Evaluation Procedures. 11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe. 11.1.1 Each employee shall have an annual conference with a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern, 11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period. 11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings. 11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee. 11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation. 11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form. 11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file. 11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place. 11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement. 11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file. 11.3.4 An evaluation that contains any rating of “needs improvement,” or 11.3.5 Salary Schedule Step Increases 11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation. 11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher. 11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”. 11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date. 11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement. 11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department. 11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file. 11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes. 11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file. 11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file. 11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative. 11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer. 11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon. a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file. b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material. c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 11.1 Section A: The Evaluation Plan approved by the Board and the Association is incorporated into this Article by reference. The building principal and/or designee (limited to assistant principals and the appropriate, qualified special education and special services supervisors and administrators, in consultation with the building principal) is responsible for evaluating all staff members assigned to his/her building. Responsibilities of evaluators, in addition to those specified in the Evaluation Plan Document, include:
1. Apprising each staff member upon assignment, and/or at the beginning of each school year, the specific criteria on which the evaluation process is intended will be made.
2. Prior to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance each observation, reviewing with the staff member the methods of assigned duties within their job description. It is not evaluation to be used employed. The staff member shall explain his/her objectives, methods and materials to the evaluator. The evaluator will advise the staff member as discipline, but can to when each observation will be used conducted. The evaluator shall conduct a post conference with the staff member after each observation to inform review the employee of less than satisfactory performance completed observation form. The staff member will also meet with the evaluator to review and approve the student growth goal following the procedures and process as outlined in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframethe PERA/Student Growth agreement.
11.1.1 3. Assuring that probationary staff members are evaluated once each year prior to attaining tenure.
4. Assuring that staff members on contractual continued service are evaluated once every two years or upon request of the staff member or evaluator. In the years not evaluated, the principal shall place a letter in the staff member’s personnel file, with a copy to the staff member, stating that the lack of an evaluation will not be construed as an adverse reflection on the staff member’ s performance. A form letter jointly agreed upon by the Board and the Association will be utilized.
5. Each employee formal evaluation shall be initiated by a pre-conference between the evaluator and the staff member that includes a review of the expectations of the parties and mutually scheduling the date and time for the observation. In the case of the first instance of a staff member’s failure to be present for the pre-conference or observation, it will be mutually rescheduled by the administrator and staff member. Every evaluation event (i.e., pre-observation, post-observation or summative evaluation conference, the SMART Goal for student growth meeting, or formal observation) shall be held at an agreed time unless, with regard to a particular event, an evaluator attempts twice to schedule and no time is agreed to, the evaluator may assign a time in accordance with the timeline for the event. If the staff member for any reason is unable to attend at the scheduled time (including but not limited to cancelling, failing to attend, sick leave, or medical leave), the evaluator shall have an annual conference with additional five (5) school days from the staff member’s return to work to assign the time for and hold the event.
1. All monitoring or observation of a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences staff member shall be documented, in writing, conducted openly and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and with full knowledge of the employee's job performancestaff member. The immediate supervisor In evaluation or observation of staff members, the use of closed circuit television and public address, audio systems and digital recording devices are expressly prohibited.
2. A summative evaluation report shall be preceded by at least three observations for non-tenured and tenured who have been previously rated needs improvement or unsatisfactory and a management or supervisory employeeminimum of two observations for tenured previously rated proficient and/or excellent educators of professional performance, one of which shall be no less than 30 minutes. No observation shall take place after May 15.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with 3. If the employee within fifteen (15) days of its occurrence so that evaluator notes areas in which the employee is aware of staff member needs to improve, the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation criticism shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior reduced to placing an evaluation in the employee's file, the employee writing and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of given to the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time staff member within ten (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 10) schools days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt occurrence. All criticism of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator staff member shall be in writing and signed by shall contain suggestions for improvement.
4. A copy of the person complaining. The Chief Human Resources Officer summative evaluation report shall review all written complaints prior be given to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least staff member within ten (10) school days before of the material is placed in the employee's personnel file.
b. The employee identified final observation. A conference shall be given held within five (5) school days at the opportunity to initial and date request of the material and to prepare staff member or the evaluator. If the staff member disagrees with the summative evaluation report, he/she may submit a written response. The written response answer which shall be attached to the materialfile copy of the summative evaluation report in question. Any such written answer will be delivered to the evaluator within ten (10) school days of the conference. Additional conferences shall be held within five (5) school days of the request of the staff member with the appropriate supervisory and administrative personnel to the level of Superintendent.
c. 5. On subsequent observation forms and summative evaluation reports, the evaluator shall comment on previously noted criticisms of the current year.
6. The review shall take place during normal business hours observation forms and the employee summative evaluation reports shall be released initialed by the staff member to show that copies have been received. Initialing does not necessarily indicate approval of or agreement with the reports. The summative evaluation reports shall then be filed in the staff member’s personnel file.
7. During the ninety (90) day remediation period after receiving a “Notice to Remedy” from duty the Board, a staff member shall not be allowed to transfer to another school without loss the express written approval of pay the Board. This restriction shall not preclude movement due to Article 12, Section F, staff reductions.
8. Should a staff member on remediation be granted a leave of absence, the ninety (90) day remediation period will start anew upon the return from leave.
9. At the beginning of each school year, the District will provide the Association a list of qualified teachers for this purposeselection to be consulting teachers. Additionally, the District will provide in a timely fashion all information relating to each remediation, including, but not limited to the observations and summative evaluation. The Association will use the prepared list to timely select a consulting teacher.
Section C: With the understanding that any evaluation process includes subjective performance measurement, it is not intended that the evaluation of any professional staff member under the Evaluation Plan, i.e. excellent, proficient, needs improvement, unsatisfactory, be subject to the grievance procedure. The evaluator shall provide in the summative report reasonable, well-defined performance goals for each performance rating of unsatisfactory. Failure of the evaluator to provide reasonable, well-defined performance goals for each performance rating of unsatisfactory shall be considered a procedural defect. Any procedural defects in the evaluation process will be subject to the grievance procedure. Upon the written request of a staff member who receives an overall rating of proficient, the evaluator shall, within a reasonable time, provide a written summary of goals for the staff member to achieve in order to receive an overall rating of excellent.
Section D: The procedures set forth above shall be fully applicable to staff members working in extracurricular and co-curricular assignments, except that item “B-2” may be adjusted to accommodate the exigencies of the activity.
Appears in 2 contracts
Sources: Professional Services, Professional Services
Evaluation Procedures. 11.1 The performance evaluation process is intended program for building service workers and maintenance employees shall focus on the extent to provide objective feedback to an employee from their immediate supervisor to ensure which each person carries out her/his performance responsibilities as stated in the job descriptions. The primary purpose of the performance evaluation program is:
A) To improve the delivery of service
B) To identify and commend satisfactory or better and exemplary performance
C) To identify and remediate unsatisfactory performance of assigned duties within their job descriptionProcedures:
1. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each The employee shall have the right to identify any constraints which the employee believes may inhibit her/his ability to meet the evaluation criteria and to discuss the removal of such constraints with their supervisor (the evaluator) prior to an annual conference with a written evaluation every two (of her/his performance.
2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences The Employee shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on evaluated using the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented instrument outlined in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Appendix C. Evaluations shall be based upon conducted at the immediate supervisor’s observation and knowledge conclusion of the employee's job performancenine-month probationary period and thereafter annually or when areas of improvement are noted on an evaluation or at the discretion of the supervisor. The immediate supervisor shall Employee will be a management or supervisory employee.
11.1.5 Any area of concern than evaluated prior to June 30th but not before October 15th. The employee may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary also provide additional information on the written performance his/her evaluation.
11.2 3. The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation report shall be signed by the employee supervisor and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Formsemployee. The employee's ’s signature denotes solely indicates that a joint review he/she has read the evaluation. The employee’s signature does not indicate agreement or disagreement with the contents of the evaluation document(s) has taken placeevaluation.
11.3.2 4. The supervisor shall meet with the employee within ten (10) work days to discuss the evaluation.
5. The employee may respond in writing to the evaluation and such response will be attached to the evaluation report. • EXCEEDS EXPECTATIONS - Surpasses the qualities and behaviors described • MEETS EXPECTATIONS - Meets satisfactory level of performance • NEEDS IMPROVEMENT - Significant improvement required to meet acceptable level of performance • UNSATISFACTORY - Not adequately demonstrating the qualities and behaviors described The evaluation should be thorough, objective and clearly understood by the employee, so as to positively affect future performance. Each employee shall receive a copy of the his/her evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject prior to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standardsconference with his/her evaluator.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 11.1 The District shall establish and maintain a continuing program of employee performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the employee. The District and PSEA shall form a joint committee which shall review the current evaluation process is intended procedures and forms. The joint committee shall be formed within thirty (30) days of the adoption of this Agreement. The committee shall have its initial meeting no later than October 1 each year. The joint committee shall make recommendations to provide objective feedback the District and PSEA negotiating teams any modifications to an employee from their immediate supervisor to ensure satisfactory the procedures or better performance of assigned duties within their job descriptionforms. It is not the intent of the parties to be used as discipline, but can be used receive any such recommendation prior to inform the employee start of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframeeach school year.
11.1.1 Each employee 11.2 Performance evaluations for all probationary employees shall have an annual conference with be submitted to the Personnel Department twice during the period of probationary employment, normally during the second and fourth months of service, and will be completed by the employee's designated evaluator, who shall be a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas supervisory or management employee.
11.3 Performance evaluations for growth in permanent employees shall be submitted to the following Personnel Department at least once during the school year. Annual conferences However, performance evaluations for permanent employees who have completed service on Step 5 of the salary schedule shall be documented, in writing, and placed in submitted to the employee’s personnel file. The written Personnel Department at least once every other school year.
11.4 Unscheduled evaluations and annual conferences shall may be done made of any employee at any time when such evaluation is deemed appropriate by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on or evaluator. Such unscheduled performance evaluations may be made when an employee's job performance has deteriorated since the last regularly scheduled performance evaluation. Notice of the evaluation form that it is an unscheduled evaluation conference shall be given by the supervisor to employee, and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than include the end date and time of the 3rd conference, and 5th notice of employees right to union representation.
11.5 Unsatisfactory work performance or any violation of District regulations or Board Policy shall be brought to the attention of the employee in a timely manner. Areas of serious concern shall be described in a written memorandum from the supervisor to the employee.
11.6 An employee who is promoted shall serve a probationary period of six (6) months or 130 days of paid service whichever is longer in the higher classification before attaining permanency in that classification. In the event the employee is absent on paid leave for more than five (5) days during the probationary period.
11.1.3 Written evaluations , the probationary period shall be presented extended by one day for each of paid leave in a conference between the employee and their immediate supervisorexcess of five (5) days. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within successfully complete the 90 days of their scheduled step dateprobationary period in the higher classification, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior returned to the complaint being placed in the employee’s personnel fileclassification most recently held. Any complaint or charge If that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employerclassification no longer exists, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by returned to the employee or the employee's representativehighest other classification previously held.
11.6.1 An employee 11.7 Upon request, a Unit member shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive with a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel filehis/her current job description.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 11.1 Section A: The Evaluation Plan approved by the Board and the As- sociation and the Student Growth Manual created by the Performance Evaluation Review Act Joint Committee are incorporated into this Article by reference. The building principal and/or designee (limited to assistant principals and the appropriate, qualified special education and special services supervisors and administrators, in consultation with the building principal) is responsible for evaluating all staff members assigned to his/her building. Responsibilities of evaluators, in addition to those specified in the Evaluation Plan Document, include:
1. Apprising each staff member upon assignment, and/or at the beginning of each school year, the specific criteria on which the evaluation process is intended will be made.
2. Prior to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance each formal observation, reviewing with the staff member the methods of assigned duties within their job description. It is not evaluation to be used employed. The staff member shall explain his/her objectives, methods, and materials to the evaluator. The evaluator will advise the staff member as discipline, but can to when each formal observation will be used con- ducted. The evaluator shall conduct a post-conference with the staff member after each formal and informal observation to inform review the employee of less than satisfactory performance completed observation form. The staff member will also meet with the evaluator to review and approve the student growth goal following the procedures and process as outlined in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframethe PERA/Student Growth agreement.
11.1.1 3. Assuring that probationary staff members are evaluated once each year prior to attaining tenure.
4. Assuring that staff members on contractual continued service are evaluated once every two years or upon request of the staff member or evaluator. In the years not evaluated, the principal shall place a letter in the staff member’s personnel file, with a copy to the staff member, stating that the lack of an evaluation will not be construed as an adverse reflection on the staff member’s performance. A form letter jointly agreed upon by the Board and theAssociation will be utilized.
5. Each employee formal evaluation shall be initiated by a pre- conference between the evaluator and the staff member that includes a review of the expectations of the parties and mutually scheduling the date and time for the observation. In the case of the first instance of a staff member’s failure to be present for the pre-conference or observation, it will be mutually rescheduled by the administrator and staff member. Every evaluation event (i.e., pre-observation, post-observa- tion, or summative evaluation conference, the SMART Goal for student growth meeting, or formal observation) shall be held at an agreed time unless, with regard to a particular event, an evaluator attempts twice to schedule and no time is agreed to, the evaluator may assign a time in accordance with the timeline for the event. If the staff member for any reason is unable to attend at the scheduled time (including but not limited to cancelling, failing to attend, sick leave, or medical leave), the evaluator shall have an annual conference with a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.additional five
Appears in 2 contracts
Sources: Professional Services, Professional Services
Evaluation Procedures. 11.1 A. The District and FETA agree that all certificated employees, where appropriate based on assignment, will review appropriate student achievement data to determine areas of focus for goals based on “Guaranteed and Viable standards.”
B. The District and FETA agree that all certificated employees who are on-cycle for evaluation process is intended will complete the Goals and Activities section of the Reflective Evaluation Form (REF) for all three (3) focus areas based upon the appropriate REF.
C. Certificated employees who are being evaluated will complete all sections of the REF:
1. The completion of the Part A section should be done through dialogue with the individual certificated employee or, where pertinent, the subject matter team or PLC team.
2. Observations and data collection will take place for all certificated employees throughout the year.
3. All observations for permanent certificated employees on evaluation cycle will consist of informal walk-through and feedback:
a. Probationary, temporary, and intern certificated employees shall also participate in at least one (1) formal lesson observation occurring prior to provide objective feedback winter break.
b. Permanent certificated employees on an assistance plan shall also participate in at least one (1) formal lesson observation occurring prior to an employee from their immediate supervisor to ensure satisfactory or better winter break.
c. Formal lesson observations may consist for a pre and post lesson meeting, a written formal lesson plan, and a formal observation with the evaluator.
D. Should it be the determination of the evaluator that deficiencies exist in the performance of assigned duties within their job descriptionthe certificated employee, the evaluator shall determine what remedial action is necessary. It is not The evaluator shall make specific recommendations as to be used as disciplineareas for improvement in the certificated employee’s performance and shall provide a program to assist in the correction of any deficiencies, but can be used and allow sufficient time to inform the employee of less than demonstrate satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframeimprovement.
11.1.1 Each E. Any certificated employee shall have with permanent status who has received an annual conference with a written assistance plan pursuant to Section 4 immediately above, who subsequently receives an overall performance evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences rated as “At-Risk” shall be documentedreferred to the PAR Program as provided in Article 12.
1. Certificated employees who are recommended for PAR, in writingbased on the REF, will be noticed on page 1 (signature page) of the REF by checking the box for “Mandatory PAR based on REF” and an assistance plan will be created. Certificated employees referred for PAR based on other performance concerns will be noticed on the Mandatory PAR Referral Form - Not related to REF. A committee jointly formed between FETA and the District will develop this form no later than December 31, 2019.
F. Evaluator’s feedback will be completed for each certificated employee who is being evaluated, shall be evaluated per the negotiated dates listed on the annually adjusted REF cover sheet as listed below:
1. Probationary, temporary, intern, or under an assistance plan:
a. Part 2B – Mid-year Administrator Feedback
b. Part 3B – Year End Administrator Feedback
2. Permanent
a. Part 2B – Mid-year Administrator Feedback (may be completed verbally upon mutual agreement between the evaluator and certificated employee )
b. Part 3B – Year End Administrator Feedback
G. All evaluation documents will be placed in the certificated employee’s personnel file. The written evaluations file with all the protections and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative guidelines attributed to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed documents in the personnel file.
11.3.4 An H. At the request of the District and/or Association, an Evaluation Committee will be formed to provide recommendations to the negotiating teams regarding the evaluation that contains any rating process.
I. Permanent certificated employees with ten (10) or more years of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject District experience in good standing will be evaluated every three (3) years upon agreement of the administrator. The administrator may choose to evaluate the employee on a satisfactory overall performance evaluation rating more frequent basis, or the unit member may request a more frequent evaluation. Permanent certificated employees with fifteen (15) or more years of “Meets Standards” Fullerton School District experience in good standing will be evaluated every four (4) years, upon agreement of the administrator. The administrator may choose to evaluate the employee on a more frequent basis, or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance the unit member may request a more frequent evaluation.
11.3.5.2 For an employee to not receive their step increase at J. The three (3) parts of the normal time evaluation (July 1)Analysis and Strategy Planning, an employee must receive Mid-year Reflection and Feedback, and Year End Reflection and Feedback) shall comprise a written biennial evaluation no later than April 1 (unless earned Permanent off-cycle status, as defined in order to allow them sufficient time to achieve an overall performance evaluation rating I) for approximately one-half of “Meets Standards” each site or higherdepartment’s certificated employees.
11.3.5.3 If K. All certificated employees who are probationary, temporary, intern, or under an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, assistance plan will be fully evaluated annually and will be noticed according to the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase timeline on the first of the following month REF. All certificated employees who are permanent will be fully evaluated biennially (unless earned Permanent off-cycle status, as defined in I) and retroactive pay back will be noticed according to the scheduled step date.
11.3.5.5 If timeline on the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluationREF. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. ***The parties shall review and approve revisions of Appendix also agree that APPENDIX F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn – EVALUATION TIMELINE shall be removed from the employee's personnel file. Upon written request agreement as this Appendix is no longer needed as this information is annually adjusted and agreed to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by parties on the employee. Ratings, reports, or records which were obtained prior to the employment cover page of the employee shall be excluded from any review by the employee or the employee's representativeREF.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.***
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor (management or supervisory district employee) to ensure satisfactory or better performance of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each employee shall have an annual conference with a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences 12.1 New employees shall be documented, in writingevaluated at least once during the first four (4) months, and placed a second evaluation between the ninth (9th) and eleventh (11th) month of their twelve (12) months of probationary employment.
12.1.1 During the 12 month probationary period, a classified unit member may be released without cause.
12.2 A permanent employee who accepts a probationary promotion to a class in a higher level shall be evaluated at least once during the first three (3) months, and a second evaluation by the fifth (5th) month of their six (6) month probationary promotion. If the permanent employee is deemed unsatisfactory during the probationary period of six (6) months, he/she shall be reinstated to the former class.
12.3 There shall be at least a biennial evaluation of all permanent employees. Evaluations shall be completed before June 15 of the year scheduled for evaluation.
12.4 Evaluations shall be prepared by the immediate supervisor or the next level manager if the supervisor is not available. If the immediate supervisor has not been in this position for at least half of the employee’s personnel file. The written evaluations and annual conferences evaluation period, the evaluation shall be done by April 1 in consultation with the next line level supervisor.
12.5 Each unit member shall be given a copy of each appropriate yearthe completed evaluation form. Should there Each unit member will be requested to place his/her signature on the report, but such signature does not necessarily signify agreement with the evaluation report. In the event that a need unit member refuses to sign the evaluation report, the refusal shall be noted on the employee signature line.
12.6 The supervisor shall identify employee strengths and weaknesses. If weaknesses are identified, the supervisor and employee shall discuss how the weaknesses might be improved.
12.6.1 If an immediate supervisor has a concern about an employee’s work performance, they shall bring that concern to the attention of the employee in a timely manner. The employee should be provided with an opportunity to provide their perspectives and to correct any concerns of the immediate supervisor.
12.6.2 The supervisor shall provide assistance to the employee, including a specific improvement plan for any less than satisfactory performance evaluations. A date for the preparation of a follow-up evaluation will be identified at the time of the evaluation containing a specific improvement plan. That follow-up evaluation shall allow no less than thirty (30) working days to allow for improvement, and shall also be completed no less than sixty (60) working days from the original evaluation.
12.6.3 Any information used for an unscheduled written employee’s performance evaluation (one that is was not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end result of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor direct observation, shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written noted in the performance evaluation, and the person who provided the information used in that evaluation should shall be discussed with identified to allow the employee within fifteen (15) days of its occurrence so that the employee is aware of opportunity to provide a meaningful rebuttal to the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 12.6.4 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation have no later less than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before from receipt of the material is placed in evaluation to prepare a rebuttal to that evaluation. Rebuttals shall be stapled to all copies of the employee's personnel file.
b. performance evaluation. The employee shall be given the opportunity provide a copy of their rebuttal to initial and date the material their immediate supervisor and to prepare a written response. The written response shall be attached to the materialHuman Resources Department.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 11.1 See Letter of Agreement attached hereto.
A. It shall be the administration’s responsibility to evaluate the work performance of all bargaining unit employees.
B. The purposes of evaluation process is intended shall be: to provide objective feedback to an the opportunity for the bargaining unit employee from their and his/her immediate supervisor to ensure satisfactory jointly determine the level(s) of performance in the bargaining unit employee’s area(s) of responsibility; to communicate any improvement that is needed; to determine the basis for individual training and development; and to provide a record that may be used in connection with future advancement and/or continued employment.
C. All monitoring and/or observation of a bargaining unit employee’s work performance shall be conducted openly and with full knowledge of the bargaining unit employee.
D. Prior to any formal evaluation, the supervisor shall conduct a conference with each bargaining unit employee to review the criteria upon which he/she will be evaluated as well as the evaluation instrument and the procedures to be followed in the evaluation process.
1. The supervisor shall conduct said conference with probationary bargaining unit employees on or better before October 1 or within thirty (30) calendar days of employment, whichever is applicable.
2. The supervisor shall conduct said conference with other bargaining unit employees on or before November 1 in the evaluation year.
E. The probationary period shall be sixty (60) working days from the date of employment. Any work days missed will not be counted toward fulfilling the probationary period. The work performance of assigned duties within their job descriptionall probationary bargaining unit employees shall be evaluated in writing during the ten (10) work days immediately preceding the termination of his/her probationary period. It If the evaluation is not to satisfactory, the bargaining unit employee will be used as disciplinerecommended for continued employment. If the evaluation is unsatisfactory, but can the bargaining unit employee will be used to inform terminated. Written evaluations shall note whether the probationary bargaining unit employee has successfully completed the probationary period and whether he/she has been recommended for continued employment. In the event a probationary employee is terminated, the employee of less than satisfactory performance in an effort is entitled to have that performance improve to satisfactory a meeting with the Superintendent (or better levels within an appropriate timeframedesignee).
11.1.1 Each employee F. Bargaining unit employees shall have an annual conference with a written evaluation be evaluated annually during the first two (2) years of employment. Thereafter, bargaining unit employees shall be evaluated once every two (2) years. Annual conferences years except when the immediate supervisor determines that more frequent evaluation is necessary; or when a bargaining unit employee transfers to another position within the bargaining unit in which case he/she will focus on employee contributions and areas for growth be evaluated during the first year in the following yearnew position. Annual conferences Should the supervisor elect to forego an evaluation and the bargaining unit employee’s work is satisfactory, the supervisor shall be documented, notify the bargaining unit employee of such satisfactory work in writing, within the foregoing time periods.
G. The Evaluation Form set forth in Appendix B, which is attached to and placed in the employee’s personnel file. The written evaluations and annual conferences incorporated into this Agreement, shall be done by April 1 of each appropriate yearcompleted for all bargaining unit employees being evaluated. Should there be a need for an unscheduled written evaluation One (one that is not a probationary or regular assessment1) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations copy shall be presented in a conference between retained by the supervisor. One
(1) copy shall be provided to the bargaining unit employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations one (1) copy shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated inserted into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An 1. Should the overall work performance of the bargaining unit employee be rated satisfactory or better, the bargaining unit employees evaluation that contains any rating period shall be deemed completed except as he/she is due for re-evaluation as specified herein.
2. Should the overall work performance of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to the bargaining unit employee be rated less than satisfactory, the supervisor shall implement a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an written Performance Improvement Plan which is aimed at improving the bargaining unit employee’s performance evaluationperformance.
11.3.5.2 For an 3. Upon request of either the bargaining unit employee to not receive their step increase at or the normal time (July 1)supervisor, an employee must receive evaluation may be conducted at any time.
4. The final evaluation shall be completed and submitted to the Human Resource Office by June 1 of the evaluation year.
H. Should the supervisor find a bargaining unit employee’s work performance lacking, the reason(s) therefore shall be set forth in a written evaluation no later than April 1 Performance Improvement Plan. The plan will identify the ways in order which the bargaining unit employee is to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement improve and the employee is able assistance to be given by the administration. Further, reasonable deadlines for improvement shall be established and the consequences for failure to improve within the 90 day time frameidentified deadlines shall be specifically set forth in the plan. Subsequent evaluation report(s) shall show that any previously noted deficiency has been corrected or that said deficiency still exists.
I. Should the bargaining unit employee disagree with the content of a written evaluation, he/she may submit his/her written objections and have same attached to the employee will receive the step increase on the first (personnel) file copy of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating evaluation within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) working days before the material is placed in the employee's personnel fileof receipt of said evaluation.
b. The employee J. A bargaining unit employee’s signature on a written evaluation shall not be interpreted to mean that he/she necessarily agrees with its content, but shall be given the opportunity interpreted to initial and date the material and to prepare a written response. The written response shall be attached to the mean that he/she has reviewed said material.
c. K. The review content of any evaluation or Performance Improvement Plan shall take place during normal business hours and not be subject to the employee grievance procedure; however, the procedures set forth in this Article shall be released from duty without loss of pay for this purposesubject to the grievance procedure.
Appears in 2 contracts
Sources: Master Agreement, Master Agreement
Evaluation Procedures. 11.1 A. The District and FETA agree that all certificated employees, where appropriate based on assignment, will review appropriate student achievement data to determine areas of focus for goals based on “Guaranteed and Viable standards.”
B. The District and FETA agree that all certificated employees who are on-cycle for evaluation process is intended will complete the Goals and Activities section of the Reflective Evaluation Form (REF) for all three (3) focus areas based upon the appropriate REF.
C. Certificated employees who are being evaluated will complete all sections of the REF:
1. The completion of the Part A section should be done through dialogue with the individual certificated employee or, where pertinent, the subject matter team or PLC team.
2. Observations and data collection will take place for all certificated employees throughout the year.
3. All observations for permanent certificated employees on evaluation cycle will consist of informal walk-through and feedback:
a. Probationary, temporary, and intern certificated employees shall also participate in at least one (1) formal lesson observation occurring prior to provide objective feedback winter break.
b. Permanent certificated employees on an assistance plan shall also participate in at least one (1) formal lesson observation occurring prior to an employee from their immediate supervisor to ensure satisfactory or better winter break.
c. Formal lesson observations may consist for a pre and post lesson meeting, a written formal lesson plan, and a formal observation with the evaluator.
D. Should it be the determination of the evaluator that deficiencies exist in the performance of assigned duties within their job descriptionthe certificated employee, the evaluator shall determine what remedial action is necessary. It is not The evaluator shall make specific recommendations as to be used as disciplineareas for improvement in the certificated employee’s performance and shall provide a program to assist in the correction of any deficiencies, but can be used and allow sufficient time to inform the employee of less than demonstrate satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframeimprovement.
11.1.1 Each E. Any certificated employee shall have with permanent status who has received an annual conference with a written assistance plan pursuant to Section 4 immediately above, who subsequently receives an overall performance evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences rated as “At-Risk” shall be documentedreferred to the PAR Program as provided in Article 12.
1. Certificated employees who are recommended for PAR, in writingbased on the REF, will be noticed on page 1 (signature page) of the REF by checking the box for “Mandatory PAR based on REF” and an assistance plan will be created. Certificated employees referred for PAR based on other performance concerns will be noticed on the Mandatory PAR Referral Form - Not related to REF. A committee jointly formed between FETA and the District will develop this form no later than December 31, 2019.
F. Evaluator’s feedback will be completed for each certificated employee who is being evaluated, shall be evaluated per the negotiated dates listed on the annually adjusted REF cover sheet as listed below:
1. Probationary, temporary, intern, or under an assistance plan:
a. Part 2B – Mid-year Administrator Feedback
b. Part 3B – Year End Administrator Feedback
2. Permanent
a. Part 2B – Mid-year Administrator Feedback (may be completed verbally upon mutual agreement between the evaluator and certificated employee )
b. Part 3B – Year End Administrator Feedback
G. All evaluation documents will be placed in the certificated employee’s personnel file. The written evaluations file with all the protections and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative guidelines attributed to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed documents in the personnel file.
11.3.4 An H. At the request of the District and/or Association, an Evaluation Committee will be formed to provide recommendations to the negotiating teams regarding the evaluation that contains any rating process.
I. Permanent certificated employees with ten (10) or more years of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject District experience in good standing will be evaluated every three (3) years upon agreement of the administrator. The administrator may choose to evaluate the employee on a satisfactory overall performance evaluation rating of “Meets Standards” more frequent basis, or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance the unit member may request a more frequent evaluation.
11.3.5.2 For an employee to not receive their step increase at J. The three (3) parts of the normal time evaluation (July 1)Analysis and Strategy Planning, an employee must receive Mid-year Reflection and Feedback, and Year End Reflection and Feedback) shall comprise a written biennial evaluation no later than April 1 (unless earned Permanent off-cycle status, as defined in order to allow them sufficient time to achieve an overall performance evaluation rating I) for approximately one-half of “Meets Standards” each site or higherdepartment’s certificated employees.
11.3.5.3 If K. All certificated employees who are probationary, temporary, intern, or under an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, assistance plan will be fully evaluated annually and will be noticed according to the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase timeline on the first of the following month REF. All certificated employees who are permanent will be fully evaluated biennially (unless earned Permanent off-cycle status, as defined in I) and retroactive pay back will be noticed according to the scheduled step date.
11.3.5.5 If timeline on the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluationREF. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. ***The parties shall review and approve revisions of Appendix also agree that APPENDIX F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn – EVALUATION TIMELINE shall be removed from the employee's personnel file. Upon written request agreement as this Appendix is no longer needed as this information is annually adjusted and agreed to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by parties on the employee. Ratings, reports, or records which were obtained prior to the employment cover page of the employee shall be excluded from any review by the employee or the employee's representativeREF.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.***
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The evaluation process is intended to provide objective feedback to an a. At least once each academic term, each employee from their immediate supervisor to ensure satisfactory who teaches a course or better performance other instructional activity shall have her/his teaching effectiveness evaluated by students in accordance with methods specified in the approved statement of assigned duties within their job descriptionDepartmental Application of Criteria. It is not the responsibility of each employee to be used as disciplinekeep all student evaluations for the duration of any applicable evaluation period, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory including any possible grievance or better levels within an appropriate timeframearbitration procedure.
11.1.1 Each employee shall have an b. Annual Evaluation of Tenured Employees
(1) The annual conference with evaluation for tenured employees not being considered for promotion is a written evaluation every two (2) years. Annual conferences will focus on employee contributions limited process to identify areas of strength and areas for growth in the following year. Annual conferences shall be documented, in writing, weakness and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job improve performance. The immediate supervisor evaluation shall include but not be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware limited to review of the concern and can take corrective action with following by the goal Department Chair:
i. The required student course evaluations;
ii. A summary of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed documentable activities submitted by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed to substantiate performance in the personnel file.areas of teaching/primary duties, research/creative activity and service;
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluationiii. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained Materials in the employee's personnel file.
11.5.1 Contents (2) Following review of the personnel file documents, the Department Chair shall write a brief evaluation statement and send it to the ▇▇▇▇ for review. A copy of the evaluation statement shall be kept sent to the employee. The employee may attach a written response to the evaluation statement for inclusion in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work (3) Tenured employees who document exceptional performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint areas of teaching, research/creative activity, or charge that is withdrawn shall service are eligible to apply or be removed from the employee's personnel file. Upon written request to the Employer, nominated for merit increases for single-year or sustained accomplishment as specified in Articles 12 and 13.
c. Evaluation Portfolio
(1) By a complaint or charge that has been proven date to be false and unsubstantiated specified in the University Schedule of Personnel Actions, each employee who is to be evaluated for retention, promotion, or tenure shall be removed from submit an evaluation portfolio(s) containing evaluation materials in accordance with the employee's personnel file.
11.6 statement of Departmental Application of Criteria. Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior evaluation portfolio shall be selected to the employment document fulfillment of the employee shall be excluded from any review by the employee or the employee's representativeapplicable performance standard specified in Article 8.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Unit Agreement
Evaluation Procedures. 11.1 The District shall establish and maintain a continuing program of employee performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the employee. Performance evaluations for all probationary employees shall be submitted to Personnel Support Services twice during the period of probationary employment, normally during the second and fifth months of service, and will be completed by the employee's designated evaluator. Performance evaluations for permanent employees shall be submitted to Personnel Support Services at least once during the school year. However, performance evaluations for permanent employees who have completed service on Step 5 of the salary schedule shall be submitted to Personnel Support Services at least once every other school year. Special or supplementary evaluations may be made of any employee at any time when such evaluation process is intended to provide objective feedback to an employee from their deemed appropriate by the immediate supervisor or evaluator. Unsatisfactory job performance or any infraction of district regulations or Board Policy shall be brought to ensure satisfactory or better performance the attention of assigned duties within the employee in a timely fashion. Reclassified employees shall be evaluated twice during their job descriptionprobationary period in their new classification. It is not An evaluation report and conference may be scheduled at any time during the year. Procedures to be used as disciplinefollowed:
13.8.1 An important part of each performance evaluation is the establishment of job targets (goals and objectives) for the coming evaluation period. Monitoring or "feedback" systems, but can if any, are to be used discussed at this time.
13.8.2 During the evaluation period, both the employee and the evaluator will take an active role in assessing the progress achieved in meeting the established job targets (goals and objectives). Periodic conferences should be held where necessary. Special importance should be placed upon the evaluator's responsibility to inform the employee of less than satisfactory problem areas in his/her performance. If necessary, "performance counseling" procedures described in an effort the "Guide to have that performance improve to satisfactory or better levels within an appropriate timeframeClassified Employee Performance Evaluation" should be implemented.
11.1.1 Each employee 1 13.8.3 At the end of each evaluation period, a performance evaluation report 2 shall have an annual be made by the appropriate evaluator and discussed in conference 3 with a written evaluation every two (2) yearsthe employee. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual Such conferences shall be documented, held while the employee 4 is in writing, and placed in the employee’s personnel file. paid status.
6 13.8.4 The written evaluations and annual conferences final report shall be done signed by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) both the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation evaluator and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee 7 and their immediate supervisor. An employee may request an Association Representative sent to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided Personnel Support Services for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation inclusion in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the 8 permanent file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 10 13.8.5 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “"Effective - Meets 11 Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee " must receive a written evaluation no later than April 1 be maintained in order to allow them sufficient time qualify for scheduled salary 12 step increments. The evaluator must provide a written warning to achieve an overall any 13 employee whose next scheduled performance evaluation rating may contain a 14 less than satisfactory overall rating. This warning must be provided at 15 least sixty (60) days prior to the employee's scheduled salary step 16 increment. Advances to the next higher step in the salary range may be 17 allowed for employees with less than satisfactory performance ratings 18 upon recommendation of “Meets Standards” or higherthe principal/department head and approval of 19 the Superintendent.
11.3.5.3 If an 21 13.8.6 An employee who has received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance unsatisfactory job evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement 22 shall be revised to reflect reevaluated within sixty days for the above changespurpose of monitoring job 23 performance. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee This requirement shall be maintained at inapplicable in cases where the San ▇▇▇▇ Obispo County Office of Education Human Resources Department24 district has commenced dismissal proceedings based upon the current 25 job evaluation.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 A. The evaluation process Board will insure that each probationary employee is intended evaluated at least once each year and tenure and non-tenure employees at least once each three (3) years in accordance with the following.
1. Employees will be informed of evaluative procedures and instrumentation and advised as to provide objective feedback who shall observe and evaluate their performance. Teachers shall be apprised of the specific criteria on which they will be evaluated. The criteria shall be limited to the following areas:
a) Knowledge of subject matter
b) Efficacy of teaching methods
c) Appropriate and effective classroom control and discipline
d) Ability to establish rapport and a positive working relationship with students, Administrators, other teachers and parents
e) Mental and physical ability to perform teaching responsibilities
2. Monitoring or observing the work performance of an employee from their immediate supervisor to ensure satisfactory or better performance will be done openly. Covert surveillance, including the use of assigned duties within their job description. It is electronic devices, will not to be used as discipline, but can be used to inform without the employee full knowledge and permission of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframethe employee.
11.1.1 Each employee shall have an annual conference with a written 3. The formal evaluation every will be preceded by at least two (2) yearsworking observations, each of which shall be at least thirty (30) consecutive minutes in duration, and held at least sixty (60) days apart, unless a shorter interval between the two (2) observations is mutually agreed upon by the teacher and Administration. Annual conferences Evaluations will focus on be discussed with employees not later than ten (10) working days after the date of the last formal observation supporting the evaluation, if either the employee contributions and areas for growth or the evaluator requests a post- evaluation conference.
4. If a staff member (other than a probationary bargaining unit member) is identified by the evaluating administrator as being unsatisfactory or needing improvement, a meeting shall be convened to discuss in detail performance problems being experienced by the employee. The supervising administrator shall develop or amend a written Individualized Development Plan (IDP) to bring about desired changes in the following employee’s identified performance problem areas. The evaluating administrator and the employee shall be jointly responsible for implementing the IDP. The evaluating administrator shall make whatever observations are necessary to determine if the objectives of the IDP are being attained by the employee. The IDP shall specify a time interval for desired performance remediation, which normally will not exceed two (2) semesters.
5. The District shall provide each probationary teacher with an Individualized Development Plan (IDP). The probationary teacher shall be consulted in the formulation of the IDP and shall sign a statement on the IDP attesting to that involvement and acknowledging receipt of the IDP.
6. Not later than sixty (60) days prior to the close of the school year, the Superintendent and probationary teacher shall receive the final written evaluation report, including the recommendation as to whether the teacher should acquire tenure status, continue probationary status, or be denied a contract for the ensuing year. Annual conferences Teachers hired at mid-year shall receive a final written evaluation report not later than sixty (60) days prior to their anniversary date.
7. Each employee will be provided with a signed copy of the formal evaluation. The employee shall sign for receipt of the evaluation at the time it is provided to him/her. This signature does not mean that the employee is in agreement with the formal evaluation.
8. Employees will be informed of any evaluative data which is to be included in their respective personnel files and given an opportunity to discuss it with the evaluator.
9. If an employee does not agree with an evaluation report or other written report prepared for his personnel file, he shall have an opportunity to discuss the report with his immediate supervisor and the Superintendent.
10. As a condition of continued employment, each probationary teacher subject to the professional development requirements of Section 1526 of the Revised School Code (or its successor provision) shall complete those requirements within the time provided by statute. The Board shall not be obligated to compensate the probationary teacher for either the time connected with completion of these requirements or for other costs such as enrollments, course and/or registration fees.
B. Evaluations shall be documented, in writing, and . Copies of completed evaluations shall be placed in the employee’s personnel filefile maintained in the District’s Human Resources Office along with any written responses the employee may wish to make to such evaluations.
C. Each employee shall have the right upon request to review the contents of his personnel file with or without a representative of the Association. The written evaluations and annual conferences shall review will be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) made in the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end presence of the 3rd and 5th months person responsible for the safekeeping of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performancesuch files. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee Board and the evaluator shall review and discuss the evaluation and any material Association recognize that is to be incorporated into the file.
11.3.1 The evaluation shall be signed employee personnel records maintained by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases District are subject to disclosure under the Freedom of Information Act, as interpreted and applied by Michigan appellate courts. If the District is served with a satisfactory overall performance evaluation rating Freedom of “Meets Standards” Information Act request (or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at a subpoena or other request for civil discovery) it will notify the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days bargaining unit member of the performance evaluation needing improvement and request, in advance of complying with the employee disclosure request. Notice is able to improve within sufficient if sent by the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back District to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days bargaining unit member’s address of their scheduled step daterecord, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated as on file in the Collective Bargaining AgreementDistrict’s central office.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 A. Basic Philosophy The purpose of this evaluation procedure is to provide a basis for individual employee's personal growth, both as an individual and in his/her position within the District.
B. Time of Evaluation
1. Probationary employees will be evaluated within three (3) months and at six (6) months after appointment. The purpose of these evaluations will be to determine the basis for appointing the probationary employee to permanent status. The evaluation process is intended to provide objective feedback to in the sixth month may be the basis for extending the probationary period for an employee from their immediate supervisor to ensure satisfactory or better performance additional period of assigned duties within their job description. It is time not to be used as disciplineexceed six (6) months. Probationary employees are not eligible to receive Merit Pay. Only regular, but can be used permanent employees who have completed one year of employment in the District are eligible to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframereceive Merit Pay.
11.1.1 2. Each regular employee shall have an annual conference with a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate evaluated on the evaluation form that it provided by the District on an annual basis not later than May 15. Regular, permanent employees who are receiving Merit Pay 2 will be evaluated every other year. Upon qualification and application by a permanent unit member, the superintendent or designee may approve in writing the extension of the Merit Pay 2 evaluation cycle to 4 years. The extension of the cycle is at the discretion of the Superintendent/designee. To qualify, the applicant must be receiving Merit Pay 2, have 10 years of service in the district, and must obtain the recommendation of the site administrator/evaluator. This extension of the evaluation cycle may be rescinded upon written request of either the unit member or the evaluator and the unit member will be returned to the regular cycle as prescribed above. This section does not preclude an unscheduled evaluation at any time at the discretion of the employee’s supervisor. Employees hired after May 15th and is for a specific issue or concern,
11.1.2 Probationary employees who attain permanent status prior to January 1st shall receive written evaluations no later than an annual evaluation by the end of the 3rd following May 15th and 5th months of the probationary periodbe eligible for Merit Pay.
11.1.3 Written evaluations shall 3. The evaluator will be presented in a conference between the employee and their immediate supervisoremployee's designated administrator with input from the assigned personnel. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall The evaluation will be based upon the immediate supervisor’s observation standards established by the parties and knowledge of incorporated in the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the District evaluation form.
11.3 Prior to placing an 4. The evaluation will be rendered in writing on the employee's file, performance evaluation report (P-115A for 3 month evaluation and P-115 for six month evaluation). Upon completion by the evaluator of the performance evaluation report a meeting will be scheduled between the employee and the evaluator shall review and discuss at which time the performance evaluation report will be discussed. In an effort to ensure that the evaluation is based upon timely and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionallyaccurate evidence, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that evaluator will make a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive reasonable effort to provide a copy of the evaluation and may attach a written statement.
11.3.3 Following to the review, employee before the employee's evaluation shall be placed in conference so that the personnel file.
11.3.4 An evaluation that contains any rating employee can review for corrections and/or clarification. Upon conclusion of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”this conference, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step sign and date is within 90 days of the performance evaluation needing improvement report, making any comments thereon if he/she desires. Refusal to sign will be so noted and signed and dated by the evaluator. Corrections/revisions to the evaluation document as determined by the evaluator as a result of the conference may be incorporated into the final document and will be deemed as meeting the May 15 deadline in the event that the signature is delayed by the need to revise the document.
5. Whenever a unit member has been rated as not meeting District standards in any category on the evaluation form, the evaluator must specify a remediation plan on the form. Within three (3) months of the formal evaluation, the evaluator and employee must meet again regarding progress toward remediation. If the employee is able fails to improve within the 90 day time framemeet District standards, the administrator will inform the employee that the remediation process will receive continue for an additional three months. At the step increase on end of that time, the first of the following month and retroactive pay back to the scheduled step dateDistrict may move toward termination.
11.3.5.5 6. If the employee does not obtain a satisfactory overall rating within agree with the 90 days of their scheduled step dateevaluation, the employee will receive may, within ten (10) days of the conference, prepare a step increase upon receipt of a satisfactory overall evaluationwritten statement detailing the matters in disagreement. The pay increase This statement will be effective made an attachment to and filed with the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained performance evaluation report in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made7. The log shall be maintained in evaluation content or conclusions recorded on the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior evaluation report are not subject to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel filegrievance procedure of Article XIV.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Employee Handbook
Evaluation Procedures. 11.1 A. It shall be the administration’s responsibility to evaluate the work performance of all bargaining unit members.
B. The purposes of evaluation process is intended shall be: to provide objective feedback to an employee from their the opportunity for the bargaining unit member and his/her immediate supervisor to ensure satisfactory jointly determine the level(s) of performance in the bargaining unit member’s area(s) of responsibility; to communicate any improvement that is needed; to determine the basis for individual training and development; and to provide a record that may be used in connection with future advancement and/or continued employment.
C. All monitoring and/or observation of a bargaining unit member’s work performance shall be conducted openly and with full knowledge of the bargaining unit member.
D. Prior to any formal evaluation, the supervisor shall conduct a conference with each bargaining unit member to review the criteria upon which he/she will be evaluated as well as the evaluation instrument and the procedures to be followed in the evaluation process.
1. The supervisor shall conduct said conference with probationary bargaining unit members on or better before October 1 or within thirty (30) calendar days of employment, whichever is applicable.
2. The supervisor shall conduct said conference with other bargaining unit members on or before November 1 in the evaluation year.
E. The probationary period shall be sixty (60) working days from the date of employment. Any work days missed will not be counted toward fulfilling the probationary period. The work performance of assigned duties within their job descriptionall probationary bargaining unit members shall be evaluated in writing during the ten (10) work days immediately preceding the termination of his/her probationary period. It If the evaluation is not to satisfactory, the bargaining unit member will be used as disciplinerecommended for continued employment. If the evaluation is unsatisfactory, but can the bargaining unit member will be used to inform terminated. Written evaluations shall note whether the probationary bargaining unit member has successfully completed the probationary period and whether he/she has been recommended for continued employment. In the event a probationary employee is terminated, the employee of less than satisfactory performance in an effort is entitled to have that performance improve to satisfactory a hearing with the Superintendent (or better levels within an appropriate timeframedesignee).
11.1.1 Each employee F. Bargaining unit members shall have an annual conference with a written evaluation every be evaluated annually during the first two (2) yearsyears of employment. Annual conferences Thereafter, bargaining unit members shall be evaluated once in each three (3) year period except when the immediate supervisor determines that more frequent evaluation is necessary; or when a bargaining unit member transfers to another position within the bargaining unit in which case he/she will focus on employee contributions and areas for growth be evaluated during the first year in the following yearnew position. Annual conferences Should the supervisor elect to forego an evaluation and the bargaining unit member’s work is satisfactory, the supervisor shall be documented, notify the bargaining unit member of such satisfactory work in writing, within the foregoing time periods.
G. The Evaluation Form set forth in Appendix B, which is attached to and placed in the employee’s personnel file. The written evaluations and annual conferences incorporated into this Agreement, shall be done by April 1 of each appropriate yearcompleted for all bargaining unit members being evaluated. Should there be a need for an unscheduled written evaluation One (one that is not a probationary or regular assessment1) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations copy shall be presented in a conference between retained by the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.One
11.1.4 Evaluations (1) copy shall be based upon provided to the immediate supervisor’s observation bargaining unit member and knowledge of the employee's job performance. The immediate supervisor one (1) copy shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated inserted into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An 1. Should the overall work performance of the bargaining unit member be rated satisfactory or better, the bargaining unit member’s evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance period shall be deemed completed except as he/she is due for re-evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluationas specified herein.
11.3.5.2 For an employee to not receive their step increase 2. Should the overall work performance of the bargaining unit member be rated less than satisfactory, the supervisor shall implement a Corrective Action Plan which is aimed at improving the normal time (July 1)bargaining unit member’s performance.
3. Upon request of either the bargaining unit member or the supervisor, an employee must receive evaluation may be conducted at any time.
4. The final evaluation shall be completed and submitted to the Human Resource Office by June 1 of the evaluation year.
H. Should the supervisor find a bargaining unit member’s work performance lacking, the reason(s) therefore shall be set forth in specific terms in writing, in the evaluation as shall be identification of the ways in which the bargaining unit member is to improve and the assistance to be given by the administration. Further, a reasonable deadline for improvement shall be established and the consequences for failure to improve shall be specifically set forth in the evaluation. Subsequent evaluation report(s) shall show that any previously noted deficiency has been corrected or that said deficiency still exists.
I. Should the bargaining unit member disagree with the content of a written evaluation no later than April 1 in order evaluation, he/she may submit his/her written objections and have same attached to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days (personnel) file copy of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) working days before the material is placed in the employee's personnel fileof receipt of said evaluation.
b. The employee J. A bargaining unit member’s signature on a written evaluation shall not be interpreted to mean that he/she necessarily agrees with its content, but shall be given the opportunity interpreted to initial and date the material and to prepare a written response. The written response shall be attached to the mean that he/she has reviewed said material.
c. K. The review content of any evaluation shall take place during normal business hours and not be subject to the employee grievance procedure; however, the procedures set forth in this Article shall be released from duty without loss of pay for this purposesubject to the grievance procedure.
Appears in 1 contract
Sources: Master Agreement
Evaluation Procedures. 11.1 A. The evaluation process Board will insure that each probationary ancillary staff who is intended within his/her first four (4) years with the district is evaluated at least once each year and that each non- probationary ancillary staff member is evaluated at least once each three (3) years in accordance with the following.
1. Ancillary staff will be informed of evaluative procedures and instrumentation and advised as to provide objective feedback to an employee from who shall observe and evaluate their immediate supervisor to ensure satisfactory performance.
2. Monitoring or better observing the work performance of assigned duties within their job descriptionan ancillary will be done openly. It is Covert surveillance, including the use of electronic devices, will not to be used as discipline, but can be used to inform without the employee full knowledge and permission of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframethe ancillary.
11.1.1 Each employee shall have an annual conference with a written 3. The formal evaluation every will be preceded by at least two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences working observations, each of which shall be documented, at least thirty (30) consecutive minutes in writingduration, and placed in held within a reasonable amount of time apart from the employee’s personnel filereceipt of feedback/noticings/wonderings to allow adequate opportunity for growth. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between If either the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon or the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be evaluator requests a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance post-evaluation should conference, evaluations will be discussed with ancillary staff not later than ten (10) working days after the employee within date of the last observation supporting evaluation.
4. If an ancillary staff member (other than a probationary ancillary) is identified by the evaluating administrator as being ineffective or minimally effective, a meeting shall be convened to discuss in detail performance problems being experienced by the ancillary. The supervising administrator shall develop or amend a written Individualized Development Plan (IDP) to bring about desired changes in the ancillary’s identified performance problem areas. The evaluating administrator
5. The District shall provide each probationary ancillary with an Individualized Development Plan (IDP). The probationary ancillary shall be consulted in the formulation of the IDP and shall sign a statement on the IDP attesting to that involvement and acknowledging receipt of the IDP.
6. Not later than fifteen (15) days prior to the close of its occurrence so the school year, the Superintendent and probationary ancillary shall receive the final evaluation report, including the recommendation as to whether the ancillary continues probationary status, or be denied a contract for the ensuing year. Ancillary staff hired at mid-year shall receive a final evaluation report not later than fifteen (15) days prior to their anniversary date.
7. Each ancillary will be provided with a signed copy of the formal evaluation. The ancillary shall sign for receipt of the evaluation at the time it is provided to him/her. This signature does not mean that the employee ancillary is aware of the concern and can take corrective action in agreement with the goal of the concern not being necessary on the written performance formal evaluation.
11.2 The evaluation shall 8. Ancillary staff will be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified informed of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that evaluative data which is to be incorporated into included as part of their evaluation and given an opportunity to discuss it with the fileevaluator.
11.3.1 The 9. If an ancillary does not agree with an evaluation report or other written report prepared for their personnel file, they shall be signed by have an opportunity to discuss the employee report with their immediate supervisor, the Director and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken placeSuperintendent.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee B. Evaluations shall be maintained at by the San ▇▇▇▇ Obispo County Office of Education District’s Human Resources DepartmentDepartment along with any written responses the employee may wish to make to such evaluations.
11.5 Any materials, except as specifically excluded by 11.6 C. Each employee shall have the right upon request to review the contents of this Article, relative to an employee's employment relationship shall their personnel file with or without a representative of the Association. The review will be contained made in the employee's personnel file.
11.5.1 Contents presence of the personnel file shall be kept in person responsible for the strictest confidence in keeping with appropriate provisions safekeeping of the California Education and Government Codessuch files.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The evaluation process of the professional activities of all faculty in a public institution of higher education is intended essential for the maintenance of academic and professional standards of excellence. The purpose of faculty evaluations shall be to enhance the improvement of individual professional performance and to provide objective feedback a basis for various personnel decisions. The parties have created guidelines for promotion and tenure and recommendations for promotion and tenure files. These are included in the KSC Faculty Handbook. A comprehensive system for faculty evaluation effectively considers materials from students, peers, the immediate academic supervisor and from the faculty member himself/herself. Faculty evaluations will include: A performance evaluation process for the purpose of professional improvement and contract renewal, and an evaluation process for promotion and tenure. Performance evaluation and recommendations for tenure and promotion in rank will be based on consideration of the following criteria:
1. Teaching Effectiveness
2. Scholarship (Scholarship may include relevant professional activity)
3. Service to an employee from their immediate supervisor the College and students
4. When itemized in a letter of appointment, administrative responsibilities The evaluation for promotion and tenure will utilize the performance evaluations as part of the materials reviewed. Evaluations of a junior faculty member shall address progress toward meeting criteria for tenure and shall address progress toward meeting criteria for promotion for those who plan to ensure satisfactory or better performance of assigned duties within their job description. It is not to be used apply for promotion as discipline, but can be used to inform the employee of less than satisfactory performance indicated in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframesection B.10.a below.
11.1.1 Each employee A. Annual Information and Self-Evaluation Reports and DPEC Reports At the completion of each academic year all faculty are required to submit an Annual Information and Self- Evaluation Report to their department chair or interdisciplinary program chair. This report is forwarded to the ▇▇▇▇ and shall have an annual conference with become a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in part of the following year. Annual conferences shall be documented, in writing, and placed in the employeefaculty member’s personnel file. The written evaluations guidelines for this Report are located in the KSC Faculty Handbook.
B. Performance Evaluations
1. Each September each department shall select a Department Peer Evaluation Committee (DPEC) from among the tenured faculty for each faculty member in his/her first or third year to be evaluated during the spring of that year. For departments having more than one faculty member to be evaluated, more than one DPEC may be selected. The size and annual conferences composition of the committee(s) and the manner of selection of the members and chair shall be done determined by April 1 the members of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performancedepartment. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed department, in consultation with the employee within fifteen (15) days faculty member, is encouraged to designate a tenured bargaining unit member from another department to serve as a member of its occurrence so that his/her DPEC for the employee is aware purpose of the concern and can take corrective action with the goal of the concern not being necessary on the written performance conducting a more comprehensive evaluation.
11.2 The evaluation 2. Each department shall be made on a standard form operate under the Guidelines and Procedures for DPEC Evaluations which is provided for this purpose the KSCEA shall issue with each contract (Appendix FSee KSC Faculty Handbook). The Exclusive Representative These Guidelines shall be notified provide minimum procedures that each DPEC shall follow in order to ensure a full and fair deliberation of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation a faculty member’s case. Nothing in the employee's file, the employee and the evaluator Guidelines shall review and discuss the evaluation and contravene any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Formsprovision of this Agreement. The employee's signature denotes solely that a joint review Guidelines should address procedural issues only and are not intended to address evaluative criteria, standards of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall weight to be placed in the personnel filegiven to criteria or other substantive matters.
11.3.4 An evaluation that contains 3. Departments will provide untenured faculty members with department-specific criteria and standards of review. Interdisciplinary Programs will provide departments and faculty with criteria and standards of review, when appropriate. Such criteria and standards are considered advisory in nature. Department and interdisciplinary program standards are designed to supplement and cannot contradict or supersede the contract or faculty handbook. (By December 2010, each department will publish its criteria and standards of review consistent with the Memorandum of Understanding on Page 41. Each department will identify any rating changes in criteria or standards of “needs improvement,” orreview, with changes applicable in 2011.)
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation4. The pay increase will be effective evaluation process begins with the first individual faculty member, who is responsible for keeping and providing to DPEC complete and accurate records of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised all activities related to reflect the above changes. The parties shall review his/her professional growth and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreementdevelopment.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The District shall establish and maintain a continuing program of employee performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the employee. Performance evaluations for all probationary employees shall be submitted to Personnel Support Services twice during the period of probationary employment, normally during the second and fifth months of service, and will be completed by the employee's designated evaluator. Performance evaluations for permanent employees shall be submitted to Personnel Support Services at least once during the school year. However, performance evaluations for permanent employees who have completed service on Step 5 of the salary schedule shall be submitted to Personnel Support Services at least once every other school year. Special or supplementary evaluations may be made of any employee at any time when such evaluation process is intended to provide objective feedback to an employee from their deemed appropriate by the immediate supervisor or evaluator. Unsatisfactory job performance or any infraction of district regulations or Board Policy shall be brought to ensure satisfactory the attention of the employee in a timely fashion. Reclassified employees shall be evaluated twice during their probationary period in their new classification. An evaluation report and conference may be scheduled at any time during the year.
13.8.1 An important part of each performance evaluation is the establishment of job targets (goals and objectives) for the coming evaluation period. Monitoring or better performance of assigned duties within their job description. It is not "feedback" systems, if any, are to be used as disciplinediscussed at this time.
13.8.2 During the evaluation period, but can both the employee and the evaluator will take an active role in assessing the progress achieved in meeting the established job targets (goals and objectives). Periodic conferences should be used held where necessary. Special importance should be placed upon the evaluator's responsibility to inform the employee of less than satisfactory problem areas in his/her performance. If necessary, "performance counseling" procedures described in an effort the "Guide to have that performance improve to satisfactory or better levels within an appropriate timeframeClassified Employee Performance Evaluation" should be implemented.
11.1.1 Each employee 1 13.8.3 At the end of each evaluation period, a performance evaluation report 2 shall have an annual be made by the appropriate evaluator and discussed in conference 3 with a written evaluation every two (2) yearsthe employee. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual Such conferences shall be documented, held while the employee 4 is in writing, and placed in the employee’s personnel file. paid status.
6 13.8.4 The written evaluations and annual conferences final report shall be done signed by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) both the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation evaluator and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee 7 and their immediate supervisor. An employee may request an Association Representative sent to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided Personnel Support Services for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation inclusion in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the 8 permanent file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 10 13.8.5 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “"Effective - Meets 11 Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee " must receive a written evaluation no later than April 1 be maintained in order to allow them sufficient time qualify for scheduled salary 12 step increments. The evaluator must provide a written warning to achieve an overall any 13 employee whose next scheduled performance evaluation rating may contain a 14 less than satisfactory overall rating. This warning must be provided at 15 least sixty (60) days prior to the employee's scheduled salary step 16 increment. Advances to the next higher step in the salary range may be 17 allowed for employees with less than satisfactory performance ratings 18 upon recommendation of “Meets Standards” or higherthe principal/department head and approval of 19 the Superintendent.
11.3.5.3 If an 21 13.8.6 An employee who has received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance unsatisfactory job evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement 22 shall be revised to reflect reevaluated within sixty days for the above changespurpose of monitoring job 23 performance. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee This requirement shall be maintained at inapplicable in cases where the San ▇▇▇▇ Obispo County Office of Education Human Resources Department24 district has commenced dismissal proceedings based upon the current 25 job evaluation.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 1.1 The District retains the sole responsibility for the evaluation process and assessment of the job performance of each employee, and except as required by law, the implementation and administration of the procedures for such evaluation and assessment is intended to provide objective feedback to an employee from solely within the discretion of the District.
1.2 Employees who have been employed for less than twelve (12) months are probationary employees. Probationary employees shall be evaluated by their immediate supervisor or designee (a designee shall not be an employee within a bargaining unit) after five (5) months and nine (9) months. A written report of each evaluation shall be submitted to ensure satisfactory the Assistant Superintendent of Human Resources or better performance of assigned duties within their job descriptiondesignee. It is not to be used as discipline, but can be used to inform Upon successfully completing the probationary period and earning permanency in the District the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframeshall be evaluated annually as per Section 1.3.
11.1.1 Each employee 1.3 All permanent employees shall have an annual conference with a written be evaluated by their immediate supervisor or designee at least once each year. The evaluation every two (2) yearsperiod for permanent employees shall extend from July 1 through June 30. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between completed by June 30. Exceptions to the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations June 30 timeline shall be based upon submitted in writing by the immediate supervisor’s observation and knowledge supervisor to the Assistant Superintendent of the employee's job performanceHuman Resources or designee. The immediate supervisor Upon approval by a Human Resources administrator, affected employees shall be a management or supervisory employee.
11.1.5 Any area notified. After five (5) years of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's fileoverall Satisfactory Evaluations, the employee and immediate supervisor may mutually agree to have an evaluation conducted every other year. A written report shall be submitted to the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the fileAssistant Superintendent of Human Resources or designee.
11.3.1 The evaluation 1.4 Written and/or verbal notification of unsatisfactory performance and an opportunity for improvement shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of precede an unsatisfactory ▇▇▇▇ (“needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets StandardsNeeds Improvement” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance Unsatisfactory”) on the evaluation.
11.3.5.2 For an employee to not receive their step increase at . In the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received event an overall rating of “Needs Improvement” or “Unsatisfactory”” is noted in the evaluation for a permanent employee, the employee will not receive be reevaluated within six (6) months. Permanent employees may request to be reevaluated following an Unsatisfactory Evaluation (“Unsatisfactory” overall rating) after sixty (60) workdays; upon receiving a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”Satisfactory Evaluation the requirement to re- evaluate the employee at six (6) months shall be considered fulfilled for that year’s original evaluation schedule.
11.3.5.4 If 1.5 An employee may attach written responses to statements comprising the evaluation report. The employee shall have ten (10) working days to attach a written response. Additional evaluations may occur on an employee’s scheduled step date is within 90 days of the performance as needed basis. This could include an evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase more frequently than once per year or once every other year.
1.6 Written evaluations shall be prepared on the first of form provided in Appendix C and should be based on information directly observed and/or investigated by the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluationimmediate supervisor or designee (per section 1.4 above). The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each Each employee shall be maintained at given a copy of the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materialscompleted evaluation form, except as specifically excluded reviewed by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of ’s immediate supervisor, and have an opportunity to discuss the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints evaluation prior to the complaint being placed its inclusion in the employee’s personnel file. Any complaint or charge that is withdrawn In addition, the Director of Human Resources shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false review each evaluation and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from hear any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days appeals before the material evaluation is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response evaluation shall be attached to the materialinclude specific recommendations for any necessary improvements.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 A. The primary purpose of employee evaluation shall be the assessment of present performance levels and to bring about the improvement of performance when appropriate.
B. The preparation of the evaluation instrument is the responsibility of the designated administrator. Whenever a supervisory change is made, affected employees will be notified. A chart reflecting the chain of command will be posted at each site. The content of this chart is a non-grievable item.
C. All evaluations shall be conducted openly and with the full knowledge of the employee concerned. Employees will be evaluated at least once a year or at any time deemed necessary by the administrator. The evaluation process is intended will be in writing and shall be presented and discussed at a conference with the employee's administrator. The employee shall sign the evaluation indicating acknowledgment that the evaluation has been read and understood. Such signature does not indicate agreement with the content. The employee shall be provided the opportunity to provide objective feedback submit a written response to an employee from their immediate supervisor to ensure satisfactory or better performance the evaluation, which shall be made a permanent part of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframeevaluation.
11.1.1 Each D. A non-probationary employee shall have an annual conference with a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences who receives any "needs improvement" or "unsatisfactory" ratings shall be documentedinformed in writing in keeping with District guidelines by the supervising administrator of the reasons for the rating(s). The supervising administrator will also provide recommendations for improvement, in writingassistance, and placed in a timetable for expected improvement, with the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is consequences being delineated should improvements not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than occur at the end of the 3rd and 5th months time period. At the end of the probationary specified remediation time period.
11.1.3 Written evaluations shall be presented in a conference between , the supervising administrator and the Director of Human Resources will provide and share with the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge a written summary of the employee's job performancecurrent status, which may include a recommendation for termination. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase summary will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The ▇. ▇▇▇▇▇▇ written, signed, and dated complaints received by the supervisor from students, parents, and other employees will be brought to the attention of the employee shall be given against whom the opportunity to initial and date complaint has been made at the material and to prepare a written responsetime the complaint is received, without waiting for the evaluation date. The written response shall complainant may be attached identified at the discretion of the supervising administrator.
F. The content of any evaluation is not grievable. Procedural errors are subject to the materialgrievance procedure.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The performance evaluation process is intended program for maintenance employees shall focus on the extent to provide objective feedback to an employee from their immediate supervisor to ensure which each person carries out her/his performance responsibilities as stated in the job descriptions. The primary purpose of the performance evaluation program is:
A) To improve the delivery of service
B) To identify and commend satisfactory or better and exemplary performance
C) To identify and remediate unsatisfactory performance of assigned duties within their job descriptionPROCEDURES:
1. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each The employee shall have the right to identify any constraints which the employee believes may inhibit her/his ability to meet the evaluation criteria and to discuss the removal of such constraints with their supervisor (the evaluator) prior to an annual conference with a written evaluation every two (of her/his performance.
2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences The Employee shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on evaluated using the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented instrument outlined in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Appendix C. Evaluations shall be based upon conducted at the immediate supervisor’s observation and knowledge conclusion of the employee's job performancesix-month probationary period and thereafter annually or when areas of improvement are noted on an evaluation or at the discretion of the supervisor. The immediate supervisor shall Employee will be a management or supervisory employee.
11.1.5 Any area of concern than evaluated prior to June 30th but not before October 15th. The employee may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary also provide additional information on the written performance his/her evaluation.
11.2 3. The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation report shall be signed by the employee supervisor and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Formsemployee. The employee's ’s signature denotes solely indicates that a joint review he/she has read the evaluation. The employee’s signature does not indicate agreement or disagreement with the contents of the evaluation document(s) has taken placeevaluation.
11.3.2 4. The supervisor shall meet with the employee within ten (10) work days to discuss the evaluation.
5. The employee may respond in writing to the evaluation and such response will be attached to the evaluation report. CATEGORIES EXCEEDS EXPECTATIONS - Surpasses the qualities and behaviors described MEETS EXPECTATIONS - Meets satisfactory level of performance NEEDS IMPROVEMENT - Significant improvement required to meet acceptable level of performance UNSATISFACTORY - Not adequately demonstrating the qualities and behaviors described The evaluation should be thorough, objective and clearly understood by the employee, so as to positively affect future performance. Each employee shall receive a copy of the his/her evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject prior to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standardsconference with his/her evaluator.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to 8.3.1 All non-probationary bargaining unit employees should be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each employee shall have an annual conference with a written evaluation evaluated once every two (2) yearsyears on or before his/her anniversary date of employment. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a letter of evaluation notice from the Office of the Superintendent, along with a copy of the evaluation and may attach a written statementform to be used. An employee who has not been evaluated during the preceding two (2) years shall be presumed to have acceptable performance. Such presumption, however, does not extend to incidents of misconduct or neglect of duty that have been dealt with through disciplinary action.
11.3.3 Following 8.3.2 Formal employee evaluations shall be accomplished through personal observation of the reviewemployee, personal observation of the employee's work, and input of the Administrative Assistant, Cafeteria Manager, or other supervisors and administrators. Formal evaluations will be conducted by administrators and supervisors only. Non-supervisory employees (e.g. school nurse) will not perform formal evaluations, including the preparation of evaluation reports. Any information or input from a non-supervisory employee used in any investigation or evaluation shall be documented in writing and signed by the providing employee.
8.3.3 When an evaluation is accomplished, the employee's evaluation performance shall be placed reviewed and discussed by the appropriate administrator/supervisor with the employee he/she evaluates at a conference scheduled for that purpose. The employee shall sign a copy of the evaluation as evidence that such a review was conducted and shall receive a copy. The employee may submit a rebuttal in writing which shall be attached to the evaluation in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. 8.3.4 The employee shall be notified and shall receive made aware on a copy continuing basis, through corrective action or otherwise, of any derogatory information at least ten (10) days before problems or deficiencies noted during employment. The administrator/supervisor will develop with the material is placed in employee specific approaches for correction of deficiencies with sufficient time for improvement prior to the next formal evaluation. The formal evaluation shall fairly reflect the current performance and improvement of the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and If sufficient improvement is not demonstrated or if the employee shall requests one, an additional evaluation(s) may be released from duty without loss of pay for this purposecompleted.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The 1. A pre-observation conference shall be held between the supervising administrator and unit member to review the evaluation process is intended to provide objective feedback using the Pre-Observation Check Off Sheet, Initial Conference Form and self-evaluation prepared by the unit member.
a. The unit member and supervising administrator shall agree on which class period or service shall be evaluated.
b. In addition to an employee from their immediate supervisor to ensure satisfactory or better performance observation, the supervising administrator shall examine a sample of assigned duties within their job description. It is not to be used data as disciplineapplicable (i.e. course syllabus and outcomes, but can be used to inform a year long plan for instruction and assessment, a detailed unit plan including assessment tools, a broad sampling of student work reflecting the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframeprescribed outcomes, Individual Education Plan documents, conference logs, treatment plans, and/or service tracking).
11.1.1 Each employee c. Other class periods or services may be observed.
d. Permanent unit members and the supervising administrator shall have an annual conference with a written evaluation every decide which two (2) yearsof the evaluation categories shall be evaluated. Annual conferences will All unit members shall be evaluated on Ancillary Duties and Responsibilities. Each evaluation cycle shall focus on employee contributions and areas for growth two (2) categories that were not seen in the following yearprior evaluation. Annual conferences In the event of an unsatisfactory rating in an evaluation category during the prior evaluation, the category shall be documented, in writing, and placed re-evaluated in the employee’s personnel file. The written evaluations and annual conferences current evaluation cycle.
e. Probationary unit members shall be done by April 1 evaluated in writing annually for their performance on each of each appropriate yearthe evaluation categories. Should there All unit members shall be evaluated on Ancillary Duties and Responsibilities.
2. A concluding conference shall be held to review the completed Evaluation Form which includes a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate summary, commendations and recommendations, placement on the rubric, a discussion of next steps for professional development and the re-evaluation form that it of unsatisfactory category(ies) in the next evaluation cycle.
3. Observed behavior, which is an unscheduled to be cited by the supervision administrator in the evaluation and is for that was not seen during a specific issue or concern,
11.1.2 Probationary employees formal observation shall receive written evaluations no later than be brought to the end attention of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee unit member within fifteen five (155) work days of its occurrence so that occurrence.
4. Each unit member has the employee is aware of right to make a written response to any evaluative material within the concern evaluation school year. This response, including any evidence cited in the response, shall be attached to and can take corrective action filed with the goal of the concern not being necessary on the written performance evaluationoriginal document.
11.2 5. The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation forms shall be signed by the employee supervising administrator and the evaluator. Additionallyunit member after the evaluation conference, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Formsto confirm receipt.
6. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the reviewform with attachments, the employee's evaluation shall if any, will be placed filed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employeeunit member's personnel file.
11.5.1 Contents of 7. If the personnel file evaluation leads to a referral to Peer Assistance and Review (PAR), the principal and/or director shall be kept in inform the strictest confidence in keeping with appropriate provisions of unit member and follow the California Education and Government Codesrules governing PAR below.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each employee shall have an annual conference with a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,.
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form. A committee will be formed for the purpose of reviewing, evaluating, and revising the existing evaluation form(s). The committee will be comprised of two (2) members from the classified bargaining unit, designated by the Association President, and two (2) members from SLOCOE management, designated by the County Superintendent and/or designee. The committee shall complete this no later than February 28, 2025.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 90-day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures.
11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each permanent employee shall have an annual conference with a formal written evaluation every two (2) yearsannually on or by their seniority date of hire. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F)the Classified Performance Evaluation Form. The Exclusive Representative evaluator shall be notified of any proposed change of the evaluation formemployee’s immediate supervisor unless a different evaluator is designated by the appropriate manager.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 11.1.1 The evaluation shall be signed by the employee and based upon the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review observations of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall job performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date other criteria contained on which such examination was madethe Classified Performance Evaluation Form. The log shall be maintained evaluation should objectively incorporate the entire evaluation period.
11.1.2 Employees have the option to submit a Self-Evaluation Component that outlines their view of their performance factors as outlined in the employee's personnel file.
11.5.3 Any complaint relative Classified Performance Evaluation Form. This portion of the evaluation will give the employees a chance to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complainingself-identify strengths, weaknesses, training needs, and/or professional development needs. The Chief Human Resources Officer shall review all written complaints Self-Evaluation Component must be submitted to the evaluator at least five (5) days prior to the complaint being placed evaluation meeting.
11.1.3 Nothing contained in this Article shall preclude the district from initiating an off cycle evaluation.
11.1.4 In the event a permanent employee’s overall evaluation rates the employee’s performance lower than “Meets Expectations,” the evaluator shall describe the specific area or areas of less than satisfactory performance either in the evaluation or in a separate document.
11.1.4.1 Following the employee’s receipt of the evaluation, the evaluator shall meet with the employee or, if requested by the employee, with the employee and a representative and shall make specific recommendations as to the areas of improvement in the employee’s personnel file. Any complaint or charge performance.
11.1.4.2 The employee and evaluator shall develop a Plan of Improvement that is withdrawn designed to alleviate the identified performance deficiencies. The Plan shall include: • A statement of expectations for the employee related to each area of performance that was rated less than satisfactory; • A listing of operational activities designed to remediate the identified deficiencies and any time line or time lines related to the activities; • A statement of measures of assistance and/or resources that will be removed from provided to the employee as a part of the Plan; and • A schedule of observations and/or conferences to monitor and evaluate the employee's personnel file. Upon written request ’s progress toward achievement of the Plan.
11.1.4.3 If subsequent improvements sufficiently modify the employee’s performance and identified deficiencies to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment satisfaction of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed evaluator, notification to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response effect shall be attached to the materialevaluation.
c. The review shall take place during normal business hours and 11.1.4.4 If the employee shall be released from duty without loss level of pay for this purpose.improvement is not sufficiently improved according to the Plan of Improvement then the Supervisor will begin disciplinary action per Article
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each permanent employee shall have an annual conference with a formal written evaluation every two (2) yearsannually on or by their seniority date of hire. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F)the Classified Performance Evaluation Form. The Exclusive Representative evaluator shall be notified of any proposed change of the evaluation formemployee’s immediate supervisor unless a different evaluator is designated by the appropriate manager.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 11.1.1 The evaluation shall be signed by the employee and based upon the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review observations of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall job performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date other criteria contained on which such examination was madethe Classified Performance Evaluation Form. The log shall be maintained evaluation should objectively incorporate the entire evaluation period.
11.1.2 Employees have the option to submit a Self-Evaluation Component that outlines their view of their performance factors as outlined in the employee's personnel file.
11.5.3 Any complaint relative Classified Performance Evaluation Form. This portion of the evaluation will give the employees a chance to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complainingself-identify strengths, weaknesses, training needs, and/or professional development needs. The Chief Human Resources Officer shall review all written complaints Self-Evaluation Component must be submitted to the evaluator at least five (5) days prior to the complaint being placed evaluation meeting.
11.1.3 Nothing contained in this Article shall preclude the district from initiating an off cycle evaluation.
11.1.4 In the event a permanent employee’s overall evaluation rates the employee’s performance lower than “Meets Expectations,” the evaluator shall describe the specific area or areas of less than satisfactory performance either in the evaluation or in a separate document.
11.1.4.1 Following the employee’s receipt of the evaluation, the evaluator shall meet with the employee or, if requested by the employee, with the employee and a representative and shall make specific recommendations as to the areas of improvement in the employee’s personnel file. Any complaint or charge performance.
11.1.4.2 The employee and evaluator shall develop a Plan of Improvement that is withdrawn designed to alleviate the identified performance deficiencies. The Plan shall include: A statement of expectations for the employee related to each area of performance that was rated less than satisfactory; A listing of operational activities designed to remediate the identified deficiencies and any time line or time lines related to the activities; A statement of measures of assistance and/or resources that will be removed from provided to the employee as a part of the Plan; and A schedule of observations and/or conferences to monitor and evaluate the employee's personnel file. Upon written request ’s progress toward achievement of the Plan.
11.1.4.3 If subsequent improvements sufficiently modify the employee’s performance and identified deficiencies to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment satisfaction of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed evaluator, notification to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response effect shall be attached to the materialevaluation.
c. The review shall take place during normal business hours and 11.1.4.4 If the employee shall be released from duty without loss level of pay for this purpose.improvement is not sufficiently improved according to the Plan of Improvement then the Supervisor will begin disciplinary action per Article
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 A. The purpose of the evaluation process shall be to: increase productivity, evaluate performance, communicate with the employee on how he/she is performing, recognize strengths, identify areas needing job performance improvement and identify training and development opportunities.
B. The evaluation process is intended to provide objective feedback to of an employee from their is the responsibility of the immediate supervisor to ensure satisfactory or better performance supervisor.
C. All evaluations shall be conducted openly and with the full knowledge of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframeconcerned.
11.1.1 Each employee shall have an annual conference with a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences D. All probationary employees shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences evaluated at least twice during their probationary period.
E. Employees beginning a new assignment shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than evaluated once at the end of the 3rd and 5th first three (3) months of the probationary new assignment. The employee is not eligible to request a transfer or promotion during this period, unless such movement would permit the employee to be evaluated by the same supervisor.
11.1.3 Written evaluations F. Employees shall be presented in a conference between evaluated annually or more frequently when it is felt necessary by the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive will be given a copy of the evaluation report and may attach a written statement.
11.3.3 Following will be offered the review, opportunity to discuss the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date before it is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back submitted to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded G. The evaluation will be in writing on a report form provided by 11.6 of this Article, relative the District.
H. The employee will be offered the opportunity to an employee's employment relationship place comments on the evaluation report or submit a written response. The employee shall sign the evaluation indicating acknowledgment that the evaluation has been read and understood.
I. An employee who receives any performance needs improvement or unsatisfactory ratings shall be contained informed in writing by the immediate supervisor of the reasons for the rating(s). The immediate supervisor will also provide recommendations for improvement, assistance, a timetable for expected improvement and the consequences if improvement is not shown at the end of the time period.
J. At the end of the specified remediation time period, the supervisor will provide and share with the employee a written summary of the current status of the points needing improvement or rated as unsatisfactory. This summary will be placed into the employee's personnel file.
11.5.1 Contents K. Evaluation Procedures: A Growth Plan will not last longer than three (3) months. At the end of three months, APS will work with ASCA to determine by mutual agreement if the personnel file shall Growth Plan needs to be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codesadjusted or revised.
11.5.2 The Employer shall keep L. While progressing through a log indicating Growth Plan, an employee will not be eligible to request a transfer until the person(s) who have examined personnel file as well as the date on which such examination was madeplan has been completed successfully. The log parties shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from address disputes of Article 7.09 (L) on a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.case- by-case basis
Appears in 1 contract
Sources: Negotiated Agreement
Evaluation Procedures. 11.1 The District shall establish and maintain a continuing program of employee performance evaluation. The program shall include provisions for preparation of written evaluations and a means of making the results of such evaluations known to the employee. Performance evaluations for all probationary employees shall be submitted to the Personnel Department twice during the period of probationary employment, normally during the second and fifth months of service, and will be completed by the employee's designated evaluator. Performance evaluations for permanent employees shall be submitted to the Personnel Department at least once during the school year. However, performance evaluations for permanent employees who have completed service on Step 5 of the salary schedule shall be submitted to the Personnel Department at least once every other school year. Unscheduled evaluations may be made of any employee at any time when such evaluation process is intended to provide objective feedback to an employee from their deemed appropriate by the immediate supervisor or evaluator. Such unscheduled performance evaluations may be made when an employee's job performance has deteriorated since the last regularly scheduled performance evaluation. Unsatisfactory work performance or any violation of District regulations or Board Policy shall be brought to ensure satisfactory or better performance the attention of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee in a timely manner. Areas of less than satisfactory performance serious concern shall be described in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each employee shall have an annual conference with a written evaluation every two memorandum from the supervisor to the employee. Reclassified employees shall be evaluated twice during their probationary period in their new classification, normally during the second (2) yearsand fifth (5) months of service. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences Upon request, a unit member shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 provided with a copy of his/her current job description.
11.8.1 An important part of each appropriate yearperformance evaluation is the establishment of job targets (goals and objectives) for the coming evaluation period. Should there Monitoring or "feedback" systems, if any, are to be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on discussed at this time. 1 11.8.2 During the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, both the employee and the evaluator shall review and discuss will take 2 an active role in assessing the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed progress achieved in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.meeting the
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to A. Permanent employees shall be used as discipline, but can be used to inform evaluated by the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each employee shall have an annual conference with District at least once a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences All evaluations, when completed, shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days for the purposes of its occurrence so explanation of any statement, comments, or observations that may be requested by the employee is aware evaluated employee. At the time of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's filediscussion, the employee and the evaluator shall review and discuss the evaluation and any material that is to will be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive given a copy of the evaluation form. All evaluated employees shall affix their signature and may attach a date of review on the evaluation to assure compliance with this requirement. Employees who receive an overall improvement needed or unsatisfactory rating on an evaluation shall be given suggestions for improvement by their evaluator. Hearsay statements shall be excluded from written statement.
11.3.3 Following the review, the employee's evaluations. No evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless or other record folder until such evaluation has been discussed with the evaluated employee. An evaluation form is set forth in Appendix B attached hereto.
1. When evaluations are conducted for unit employees, and lead workers in unit classifications are familiar with duties and performance of other unit employees with whom they work in the respective work areas, the District may take and consider input from the lead workers as part of the evaluations process. (February 2006)
2. If in the judgment of the supervisor, a permanent employee needs improvement or is performing in an unsatisfactory manner, the supervisor shall discuss the unsatisfactory performance/needs improvement with the employee is given notice prior to the completion of the pending placement formal performance evaluation and an opportunity within a reasonable time frame to review allow the employee to improve his/her performance to meet standards prior to the evaluation becoming final. A written performance improvement plan may be utilized by the supervisor for a permanent employee to support the improvement process. (February 2006)
B. Probationary employees shall be evaluated at least at the conclusion of their third, and comment thereonfifth months of employment.
a. The employee C. Employees who do not agree with their evaluation, or who simply wish to, may respond in writing to their evaluations and their comments shall be notified added to their evaluations and shall receive a copy of any derogatory information at least ten (10) days before the material is placed included in the employee's personnel filefile and/or record.
b. D. The employee evaluation procedures set forth herein shall be given subject to the opportunity provisions of Article IV, Grievance Procedures, but the substance of an evaluation shall not be subject to initial and date the material and provisions of that article. However, permanent employees who disagree with the substance of their evaluation may request a conference with the Superintendent or designee to prepare a written responsediscuss the evaluation. The written response Superintendent or designee shall be attached schedule a conference within a reasonable time period to discuss the materialevaluation.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory A. There will be no evaluations without observations, or better performance of assigned duties within their job description. It is not to be used as disciplinevideotaping, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframewritten concerns.
11.1.1 Each employee shall have an annual conference with a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 B. Evaluations shall be based upon in writing and utilize the immediate supervisor’s observation information gathered from observation/videotaping and knowledge written concerns of the employee's evaluatee’s job performanceexpectancies as defined in the written job description and written Board policies. The immediate supervisor shall A copy of these written concerns must be given to the teacher within five (5) school days of the time of occurrence and must be on file in the official personnel file kept in the Board office. No other written materials may be considered for purposes of evaluation, provided however that documents of a management or supervisory employeepositive nature included in the personnel file may be referred to in the evaluation document with the approval of the teacher.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should C. Evaluation reports (Appendix K) will be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed evaluatee by the employee and the evaluator. AdditionallyThe evaluatee’s signature will not indicate agreement or disagreement, but only that the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Formsevaluatee has received a copy of the evaluation. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee evaluatee shall receive a copy of the evaluation and report at least twenty-four (24) hours prior to the meeting with the evaluator, unless mutually agreed to.
D. The refusal of a teacher to sign an evaluation, observation or notation of concern shall not prevent said item from being included in the teacher’s personnel file. The teacher’s signature does not necessarily indicate agreement with the evaluation, observation or notation of concern, nor does it waive the teacher’s right to contest the evaluation, observation or notation of concern.
E. The evaluatee will be provided a copy of the evaluation report by April 10th. A copy of the report will be sent to the Superintendent by April 15th. If the report recommends non-renewal of the contract it shall state the reason(s). The evaluatee will be entitled to a conference with the Superintendent prior to the Superintendent’s recommendation to the Board.
F. Evaluatees may attach a written statement.
11.3.3 Following response to the review, the employee's evaluation shall be placed and have it included in the their personnel file.
11.3.4 An G. When an evaluation shows that contains a teacher has performance deficiencies, the building principal or his/her designee shall specify in writing recommendations regarding any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject improvements needed. In addition, the building principal or his/her designee shall provide specific assistance designed to rectify any deficiencies and the means by which the teacher may obtain assistance in making such improvements. The principal or his/her designee shall monitor the teacher’s progress on a satisfactory overall regular basis, provide feedback to the evaluatee on a regular basis and provide the teacher a reasonable time within which to correct any performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluationdeficiencies.
11.3.5.2 For H. On those occasions where teachers commence or resume employment with the District after the start of the school year, only those portions of the evaluation program which commence after the teacher’s commencement of service must be completed. This provision applies, as well, to teachers who, during the course of the school year, are away from duty on an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higherapproved leave.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, I. It is the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days responsibility of the evaluatee to make a good faith attempt to make improvement of performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first deficiencies identified under Sections 9.017 (E) or 9.018 (G) of the evaluation procedure by the evaluator and so achieve satisfactory teaching performance following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first completion of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining AgreementArticle IX evaluation process.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Memorandum of Agreement
Evaluation Procedures. 11.1 The 1. Any less than satisfactory evaluation process is intended based upon performance shall include recommendations from the supervisor for improvement, shall advise the employee as to any significant deficiencies and where appropriate the supervisor may provide provisions for assisting the Unit Member in implementing these recommendations.
2. A Special Evaluation for a permanent or probationary unit member may be prepared at any time by the unit member's supervisor. Such evaluations may be used to provide objective feedback a record of either deterioration or an improvement in a unit member's performance or for recording formal commendations for outstanding performance.
3. Where feasible, the supervisor will give the employee at least two (2) work days notice of a scheduled evaluation review meeting. If the first or any subsequent scheduled meetings are canceled by the employee due to an employee from their immediate absence or other reason the supervisor to ensure satisfactory may waive the two (2) days notice. If the evaluation is for unacceptable or better performance of assigned duties within their job description. It is not to be used as disciplinedeteriorating performance, but can be used the supervisor shall attempt to inform the employee of less than satisfactory performance in an effort prior to the meeting that concerns will be addressed or areas for improvement may be discussed.
4. If a Unit Member requests to have that performance improve to satisfactory a union representative at any evaluation meeting where the evaluation is for deteriorating or better levels within an appropriate timeframe.
11.1.1 Each employee substandard performance, the meeting shall have an annual conference with a written evaluation every not take place until the union representative is present. If the supervisor has attempted on two (2) years. Annual conferences will focus on or more occasions to schedule the meeting to include the representative without success then the evaluation may be mailed to the employee contributions and areas for growth in the following year. Annual conferences employee shall be documentedsign the evaluation, in writingacknowledging receipt, and placed in return the employee’s personnel filesigned evaluation document to the supervisor no later than seven (7) business days from the date of receipt of said evaluation document.
5. Probationary and Permanent employees shall review and sign their evaluation forms before they are submitted to the Personnel Office. The signature does not necessarily indicate agreement or disagreement with the evaluation, but does indicate acknowledgment of receipt of said document.
6. A unit member has the right to submit a written evaluations response to an evaluation and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on have it attached to the evaluation form that it so long as the written response is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than received in the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee Personnel Office within fifteen (15) working days of its occurrence so that the employee is aware unit member's receipt of the concern and can take corrective action with evaluation. Written responses received after fifteen (15) working days from the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of date the evaluation form.
11.3 Prior was received by the unit member will not be attached to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel filefile unless there are extenuating circumstances and upon approval of the Assistant Superintendent of Personnel Services.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The performance evaluation process is intended program for maintenance employees shall focus on the extent to provide objective feedback to an employee from their immediate supervisor to ensure which each person carries out her/his performance responsibilities as stated in the job descriptions. The primary purpose of the performance evaluation program is:
A) To improve the delivery of service
B) To identify and commend satisfactory or better and exemplary performance
C) To identify and remediate unsatisfactory performance of assigned duties within their job descriptionPROCEDURES:
1. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each The employee shall have the right to identify any constraints which the employee believes may inhibit her/his ability to meet the evaluation criteria and to discuss the removal of such constraints with their supervisor (the evaluator) prior to an annual conference with a written evaluation every two (of her/his performance.
2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences The Employee shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on evaluated using the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented instrument outlined in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Appendix C. Evaluations shall be based upon conducted at the immediate supervisor’s observation and knowledge conclusion of the employee's job performancesix-month probationary period and thereafter annually or when areas of improvement are noted on an evaluation or at the discretion of the supervisor. The immediate supervisor shall Employee will be a management or supervisory employee.
11.1.5 Any area of concern than evaluated prior to June 30th but not before October 15th. The employee may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary also provide additional information on the written performance his/her evaluation.
11.2 3. The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation report shall be signed by the employee supervisor and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Formsemployee. The employee's ’s signature denotes solely indicates that a joint review he/she has read the evaluation. The employee’s signature does not indicate agreement or disagreement with the contents of the evaluation document(s) has taken placeevaluation.
11.3.2 4. The supervisor shall meet with the employee within ten (10) work days to discuss the evaluation.
5. The employee may respond in writing to the evaluation and such response will be attached to the evaluation report. CATEGORIES • EXCEEDS EXPECTATIONS - Surpasses the qualities and behaviors described • MEETS EXPECTATIONS - Meets satisfactory level of performance • NEEDS IMPROVEMENT - Significant improvement required to meet acceptable level of performance • UNSATISFACTORY - Not adequately demonstrating the qualities and behaviors described The evaluation should be thorough, objective and clearly understood by the employee, so as to positively affect future performance. Each employee shall receive a copy of the his/her evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject prior to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standardsconference with his/her evaluator.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The 1. Any less than satisfactory evaluation process is intended based upon performance shall include recommendations from the supervisor for improvement, shall advise the employee as to any significant deficiencies and where appropriate the supervisor may provide provisions for assisting the Unit Member in implementing these recommendations.
2. A Special Evaluation for a permanent or probationary unit member may be prepared at any time by the unit member’s supervisor. Such evaluations may be used to provide objective feedback a record of either deterioration or an improvement in a unit member’s performance or for recording formal commendations for outstanding performance.
3. Where feasible, the supervisor will give the employee at least two (2) work days notice of a scheduled evaluation review meeting. If the first or any subsequent scheduled meetings are canceled by the employee due to an employee from their immediate absence or other reason the supervisor to ensure satisfactory may waive the two (2) days notice. If the evaluation is for unacceptable or better performance of assigned duties within their job description. It is not to be used as disciplinedeteriorating performance, but can be used the supervisor shall attempt to inform the employee of less than satisfactory performance in an effort prior to the meeting that concerns will be addressed or areas for improvement may be discussed.
4. If a Unit Member requests to have that performance improve to satisfactory a union representative at any evaluation meeting where the evaluation is for deteriorating or better levels within an appropriate timeframe.
11.1.1 Each employee substandard performance, the meeting shall have an annual conference with a written evaluation every not take place until the union representative is present. If the supervisor has attempted on two (2) years. Annual conferences will focus on employee contributions and areas for growth in or more occasions to schedule the following year. Annual conferences shall be documented, in writing, and placed in meeting to include the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on representative without success then the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall may be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative mailed to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator employee shall review sign the evaluation, acknowledging receipt, and discuss return the signed evaluation and any material that is document to be incorporated into the filesupervisor no later than seven (7) business days from the date of receipt of said evaluation document.
11.3.1 The evaluation shall be signed by the employee 5. Probationary and the evaluator. Additionally, the Chief Human Resources Officer Permanent employees shall review and sign Classified Staff Evaluation Formstheir evaluation forms before they are submitted to the Personnel Office. The employee's signature denotes solely that a joint review does not necessarily indicate agreement or disagreement with the evaluation, but does indicate acknowledgment of the evaluation document(s) has taken placereceipt of said document.
11.3.2 The employee shall receive 6. A unit member has the right to submit a copy of the written response to an evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be it attached to the material.
c. The review shall take place during normal business hours and evaluation form so long as the employee shall be released from duty without loss of pay for this purpose.written response is received in the Personnel Office within fifteen
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each employee shall have an annual conference with a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,.
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form. A committee will be formed for the purpose of reviewing, evaluating, and revising the existing evaluation form(s). The committee will be comprised of two (2) members from the classified bargaining unit, designated by the Association President, and two (2) members from SLOCOE management, designated by the County Superintendent and/or designee. The committee shall complete this no later than February 28, 2025.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.unsatisfactory,” This section applies only shall include specific recommendations for improvement. In addition, where the noted deficiency relates to an overall the performance evaluation ratingof the employee's assigned duties, not individual sections the evaluator shall make provisions for reasonable assistance in implementing the recommendations. A reevaluation of an the employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at shall be done no less than ninety (90) calendar days from the normal time (July 1), an employee must receive date of receiving a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall ” rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days in any section of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step dateform.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to A. Permanent employees shall be used as discipline, but can be used to inform evaluated by the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each employee shall have an annual conference with District at least once a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences All evaluations, when completed, shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days for the purposes of its occurrence so explanation of any statement, comments, or observations that may be requested by the employee is aware evaluated employee. At the time of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's filediscussion, the employee and the evaluator shall review and discuss the evaluation and any material that is to will be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive given a copy of the evaluation form. All evaluated employees shall affix their signature and may attach a date of review on the evaluation to assure compliance with this requirement. Employees who receive an overall improvement needed or unsatisfactory rating on an evaluation shall be given suggestions for improvement by their evaluator. Hearsay statements shall be excluded from written statement.
11.3.3 Following the review, the employee's evaluations. No evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless or other record folder until such evaluation has been discussed with the evaluated employee. An evaluation form is set forth in Appendix B attached hereto.
1. When evaluations are conducted for unit employees, and lead workers in unit classifications are familiar with duties and performance of other unit employees with whom they work in the respective work areas, the District may take and consider input from the lead workers as part of the evaluations process. (February 2006)
2. If in the judgment of the supervisor, a permanent employee needs improvement or is performing in an unsatisfactory manner, the supervisor shall discuss the unsatisfactory performance/needs improvement with the employee is given notice prior to the completion of the pending placement formal performance evaluation and an opportunity within a reasonable time frame to review allow the employee to improve his/her performance to meet standards prior to the evaluation becoming final. A written performance improvement plan may be utilized by the supervisor for a permanent employee to support the improvement process. (February 2006)
B. Probationary employees shall be evaluated at least at the conclusion of their third, sixth and comment thereonninth fifth months of employment.
a. The employee C. Employees who do not agree with their evaluation, or who simply wish to, may respond in writing to their evaluations and their comments shall be notified added to their evaluations and shall receive a copy of any derogatory information at least ten (10) days before the material is placed included in the employee's personnel filefile and/or record.
b. D. The employee evaluation procedures set forth herein shall be given subject to the opportunity provisions of Article IV, Grievance Procedures, but the substance of an evaluation shall not be subject to initial and date the material and provisions of that article. However, permanent employees who disagree with the substance of their evaluation may request a conference with the Superintendent or designee to prepare a written responsediscuss the evaluation. The written response Superintendent or designee shall be attached schedule a conference within a reasonable time period to discuss the materialevaluation.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The evaluation process is intended A. Teachers shall be evaluated according to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each employee shall have an annual conference with a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth procedures set out in the following District evaluation plan developed by a joint committee composed of an equal number of Board representatives and Association representatives, except to the extent the School Code requires otherwise. The committee shall continue to meet throughout the 2013-2014 school year to review and consider ongoing professional development, and thereafter develop a new evaluation instrument and plan for the 2016-2017 school year. Annual conferences shall be documented, in writing, and placed in Nothing prohibits the employee’s personnel fileparties from agreeing to implement a pilot program. The mutually agreed-upon teacher evaluation plan and the instrument(s) shall not be subject to change except by consent of both parties. The evaluator’s written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate comments on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall instruments will not be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative subject to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performancegrievance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern instrument and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made part of board policy. No Teacher may be given a needs improvement or unsatisfactory evaluation rating on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change their final summative evaluation without faithful execution of the evaluation forminstrument and procedures. Minor variations from the requirements of the instrument or procedures which do not affect the outcomes do not cause the evaluation to be without faithful execution. A non-exclusive list of minor variations includes such things as deadlines missed due to illness, weather, person, or district emergencies.
11.3 Prior to placing an B. The Teacher Evaluation Instrument and Plan will include four evaluative categories and be named as follows: Excellent Proficient Needs Improvement Unsatisfactory
C. Tenured Teachers will be evaluated a minimum of once every two years. A tenured Teacher who has received a summative performance evaluation rating of “needs improvement” in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The his/her most recent evaluation shall be signed by evaluated the employee and the evaluatornext school year. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the Following an evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject the tenured Teacher may ask for a second evaluation by contacting the superintendent in writing. The Teacher will provide the Superintendent with a rationale as to a satisfactory overall why the first performance evaluation rating was unfair or inaccurate. A second evaluation shall be granted only at the discretion of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall the Superintendent. If a second evaluation is granted by the Superintendent, the initial performance evaluation shall remain in effect and in the personnel file. However, if the second performance evaluation reaches a different performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall second performance evaluation rating shall be used for the purpose of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating establishing a placement on the sequence of “Needs Improvement” or “Unsatisfactory”, honorable dismissal list. Reasonable effort will be made on the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days part of the performance second evaluator to complete the second evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) 45 days before the material is placed end of the school year. A second evaluation may use data, artifacts and other information from the first evaluation. D Observation (Informal): Informal observations will include the following:
1. (1) Are unannounced;
2. (2) Are not subject to a minimum time requirement;
3. (3) Have no pre-observation conference;
4. (4) Have optional post-observation conference as requested by the Teacher or evaluator or both;
5. (5) Any informal observation lasting less than 15 minutes, used at part of the evaluation, must be provided to the Teacher in writing within the time frame established in the employee's personnel file.jointly agreed upon Professional Evaluation Plan; and
b. The employee shall be given 6. (6) Observations lasting longer than 15 minutes must include written documentation of the opportunity to initial and date the material and to prepare a written response. The written response shall be attached observation, provided to the material.
c. The review shall take place during normal business hours and Teacher in writing within the employee shall be released from duty without loss of pay for this purpose.time-frame established in the jointly agreed upon Professional Evaluation Plan (see collective bargaining agreement 7.01 F
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 A. The primary purpose of employee evaluation shall be the assessment of present performance levels and to bring about the improvement of performance when appropriate.
B. The preparations of the evaluation instrument is the responsibility of the designated administrator. Whenever a supervisory change is made, affected employees will be notified. A chart reflecting the chain of command will be posted at each site. The content of the chart is a non- grievable item.
C. All evaluations shall be conducted openly and with the full knowledge of the employee concerned. Employees will be evaluated at least once a year or at any time deemed necessary by the administrator. The evaluation process is intended will be in writing and shall be presented and discussed at a conference with the employee’s administrator. The employee shall sign the evaluation indicating acknowledgment that the evaluation has been read and understood. Such a signature does not indicate agreement with the content. The employee shall be provided the opportunity to submit a written response to the evaluation, which shall be made a permanent part of the evaluation.
D. A non-probationary employee who receives any “needs improvement” or “unsatisfactory” ratings shall be informed in writing in keeping with District guidelines by the supervising administrator of the reasons for the rating(s). The supervising administrator will also provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance recommendations for improvement, assistance, and a timetable for expected improvement, with the consequence being delineated should improvements occur at the end of assigned duties within their job descriptionthe time period. It is not to be used as disciplineAt the end of the specified remediation time period, but can be used to inform the supervising administrator and the Director of Human Resources will provide and share with the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each employee shall have an annual conference with a written evaluation every two (2) yearssummary of the employee’s status, which may include a recommendation for termination. Annual conferences This summary will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file.
E. Formal written, signed, and dated complaints received by the supervisor from students, parents, and other employees will be brought to the attention of the employee against whom the complaint has been made at the time the complaint was received, without waiting for the evaluation date. The written evaluations and annual conferences shall complaint may be done by April 1 identified at the discretion of each appropriate year. Should there be a need for an unscheduled written the supervising administrator.
F. The content of any evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisorgrievable. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases Procedural errors are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standardsthe grievance procedure.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.
Appears in 1 contract
Sources: Classified Bargaining Agreement
Evaluation Procedures. 11.1 A. The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each bargaining unit employee shall have an annual conference with at least a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form.
11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a yearly written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance 15th of each school year. Probationary bargaining unit employees shall have a written evaluation rating during each six (6) months of “Meets Standards” or higherthe one (1) year probationary period.
11.3.5.3 If B. No evaluation of any bargaining unit employee shall be placed in any personnel file without an opportunity for discussion between the bargaining unit employee received an overall rating and the evaluator. Evaluations, so far as practicable, shall be based upon the direct observation and knowledge of “Needs Improvement” the evaluator. Any unsatisfactory evaluation based upon performance shall include recommendations for improvement and shall advise the bargaining unit employee as to any deficiency in attitude or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”conduct.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 C. The personnel file of each bargaining unit employee shall be maintained at the San ▇▇▇▇ Obispo County Office District Office. No adverse action of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship any kind shall be contained taken against a bargaining unit employee based upon materials which are not in the employee's personnel thepersonnel file.
11.5.1 Contents of the personnel file D. Such material shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratingsnot include ratings, reports, or records which which: (1) were obtained prior to the employment of the bargaining unit employee shall be excluded from any review involved, (2) were prepared by the identifiable examination committee members, or (3) were obtained in connection with a promotional examination.
E. Every bargaining unit employee or Association representative designated in writing shall have the employee's representative.
11.6.1 An employee shall be allowed right to inspect the bargaining unit employee's personnel file upon request, provided that the request and inspection is made at a time when such the bargaining unit employee is not actually required to render services to the EmployerDistrict.
11.6.2 F. Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 unsatisfactory performance and/or unprofessional conduct, shall be given to the employee within ten (10) days of this Article, the alleged offense and shall not be placed in an employee's personnel file entered or filed unless and until the bargaining unit employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The . Any bargaining unit employee shall be notified have the right to enter and shall receive a copy of have attached to any derogatory information at least ten (10) days before such document the material is placed in the bargaining unit employee's personnel file.
b. The employee shall be given the opportunity to initial own comments thereon. Such review and date the material and to prepare a written response. The written response shall be attached to the material.
c. The review comment shall take place during normal business hours and the bargaining unit employee shall be released given a reasonable period of release time from duty without loss of pay for this purposepurpose without salary reduction.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Evaluation Procedures. 11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe.
11.1.1 Each permanent employee shall have an annual conference with a formal written evaluation every two (2) yearsat least once in each two-year period of service. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern,
11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.
11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings.
11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.
11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation.
11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F)the Classified Performance Evaluation Form. The Exclusive Representative evaluator shall be notified the employee’s immediate supervisor unless a different evaluator is designated by the appropriate manager.
11.1.1 The evaluation shall be based upon the evaluator's observations of any proposed change the employee's job performance as well as the other criteria contained on the Classified Performance Evaluation Form.
11.1.2 Employees have the option to submit a Self-Evaluation Component that outlines their view of their performance factors as outlined in the Classified Performance Evaluation Form. This portion of the evaluation formwill give the employees a chance to self-identify strengths, weaknesses, training needs, and/or professional development needs. The Self-Evaluation Component must be submitted to the evaluator at least five (5) days prior to the evaluation meeting.
11.1.3 Nothing contained in this Article shall preclude the District from initiating an off cycle evaluation.
11.1.4 In the event a permanent employee’s overall evaluation rates the employee’s performance lower than “Meets Expectations,” the evaluator shall describe the specific area or areas of less than satisfactory performance either in the evaluation or in a separate document.
11.1.4.1 Following the employee’s receipt of the evaluation, the evaluator shall meet with the employee or, if requested by the employee, with the employee and a representative and shall make specific recommendations as to the areas of improvement in the employee’s performance.
11.1.4.2 The employee and evaluator shall develop a Plan of Improvement that is designed to alleviate the identified performance deficiencies. The Plan shall include: • A statement of expectations for the employee related to each area of performance that was rated less than satisfactory; • A listing of operational activities designed to remediate the identified deficiencies and any time line or time lines related to the activities; • A statement of measures of assistance and/or resources that will be provided to the employee as a part of the Plan; and • A schedule of observations and/or conferences to monitor and evaluate the employee’s progress toward achievement of the Plan.
11.1.4.3 If subsequent improvements sufficiently modify the employee’s performance and identified deficiencies to the satisfaction of the evaluator, notification to
11.1.4.4 If the level of improvement is not sufficiently improved according to the Plan of Improvement then the Supervisor will then begin disciplinary action per Article 13. Along with the disciplinary action a revised Plan of Improvement will be completed per 11.
11.2 The goal of the evaluation process for probationary employees is that each employee should be able to successfully complete the probationary period and to achieve permanent status. To that end, each probationary employee should be evaluated twice during the probationary period, with the initial evaluation being made at approximately 3 months and the second evaluation at approximately 6 months of service. Evaluations shall be made on the regular Classified Performance Evaluation Form and shall be based upon the employee’s job performance as well as the other criteria on the Form. Probationary employees have the right to request these evaluations for the above timelines.
11.2.1 The evaluation of a probationary employee should set forth any area or areas of performance that the evaluator determines should be enhanced in order for the employee to successfully complete the probation period. In addition, the evaluator should direct or recommend methods and/or means by which the employee’s job performance may be improved.
11.2.2 It is understood and agreed that a probationary employee may be separated from employment at any time during the probation period at the District’s discretion. In most cases, a probationary employee should receive at least one written evaluation prior to separation from employment. If the District determines that a probationary employee is to be separated from employment and the employee has not received at least one written evaluation, the District will notify the Exclusive Representative of the affected employee’s name and work assignment.
11.2.3 Employees who are promoted into a new position will have a sixty (60) day trial period. The employee must be evaluated at least one time during the trial period. If the evaluation was an overall ranking of Needs Improvement or Unsatisfactory, then they can retreat to their previously held position.
11.3 Prior to placing an evaluation in the an employee's ’s file, the employee and the evaluator shall meet to review and discuss the evaluation and any material that is to be incorporated into the file.
11.3.1 . The evaluation shall be signed by the employee and employee, the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Formsappropriate manager. The employee's ’s signature denotes solely that a joint review of the evaluation document(s) has taken place.
11.3.2 . The employee shall receive a copy of the evaluation and may attach a written statement.
11.3.3 Following statement within 10 days of the reviewmeeting. The employee’s evaluation, along with any written comments of the employee's evaluation , shall be placed in the personnel file.
11.3.4 An evaluation that contains any rating of “needs improvement,” or
11.3.5 Salary Schedule Step Increases
11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance 11.4 If the employee disagrees with the evaluation.
11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher.
11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive may request a step increase until they obtain an overall rating review by the Vice President of “Meets Standards” or “Exceeds Standards”.
11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement Human Resources and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date.
11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluationLabor Relations. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement.
11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department.
11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file.
11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.
11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file.
11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator Vice President’s decision shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employerwriting, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file.
11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative.
11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer.
11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon.
a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file.
b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the materialemployee’s evaluation, and shall be final.
c. The review shall take place during normal business hours and 11.5 While a grievance may be filed alleging a violation of the employee shall procedural steps of this Article, no grievance may be released from duty without loss filed or considered regarding the contents of pay for this purposea written evaluation.
Appears in 1 contract
Sources: Collective Bargaining Agreement