Evaluation Periods. 1. Employees awarded vacancies in any Lead or other Specialty position within their current classification will have a 90 day job trial during which either the employee or Company may determine that the employee should return to his or herthe employee’s previous position. Employees returning to the basic classification during their job trial period will return to their previously held shift bid line if it has not been filled. If the shift bid line has been filled, employees will return to a shift bid line that their bid seniority would hold, which will be designated as relief until the next shift bid. Absent mutual agreement otherwise, after successfully completing the 90 day job trial period an employee may not withdraw from or bid out of the position until completing 6 additional months in that position.
Evaluation Periods. 1. Removal from Lead Employees awarded vacancies in any Lead CLP position will have a 45 day job trial during which either the employee or Company may determine that the employee should return to the employee’s previous position. If this one time trial period was after the shift bid the employee will be placed on a relief line since the employee will have no line to return to. At any time after the trial period the employee can withdraw from the position upon giving 45 days’ notice to the Company. The Company may remove an employee from the CLP Lead position based on job performance or the needs of the service at any time. Employees removed from the CLP position will be placed on a relief line until the next shift bid.
Evaluation Periods. 10.1.1 New employees shall be observed in the performance of their work assignment (classroom teaching or similar assignment) for the purpose of evaluation at least two (2) times during the first year of employment. The first observation and evaluation shall be made within the first ninety (90) calendar days of employment. The second shall be made before May 15th of each school year. Total observation time for each employee for each school year shall be not less than sixty (60) minutes. A teacher in the third year of provisional status as defined in RCW 28A.405.220 shall be observed at least three times in the performance of his or her duties and shall be provided with a written evaluation at least once per year. Such evaluation shall be completed prior to May 15th of each school year and the total observation time for the school year shall not be less than ninety (90) minutes. All other employees shall be formally observed for the purpose of evaluation at least twice per year and shall be provided with a written evaluation at least once per year. Such evaluation shall be completed prior to May 15th of each school year. Total observation time for each employee for each school year shall be not less than sixty (60) minutes. Each of the described observation shall be made by the principal or his or her designee. Following each observation, or series of observations the evaluator shall promptly, within 10 working days, document the results of the observation in writing, and shall provide the teacher with a copy thereof within three days after such report is prepared.
Evaluation Periods. Probationary Bargaining Unit Members' shall be evaluated at the end of the third (3rd) and fifth (5th) months of service to the District. Evaluations shall be scheduled by the evaluator within thirty
Evaluation Periods. Employees awarded vacancies within the agreement will have a job trial period during which either the employee or Company may determine that the employee should return to his or herthe employee’s previous position.
Evaluation Periods. All employees shall be evaluated annually. Head Coaches shall be observed and evaluated by the Athletic Director and/or principal. Assistant Coaches may be observed by the Head Coach in order to assist the Athletic Director and/or MS Assistant Principal in their evaluations. All evaluations must be completed using the agreed form within 15 days of completion of the season. Copies of the evaluation will be given to the employee, site athletic director and District Human Resources office. All members may be evaluated more frequently upon their request or if the site athletic director, principal or District administration determines it to be necessary. As needed the Evaluation Forms, Appendixes A, shall be reviewed by a joint working group of the OEA-AAA and OSD designees. The product of the working group will be submitted to the OEA-AAA and OSD for sign off prior to implementation. Implementation will take place at the beginning of the subsequent school year.
Evaluation Periods. 1. Pre-evaluation Preparation
Evaluation Periods. Employees awarded vacancies in a Lead Security Officer position will have a 90 day job trial during which either the employee or Company may determine that the employee should return to his or her previous position. Employees returning to the basic classification during their job trial period will return to their previously held shift bid line if it has not been filled. If the shift bid line has been filled, employees will return to a shift bid line that their bid seniority would hold, which will be designated as relief until the next shift bid. Absent mutual agreement otherwise, after successfully completing the 90 day job trial an employee may not withdraw from or bid out of the position until completing 6 additional months in that position.
Evaluation Periods. New employees shall be observed in the performance of their work assignment (classroom teaching or similar assignment) for the purpose of evaluation at least once for a total observation time of thirty minutes during the first ninety calendar days of their employment period. A second observation shall be made before May 1 of the school year. All other employees shall be evaluated at least once a year. Such evaluation shall consist of at least two classroom observations totaling not less than sixty minutes, followed by a written evaluation, which shall be completed before June 1 of each school year. Each of the described observations and the evaluation shall be made by the District's certificated Administrator.
Evaluation Periods. A determination of the award fee earned for each annual evaluation period will be made promptly by the FDO no later than 90 days after the end of the period. The evaluation periods and the amount of award fee potentially available for that period are set forth in the table below in terms of the percentage of the maximum award fee specified in Section B.3. Evaluation Period Period Amount of Award Fee Available 1 TBD at Award 10% 2 TBD at Award 15% 3 TBD at Award 20% 4 TBD at Award 25% 5 TBD at Award 30%
