Written Evaluation. The Superintendent in consultation with the Board shall review and assess the Administrator’s performance on or before February 1 of each year. The Administrator shall be formally evaluated in writing annually by the Superintendent on or before February 1 of each year. The evaluation shall include a description of the Administrator’s duties and responsibilities and the standards to which the Administrator is to perform. It shall consider the Administrator’s specific duties, responsibilities, management and competence as an Administrator; specify the Administrator’s strengths and weaknesses with supporting reasons; align with research based standards established by the Illinois State Board of Education and use data and indicators on student growth as a significant factor in rating performance. The evaluation shall also consist of a review of the Administrator’s progress toward meeting established professional, student performance and academic goals set forth in Appendix A and a review of the Administrator’s leadership and management performance relative to his current assignment. The written evaluation shall be signed by both the Superintendent and the Administrator. The Administrator may respond to the evaluation in writing and such response shall be attached to and included in the Administrator’s personnel file.
Written Evaluation. Evaluation shall then be reduced to writing and a copy given to the employee within fifteen (15) working days of the observation. If the employee disagrees with the written evaluation, the employee may submit a signed and dated written position to the building principal or his/her appropriate supervisor and then the written position shall be attached to the file copy of the evaluation in question. The employee shall be asked to sign the written evaluation; however, such signature shall be understood to indicate the employee’s awareness of the evaluation, but in no instance shall said signature be interpreted to mean agreement with the content of the material. The Employer shall provide written comments for the purpose of helping the employee improve weaknesses, as shown on the written evaluation.
Written Evaluation. Evaluation shall then be reduced to writing and a copy given to the employee or SUCCESS employee within fifteen (15) working days of the observation. If the employee or SUCCESS employee disagrees with the written evaluation, the employee or SUCCESS employee may submit a signed and dated written position to the building principal or his/her appropriate supervisor, and then the written position shall be attached to the file copy of the evaluation in question. The employee or SUCCESS employee shall be asked to sign the written evaluation, however, such signature shall be understood to indicate the employee’s or SUCCESS employee’s awareness of the evaluation, but in no instance shall said signature be interpreted to mean agreement with the content of the material.
Written Evaluation. All evaluations shall be reduced to writing and a copy given to the bargaining unit member within ten (10) days of evaluation. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If a Director believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall an identification of the specific ways in which the bargaining unit member is to improve, and of the assistance to be given by the employer towards that improvement. In subsequent observation reports, failure to again note a specific deficiency shall be interpreted to mean that adequate improvement has taken place.
Written Evaluation. The Superintendent in consultation with the Board shall review and assess the Director’s performance on or before June 1 of each year. The Director shall be formally evaluated in writing annually by the Superintendent on or before June 1 of each year. The evaluation shall include a description of the Director’s duties and responsibilities and the standards to which the Director is to perform. It shall consider the Director’s specific duties, responsibilities, management and competence as a Director and specify the Director’s strengths and weaknesses with supporting reasons. The written evaluation shall be signed by both the Superintendent and the Director. The Director may respond to the evaluation in writing and such response shall be attached to and included in the Director’s personnel file.
Written Evaluation. The Superintendent in consultation with the Board shall review and assess the Specialist’s performance on or before June 1 of each year. The Specialist shall be formally evaluated in writing annually by the Superintendent on or before June 1 of each year. The evaluation shall include a description of the Specialist’s duties and responsibilities and the standards to which the Specialist is to perform. It shall consider the Specialist’s specific duties, responsibilities, management and competence as a Specialist and specify strengths and weaknesses with supporting reasons. The written evaluation shall be signed by both the Superintendent and the Specialist. The Specialist may respond to the evaluation in writing and such response shall be attached to and included in the Specialist’s personnel file.
Written Evaluation. The written evaluation report (Attachment 16) shall be signed by the evaluator and employee and a copy provided to the employee. The employee’s signature is merely an acknowledgement of having received the report. It does not indicate agreement or disagreement with that evaluation report. The employee will have an opportunity to submit his/her comments in written form which will be attached to the evaluation.
Written Evaluation. No evaluation of any employee shall be placed in any personnel file without an opportunity for discussion between the employee and the evaluator. Evaluations shall be based, as much as possible, upon the direct observation and knowledge of the evaluator. Any negative evaluation shall include specific recommendations for improvements and provisions for assisting the employee in implementing any recommendations made. The employee shall have the right to review and respond to a negative evaluation in accordance with the above.
Written Evaluation. All evaluations shall be reduced to writing and a copy given to the bargaining unit member within ten (10) days of the evaluation. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If a supervisor believes a bargaining unit member is doing unacceptable work the reasons therefore shall be set forth in specific terms.
Written Evaluation. All evaluations shall be reduced to writing and a copy given to the bargaining unit member by May 30 in any year the bargaining unit member is evaluated. If the bargaining unit member disagrees with the evaluation, he/she may submit a written response that shall be attached to the file copy of the evaluation in question. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons shall be set forth, and shall include suggestions regarding ways in which the bargaining unit member may improve.
