Evaluation of Personnel. 11.1 Age, sex, race, color, marital status, physical or mental disability, religious creed, or national origin are not factors to be considered in the evaluation process.
Evaluation of Personnel. Forms and Procedures Cover Sheet Evaluatee School Evaluator Subject/Grade Date Observation #1 Date Observation #2 Final Evaluation Date Evaluator Check-off List: £ INITIAL CONFERENCE “By the fifth week of school an initial meeting is held between the prime evaluator and each evaluatee.” (8.2.2) £ INTERIM CONFERENCE “Prior to the end of the first semester an observation is conducted for all temporary and probationary certificated employees assigned to the prime evaluator. A Post observation conference will be held within one week.” (8.2.3) £ INTERIM CONFERENCE “At least thirty days prior to the end of the third quarter an observation is conducted for all permanent certificated employees assigned to the prime evaluator. A post observation conference will be held within one week.” (8.2.4) “By the end of the third quarter a second observation is conducted for all temporary and probationary certificated employees assigned to the prime evaluator. A post observation conference will be held within one week.” (8.2.5) £ FINAL CONFERENCE “At least thirty days prior to the last day of student attendance, the final evaluation report (Certificated Employee Performance Evaluation) of each certificated employee will be filed in the personnel office. The prime evaluator will write the final evaluation report based on observations and conferences. An evaluation conference will be held. Both parties will sign the final evaluation, indicating the meeting was held.” (8.2.6) Evaluatee Signature & Date Evaluatee Signature & Date Evaluatee Signature & Date Evaluatee Signature & Date Evaluator Signature & Date Evaluator Signature & Date Evaluator Signature & Date Evaluator Signature & Date Evaluation of Personnel: Forms and Procedures Pre-Observation Conference By the fifth week of school an initial meeting is held between the prime evaluator and evaluatee. This meeting should result in agreement upon the three standards to be evaluated during the school year. In the event that the teacher and evaluator are unable to agree on the standards, the teacher will select two standards and the evaluator will select a third. Standards being selected shall be initialed.
Evaluation of Personnel a. The City shall prepare and maintain a uniform system whereby each employee shall be evaluated during their employment with the City. The evaluation shall be a part of the procedure having to do with promotions, demotions, transfers, salary increases and decreases, separation from service, and other personnel status changes. New hires shall be given a copy of the evaluation form and a copy of their job description and any other relevant data considered necessary by their department head and/or immediate supervisor, so they will be aware of the position requirements and evaluation criteria. Any current employee may request at any time to have said referenced items. Changes made by the City in the performance evaluation form or job description shall be provided to all affected employees. The City shall be responsible for developing performance evaluation forms. The City shall consult with the MMEA President regarding the revised performance evaluation form. Should the MMEA President provide a written request to meet with City representatives within 10 working days of receipt of the revised form, the City and the MMEA shall have up to 30 calendar days to agree on all outstanding issues pertaining to the revised form. Should the parties fail to agree on all issues, the parties will select a mutually agreed upon third party conflict resolution professional to reach agreement on the unresolved issues. In the event the parties cannot agree, the City HR Department will move forward with implementing the performance evaluation form while utilizing the MMEA concerns to the best of their ability.
Evaluation of Personnel. New hire probationary employees shall be evaluated, at a minimum at the three (3) month, six (6) month, nine (9) month and twelve (12) month stage of employment.
Evaluation of Personnel. The evaluation of school psychologists is a continuous process of primary concern to both the Association and the Board.
Evaluation of Personnel. SECTION A: Certified personnel should be cooperative in establishing mutual communication with the building principal and/or any of the administrative staff and the school-based council.
Evaluation of Personnel. 1. The School District shall have the right to evaluate all personnel in the performance of the respective duties and responsibilities of the positions they hold as defined by the job description for each respective position. The purpose of the evaluation instrument shall be to assess the relative strengths and weakness, and areas of performance in need of improvement.
Evaluation of Personnel. The parties agree that they are in the second year of a three year process that establishes Xxxxxxxxx Xxxxxxxxx’x professional framework and the use of professional learning communities (PLC) as a major component of the evaluation process. The committee of administrators and teachers continue to meet to develop the final criteria for measuring student growth, merit pay, probationary teachers evaluations and incorporating the changes in evaluation that meet the requirements of legislated state laws and Michigan Department of Education rules. For the 2010 – 2011 school year, all teachers will be evaluated using the Xxxxxxxxx framework or by participation in a PLC. In both options student growth will be a component of the final evaluation. Teacher training will continue throughout the year and with the goal of final implementation in place by fall 2011. Probationary teachers, or IDP teachers, will be evaluated using the IDP document and the Xxxxxxxxx framework. After the procedures are clarified and mutually agreed upon, a letter of agreement will replace the remainder of this article.
Evaluation of Personnel. Evaluation of the effectiveness of teaching is an important function of the Administration. If the evaluation process is to be effective, it must be a communication process to serve both a guidance and rating function. The main purposes of evaluation are:
Evaluation of Personnel. 1. Non-tenured teachers may be evaluated formally and informally during any probationary year. Tenured teachers may be evaluated at any time. All determinations as to when an evaluation will take place shall be made by the evaluator. Teachers may be evaluated by the Superintendent and/or administrator. Observations may be announced or unannounced at the discretion of the evaluator. All teachers must be evaluated by an administrator at least once every year.
