Evaluation Format. The primary purpose and role of evaluation is to strengthen and improve the educational program of the district by assisting the individual teacher to become more effective.
Evaluation Format. The evaluation form will be that specified in Appendix B unless changed by mutual agreement of the Parties in writing.
Evaluation Format. The purpose of the professional educator evaluation process in Andover Public Schools is to provide quality instruction that aligns with district goals and objectives. In addition, this process is designed to promote professional learning that allows educators to continually develop and implement new techniques to improve their teaching practices and methods. This process provides:
Evaluation Format. 16 Each evaluation will be written in narrative form except to say that the elements of job 17 description, quantity, quality, knowledge, job goals and, where applicable, remedial job 18 requirements as specified in Section 13.1.2 above will be included in the written evaluation. A 19 written evaluation for each employee shall be completed annually and shall be on the approved 20 evaluation form (see Appendix 1 & 2). Bus drivers shall be evaluated on the Bus Driver 21 Evaluation Form.
Evaluation Format. The Board shall evaluate and assess in writing the performance of the Superintendent at least annually during the term of this agreement. This evaluation and assessment shall be reasonably related to the goals and objectives of the district for the year in question. The Board will determine the evaluation format. The evaluation format shall be reasonably objective and shall contain at least the following criteria: educational programs, professional leadership and personal qualities, Board-Superintendent relations, community relations, and business matters. The evaluation format shall provide for an evaluation system both as to overall performance and as to the specific criteria set forth in the evaluation format.
Evaluation Format. Evaluation reports shall be presented to each employee in accordance with the following procedures:
Evaluation Format. 23 Each evaluation will be presented to the employee, recorded on the District evaluation form included 24 herein as Appendix A. 26 27 28 ARTICLE XVIII 29 30 SALARIES
Evaluation Format. The Board shall evaluate and assess the performance of the Superintendent at least annually during the term of this agreement. Said evaluation and assessment shall be reasonably related to the goals and objectives of the school district for the year in question and may be exercised orally or in written format, depending on the desire of the Board. The Superintendent shall submit to the Board written goals which will serve as the basis for his evaluation (hereinafter “evaluation format”). The evaluation format shall be objective and based on a review of the district goals. The evaluation of the superintendent may also contain a review of the following criteria: Board-Superintendent relations, community relations, personnel relations, educational programs, business matters, professional leadership, and personal qualities, as well as a review of district goals.
Evaluation Format. Each department head shall utilize evaluation forms which have been approved by the Town Manager. The evaluation format should consist of a rating scale of performance for each relevant or significant dimension of an employee's position, a narrative description of the quality and consistency of work performed, including both problem areas and areas of satisfactory and outstanding work. Also included should be the employee's goals for the year, including but not limited to the correction or improvement in specific work areas and acquiring or developing additional skills and/or abilities. Employees may include any comments regarding any item mentioned in the evaluation or any other job/performance related issue, and the employee will be expected to sign the evaluation. Evaluation Procedure Each employee shall be evaluated by the employee's direct supervisor. The supervisor shall first complete a written evaluation of the employee. The completed, written evaluation shall be discussed with the employee in a confidential conference. The supervisor may modify any item during or following this conference, and provide employee with a copy of same. At, or within two days of the conference, the employee may add comments to the evaluation, either on the evaluation form or in a separate statement. Each employee shall sign the evaluation form, indicating only that the employee has met with the supervisor and received a copy of the evaluation. Such signature does not imply that the employee agrees or disagrees with the evaluation. Each completed evaluation, including the comments, if any, of the employee, will be reviewed by the department head. The department head may add appropriate comments. However, any comments regarding the employee's performance shall also be given to the employee and reviewed with the employee's direct supervisor. The employee's supervisor and the department head will sign the evaluation form. The Town Manager shall review all performance evaluations to ensure that employees are being evaluated in a uniform way. If the Town Manager finds discrepancies or inaccuracies in or among evaluations, these will be discussed with the department head. The Town Manager, however, may recommend changes but will not unilaterally revise performance evaluations.
Evaluation Format. The County shall be responsible for providing a written format from which to evaluate employees, which format shall be approved by the administrator, with a copy to be provided to the Union. Any future change in evaluation format shall be discussed with the Union prior to implementation of such change.
