Continuous Evaluations Sample Clauses

Continuous Evaluations. Evaluation will continue regularly throughout the teacher’s service, although the supervisory burden will naturally be greatest in the earlier years of teaching service. It is the expectation of the District that building principals routinely observe all teachers’ instruction on an annual basis. The non-tenure teacher and any teacher on probation must be observed a minimum of twice yearly and receive a comprehensive annual evaluation. Tenured teachers will continue to improve their instructional and leadership skills through annual goal- setting that includes descriptions of how the teacher/educator will seek continued improvement. The principal and/or supervisor will work closely with the educator to establish projects, leadership opportunities and/or strategies for continued growth in the profession or to determine that the educator is interested in pursuing the traditional evaluation process. This process may replace the traditional observation/evaluation procedure for not more than three (3) consecutive years. The principal may invoke the traditional observation/evaluation procedure at any time deemed necessary. The traditional procedure for a tenured teacher will minimally include one observation and the summative evaluation.
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Continuous Evaluations. Evaluation will continue regularly throughout the teacher's service, although the supervisory burden will naturally be greatest in the earlier years of teaching service. It is the expectation of the District that building principals routinely observe all teachers' instruction on an annual basis. The non-tenure teacher and any teacher on probation must be observed a minimum of twice yearly and receive a comprehensive annual evaluation. Tenured teachers will continue to improve their instructional and leadership skills
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Related to Continuous Evaluations

  • Continuous Operations Any employee or group of employees engaged in an operation for which there is regularly scheduled employment on a twenty-four (24) hour a day, seven (7) day a week basis shall be known as continuous operations employees.

  • Continuous Employment For purposes of this Agreement, the continuous employment of the Grantee with the Company or a Subsidiary shall not be deemed to have been interrupted, and the Grantee shall not be deemed to have ceased to be an employee of the Company or Subsidiary, by reason of (a) the transfer of the Grantee’s employment among the Company and its Subsidiaries or (b) an approved leave of absence.

  • Continuous Operation The work week shall provide for continuous operation based on a seven (7) day week, twenty-four (24) hours per day.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • Performance Evaluations Employee performance shall be evaluated and communicated on a yearly basis as required under County policy. Performance evaluations are used to demonstrate to employees that they are valued; record how an employee’s performance meet the requirements of the job; create a job history record; identify employee strengths and areas for enhancement; assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which is more than two (2) years old will not be referenced in performance evaluations. The County shall ensure employee performance evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution of the differences, the employee may file a written request to meet with the next level of management. Said request shall state the unresolved issues and the specific changes in the written performance evaluation the employee is seeking. The appropriate manager shall meet with the employee to discuss the unresolved issues. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate manager, the employee may within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working days of receipt of a written request stating the unresolved issues and the desired changes in the written performance evaluation, the department head shall meet with the employee to discuss the issues. Within ten (10) working days of said meeting, the department head shall respond in writing to the employee. The decision of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a written response to his/her evaluation that shall be placed in his/her personnel file.