Yearly Evaluation. The Superintendent shall annually evaluate the performance of the Assistant Superintendent. This evaluation shall be based on the position’s job description and any mutually agreed upon District goals and objectives, which shall be jointly developed by the Superintendent and the Assistant Superintendent.
Yearly Evaluation. All criteria, including total school performance, for the annual evaluation of teachers shall be contained on a single form approved by the Superintendent of Schools.
Yearly Evaluation a. The performance of all teachers is presumed to be satisfactory until there is evidence to the contrary gathered in accordance with these procedures.
b. No later than May 10 of each school year, the teacher's evaluator (building principal or immediate supervisor) shall notify the teacher in writing whether his/her teaching is satisfactory, needs direction or needs improvement. This decision is to be based on the teacher's performance in the school year preceding this notice. (Form D-1 Year-End Status)
c. When the evaluator determines that the teacher's performance needs direction or needs improvement, the evaluator will specifically detail in writing the reasons that formed the basis of this conclusion. (Form D-2 Teacher Evaluation Form)
d. A conference will be held with the teacher to explain such a determination and the specifics that support it. The teacher will be afforded the right to provide additional information and/or rebuttal. The teacher may have an Association representative present during this process.
e. The President of the Association shall be advised of all teachers whom the district intends to evaluate as needs direction or needs improvement prior to holding the above conference. With the teacher’s approval, the President will designate a representative who will be present when the conference is held with the teacher.
f. The teacher’s evaluation status may be changed at any time. The teacher may be re-evaluated as needs direction or as needs improvement at times other than the normal notification schedule only if it can be demonstrated that there has been a significant change in performance, or that new evidence has been obtained that was not known to the evaluator prior to the preceding May. If the teacher disagrees with the decision of the evaluator regarding the need to be re- evaluated, the Superintendent will hold a hearing in an attempt to settle the dispute. If the dispute is still not resolved following this hearing, the Association may appeal the decision through the grievance procedure by initiating it at Step 5 - Superintendent’s Level.
g. Tenure staff evaluated as needs direction and all staff evaluated as needs improvement will be placed on a performance improvement plan. The administrator will identify up to two areas (domains) of concern within two (2) weeks of the time the teacher is officially notified of a change in evaluation status. The plan will be developed by the administrator with input from the teacher (Form D-5...
Yearly Evaluation. The Board shall discuss on an as-needed basis its working relationship with the Superintendent and her job performance, including a mid-year
Yearly Evaluation. The Superintendent shall evaluate the performance of the Assistant Superintendent. This evaluation shall be based on the duties of the position, the job description, and any mutually agreed upon District goals and objectives, which shall be jointly developed by the Superintendent and the Assistant Superintendent. The evaluation shall normally occur before or during May of each year; however, during the last year of this Agreement, the evaluation shall occur before or during April. At the conclusion of the evaluation process, the Superintendent shall determine, in writing, on the evaluation form, whether or not the evaluation is “satisfactory” or “unsatisfactory” so that a clear and affirmative recommendation is made to the Board regarding the Assistant Superintendent’s entitlement to a step increase in accordance with section 2 of this Agreement. At the conclusion of each annual evaluation, the parties agree to discuss an extension of the contract, salary, and any other items of mutual interest.
Yearly Evaluation. The Board shall evaluate the Superintendent's performance at least annually during the term of this Agreement and more frequently at the Board's discretion. The Board shall continue to use the current Board evaluation format for the Superintendent's evaluation, unless the Board and Superintendent jointly agree upon a different process and evaluation method pursuant to Board policy 2140. Each year of the Agreement, the Board and Superintendent shall establish by mutual agreement the Superintendent's performance objectives and benchmarks for the next school year. Performance and objectives as outlined in the timetable listed below shall be put in writing no later than October 15th, and shall be based on the duties and responsibilities set forth in this Agreement: September 1 No later than September 1 of each year, Superintendent and Board establish performance goals and evaluation criteria. December 15 No later than December 15 of each year, Superintendent and Board meet for closed session review of the Superintendent's performance, effectiveness and progress toward achievement of the objectives jointly established for that school year. Modifications to those performance objectives may occur from time to time as parties may agree and shall be put in writing by the Superintendent. A summary of the midyear discussion(s) may also be put in writing by the Board. March 30 No later than March 30 of each year, Superintendent and Board meet for another closed session review of the Superintendent's performance, effectiveness and progress toward achievement of the objectives jointly established for that school year. Modifications to those performance objectives may occur from time to time as parties may agree and shall be put in writing by the Superintendent. A summary of the midyear discussion(s) may also be put in writing by the Board. June 15 No later than June 15 of each year, the Superintendent notifies the Board of its evaluation responsibilities; provides the Board with copies of this Agreement and the Superintendent's current performance objectives; and schedules a meeting for the Superintendent and Board to review the Board's completed written evaluation of the Superintendent. June 1 to July 31 Board meets to prepare evaluation, then entire Board or Board subcommittee meets with Superintendent to deliver evaluation. At Superintendent's or Board's request, Superintendent and Board will meet in closed session to discuss the evaluation process or the evaluation ...
Yearly Evaluation. The Board shall conduct an annual written assessment of the performance of the Superintendent no later than June 30 of each year of this Agreement, unless another date for the annual performance assessment is mutually agreed upon in writing by the Board and the Superintendent. An evaluation instrument produced and provided by the Pennsylvania School Boards Association for evaluation of Superintendents shall be used by the Board for this purpose, unless the Board and the Superintendent mutually agree upon a different instrument and methodology. A copy of the written performance assessment shall be delivered to the Superintendent and shall be discussed with the Superintendent in a private executive session of the Board limited to members of the Board and the Superintendent. The Superintendent shall have the right to make a written response to the annual performance assessment. In the event the Board consensus determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, in reasonable detail, the specific instances of unsatisfactory performance. Any other practices and procedures concerning the evaluation shall be in accordance with the instructions and guidelines provided by PSBA. The Board and the Superintendent agree that the annual performance assessments and the Superintendent’s responses shall be privileged and the Board and its individual members shall respect the confidentiality of the discussions. The Board and its individual members shall not reveal confidential information about the Superintendent’s performance assessment results except in the case of a dispute between the Superintendent and District in which her performance is or becomes an issue or in response to the Superintendent making the performance assessment results public or with the Superintendent’s agreement or as otherwise expressly required by state or federal law. The Superintendent’s performance shall be deemed satisfactory, her objective performance shall be deemed met, and the Superintendent shall not be subject to discipline, discharge or termination on the bases of neglect of duty or incompetency in any year when a formal performance assessment was not completed in accordance with this Agreement.
Yearly Evaluation. The Board shall devote a portion of at least two (2) meetings annually to discuss and evaluate the performance and working relationship between the Superintendent and the Board. The evaluation of the Superintendent shall be based on the duties of the position, the job description (if any) and any mutually agreed upon District goals and objectives, which shall be jointly developed by the Superintendent and the Board. The Board may conduct more than one formal written evaluation each school year.
Yearly Evaluation. Each year we will sit down to discuss progress and goals. At that time, you should remember totell me if you are unhappy with any aspect of your experience as a graduate student in this lab. Remember that I am your advocate, as well as your advisor. I will be able to help you with any problems you might have with other students, professors, or staff. Similarly, we should discuss any concerns that you have with respect to my role as your advisor. If you feel you need more guidance, I am interfering too much with your work, you would like tomeet with me more often, etc. please tell me during this time. At the same time, I will tell you if I am satisfied with your progress and if you are on track to graduate by your targetdate. It will be my responsibility to explain to you any deficiencies so that you can take steps to address them.
Yearly Evaluation. The Board shall discuss on an as-needed basis its working relationship with the Superintendent and his job performance, including a mid-year verbal discussion each school year. The Superintendent shall work with the Board to develop a time line for each year’s evaluation process. At least once a year and normally during the month of June a portion of a Board meeting shall be devoted to (1) formal criteria to be used to evaluate the Superintendent, (2) an oral and written evaluation of the Superintendent’s performance, (3) a review of the Superintendent’s salary and benefits, and (4) discussion of goals and objectives for each year of this Agreement. This shall include goals for the Superintendent’s first year of employment by the District. Nothing in this Agreement shall preclude the Board from evaluating the Superintendent more than one time per year. Among other criteria, the evaluation shall be based upon the job description and any mutually agreed upon goals and objectives. The evaluation shall, at a minimum, assess Superintendent’s performance as it relates to: the duties and responsibilities of the position, this Agreement, the job description, the annual goals and objectives established by the Board and Superintendent, and applicable law and Board Policy. The evaluation format shall also contain, at a minimum, the following evaluation areas as they relate to the aforementioned assessment criteria: • relationship with the Governing Board • relationship with the community • curriculum and instruction leadership • business and operations services leadership • staff and personnel relationships • personal qualities and development • educational results, as available • overall educational leadership
