forward the evaluations, along with the associated promotion applications, to the Committee no later than 7 days after the last day of Summer Quarter. In the event a faculty member is rated as “unsatisfactory” or “does not meet expectations” during their Tenured or XXX Lead Faculty Evaluation, the application will not be forwarded to the Committee. A faculty member whose application is not forwarded will be informed of that fact no later than seven (7) days following the last day of Summer Quarter. c. The Committee will meet, deliberate, and send their recommendations to the President by the 50th instructional day of the Spring Quarter for all applications received by the 21st day of Spring Quarter. The Committee will deliberate again after they have received those applications submitted by deans no later than the 7th day after the last day of Summer Quarter. The Committee will have the option to meet and deliberate in person. The College will provide a stipend of $250 per committee member for a deliberation meeting, should it occur on a non-contract day. d. The Committee will forward their recommendations to the President at least 7 days prior to opening day. The President will make a decision and notify applicants in time to adjust faculty contracts for the academic year. Assumption of additional job duties associated with promotion and pay rate will be effective Fall Quarter. Decisions of the President will be considered final, but if an application is rejected, a performance-based rationale shall be provided in writing to the employee and the Tenured Faculty Promotion Review Committee. Payments may be delayed until the second pay period of Fall Quarter as a result of the processing and review of the promotion application materials. Once processing and review are completed, the ...
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Timelines and Procedures. At any time after October 15, and provided that the staff member was previously given an Informal Growth Plan, a staff member on a continuing contract whose work is not judged satisfactory based on the evaluation Criteria shall be notified in writing of the specific areas of deficiency along with a reasonable program for improvement.
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Timelines and Procedures. 1. Evaluation Criteria The evaluation of unit members shall be based upon the unit member demonstrating the following: 1.1. Progress on the California Standards for the Teaching Profession, 2009, and Continuum of Teaching Practice. 1.2. The performance of non­instructional duties and responsibilities. 1.3. Student progress toward grade level/district academic standards, either as stipulated in the National Common Core State Standards or as determined by the unit member and the evaluator in consultation. 2. Evaluation Process Timeline Table: 2.1. Permanent­Status Unit Members TIMELINE FOR PERMANENT STATUS UNIT MEMBER EVALUATION PROCESS 1. No Later Than September 15 Unit members complete district form opting in or out of evaluation for the year on an appropriate form before September 15. Unit members who received a positive evaluation may opt out for the one year following a positive evaluation. Unit members opting out of evaluation will not be eligible for salary increases tied to evaluation and student growth. 2. No Later Than October 15 Evaluator meets with unit member to review CSTP, Continuum of Teaching Practice rubric, and all forms and blog associated with the evaluation process. All forms and evaluation history information are located on the Evaluation page of the PVSD Intranet website. The unit member shall complete a self­assessment, indicating their placement on the rubric in each of the CSTPs, and identify one focus area for improvement within each standard. The evaluator shall provide input into this process, and the evaluator and unit member shall collaboratively narrow and agree to the unit member’s 2­4 focus CSTP areas for the year. Progress metrics shall be determined by the unit member and evaluator in consultation. 3. Between October 15 and April 1 Unit member shall provide ongoing evidence/material documentation of progress toward the successful achievement of previously agreed upon focus areas via posts to their evaluation blog. This is an opportunity for evaluator to respond and engage in an ongoing conversation related to unit member’s goals. Evaluator visits classrooms shall be unannounced. Each time the evaluator visits the classroom, s/he will provide the unit member with informal, brief written feedback via the unit member’s blog, focusing on particular on the areas identified for growth by the unit member. This is an opportunity for unit member to respond and to engage in an ongoing conversation related to unit member’s goals. 4....
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Related to Timelines and Procedures

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