Evaluation Appeal Process Sample Clauses

Evaluation Appeal Process. Instructional employees may appeal using an expedited appeal procedure limited to 2 steps: Step 1 - Final Evaluation Appeal and Step 2 - Arbitration. The Arbitration step will be an expedited process with no submission of briefs and the arbitrator will issue a written decision. Expedited Arbitration will include setting a panel of mutually agreed upon and available arbitrators to hear multiple cases in a day. Although we are using an expedited arbitration process, each side retains the right to use all remedies available to them under state and federal law. If a serious procedural violations results in the removal of an annual evaluation, the evaluation rating will default to Not Evaluated and the employee will be considered to have an overall Effective rating for the purpose of all Human Capital and salary decisions.
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Evaluation Appeal Process. A. If a "Does Not Meet Standards" rating is received, the employee has the following choices:
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Evaluation Appeal Process. Employees may appeal using an expedited appeal procedure limited to 3 steps: Step 1, Step 2, and Arbitration. The Arbitration step will be an expedited process with no submission of briefs and the arbitrator will issue a written decision. Expedited Arbitration will include setting a panel of mutually agreed upon and available arbitrators to hear multiple cases in a day. Serious procedural violations may result in the removal of an annual evaluation and the evaluation rating will default to the student achievement rating.
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Evaluation Appeal Process. A. The parties recognize that solid work performance should be achieved and that work below that level should be addressed during the evaluation period. To the extent practicable, an employee who receives a “Needs Improvement” or “Unsatisfactory” or their subsequent equivalent ratings (“Needs Improvement” or “Unsatisfactory”) will have been informed of issue(s) and necessary improvements with regard to his or her work performance during the evaluation period. If an overall performance rating of "Unsatisfactory” or “Needs Improvement" is received, the employee may request a ninety (90) calendar day re-evaluation period which shall not be unreasonably denied. The re-evaluation period shall be ninety (90) calendars days in length. An employee shall have his/her reevaluation done at the end of the ninety (90) calendar day period to determine if a "Solid Performance" rating has been achieved. If an employee receives a “Solid Performance” evaluation during the re-evaluation process, he or she shall be prospectively eligible for the denied Step and/or salary increase effective from the date of receiving the "Solid Performance" rating. Employees shall retain their anniversary date for Step purposes regardless of their rating during the evaluation or re-evaluation process.
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Evaluation Appeal Process a. There shall be an appeal procedure for an unsatisfactory or needs improvement Overall score on the performance evaluation of the negotiations unit member.
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Evaluation Appeal Process. A. Appeal Steps
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Evaluation Appeal Process. Instructional employees may appeal using an expedited appeal procedure limited to 3 steps: Step 1, Step 2, and 2 steps: Step 1 -
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Evaluation Appeal Process a. During the summative evaluation conference all evaluators shall discuss the written summative evaluation report so that all points of view will be reflected. The teacher shall receive a copy of all evaluation documents included in the Evaluation Plan. At the teacher's option, the teacher may appear before the evaluators, with Union representation if requested, to discuss the final evaluation report within five (5) school days after receipt of the summative evaluation report.
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Evaluation Appeal Process 
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Related to Evaluation Appeal Process

  • Appeal Process PROVIDER may appeal any adverse finding by the Contract Compliance Officer as set forth in sec. 25.08(20)(c), D.C. Ords.

  • Classification Appeal Procedure An employee shall have the right to appeal, through the Union, the classification of the position the employee occupies, or where a point rating plan has been used, the right to appeal the position's level. Classification matters are not grievable under Article 8 of this Agreement. Instead, the following procedures shall be followed.

  • Evaluation Process A. The immediate supervisor will meet with an employee at the start of the employee’s probationary, trial services, transition, and annual review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated during probationary, trial service and transition review periods and at least annually thereafter. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory.

  • Evaluation Procedure The procedural requirements set forth in this agreement to provide specificity to the statutory obligations established under sections 3319.111 and 3319.112 of the Ohio Revised Code and to conform to the framework for the evaluation of teachers developed under section 3319.112 of the Ohio Revised Code.

  • Evaluation Procedures 7.2.1 Evaluation procedures designed to fairly and adequately assess performance of full- time faculty employees shall be established and reviewed annually by the Vice President, after consultation with appropriate faculty groups at divisional/departmental meetings for their recommendations.

  • Appeal Procedure The Appeal will be deemed an appeal of the entire Arbitration Award. In conducting the Appeal, the Appeal Panel shall conduct a de novo review of all Claims described or otherwise set forth in the Arbitration Notice. Subject to the foregoing and all other provisions of this Paragraph 5, the Appeal Panel shall conduct the Appeal in a manner the Appeal Panel considers appropriate for a fair and expeditious disposition of the Appeal, may hold one or more hearings and permit oral argument, and may review all previous evidence and discovery, together with all briefs, pleadings and other documents filed with the Original Arbitrator (as well as any documents filed with the Appeal Panel pursuant to Paragraph 5.4(a) below). Notwithstanding the foregoing, in connection with the Appeal, the Appeal Panel shall not permit the parties to conduct any additional discovery or raise any new Claims to be arbitrated, shall not permit new witnesses or affidavits, and shall not base any of its findings or determinations on the Original Arbitrator’s findings or the Arbitration Award.

  • Appeal Procedures A. Employees may appeal discipline imposed under this LOA through the Dispute Resolution Procedure contained in the Collective Bargaining Agreement (i.e. grievance procedure) or to the Minneapolis Civil Service Commission.

  • Evaluation Cycle Goal Setting and Development of the Educator Plan

  • Review and Appeal (a) Each Party shall establish or maintain judicial, quasi-judicial, or administrative tribunals or procedures for the purpose of the prompt review and, where warranted, correction of final administrative actions regarding matters covered by this Treaty. Such tribunals shall be impartial and independent of the office or authority entrusted with administrative enforcement and shall not have any substantial interest in the outcome of the matter.

  • AUDIT REVIEW PROCEDURES A. Any dispute concerning a question of fact arising under an interim or post audit of this AGREEMENT that is not disposed of by AGREEMENT, shall be reviewed by LOCAL AGENCY’S Chief Financial Officer.

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