Common use of Evaluation Procedures Clause in Contracts

Evaluation Procedures. 5.1 The evaluation and assessment program shall be a comprehensive one based upon District goals and objectives as adopted by the Board of Education as they relate to the employee's job description. 5.2 Goals and objectives are set by the Employer. Each person evaluated shall have the opportunity to participate in the setting of the objectives and standards of performance in light of which he/she will be assessed. In the event the evaluatee wishes to appeal the objectives, a panel consisting of one member appointed by the Employer, one member appointed by the Association, and one mutually agreed-upon member shall finally resolve the goals and objectives. 5.3 Evaluation and assessment of the competence of supervisory personnel shall be based upon observable, measurable behavior to include, but not limited to consideration of: (1) performance of function and, (2) performance of supervisory duties normally required. Standards of expected job performance of each specified related area shall be determined by the employee's goals and objectives, and shall be the basis for constructive improvement of competencies. Data to facilitate such evaluations shall be secured through a number of procedures including, but not limited to: observations, specific job tasks, judgments, responsibilities, and situational variables. No single criterion shall be the sole basis for evaluation. 5.4 Evaluations shall be made by the Employee's immediate manager and shall be reviewed by the Superintendent and/or his designee. 5.5 When an employee has responsibilities in two or more areas, the manager of each of these areas will provide information relating to the evaluation. However, one person shall be designated as the evaluator with responsibility for making the summary assessment report in writing and submitting a copy thereof to the employee evaluated. The designated evaluator shall be the manager of the area in which the employee has the greater assignment. In the case of assignments which are equally split, the employee may recommend an evaluator to the Human Resources Administrator. The Human Resources Administrator shall designate the employee's evaluator. 5.6 Evaluation shall be continual with frequent communication between evaluator and evaluatee. 5.6.1 No later than October of each fiscal year the evaluator and supervisory employee shall meet and discuss the elements upon which evaluation is to be based. 5.6.2 No later than January 1 of each fiscal year, the evaluator shall review the employee's progress toward attainment of his/her goals and objectives. If the evaluator notes unsatisfactory progress in any area, a conference with the employee shall be held during January. Comments on such unsatisfactory progress shall be noted on the employee's evaluation form and both evaluator and employee shall sign and date it. 5.6.3 No later than June 1 of each fiscal year the evaluator and employee shall meet for a final evaluation conference. The completed evaluation form shall be shown to and discussed with the employee being evaluated. Both parties shall sign the report and each may write any comments deemed necessary. 5.6.4 After any evaluation conference, the employee shall have ten working days following the conference to submit a written response. Upon receipt, the evaluator shall place such response in the employee's file, attaching it to the evaluation. 5.6.5 No supervisory employee shall be held accountable for any aspect of programs over which he has no authority or ability to correct deficiencies. 5.7 Written evaluations and the summary assessment report of supervisory employees shall include descriptions of unsatisfactory performance, if any, with specific recommendations for means of improvement. Subsequently, one or more conferences and/or observations shall be held with the employee to assist him in correcting deficiencies previously noted. The supervisory employee's evaluator shall take affirmative action to correct any cited deficiencies. Such action shall include specific recommendations for improvement and direct assistance in implementing such recommendations. A record of such conferences shall be prepared by the evaluator for the file of the evaluatee and a copy submitted to him. The evaluator shall not base his evaluation of a supervisory employee on any information which was not collected either through direct observation or other valid verification of such employee. Statements unsupported by reliable evidence shall be excluded from written evaluations. 5.8 Written evaluations and assessments shall be transmitted to the employee by the end of the fiscal year. 5.9 Employee personnel files will be maintained in accordance with Education Code Section 44031. 5.10 Time of Evaluation 5.10.1 Probationary supervisory employees shall be evaluated at the end of the second and fifth months of employment. 5.10.2 Permanent supervisory employees shall be evaluated at least once each year. The Employer shall provide the necessary evaluation forms. 5.10.3 A person who has served an initial probationary period in a class not to exceed six

Evaluation Procedures. 5.1 1. Each unit member shall complete the current objective/evaluation document as per timelines specified by the Contract. The evaluation and assessment program Objective/Evaluation document is subject to annual review. a. Addendum C-1 shall be utilized for evaluation of School Nurses. 2. Unit member evaluation procedures are recognized to be a comprehensive one based cooperative effort between the unit member and his/her immediate supervisor with the express purpose of achieving excellence in the area of effective and purposeful classroom instruction. 3. To achieve the maximum benefits for which the unit member evaluation procedures exist: a. Supervisors shall use the observation forms mutually agreed upon District goals and objectives as adopted by the Board of Education as they relate Federation and the District. A pre and post conference shall be held to the employee's job descriptiondiscuss each written observation. 5.2 Goals and objectives are set by the Employer. Each person evaluated shall have the opportunity to participate in the setting of the objectives and standards of performance in light of which he/she b. All evaluations will be assessed. In completed on the event the evaluatee wishes to appeal the objectives, a panel consisting of one member appointed by the Employer, one member appointed by the Association, and one mutually agreed-agreed upon member shall finally resolve the goals and objectivesevaluation forms. 5.3 Evaluation c. The Peer Assistance and assessment of the competence of supervisory personnel Review process shall be based upon observableinvoked when appropriate. d. If the PAR process is unsuccessful, measurable behavior to include, but not limited to consideration of: (1) performance of function and, (2) performance of supervisory duties normally required. Standards of expected job performance of each specified related area shall be determined by the employee's goals and objectives, and it shall be the basis responsibility of the supervisor or principal to provide ninety (90) days written notice to the unit member to improve deficiencies. e. The intercommunications system shall not be used for constructive improvement observation or evaluation of competencies. Data unit members. f. Procedural matters relating to facilitate such evaluations evaluation shall be secured through a number subject to the grievance procedure contained in Article 6 of this agreement. 4. An evaluator's judgments and recommendations contained in classroom observation reports and evaluation appraisals shall not be subject to the grievance procedure contained in Article 6 of this agreement. 5. The following procedures including, but not limited to: observations, specific job tasks, judgments, responsibilities, and situational variables. No single criterion for unit member evaluation shall be the sole basis for evaluationutilized: a. Orientation materials related to evaluation procedures will be provided to all unit members. 5.4 Evaluations b. Unit members shall provide to their evaluator a complete list of proposed objectives and measurement activities related thereto on the agreed upon forms. c. The evaluator shall determine and shall transmit to the unit member a complete listing of actual objectives and measurement activities related thereto, which will be incorporated in the "▇▇▇▇▇" evaluation that the evaluator will prepare for the unit member. The objectives and related measurement activities referred to herein shall be made within the scope of the unit member's job description prescribed by the Employee's immediate manager and shall be reviewed by the Superintendent and/or his designeeDistrict. 5.5 When an employee has responsibilities in two or more areas, the manager of each of these areas will provide information relating to the evaluation. However, one person shall be designated as the evaluator with responsibility for making the summary assessment report in writing and submitting a copy thereof to the employee evaluated. The designated evaluator shall be the manager of the area in which the employee has the greater assignment. In the case of assignments which are equally split, the employee may recommend an evaluator to the Human Resources Administrator. The Human Resources Administrator shall designate the employee's evaluator. 5.6 Evaluation shall be continual with frequent communication between evaluator and evaluatee. 5.6.1 No later than October of each fiscal year the evaluator and supervisory employee shall meet and discuss the elements upon which evaluation is to be based. 5.6.2 No later than January 1 of each fiscal yeard. By February 1st, the evaluator shall review the employee's progress toward attainment of his/her goals and objectives. If the evaluator notes unsatisfactory progress in any area, be provided with a conference with the employee shall be held during January. Comments on such unsatisfactory progress shall be noted on the employee's evaluation completed form and both evaluator and employee shall sign and date it. 5.6.3 No later than June 1 of each fiscal year the evaluator and employee shall meet for a final evaluation conference. The completed evaluation form shall be shown to and discussed with the employee being evaluated. Both parties shall sign the report and each may write any comments deemed necessary. 5.6.4 After any evaluation conference, the employee shall have ten working days following the conference to submit a written response. Upon receipt, the evaluator shall place such response in the employee's file, attaching it to the evaluation. 5.6.5 No supervisory employee shall be held accountable for any aspect of programs over which he has no authority or ability to correct deficiencies. 5.7 Written evaluations and the summary assessment report of supervisory employees shall include descriptions of unsatisfactory performance, if any, with specific recommendations for means of improvement. Subsequently, one or more conferences and/or observations shall be held with the employee to assist him in correcting deficiencies previously noted. The supervisory employee's evaluator shall take affirmative action to correct any cited deficiencies. Such action shall include specific recommendations for improvement and direct assistance in implementing such recommendations. A record of such conferences shall be prepared by the evaluator for the file two (2) containing supportive evidence of the evaluatee and a copy submitted to him. The evaluator shall not base his evaluation of a supervisory employee on any information which was not collected either through direct observation or other valid verification of such employee. Statements unsupported by reliable evidence shall be excluded from written evaluations. 5.8 Written evaluations and assessments shall be transmitted to progress being made toward the employee by the end achievement of the fiscal yearobjectives prescribed in Item 5.c. 5.9 Employee personnel files will be maintained in accordance with Education Code Section 44031, above. 5.10 Time of Evaluation 5.10.1 Probationary supervisory employees shall be evaluated at the end of the second and fifth months of employment. 5.10.2 Permanent supervisory employees shall be evaluated at least once each year. The Employer shall provide the necessary evaluation forms. 5.10.3 A person who has served an initial probationary period in a class not to exceed six

Evaluation Procedures. 5.1 The evaluation and assessment program 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. 12.1 New employees shall be a comprehensive one based upon District goals and objectives as adopted by the Board of Education as they relate to the employee's job description. 5.2 Goals and objectives are set by the Employerformally evaluated at least twice during their probationary period. Each person evaluated shall have the opportunity to participate in the setting of the objectives and standards of performance in light of which he/she will be assessed. In the event the evaluatee wishes to appeal the objectives, a panel consisting of one member appointed by the Employer, one member appointed by the Association, and one mutually agreed-upon member shall finally resolve the goals and objectives. 5.3 Evaluation and assessment of the competence of supervisory personnel shall be based upon observable, measurable behavior to include, but not limited to consideration of: (1) performance of function and, The first evaluation should occur at two (2) performance of supervisory duties normally requiredmonths or forty (40) workdays, whichever is greater. Standards of expected job performance of each specified related area shall be determined by the employee's goals and objectivesThe second evaluation should occur at four (4) months or eighty (80) workdays, and shall be the basis for constructive improvement of competencies. Data to facilitate such evaluations shall be secured through a number of procedures including, but not limited to: observations, specific job tasks, judgments, responsibilities, and situational variables. No single criterion shall be the sole basis for evaluationwhichever is greater. 5.4 Evaluations 12.1.1 During the probationary period which shall not exceed six (6) months or one hundred and thirty (130) days of paid service, whichever is greater, a classified unit member may be made by the Employee's immediate manager and shall be reviewed by the Superintendent and/or his designeereleased without cause. 5.5 When an 12.2 A permanent employee has responsibilities who accepts a probationary promotion to a class in two or more areas, the manager of each of these areas will provide information relating to the evaluation. However, one person shall be designated as the evaluator with responsibility for making the summary assessment report in writing and submitting a copy thereof to the employee evaluated. The designated evaluator shall be the manager of the area in which the employee has the greater assignment. In the case of assignments which are equally split, the employee may recommend an evaluator to the Human Resources Administrator. The Human Resources Administrator shall designate the employee's evaluator. 5.6 Evaluation shall be continual with frequent communication between evaluator and evaluatee. 5.6.1 No later than October of each fiscal year the evaluator and supervisory employee shall meet and discuss the elements upon which evaluation is to be based. 5.6.2 No later than January 1 of each fiscal year, the evaluator shall review the employee's progress toward attainment of his/her goals and objectives. If the evaluator notes unsatisfactory progress in any area, a conference with the employee shall be held during January. Comments on such unsatisfactory progress shall be noted on the employee's evaluation form and both evaluator and employee shall sign and date it. 5.6.3 No later than June 1 of each fiscal year the evaluator and employee shall meet for a final evaluation conference. The completed evaluation form shall be shown to and discussed with the employee being evaluated. Both parties shall sign the report and each may write any comments deemed necessary. 5.6.4 After any evaluation conference, the employee shall have ten working days following the conference to submit a written response. Upon receipt, the evaluator shall place such response in the employee's file, attaching it to the evaluation. 5.6.5 No supervisory employee shall be held accountable for any aspect of programs over which he has no authority or ability to correct deficiencies. 5.7 Written evaluations and the summary assessment report of supervisory employees shall include descriptions of unsatisfactory performance, if any, with specific recommendations for means of improvement. Subsequently, one or more conferences and/or observations shall be held with the employee to assist him in correcting deficiencies previously noted. The supervisory employee's evaluator shall take affirmative action to correct any cited deficiencies. Such action shall include specific recommendations for improvement and direct assistance in implementing such recommendations. A record of such conferences shall be prepared by the evaluator for the file of the evaluatee and a copy submitted to him. The evaluator shall not base his evaluation of a supervisory employee on any information which was not collected either through direct observation or other valid verification of such employee. Statements unsupported by reliable evidence shall be excluded from written evaluations. 5.8 Written evaluations and assessments shall be transmitted to the employee by the end of the fiscal year. 5.9 Employee personnel files will be maintained in accordance with Education Code Section 44031. 5.10 Time of Evaluation 5.10.1 Probationary supervisory employees shall be evaluated at the end of the second and fifth months of employment. 5.10.2 Permanent supervisory employees higher level shall be evaluated at least once each yearduring 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 evaluation period, the evaluation shall be done in consultation with the next line level supervisor. 12.5 Each unit member shall be given a copy of the completed evaluation form. 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 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 Employer 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 necessary employee, including a specific improvement plan for any less than satisfactory performance evaluations. A date for the preparation of a follow-up evaluation formswill 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. 5.10.3 A 12.6.3 Any information used for an employee’s performance evaluation that was not a result of the immediate supervisor’s direct observation, shall be noted in the performance evaluation, and the person who has served an initial probationary period provided the information used in that evaluation shall be identified to allow the employee the opportunity to provide a class not meaningful rebuttal to exceed sixthe evaluation. 12.6.4 The employee shall have no less than ten (10) days from receipt of the evaluation to prepare a rebuttal to that evaluation. Rebuttals shall be stapled to all copies of the performance evaluation. The employee shall provide a copy of their rebuttal to their immediate supervisor and to the Human Resources Department.

Evaluation Procedures. 5.1 a. The evaluation and assessment program period shall be May 1st to April 30th of each year. b. Management may require employees, or employees may volunteer, to provide an annual report of activity and achievement to be used as a comprehensive source of information for evaluations. If management makes such a requirement, they must do so in advance of the period for which they want the reporting. Employees shall be given a minimum of two weeks’ notice for providing the requested reports. Final reports for an evaluation year must be submitted by April 15th for consideration in the evaluation process. c. For the purpose of documenting and appraising the employee’s performance during the period, as well as for providing suggestions for improvement, each supervisor of UCPEA staff, including supervisors in UCPEA positions, shall prepare a written evaluation with criteria appropriate to that department or work unit. While an evaluation may be done at any time during the evaluation year, one based upon District goals must be prepared and objectives presented to each employee between April 15th and May 1st of each year. d. A cover sheet indicating appropriate demographic information and overall rating of performance that reflects the details of the evaluation shall accompany each evaluation. Ratings should be categorized as adopted by follows: • Outstanding • Very Good • Good • In Need of Improvement • Unsatisfactory e. The written evaluation and cover sheet shall normally be discussed with the Board employee within seven (7) calendar days of Education the time they are prepared. The employee shall normally sign the evaluation within seven (7) calendar days from receipt for the sole purpose of indicating that he/she has read it. Failure to sign may be considered cause for disciplinary action. f. An employee shall have the right to append to his/her evaluation a written statement presenting his/her concerns as they relate to the employee's job description. 5.2 Goals and objectives are set by evaluation. This will be attached to the Employer. Each person evaluated shall have the opportunity to participate in the setting evaluation, become a permanent part of the objectives record, and standards of performance in light of which he/she will be assessed. In the event final documentation associated with the evaluatee wishes to appeal the objectives, a panel consisting of one member appointed by the Employer, one member appointed by the Association, and one mutually agreed-upon member shall finally resolve the goals and objectives. 5.3 Evaluation and assessment of the competence of supervisory personnel shall be based upon observable, measurable behavior to include, but not limited to consideration of: (1) performance of function and, (2) performance of supervisory duties normally required. Standards of expected job performance of each specified related area shall be determined by the employee's goals and objectives, and shall be the basis for constructive improvement of competencies. Data to facilitate such evaluations shall be secured through a number of procedures including, but not limited to: observations, specific job tasks, judgments, responsibilities, and situational variables. No single criterion shall be the sole basis for evaluation. 5.4 Evaluations shall be made by the Employee's immediate manager and shall be reviewed by the Superintendent and/or his designee. 5.5 When an employee has responsibilities in two or more areas, the manager of each of these areas will provide information relating g. In addition to the evaluation. Howeveremployee’s signature, one person others shall be designated as include the evaluator with responsibility for making immediate supervisor and the summary assessment report in writing and submitting a copy thereof to first supervisor outside the employee evaluatedbargaining unit, provided they are not the same person. The designated evaluator shall be the manager of the area in which the employee has the greater assignment. In the case of assignments which are equally split, the employee may recommend an evaluator to the Human Resources Administrator. The Human Resources Administrator shall designate the employee's evaluator. 5.6 Evaluation shall be continual with frequent communication between evaluator and evaluatee. 5.6.1 No later than October of each fiscal year the evaluator and supervisory employee shall meet and discuss the elements upon which evaluation is to be based. 5.6.2 No later than January 1 of each fiscal year, the evaluator shall review the employee's progress toward attainment of his/her goals and objectives. If the evaluator notes unsatisfactory progress in any area, a conference with the employee shall be held during January. Comments on such unsatisfactory progress shall be noted on the employee's evaluation form and both evaluator and employee shall sign and date it. 5.6.3 No later than June 1 of each fiscal year the evaluator and employee shall meet for given a final evaluation conference. The completed evaluation form shall be shown to and discussed with the employee being evaluated. Both parties shall sign the report and each may write any comments deemed necessary. 5.6.4 After any evaluation conference, the employee shall have ten working days following the conference to submit a written response. Upon receipt, the evaluator shall place such response in the employee's file, attaching it to the evaluation. 5.6.5 No supervisory employee shall be held accountable for any aspect of programs over which he has no authority or ability to correct deficiencies. 5.7 Written evaluations and the summary assessment report of supervisory employees shall include descriptions of unsatisfactory performance, if any, with specific recommendations for means of improvement. Subsequently, one or more conferences and/or observations shall be held with the employee to assist him in correcting deficiencies previously noted. The supervisory employee's evaluator shall take affirmative action to correct any cited deficiencies. Such action shall include specific recommendations for improvement and direct assistance in implementing such recommendations. A record of such conferences shall be prepared by the evaluator for the file copy of the evaluatee final signed document, and a copy submitted to him. The evaluator shall not base his evaluation of a supervisory employee on any information which was not collected either through direct observation or other valid verification of such employee. Statements unsupported by reliable evidence shall be excluded from written evaluationssent to HR by May 15th. 5.8 Written evaluations and assessments shall be transmitted to the employee by the end of the fiscal year. 5.9 Employee personnel files will be maintained in accordance with Education Code Section 44031. 5.10 Time of Evaluation 5.10.1 Probationary supervisory employees shall be evaluated at the end of the second and fifth months of employment. 5.10.2 Permanent supervisory employees shall be evaluated at least once each year. The Employer shall provide the necessary evaluation forms. 5.10.3 A person who has served an initial probationary period in a class not to exceed six