{"component": "clause", "props": {"groups": [{"snippet": "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.\n11.1.1 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\u2019s 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,\n11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period.\n11.1.3 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.\n11.1.4 Evaluations shall be based upon the immediate supervisor\u2019s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee.\n11.1.5 Any area of concern than may affect an employee\u2019s 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.\n11.2 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.\n11.3 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.\n11.3.1 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.\n11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement.\n11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file.\n11.3.4 An evaluation that contains any rating of \u201cneeds improvement,\u201d or\n11.3.5 Salary Schedule Step Increases\n11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of \u201cMeets Standards\u201d or \u201cExceeds Standards.\u201d This section applies only to an overall performance evaluation rating, not individual sections of an employee\u2019s performance evaluation.\n11.3.5.2 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 \u201cMeets Standards\u201d or higher.\n11.3.5.3 If an employee received an overall rating of \u201cNeeds Improvement\u201d or \u201cUnsatisfactory\u201d, the employee will not receive a step increase until they obtain an overall rating of \u201cMeets Standards\u201d or \u201cExceeds Standards\u201d.\n11.3.5.4 If an employee\u2019s 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.\n11.3.5.5 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.\n11.4 The personnel file of each employee shall be maintained at the San \u2587\u2587\u2587\u2587 Obispo County Office of Education Human Resources Department.\n11.5 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.\n11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes.\n11.5.2 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.\n11.5.3 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\u2019s 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.\n11.6 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.\n11.6.1 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.\n11.6.2 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.\na. 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.\nb. 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.\nc. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.", "snippet_links": [{"key": "the-evaluation-process", "type": "clause", "offset": [5, 27]}, {"key": "to-provide", "type": "clause", "offset": [40, 50]}, {"key": "to-ensure", "type": "clause", "offset": [117, 126]}, {"key": "assigned-duties", "type": "definition", "offset": [165, 180]}, {"key": "job-description", "type": "definition", "offset": [194, 209]}, {"key": "satisfactory-performance", "type": "definition", "offset": [299, 323]}, {"key": "an-appropriate", "type": "clause", "offset": [410, 424]}, {"key": "annual-conference", "type": "definition", "offset": [471, 488]}, {"key": "employee-contributions", "type": "clause", "offset": [569, 591]}, {"key": "following-year", "type": "definition", "offset": [620, 634]}, {"key": "in-writing", "type": "clause", "offset": [676, 686]}, {"key": "personnel-file", "type": "definition", "offset": [717, 731]}, 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"definition", "offset": [1855, 1872]}, {"key": "standard-form", "type": "definition", "offset": [2000, 2013]}, {"key": "appendix-f", "type": "clause", "offset": [2050, 2060]}, {"key": "exclusive-representative", "type": "definition", "offset": [2067, 2091]}, {"key": "change-of", "type": "clause", "offset": [2126, 2135]}, {"key": "evaluator-shall", "type": "definition", "offset": [2238, 2253]}, {"key": "by-the-employee", "type": "clause", "offset": [2385, 2400]}, {"key": "chief-human-resources-officer", "type": "clause", "offset": [2438, 2467]}, {"key": "evaluation-forms", "type": "clause", "offset": [2507, 2523]}, {"key": "review-of-the", "type": "clause", "offset": [2578, 2591]}, {"key": "the-employee-shall", "type": "clause", "offset": [2639, 2657]}, {"key": "a-copy-of-the", "type": "clause", "offset": [2666, 2679]}, {"key": "written-statement", "type": "clause", "offset": [2708, 2725]}, {"key": "the-review", "type": "clause", "offset": [2744, 2754]}, {"key": "needs-improvement", "type": "clause", "offset": [2871, 2888]}, {"key": "salary-schedule", "type": "definition", "offset": [2901, 2916]}, {"key": "step-increases", "type": "definition", "offset": [2917, 2931]}, {"key": "subject-to", "type": "clause", "offset": [2960, 2970]}, {"key": "performance-evaluation-rating", "type": "definition", "offset": [2994, 3023]}, {"key": "meets-standards", "type": "definition", "offset": [3028, 3043]}, {"key": "exceeds-standards", "type": "clause", "offset": [3049, 3066]}, {"key": "normal-time", "type": "definition", "offset": [3272, 3283]}, {"key": "an-employee-must", "type": "clause", "offset": [3294, 3310]}, {"key": "in-order-to", "type": "clause", "offset": [3362, 3373]}, {"key": "sufficient-time", "type": "definition", "offset": [3385, 3400]}, {"key": "if-an-employee", "type": "clause", "offset": [3494, 3508]}, {"key": "overall-rating", "type": "clause", "offset": [3521, 3535]}, {"key": "employee-will", "type": "clause", "offset": [3584, 3597]}, {"key": "the-performance", "type": "clause", "offset": [3774, 3789]}, {"key": "needing-improvement", "type": "clause", "offset": [3801, 3820]}, {"key": "time-frame", "type": "definition", "offset": [3875, 3885]}, {"key": "pay-back", "type": "clause", "offset": [3983, 3991]}, {"key": "upon-receipt-of-a", "type": "clause", "offset": [4182, 4199]}, {"key": "overall-evaluation", "type": "clause", "offset": [4213, 4231]}, {"key": "pay-increase", "type": "definition", "offset": [4237, 4249]}, {"key": "satisfactory-evaluation", "type": "clause", "offset": [4305, 4328]}, {"key": "collective-bargaining-agreement", "type": "clause", "offset": [4354, 4385]}, {"key": "the-parties-shall", "type": "clause", "offset": [4433, 4450]}, {"key": "review-and-approve", "type": "clause", "offset": [4451, 4469]}, {"key": "county-office-of-education", "type": "definition", "offset": [4647, 4673]}, {"key": "human-resources-department", "type": "definition", "offset": [4674, 4700]}, {"key": "except-as-specifically", "type": "clause", "offset": [4722, 4744]}, {"key": "this-article", "type": "definition", "offset": [4765, 4777]}, {"key": "employment-relationship", "type": "definition", "offset": [4805, 4828]}, {"key": "contained-in", "type": "definition", "offset": [4838, 4850]}, {"key": "strictest-confidence", "type": "clause", "offset": [4941, 4961]}, {"key": "provisions-of-the", "type": "clause", "offset": [4990, 5007]}, {"key": "the-employer-shall", "type": "clause", "offset": [5058, 5076]}, {"key": "work-performance", "type": "clause", "offset": [5311, 5327]}, {"key": "a-person", "type": "definition", "offset": [5333, 5341]}, {"key": "written-complaints", "type": "clause", "offset": [5487, 5505]}, {"key": "prior-to-the", "type": "clause", "offset": [5506, 5518]}, {"key": "written-request", "type": "definition", "offset": [5676, 5691]}, {"key": "to-the-employer", "type": "clause", "offset": [5692, 5707]}, {"key": "employment-status", "type": "definition", "offset": [5930, 5947]}, {"key": "available-for-inspection", "type": "clause", "offset": [5952, 5976]}, {"key": "employment-of-the-employee", "type": "clause", "offset": [6117, 6143]}, {"key": "upon-request", "type": "clause", "offset": [6294, 6306]}, {"key": "provided-that", "type": "definition", "offset": [6308, 6321]}, {"key": "the-request", "type": "clause", "offset": [6322, 6333]}, {"key": "and-inspection", "type": "clause", "offset": [6334, 6348]}, {"key": "services-to-the", "type": "clause", "offset": [6421, 6436]}, {"key": "information-of-a-derogatory-nature", "type": "clause", "offset": [6454, 6488]}, {"key": "notice-of-the", "type": "clause", "offset": [6650, 6663]}, {"key": "review-and-comment", "type": "clause", "offset": [6704, 6722]}, {"key": "derogatory-information", "type": "definition", "offset": [6798, 6820]}, {"key": "the-material", "type": "definition", "offset": [6851, 6863]}, {"key": "the-opportunity", "type": "clause", "offset": [6939, 6954]}, {"key": "written-response", "type": "definition", "offset": [7005, 7021]}, {"key": "normal-business-hours", "type": "clause", "offset": [7117, 7138]}, {"key": "pay-for", "type": "definition", "offset": [7200, 7207]}], "samples": [{"hash": "bjFIIhsTjMo", "uri": "/contracts/bjFIIhsTjMo#evaluation-procedures", "label": "Collective Bargaining Agreement", "score": 29.1475601196, "published": true}, {"hash": "eq1VLz5ki66", "uri": "/contracts/eq1VLz5ki66#evaluation-procedures", "label": "Collective Bargaining Agreement", "score": 22.9206027985, "published": true}], "size": 46, "hash": "fef2a417fb75e45e0de4e299352b5cc5", "id": 1}, {"snippet": "The following procedures for employee evaluation shall be utilized for the term of this Agreement:\n1. Orientation materials related to evaluation procedures will be provided to all employees by the 10th school day.\n2. Employees shall submit to their evaluator a complete listing of proposed objectives, and measurement activities related thereto, to be considered in the annual evaluation by the 25th school day.\n3. The evaluator shall have completed by 30th school day annual objective setting conference with employee.\n4. The evaluator shall by the 40th school day determine and shall provide the employee with a complete listing of actual objectives from those proposed by the evaluator and employee, and measurement activities from those proposed by the evaluator and employee, and measurement activities related thereto, that will be incorporated in the annual evaluation that the evaluator will prepare for the employee. The objectives and related measurement activities referred to herein shall be in accordance with the employee job description prescribed by the District. The District will make every attempt to have the number of objectives required to be uniform from site to site.\n5. Within a reasonable time after the request, the evaluator shall be provided with a written progress report from the employee containing the latter's perception of the progress being made toward the achievement of the objectives prescribed in Item 3, above. During the course of the evaluation period, circumstances may change which may result in the modification of the original standards and objectives. These changes may be initiated by the supervisor or the employee. Agreement of both parties is required.\n6. The evaluator, by the 145th school day, shall have conducted classroom observations in order to gather data on employee performance as the evaluator believes to be related to:\nA. The actual objectives and measurement activities described in Item 3, above;\nB. Other criteria for employee evaluation and appraisal that are established by the District \u2587\u2587\u2587\u2587\u2587 Act Guidelines. At the discretion of the evaluator, tenured teachers may receive only one (1) formal instructional observation per year. Probationary teachers will receive two (2) formal instructional observations per year. Prior to conducting formal instructional observations regarding the teacher's duties related to the instructional objectives herein described, the teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following:\n1) Specific directives for improvement\n2) Assistance to implement such directives as\n(a) Provisions of additional resources;\n(b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day.\n7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day.\n8. Employees who meet each of the following conditions shall be evaluated up to every five", "snippet_links": [{"key": "procedures-for-employee-evaluation", "type": "clause", "offset": [14, 48]}, {"key": "the-term-of-this-agreement", "type": "clause", "offset": [71, 97]}, {"key": "orientation-materials", "type": "clause", "offset": [102, 123]}, {"key": "related-to", "type": "definition", "offset": [124, 134]}, {"key": "all-employees", "type": "definition", "offset": [177, 190]}, {"key": "school-day", "type": "definition", "offset": [203, 213]}, {"key": "employees-shall", "type": "clause", "offset": [218, 233]}, {"key": "submit-to", "type": "definition", "offset": [234, 243]}, {"key": "complete-listing", "type": "clause", "offset": [262, 278]}, {"key": "proposed-objectives", "type": "clause", "offset": [282, 301]}, {"key": "measurement-activities", "type": "clause", "offset": [307, 329]}, {"key": "to-be-considered", "type": "clause", "offset": [347, 363]}, {"key": "annual-evaluation", "type": "clause", "offset": [371, 388]}, {"key": "evaluator-shall", "type": "definition", "offset": [420, 435]}, {"key": "completed-by", "type": "clause", "offset": [441, 453]}, {"key": "provide-the", "type": "clause", "offset": [587, 598]}, {"key": "the-evaluator-will", "type": "clause", "offset": [882, 900]}, {"key": "for-the-employee", "type": "clause", "offset": [909, 925]}, {"key": "the-objectives", "type": "clause", "offset": [927, 941]}, {"key": "in-accordance-with", "type": "clause", "offset": [1005, 1023]}, {"key": "employee-job-description", "type": "clause", "offset": [1028, 1052]}, {"key": "by-the-district", "type": "clause", "offset": [1064, 1079]}, {"key": "the-district-will", "type": "clause", "offset": [1081, 1098]}, {"key": "number-of", "type": "clause", "offset": [1130, 1139]}, {"key": "reasonable-time", "type": "clause", "offset": [1205, 1220]}, {"key": "the-request", "type": "clause", "offset": [1227, 1238]}, {"key": "progress-report", "type": "clause", "offset": [1287, 1302]}, {"key": "item-3", "type": "clause", "offset": [1438, 1444]}, {"key": "evaluation-period", "type": "clause", "offset": [1478, 1495]}, {"key": "modification-of", "type": "clause", "offset": [1546, 1561]}, {"key": "the-original", "type": "definition", "offset": [1562, 1574]}, {"key": "the-supervisor", "type": "definition", "offset": [1635, 1649]}, {"key": "of-both-parties", "type": "clause", "offset": [1677, 1692]}, {"key": "classroom-observations", "type": "clause", "offset": [1770, 1792]}, {"key": "in-order-to", "type": "clause", "offset": [1793, 1804]}, {"key": "employee-performance", "type": "clause", "offset": [1820, 1840]}, {"key": "other-criteria", "type": "clause", "offset": [1968, 1982]}, {"key": "tenured-teachers", "type": "clause", "offset": [2116, 2132]}, {"key": "per-year", "type": "definition", "offset": [2191, 2199]}, {"key": "teachers-will", "type": "clause", "offset": [2214, 2227]}, {"key": "the-teacher", "type": "definition", "offset": [2352, 2363]}, {"key": "instructional-objectives", "type": "clause", "offset": [2388, 2412]}, {"key": "prior-to-the", "type": "clause", "offset": [2480, 2492]}, {"key": "beginning-of-the", "type": "clause", "offset": [2493, 2509]}, {"key": "instructional-day", "type": "definition", "offset": [2527, 2544]}, {"key": "the-evaluatee", "type": "clause", "offset": [2566, 2579]}, {"key": "an-employee", "type": "definition", "offset": [2743, 2754]}, {"key": "written-statements", "type": "clause", "offset": [2866, 2884]}, {"key": "summary-of-the", "type": "clause", "offset": [2901, 2915]}, {"key": "instructional-activities", "type": "clause", "offset": [2916, 2940]}, {"key": "by-the-employee", "type": "clause", "offset": [3023, 3038]}, {"key": "specific-directives", "type": "definition", "offset": [3092, 3111]}, {"key": "assistance-to", "type": "clause", "offset": [3131, 3144]}, {"key": "provisions-of", "type": "clause", "offset": [3178, 3191]}, {"key": "additional-resources", "type": "definition", "offset": 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"type": "definition", "offset": [4048, 4070]}, {"key": "each-year", "type": "definition", "offset": [4104, 4113]}, {"key": "employees-who", "type": "clause", "offset": [4166, 4179]}], "samples": [{"hash": "8Id1V70IE45", "uri": "/contracts/8Id1V70IE45#evaluation-procedures", "label": "Master Contract", "score": 34.9736251831, "published": true}, {"hash": "jrkw2Dnm56j", "uri": "/contracts/jrkw2Dnm56j#evaluation-procedures", "label": "Master Contract", "score": 31.3007144928, "published": true}, {"hash": "d6KKYQmoCi1", "uri": "/contracts/d6KKYQmoCi1#evaluation-procedures", "label": "Master Contract", "score": 28.0978775024, "published": true}], "size": 34, "hash": "e00382581cad227f2e658960ca113ab8", "id": 2}, {"snippet": "7.2.1 Evaluation procedures designed to fairly and adequately assess performance of full- time faculty employees shall be established and reviewed annually by the Vice President, after consultation with appropriate faculty groups at divisional/departmental meetings for their recommendations.\n7.2.2 Evaluation procedures designed to fairly and adequately assess performance of part- time faculty employees shall be established and reviewed periodically by the Vice President, after consultation with appropriate faculty groups at divisional/departmental meetings for their recommendations.\n7.2.3 The Director/Associate Director/\u2587\u2587\u2587\u2587/Regional Director or Vice President, as appropriate, shall advise the faculty employee in advance of the evaluation procedure to be used.\n7.2.4 The faculty employee shall review all evaluation results with the Director/Associate Director/\u2587\u2587\u2587\u2587/Regional Director or Vice President, as appropriate, at a mutually agreeable time. If a faculty employee so chooses, a third party of his/her choice may be present.\n7.2.5 The faculty employee shall sign the evaluation report indicating his/her agreement or disagreement with the conclusions of the report.\n7.2.6 The faculty employee shall be given the opportunity to make written comments which shall be entered into the faculty employee's file with the evaluation.", "snippet_links": [{"key": "employees-shall", "type": "clause", "offset": [103, 118]}, {"key": "the-vice-president", "type": "clause", "offset": [159, 177]}, {"key": "after-consultation-with", "type": "clause", "offset": [179, 202]}, {"key": "departmental-meetings", "type": "clause", "offset": [244, 265]}, {"key": "the-director", "type": "clause", "offset": [596, 608]}, {"key": "in-advance", "type": "clause", "offset": [720, 730]}, {"key": "the-evaluation-procedure", "type": "clause", "offset": [734, 758]}, {"key": "evaluation-results", "type": "clause", "offset": [815, 833]}, {"key": "a-third-party", "type": "clause", "offset": [993, 1006]}, {"key": "evaluation-report", "type": "clause", "offset": [1083, 1100]}, {"key": "agreement-or", "type": "definition", "offset": [1120, 1132]}, {"key": "the-report", "type": "clause", "offset": [1170, 1180]}, {"key": "the-opportunity", "type": "clause", "offset": [1224, 1239]}, {"key": "written-comments", "type": "definition", "offset": [1248, 1264]}, {"key": "entered-into", "type": "clause", "offset": [1280, 1292]}], "samples": [{"hash": "4nx7hPSXYes", "uri": "/contracts/4nx7hPSXYes#evaluation-procedures", "label": "Collective Agreement", "score": 22.8405265808, "published": true}, {"hash": "bY7ilGWn5iI", "uri": "/contracts/bY7ilGWn5iI#evaluation-procedures", "label": "Collective Agreement", "score": 22.7822246552, "published": true}, {"hash": "6ODAYyWUrLL", "uri": "/contracts/6ODAYyWUrLL#evaluation-procedures", "label": "Collective Agreement", "score": 22.2711544037, "published": true}], "size": 17, "hash": "223a52f9ce4b52363169d39976b7ea8d", "id": 6}, {"snippet": "16.1 The District shall establish and maintain a continuing program of unit member 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 unit members. No evaluation of a unit member shall be placed in the unit member\u2019s personnel file without an opportunity for discussion between the unit member and the evaluator.\n16.2 The District Superintendent shall designate the person with primary responsibility to act as a unit member\u2019s evaluator. The person with primary responsibility to act as a unit member\u2019s evaluator shall be a management or supervisory employee.\n16.3 Each unit member shall be given a copy of the evaluation form and a position description for the unit member\u2019s position.\n16.4 Performance evaluations for all probationary unit members shall be submitted to the Human Resources Department twice during the period of probationary employment at times designated by the Assistant Superintendent of Human Resources.\n16.5 Performance evaluation for permanent unit members shall be submitted to the Human Resources Department once each school year at a time designated by the Assistant Superintendent of Human Resources.\n16.6 Special or supplementary evaluations may be made of either permanent or probationary unit members at any time when such evaluations are deemed appropriate by the unit member\u2019s evaluator. Special or supplementary evaluations shall be used for the purpose of improving the performance of a unit member who is not meeting District standards.\n16.7 Unsatisfactory job performance or any infraction of District regulations or Board policy shall be brought to the attention of the unit member. Any evaluation which contains an overall \u201crequires improvement\u201d rating of a unit member\u2019s job performance may include the requirement that the unit member shall, as determined necessary by the evaluator, participate in a plan to improve appropriate areas of the unit member\u2019s performance.\n16.8 A unit member who receives a promotion to a new classification will be evaluated within the first six working months of the new assignment as a probationary unit member in that assignment. This evaluation shall not affect the unit member\u2019s permanent status in a prior classification.\n16.9 An evaluation report and conference may be scheduled at any time during the unit member\u2019s scheduled work hours.\n16.10 A copy of the completed evaluation will be signed by both the evaluator and the unit member and will be placed in the unit member\u2019s personnel file. The unit member will be given a copy of the evaluation.\n16.11 All evaluations will be conducted on the District\u2019s current evaluation form. The District will not change or modify the evaluation form without consulting with the Association. A copy of the evaluation form shall be attached to this Agreement.", "snippet_links": [{"key": "district-shall", "type": "clause", "offset": [9, 23]}, {"key": "establish-and-maintain", "type": "clause", "offset": [24, 46]}, {"key": "member-performance", "type": "clause", "offset": [76, 94]}, {"key": "the-program", "type": "clause", "offset": [107, 118]}, {"key": "provisions-for", "type": "clause", "offset": [133, 147]}, {"key": "preparation-of", "type": "clause", "offset": [148, 162]}, {"key": "written-evaluations", "type": "clause", "offset": [163, 182]}, {"key": "a-unit", "type": "definition", "offset": [281, 287]}, {"key": "personnel-file", "type": "definition", "offset": [332, 346]}, {"key": "the-evaluator", "type": "clause", "offset": [413, 426]}, {"key": "district-superintendent", "type": "definition", "offset": [437, 460]}, {"key": "primary-responsibility", "type": "definition", "offset": [493, 515]}, {"key": "to-act", "type": "definition", "offset": [516, 522]}, {"key": "evaluator-shall", "type": "definition", "offset": [618, 633]}, {"key": "supervisory-employee", "type": "definition", "offset": [653, 673]}, {"key": "evaluation-form", "type": "clause", "offset": [726, 741]}, {"key": "position-description", "type": "clause", "offset": [748, 768]}, {"key": "for-the-unit", "type": "clause", "offset": [769, 781]}, {"key": "performance-evaluations", "type": "clause", "offset": [806, 829]}, {"key": "probationary-unit-members", "type": "clause", "offset": [838, 863]}, {"key": "human-resources-department", "type": "definition", "offset": [890, 916]}, {"key": "period-of", "type": "clause", "offset": [934, 943]}, {"key": "probationary-employment", "type": "definition", "offset": [944, 967]}, {"key": "superintendent-of-human-resources", "type": "clause", "offset": [1005, 1038]}, {"key": "for-permanent-unit-members", "type": "clause", "offset": [1068, 1094]}, {"key": "school-year", "type": "clause", "offset": [1158, 1169]}, {"key": "at-any-time", "type": "clause", "offset": [1346, 1357]}, {"key": "for-the-purpose-of", "type": "definition", "offset": [1486, 1504]}, {"key": "the-performance", "type": "clause", "offset": [1515, 1530]}, {"key": "district-standards", "type": "definition", "offset": [1567, 1585]}, {"key": "unsatisfactory-job-performance", "type": "clause", "offset": [1592, 1622]}, {"key": "board-policy", "type": "clause", "offset": [1668, 1680]}, {"key": "attention-of", "type": "definition", "offset": [1705, 1717]}, {"key": "requires-improvement", "type": "definition", "offset": [1777, 1797]}, {"key": "the-requirement", "type": "clause", "offset": [1853, 1868]}, {"key": "participate-in", "type": "definition", "offset": [1939, 1953]}, {"key": "a-promotion", "type": "clause", "offset": [2056, 2067]}, {"key": "new-classification", "type": "clause", "offset": [2073, 2091]}, {"key": "new-assignment", "type": "clause", "offset": [2153, 2167]}, {"key": "a-probationary", "type": "clause", "offset": [2171, 2185]}, {"key": "permanent-status", "type": "clause", "offset": [2269, 2285]}, {"key": "evaluation-report", "type": "clause", "offset": [2321, 2338]}, {"key": "scheduled-work-hours", "type": "clause", "offset": [2408, 2428]}, {"key": "signed-by", "type": "definition", "offset": [2479, 2488]}, {"key": "will-be-given", "type": "clause", "offset": [2600, 2613]}, {"key": "the-district-will", "type": "clause", "offset": [2723, 2740]}, {"key": "the-association", "type": "clause", "offset": [2806, 2821]}, {"key": "to-this-agreement", "type": "clause", "offset": [2871, 2888]}], "samples": [{"hash": "lF9BF4DzM58", "uri": "/contracts/lF9BF4DzM58#evaluation-procedures", "label": "Collective Bargaining Agreement", "score": 25.6009578705, "published": true}, {"hash": "lfiV15hA026", "uri": "/contracts/lfiV15hA026#evaluation-procedures", "label": "Collective Bargaining Agreement", "score": 25.2642021179, "published": true}, {"hash": "gJc8bKcf4vs", "uri": "/contracts/gJc8bKcf4vs#evaluation-procedures", "label": "Collective Bargaining Agreement", "score": 24.8138256073, "published": true}], "size": 22, "hash": "921b5deeefc04573a76c33e2597434d4", "id": 3}, {"snippet": "12.1 The District shall evaluate and assess unit members as it reasonably relates to the following standards:\n12.1.1 The progress of pupils toward the standards established by the District of expected pupil achievement at each grade level in each area of study; and\n12.1.2 The instructional techniques and strategies used by the unit members; and\n12.1.3 The unit member's adherence to curricular objectives; and\n12.1.4 The establishment and maintenance of a suitable learning environment within the scope of the unit member's assignment; and\n12.1.5 The performance of other duties/activities to the unit member's assignment; and\n12.1.6 The quality of human relationships with students, parents and District personnel. For non-instructional unit members, such evaluation and assessment shall be based upon the fulfillment of established job responsibilities.\n12.2 Evaluation and assessment made pursuant to this article shall be reduced to writing and a copy thereof shall be transmitted to the unit member not later than thirty (30) days before the last day of school in the school year in which the evaluation takes place. The unit member shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the unit member's personnel file. Before May 15, a meeting shall be held between the unit member and the evaluator to discuss the evaluation.\n12.3 Probationary Evaluation and assessment of the performance of each certificated unit member shall be made on a continuing basis, at least once each school year for probationary personnel, and at least every other year for personnel with permanent status. The first ten years of evaluations will not change.\n12.4 After ten years in the District, an employee may have the opportunity (with agreement from administration) to complete a self-evaluation and a formal evaluation in each four-year cycle instead of two formal evaluations. (See Appendix A.4 for the cycle) (EC 44500, 44644) (See Appendix A.5 for Guidelines on Self-Evaluations) The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the unit member. An evaluation committee will review the CERTIFICATED EVALUATION GUIDELINES to reflect an alignment with curriculum standards, CSTP, and Teacher Performance Expectations. Any recommendations will be brought back to the negotiations table. In the event a unit member is not performing his/her duties in a satisfactory manner according to the categories set forth in 12.1 above, the District shall confer with the unit member making specific recommendations as to areas of improvement. (Board Approved 5/10/05, 3/10/09, 5/13/14)\n12.5 Any evaluation performed pursuant to this Article which contains an unsatisfactory evaluation may include the requirement that the certificated unit member shall participate in an Improvement Plan. (Board Approved 5/13/14)\n12.5.1 Teachers receiving an unsatisfactory evaluation in any given year will not be eligible for a step increase on the salary schedule for the following year and thereafter until a satisfactory final performance evaluation is achieved. Once the employee receives a satisfactory final performance evaluation, the employee will be placed at his/her actual step as if the employee had not received an unsatisfactory evaluation. Placement will be as of July 1 of the following school year. The District will utilize the following guidelines in evaluations under Article 12.4 only when an evaluation may conclude in unsatisfactory performance: (Board approved 5/11/10) (Board Approved 10/8/13)\n1. Formal observations and the post observation conference will be completed prior to end of first semester (as defined in Article 12.5)\n2. Teachers in danger of receiving an unsatisfactory evaluation will be notified of such by an initial evaluation report from the evaluator prior to the end of the first semester. An assistance plan will be developed by the evaluator in consultation with evaluatee. The assistance plan will detail specific actions and results needed to achieve satisfactory performance. The evaluatee will be offered the opportunity to volunteer for Peer Support as detailed in Article 12.10. (Board Approved 5/13/14)\n3. The evaluatee may request review of the initial evaluation report by Human Resources and the Superintendent at any time after being notified of unsatisfactory performance.\n4. Once designated as being in danger of receiving an unsatisfactory evaluation, the evaluatee may request an additional evaluator to work with initial evaluator to complete final evaluation.\n5. Once designated as being in danger of receiving an unsatisfactory evaluation, the administration will continue to observe the teacher and gather data. The evaluator and evaluatee will meet once per month during the months of February, March and April to conference regarding the assistance plan and the evaluator will provide written feedback regarding the evaluatee\u2019s progress.\n6. Final summary evaluation will be completed pursuant to Article 12.2. (Board Approved 3/15/07)\n12.6 The responsible evaluator shall schedule a meeting within the first 20 working days of the school year with each unit member to be evaluated. At this meeting, the evaluator and evaluatee will review and discuss the evaluation criteria, the facilitating support requirements to be provided by the evaluator, and plans for mutually monitoring the certificated unit member's performance status. If the evaluate has any concerns about assigned evaluator, evaluatee will make this known to the site principal within 10 days of initial meeting and request a change of evaluator. (Board Approved 3/15/07)\n12.7 For probationary unit members, the performance evaluation shall provide for at least two observations by the evaluator of the evaluate; for permanent unit members, at least one observation. At least one of these observations must be in the principal courses taught by the unit member. Preliminary evaluation shall be completed prior to the \"final summary evaluation.\" Within 10 work days of each observation, a conference between evaluator and evaluatee shall be held.", "snippet_links": [{"key": "district-shall", "type": "clause", "offset": [9, 23]}, {"key": "relates-to", "type": "definition", "offset": [74, 84]}, {"key": "the-standards", "type": "clause", "offset": [147, 160]}, {"key": "by-the-district", "type": "clause", "offset": [173, 188]}, {"key": "grade-level", "type": "clause", "offset": [227, 238]}, {"key": "area-of-study", "type": "definition", "offset": [247, 260]}, {"key": "instructional-techniques-and-strategies", "type": "clause", "offset": [277, 316]}, {"key": "adherence-to-curricular-objectives", "type": "clause", "offset": [372, 406]}, {"key": "maintenance-of-a", "type": "clause", "offset": [441, 457]}, {"key": "learning-environment", "type": "definition", "offset": [467, 487]}, {"key": "scope-of-the-unit", "type": "clause", "offset": [499, 516]}, {"key": "other-duties", "type": "definition", "offset": [568, 580]}, {"key": "district-personnel", "type": "clause", "offset": [698, 716]}, {"key": "for-non", "type": "clause", "offset": [718, 725]}, {"key": "instructional-unit", "type": "clause", "offset": [726, 744]}, {"key": "evaluation-and-assessment", "type": "clause", "offset": [759, 784]}, {"key": "job-responsibilities", "type": "clause", "offset": [836, 856]}, {"key": "made-pursuant-to", "type": "clause", "offset": [889, 905]}, {"key": "this-article", "type": "definition", "offset": [906, 918]}, {"key": "reduced-to-writing", "type": "definition", "offset": [928, 946]}, {"key": "last-day-of-school", "type": "clause", "offset": [1049, 1067]}, {"key": "the-school-year", "type": "clause", "offset": [1071, 1086]}, {"key": "the-evaluation", "type": "clause", "offset": [1096, 1110]}, {"key": "right-to-initiate", "type": "clause", "offset": [1155, 1172]}, {"key": "a-permanent", "type": "clause", "offset": [1250, 1261]}, {"key": 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This includes improving the overall quality of the teacher workforce by identifying and building on individual strengths, identifying quality instructional practices that improve student learning, providing support and feedback to teachers and ensuring valid employment decisions. Both principals and teachers have roles and responsibilities within the evaluation process.", "snippet_links": [{"key": "teacher-evaluation", "type": "clause", "offset": [0, 18]}, {"key": "multiple-purposes", "type": "definition", "offset": [26, 43]}, {"key": "the-teacher", "type": "definition", "offset": [92, 103]}, {"key": "instructional-practices", "type": "clause", "offset": [187, 210]}, {"key": "student-learning", "type": "definition", "offset": [224, 240]}, {"key": "support-and-feedback", "type": "clause", "offset": [252, 272]}, {"key": "employment-decisions", "type": "clause", "offset": [304, 324]}, {"key": "roles-and-responsibilities", "type": "definition", "offset": [360, 386]}, {"key": "the-evaluation-process", "type": "clause", "offset": [394, 416]}], "samples": [{"hash": "zE2cI2JDo4", "uri": "/contracts/zE2cI2JDo4#evaluation-procedures", "label": "Negotiated Agreement", "score": 24.7768650055, "published": true}, {"hash": "455cygGkREM", "uri": "/contracts/455cygGkREM#evaluation-procedures", "label": "Collective Bargaining Agreement", "score": 24.7763576508, "published": true}, {"hash": "gx9oL3p9p1X", "uri": "/contracts/gx9oL3p9p1X#evaluation-procedures", "label": "Negotiated Agreement", "score": 24.1704311371, "published": true}], "size": 17, "hash": "a3d7e27868515bb3ea28a8a8adf680e1", "id": 5}, {"snippet": "A. Bargaining unit members shall be evaluated annually by members of the Center administrative staff.\nB. With respect to probationary bargaining unit members only, the Center may seek student input on the evaluation of said probationary bargaining unit members and to the extent indicated herein such student evaluation shall be part of a probationary bargaining unit member\u2019s annual evaluation. Tenure decisions shall not be based solely on student evaluations.\nC. A committee comprised equally of bargaining unit members with two (2) or more years service appointed by the Alliance and administrators appointed by the Director of the Center shall convene annually prior to December 1, to, if necessary, amend and/or update the Center-wide evaluation of instruction forms including but not limited to the student evaluation form. Provided, however, that the initial student evaluation form shall be the form developed by said committee prior to December 1, 2004.\nD. Bargaining unit members shall be provided with copies of their evaluations including a student evaluation summary for probationary bargaining unit members and provided an opportunity to discuss each. Subsequent to such discussions, or on receipt of a written waiver thereof, the bargaining unit member shall be accorded a period of five (5) days to submit any written response to his/her evaluation. Following the five (5) day response period, a copy of the evaluation report (including any student evaluation summary) with bargaining unit member response, if any, thereon, will be forwarded for administrative review and file. At the end of the contract year (August 31), the individual student evaluation forms for that year will be destroyed. At any time prior to the destruction of the forms, a bargaining unit member shall upon request to the Center, be allowed to inspect the individual student evaluation forms upon which the summary of student evaluations included in his/her annual evaluation was based, provided that said forms are anonymous or that the names and other student identifiers are redacted from the forms.\nE. Nothing shall be placed in a bargaining unit member\u2019s file without providing a copy to the bargaining unit member involved and providing the bargaining unit member with an opportunity to respond. After a probationary bargaining unit member has attained tenure, or if such probationary bargaining unit member\u2019s employment with the Center ceases prior to attaining tenure, each student evaluation summary in such bargaining unit member\u2019s file shall be removed upon his/her written request. The bargaining unit member may not request that only some of the student evaluation summaries be removed.", "snippet_links": [{"key": "the-center", "type": "definition", "offset": [69, 79]}, {"key": "administrative-staff", "type": "definition", "offset": [80, 100]}, {"key": "with-respect-to", "type": "clause", "offset": [105, 120]}, {"key": "members-only", "type": "clause", "offset": [150, 162]}, {"key": "student-input", "type": "clause", "offset": [184, 197]}, {"key": "the-evaluation", "type": "clause", "offset": [201, 215]}, {"key": "to-the-extent", "type": "clause", "offset": [265, 278]}, {"key": "a-probationary", "type": "clause", "offset": [337, 351]}, {"key": "annual-evaluation", "type": "clause", "offset": [377, 394]}, {"key": "a-committee", "type": "clause", "offset": [466, 477]}, {"key": "years-service", "type": "clause", "offset": [544, 557]}, {"key": "the-alliance", "type": "definition", "offset": [571, 583]}, {"key": "director-of", "type": "clause", "offset": [620, 631]}, {"key": "prior-to-december", "type": "clause", "offset": [666, 683]}, {"key": "not-limited", "type": "clause", "offset": [787, 798]}, {"key": "to-the-student", "type": "clause", "offset": [799, 813]}, {"key": "initial-student", "type": "definition", "offset": [859, 874]}, {"key": "copies-of", "type": "definition", "offset": [1014, 1023]}, {"key": "a-student", "type": "clause", "offset": [1052, 1061]}, {"key": "evaluation-summary", "type": "clause", "offset": [1062, 1080]}, {"key": "for-probationary", "type": "clause", "offset": [1081, 1097]}, {"key": "opportunity-to-discuss", "type": "clause", "offset": [1138, 1160]}, {"key": "on-receipt-of-a", "type": "clause", "offset": [1202, 1217]}, {"key": "written-waiver", "type": "clause", "offset": [1218, 1232]}, {"key": "the-bargaining-unit", "type": "clause", "offset": [1242, 1261]}, {"key": "period-of", "type": "clause", "offset": [1289, 1298]}, {"key": "to-submit", "type": "definition", "offset": [1313, 1322]}, {"key": "written-response", "type": "definition", "offset": [1327, 1343]}, {"key": "following-the", "type": "definition", "offset": [1367, 1380]}, {"key": "response-period", "type": "clause", "offset": [1394, 1409]}, {"key": "a-copy-of-the", "type": "clause", "offset": [1411, 1424]}, {"key": "evaluation-report", "type": "clause", "offset": [1425, 1442]}, {"key": "unit-member-response", "type": "clause", "offset": [1502, 1522]}, {"key": "administrative-review", "type": "clause", "offset": [1563, 1584]}, {"key": "contract-year", "type": "definition", "offset": [1613, 1626]}, {"key": "student-evaluation-forms", "type": "clause", "offset": [1655, 1679]}, {"key": "at-any-time", "type": "clause", "offset": [1713, 1724]}, {"key": "prior-to-the", "type": "clause", "offset": [1725, 1737]}, {"key": "a-bargaining-unit", "type": "definition", "offset": [1764, 1781]}, {"key": "upon-request", "type": "clause", "offset": [1795, 1807]}, {"key": "summary-of-student-evaluations", "type": "clause", "offset": [1900, 1930]}, {"key": "provided-that", "type": "definition", "offset": [1980, 1993]}, {"key": "the-names", "type": "clause", "offset": [2027, 2036]}, {"key": "copy-to", "type": "definition", "offset": [2178, 2185]}, {"key": "providing-the", "type": "clause", "offset": [2226, 2239]}, {"key": "opportunity-to-respond", "type": "clause", "offset": [2271, 2293]}, {"key": "employment-with-the", "type": "clause", "offset": [2409, 2428]}, {"key": "written-request", "type": "definition", "offset": [2570, 2585]}, {"key": "evaluation-summaries", "type": "clause", "offset": [2660, 2680]}], "samples": [{"hash": "eRc19sits7E", "uri": "/contracts/eRc19sits7E#evaluation-procedures", "label": "Educational Services", "score": 17.9349765778, "published": true}, {"hash": "chwHuorwt36", "uri": "/contracts/chwHuorwt36#evaluation-procedures", "label": "Agreement", "score": 17.0, "published": true}], "size": 17, "hash": "0baa2f44e7f1dc04cd2d733d7c21d98e", "id": 7}, {"snippet": "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.\n5.2 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.\n5.3 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.\n5.4 Evaluations shall be made by the Employee's immediate manager and shall be reviewed by the Superintendent and/or his designee.\n5.5 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.\n5.6 Evaluation shall be continual with frequent communication between evaluator and evaluatee.\n5.6.1 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.\n5.6.2 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.\n5.6.3 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.\n5.6.4 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.\n5.6.5 No supervisory employee shall be held accountable for any aspect of programs over which he has no authority or ability to correct deficiencies.\n5.7 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.\n5.8 Written evaluations and assessments shall be transmitted to the employee by the end of the fiscal year.\n5.9 Employee personnel files will be maintained in accordance with Education Code Section 44031.\n5.10 Time of Evaluation\n5.10.1 Probationary supervisory employees shall be evaluated at the end of the second and fifth months of employment.\n5.10.2 Permanent supervisory employees shall be evaluated at least once each year. The Employer shall provide the necessary evaluation forms.\n5.10.3 A person who has served an initial probationary period in a class not to exceed six", "snippet_links": [{"key": "assessment-program", "type": "definition", "offset": [23, 41]}, {"key": "district-goals-and-objectives", "type": "clause", "offset": [82, 111]}, {"key": "the-board-of-education", "type": "clause", "offset": [126, 148]}, {"key": "to-the-employee", "type": "definition", "offset": [164, 179]}, {"key": "job-description", "type": "definition", "offset": [182, 197]}, {"key": "by-the-employer", "type": "clause", "offset": [232, 247]}, {"key": "each-person", "type": "clause", "offset": [249, 260]}, {"key": "participate-in", "type": "definition", "offset": [301, 315]}, {"key": "standards-of-performance", "type": "definition", "offset": [350, 374]}, {"key": "the-evaluatee", "type": "clause", "offset": [431, 444]}, {"key": "a-panel", "type": "definition", "offset": [478, 485]}, {"key": "by-the-association", "type": "clause", "offset": [559, 577]}, {"key": "mutually-agreed", "type": "clause", "offset": [587, 602]}, {"key": "assessment-of-the", "type": "clause", "offset": [682, 699]}, {"key": "supervisory-personnel", "type": "definition", "offset": [714, 735]}, {"key": "not-limited", "type": "clause", "offset": [804, 815]}, {"key": "supervisory-duties", "type": "definition", "offset": [889, 907]}, {"key": "job-performance", "type": "clause", "offset": [949, 964]}, {"key": "by-the-employee", "type": "clause", "offset": [1016, 1031]}, {"key": "the-basis", "type": "clause", "offset": [1069, 1078]}, {"key": "number-of", "type": "clause", "offset": [1188, 1197]}, {"key": "basis-for-evaluation", "type": "clause", "offset": [1368, 1388]}, {"key": "immediate-manager", "type": "definition", "offset": [1438, 1455]}, {"key": "by-the-superintendent", "type": "clause", "offset": [1478, 1499]}, {"key": "employee-has", "type": "clause", "offset": [1533, 1545]}, {"key": "the-manager", "type": "clause", "offset": [1585, 1596]}, {"key": "provide-information", "type": "clause", "offset": [1625, 1644]}, {"key": "relating-to", "type": "definition", "offset": [1645, 1656]}, {"key": "the-evaluator", "type": "clause", "offset": [1716, 1729]}, {"key": "responsibility-for", "type": "clause", "offset": [1735, 1753]}, {"key": "report-in-writing", "type": "clause", "offset": [1784, 1801]}, {"key": "evaluator-shall", "type": "definition", "offset": [1874, 1889]}, {"key": "the-area", "type": "clause", "offset": [1908, 1916]}, {"key": "in-the-case", "type": "clause", "offset": [1967, 1978]}, {"key": "an-evaluator", "type": "clause", "offset": [2046, 2058]}, {"key": "human-resources-administrator", "type": "clause", "offset": [2066, 2095]}, {"key": "fiscal-year", "type": "definition", "offset": [2304, 2315]}, {"key": "meet-and-discuss", "type": "definition", "offset": [2361, 2377]}, {"key": "unsatisfactory-progress", "type": "clause", "offset": [2605, 2628]}, {"key": "any-area", "type": "definition", "offset": [2632, 2640]}, {"key": "the-employee-shall", "type": "clause", "offset": [2660, 2678]}, {"key": "sign-and-date", "type": "clause", "offset": [2831, 2844]}, {"key": "final-evaluation-conference", "type": "clause", "offset": [2940, 2967]}, {"key": "both-parties", "type": "definition", "offset": [3066, 3078]}, {"key": "the-report", "type": "clause", "offset": [3090, 3100]}, {"key": "deemed-necessary", "type": "definition", "offset": [3133, 3149]}, {"key": "ten-working-days", "type": "definition", "offset": [3214, 3230]}, {"key": "following-the-conference", "type": "clause", "offset": [3231, 3255]}, {"key": "to-submit", "type": "definition", "offset": [3256, 3265]}, {"key": "written-response", "type": "definition", "offset": [3268, 3284]}, {"key": "upon-receipt", "type": "clause", "offset": [3286, 3298]}, {"key": "no-authority", "type": "clause", "offset": [3497, 3509]}, {"key": "ability-to", "type": "clause", "offset": [3513, 3523]}, {"key": "written-evaluations", "type": "clause", "offset": [3550, 3569]}, {"key": "report-of", "type": "clause", "offset": [3597, 3606]}, {"key": "employees-shall", "type": "clause", "offset": [3619, 3634]}, {"key": "unsatisfactory-performance", "type": "clause", "offset": [3659, 3685]}, {"key": "specific-recommendations", "type": "clause", "offset": [3700, 3724]}, {"key": "employee-to-assist", "type": "clause", "offset": [3832, 3850]}, {"key": "correcting-deficiencies", "type": "clause", "offset": [3858, 3881]}, {"key": "affirmative-action", "type": "definition", "offset": [3948, 3966]}, {"key": "recommendations-for-improvement", "type": "clause", "offset": [4037, 4068]}, {"key": "assistance-in", "type": "definition", "offset": [4080, 4093]}, {"key": "record-of", "type": "clause", "offset": [4131, 4140]}, {"key": "prepared-by", "type": "definition", "offset": [4167, 4178]}, {"key": "information-which", "type": "clause", "offset": [4329, 4346]}, {"key": "direct-observation", "type": "clause", "offset": [4380, 4398]}, {"key": "reliable-evidence", "type": "definition", "offset": [4471, 4488]}, {"key": "employee-by", "type": "definition", "offset": [4601, 4612]}, {"key": "employee-personnel-files", "type": "definition", "offset": [4645, 4669]}, {"key": "in-accordance-with", "type": "clause", "offset": [4689, 4707]}, {"key": "code-section", "type": "definition", "offset": [4718, 4730]}, {"key": "time-of-evaluation", "type": "clause", "offset": [4743, 4761]}, {"key": "at-the-end-of-the", "type": "clause", "offset": [4823, 4840]}, {"key": "of-employment", "type": "clause", "offset": [4865, 4878]}, {"key": "each-year", "type": "definition", "offset": [4952, 4961]}, {"key": "the-employer-shall", "type": "clause", "offset": [4963, 4981]}, {"key": "provide-the", "type": "clause", "offset": [4982, 4993]}, {"key": "evaluation-forms", "type": "clause", "offset": [5004, 5020]}, {"key": "a-person", "type": "definition", "offset": [5029, 5037]}, {"key": "initial-probationary-period", "type": "definition", "offset": [5056, 5083]}, {"key": "a-class", "type": "definition", "offset": [5087, 5094]}, {"key": "not-to-exceed", "type": "definition", "offset": [5095, 5108]}], "samples": [{"hash": "dbJGgGspAuz", "uri": "/contracts/dbJGgGspAuz#evaluation-procedures", "label": "Collective Bargaining Agreement", "score": 32.0540771484, "published": true}, {"hash": "7YiKVg4RBMx", "uri": "/contracts/7YiKVg4RBMx#evaluation-procedures", "label": "Collective Bargaining Agreement", "score": 31.5302333832, "published": true}, {"hash": "hqFutGLgfeZ", "uri": "/contracts/hqFutGLgfeZ#evaluation-procedures", "label": "Collective Bargaining Agreement", "score": 29.705575943, "published": true}], "size": 15, "hash": "1be0ed753e7822ac4efedbdaaa109ac0", "id": 8}, {"snippet": "11.1 Evaluation and assessment shall be reduced to writing and a copy thereof shall be transmitted to the certificated employee. The certificated employee shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the employee's personnel file. Before the end of the school year, a meeting shall be held between the certificated personnel and the evaluator to discuss the evaluation.\n11.2 Evaluation and assessment of the performance of each certificated employee shall be made on a continuing basis as follows:\na. At least once each year for temporary personnel\nb. At least once each year for probationary personnel\nc. At least once every other year for personnel with permanent status\nd. At least once every five (5) years for personnel with permanent status who have been employed at least ten (10) years with the school district, are highly qualified, if those personnel occupy positions that are required to be filled by a highly qualified professional by the federal No Child Left Behind Act of 2001 (20 U.S.C. Sec. 6301, et seq.), as defined in 20 U.S.C. Sec. 7801, whose previous evaluations rated the employee at meeting or exceeding standards, and if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time. Any negative item in an evaluation must first be preceded by written notification or oral conference of the problem, to which the teacher may respond. The response, if in writing, shall automatically be placed in the teacher's personnel file unless s/he requests otherwise. The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the employee. In the event an employee is not performing his/her duties in a satisfactory manner according to the standards prescribed by the governing board, the employing authority shall notify the employee in writing of such fact and describe such unsatisfactory performance. The employing authority shall, thereafter, confer with the employee making specific recommendations as to areas of improvement in the employee's performance and endeavor to assist him/her in such performance.\n11.3 Prior to October l5, the principal(s) shall:\na. Furnish copies of:\n1. Procedures for evaluation\n2. Standards prescribed by the governing board by which the teachers shall be evaluated\n3. The District Discipline Policy\nb. Schedule group conferences with all teachers to explain the above\nc. Schedule individual conferences when requested\nd. Principals will notify teachers of any substantive change in evaluation procedure\ne. The parties will meet and consult over any changes to the evaluation process (Gov. Code 3543.2)\n11.3.1 The teacher and evaluator, through mutual agreement, shall list mitigating factors to be operative during the term of the evaluation process. These may be revised by mutual consent.\n11.3.2 Unit members shall not participate in the evaluation and/or observation process of other unit members.", "snippet_links": [{"key": "evaluation-and-assessment", "type": "clause", "offset": [5, 30]}, {"key": "reduced-to-writing", "type": "definition", "offset": [40, 58]}, {"key": "certificated-employee", "type": "definition", "offset": [106, 127]}, {"key": "right-to-initiate", "type": "clause", "offset": [170, 187]}, {"key": "a-permanent", "type": "clause", "offset": [265, 276]}, {"key": "to-the-employee", "type": "definition", "offset": [288, 303]}, {"key": "personnel-file", "type": "definition", "offset": [306, 320]}, {"key": "the-school-year", "type": "clause", "offset": [340, 355]}, {"key": "certificated-personnel", "type": "clause", "offset": [393, 415]}, {"key": "the-evaluator", "type": "clause", "offset": [420, 433]}, {"key": "to-discuss", "type": "definition", "offset": [434, 444]}, {"key": "assessment-of-the", "type": "clause", "offset": [481, 498]}, {"key": "each-year", "type": "definition", "offset": [606, 615]}, {"key": "temporary-personnel", "type": "definition", "offset": [620, 639]}, {"key": "probationary-personnel", "type": "clause", "offset": [671, 693]}, {"key": "permanent-status", "type": "clause", "offset": [747, 763]}, {"key": "the-school-district", "type": "clause", "offset": [890, 909]}, {"key": "highly-qualified", "type": "definition", "offset": [915, 931]}, {"key": "qualified-professional", "type": "definition", "offset": [1012, 1034]}, {"key": "act-of-2001", "type": "definition", "offset": [1071, 1082]}, {"key": "withdraw-consent", "type": "clause", "offset": [1348, 1364]}, {"key": "at-any-time", "type": "clause", "offset": [1365, 1376]}, {"key": "written-notification", "type": "clause", "offset": [1439, 1459]}, {"key": "the-problem", "type": "clause", "offset": [1482, 1493]}, {"key": "the-teacher", "type": "definition", "offset": [1504, 1515]}, {"key": "the-response", "type": "clause", "offset": [1529, 1541]}, {"key": "in-writing", "type": "clause", "offset": [1546, 1556]}, {"key": "in-the-performance", "type": "clause", "offset": [1739, 1757]}, {"key": "in-the-event", "type": "clause", "offset": [1775, 1787]}, {"key": "an-employee", "type": "definition", "offset": [1788, 1799]}, {"key": "according-to", "type": "definition", "offset": [1858, 1870]}, {"key": "the-standards", "type": "clause", "offset": [1871, 1884]}, {"key": "the-governing-board", "type": "definition", "offset": [1899, 1918]}, {"key": "the-employing-authority", "type": "clause", "offset": [1920, 1943]}, {"key": "notify-the", "type": "clause", "offset": [1950, 1960]}, {"key": "unsatisfactory-performance", "type": "clause", "offset": [2012, 2038]}, {"key": "specific-recommendations", "type": "clause", "offset": [2115, 2139]}, {"key": "to-assist", "type": "clause", "offset": [2210, 2219]}, {"key": "prior-to", "type": "clause", "offset": [2254, 2262]}, {"key": "copies-of", "type": "definition", "offset": [2310, 2319]}, {"key": "procedures-for-evaluation", "type": "clause", "offset": [2324, 2349]}, {"key": "district-discipline-policy", "type": "clause", "offset": [2445, 2471]}, {"key": "all-teachers", "type": "clause", "offset": [2507, 2519]}, {"key": "individual-conferences", "type": "clause", "offset": [2553, 2575]}, {"key": "teachers-of", "type": "clause", "offset": [2617, 2628]}, {"key": "change-in", "type": "clause", "offset": [2645, 2654]}, {"key": "evaluation-procedure", "type": "definition", "offset": [2655, 2675]}, {"key": "meet-and-consult", "type": "clause", "offset": [2696, 2712]}, {"key": "the-evaluation-process", "type": "clause", "offset": [2733, 2755]}, {"key": "mutual-agreement", "type": "definition", "offset": [2817, 2833]}, {"key": "mitigating-factors", "type": "clause", "offset": [2846, 2864]}, {"key": "term-of-the", "type": "clause", "offset": [2892, 2903]}, {"key": "by-mutual-consent", "type": "clause", "offset": [2945, 2962]}, {"key": "participate-in", "type": "definition", "offset": [2994, 3008]}, {"key": "observation-process", "type": "clause", "offset": [3031, 3050]}, {"key": "other-unit-members", "type": "clause", "offset": [3054, 3072]}], "samples": [{"hash": "624lPIyjp0H", "uri": "/contracts/624lPIyjp0H#evaluation-procedures", "label": "Collective Bargaining Agreement", "score": 26.2714633942, "published": true}, {"hash": "9X47aVYshtD", "uri": "/contracts/9X47aVYshtD#evaluation-procedures", "label": "Collective Bargaining Agreement", "score": 26.2167167664, "published": true}, {"hash": "5S9mwwgwBy", "uri": "/contracts/5S9mwwgwBy#evaluation-procedures", "label": "Collective Bargaining Agreement", "score": 24.4784889221, "published": true}], "size": 13, "hash": "44898a2720dde4543b78cae381919d56", "id": 9}, {"snippet": "\u200c\n9.1 Supervision of employees is the responsibility of each principal.\n9.2 Each principal or his/her designee is responsible for evaluating the employees who work in that principal\u2019s building. The principal shall make a written evaluation report to the Superintendent at least annually concerning each employee in his/her building.\n9.3 A copy of the principal\u2019s evaluation report shall be given to the employee on or before June 1st, and the employee shall be given an opportunity to discuss the evaluation report with the principal.\n9.4 The employee\u2019s signature on the evaluation report shall not necessarily indicate the employee\u2019s agreement with the contents of the evaluation report. 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