Common use of Evaluation Clause in Contracts

Evaluation. A. The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The An annual written summative evaluation shall include the evaluation of the employee's total performance in his/her assigned position. B. An annual written summative evaluation shall be performed on each member of the bargaining unit each calendar year using the Board approved evaluation forms. Additional evaluations during a school year may be conducted if deficiencies are noted during the annual evaluation. C. Evaluation of employees shall be based upon the supervisor's personal observation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesmember's work and/or work product. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. D. Each bargaining unit employee member, upon his/her employment or at the beginning of the school year, whichever is later, shall be apprised of the general criteria upon which he/she will be evaluated at least once every three (3) yearsin a meeting with his/her immediate supervisor. If Upon the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods request of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Sectionmember, then his/her performance shall be deemed the immediate supervisor will meet with the member to be at least satisfactorydiscuss progress and job performance. C. For all bargaining unit employees, all E. All annual evaluations shall be reduced to writing writing, and a copy shall be given to the bargaining unit employee within ten (10) days of the evaluation conference with the administratormember. If the bargaining unit employee member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. . F. If an administrator a supervisor believes a bargaining unit employee member is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of writing within a reasonable time after the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvementdeficiencies are noted. D. G. Following each formal evaluation of bargaining unit employeewritten summative evaluation, which shall include the right to a conference with the evaluatorevaluator at the employee's request, the bargaining unit employee member shall sign and be given a copy of the evaluation report form prepared by the evaluator. In no case shall the bargaining unit employee’s member's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the . H. All written evaluation if he/she so desires. All written evaluations documents are to be placed in the bargaining unit employee’s member's personnel file. E. In . The evaluation form may be revised by the event Administration to be consistent with job classification duties. The Association President will be provided with a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee copy of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms and will be developed in consultation with the Association given thirty (30) workdays for input prior to implementation. Employees will be given copies of the evaluation form at the beginning of the year in which they will be evaluated. I. Bargaining unit members shall not be required to self-evaluate.

Evaluation. A. a. Contract Faculty Evaluation i. Commencing with his/her first contract, a contract faculty member shall be subject to formal evaluation in accordance with this Article, to a maximum of two (2) separate evaluations per academic year. ii. Contract faculty evaluations will include all elements of a probationary regular faculty evaluation, excluding regular faculty service requirements, and will be consistent with the role of a contract faculty member. iii. Where a contract faculty member receives two (2) consecutive unsatisfactory evaluations in two (2) different semesters, he/she shall be terminated at the end of his/her existing contract. b. Regular Faculty Evaluation i. Probationary Regular Faculty (1) All evaluations during the probationary period shall be as follows: (a) A minimum of once per year, but (b) No more than twice per year with a minimum of sixty (60) days between and (c) The Responsible Administrator will give the faculty member a written evaluation report, after consultation with the current Selection Committee. The evaluation of a bargaining unit employee report shall explicitly state whether the faculty member is satisfactory or unsatisfactory. If the faculty member is found to be unsatisfactory for regular employment, then the evaluation report shall specify the deficiencies and shall make positive suggestions for each. The standards will be conducted determined by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesCollege. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee (2) The methods used to collect information will be evaluated at least once every three provided to the faculty member in writing before the evaluation process begins, and will include the following: (a) Written faculty member peer evaluation; (b) Written student evaluations (where applicable); (c) Written self-evaluation by the probationary faculty member; (d) Other methods agreed to by the Selection Committee and by the Responsible Administrator, in which case the probationary faculty member will be informed of such other methods in writing before the evaluation process begins; and (e) Written Responsible Administrator evaluation. (3) yearsThe peer evaluator will be appointed by the Responsible Administrator or designate (i.e., Chair/Coordinator of the DDP or Chair of the Selection Committee), who will choose without bias from a list of available faculty after consultation with the probationary faculty member and the Chair/Coordinator of the DDP. The peer evaluator shall be a post-probationary regular faculty member. Where possible, the peer evaluator shall be from the DDP and shall not be a member of the Selection Committee. In selecting evaluators, course expertise and DDP needs must be considered. If the probationary faculty member raises in writing an allegation of bias or conflict of interest on the part of the peer evaluator, the existence of a reasonable apprehension of bias or conflict of interest will be determined by the Responsible Administrator. If a reasonable apprehension of bias or conflict of interest is found to exist, another peer evaluator will be appointed. (4) The probationary faculty member will be allowed to read and review the evaluation shows unacceptable workreport. The faculty member will have five (5) working days in order to respond in writing to any errors or omissions. The evaluation report will then be discussed with the faculty member who will sign a copy indicating that the report has been seen. The faculty member can register agreement or disagreement with the report at this time. (5) Where an evaluation has not been done, followthen it will be understood that a probationary or contract faculty member has received a satisfactory evaluation. ii. Post-up evaluations Probationary Faculty Member Developmental Evaluation Post-probationary faculty member developmental evaluation will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods terms and conditions of time that accurately samples the bargaining unit employee’s work. All formal observations Letter of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactoryUnderstanding #10 Post-Probationary Faculty Member Developmental Evaluation. C. For all bargaining unit employeesc. Access to Information in the Evaluation File Upon request, all evaluations the faculty member shall be reduced to writing and receive a copy given to the bargaining unit employee within ten (10) days of all written evaluations. The originals of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which materials shall be attached forwarded to the file copy office of the evaluation Associate Vice President, Human Resources, who will determine the final disposition of such materials in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, accordance with College policy and of the assistance to be given by the Employer towards that improvementlegal requirements. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. All applicants who have successfully passed the In Basket examination will be subject to a 360 evaluation. The 360 evaluation will consist of a series of topics used to determine the applicant's ability to succeed as a supervisor. The evaluation of a bargaining unit employee topics will be conducted determined by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then Sheriff and/or his/her performance shall designee, along with the Association President and/or his/her designee, and will be deemed based on the knowledge, organizational skills, leadership, communication, and interpersonal skills needed to be an effective supervisor. The evaluation will consist of ten topics and will be scored on a scale of 1-10, with an option to not score each individual question if the subject completing the evaluation deems they do not have enough knowledge and/or information available to accurately answer the question. There will be a space provided at least satisfactory. C. For all bargaining unit employees, all the end of each question to allow a further explanation of their scoring. A total of 15 evaluations shall must be reduced completed for each applicant. The Sheriff and/or his/her designee will be responsible for distributing up to writing and a copy given to the bargaining unit employee within ten (10) days 5 of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employeeapplicant's evaluations, which shall include all of the applicant's current supervisors and any immediate supervisor the applicant had in the past. If the Sheriff is unable to identify a conference with the evaluatortotal of 5 supervisors, the bargaining unit employee shall sign and remainder of evaluations will be given a copy distributed to persons of the evaluation report prepared applicant's choosing. No evaluations will be completed by an immediate family member of the candidate. The term "immediate family member" shall be a person holding the following relationship to the employee, whether that relationship to the employee is natural, adoptive, step, ▇▇▇▇▇▇; or any other person related by blood or marriage who resides in the employee's household, or whom the employee has been assigned legal responsibility; Spouse, Child, Parent, Sister, Brother, Grandparent, Daughter-in-law, Son-in-law, Parent-in-law, Sister- in-law, Brother-in-law, or Grandchild. No evaluations will be distributed to any persons who are currently a candidate in the promotional process. All evaluations will be distributed electronically to all parties required to complete the evaluation, with a courtesy copy to the Association President. The evaluations will be collected by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents Office of the evaluation. A bargaining unit employee may submit additional comments to Sheriff, but will remain sealed until opened and tabulated in the written evaluation if hepresence of the Sheriff and/or his/she so desiresher designee and the Association President and/or his/her designee. All written evaluations distributed will need to be returned, within seven (7) business days, to a locked central depository which will remain secured until opened by the Sheriff and/or his/her designee and the Association President and/or his/her designee to compile the evaluation results. Once the evaluations are to compiled, the total points obtained from all evaluations will be placed in totaled and divided by the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee number of evaluations completed. Any evaluation topic that is not continued in employment, the employer completed will advise the bargaining unit employee of the specific reasons therefore in writingnot be considered for calculation purposes. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The 7.1 Each year each permanent employee covered by this Agreement shall be evaluated by his/her immediate supervisor, and such evaluation shall be set forth on the Classified Employee Performance Evaluation attached hereto as Appendix C. An employee who has had more than one (1) supervisor in the previous year shall have a terminal evaluation prepared at the time of transfer, reassignment or promotion to another position. Each supervisor shall evaluate only for the time the employee was under his/her supervision. In the absence of a bargaining unit timely evaluation, employees shall be considered to have a score of at least “ME” (Meets Expectations) in all areas subject to the performance evaluation, except when an employee is on an extended leave, in which case their evaluation will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesdone in a timely manner upon their return. B. For all bargaining unit employees, evaluations 7.2 Nothing herein shall consist of formal and informal observation of bargaining unit prohibit the District from evaluating an employee workmore often than yearly if the District determines that such evaluation may result in improvements in the employee's performance. Each bargaining unit An employee will serving a six (6) month probationary period after initial hire or after promotion shall be evaluated at least once every three the end of two (32) yearsmonths, four (4) months, and five and one-half (5-1/2) months of such probationary period. 7.3 The evaluation shall be discussed with the employee by the evaluator. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with evaluator changes the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations rating as a result of the work conference, a new evaluation form may be obtained from the District Human Resources Department. However, it is understood that the primary purpose of each bargaining unit such evaluations is to be constructive and to help the employee shall be conducted in person and with achieve or maintain at least a "meets expectations" level of performance. An employee has the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then right to respond to his/her performance shall be deemed evaluation in writing to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee his or her supervisor within ten (10) working days of the issuance of the final performance evaluation conference and any such response shall be included with, and become part of, the performance evaluation record. 7.4 The performance appraisal system should communicate performance standards for the position and encourage growth and improvement of performance for the future. It is also understood that evaluation of an employee's performance should be an ongoing process, and the District supervisors shall discuss improvement needs with employees in a timely manner. When it becomes apparent that an employee may receive a Needs Improvement (NI) or an Unsatisfactory (U) annual rating in any performance factor, prior to giving the administratoremployee such a rating, the immediate supervisor and the employee shall meet to discuss the employee’s deficiencies and recommendations for improvement. If the bargaining unit an employee disagrees with the receives an “NI” or “U” rating on any performance factor on his/her evaluation, he/she may submit the evaluation must indicate the manner in which the employee is not meeting standards for the position; determine a “meets expectations” level of performance; and a specified time period in which the employee is expected to show improvement. If dissatisfied with an “NI” or a “U” rating, and the employee has submitted a written response which shall be attached to in accordance with Section 7.3, an employee may request a review at the file copy next higher administrative level within ten (10) working days of submitting the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, written response. 7.5 Non-compliance with the reasons therefore shall be procedures set forth in specific termsthis article may be the subject of a grievance pursuant to the Grievance Article of this Agreement, as but nothing herein shall identification be considered to make the content of any evaluation subject to such grievance procedure. 7.6 Employees who are in their probationary period or who received an “NI” or “U” on any performance rating in the most recent performance evaluation shall complete the Classified Employee Self-Evaluation (Appendix D). Completion of the specific ways in which the bargaining unit employee Classified Employee Self-Evaluation is to improve, and of the assistance to be given by the Employer towards that improvementvoluntary for all other employees. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. 1. All applicants who have successfully passed the written examination will be subject to a 360 evaluation. a. The 360 evaluation will consist of a series of topics used to determine the applicant’s ability to succeed as a supervisor. b. The evaluation of a bargaining unit employee topics will be conducted determined by the Sheriff and/or his designee along with the Association President and/or his designee and will be based on the knowledge, organizational skills, leadership, communication and interpersonal skills needed to be an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitieseffective supervisor. B. For all bargaining unit employees, evaluations shall c. The evaluation will consist of formal ten topics and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated scored on a scale of 1-10, with an option to not score each individual question if the subject completing the evaluation deems they do not have enough knowledge and/or information available to accurately answer the question. There will be a space provided at least once every three (3) the end of each question to allow a further explanation of their scoring. d. A total of 25 evaluations must be completed for each applicant. e. The Sheriff and/or his designee will be responsible for distributing up to 10 of the applicant’s evaluations, which shall include all of the applicant’s current supervisors, all detective bureau sergeants and any supervisor the applicant had for the past five years. If the evaluation shows unacceptable workSheriff is unable to identify a total of 10 supervisors, follow-up the remainder of evaluations will be conducted in accordance with distributed to persons of the administratorapplicant’s improvement planchoosing. f. No evaluations will be completed by an immediate family member of the candidate. Observations The term “immediate family member” shall be for periods of time a person holding the following relationship to the employee, whether that accurately samples relationship is natural, adoptive, step, ▇▇▇▇▇▇; or any other person related by blood or marriage who resides in the bargaining unit employee’s workhousehold, or whom the employee has been assigned legal responsibility: ▇▇▇▇▇▇, Child, Parent, Sister, Brother, Grandparent, Daughter-in-law, Son-in- law, Parent-in-law, Sister-in-law, Brother-in-law, or Grandchild. g. No evaluations will be distributed to any persons who are currently a candidate in the promotional process. h. All evaluations will be distributed electronically to all parties required to complete the evaluation CC to the Association President. All formal observations The evaluations will be collected by the Office of the work of each bargaining unit employee shall be conducted Sheriff, but will remain sealed until opened and tabulated in person and with the full knowledge presence of the bargaining unit employeeexam committee. i. All evaluations distributed will need to be returned within 7 business days, to a locked central depository which will remain secured until opened by the Sheriff and/or his designee and the Association President and/or his designee to compile the evaluation results. j. Once the evaluations are compiled, the total points obtained from all evaluations will be totaled and divided by the number of evaluations completed. If a bargaining unit employee Any evaluation topic that is not evaluated as provided in this Section, then his/her performance shall completed will not be deemed to be at least satisfactoryconsidered for calculation purposes. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. a. Contract Faculty Evaluation i. Commencing with his/her first contract, a contract faculty member shall be subject to formal evaluation in accordance with this Article, to a maximum of two (2) separate evaluations per academic year. ii. Contract faculty evaluations will include all elements of a probationary regular faculty evaluation, excluding regular faculty service requirements, and will be consistent with the role of a contract faculty member. iii. Where a contract faculty member receives two (2) consecutive unsatisfactory evaluations in two (2) different semesters, he/she shall be terminated at the end of his/her existing contract. b. Regular Faculty Evaluation i. Probationary Regular Faculty (1) All evaluations during the probationary period shall be as follows: (a) A minimum of once per year, but (b) No more than twice per year with a minimum of sixty (60) days between and (c) The Responsible Administrator will give the faculty member a written evaluation report, after consultation with the current Selection Committee. The evaluation of a bargaining unit employee report shall explicitly state whether the faculty member is satisfactory or unsatisfactory. If the faculty member is found to be unsatisfactory for regular employment, then the evaluation report shall specify the deficiencies and shall make positive suggestions for each. The standards will be conducted determined by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesCollege. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee (2) The methods used to collect information will be evaluated at least once every three provided to the faculty member in writing before the evaluation process begins, and will include the following: (a) Written faculty member peer evaluation; (b) Written student evaluations (where applicable); (c) Written self-evaluation by the probationary faculty member; (d) Other methods agreed to by the Selection Committee and by the Responsible Administrator, in which case the probationary faculty member will be informed of such other methods in writing before the evaluation process begins; and (e) Written Responsible Administrator evaluation. (3) yearsThe peer evaluator will be appointed by the Responsible Administrator or designate (i.e., Chair/Coordinator of the DDP or Chair of the Selection Committee), who will choose without bias from a list of available faculty after consultation with the probationary faculty member and the Chair/Coordinator of the DDP. The peer evaluator shall be a post-probationary regular faculty member. Where possible, the peer evaluator shall be from the DDP and shall not be a member of the Selection Committee. In selecting evaluators, course expertise and DDP needs must be considered. If the probationary faculty member raises in writing an allegation of bias or conflict of interest on the part of the peer evaluator, the existence of a reasonable apprehension of bias or conflict of interest will be determined by the Responsible Administrator. If a reasonable apprehension of bias or conflict of interest is found to exist, another peer evaluator will be appointed. (4) The probationary faculty member will be allowed to read and review the Evaluation Report. The faculty member will have five (5) working days in order to respond in writing to any errors or omissions. The Evaluation Report will then be discussed with the faculty member who will sign a copy indicating that the report has been seen. The faculty member can register agreement or disagreement with the report at this time. (5) Where an evaluation shows unacceptable workhas not been done, followthen it will be understood that a probationary or contract faculty member has received a satisfactory evaluation. ii. Post-up evaluations Probationary Faculty Member Developmental Evaluation Post-probationary faculty member developmental evaluation will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods terms and conditions of time that accurately samples the bargaining unit employee’s work. All formal observations Letter of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactoryUnderstanding #10 Post-Probationary Faculty Member Developmental Evaluation. C. For all bargaining unit employeesc. Access to Information in the Evaluation File Upon request, all evaluations the faculty member shall be reduced to writing and receive a copy given to the bargaining unit employee within ten (10) days of all written evaluations. The originals of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which materials shall be attached forwarded to the file copy office of the evaluation Associate Vice President, Human Resources, who will determine the final disposition of such materials in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, accordance with College policy and of the assistance to be given by the Employer towards that improvementlegal requirements. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from Board shall evaluate the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated Chancellor in writing at least once every three each year, with the exception that, during the 2017-18 school year, the Chancellor shall receive an interim evaluation in January of2018 and a final evaluation by June 30, 2018 for the time period from July 1, 2017 to June 30, 2018. Nothing in this Agreement shall preclude the Board from evaluating the Chancellor more than once each year. Such performance evaluations may take place at the request ofthe Chancellor or the Board. The evaluation shall be based upon mutually agreed upon goals and objectives, the Chancellor's job description, and any other criteria agreeable to the parties. As part ofthe evaluation process, the Chancellor will provide the Board with an annual report regarding the State ofthe District. This report will include reports regarding each ofthe District's colleges and centers. The Board's evaluation ofthe Chancellor shall be completed no later than June 30 each year. The Board shall conduct its evaluation ofthe Chancellor in closed session meetings ofthe Board. The Board President shall then meet with and provide a copy ofthe evaluation report to the Chancellor during a closed session Board meeting. Each year following completion ofthe evaluation process, the parties shall mutually establish goals for the succeeding year, which shall serve as the basis for determining Chancellor's entitlement to a merit based salary increase. At the conclusion ofeach year's annual evaluation (including the initial interim evaluation scheduled for January 2018), the Board shall determine in writing on the Chancellor's evaluation form whether or not the evaluation is "satisfactory" or "unsatisfactory." Ifthe Board determines that the Chancellor's evaluation is "satisfactory" or better, the Chancellor shall be entitled to: (1) the COLA increase as set forth in section 3; (2) a merit based salary adjustment as set forth in section 3; and (3) yearsa 403b Contribution as set forth in section 10. Ifthe Board determines that the Chancellor's evaluation is "unsatisfactory," the Chancellor's base salary shall remain unchanged. Ifthe Board fails to evaluate the Chancellor in a timely fashion, the Chancellor shall remind the Board ofthese time line requirements and the Board shall thereafter promptly evaluate the Chancellor. The Board shall publicly report whether the Chancellor's evaluation is "satisfactory" or "unsatisfactory," so that the public is informed regarding whether or not the Chancellor has received a salary adjustment. If the Board determines that the Chancellor's evaluation shows unacceptable workis unsatisfactory, follow-up evaluations the Chancellor, in collaboration with the Board, will prepare an action plan, if necessary, which will address areas identified as needing clarification, emphasis or improvement. The action plan will be conducted in accordance with included as an addendum to the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employeeevaluation report. If a bargaining unit employee is jointly prepared action plan cannot evaluated as provided be agreed upon, the Board in this Section, then his/her performance its sole discretion shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations issue the action plan. The Chancellor and the Board shall be reduced to writing sign the evaluation report and a copy given to the bargaining unit employee within action plan. The Chancellor shall have ten (10) days of the from receipt ofany evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation respond in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is writing to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments Evaluations and action plans relating to the Chancellor and any written evaluation if he/she so desires. All written evaluations are to comments in response shall be placed in the bargaining unit employee’s Chancellor's personnel file. The evaluation procedures and requirements set forth in this Agreement shall be the exclusive means by which the Chancellor is evaluated and are intended to supersede any other provisions concerning evaluation that might exist in applicable law or by virtue of any District rules, regulations, policies or other agreements. The Chancellor shall provide timely written reminders to the Board of all evaluation time line requirements to assist with implementation of timely evaluations. A failure to properly or timely evaluate the Chancellor shall not preclude the Board from giving notice oftermination in accordance with Section 17 of this Agreement nor shall it constitute a default by the District. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation of a bargaining unit employee will All employees shall be conducted formally evaluated by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiestheir immediate supervisor during their probationary period as described in Article XIX - Probationary Period. B. For all bargaining unit employeesProbationary (newly hired) employees must be formally evaluated on or before the fortieth (40) and eightieth (80) workdays of their ninety (90) workday probationary period. Conferences shall be held on or before the fortieth and eightieth workday periods. Deficiencies shall be documented and clearly noted on the S-MESPA evaluation form in Appendix A and should be explained to the probationary employee at each conference. The probationer shall receive a copy of the evaluations, evaluations and the evaluator shall consist send copies to the Personnel Office. C. A final evaluation conference shall beheld before the eightieth (80) workday. As with the other conferences, the S-MESPA evaluation form reproduced in Appendix A should be completed and given to the probationer with a copy sent to the Personnel Office. Finally, the supervisor shall submit to the Personnel Office ten (10) workdays before the expiration of formal the probationary period, and informal observation one (1) page final evaluation narrative. Such narrative shall minimally contain a paragraph describing the strengths of bargaining unit employee work. Each bargaining unit employee will the probationer, a paragraph describing the weaknesses and deficiencies of the probationer, and a statement indicating whether the supervisor recommends permanent employment or termination. D. Non probationary S-MESPA employees shall normally be evaluated at least once every three (3) years. If The evaluation process shall utilize the form duplicated in Appendix A of this Agreement. The procedure of evaluation shall be as follows: 1. Supervisor shall meet with employees who are scheduled for evaluation in order to explain the evaluation shows unacceptable workprocedure, follow-up evaluations will be conducted in accordance with go over the administrator’s improvement planappraisal form, and answer any questions the employees may have. 2. Observations shall be for periods of time that accurately samples Following the bargaining unit employee’s work. All formal observations initial meeting and before the end of the year appraisal, employees may be observed in their work of each bargaining unit employee shall be conducted in person and with on an ongoing basis for two (2) twenty (20) minute periods where the full knowledge nature of the bargaining unit employeeposition lends itself to observation and where deemed practicable by the supervisor. If a bargaining unit employee is not evaluated as provided in this SectionIn any event, then the supervisor may rely on the totality of his/her performance experience with the employee to complete the evaluation. 3. Employees shall be deemed notified in advance as to be at least satisfactorywhen the final evaluation conference will take place. Employees may have an Association representative in attendance if requested. C. For all bargaining unit employees4. Where the employee is deficient and needs improvement, all evaluations the evaluator shall minimally provide written comments indicating the specific nature of the deficiency, the observation(s) on which the evaluator has relied to form his/her conclusions, and specifically how improvement could be accomplished through a plan of assistance. This plan of assistance shall be reduced to writing developed by the appropriate supervisor in consultation with the individual employee. 5. The completed appraisal form must be completed by the supervisor and a copy given submitted to the bargaining unit employee within ten (10) days Personnel Office by June 30 of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy each second year of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvementemployment. D. Following each formal evaluation of bargaining unit employee, which 6. Employees shall include a conference with the evaluator, the bargaining unit employee shall sign and be given receive a copy of the evaluation, and will be requested to sign the evaluation report prepared as an indication of receipt, not necessarily agreement. E. Evaluation records shall be kept on forms provided by the evaluatorPersonnel Office and distributed to the appropriate administrator. In no case The records shall show instances of outstanding performance, alertness, diligence and interest in work as well as any acts, which may tend to lessen the bargaining unit employee’s signature be construed 's value to mean that he/she necessarily agrees with the school district. F. Each employee shall have the right upon request to review the contents of his/her personnel file in the evaluationpresence of the appropriate administrator. A bargaining unit The employee may submit additional comments shall have the right to Association representation during such review. It is further understood that files maintained by supervisors or other administrators shall be subject to the terms of this Article. G. Each employee shall receive a copy of his/her evaluation with right to review and challenge. Such challenge may be by virtue of a grievance or by submitting a written evaluation if he/she so desires. All written evaluations are response, to be placed in the bargaining unit employee’s personnel filefile with the evaluation. E. In H. Evaluating procedures and forms contained in Appendix A are hereby attached to and made a part of this Agreement. No modifications or changes will be made in the event evaluation procedure without the prior, mutual agreement of both parties. I. If on-site inspections are made of a bargaining unit employee is not continued in employmentbuilding, the employer employee(s) will advise be provided with copies of any records that the bargaining unit employee Administration makes regarding the condition of the specific reasons therefore in writingbuilding or the quality of the work performed if such records are to be used as a basis for future evaluations. F. Bargaining unit employee evaluation forms will J. All observations of an employee's work shall be developed in consultation conducted openly and with the Association prior to implementationemployee's knowledge. Electronic surveillance and other covert methods of observation will not be employed.

Evaluation. A. 9.1 A committee consisting of no more than four (4) representatives of the Association and four (4) representatives of the SESE Board shall be established to give input toward the evaluation plan for teachers. The Director shall act as chairman of the Evaluation Committee. The committee shall provide input to the SESE Board and such input shall be advisory. The SESE Board’s decision as to the implementation and adoption of the evaluation plan shall be final and not subject to the grievance procedure. 9.2 All employees shall be evaluated by the Director, or a qualified designated evaluator in the employ of SESE. Prior to a bargaining unit formal evaluation, the employee shall be informed of the evaluator(s) who will be conducting the evaluation. 9.3 All formal observations of employees shall be conducted by an administratorwith the full knowledge of the employee. The administrator Any formal or informal observations which are to be used to evaluate the employee shall be reduced to writing and, within twenty (20) working days following the formal or informal observation, discussed with the employee. A copy of the written compilation shall be given to the employee. 9.4 Personnel evaluations shall be conducted according to the following schedule: A. Probationary licensed educator staff members shall be evaluated at least once a year during their probationary period. These employees may seek written input from be evaluated more frequently at their request or at the instructional leader(s) when evaluating bargaining unit discretion of the Director of Executive Board. Probationary licensed medical staff members shall be evaluated at least once a year during their probationary period. These employees having instructional responsibilitiesmay be evaluated more frequently at their request or at the discretion of the Director or Executive Board. Licensed educational support personnel probationary staff members shall be evaluated at least once a year during the probationary period. These employees may be evaluated more frequently at their request or at the discretion of the Director or Executive Board. B. For all bargaining unit employees, evaluations Licensed educator staff members who have entered upon contractual continued service shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) two years. If These employees may be evaluated more frequently at their request or at the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with discretion of the administrator’s improvement plan. Observations Director or the SESE Board. C. All other employees shall be for periods of time that accurately samples evaluated at least once every two years. These employees may be evaluated more frequently at their request or at the bargaining unit employee’s work. All formal observations discretion of the work of each bargaining unit Director or the SESE Board. 9.5 Each employee shall be conducted evaluated formally in person writing. A. An employee’s evaluation will consist of both formal and with the full knowledge informal observations. Each formal written evaluation of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance employees providing instructional service shall be deemed preceded by at least one (1) on-the-job observation of at least thirty (30) consecutive minutes, or a class period, if applicable. The Director may waive the requirement that the thirty (30) minutes of observation be consecutive, but observations will not be in less than fifteen (15) minute increments. Employees shall be given advance notice as to the week during which an on-the-job observation will be conducted, such notification to be at least satisfactorynot less than sometime during the preceding week. B. A copy of each formal written evaluation shall be given to the employee and a private conference shall be held between the employee and the evaluator within twenty (20) working days following the final formal observation. A copy signed by both parties shall be given to the employee. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten Within twenty (1020) days of receiving the formal written evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be comments in writing and have them attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. A copy signed by both parties shall be given to the employee. E. In D. Should the event a bargaining unit employee is not continued regulations of the Illinois State Board of Education require different observation procedures than those outlined in employmentthis Agreement, the employer will advise regulations shall govern the bargaining unit employee procedure. 9.6 The parties acknowledge that the procedure set forth in this Article pertains to the formal evaluation of the specific reasons therefore in writingwork performance of SESE employees, including performance within the classroom, and that nothing herein shall be construed as prohibiting or limiting the normal day- to-day observation and evaluation of an employee’s overall performance as a SESE employee, nor shall it hinder or limit the right of the Executive Board to terminate the employment of an employee under the applicable provisions of the Illinois School Code. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation of Kansas Education Evaluation Protocol (KEEP) has been adopted by USD 353. The full document can be found at ▇▇▇.▇▇▇▇▇▇.▇▇▇ or a bargaining unit employee paper copy will be conducted available at central office upon request (Rev. 2-2014) (Rev. 7/21/2015, 7-2017 Availability of Evaluation Document Board policy provides that evaluation documents shall be available to the Superintendent, Clerk of the Board, administrators under whose supervision the teacher works, the administrator who evaluates, the teacher, the building administrator under whose direct supervision the teacher will work, and others authorized by law. Appraisal of Personnel The building principal has the responsibility for appraisal of all teachers assigned to his/her building. Teachers assigned to more than one building may be appraised by both the principals and a supervisor or specialist. Special education teachers assigned full-time to any one building will be appraised by the principal in cooperation with the Director of Special Programs. All traveling teachers have been assigned an administratorimmediate supervisor who will be responsible to do the appraising. All teachers shall be appraised at least the minimum as required by state law, but any teacher may be appraised as often as deemed necessary by the principal, the Superintendent, or the Board. Objectives of Appraisal The administrator may seek written input from specific objectives to be achieved with an appraisal program are to: A. Clarify the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities.performance expectations of the individual; i.e., make duties and responsibilities of the appraiser clearer; B. For Bring about a closer working relationship between the appraisee and appraiser; C. Make appraisal relevant to job performance; D. Establish improvement plans for the appraisee to follow; E. Maintain accurate records of all bargaining unit employees, evaluations shall consist appraisal conferences and other appraisee-appraiser contacts; F. Assess the effectiveness of formal job performance both by self-appraisal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If appraisal by the evaluation shows unacceptable work, appraiser; G. Conduct meaningful appraisal conferences directed toward improving performance; H. Establish appropriate ways for follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be of actions needed for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If further improvement; and I. Keep appraisal a bargaining unit employee is not evaluated as provided in this Sectiondynamic process, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improveassess its effectiveness periodically, and of the assistance to be given by the Employer towards that improvementrevise it as necessary. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The primary goal of the faculty evaluation process is to ▇▇▇▇▇▇ professional development as well as to serve as basis for the granting of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiestenure, promotion, and renewal of contract. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee All faculty members will be evaluated. Non-tenured faculty will be required to administer the Student Rating of Instruction every semester. Tenured faculty members will administer the Student Rating of Instruction during either the fall or spring semesters. Faculty evaluated at least once every using the Student Rating of Instruction (SRI) must complete the evaluations by the end of the semester as appropriate. The Department Chair will share the evaluations with each respective faculty member. The Chair will provide the appropriate Academic ▇▇▇▇, each year, on or before July 1st, a summary report. All departmental evaluation plans shall provide for the inclusion of student, self-evaluation, and peer evaluation reviews for all faculty members during their first three (3) yearsyears after hire. If During a faculty member's fourth (4th), fifth (5th) and sixth (6th) year after hire, either the ▇▇▇▇ or Department Chairperson or both may require the inclusion of peer and/or student evaluative reviews in the annual evaluation. Following the sixth (6th) year after hire, Student Rating of Instruction, faculty member self- evaluation and peer and evaluation reviews shall be included in the evaluation shows unacceptable workof all faculty members every third year, followsuch that the evaluative reviews are included in the evaluations of one- third (1/3) of the faculty in a department each year. Student Rating of Instruction, Chair evaluation and peer evaluation may be included in the annual evaluation of a faculty member on a more frequent basis by mutual agreement between the appropriate Academic ▇▇▇▇ and Department Chairperson. All evaluation documentation described above must be submitted to the appropriate Academic ▇▇▇▇ by July 1st each year. The Vice President for Academic Affairs will ensure that all faculty members have been evaluated according to the provisions outlined above. The Department Chair’s responsibilities in the faculty evaluation process are to review the faculty member’s peer evaluation, Student Rating of Instruction and self-up evaluation. The Department Chair will prepare a written summary evaluation for inclusion in the faculty member’s professional file. C. Such evaluations will shall be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples special criteria and procedures submitted by the bargaining unit employee’s work. All formal observations of departments and approved by the work of each bargaining unit employee shall be conducted in person Evaluation Review Committee and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy in conformity with other provisions of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvementthis agreement. D. Following each formal evaluation A college-wide Evaluation Review Committee is to be composed of bargaining unit employee, which shall include a conference with three (3) faculty members elected by the evaluator, faculty and three (3) administrators selected by the bargaining unit employee shall sign and be given a copy President of the evaluation report prepared College or their designee. The Evaluation Review Committee will review and approve departmental plans, conduct research on best practices for faculty evaluations, and modify the required formats for faculty evaluations to maintain the integrity of the process. The Evaluation Review Committee will be convened by the evaluatorVice President for Academic Affairs at the beginning of each academic year. In no case shall At that initial meeting, a Chairperson will be elected and a time frame for the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents completion of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written review process will be established. E. Special evaluations such as clinical, laboratory, studio and distance learning evaluations are to be placed submitted to the Evaluation Review Committee as part of the departmental plan. Any changes to previously approved departmental plans must be submitted to the Evaluation Review Committee by July 1st in order to be approved for use in the bargaining unit employee’s personnel file. E. following academic year. The criteria and procedures submitted to the Evaluation Review Committee by the departments will not become operative without the approval of said committee. Upon approval, they will be forwarded to the appropriate Academic ▇▇▇▇ and the Vice President for Academic Affairs. In case of an impasse regarding a department evaluation proposal by the event a bargaining unit employee is not continued in employmentEvaluation Review Committee, the employer Vice President for Academic Affairs will advise meet with a Faculty Association representative to resolve the bargaining unit employee of the specific reasons therefore in writingimpasse. F. Bargaining unit employee The Evaluation Review Committee may modify the approved course evaluation forms instrument, self-evaluation or chair evaluation in either content or method of delivery. The Committee will notify the faculty community of changes within two weeks of any change. G. Each faculty member will be developed evaluated on the basis of the criteria and procedures established by the foregoing process. H. Each evaluation will be submitted to the appropriate Academic ▇▇▇▇, for review by July 1, annually and then will be filed in consultation with the Association prior faculty member's professional folder. I. The results of any student evaluation of teaching are to implementationbe regarded as but one source of information about a faculty member's teaching.

Evaluation. A. The Starting in the school year 2012-2013, the Board will provide an evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated Superintendent’s performance at least once every three (3) years. If the evaluation shows unacceptable workannually, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work no later than June 30th of each bargaining unit employee year. The Board and the Superintendent shall be conducted meet in person the fall to create mutually agreed upon goals and with objectives. The Board and the full knowledge Superintendent will meet again by February of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed each year to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing review and a copy given provide feedback to the bargaining unit employee within ten (10) days of Superintendent concerning the evaluation conference with Superintendent’s progress toward meeting the administratormutually agreed upon goals and objectives. If The Board and the bargaining unit employee disagrees with the evaluation, he/she may submit Superintendent shall agree upon a written response evaluation format, which shall be attached used during the Term. The Superintendent shall place the subject of his evaluation on the Board’s agenda in May to ensure timely completion of his evaluation. a) The Superintendent’s evaluation shall be primarily based on the file copy duties and responsibilities of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be Superintendent as set forth in this Agreement, the job description, and pursuant to Board Policies and Administrative Regulations. In addition, the Board retains discretion to establish specific termsgoals and objectives for the Superintendent. However, as such goals and objectives shall identification be established no later than the first August board meeting of each year. b) The Board shall conduct its evaluation of the specific ways Superintendent in which closed session meetings of the bargaining unit employee is to improveBoard. The final evaluation, findings, and conclusions shall be determined by a vote of the assistance to be given by majority of the Employer towards that improvement. D. Following each Board members (forming a quorum) present in closed session. In addition, a formal evaluation report shall be prepared. The evaluation report shall be the primary indicator of bargaining unit employee, which the Superintendent’s performance for the preceding evaluation period. The Board shall include a conference then meet with the evaluator, the bargaining unit employee shall sign and be given provide a copy of the evaluation report prepared by to the evaluatorSuperintendent in a closed session Board meeting. In no case shall Should the bargaining unit employeeSuperintendent receive an overall satisfactory or better evaluation rating pursuant to this Agreement, this Agreement will be automatically extend for an additional year. Such extensions will continue each year as long as the Superintendent’s signature be construed evaluation is rated satisfactory or better (provided this Agreement does not exceed four (4) years in length at any time). c) Based upon findings specified in the evaluation report, or if performance concerns arise at any time during the term of this Agreement, the Board may, but is not required to, direct the Superintendent to mean that he/she necessarily agrees prepare an action plan, in collaboration with the contents Board, which will address areas identified as needing clarification, emphasis or improvement. Any action plan will be included as an addendum to the evaluation report. If a collaborative action plan cannot be agreed upon, the Board in its sole discretion shall issue the action plan d) The Superintendent and Board President shall sign the evaluation report and any action plan developed. The Superintendent shall have ten (10) calendar days from receipt of any evaluation to respond in writing to the evaluation. A bargaining unit employee may submit additional comments Evaluations and action plans relating to the Superintendent and any written evaluation if he/she so desires. All written evaluations are to comments in response shall be placed in the bargaining unit employeeSuperintendent’s personnel file. E. In e) The evaluation procedures and requirements set forth in this Agreement (along with a Board created evaluation instrument, culminating in the event report) shall be the exclusive means by which the Superintendent is evaluated and are intended to supersede any other provisions concerning evaluation that might exist in applicable law or by virtue of any District rules, regulations, policies or other agreements. Any failure on the part of the Board to meet the requirements or deadlines set forth in this paragraph shall not relieve the Superintendent from fully and faithfully performing the services required to be performed under this Agreement or constitute a bargaining unit employee is not continued in employmentdefault by District of its obligations under this Agreement. Moreover, the employer will advise Board may release the bargaining unit employee Superintendent under the appropriate provisions of the specific reasons therefore in writingAgreement at any time, with or without cause, and this evaluation process does not create an additional right. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from Board shall evaluate the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated Chancellor in writing at least once every three (3) years. If the evaluation shows unacceptable workeach year, follow-up evaluations will be conducted in accordance with the administrator’s improvement planexception that, during the 2021-22 school year, the Chancellor shall receive an interim evaluation in January of 2022 and a final evaluation by June 30, 2022 for the time period from July 1, 2021 to June 30, 2022. Observations Nothing in this Agreement shall preclude the Board from evaluating the Chancellor more than once each year. Such performance evaluations may take place at the request of the Chancellor or the Board. The evaluation shall be for periods of time that accurately samples based upon mutually agreed upon goals and objectives, the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person Chancellor's job description, and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given any other criteria agreeable to the bargaining unit employee within ten (10) days parties. As part of the evaluation conference process, the Chancellor will provide the Board with an annual report regarding the administratorstate of the District. If This report will include reports regarding each of the bargaining unit employee disagrees with District’s colleges and centers. The Board’s evaluation of the evaluation, he/she may submit a written response which Chancellor shall be attached to the file copy completed no later than June 30 each year. The Board shall conduct its evaluation of the evaluation Chancellor in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification closed session meetings of the specific ways in which the bargaining unit employee is to improve, Board. The Board President shall then meet with and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given provide a copy of the evaluation report prepared by to the evaluatorChancellor during a closed session Board meeting. In no case Each year following completion of the evaluation process, the parties shall mutually establish goals for the bargaining unit employeesucceeding year, which shall serve as the basis for determining Chancellor's entitlement to a merit-based salary increase. At the conclusion of each year's final annual evaluation (including the initial interim evaluation scheduled for January 2022), the Board shall determine in writing on the Chancellor's evaluation form whether or not the evaluation is “satisfactory” or “unsatisfactory.” If the Board determines that the Chancellor’s signature evaluation is “satisfactory” or better, the Chancellor shall be construed entitled to: (1) the COLA increase as set forth in section 3; (2) a merit based salary adjustment as set forth in section 3; and (3) a 403b Contribution as set forth in section 10. If the Board determines that the Chancellor’s evaluation is “unsatisfactory,” the Chancellor’s base salary shall remain unchanged. If the Board fails to mean evaluate the Chancellor in a timely fashion, the Chancellor shall remind the Board of these time line requirements and the Board shall thereafter promptly evaluate the Chancellor. The Board shall publicly report whether the Chancellor's evaluation is “satisfactory” or “unsatisfactory,” so that he/she necessarily agrees the public is informed regarding whether or not the Chancellor has received a salary adjustment. If the Board determines that the Chancellor’s evaluation is unsatisfactory, the Chancellor, in collaboration with the contents Board, will prepare an action plan, if necessary, which will address areas identified as needing clarification, emphasis or improvement. The action plan will be included as an addendum to the evaluation report. If a jointly prepared action plan cannot be agreed upon, the Board in its sole discretion shall issue the action plan. The Chancellor and the Board shall sign the evaluation report and action plan. The Chancellor shall have ten (10) days from receipt of any evaluation to respond in writing to the evaluation. A bargaining unit employee may submit additional comments Evaluations and action plans relating to the Chancellor and any written evaluation if he/she so desires. All written evaluations are to comments in response shall be placed in the bargaining unit employeeChancellor’s personnel file. E. In . The evaluation procedures and requirements set forth in this Agreement shall be the event exclusive means by which the Chancellor is evaluated and are intended to supersede any other provisions concerning evaluation that might exist in applicable law or by virtue of any District rules, regulations, policies or other agreements. The Chancellor shall provide timely written reminders to the Board of all evaluation timeline requirements to assist with implementation of timely evaluations. A failure to properly or timely evaluate the Chancellor shall not preclude the Board from giving notice of termination in accordance with section 18 of this Agreement nor shall it constitute a bargaining unit employee is not continued in employment, default by the employer will advise District. Any failure on the bargaining unit employee part of the specific reasons therefore Board to meet the evaluation requirements or deadlines in writingthis Agreement shall not relieve the Chancellor of her duty to satisfactorily perform her duties or constitute a default by the District. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The 7.1 Each year each permanent employee covered by this Agreement shall be evaluated by his/her immediate supervisor, and such evaluation shall be set forth on the Classified Employee Performance Evaluation attached hereto as Appendix C. An employee who has had more than one (1) supervisor in the previous year shall have a terminal evaluation prepared at the time of a bargaining unit transfer, reassignment or promotion to another position. Each supervisor shall evaluate only for the time the employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitieswas under his/her supervision. B. For all bargaining unit employees, evaluations 7.2 Nothing herein shall consist of formal and informal observation of bargaining unit prohibit the District from evaluating an employee workmore often than yearly if the District determines that such evaluation may result in improvements in the employee's performance. Each bargaining unit An employee will serving a six (6) month probationary period after initial hire or after promotion shall be evaluated at least once every three the end of two (32) yearsmonths, four (4) months, and five and one-half (5-1/2) months of such probationary period. 7.3 The evaluation shall be discussed with the employee by the evaluator. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with evaluator changes the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations rating as a result of the work conference, a new evaluation form may be obtained from the District Human Resources Department. However, it is understood that the primary purpose of each bargaining unit such evaluations is to be constructive and to help the employee shall be conducted achieve or maintain at least a "meets expectations" level of performance. An employee has the right to respond in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then writing to his/her performance shall be deemed to be at least satisfactoryevaluation. C. For all bargaining unit 7.4 The performance appraisal system should communicate performance standards for the position and encourage growth and improvement of performance for the future. It is also understood that evaluation of an employee's performance should be an ongoing process, and the District supervisors shall discuss improvement needs with employees. If an employee receives an “NI” or “U” rating on any aspect of his/her performance evaluation, all evaluations shall be reduced to writing the evaluation must indicate the manner in which the employee is not meeting standards for the position; determine a “meets expectations” level of performance; and a copy given specified time period in which the employee is expected to show improvement. When it becomes apparent that an employee may receive an Unsatisfactory (U) annual rating in any performance factor, prior to giving the bargaining unit employee such a rating, the immediate supervisor and the employee shall meet to discuss the employee’s deficiencies and recommendations for improvement. If dissatisfied with a “U” rating, an employee may request a review, within ten (10) working days of the performance evaluation conference conference, at the next higher administrative level. 7.5 Non-compliance with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be procedures set forth in specific termsthis article may be the subject of a grievance pursuant to the Grievance Article of this Agreement, as but nothing herein shall identification be considered to make the content of any evaluation subject to such grievance procedure. 7.6 Employees who are in their probationary period or who received an “NI” or “U” on any performance rating in the most recent performance evaluation must complete the Classified Employee Self-Evaluation (Appendix D). Completion of the specific ways in which the bargaining unit employee Classified Employee Self-Evaluation is to improve, and of the assistance to be given by the Employer towards that improvementvoluntary for all other employees. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. a. Contract Faculty Evaluation i. Commencing with his/her first contract, a contract faculty member shall be subject to formal evaluation in accordance with this Article, to a maximum of two (2) separate evaluations per academic year. ii. Contract faculty evaluations will include all elements of a probationary regular faculty evaluation, excluding regular faculty service requirements, and will be consistent with the role of a contract faculty member. iii. Where a contract faculty member receives two (2) consecutive unsatisfactory evaluations in two (2) different semesters, he/she shall be terminated at the end of his/her existing contract. b. Regular Faculty Evaluation i. Probationary Regular Faculty (1) All evaluations during the probationary period shall be as follows: (a) A minimum of once per year, but (b) No more than twice per year with a minimum of sixty (60) days between and (c) The Responsible Administrator will give the faculty member a written evaluation report, after consultation with the current Selection Committee. The evaluation of a bargaining unit employee report shall explicitly state whether the faculty member is satisfactory or unsatisfactory. If the faculty member is found to be unsatisfactory for regular employment, then the evaluation report shall specify the deficiencies and shall make positive suggestions for each. The standards will be conducted determined by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesCollege. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee (2) The methods used to collect information will be evaluated at least once every three provided to the faculty member in writing before the evaluation process begins, and will include the following: (a) Written faculty member peer evaluation; (b) Written student evaluations (where applicable); (c) Written self-evaluation by the probationary faculty member; (d) Other methods agreed to by the Selection Committee and by the Responsible Administrator, in which case the probationary faculty member will be informed of such other methods in writing before the evaluation process begins; and (e) Written Responsible Administrator evaluation. (3) yearsThe peer evaluator will be appointed by the Responsible Administrator or designate (i.e., Chair/Coordinator of the DDP or Chair of the Selection Committee), after consultation with the probationary faculty member and the Chair/Coordinator of the DDP. The peer evaluator shall be a post-probationary regular faculty member. Where possible, the peer evaluator shall be from the DDP and shall not be a member of the Selection Committee. In selecting evaluators, course expertise and DDP needs must be considered. If the probationary faculty member raises in writing an allegation of bias or conflict of interest on the part of the peer evaluator, the existence of a reasonable apprehension of bias or conflict of interest will be determined by the Responsible Administrator. If a reasonable apprehension of bias or conflict of interest is found to exist, another peer evaluator will be appointed. (4) The probationary faculty member will be allowed to read and review the Evaluation Report. The faculty member will have five (5) working days in order to respond in writing to any errors or omissions. The Evaluation Report will then be discussed with the faculty member who will sign a copy indicating that the report has been seen. The faculty member can register agreement or disagreement with the report at this time. (5) Where an evaluation shows unacceptable workhas not been done, followthen it will be understood that a probationary or contract faculty member has received a satisfactory evaluation. ii. Post-up evaluations Probationary Faculty Member Developmental Evaluation Post-probationary faculty member developmental evaluation will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods terms and conditions of time that accurately samples the bargaining unit employee’s work. All formal observations Letter of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactoryUnderstanding #10 Post-Probationary Faculty Member Developmental Evaluation. C. For all bargaining unit employeesc. Access to Information in the Evaluation File Upon request, all evaluations the faculty member shall be reduced to writing and receive a copy given to the bargaining unit employee within ten (10) days of all written evaluations. The originals of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which materials shall be attached forwarded to the file copy office of the evaluation Associate Vice President, Human Resources, who will determine the final disposition of such materials in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, accordance with College policy and of the assistance to be given by the Employer towards that improvementlegal requirements. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. 11.01 The Employer and the Association agree that the purpose of evaluating teaching is the improvement of instruction. Course outlines, course descriptions, pedagogical tools developed, student course evaluations, years of teaching experience and material contained in the Academic and Professional Services Dossier all form part of the teaching evaluation of process. 11.02 Any part-time faculty member has the right to request a bargaining unit employee will consultation with the Centre for Teaching and Learning or the offices responsible for conducting teacher training, and to receive assistance in teaching effectiveness. 11.03 Course evaluations shall be conducted by an administratorthe Department/Unit through the Centre for Teaching and Learning. The administrator may seek results shall be given to the part- time faculty member and the Department Chair/Unit Head only. The use of evaluations shall be limited to the aggregate statistical information provided and used in a manner consistent with Article 11 and Article 12 of the Agreement. Only the part-time faculty member shall have access to the written input from comments contained within the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesevaluations. Written comments provided by students on course evaluations shall continue to be disseminated in typed-format by the Centre for Teaching and Learning. B. For a) Course evaluations cannot be used as a ground for refusing to allocate a part-time contract unless the Department Chair/Unit Head has sufficiently notified a part-time faculty member of her/his previous difficulties in teaching. b) Notification of teaching difficulties shall be based on the same criteria used to assess quality teaching for all bargaining unit employees, other part-time faculty members of faculty in a Department/Unit. c) The use of evaluations shall consist include the five (5) most recent years of formal course evaluations for part-time faculty members with more than ninety (90) credits of seniority and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every the three (3) yearsmost recent years of evaluations for part-time faculty members with less than ninety (90) credits of seniority. d) In case of a grievance, results specified in Article 11.03 (b) and (c) shall also be provided to the Association. If the evaluation shows unacceptable work, follow-up Results of any course evaluations will be conducted made available to the Association by the Centre for Teaching and Learning or the offices responsible for teaching evaluations if these are required as per Article 13 of this Collective Agreement. 11.04 The parties agree that course evaluations involving team taught courses simultaneously are not a valid measurement of an individual part-time faculty member’s teaching performance. In cases where team taught courses are taught by different members of faculty and in accordance with which a fixed number of classes is assigned to each member of faculty, each part-time faculty member involved in the administrator’s improvement plan. Observations team taught course will receive a separate teaching evaluation. 11.05 Evaluation results for courses in new programs or the introduction of a new pedagogical form shall not be used for re-hiring or disciplinary purposes until such time as teaching expectations, responsibilities, and/or performance criteria for such courses and programs are clearly elaborated and specifically communicated to a part-time faculty member. 11.06 The parties agree that caution shall be employed in the exclusive use of current course evaluations. The Employer and the Association agree to arrive at an understanding involving: a) the design and content of course evaluations throughout the University; b) equity in the use of course evaluations for periods all members of faculty who teach; c) sound methodological and statistical measurements for the validity and reliability of variables used in course evaluations; d) the development of course evaluations, as far as possible University- wide, which distinguish several variables: teaching performance, course content, student commitment, frequency of response, etc.; and e) the establishment of criteria for minimal teaching performance the next time that accurately samples course evaluations are reviewed. 11.07 Course evaluations cannot be used as a ground for refusing to allocate a part-time contract if new procedures and/or methods in evaluating teaching performance have been altered without the bargaining unit employee’s work. All formal observations prior agreement of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactoryparties. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given 11.08 Prior to the bargaining unit employee within ten (10) days implementation of any changes in the evaluation conference with method of evaluating teaching performance other than those specified in Article 11 by the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable workCentre for Teaching and Learning, the reasons therefore shall be set forth Employer and the Association agree to collaborate in specific termsthe development of any new form or method for assessing teaching performance. These new methods, as shall identification of the specific ways in which the bargaining unit employee is to improveprocedures, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which or content shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed criteria for teaching performance specified in the bargaining unit employee’s personnel fileArticle 11.06. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. 9.1 The primary objective of the evaluation procedure is to assess and improve the educational services being provided to the District's students by unit members and to assist unit members in improving their professional skills in identified areas of a bargaining unit employee will needed improvement. While evaluation procedures may, in individual instances, be conducted by an administrator. The administrator used in disciplinary/discharge proceedings for evidentiary purposes, such use is not the principle objective of evaluation procedures contained in this Article, and such disciplinary proceedings may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesbe undertaken independently of evaluation procedures. B. For all bargaining 9.1.1 The District retains sole responsibility for the evaluation and assessment of performance of each unit employeesmember, evaluations subject only to the procedural requirements of this Article. Accordingly, no grievance arising under this Article shall consist challenge the substantive judgment of formal the evaluator or District, and informal observation any grievance arising under this Article shall be limited to a claim that the procedures of bargaining unit employee work. this Article have been violated. 9.1.2 Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations member shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactoryhave one evaluator. C. For all bargaining unit employees, all evaluations shall be reduced to writing 9.1.3 The Bargaining Unit Member Evaluation Form and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which Classroom Observation Form shall be attached to the file copy this Agreement (See Appendices G and H). 9.1.4 All bargaining unit members are entitled to due process. 9.2 Peer/Self Evaluation 9.2.1 No later than October 1 of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable workyear, the reasons therefore administrator and the evaluatee shall reach agreement on participation in self- evaluation. 9.2.2 The administrator may decline to approve a proposed peer/self evaluation arrangement. The administrator’s reasonable judgment in declining to approve such an arrangement shall not be set forth in specific terms, as shall identification subject to the grievance and arbitration procedures under this Agreement. 9.2.3 By November 1 of the specific ways evaluation year, unit members eligible for peer/self evaluation shall confirm in which writing with the bargaining unit employee is to improve, and of administrator the assistance to be given by the Employer towards that improvement. D. Following each formal peer/self evaluation of bargaining unit employee, plan which shall include at least the following: (1) evaluative techniques; (2) areas to be evaluated; and (3) a conference with timeline for completing the evaluatorpeer/self evaluation process. 9.2.4 Unit members who participate in the peer evaluation component of peer/self evaluation may terminate the process at their discretion not later than sixty (60) days before the last scheduled school day. Upon such termination, the bargaining unit employee member evaluatee shall sign and be given complete a copy self- evaluation not later than forty-five (45) days before the last scheduled school day. 9.2.5 If the peer/self evaluation is conducted within the mutually agreed upon time frame, the administrator’s approval of the final evaluation report prepared by the evaluatorshall not be unreasonably withheld. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents Where approval of the evaluation. A bargaining final evaluation under a peer/self evaluation is withheld, the administrator may request that the unit employee member address any deficiencies in the peer/self evaluation documentation presented for approval, or the administrator may submit additional comments elect to conduct a separate evaluation of the unit member, notwithstanding any Article 9 time limits to the written contrary. 9.2.6 The evaluation if heof unit members shall not include the use of publishers’ norms established by standardized tests (See Ed. Code section 44662). 9.2.7 The personal notes of unit members involved in a peer/she so desires. All written evaluations are to self evaluation cycle shall not be placed included in the bargaining unit employeemember’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations Unit adjunct faculty I shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once in the manner prescribed in all applicable sections of the Faculty evaluation Handbook. Unit adjunct faculty I who have taught six (6) semesters or more shall be evalu- ated every three two (32) years. Unit adjunct faculty I who have taught two (2) to five (5) semesters shall be evaluated annually. If the faculty member teaches in multiple modalities, the ▇▇▇▇ may choose the modality to be evaluated; the faculty mem- ber will choose the course. At the ▇▇▇▇’▇ discretion or upon recommendation of the evaluator(s), the ▇▇▇▇ may waive an evaluation shows unacceptable workcycle. At the ▇▇▇▇’▇ discretion or upon recommendation of the evaluator(s), followone ad- ditional evaluation may be performed annually by the ▇▇▇▇ or designee. Prior to an additional evaluation, the ▇▇▇▇ will discuss the reasons with the unit adjunct faculty I member and an Association representative (at the unit adjunct faculty I member’s option). At the ▇▇▇▇’▇ discretion, unit adjunct faculty I may be evaluated for each new course delivered. The ▇▇▇▇ shall request from the Instructional Coordinator a list of qualified per- sons to serve as evaluators. the list may be drawn from Instructional Coordinators, Program Directors, administrative designees, and/or UAF II, full-up time faculty or other qualified individuals within the discipline or a related discipline. The deans shall assign evaluators from that list. evaluations will be conducted in accordance performed by one of the following: 1. Faculty member (or two (2) faculty members, if requested by the evaluating faculty member or instructional coordinator). 2. the ▇▇▇▇ or ▇▇▇▇’▇ designee. 3. Other qualified individual (for example a retired faculty member). the evaluation procedure for unit adjunct faculty I shall include a classroom visita- tion with the administrator’s improvement planpre- and post-conferences and student evaluation of instruction. Observations student evaluations of instruction shall be completed for periods of time that accurately samples the bargaining unit employee’s workall sections taught. All formal observations of the work of each bargaining unit employee evaluative materials shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining ▇▇▇▇. each year the unit employee within ten (10) days of adjunct faculty I member will submit a self-assessment, includ- ing a professional growth plan, to the ▇▇▇▇/supervisor. the forms, procedure and deadlines for this evaluation conference with are specified in the administratorFaculty Evaluation Handbook. If an evaluator or the bargaining unit employee disagrees with the UAFI to be evaluated has a concern regarding an evaluation, he/she may submit confer with the ▇▇▇▇ prior to the next evaluation cycle, and, if neces- sary, the ▇▇▇▇ may participate in the evaluation process. the rate of pay for one full-time or UAFII faculty member to perform an evalua- tion of a written response which UAFI or non-unit adjuncts will be $125. However, if two faculty members perform the evaluation the rate of pay will be $150 for the evaluation process. Unit adjunct faculty I librarian and counselors shall be attached to evaluated in the file copy manner prescribed in all applicable sections of the Faculty evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvementHandbook. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. During each annual salary period the Board shall evaluate and assess in writing the performance of the Superintendent/Elementary Principal. Each such evaluation and assessment shall be reasonably related to the position description of the Superintendent/Elementary Principal. The Superintendent/Elementary Principal shall submit to the Board a format for such written evaluation and assessment of his performance within 60 days from the date that the Superintendent/Elementary Principal commences his duties. The evaluation format shall be reasonably objective and shall contain at least the following evaluation criteria: a) Educational Program Planning, b) Relationship with the Board of Education, c) Personnel, d) Business and Financial Management, e) Community Relations, f) Individual Characteristics and g) Job Related Characteristics. The evaluation format shall provide for a rating system such that the Board individually or collectively may indicate whether the performance of the Superintendent/Elementary Principal is very competent, satisfactory, needs improvement or unsatisfactory, both as to overall performance and as to the specific criteria set forth in the evaluation format. The Board shall meet and discuss the evaluation format with the Superintendent/Elementary Principal and attempt in good faith to agree on the development and adoption of a bargaining unit employee will be conducted by mutually agreeable evaluation format. In any event, the Board shall adopt an administratorevaluation format within 120 days from the date that the Superintendent/Elementary Principal commences his duties and shall evaluate the Superintendent/Elementary Principal as of December prior to the expiration of each annual salary period provided in the Contract. In the event the Board individually or collectively, determines that the performance of the Superintendent/Elementary Principal is unsatisfactory in any respect, it shall describe in writing in reasonable detail, indicating specific instances where appropriate, of such unsatisfactory performance. The administrator may seek evaluation shall include recommendations as to areas of improvement in all instances where the Board deems performance to be unsatisfactory and all other instances where the Board deems such to be necessary or appropriate. A copy of the written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given delivered to the bargaining unit employee within ten (10) days of Superintendent/Elementary Principal and the evaluation conference with Superintendent/Elementary Principal shall have the administrator. If the bargaining unit employee disagrees with right to make a written response to the evaluation, he/she may submit a written response both of which shall be attached become a permanent attachment to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that heSuperintendent/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employeeElementary Principal’s personnel file. E. In . Within 30 days from delivery of each written evaluation to the event a bargaining unit employee is not continued in employmentSuperintendent/Elementary Principal, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation Board shall meet with the Association prior Superintendent/Elementary Principal to implementationdiscuss the evaluation.

Evaluation. The COP ESD Board of Education and the COP ESD Federation of Teachers recognize the importance and value of a procedure for assisting and evaluating the progress and success of both newly employed and experienced employees. Therefore, the following procedure has been agreed to in an effort to accomplish these goals. A. The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit work of all professional employees having instructional responsibilitiesis the responsibility of the COP ESD administration. B. For Work performance of all bargaining unit employeesancillary [note: defined elsewhere in agreement] employees may be evaluated in writing at least once a year, evaluations and no later than May 1 of each year. Failure to file a written evaluation by June 30 shall consist be evidence of formal and informal observation of bargaining unit employee workeffective job performance. Each bargaining unit employee will Probationary ancillary employees shall be evaluated at least once every three (3) years. If a year for the evaluation shows unacceptable work, follow-up evaluations will first two years of employment; the probationary period may be conducted in accordance with extended until the administrator’s improvement plan. Observations shall be for periods employee receives a ranking of time that accurately samples the bargaining unit employee’s work. 'effective' on two consecutive evaluations. C. All formal work performance observations of the work of each bargaining unit employee ancillary employees, when applicable, shall be conducted in person openly and with the full knowledge of the bargaining unit employee. If  Evaluations shall be conducted by an administrator(s) familiar with the employee’s role.  Second or supporting observations may be performed by an administrator or outside consultant familiar with the work being evaluated.  In addition, information may be obtained from parents, principals and other school staff having direct knowledge of service delivery. D. Evaluations will be based on supportable, identified criteria which pertain to job performance. A copy of the written evaluation shall be submitted to the ancillary employee at the time of the evaluation or within ten days thereafter, and the employee shall have the opportunity to review the evaluation report and to add a statement of disagreement if such disagreement exists. E. A process for the evaluation of ancillary employees shall be developed cooperatively between the COP ESD administration and representative(s) of the bargaining unit unit. A tool for the evaluation of ancillary employees of the various disciplines shall be developed cooperatively between the COP ESD administration and representative(s) of the discipline being evaluated. F. Each evaluation of an ancillary employee is not evaluated as provided in this Section, then shall be followed by a personal conference between the employee and his/her performance shall be deemed to be at least satisfactoryevaluator for the purposes of clarifying the written evaluation report. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. G. If an administrator believes a bargaining unit employee is doing unacceptable workevaluator finds an ancillary employee’s performance lacking, the reasons therefore shall be set forth in specific terms, as writing. The employee shall identification of be offered positive and constructive assistance via an Individual Development Plan (IDP) in an effort to resolve the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvementproblem or deficiency. D. Following each formal ▇. Each ancillary employee upon his/her employment shall receive a copy of his/her job description and the evaluation of bargaining unit employeeform, which shall include a conference be discussed with the evaluator, the bargaining unit employee shall sign and be given a copy of him/her. I. Information from the evaluation report prepared by will be used, as appropriate, in developing the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents annual PD goals. J. No material of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to an evaluative nature will be placed in the bargaining unit employee’s personnel filefile without full knowledge of that employee. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations Unit adjunct faculty I shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once in the manner prescribed in all applicable sections of the Faculty Evaluation Handbook. Unit adjunct faculty I who have taught six (6) semesters or more shall be evalu- ated every three two (32) years. Unit adjunct faculty I who have taught two (2) to five (5) semesters shall be evaluated annually. If the faculty member teaches in multiple modalities, the ▇▇▇▇ may choose the modality to be evaluated; the faculty mem- ber will choose the course. At the ▇▇▇▇’▇ discretion or upon recommendation of the evaluator(s), the ▇▇▇▇ may waive an evaluation shows unacceptable workcycle. At the ▇▇▇▇’▇ discretion or upon recommendation of the evaluator(s), followone ad- ditional evaluation may be performed annually by the ▇▇▇▇ or designee. Prior to an additional evaluation, the ▇▇▇▇ will discuss the reasons with the unit adjunct faculty I member and an Association representative (at the unit adjunct faculty I member’s option). At the ▇▇▇▇’▇ discretion, unit adjunct faculty I may be evaluated for each new course delivered. The ▇▇▇▇ shall request from the Instructional Coordinator a list of qualified per- sons to serve as evaluators. The list may be drawn from Instructional Coordinators, Program Directors, administrative designees, and/or UAF II, full-up evaluations time faculty or other qualified individuals within the discipline or a related discipline. The deans shall assign evaluators from that list. Evaluations will be conducted in accordance performed by one of the following: 1. Faculty member (or two (2) faculty members, if requested by the evaluating faculty member or instructional coordinator). 2. The ▇▇▇▇ or ▇▇▇▇’▇ designee. 3. Other qualified individual (for example a retired faculty member). The evaluation procedure for unit adjunct faculty I shall include a classroom visita- tion with the administrator’s improvement planpre- and post-conferences and student evaluation of instruction. Observations student evaluations of instruction shall be completed for periods of time that accurately samples the bargaining unit employee’s workall sections taught. All formal observations of the work of each bargaining unit employee evaluative materials shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining ▇▇▇▇. Each year the unit employee within ten (10) days of adjunct faculty I member will submit a self-assessment, includ- ing a professional growth plan, to the ▇▇▇▇/supervisor. The forms, procedure and deadlines for this evaluation conference with are specified in the administratorFaculty Evaluation Handbook. If an evaluator or the bargaining unit employee disagrees with the UAFI to be evaluated has a concern regarding an evaluation, he/she may submit confer with the ▇▇▇▇ prior to the next evaluation cycle, and, if neces- sary, the ▇▇▇▇ may participate in the evaluation process. The rate of pay for one full-time or UAFII faculty member to perform an evalua- tion of a written response which UAFI or non-unit adjuncts will be $125. However, if two faculty members perform the evaluation the rate of pay will be $150 for the evaluation process. Unit adjunct faculty I librarian and counselors shall be attached to evaluated in the file copy manner prescribed in all applicable sections of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvementFaculty Evaluation Handbook. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. Section 1 Teacher evaluation A. The Tenured teachers will be evaluated once per year prior to April 1. Non- tenured teachers will be observed at least once for the purposes of evaluation of prior to December 15. After the observation, a bargaining unit employee meeting will be held with the teacher and the observation results will be shared in a written report. Non-tenured teachers’ evaluations will be completed prior to May 1. Tech Dept 9/20/17 9:18 AM Deleted: the following procedures, Tech Dept 9/20/17 9:18 AM Deleted: n Tech Dept 9/20/17 9:19 AM Tech Dept 9/20/17 9:19 AM Tech Dept 9/20/17 9:19 AM Negotiated Agreement Between Wrangell Teachers’ Association & School Board Page#22 B. Evaluations should be conducted by an the teacher's supervising administrator, or by mutual agreement between the teacher and the supervisor, another District administrator. Non-tenured and tenured teachers will complete a self-evaluation prior to their evaluation. The teacher evaluation must be signed by the administrator may seek written input from or the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with evaluator if other than the administrator’s improvement plan. Observations shall be for periods of time , and by the teacher acknowledging that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the post-evaluation conference with was held and that the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy teacher is aware of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. . C. A bargaining unit employee person may submit additional comments not conduct an evaluation under this section unless the person holds a type B certificate or is a site supervisor/administrator under the supervision of a person with a type B certificate, is employed by WPS as a supervisor and has completed training in the use of WPS’ teacher evaluation system. D. The superintendent will consider input from a variety of sources (i.e. faculty, site advisory committees, etc.) when making changes to the written teaching evaluation if he/she so desiresdocument. All written evaluations are to Teachers will be placed informed of any changes in the bargaining unit employee’s personnel fileteaching evaluation document or procedures and then changes will be included in teacher evaluation training. E. In Post evaluation conferences between the event a bargaining unit employee is not continued in employment, the employer teacher and his/her evaluator will advise the bargaining unit employee be held within five working days following completion of the specific reasons therefore in writingevaluation observations. Any meeting involving evaluation may include advocates from either side. F. Bargaining unit employee All monitoring or observation of the professional performance of a teacher for purposes of evaluation forms shall be conducted openly and with full knowledge of the teacher. It should be clear to all that monitoring or observation of the professional performance is done all year long by the supervisor. G. The teacher evaluation will be developed considered confidential between the teacher, the teacher's designee, the administrator, the superintendent, and the Board except as allowed by statute or regulation. Negotiated Agreement Between Wrangell Teachers’ Association & School Board Page#23 Tech Dept 9/20/17 9:26 AM H. Should a tenured teacher’s evaluation reveal significant deficiencies in the District performance standards, the evaluator will inform the teacher in writing of the teacher’s specific deficiencies and develop, in consultation with the Association prior teacher, a written plan for improvement for the specific deficiencies. The plan of improvement will include clear and specific performance expectations for the teacher, including how the specific expectations will be evaluated. The plan for improvement will also include suggested ways for improving the teacher’s performance. The plan of improvement will extend for a time frame of not less than 90 workdays or more than 180 workdays unless a shorter period of time is mutually agreed upon in writing by the teacher and evaluator. I. During the set time of the plan of improvement, the evaluator will observe the tenured teacher twice a month. Conferences will be held twice a month or by mutual consent, may be reduced to implementationa minimum of two (2) total. On each occasion the evaluator must meet with the teacher in a post-evaluation conference within 5 working days or a written mutually agreed upon extension of time after the final observation. The evaluation must be signed by the evaluator and by the teacher acknowledging that a post-evaluation conference was held and that the teacher is aware of the contents of the evaluation.

Evaluation. A. 1) All UNDP Programmes and Projects are evaluated in accordance with UNDP Evaluation Policy. UNDP and TNC will jointly agree on the purpose, use, timing, financing mechanisms and terms of reference for evaluating a Project including an evaluation of its Contribution to an outcome which is listed in the Evaluation Plan. UNDP shall commission the evaluation, informing de Government of Mexico, and the evaluation exercise shall be carried out by external independent evaluators. 2) Monitoring, review, and evaluation: 1. TNC and UNDP will promptly inform each other about any condition/event/situation which interferes or threatens to interfere with the successful implementation of any activity financed in full or in part by this contribution. 2. UNDP will be responsible for the monitoring and regular review of activities carried out under this Agreement. For activities under this Subaward, the cost of monitoring and review will constitute an allowable cost. 3. The evaluation of a bargaining unit employee programs hereunder will be conducted subject to the provisions of the UNDP’s evaluation policy and procedures as from time to time approved or amended by an administratorthe UNDP’s Executive Board/Head or governing body, if applicable. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist costs of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, followany program-up level evaluations will be conducted included in the program budget and will constitute an allowable cost. 4. Unless otherwise decided by the UNDP’s Executive Board/Head or other governing body, final evaluation reports and management responses, as applicable, are publicly disclosed by the recipient in accordance with UNDP rules and procedures governing public disclosure of evaluations, UNDP will forward without delay to TNC any review or evaluation report pertaining to the administratoractivities funded under this agreement, or it will inform TNC that such report is available at the UNDP’s improvement planwebsite. 5. Observations shall be UNDP will each year, pursuant to its’ own regulations, rules, policies, and procedures, inform TNC about the schedule for periods reviews and evaluations planned for the following twelve (12) months, insofar as they concern activities funded under the Contribution. 6. The foregoing provisions regarding evaluation of time projects funded under this Project will not preclude that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person TNC may, separately or jointly with USAID and with prior written notice to UNDP, take the full knowledge of the bargaining unit employee. If initiative to evaluate or review its cooperation with UNDP under this agreement, with a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed view to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing determining whether results are being or have been achieved and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluatorresources have been used for their intended purposes. In no case shall the bargaining unit employee’s signature be construed furtherance of such a review, UNDP agrees to mean allow access for site visits by TNC, USAID and/or its agents as necessary. It is understood that he/she necessarily agrees with the contents such evaluation or review will not constitute a financial, compliance, or other audit of the evaluationany programs, projects, or activities funded under this agreement. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written Costs of such evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms or reviews will be developed in consultation with the Association prior to implementationborne by TNC, unless otherwise agreed.

Evaluation. A. The District shall prepare and issue at least one evaluation report annually regarding the work performance of an employee. The report shall be based upon at least one classroom observation. If an employee is not assigned to a bargaining unit employee classroom, the observation will be conducted by made in an administratorappropriate job related setting. The administrator may seek written input from the instructional leader(s) when Administration shall have sole responsibility of evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee the employee. The Administration shall propose and issue the report(s). At least one report shall be conducted in person and with issued on or before May 1. 15.1 Seniority is the full knowledge length of service within the District measured from the employee's date of hire. A probationary employee is considered to be without seniority until the end of the bargaining unit employee's probationary period. 15.2 Layoff shall be defined as a reduction in the work force occasioned by reasons other than voluntary termination or (disciplinary) discharge of employees. Circumstances at cause for a reduction in force shall be a cut in school funding by action of the legislative body causing the elimination of one or more positions, or the termination or change of a SPED IEP calling for the assignment of an employee. 15.3 The Board shall provide any employee to be laid off at least thirty- (30) day’s notice of the layoff. An exception to such notice may occur in circumstances relating to SPED. 15.4 If a bargaining unit layoff is necessary the least senior employee is not evaluated as provided in this Section, then his/her performance (s) affected shall be deemed to laid-off…least senior employees first. In cases where an employee has a specialized skill called for in an IEP, seniority will not be at least satisfactorycriterion. C. For all bargaining unit 15.5 The Board shall prepare, deliver and post in a conspicuous place to the employees, all evaluations shall be reduced to writing and on a copy given to semi- annual basis, a seniority list for the bargaining unit employee within ten (10) days of the evaluation conference with the administratorunit. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which The Board shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given also deliver a copy of the evaluation report prepared by seniority list to the evaluatorCESPA President. In no case Such notification shall be made during the months of September and March. The Association shall review the list and bring to the Board's attention any errors therein or omissions there from within thirty (30) days of its receipt. 15.6 An employee upon termination, resignation, or retirement shall lose seniority. Upon transfer to a non-bargaining unit position, an employee's seniority shall be suspended, subject to renewal when the employee returns to a position within the bargaining unit employee’s signature unit. This option will last for twelve 15.7 Employees shall be construed eligible for recall for up to mean that he/she necessarily agrees with twelve (12) months. Employees shall be recalled in reverse order of layoff. No new employee shall be hired to a vacant position(s) unless laid off employees have been given the contents opportunity for recall. It is the responsibility of the evaluation. A bargaining unit employee may submit additional comments to inform the written evaluation if heDistrict when she/she so desires. All written evaluations are he no longer wishes to be placed in eligible for recall. It is the bargaining unit employee’s personnel fileresponsibility of the District to keep the employee informed of her/his current status. E. In the event a bargaining unit employee is not continued 15.8 Laid off employees shall be given priority consideration for substitute positions in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.their classification. ARTICLE SIXTEEN INTENT TO NEGOTIATE

Evaluation. The purpose of evaluation shall be to improve the performance of personnel. A. All high school (9-12) head and assistant coaches will be evaluated by the District Athletic Director. The District Athletic Director will seek authentic participation by the head coach in the evaluation of a bargaining unit employee assistant coaches. B. All junior high school (7-8) coaches will be evaluated by the District Athletic Director. The Athletic Director will seek authentic participation by the head coaches in the evaluation of junior high school coaches. C. Evaluation of staff performing other activities which do not fall under the purview of the Athletic Director will be conducted by an administratorthe building principal or his/her designee or the program supervisor. D. Where a conflict of interest exists, the principal will be the evaluator. ▇. The administrator may seek written input from coach/advisor evaluation form will be found in Appendix B. Evaluation forms must be given to and signed by the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesemployee. Copies of coaching/activity evaluations shall be part of the employee's personnel file. All coaches shall be formally evaluated every year. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee F. All head coaches will be evaluated provided District athletic program philosophy and expectations by the Athletic Director at least once every three (3the beginning of each season. Head coaches are responsible for reviewing this information with all assistant coaches and volunteer coaches in the program. G. In the event the Athletic Director determines that a coach or advisor has a performance deficiency identified as a problem area(s) yearson an evaluation, the Association, the Athletic Director and the employee shall develop a mutually agreeable written plan designed to improve the employee’s effectiveness in the problem area(s). When developing a plan of improvement, consideration should be given to using the services of available personnel to work with the employee in improving his/her performance. If the evaluation shows unacceptable workAssociation, follow-up evaluations the Athletic Director and the employee are unable to agree on a mutually acceptable plan, the Athletic Director shall prepare and deliver the plan to the employee. The plan of improvement will be conducted attached to the evaluation. The plan of improvement may be implemented by the Athletic Director during the sports season, provided that in accordance with such instances where the administrator’s improvement plancoach is placed on such a plan during the season the coach is to be given a reasonable opportunity to demonstrate improvement. Observations Reasonable opportunity shall generally be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed considered to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days half of the evaluation conference with the administratorsports season. If a coach is placed on a plan of improvement and does not demonstrate adequate improvement the bargaining unit employee disagrees with district may determine not to issue the evaluation, he/she may submit coach a written response which shall be attached contract for the following school year. The intent of this paragraph is to provide a process for the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable workAssociation, the reasons therefore shall be set forth in specific termsAthletic Director and the employee to work together to improve coaching skills, as shall identification of the specific ways in which the bargaining unit employee is to improve, abilities and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluationknowledge. A bargaining unit employee may submit additional comments plan of improvement is neither appropriate nor necessary to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel fileaddress misconduct. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation of Process a. Prior to the Initial Conference, a bargaining unit employee member will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist notified of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance primary evaluator. A unit member in a split assignment may request additional observations by a secondary evaluator. The primary evaluator may also request that the secondary evaluator conduct observations. In either case cited above, each additional observer will be limited to two (2) observations. These observations shall be deemed transmitted to the primary evaluator and become part of the evaluation. b. Occupational Therapists and School Psychologists shall be evaluated by the Director of Special Education or Coordinator of Special Education. c. Initial Conference – Evaluation Criteria By the 10th day of the school year (not including staff development days) in which the evaluation is to take place, the evaluator and the unit member(s) shall meet and discuss the standards and methods (including other agreed upon alternative evaluation methods agreed to by HEA and the District) upon which evaluation is to be at least satisfactory. C. For all bargaining unit employeesbased. This meeting may be held in a group setting, all evaluations and shall be reduced to writing and a copy given take place prior to the bargaining unit employee within individual meetings to agree on the evaluation worksheet. No earlier than ten (10) instructional days or later than forty (40) instructional days after the beginning of the evaluation conference with school year, or when the administratorevaluatee began his or her work year at that site, the evaluatee and the evaluator shall review the Standards for the Teaching Profession, the necessary support requirements, and any related exceptional circumstances and conditions. If the bargaining unit employee disagrees with evaluatee and the evaluator agree on the standard(s) to be used in the evaluation, he/she may submit they shall sign the worksheet, or the worksheet as amended, and a written response which copy shall be attached kept by each. If agreement on the worksheet is not reached at this meeting, the evaluatee shall be given, upon request, five (5) days to review the file copy of worksheet to determine whether to sign the worksheet or declare an impasse. Any impasse regarding the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore worksheet shall be set forth in specific terms, as shall identification of resolved by the specific ways in which HEA President or the bargaining unit employee is to improveHEA designee from the appropriate District Curriculum Council, and the Assistant Superintendent of the assistance to be given by the Employer towards that improvementHuman Resources or designee. D. Following each formal evaluation of bargaining unit employee, which d. Review Conference – (Only for Employees Not Meeting Standards) The primary evaluator shall include conduct a conference with within the evaluator, first fifteen (15) instructional days for any unit member who was marked “Partially Meets Standards” or “Does Not Meet Standards” for the bargaining unit employee shall sign and be given a copy of previous year or the evaluation report prepared by equivalent language from the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel fileprior year. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation Each school year, the Governing Board shall evaluate, in writing, the performance of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesSuperintendent/Principal consistent with this Contract. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the The evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods related to the duties and responsibilities of time that accurately samples Superintendent/Principal as set forth in Article III, the bargaining unit employee’s work. All formal observations of goals and objectives established by the work of each bargaining unit employee shall be conducted Governing Board and Superintendent/Principal as set forth in person Article VI, and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactoryapplicable law and Governing Board policy. C. For all bargaining unit employees00231007 2 The final format, all evaluations procedures, and goals of Superintendent/Principal's evaluation shall be reduced to writing and a copy given to established by the bargaining unit employee within ten (10) days Governing Board with the collaboration of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, heSuperintendent/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, Principal and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference Superintendent/Principal's self-evaluation. The Governing Board may revise the format and procedure in subsequent school years. The Governing Board shall provide Superintendent/Principal with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by instrument and discuss with him/her the evaluatorprocedure to be used on or before September l of the school year in which Superintendent/Principal is to be evaluated. D. The evaluation format shall be reasonably objective and may contain, but not limited to, the following evaluation areas: • relationship with the Governing Board • relationship with the community • curriculum and instructional leadership • business and operations services leadership • staff and personnel relationships • personal qualities and development • educational results • overall educational leadership The evaluation format shall provide for a rating system such that the Governing Board, individually and. collectively, may indicate whether the performance of Superintendent/Principal is: • outstanding • successfully completed • progressing acceptably • making little progress • unsatisfactory E. The Governing Board shall evaluate Superintendent/Principal in writing no later than May 31 of each full school year of the Contract. The evaluation shall assess both overall performance and the specific criteria set forth in the evaluation format. Superintendent/Principal shall remind the Governing Board of this requirement no later than the date of the last regular Governing Board meeting during the preceding March. A copy of the written preliminary evaluation shall be delivered to Superintendent/Principal no later than June 10 of the school year in which the evaluation is made. Before June 20 of the school year in which the evaluation is made, a meeting shall be held between Superintendent/Principal and the Governing Board to discuss the preliminary evaluation. Superintendent/Principal shall remind the Governing Board of this provision when the written preliminary evaluation is delivered to them pursuant to the preceding paragraph. 0023 I 007 2 Based upon the Governing Board's meeting with Superintendent/Principal pursuant to the preceding paragraph, the Governing Board may modify the preliminary evaluation. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents any event, a copy of the evaluation. A bargaining unit employee may submit additional comments final written evaluation shall be delivered to Superintendent/Principal no later than June 30 of the school year in which the evaluation is made, and Superintendent/Principal shall have the right to make a written response to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writingfinal evaluation. F. Bargaining unit employee If a majority of the Governing Board determines that the performance of Superintendent/Principal is unsatisfactory in any respect, the written report shall describe such unsatisfactory performance in reasonable detail. The evaluation forms will shall include recommendations for improvement of all instances where the Governing Board deems performance to be developed in consultation with the Association prior to implementationunsatisfactory.

Evaluation. A. The Board shall evaluate and assess the performance of the Superintendent at least annually during the term of this agreement. Within sixty (60) days of the commencement of each year of this Agreement, the Board and the Superintendent shall meet to discuss and reach agreement on the Superintendent’s goals for the year and the instrument to be used for the evaluation of a bargaining unit employee will the Superintendent, as such evaluation instrument may be conducted amended by an administratorthe Board from time to time as set forth below. Said evaluation and assessment shall be reasonably related to the goals and objectives of the District for the year in question. The administrator may seek written input from evaluation instrument shall be reasonably objective and shall contain at least the instructional leader(sfollowing criteria: educational leadership, organizational management, community and board of education relations, and personal and professional qualities and relationships. The Board shall meet and discuss any proposed amendment to the evaluation format with the Superintendent and attempt in good faith to agree on such amendment. The Board shall adopt an evaluation format within ninety (90) when evaluating bargaining unit employees having instructional responsibilitiesdays of the commencement of each year of this agreement. B. For all bargaining unit employeesThe Board shall evaluate the Superintendent prior to the expiration of each year during the term of this Agreement. At least thirty days prior to the Superintendent’s evaluation, evaluations the Superintendent shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If provide the Board a self-appraisal using the evaluation shows unacceptable workinstrument, followand the Board shall take this self-up evaluations will appraisal into account in conducting its evaluation of the Superintendent. Prior to preparing any written evaluation, the Board shall discuss the Superintendent’s performance with her in executive session unless the Superintendent requires that such discussion be conducted held in accordance with the administrator’s improvement planopen session. Observations A copy of any written evaluation shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given delivered to the bargaining unit employee Superintendent within ten (10) days of its completion, and the evaluation conference with Superintendent shall have the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may right to submit a written response to any such written evaluation which shall be attached become a permanent attachment to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employeeSuperintendent’s personnel file. E. C. In the event a bargaining unit employee that the Board determines that the performance of the Superintendent is not continued deficient in employmentany respect, it may describe any performance concerns in writing in reasonable detail, indicating specific instances where appropriate. In addition, the employer will advise the bargaining unit employee Board President may appoint a committee of not fewer than two (2) members of the specific reasons therefore Board to meet in executive session with the Superintendent and endeavor to assist the Superintendent in improving her performance as to such matters. Said committee may report to the full Board on its activities and the results thereof, either verbally or in writing, and a copy of any written report shall be provided to the Superintendent. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. 9.1 Evaluations shall be conducted for each bargaining unit member on existing performance appraisal forms and at intervals set forth in this section. The competence, skills and other job related characteristics of unit members are proper subjects for evaluation. However, prior to any evaluation, an attempt will be made to bring shortcomings to the attention of employees within ten (10) work days after the immediate supervisor becomes aware of the shortcoming. 9.2 Evaluation forms shall be completed for each probationary employee on or about the end of the 3rd, 6th and 11th month of his/her probationary period. The unit member shall sign the forms to indicate that he/she has read the evaluation of job performance. The evaluation forms must be completed within thirty days (30) of when they are due, unless the unit member and the Immediate Supervisor have agreed otherwise. Failure to meet this requirement shall entitle the unit member to an additional evaluation by a bargaining supervisor acceptable to the unit employee will members 9.3 Following the probationary periods a performance appraisal form shall be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated completed at least once every a year for each permanent unit member for a period of three (3) years; after the 3rd year, an evaluation shall be completed at least every other year. If By signing the performance appraisal form, the supervisor certifies that he/she has discussed any weakness or problems noted therein with the unit member. Step increases are based on satisfactory evaluation. 9.4 When there has been a significant change in job performances, the supervisor may undertake an interim evaluation. Any interim evaluation shall specify the areas to be improved, provide, where applicable, specific recommendations for improvement, and a time frame for accomplishment of established goals. 9.5 By signing the performance appraisal, the unit member does not signify that he/she has agreed or disagreed with the report. 9.6 Classified unit members shall be evaluated by the appropriate supervisor unless otherwise designated by the department head or administrator. 9.7 Evaluations shall be made in a conference between the unit member and his/her appropriate supervisor at which time they will discuss ways and means of improving greater efficiency and productivity. Together, they will analyze the unit member's strong points and areas in which improvement may be made. An attempt will be made to bring shortcomings to the attention of employees within a reasonable time after their occurrence. 9.8 A copy of the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with given to the administrator’s improvement planemployee at the conference. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit The employee shall be conducted in person and with the full will indicate his/her knowledge of the bargaining unit employee. If evaluation by signing the form. 9.9 The evaluation will be forwarded to the office of the Assistant Superintendent for Human Resources on the appropriate form. 9.10 Any employee who is dissatisfied with the performance evaluation he/she has received from the assigned administrator may request a bargaining unit review of the rating by the Assistant Superintendent, or designee, after it has been discussed with the original evaluator. 9.11 After the review, if the employee is not evaluated as provided in this Section, then his/her performance shall be deemed continues to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees dissatisfied with the evaluation, he/she may submit prepare a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit the- employee’s 's personnel file. E. In 9.12 Any derogatory materials placed in a unit member's personnel file and/or used in the event a bargaining evaluation process shall first be given to the unit employee is not continued member along with the opportunity to attach comments thereto. All unit members shall be afforded the opportunity to review their personnel files in employment, accordance with the employer will advise the bargaining unit employee pertinent section of the specific reasons therefore in writingEducation Code and to obtain copies thereof at cost. F. Bargaining 9.13 Evaluations cover specified periods ranging from three months to two years depending on the unit employee member being evaluated. However, it is intended that misconduct would be brought to the attention of the unit member soon after it is discovered by the District. 9.14 The parties agree to hold an advisory meeting on the operation and substance of the evaluation forms will article within thirty days of the signing of this Agreement. The parties shall be developed in consultation represented at the meeting with the Association prior understanding that any agreements reached shall be advisory only to implementationthe District and the Union.

Evaluation. A. The evaluation Superintendent of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from Schools shall evaluate the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist performance of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated the SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY at least once every three (3) yearsa year in performance of responsibilities and duties as the SCHOOL BUSINESS ADMINISTRATOR. If the Such evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee in writing, a copy shall be conducted in person provided to the SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY and with the full knowledge of SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY and Superintendent shall meet to discuss the bargaining unit employeefindings. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all The evaluations shall be reduced to writing based upon the goals and a copy given objectives of the district, the responsibilities of the SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY and such other criteria as the State Board of Education shall by regulation prescribe. The evaluation format shall be developed and approved by the Superintendent and the SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY annually. In the event that the Superintendent determines that the performance of the SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY is unsatisfactory in any respect, he shall describe in writing, in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include recommendations as to the bargaining unit employee within ten (10) days areas of improvement in all instances where the evaluation conference Superintendent deems performance to be unsatisfactory. The SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY shall have the right to counter with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written reaction or response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments This response shall become a permanent attachment to the written SCHOOL BUSINESS ADMINISTRATOR’S / BOARD SECRETARY’S PERSONNEL FILE. On or before June 30th of each year of this Employment contract, the SCHOOL BUSINESS ADMINISTRATOR / BOARD SECRETARY and the Superintendent shall meet to review the evaluation if he/she so desires. All written evaluations are format and to mutually determine the evaluation format to be placed used in the bargaining unit employee’s personnel filesubsequent school year. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation of Kansas Education Evaluation Protocol (KEEP) has been adopted by USD 353. The full document can be found at ▇▇▇.▇▇▇▇▇▇.▇▇▇ or a bargaining unit employee paper copy will be conducted available at central office upon request (Rev. 2- 2014) (Rev. 7/21/2015, 7-2017 Availability of Evaluation Document Board policy provides that evaluation documents shall be available to the Superintendent, Clerk of the Board, administrators under whose supervision the teacher works, the administrator who evaluates, the teacher, the building administrator under whose direct supervision the teacher will work, and others authorized by law. Appraisal of Personnel The building principal has the responsibility for appraisal of all teachers assigned to his/her building. Teachers assigned to more than one building may be appraised by both the principals and a supervisor or specialist. Special education teachers assigned full-time to any one building will be appraised by the principal in cooperation with the Director of Special Education. All traveling teachers have been assigned an administratorimmediate supervisor who will be responsible to do the appraising. All teachers shall be appraised at least the minimum as required by state law, but any teacher may be appraised as often as deemed necessary by the principal, the Superintendent, or the Board. Objectives of Appraisal The administrator may seek written input from specific objectives to be achieved with an appraisal program are to: A. Clarify the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities.performance expectations of the individual; i.e., make duties and responsibilities of the appraiser clearer; B. For Bring about a closer working relationship between the appraisee and appraiser; C. Make appraisal relevant to job performance; D. Establish improvement plans for the appraisee to follow; E. Maintain accurate records of all bargaining unit employees, evaluations shall consist appraisal conferences and other appraisee-appraiser contacts; F. Assess the effectiveness of formal job performance both by self-appraisal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If appraisal by the evaluation shows unacceptable work, appraiser; G. Conduct meaningful appraisal conferences directed toward improving performance; H. Establish appropriate ways for follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be of actions needed for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If further improvement; and I. Keep appraisal a bargaining unit employee is not evaluated as provided in this Sectiondynamic process, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improveassess its effectiveness periodically, and of the assistance to be given by the Employer towards that improvementrevise it as necessary. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee All faculty members will be evaluated at least once every year. All departmental evaluation plans shall provide for the inclusion of student and peer evaluation reviews for all faculty members during their first three (3) yearsyears after hire. If During a faculty member's fourth (4th), fifth (5th) and sixth (6th) year after hire, either the ▇▇▇▇ or Department Chairperson or both may require the inclusion of peer and/or student evaluative reviews in the annual evaluation. Following the sixth (6th) year after hire, peer and student evaluative reviews shall be included in the evaluation shows unacceptable workof all faculty members every third year, followsuch that the evaluative reviews are included in the evaluations of one-up third (1/3) of the faculty in a department each year. Student and peer evaluations will may be included in the annual evaluation of a faculty member on a more frequent basis by mutual agreement between the appropriate Academic ▇▇▇▇ and Department Chairperson. B. Such evaluations shall be conducted in accordance with the administrator’s improvement plan. Observations special criteria and procedures submitted by the departments and approved by the Evaluation Review Committee and which shall be for periods in conformity with other provisions of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactoryagreement. C. For all bargaining unit employeesSuch criteria and procedures will be submitted to a college-wide Evaluation Review Committee to be composed of three (3) faculty members elected by the faculty and three (3) administrators selected by the President of the College. The Evaluation Review Committee will be convened by the Vice President for Academic Affairs at the beginning of each academic year. At that initial meeting, all evaluations shall a Chairperson will be reduced to writing elected and a copy given to time frame for the bargaining unit employee within ten (10) days completion of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall review process will be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvementestablished. D. Following The criteria and procedures submitted to the Evaluation Review Committee by the departments will not become operative without the approval of said committee. Upon approval, they will be forwarded to the appropriate Academic ▇▇▇▇ and the Vice President for Academic Affairs. In case of an impasse regarding a department evaluation proposal by the Evaluation Review Committee, the Vice President for Academic Affairs will meet with a Faculty Association representative to resolve the impasse. E. The foregoing process must be completed by November 30 of each formal year. F. Thereafter, between February 1 and March 1 of every year, each faculty member will be evaluated on the basis of the criteria and procedures established by the foregoing process. G. Each evaluation will be submitted to the appropriate Academic ▇▇▇▇, for review and then will be filed in the faculty member's professional folder. H. Student Evaluation of Teaching. The results of any student evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations teaching are to be placed in the bargaining unit employeeregarded as but one source of information about a faculty member’s personnel fileteaching. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. Section A. The Evaluation of professional employees is the systematic procedure described in the State Evaluation documents entitled Framework for Evaluation and Professional Growth (Comprehensive Assessment, Focused Assessment, Special Groups State Model, Library Information Specialist Model); and Board documents entitled Assistant Principal Evaluation Process, Principal Review and Evaluation Process, and Employee Performance Evaluation Process. Employee Performance Evaluation Process is used for Administration. Section B. During the term of this Agreement any proposed changes in the above evaluation of a bargaining unit employee procedures will be conducted discussed with a professional employee evaluation committee established by an administratorthe Board. The administrator may seek written input from professional employee members of the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiescommittee appointed by the Board shall be made up of an equal number of representatives selected by the Association. B. For all bargaining unit employees1. All professional employees shall be informed of their evaluator(s), the general criteria, the administrative procedures, and the instrument(s) concerning professional evaluation. 2. Any written evaluation will be confidential and will be reviewed in private by the evaluator and the professional employee. 3. Written evaluations shall consist be based on information gathered openly during formal or informal observations and other general criteria referred to in Paragraph 1 of formal this section. 4. Written plans of development or competencies identified as needing improvement should have specific recommendations for improvement. These plans of development should include growth and informal observation of bargaining unit improvement objectives identified by the professional employee workand the immediate supervisor. Each bargaining unit employee These plans will be evaluated at least once every three (3) yearsdeveloped jointly by the professional employee and the immediate supervisor and will be approved and finalized by the immediate supervisor. Probationary teachers are to develop these plans in consultation with their principal, and may include if appropriate, their assigned mentor. 5. If a professional employee is assigned outside his/her job classification, the evaluator shall note this fact on the evaluation form. 6. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit professional employee disagrees with the evaluation, he/she the professional employee may submit a written response statement, which shall must be attached to all file copies. Professional employees evaluated outside their normal evaluation cycle will be given reasonable notice. 7. The professional employee and the file copy evaluator shall sign the evaluation form. The signature of the professional employee does not indicate approval of the evaluation in question. If an administrator believes a bargaining unit but only that the professional employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, has reviewed and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given received a copy of the evaluation at the meeting. Section D. The evaluation summative report prepared for tenured teachers rated unsatisfactory will be completed by March 15. All others will be completed by May 15. The principal is responsible for the evaluator. In no case final evaluation decision. Section E. Professional employees will be notified at least two working days in advance when their formal observation and evaluation will occur, if feasible and practical. Section F. Professional employee evaluations or professional employee evaluation procedures shall the bargaining unit employee’s signature not be construed to mean grievable or arbitrable except that he/she necessarily agrees with the contents alleged violations of the evaluation. A bargaining unit employee may submit additional comments to provisions of Section C of this Article 9 shall be grievable through the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee 3rd Step of the specific reasons therefore in writinggrievance procedure. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The It shall be the administration's responsibility to evaluate the performance of all bargaining unit members. In the event the evaluator is not a certified classroom teacher or has no experience in the area of evaluating classroom teacher performance, the administration will meet with the Association to discuss any concerns relative to the implementation of this Section and, as mutually determined to be appropriate, establish an alternate plan for implementation. B. Prior to any classroom observation, newly hired bargaining unit members will be apprised of the criteria upon which they will be evaluated. In the event the administration changes evaluation of criteria, all bargaining unit members will be notified. When a bargaining unit employee member is advised he will be conducted by an administrator. The administrator may seek written input from evaluated during a given school year, the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesmember may recommend a time for conducting the formal classroom observations. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation C. The following procedures will govern the evaluation of bargaining unit employee workmembers in addition to those requirements which may be set forth in the Michigan Teacher Tenure Act: 1. Each bargaining unit employee Tenured teachers will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up Such evaluations will be conducted in accordance with completed by March 30 where the administrator’s improvement planevaluation is less than satisfactory. Observations In the event the evaluation is satisfactory, the evaluation will be completed by May 15. 2. Probationary teachers shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted evaluated in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be writing at least satisfactoryonce a year. Such evaluations will be completed by March 30 or at least 60 calendar days prior to the teachers anniversary date if beginning employment during the school year. C. For all bargaining unit employees, all 3. Written evaluations shall be reduced to writing and a copy given submitted to the bargaining unit employee member within ten (10) working days of the evaluation conference with final observation. Upon request and within ten (10) working days following receipt of the administrator. If the bargaining unit employee disagrees with the principal's evaluation, he/she may submit a written response which the principal shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include arrange a conference with the evaluatorbargaining unit member to review the written evaluation. Bargaining unit members may attach a written reply to the evaluation within ten (10) working days after receipt of the evaluation. 4. To the extent that the evaluation is unsatisfactory, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to member will be placed on an individual development plan to assist him in remedying the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms deficient areas. The plan will be developed in consultation with the Association bargaining unit member. 5. To the extent the evaluation is unsatisfactory or areas are identified as needing improvement, the reasons will be identified and written suggestions will be made to assist the bargaining unit member. The next written evaluation shall indicate whether any previously noted deficiency has been corrected; that said deficiency still exists; or that same was not observed in which case, observation/evaluation of the deficient area will continue. 6. Tenured bargaining unit members not evaluated as set forth herein shall be considered to have performed satisfactorily. D. Documents of an evaluative and/or disciplinary nature shall first be signed and dated prior to implementationinserting same into the personnel file. A bargaining unit member's signature shall not be interpreted to mean that he necessarily agrees with the content, but shall be interpreted to mean that he has reviewed said material.

Evaluation. A. 1. All applicants who have successfully passed the written examination will be subject to a 360 evaluation. a. The 360 evaluation will consist of a series of topics used to determine the applicant’s ability to succeed as a supervisor. b. The evaluation of a bargaining unit employee topics will be conducted determined by the Sheriff and/or his designee along with the Union President and/or his designee and will be based on the knowledge, organizational skills, leadership, communication and interpersonal skills needed to be an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitieseffective supervisor. B. For all bargaining unit employees, evaluations shall c. The evaluation will consist of formal ten topics and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If scored on a scale of 1-10, with an option to not score each individual question if the subject completing the evaluation shows unacceptable work, follow-up evaluations deems they do not have enough knowledge and/or information available to accurately answer the question. There will be conducted in accordance with a space provided at the administrator’s improvement plan. Observations shall end of each question to allow a further explanation of their scoring. d. A total of 25 evaluations must be completed for periods of time that accurately samples the bargaining unit employee’s work. All formal observations each applicant. e. The Sheriff and/or his designee will be responsible for distributing up to 10 of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employeeapplicant’s evaluations, which shall include all of the applicant’s current supervisors, all detective bureau sergeants and any supervisor the applicant had for the past five years. i. If the Sheriff is unable to identify a conference with the evaluatortotal of 10 supervisors, the bargaining unit employee shall sign and remainder of evaluations will be given a copy distributed to persons of the applicant’s choosing. f. No evaluations will be completed by an immediate family member of the candidate. The term “immediate family member” shall be a person holding the following relationship to the employee, whether that relationship is natural, adoptive, step, ▇▇▇▇▇▇; or any other person related by blood or marriage who resides in the employee’s household, or whom the employee has been assigned legal responsibility: Spouse, Child, Parent, Sister, Brother, Grandparent, Daughter-in-law, Son- in-law, Parent-in-law, Sister-in- law, Brother-in-law, or Grandchild. g. No evaluations will be distributed to any persons who are currently a candidate in the promotional process. h. All evaluations will be distributed electronically to all parties required to complete the evaluation report prepared CC to the Union president. The evaluations will be collected by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents Office of the evaluation. A bargaining unit employee may submit additional comments to Sheriff, but will remain sealed until opened and tabulated in the written evaluation if he/she so desires. presence of the exam committee. i. All written evaluations are distributed will need to be placed in returned within 7 business days, to a locked central depository which will remain secured until opened by the bargaining unit employee’s personnel fileSheriff and/or his designee and the Union president and/or his designee to compile the evaluation results. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. ‌‌ 7.1 Each year each permanent employee covered by this Agreement shall be evaluated by their immediate supervisor, and such evaluation shall be set forth on the Classified Employee Performance Evaluation attached hereto as Appendix C. The Guidelines for Classified Employee Evaluation included in Appendix C must be followed to complete all evaluations. When there is a change in supervision, a transitional evaluation shall be prepared prior to the change. Each supervisor shall evaluate only for the time the employee was under their supervision. In the absence of a bargaining unit timely evaluation, employees shall be considered to have a ranking of at least Effective in all areas subject to the performance evaluation, except when an employee is on an extended leave, in which case their evaluation will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every done within three (3) yearsmonths of their return. 7.2 Nothing herein shall prohibit the District from evaluating an employee more often than yearly if the District determines that such evaluation may result in improvements in the employee's performance. An employee serving a six (6) month probationary period after initial hire or after promotion shall be evaluated at three (3) months and five and one-half (5-1/2) months of such probationary period. 7.3 The evaluation shall be discussed with the employee by the evaluator. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with evaluator changes the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations rating as a result of the work conference, a new evaluation form may be obtained from the District Human Resources Department. However, it is understood that the primary purpose of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee such evaluations is not evaluated as provided in this Section, then his/her performance shall be deemed to be constructive and to help the employee achieve or maintain at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced an “effective" level of performance. An employee has the right to respond to their performance evaluation in writing and a copy given to the bargaining unit employee his or her supervisor within ten (10) working days of the issuance of the final performance evaluation conference and any such response shall be included with, and become part of, the performance evaluation record. 7.4 The performance appraisal system should communicate performance standards for the position and encourage growth and improvement of performance for the future. It is also understood that evaluation of an employee's performance should be an ongoing process, and the District supervisors shall discuss improvement needs with employees in a timely manner. When it becomes apparent that an employee may receive a Needs Improvement (NI) or an Unsatisfactory (U) annual rating in any performance factor, prior to giving the administratoremployee such a rating, the immediate supervisor and the employee shall meet to discuss the employee’s deficiencies and recommendations for improvement. If the bargaining unit an employee disagrees with the receives an “NI” or “U” rating on any performance factor on their evaluation, he/she may submit the evaluation must indicate the manner in which the employee is not meeting standards for the position; determine an “Effective" level of performance; and a specified time period in which the employee is expected to show improvement. If dissatisfied with an “NI” or a “U” rating, and the employee has submitted a written response which shall be attached to in accordance with Section 7.3, an employee may request a review at the file copy next higher administrative level within ten (10) working days of submitting the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, written response. 7.5 Non-compliance with the reasons therefore shall be procedures set forth in specific termsthis article may be the subject of a grievance pursuant to the Grievance Article of this Agreement, as but nothing herein shall identification be considered to make the content of any evaluation subject to such grievance procedure. 7.6 Employees who are in their probationary period or who received an “NI” or “U” on any performance rating in the most recent performance evaluation shall complete the Classified Employee Self-Evaluation (Appendix D). Completion of the specific ways in which the bargaining unit employee Classified Employee Self-Evaluation is to improve, and of the assistance to be given by the Employer towards that improvementvoluntary for all other employees. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. Section A. The Evaluation of professional employees is the systematic procedure described in the State Evaluation documents entitled Framework for Evaluation and Professional Growth (Comprehensive Assessment, Focused Assessment, Special Groups State Model, Library Information Specialist Model); and Board documents entitled Assistant Principal Evaluation Process, Principal Review and Evaluation Process, and Employee Performance Evaluation Process. Employee Performance Evaluation Process is used for Administration. 1. All professional employees shall be informed of their evaluator(s), the general criteria, the administrative procedures, and the instrument(s) concerning professional evaluation. 2. Any written evaluation of a bargaining unit employee will be conducted confidential and will be reviewed in private by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesevaluator and the professional employee. B. For all bargaining unit employees, 3. Written evaluations shall consist be based on information gathered openly during formal or informal observations and other general criteria referred to in Paragraph 1 of formal this section. 4. Written plans of development or competencies identified as needing improvement should have specific recommendations for improvement. These plans of development should include growth and informal observation of bargaining unit improvement objectives identified by the professional employee workand the immediate supervisor. Each bargaining unit employee These plans will be evaluated at least once every three (3) yearsdeveloped jointly by the professional employee and the immediate supervisor and will be approved and finalized by the immediate supervisor. Probationary teachers are to develop these plans in consultation with their principal, and may include their assigned mentor. 5. If a professional employee is assigned outside his/her job classification, the evaluator shall note this fact on the evaluation form. 6. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit professional employee disagrees with the evaluation, he/she the professional employee may submit a written response statement, which shall must be attached to all file copies. Professional employees evaluated outside their normal evaluation cycle will be given reasonable notice. 7. The professional employee and the file copy evaluator shall sign the evaluation form. The signature of the professional employee does not indicate approval of the evaluation in question. If an administrator believes a bargaining unit but only that the professional employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, has reviewed and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given received a copy of the evaluation at the meeting. Section C. The evaluation summative report prepared for tenured teachers rated unsatisfactory will be completed by March 15. All others will be completed by May 15. The principal is responsible for the final evaluation decision. Section D. Professional employees will be notified at least two working days in advance when their formal observation and evaluation will occur, if feasible and practical. Section E. Professional employee evaluations as described in Section F that are unsatisfactory may be appealed through the procedure as outlined in Section G provided that elements of the evaluation components are incongruent or there are alleged violations of the provisions of Sections B, C, or D of this Article. Section F. During the term of this agreement, the Board and Association mutually agree to a summative evaluation process that may include, but is not limited to, growth in student learning (if allowable by law), observation of teacher practice with immediate observation feedback, stakeholder perceptions, and professional employee knowledge of subject matter related to the professional employee’s job assignment. The parties will mutually agree to the weighted amounts each input shall have in the summative evaluations. Other inputs to teacher evaluation may be included if mutually agreed to by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore parties in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. a. The evaluation of a bargaining unit employee will immediate supervisor for night custodian in the junior and senior high schools shall be conducted by an administratorthe Assistant Custodial Supervisor. The administrator may seek written input from He/she shall notify the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will custodian to be evaluated at least once every three five (35) years. If working days prior to the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement planmeeting. Observations Such meeting shall be for periods arranged on District time and the place and time of time that accurately samples such meeting shall be included in the bargaining unit employee’s workprior notice to each custodian. All formal observations The immediate supervisor of night custodians in the secondary schools shall involve the Custodial Supervisor in the evaluation meeting and may request the Department Head to assist them in this evaluation of the work of each bargaining unit employee night custodian. In any case, the evaluation shall be conducted in person approved by signature by the Department Head and with then forwarded for final approval by the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated Division Head who shall also indicate his approval by signature as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of well on the evaluation conference with the administratorform. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file A copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification sent to the Principal of the school where the night custodian works with a specific ways in which the bargaining unit employee space labeled "Principal's Comment." The purpose of this is to improve, and of enable the assistance Principal to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean list any comments that he/she necessarily agrees deems to be appropriate especially in regard to such custodian's relationship as reported in writing to the Principal with both classified and certificated staff, with students and with the contents public. The comments from the Principal shall be made before the Division Head gives final approval by signature. Such comments by the Principal shall be made available to the employee prior to final approval. This same procedure shall be used for night custodians in elementary schools except that night custodians in elementary schools shall be evaluated by the Principal with input from the day elementary head custodian. The immediate Supervisor of the evaluation. A bargaining unit employee may submit additional comments to elementary head custodian shall be the written evaluation if he/she so desires. All written evaluations are to be placed elementary Principal at that school and the Principal shall include the Department Head in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee evaluation meeting of the specific reasons therefore elementary head custodian. The evaluation shall then be signed by both the Principal and the Department Head and forwarded for final approval by signature of the Division Head. The immediate supervisor for custodians who work on the day shift in writingjunior and senior high schools shall be either the Custodial Supervisor, Junior High School or Custodial Supervisor, Senior High School. The same procedure shall take place in evaluating day custodians in secondary schools as spelled out above for evaluation of the night custodians at secondary schools. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal 7.1 Assistant principals and informal observation of bargaining unit employee work. Each bargaining unit employee principals will be evaluated at least once every using the Maryland State Department of Education (MSDE) approved evaluation model. This includes, but is not limited to, a three (3) yearsyear evaluation cycle. All other CASE represented employees will receive yearly evaluations on work performance. 7.2 The standard evaluation form for principals and assistant principals will provide an overall rating of “highly effective,” “effective,” “developing,” or “ineffective.” 7.3 The standard evaluation form for non-school based certified CASE members will provide an overall rating of “satisfactory” or “unsatisfactory.” 7.4 If an area of an evaluation has been rated “ineffective,” “developing,” or “needs improvement,” comments related to these area(s) shall be included in or attached to the evaluation shows unacceptable workby the evaluator. 7.5 No member shall receive an overall rating of “ineffective” or “unsatisfactory” without having been given a written plan of assistance with suggestions for improvement, follow-up evaluations will be conducted advanced warning of an ineffective or unsatisfactory rating, and having both the opportunity and sufficient time to address the areas of weakness. In any year in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit which an employee is not evaluated as provided in this Sectionevaluated, then his/her performance it shall be deemed assumed that the employee’s performance is effective or satisfactory, or their previously assigned rating, whichever is higher. 7.6 Members shall be given the name and specific complaint of any person who complains about a member, within a reasonable period of time, if the complaint is to be at least satisfactory. C. For all bargaining unit employees, all evaluations given consideration in the member’s evaluation or filed in the member’s personnel file. The member shall be reduced given the opportunity, in writing, to writing and respond to a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administratorcomplaint. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written The response which shall will be attached to the file copy of filed document and reviewed by the evaluation in questionappropriate administrator. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore All such complaints shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvementheld confidential. D. Following each formal evaluation of bargaining unit employee, which 7.7 The member shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the completed written evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature and will be construed given three (3) duty days to mean that he/she necessarily agrees with the contents of sign and return the evaluation. The member’s signature indicates receipt of the evaluation but not necessarily agreement with the evaluation. 7.8 A bargaining unit employee member may submit additional comments attach a written response to the written evaluation if he/she so desiresevaluation. 7.9 BCPS administrators in charter schools will be evaluated using the process identified in this Agreement. All written evaluations are The Executive Board of the charter school may provide feedback to be placed the appropriate Executive Director of Schools for inclusion in the bargaining unit employee’s personnel fileevaluation when applicable. E. In 7.10 Matters related to evaluation may be subject to the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee grievance process only for reasons of the specific reasons therefore in writingarbitrariness or failure to follow procedures. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from Board shall evaluate the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated Chancellor in writing at least once every three each year, with the exception that, during the 2017-18 school year, the Chancellor shall receive an interim evaluation in January of2018 and a final evaluation by June 30, 2018 for the time period from July 1, 2017 to June 30, 2018. Nothing in this Agreement shall preclude the Board from evaluating the Chancellor more than once each year. Such performance evaluations may take place at the request ofthe Chancellor or the Board. The evaluation shall be based upon mutually agreed upon goals and objectives, the Chancellor's job description, and any other criteria agreeable to the parties. As part ofthe evaluation process, the Chancellor will provide the Board with an annual report regarding the State ofthe District. This report will include reports regarding each ofthe District's colleges and centers. The Board's evaluation ofthe Chancellor shall be completed no later than June 30 each year. The Board shall conduct its evaluation ofthe Chancellor in closed session meetings ofthe Board. The Board President shall then meet with and provide a copy ofthe evaluation report to the Chancellor during a closed session Board meeting. Each year following completion ofthe evaluation process, the parties shall mutually establish goals for the succeeding year, which shall serve as the basis for determining Chancellor's entitlement to a merit based salary increase. At the conclusion ofeach year's annual evaluation (including the initial interim evaluation scheduled for January 2018), the Board shall determine in writing on the Chancellor's evaluation form whether or not the evaluation is "satisfactory" or "unsatisfactory." Ifthe Board determines that the Chancellor's evaluation is "satisfactory" or better, the Chancellor shall be entitled to: (1) the COLA increase as set forth in section 3; (2) a merit based salary adjustment as set forth in section 3; and (3) yearsa 403b Contribution as set forth in section 10. Ifthe Board determines that the Chancellor's evaluation is "unsatisfactory," the Chancellor's base salary shall remain unchanged. Ifthe Board fails to evaluate the Chancellor in a timely fashion, the Chancellor shall remind the Board ofthese time line requirements and the Board shall thereafter promptly evaluate the Chancellor. The Board shall publicly report whether the Chancellor's evaluation is "satisfactory" or "unsatisfactory," so that the public is informed regarding whether or not the Chancellor has received a salary adjustment. If the Board determines that the Chancellor's evaluation shows unacceptable workis unsatisfactory, follow-up evaluations the Chancellor, in collaboration with the Board, will prepare an action plan, if necessary, which will address areas identified as needing clarification, emphasis or improvement. The action plan will be conducted in accordance with included as an addendum to the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employeeevaluation report. If a bargaining unit employee is jointly prepared action plan cannot evaluated as provided be agreed upon, the Board in this Section, then his/her performance its sole discretion shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations issue the action plan. The Chancellor and the Board shall be reduced to writing sign the evaluation report and a copy given to the bargaining unit employee within action plan. The Chancellor shall have ten (10) days from receipt of the any evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation respond in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is writing to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments Evaluations and action plans relating to the Chancellor and any written evaluation if he/she so desires. All written evaluations are to comments in response shall be placed in the bargaining unit employee’s Chancellor's personnel file. The evaluation procedures and requirements set forth in this Agreement shall be the exclusive means by which the Chancellor is evaluated and are intended to supersede any other provisions concerning evaluation that might exist in applicable law or by virtue of any District rules, regulations, policies or other agreements. The Chancellor shall provide timely written reminders to the Board of all evaluation time line requirements to assist with implementation of timely evaluations. A failure to properly or timely evaluate the Chancellor shall not preclude the Board from giving notice oftermination in accordance with Section 17 of this Agreement nor shall it constitute a default by the District. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The Board shall evaluate the performance of the Superintendent at least once a year in accordance with statutes, regulations and Board policy relating to Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to the Superintendent, and the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Superintendent’s performance where a bargaining unit employee Rice notice has been served upon the Superintendent, giving notice that the Superintendent’s employment will be discussed in closed session, and the Superintendent has not requested that the meeting be conducted by an administratorin public. The administrator may seek written input from evaluations shall be based upon the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiescriteria adopted by the Board, the goals and objectives of the district, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, the district’s placement on the NJQSAC continuum (with respect to those DPRs that are within the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the Superintendent's personnel file upon the Superintendent's request. On or before September 1, 2017, and on or before June 1st of each year of this Employment Contract, the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. The Superintendent shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three Within sixty (360) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations days of the work execution of each bargaining unit employee this Employment Contract, the parties shall be conducted in person meet to establish the district's goals and with objectives for the full knowledge of the bargaining unit employeeensuing school year. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations Said goals and objectives shall be reduced to writing and a copy shall be among the criteria by which the Superintendent is evaluated, as hereinafter provided. On, or prior to, June 1 of each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions regarding the Superintendent's employment, unless the Superintendent is given written notice at least 48 hours in advance. In addition, the Board shall not hold any discussions with regard to the bargaining unit employee within ten (10) days of Superintendent's performance, or that may adversely affect the evaluation conference with Superintendent's employment, in public session, unless the administrator. If the bargaining unit employee disagrees with the evaluationSuperintendent requests that such discussions be held in public session, he/she may submit a written response which shall be attached pursuant to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvementOpen Public Meetings Act. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. a. Contract Faculty Evaluation i. Commencing with his/her first contract, a contract faculty member shall be subject to formal evaluation in accordance with this Article, to a maximum of two (2) separate evaluations per academic year. ii. Contract faculty evaluations will include all elements of a probationary regular faculty evaluation, excluding regular faculty service requirements, and will be consistent with the role of a contract faculty member. iii. Where a contract faculty member receives two (2) consecutive unsatisfactory evaluations in two (2) different semesters, he/she shall be terminated at the end of his/her existing contract. b. Regular Faculty Evaluation i. Probationary Regular Faculty (1) All evaluations during the probationary period shall be as follows: (a) A minimum of once per year, but (b) No more than twice per year with a minimum of sixty (60) days between and (c) The Responsible Administrator will give the faculty member a written evaluation report, after consultation with the current Selection Committee. The evaluation of a bargaining unit employee report shall explicitly state whether the faculty member is satisfactory or unsatisfactory. If the faculty member is found to be unsatisfactory for regular employment, then the evaluation report shall specify the deficiencies and shall make positive suggestions for each. The standards will be conducted determined by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesCollege. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee (2) The methods used to collect information will be evaluated at least once every three provided to the faculty member in writing before the evaluation process begins, and will include the following: (a) Written faculty member peer evaluation; (b) Written student evaluations (where applicable); (c) Written self-evaluation by the probationary faculty member; (d) Other methods agreed to by the Selection Committee and by the Responsible Administrator, in which case the probationary faculty member will be informed of such other methods in writing before the evaluation process begins; and (e) Written Responsible Administrator evaluation. (3) yearsThe peer evaluator will be appointed by the Responsible Administrator or designate (i.e., Chair/Coordinator of the DDP or Chair of the Selection Committee), after consultation with the probationary faculty member and the Chair/Coordinator of the DDP. The peer evaluator shall be a post-probationary regular faculty member. Where possible, the peer evaluator shall be from the DDP and shall not be a member of the Selection Committee. In selecting evaluators, course expertise and DDP needs must be considered. If the probationary faculty member raises in writing an allegation of bias or conflict of interest on the part of the peer evaluator, the existence of a reasonable apprehension of bias or conflict of interest will be determined by the Responsible Administrator. If a reasonable apprehension of bias or conflict of interest is found to exist, another peer evaluator will be appointed. (4) The probationary faculty member will be allowed to read and review the Evaluation Report. The faculty member will have five (5) working days in order to respond in writing to any errors or omissions. The Evaluation Report will then be discussed with the faculty member who will sign a copy indicating that the report has been seen. The faculty member can register agreement or disagreement with the report at this time. (5) Where an evaluation shows unacceptable workhas not been done, followthen it will be understood that a probationary or contract faculty member has received a satisfactory evaluation. ii. Post-up evaluations Probationary Faculty Developmental Evaluation (1) Post-probationary faculty developmental evaluation will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods terms and conditions of time that accurately samples the bargaining unit employee’s work. All formal observations Letter of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactoryUnderstanding #10 Post-Probationary Faculty Developmental Evaluation. C. For all bargaining unit employees(2) The primary goals of developmental evaluation are to promote reflective practice, all evaluations help individuals determine strengths and areas for improvement, and link this learning to individual professional development plans. c. Access to Information in the Evaluation File Upon request, the faculty member shall be reduced to writing and receive a copy given to the bargaining unit employee within ten (10) days of all written evaluations. The originals of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which materials shall be attached forwarded to the file copy office of the evaluation Associate Vice President, Human Resources, who will determine the final disposition of such materials in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, accordance with College policy and of the assistance to be given by the Employer towards that improvementlegal requirements. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation Each employee shall be appraised of a their responsibilities. They shall be informed of the criteria upon which they will be evaluated and who is responsible for the evaluation. Classified evaluations shall be completed by administrative or non-bargaining unit supervisory staff of the District with relevant input from other staff. B. During the probationary period (as defined in Article 3 Section D) probationary employees shall demonstrate ability to perform the duties of the position for which they were hired. At the expiration of the probationary period, if in the opinion of the employee’s supervisor the employee is not performing the duties of the position satisfactorily, that employee will be conducted by an administratordismissed. The administrator may seek written input from District shall have the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesright to discharge any employee at any time during the probationary period and this right shall not be subject to the grievance procedure. B. For all bargaining unit employees, evaluations C. All regular employees shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated receive a written evaluation from their supervisor at least once every three (3) two years. If The evaluation will be completed by May 15th of the school year in which it is prepared except in cases of unsatisfactory performance under Section E when the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance completed no later than the employee’s last work day of the fiscal year. D. The evaluation will be discussed with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples employee, signed by the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Sectionsupervisor, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days employee. The employee’s signature only reflects receipt of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit not agreement with the contents. The employee shall have the right to have a written response which shall be rebuttal attached to the file copy evaluation and placed in the personnel file. The observations, findings and conclusions of the evaluation evaluator are not subject to grievance. E. In accordance with best practices, efforts shall be made to resolve unsatisfactory performance at the lowest level possible first. Examples include, speaking with an employee first, placing an employee on focused goals, and letters of expectation. This section shall not be the basis for a grievance. F. If in question. If an administrator believes a bargaining unit employee is doing unacceptable workthe opinion of the employee’s supervisor, the reasons therefore shall services of a regular employee are unsatisfactory, the employee will be set forth in specific terms, as shall identification of so notified and the specific ways in which the bargaining unit employee is to improve, and of the assistance to following procedures will be given by the Employer towards that improvement.implemented: D. Following each formal evaluation of bargaining unit employee, which shall include 1. The District will: a. Conduct a conference with the evaluatoremployee, the bargaining unit Association's representative if the employee shall sign so requests, and be given a copy the supervisor; b. Inform the employee orally and in writing of the evaluation report prepared deficiencies; c. Detail the expectations of the supervisor; d. Detail the assistance that will be provided by the evaluatorDistrict; e. Inform the employee that the necessary improvements must be made within a specified number of working days, or that a recommendation will be made for dismissal. In If the deficiency is related to performance standards, the specified number of days shall be no case shall less than 30 working days. If the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments deficiency is related to the written evaluation if heWorkplace Expectations (i.e., Attendance/she so desires. All written evaluations are to Punctuality, Personal Appearance, Following Policy/Directives, or Safety Practices), then the specified number of days may be placed in the bargaining unit employee’s personnel fileless than 30 working days. E. In 2. On the event a bargaining unit date specified to the employee at the initial meeting, the employee will again be notified orally and in writing as to his/her progress. If the improvement is not continued satisfactory, a recommendation may be made for dismissal and the reasons therefore furnished to the employee in employmentwriting. If satisfactory improvement has been made, the employer employee will advise the bargaining unit employee of the specific reasons therefore be so advised in writing. F. Bargaining unit 3. If dismissal of the employee is recommended or effected by the supervisor, the procedures applicable in ORS 332.544 and 243.650 may be pursued. The procedures described in paragraph 3 are not subject to the Article 18 grievance procedure. G. No regular employee shall receive an overall “unsatisfactory” on their status recommendation without implementing the procedures outlined in Subsection E of this Article. H. Disputes over evaluation forms will procedures can be developed in consultation with resolved through the Association prior to implementationArticle 18, Grievance Procedure.

Evaluation. A. The evaluation ‌‌‌ 12.1 Employees shall be subject to periodic performance evaluations. Employee performance evaluations are for the purpose of evaluating individual employee performance and for providing guidance for performance development and improvements. An employee and the appropriate administrator, upon the request of either, also may meet informally to discuss any concerns either may have regarding the employee’s performance. Such meetings are not considered performance evaluations and therefore are not subject to the provisions of this Article. 12.2 Evaluations should be a review of the employee’s performance, written by a non- bargaining unit employee will be conducted by an administrator. The administrator may seek written evaluator, and based upon job-related criteria, including input from the instructional leader(s) when evaluating employee and the employee's bargaining unit employees having instructional responsibilitiesSupervisor where appropriate. B. For all bargaining unit employees, 12.3 Performance evaluations shall consist be in writing and shall be placed in the employee's personnel file. The employee shall be provided with a copy of formal the official performance evaluation which is to be placed in his/her personnel file prior to such placement. 12.4 A permanent employee shall be evaluated at least annually. 12.5 A probationary employee shall be evaluated within two (2) weeks of having completed the sixth (6th) and informal observation eleventh (11th) month of bargaining unit the probationary period. 12.6 A temporary employee work. Each bargaining unit employee will shall be evaluated at least once every three (3) yearsappointment period, but not less than once per year. 12.7 Evaluations shall be signed by the evaluator and the employee. If The employee’s signature indicates that the employee has reviewed the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples evaluator, but does not necessarily indicate agreement with the bargaining unit employee’s work. All formal observations content of the work of each bargaining unit evaluation. 12.8 The employee shall be conducted given up to five (5) work days to review the draft evaluation and provide input, if any, to the evaluator. 12.9 The evaluator shall consider the input provided pursuant to provision 12.8 above in person preparing the final performance evaluation, and prior to placing it in the employee’s personnel file. 12.10 The employee shall be given the opportunity to discuss the evaluation in a meeting with the full knowledge appropriate administrator. Such a meeting shall take place at a mutually acceptable time and location. The performance evaluation of an individual with an overall performance rating of below satisfactory shall provide an explanation for the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactoryrating. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. 12.11 If the bargaining unit an employee disagrees with the written performance evaluation, he/she the employee may submit a written response rebuttal statement which shall be attached to the file copy of written performance evaluation and placed in the evaluation in questionpersonnel file. If an administrator believes The employee may also request a bargaining unit employee is doing unacceptable work, second meeting with a union representative present to further discuss the reasons therefore evaluation. Such a meeting shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, take place at a mutually acceptable time and of the assistance to be given by the Employer towards that improvementlocation. D. Following each formal 12.12 An employee may request to discuss an evaluation of bargaining unit employee, which shall include a conference with the evaluator, ’s supervisor. Such requests shall not be unreasonably denied. 12.13 The term "evaluator" as used in this Article refers to the non-bargaining unit employee shall sign and be given a copy of the evaluation report prepared person designated by the evaluator. In no case appropriate administrator to conduct the performance evaluation of an employee. 12.14 The content of performance evaluations shall the bargaining unit employee’s signature not be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments subject to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel fileprovisions of Article 9, Grievance Procedure. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The purpose of evaluation for probationary employees is to assess their performance in judging whether the employee should be placed in a continuing employment status. B. The purpose of evaluation for continuing employees is to: 1) Assist and encourage employees in improving their skills and performance. 2) Assess performance of those receiving promotions or new placements. 3) Assess performance where there is a bargaining unit employee concern about performance that may lead to a Performance Improvement Plan or a recommendation for termination for unsatisfactory performance. C. Evaluations will be conducted as required by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitieslaw. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee D. Evaluations shall be conducted in person and with by the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the 's immediate supervisor or other administrator. If the bargaining unit evaluator is other than the employee's immediate supervisor, the Employer shall, as soon as possible, notify the employee disagrees with the evaluation, heto be evaluated who his/she may submit a written response which shall be attached her evaluator is to the file copy of the evaluation in questionbe. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee there is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the more than one evaluator, the bargaining unit employee shall sign be notified of the role of each evaluator. E. The criteria and format for evaluation will be given determined by the Employer. If a new instrument is developed, all employees shall receive a copy of the evaluation report prepared by document thirty (30) days prior to its implementation. F. All evaluations shall be in writing and an opportunity will be offered to the employee to review the evaluation with the evaluator. In no case All evaluations citing deficiencies (less than satisfactory performance) shall include recommendations as to how the bargaining unit employee’s signature performance of the employee can be construed improved. All employees shall receive a copy of their evaluation. G. When an employee does not agree with his/her evaluation, the employee shall be given the opportunity to mean that he/she necessarily agrees with the contents of attach a written statement to the evaluation. A bargaining unit This statement shall be signed by the employee. H. Each evaluation shall include the statement: "I understand that my signature is not intended to indicate my agreement with the evaluation, but is simply to provide the required record that I have read this evaluation and that I have been offered an opportunity to discuss this evaluation with my evaluator. I also recognize my right to attach comments concerning this evaluation to this document..." I. Evaluations, where applicable, will include input from other appropriate District employees. J. The contents of employee may submit additional comments evaluations shall not be subject to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel filegrievance procedure. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. 7.1 Each year each permanent employee covered by this Agreement shall be evaluated by their immediate supervisor, and such evaluation shall be set forth on the Classified Employee Performance Evaluation attached hereto as Appendix C. The Guidelines for Classified Employee Evaluation included in Appendix C must be followed to complete all evaluations. When there is a change in supervision, a transitional evaluation shall be prepared prior to the change. Each supervisor shall evaluate only for the time the employee was under their supervision. In the absence of a bargaining unit timely evaluation, employees shall be considered to have a ranking of at least Effective in all areas subject to the performance evaluation, except when an employee is on an extended leave, in which case their evaluation will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every done within three (3) yearsmonths of their return. 7.2 Nothing herein shall prohibit the District from evaluating an employee more often than yearly if the District determines that such evaluation may result in improvements in the employee's performance. An employee serving a six (6) month probationary period after initial hire or after promotion shall be evaluated at three (3) months and five and one-half (5-1/2) months of such probationary period. 7.3 The evaluation shall be discussed with the employee by the evaluator. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with evaluator changes the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations rating as a result of the work conference, a new evaluation form may be obtained from the District Human Resources Department. However, it is understood that the primary purpose of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee such evaluations is not evaluated as provided in this Section, then his/her performance shall be deemed to be constructive and to help the employee achieve or maintain at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced an “effective" level of performance. An employee has the right to respond to their performance evaluation in writing and a copy given to the bargaining unit employee his or her supervisor within ten (10) working days of the issuance of the final performance evaluation conference and any such response shall be included with, and become part of, the performance evaluation record. 7.4 The performance appraisal system should communicate performance standards for the position and encourage growth and improvement of performance for the future. It is also understood that evaluation of an employee's performance should be an ongoing process, and the District supervisors shall discuss improvement needs with employees in a timely manner. When it becomes apparent that an employee may receive a Needs Improvement (NI) or an Unsatisfactory (U) annual rating in any performance factor, prior to giving the administratoremployee such a rating, the immediate supervisor and the employee shall meet to discuss the employee’s deficiencies and recommendations for improvement. If the bargaining unit an employee disagrees with the receives an “NI” or “U” rating on any performance factor on their evaluation, he/she may submit the evaluation must indicate the manner in which the employee is not meeting standards for the position; determine an “Effective" level of performance; and a specified time period in which the employee is expected to show improvement. If dissatisfied with an “NI” or a “U” rating, and the employee has submitted a written response which shall be attached to in accordance with Section 7.3, an employee may request a review at the file copy next higher administrative level within ten (10) working days of submitting the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, written response. 7.5 Non-compliance with the reasons therefore shall be procedures set forth in specific termsthis article may be the subject of a grievance pursuant to the Grievance Article of this Agreement, as but nothing herein shall identification be considered to make the content of any evaluation subject to such grievance procedure. 7.6 Employees who are in their probationary period or who received an “NI” or “U” on any performance rating in the most recent performance evaluation shall complete the Classified Employee Self-Evaluation (Appendix D). Completion of the specific ways in which the bargaining unit employee Classified Employee Self-Evaluation is to improve, and of the assistance to be given by the Employer towards that improvementvoluntary for all other employees. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The Superintendent shall conduct a regular annual evaluation of Assistant Superintendent’s performance by no later than June 30th each year for the preceding full school year. The Superintendent will review these results to the Board in a bargaining unit employee private session limited to the Board, the Assistant Superintendent and Superintendent. The Assistant Superintendent shall be evaluated based upon objective performance standards, which may include the following: student achievement on Pennsylvania System of School Assessment (“PSSA”) tests and Keystone Exams; student growth as measured by Pennsylvania Value-Added Assessment System; student attrition and graduation rates; financial management of the School District; overall job performance; successful completion or implementation of the Assistant Superintendent’s professional goals jointly established by the Board, the Superintendent, and the Assistant Superintendent; and other additional criteria regarding District operations that may jointly be agreed upon by the Assistant Superintendent, the Superintendent, and the Board. The Board, the Superintendent, and Assistant Superintendent shall agree in writing by no later than June 30th of each school year which objective performance standards will be conducted by an administratorused for his evaluation for the next school year. The administrator may seek written following provisions shall apply to the Assistant Superintendent’s annual evaluation process: a. The mutually agreed-upon objective performance standards for the assessment of the Assistant Superintendent’s performance for each school year shall be publicly posted on the District’s official website as required by law; b. The Superintendent of Schools with input from The Board reserve the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employeesright to exercise maximum flexibility in determining the mechanics of the Assistant Superintendent evaluation, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If so long as the evaluation shows unacceptable work, follow-up evaluations will model satisfies the requirements of the law and the terms of this Agreement; c. Evaluation procedures may be conducted developed and contained in forms prepared by the Board in accordance with Board policies, District procedures, the administrator’s improvement plan. Observations shall be for periods Public School Code and State Board of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory.Education regulations; C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file d. A copy of the written evaluation shall be delivered to the Assistant Superintendent by the Superintendent; e. The Assistant Superintendent shall have the right to respond in question. If writing to the evaluation and request an administrator believes opportunity to appear before the Board and Superintendent in a bargaining unit employee is doing unacceptable workclosed executive session; f. The written evaluation and any response shall be held in strict confidence between the Board, the reasons therefore Superintendent and the Assistant Superintendent and in no manner shall be set forth in specific termspermitted to be disseminated to the general public by any member of the Board or by any District employee; and g. After the completion of the Assistant Superintendent’s evaluation for a particular school year, the Board shall post on the District’s official website the date on which the evaluation was completed and whether the Assistant Superintendent satisfied the agreed- upon objective performance standards as required by law. In addition to an evaluation of the performance of Assistant Superintendent, the purpose of such evaluation shall be: a. To establish goals and objectives for the improvement of the administration of the educational responsibilities of the District, as shall identification it relates to the Assistant Superintendent’s job duties, and the Superintendent will furnish a list of those goals and objectives to Assistant Superintendent. b. To strengthen the specific ways in working relationship between District and Assistant Superintendent, to enhance Assistant Superintendent’s effectiveness, and to clarify for the benefit of Assistant Superintendent the expectations which the bargaining unit employee is to improve, Superintendent has for the future performance of Assistant Superintendent; and, c. To discuss and of establish personal goals for Assistant Superintendent for the assistance to be given by the Employer towards that improvementensuing school year. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation Each employee shall be appraised of a their responsibilities. They shall be informed of the criteria upon which they will be evaluated and who is responsible for the evaluation. Classified evaluations shall be completed by administrative or non-bargaining unit supervisory staff of the District with relevant input from other staff. B. During the probationary period (as defined in Article 3 Section D) probationary employees shall demonstrate ability to perform the duties of the position for which they were hired. At the expiration of the probationary period, if in the opinion of the employee’s supervisor the employee is not performing the duties of the position satisfactorily, that employee will be conducted by an administratordismissed. The administrator may seek written input from District shall have the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesright to discharge any employee at any time during the probationary period and this right shall not be subject to the grievance procedure. B. For all bargaining unit employees, evaluations C. All regular employees shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated receive a written evaluation from their supervisor at least once every three (3) two years. If The evaluation will be completed by May 15th of the school year in which it is prepared except in cases of unsatisfactory performance under Section E when the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance completed no later than the employee’s last work day of the fiscal year. D. The evaluation will be discussed with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples employee, signed by the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Sectionsupervisor, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days employee. The employee’s signature only reflects receipt of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit not agreement with the contents. The employee shall have the right to have a written response which shall be rebuttal attached to the file copy evaluation and placed in the personnel file. The observations, findings and conclusions of the evaluation evaluator are not subject to grievance. E. In accordance with best practices, efforts shall be made to resolve unsatisfactory performance at the lowest level possible first. Examples include, speaking with an employee first, placing an employee on focused goals, and letters of expectation. This section shall not be the basis for a grievance. F. If in question. If an administrator believes a bargaining unit employee is doing unacceptable workthe opinion of the employee’s supervisor, the reasons therefore shall services of a regular employee are unsatisfactory, the employee will be set forth in specific terms, as shall identification of so notified and the specific ways in which the bargaining unit employee is to improve, and of the assistance to following procedures will be given by the Employer towards that improvement.implemented: D. Following each formal evaluation of bargaining unit employee, which shall include 1. The District will: a. Conduct a conference with the evaluatoremployee, the bargaining unit Association's representative if the employee shall sign so requests, and be given a copy the supervisor; b. Inform the employee orally and in writing of the evaluation report prepared deficiencies; c. Detail the expectations of the supervisor; d. Detail the assistance that will be provided by the evaluatorDistrict; e. Inform the employee that the necessary improvements must be made within a specified number of working days, or that a recommendation will be made for dismissal. In Grants Pass School District No. ▇ ▇▇▇▇-▇▇▇▇ Classified Agreement If the deficiency is related to performance standards, the specified number of days shall be no case shall less than 30 working days. If the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments deficiency is related to the written evaluation if heWorkplace Expectations (i.e., Attendance/she so desires. All written evaluations are to Punctuality, Personal Appearance, Following Policy/Directives, or Safety Practices), then the specified number of days may be placed in the bargaining unit employee’s personnel fileless than 30 working days. E. In 2. On the event a bargaining unit date specified to the employee at the initial meeting, the employee will again be notified orally and in writing as to his/her progress. If the improvement is not continued satisfactory, a recommendation may be made for dismissal and the reasons therefore furnished to the employee in employmentwriting. If satisfactory improvement has been made, the employer employee will advise the bargaining unit employee of the specific reasons therefore be so advised in writing. F. Bargaining unit 3. If dismissal of the employee is recommended or effected by the supervisor, the procedures applicable in ORS 332.544 and 243.650 may be pursued. The procedures described in paragraph 3 are not subject to the Article 18 grievance procedure. G. No regular employee shall receive an overall “unsatisfactory” on their status recommendation without implementing the procedures outlined in Subsection E of this Article. H. Disputes over evaluation forms will procedures can be developed in consultation with resolved through the Association prior to implementationArticle 18, Grievance Procedure.

Evaluation. A. The parties agree that in order to maintain and improve the quality of education in District, the Board must make full use of its prerogative during the probationary period. The probationary period is the time set aside for the Board to select whom it considers to be the best person for the position. Therefore, merely performing at a minimum or average level will not necessarily bring about tenure status. Non-retention of probationary Teachers shall be based upon performance in the areas covered in Paragraph B. below. B. The Board and CTC recognize that the basic purpose of evaluation is to improve instruction and the effective operation of the total school system. The evaluator’s major concern shall be in, but not limited to, the areas listed in the Illinois Professional Teaching Standards. It is therefore understood that a formal classroom evaluation is but a part of the total evaluation process.Teacher evaluations shall be based upon practice and growth as outlined in the Teacher Evaluation System. The District and the Teachers will abide by the intent, timelines, and procedures as outlined in the Teacher Appraisal Plan or Psychologist/Social Worker Appraisal Plan as appropriate. Evaluation System. Substantive assessments under the Teacher Appraisal PlanEvaluation System shall not be subject to the grievance procedure. The substantive criteriacriterion of the Teacher Appraisal PlanEvaluation System is not a mandatory subject of bargaining, but the District’s development of the Teacher Appraisal PlanEvaluation System shall be consistent with its obligations under the school code and the IELRA. C. No formal evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations Teacher shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of take place until a supervisor has acquainted each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then Teacher under his/her performance shall supervision with the Teacher evaluation procedures, standards, and instruments. A formal classroom observation may be deemed to be at least satisfactory. C. For all bargaining unit employeesdefined as one involving a pre-visitation conference, all evaluations shall be reduced to writing a classroom visitation of not less than fifteen (15) minutes, and a copy given to written report of the bargaining unit employee visitation followed by a conference between the evaluator and the Teacher. Such post-visitation conferences should normally be held within ten (10) school days of after the evaluation conference with visitation, at which time the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which Teacher shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given receive a copy of the evaluation report prepared written visitation report. When requested by the evaluator. In no case Teacher, the evaluator shall the bargaining unit employee’s signature be construed provide written suggestions and assistance to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed correct any deficiencies noted in the bargaining unit employee’s personnel filereport. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. Section A— Written Evaluation The evaluation of the work of paraprofessionals is the exclusive responsibility of the assigned administrators. In order that each paraprofessional may be aware of his/her strengths and weaknesses, a bargaining unit employee written evaluation will periodically be conducted by an administratorgiven to each first year paraprofessional. The administrator may seek written input from After the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employeesfirst year, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee paraprofessionals will be evaluated at least once a year prior to March 31st and once every two (2) years after the third year provided the paraprofessional is in the same position. If an administrator observes a decline in the performance of a paraprofessional, he shall notify the paraprofessional of his/her deficiency in writing and indicate his intent to conduct additional formal evaluations. When a paraprofessional is transferred to a different position, he/she will be evaluated once a year for the first two (2) years. The written evaluation will include a statement of strengths and/or weaknesses. If weaknesses are noted, the evaluation will include a statement of the improvements desired. A conference shall take place with the paraprofessional and supervisor following each evaluation. If a paraprofessional’s general evaluation is rated unsatisfactory, he/she may request a second evaluation prior to May 31st to show improvement. Section B— Evaluation Schedule At the beginning of each school year, each paraprofessional will be informed by their immediate supervisor as to their approximate formal evaluation date(s). First year employees will be evaluated a minimum of three (3) years. If times during the evaluation shows unacceptable work, follow-up first year of employment. Section C— Evaluation Conferences All evaluations will be conducted in accordance discussed with the administrator’s improvement plan. Observations paraprofessional before they are submitted to the superintendent or designee, and shall bear the signatures of the principal, the paraprofessional, and any other supervisory person involved in the evaluation. Section D— Rebuttal Copies of the evaluation shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given submitted to the bargaining unit employee paraprofessional and the Association within fifteen (15) workdays after the formal evaluation. The paraprofessional then has the option, within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with workdays, to respond in writing regarding their concerns about the evaluation, he/she may submit a written . This response which shall be attached to the file copy formal evaluation. Section E— Personnel File Each paraprofessional shall have the right, upon request, to review the contents of his/her own personnel file. A representative of the evaluation Association may, at the paraprofessional’s request, accompany the paraprofessional in question. If an administrator believes a bargaining unit employee is doing unacceptable workthis review, the reasons therefore and shall be set forth made in specific terms, as shall identification the presence of the specific ways in which the bargaining unit employee is to improve, and administrator of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which personnel or designee. Each paraprofessional shall include a conference with the evaluator, the bargaining unit employee shall sign and be given receive a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean all communications, including reprimands that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s entered into their personnel file. Each paraprofessional shall have an opportunity to respond in writing to all reprimands and have their response attached thereto. E. In Section F— Substandard Evaluations The evaluations of a paraprofessional which results in a less than satisfactory work rating shall constitute the event a bargaining unit employee is not continued foundation for suspension and dismissal as defined in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writingArticle 9—Suspension and Dismissal. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation [Unit A] and [Unit B] will collaborate in all evaluations of a bargaining unit employee will be conducted by an administrator[Name]. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Annual Evaluation: Each bargaining unit employee year [Name] will be evaluated under the normal annual review procedures for [Unit A] and [Unit B]. The [Chair/Director/▇▇▇▇] of [Unit A], as the Administrative Home, will ensure that [Name] is given [written or oral] feedback as part of [Name]’s annual review. Tenure Review and Promotion to Associate Professor [For TT faculty only]: [Name] will be apprised well in advance [e.g., by the end of the first year of appointment; at least once every three the third-year review] of the necessary elements for a joint tenure review process, including the number and selection process for outside reviewers, the elements required for a teaching portfolio, the method for assessing teaching, expectations for publication and grant funding, expectations for service, and any other requirements. [Name] will be reviewed in academic year [enter year] for promotion and tenure by both [Unit A] and [Unit B]. [Unit A and Unit B] will confer to develop an appropriate timeline for the tenure process (3) yearse.g., due date for file from candidate, timeline for external letters, date for departmental vote, etc.]. [If necessary, include any agreement that the usual calendar in one of the schools will be shifted to accommodate a joint procedure]. If [Name] requests a tenure clock-stoppage, the evaluation shows unacceptable work, follow-up evaluations deans of [Unit A and Unit B] will be conducted in accordance with decide jointly whether to forward the administrator’s improvement planrequest to the executive vice president and ▇▇▇▇▇▇▇. Observations shall be The promotion and tenure committee will include balanced participation from both [Unit A and Unit B]. [Unit A and Unit B] will coordinate obtaining external letters. [If appropriate: The solicitation communication for periods of time that accurately samples external letters will include an emphasis on the bargaining unit employee’s work. All formal observations multidisciplinary nature of the work of each bargaining unit employee shall be conducted joint appointment]. The promotion and tenure committee will make a recommendation to the [P department in person [Unit A] and [Q department in Unit B]. Each school will then follow its own usual promotion and tenure process until the tenure file and deans’ recommendations are sent to the ▇▇▇▇▇▇▇ promotion and tenure committee. As with all promotion and tenure cases, the full knowledge of deans’ letters are advisory to the bargaining unit employee▇▇▇▇▇▇▇, who is the final decision-maker. If a bargaining unit employee is not evaluated as provided in this Section, then his[Name] determines that [s/her performance shall be deemed he] would prefer to be at least satisfactory. C. For all bargaining unit employeesconsidered for tenure in only one unit, all evaluations shall be reduced [Name] has the right to writing end the joint appointment and take on a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administratorsole appointment in one unit. If the bargaining unit employee disagrees with the evaluationTo do so, he/she may [Name] must submit a written response which shall be attached letter to the file copy deans [or unit heads] of [Unit A] and [Unit B] by [XX, e.g., by May 15 of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, spring before the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways academic year in which the bargaining tenure file will be submitted]. If this option is exercised [Name] will go through the regular promotion and tenure process only in the unit employee is of his or her choice. The faculty member should expect to improve, and maintain the current effort allocation through the end of the assistance academic year during which the request is made, with the transition to a full-time position in one school to take place at the beginning of the following academic year. The school the faculty member has chosen as the potential tenure home will take on responsibility for salary and other expenses on July 1 before the transition in activities takes place. [Note here any contingency plan that has been agreed upon: e.g., if the faculty member has a laboratory in ▇▇▇▇ ▇, ▇▇▇▇ ▇ might agree to continue funding the lab for a certain number of years if the faculty member chooses to seek tenure only in Unit B]. Promotion to Full Professor [For Assistant and Associate Professors only]: Review for promotion for full professor, if applicable, will be given by coordinated between [Unit A and Unit B]. Beginning on [date, e.g., 5 years after expected tenure date, or a certain date after the Employer towards that improvement. D. Following each formal initial appointment], [Unit A and Unit B] will include in their annual evaluation of bargaining unit employee, which shall include a conference with [Name] an assessment of whether consideration for promotion is appropriate in the evaluatorfollowing academic year. In the year [Name] is considered for promotion, the bargaining unit employee shall sign [chair/director/deans] of [Unit A and be given Unit B] will meet to develop a copy timeline for the promotion process, including any alterations in their usual schedule necessary to achieve a joint process. [Alternative: Unit B agrees to follow the normal promotion schedule of Unit A]. The promotion committee will include balanced participation from both [Unit A and Unit B]. [Unit A and Unit B] will coordinate obtaining external letters. [If appropriate: The solicitation communication for external letters will include an emphasis on the multidisciplinary nature of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel filejoint appointment]. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation Employer shall routinely review the evaluations of a all positions within the bargaining unit employee will with priority being given to requests made under Articles and in that order. All positions shall be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated reviewed at least once every five years. A position may be evaluated at any time, but shall be evaluated within three (3) yearscalendar months after receipt by the Job Evaluation Unit, Personnel Services of a request from an Employee or supervisor and subsequent receipt of the Employee’s completed Employee Report Form, provided that the incumbent has had at least six (6) months’ service in the position and that the position has not been reviewed or evaluated for at least (24) months (unless significant changes have been made to the job content). If an Employee’s duties are altered significantly by the evaluation shows unacceptable workintroduction of new machinery, follow-up evaluations will be conducted equipment, material, a change in accordance with procedures or a restructuring of duties within a department, the administrator’s improvement plan. Observations supervisor shall advise the Job Evaluation Unit, Personnel Services, in writing and the job shall be for periods of time that accurately samples provisionally rated. Where a provisional rating indicates a change in classification Article shall apply. The provisional rating shall become effective on the date these duties were first assigned and performed. All jobs within the bargaining unit employee’s work. All formal observations holding provisional rating shall be evaluated within four (4) to eight (8) months of the work date the position is filled, providing the same incumbent is in the job and the Employee Report Form has been completed. The Job Evaluation Committee shall establish the procedures to be followed in the evaluation of each bargaining unit employee jobs, including adjusting the point system and definitions within the classification manual where it deems necessary. The Job Evaluation Committee may review any other aspects of the Job Evaluation Program and recommend such revisions as it considers necessary. Such recommendations shall be conducted in person and with made to the full knowledge Chairperson of the bargaining unit employeeprogram but shall not be implemented without the agreement of the Union and the Employer, which agreement shall not be withheld unreasonably. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance There shall be deemed four (4) Union members on the Job Evaluation Committee, two to be at least satisfactory. C. For all bargaining unit employees, all evaluations represent the clerical segment and two (2) to represent the technical segment. Rating decisions of the Job Evaluation Committee shall be reduced to writing and a copy given reported to the bargaining unit employee supervisor and the incumbent within ten five (105) working days of the evaluation conference with Committee meeting date and, subject to Article herein, shall, from the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy date of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable worksigning of this Agreement, be implemented effective the reasons therefore shall be set forth in specific terms, as shall identification beginning of the specific ways month in which the bargaining unit employee is to improve, and of the assistance to be given Employee Report form received by the Employer towards that improvementJob Evaluation Unit, Personnel Services. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The purpose of employee evaluation is to improve employee work performance. In the event an employee has more than one immediate supervisor, the District shall designate an evaluator, and shall inform the employee in writing prior to the beginning of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesevaluation process. B. For all bargaining unit employeesA. Evaluation Criteria, evaluations shall consist of formal Seniority and informal observation of bargaining unit employee workProbationary Evaluation Timelines 1. Each bargaining unit employee member, upon his/her employment or, for seniority employees, at the beginning of the appropriate work year, shall be provided a copy of the specific criteria upon which s/he will be evaluated. The criteria shall be limited to the actual performance of the job duties which are a part of the job performed. Evaluation criteria for each bargaining unit classification shall be based on the job description. Work outside of the bargaining unit member's normally-assigned duties shall not be formally evaluated. 2. Seniority employees shall be evaluated at least once every three two (32) years. If years with the evaluation shows unacceptable workbeing completed by May 15th of any given year. Probationary employees shall be evaluated prior to the end of the probationary period, follow-up evaluations will be conducted in accordance with and such evaluation shall include a recommendation from the administrator’s improvement planevaluating supervisor. Observations The recommendation shall be for periods a) seniority status when the probationary period has ended, or b) for continued probation pursuant to Article XII, Section B., or c) for termination of time that accurately samples the bargaining unit employee’s workemployment pursuant to Article XII, Section C. B. Written Evaluations 1. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee member within ten (10) working days of after the evaluation conference with the administratoris completed. If the The bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee member shall sign and shall be given a signed copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s member's signature be construed to mean that hes/she he necessarily agrees with the contents of the evaluation. A If the bargaining unit employee member disagrees with the evaluation, s/he may submit additional comments a written response, which shall be attached to the written file copy of the evaluation if he/she so desiresin question. All written evaluations are to evaluations, along with any employee response(s), shall be placed in the bargaining unit employee’s member's personnel file. At the employee's request, the evaluator shall hold a conference with the employee for the purpose of reviewing the written evaluation. E. 2. Each bargaining unit member's evaluation shall include at the conclusion of the report a statement indicating that the evaluator has determined the employee's work performance to be either "satisfactory" or "unsatisfactory". C. Unsatisfactory Performance Evaluation 1. In the event that a bargaining unit member's work performance is found to be unsatisfactory, the evaluator shall list specific elements of the job duties that have not been performed in a satisfactory manner, shall identify specific actions which the employee is not continued to take to meet a satisfactory performance standard, and shall specify the assistance, if any, to be given to the employee to help the employee attain a satisfactory performance standard. The evaluator shall establish a timeline for such improvement to take place prior to re-evaluation. Such timeline shall provide a reasonable amount of time for the District to provide the assistance, if any, specified in employmentthe evaluation, and for the employee to take the actions specified as necessary to meet a satisfactory performance standard. When a bargaining unit member receives an unsatisfactory evaluation, the employer will advise Association office shall be notified within five (5) business days. A copy of each unsatisfactory evaluation, along with the bargaining unit employee plan of improvement and timeline established by the specific reasons therefore in writingevaluator shall be provided to the Association office. F. Bargaining unit 2. In subsequent evaluations, failure to again note a specific deficiency shall be interpreted to mean that adequate improvement has taken place. Failure to evaluate an employee evaluation forms will as prescribed herein shall be developed in consultation with interpreted to mean that the Association prior to implementationemployee's performance is satisfactory.

Evaluation. A. The evaluation 12.1 Employees shall be subject to periodic performance evaluations. Employee performance evaluations are for the purpose of evaluating individual employee performance and for providing guidance for performance development and improvements. An employee and the appropriate administrator, upon the request of either, also may meet informally to discuss any concerns either may have regarding the employee’s performance. Such meetings are not considered performance evaluations and therefore are not subject to the provisions of this Article. 12.2 Evaluations should be a review of the employee’s performance, written by a non- bargaining unit employee will be conducted by an administrator. The administrator may seek written evaluator, and based upon job-related criteria, including input from the instructional leader(s) when evaluating employee and the employee's bargaining unit employees having instructional responsibilitiesSupervisor where appropriate. B. For all bargaining unit employees, 12.3 Performance evaluations shall consist be in writing and shall be placed in the employee's personnel file. The employee shall be provided with a copy of formal the official performance evaluation which is to be placed in their personnel file prior to such placement. 12.4 A permanent employee shall be evaluated at least annually. 12.5 A probationary employee shall be evaluated within two (2) weeks of having completed the sixth (6th) and informal observation eleventh (11th) month of bargaining unit the probationary period. 12.6 A temporary employee work. Each bargaining unit employee will shall be evaluated at least once every three (3) yearsappointment period, but not less than once per year. 12.7 Evaluations shall be signed by the evaluator and the employee. If The employee’s signature indicates that the employee has reviewed the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples evaluator, but does not necessarily indicate agreement with the bargaining unit employee’s work. All formal observations content of the work of each bargaining unit evaluation. 12.8 The employee shall be conducted given up to five (5) work days to review the draft evaluation and provide input, if any, to the evaluator. 12.9 The evaluator shall consider the input provided pursuant to provision 12.8 above in person preparing the final performance evaluation, and prior to placing it in the employee’s personnel file. 12.10 The employee shall be given the opportunity to discuss the evaluation in a meeting with the full knowledge appropriate administrator. Such a meeting shall take place at a mutually acceptable time and location. The performance evaluation of an individual with an overall performance rating of below satisfactory shall provide an explanation for the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactoryrating. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. 12.11 If the bargaining unit an employee disagrees with the written performance evaluation, he/she the employee may submit a written response rebuttal statement which shall be attached to the file copy of written performance evaluation and placed in the evaluation in questionpersonnel file. If an administrator believes The employee may also request a bargaining unit employee is doing unacceptable work, second meeting with a union representative present to further discuss the reasons therefore evaluation. Such a meeting shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, take place at a mutually acceptable time and of the assistance to be given by the Employer towards that improvementlocation. D. Following each formal 12.12 An employee may request to discuss an evaluation of bargaining unit employee, which shall include a conference with the evaluator, ’s supervisor. Such requests shall not be unreasonably denied. 12.13 The term "evaluator" as used in this Article refers to the non-bargaining unit employee shall sign and be given a copy of the evaluation report prepared person designated by the evaluator. In no case appropriate administrator to conduct the performance evaluation of an employee. 12.14 The content of performance evaluations shall the bargaining unit employee’s signature not be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments subject to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel fileprovisions of Article 9, Grievance Procedure. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation Each employee shall be appraised of a their responsibilities. They shall be informed of the criteria upon which they will be evaluated and who is responsible for the evaluation. Classified evaluations shall be completed by administrative or non-bargaining unit supervisory staff of the District with relevant input from other staff. B. During the probationary period (as defined in Article 3 Section D) probationary employees shall demonstrate ability to perform the duties of the position for which they were hired. At the expiration of the probationary period, if in the opinion of the employee’s supervisor the employee is not performing the duties of the position satisfactorily, that employee will be conducted by an administratordismissed. The administrator may seek written input from District shall have the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesright to discharge any employee at any time during the probationary period and this right shall not be subject to the grievance procedure. B. For all bargaining unit employees, evaluations C. All regular employees shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated receive a written evaluation from their supervisor at least once every three (3) two years. If The evaluation will be completed by May 15th of the school year in which it is Grants Pass School District No. ▇ ▇▇▇▇-▇▇▇▇ Classified Agreement prepared except in cases of unsatisfactory performance under Section E when the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance completed no later than the employee’s last work day of the fiscal year. D. The evaluation will be discussed with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples employee, signed by the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Sectionsupervisor, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days employee. The employee’s signature only reflects receipt of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit not agreement with the contents. The employee shall have the right to have a written response which shall be rebuttal attached to the file copy evaluation and placed in the personnel file. The observations, findings and conclusions of the evaluation evaluator are not subject to grievance. E. In accordance with best practices, efforts shall be made to resolve unsatisfactory performance at the lowest level possible first. Examples include, speaking with an employee first, placing an employee on focused goals, and letters of expectation. This section shall not be the basis for a grievance. F. If in question. If an administrator believes a bargaining unit employee is doing unacceptable workthe opinion of the employee’s supervisor, the reasons therefore shall services of a regular employee are unsatisfactory, the employee will be set forth in specific terms, as shall identification of so notified and the specific ways in which the bargaining unit employee is to improve, and of the assistance to following procedures will be given by the Employer towards that improvement.implemented: D. Following each formal evaluation of bargaining unit employee, which shall include 1. The District will: a. Conduct a conference with the evaluatoremployee, the bargaining unit Association's representative if the employee shall sign so requests, and be given a copy the supervisor; b. Inform the employee orally and in writing of the evaluation report prepared deficiencies; c. Detail the expectations of the supervisor; d. Detail the assistance that will be provided by the evaluatorDistrict; e. Inform the employee that the necessary improvements must be made within a specified number of working days, or that a recommendation will be made for dismissal. In If the deficiency is related to performance standards, the specified number of days shall be no case shall less than 30 working days. If the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments deficiency is related to the written evaluation if heWorkplace Expectations (i.e., Attendance/she so desires. All written evaluations are to Punctuality, Personal Appearance, Following Policy/Directives, or Safety Practices), then the specified number of days may be placed in the bargaining unit employee’s personnel fileless than 30 working days. E. In 2. On the event a bargaining unit date specified to the employee at the initial meeting, the employee will again be notified orally and in writing as to his/her progress. If the improvement is not continued satisfactory, a recommendation may be made for dismissal and the reasons therefore furnished to the employee in employmentwriting. If satisfactory improvement has been made, the employer employee will advise the bargaining unit employee of the specific reasons therefore be so advised in writing. F. Bargaining unit 3. If dismissal of the employee is recommended or effected by the supervisor, the procedures applicable in ORS 332.544 and 243.650 may be pursued. The procedures described in paragraph 3 are not subject to the Article 18 grievance procedure. G. No regular employee shall receive an overall “unsatisfactory” on their status recommendation without implementing the procedures outlined in Subsection E of this Article. H. Disputes over evaluation forms will procedures can be developed in consultation with resolved through the Association prior to implementation.Article 18, Grievance Procedure. Grants Pass School District No. ▇ ▇▇▇▇-▇▇▇▇ Classified Agreement

Evaluation. A. The current ▇▇▇▇▇▇▇▇▇, and job evaluation system and factor interpretation shall be used to establish the relationship between job classifications in the schedule of a bargaining unit employee will be conducted by an administratorthe Collective Agreement. A joint Committee shall to review differences on job classificationsbetween the Management Job Evaluation Committee and Union Job Evaluation Committee. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations Committee shall consist of formal seven (7) members, three (3) permanent representatives from the Employer, three (3) permanent representatives appointed by the Union, and informal observation of bargaining unit employee worka designate from Human Resources, as Chairperson. Each bargaining unit employee Meetings will be convened by the Chairperson within ten (10) working days on request of either party, unless an extension is mutually agreed upon, and shall be held during normal working hours. Unanimous decisions of the Committee shall be binding. Matters to in paragraph not so resolved may be pursued in accordance with Articles and Grievance and Arbitration and Mediation, commencing at step in the Grievance Procedure. Management shall notify the Union of any new position and title and salary range established by the Employer within the Bargaining Unit within thirty (30) days. Job descriptions shall be provided for the Union for such newly established positions. The Employer shall all revised position descriptions using interviews with the and the immediate Supervisor, existing position description, the agreed upon questionnaire and decision analysis. Where a number of employees are doing the samejob, the above information shall be gathered from a reasonable cross section of employees within the job. The draft position description shall be circulated to the for review. The draft position description shall be returned to Human Resources with the proposed amendments, if any, for consideration. It is understood that the Employer may implement changes in job duties once a position description has been returned to Human Resources. The position description shall be evaluated at least once by the Employer’s Job Evaluation Committee taking into consideration any proposed amendments. The evaluated position description together with the questionnaire, decision analysis and any proposed amendments shall be submitted to the Union Job Evaluation Committee for review. The Union Job Evaluation Committee shall advise Human Resources of its evaluation within ten (10) working days. All evaluations shall be held in confidenceby both the Employer and Union during the ten (1 0) working day period. If there is agreement Human Resources shall the Supervisor of the classification of the position description and the Supervisor shall in turn notify the The date on which the position description is forwarded to Human Resources is the effective date of the description. If there is disagreement, including disagreement concerning the content of the draft position description, the following steps shall be taken: The position descriptions shall be returned to Human Resources for review by the Chairpersons of both the Employer and Union Job Evaluation Committees. If agreement is reached by them, the evaluation is finalized. In the event that agreement cannot be reached the findings shall be submitted to the Joint Job Evaluation Committee for review as provided for in Article above. A general review of all existing position descriptions shall take place every three (3) years. If Reviews of individual position descriptions shall take place on an “as required” basis. These reviews shall be conducted according to the procedures outlined in and above. Within the initial twelve (12) month period of evaluating a position description for a new position pursuant to Article such position description shall be re- evaluated using the above procedure. The rate protection described in Article below shall not apply until the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with has been completed. Note: This replaces the administrator’s improvement planLetter of Intent RE Job Evaluation Procedure. Observations shall be for periods of time that accurately samples the bargaining unit When an employee’s work. All formal observations of position is reclassified downwards and, as a result, such employee would suffer a decrease in salary, the work of each bargaining unit employee shall be conducted in person and with afforded rate protection. Rate protection shall mean that an employee will continue to move within the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Sectionsalary schedule, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improveif applicable, and of receive all future negotiated salary increases so long as they remain within the assistance to be given by the Employer towards that improvementrate-protected classification. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. 9.1 Evaluations shall be conducted for each bargaining unit member on existing performance appraisal forms and at intervals set forth in this section. The competence, skills and other job related characteristics of unit members are proper subjects for evaluation. However, prior to any evaluation, an attempt will be made to bring shortcomings to the attention of employees within ten (10) work days after the immediate supervisor becomes aware of the shortcoming. 9.2 Evaluation forms shall be completed for each probationary employee on or about the end of the 3rd, 6th and 11th month of his/her probationary period. The unit member shall sign the forms to indicate that he/she has read the evaluation of job performance. The evaluation forms must be completed within thirty days (30) of when they are due, unless the unit member and the Immediate Supervisor have agreed otherwise. Failure to meet this requirement shall entitle the unit member to an additional evaluation by a bargaining supervisor acceptable to the unit employee will members 9.3 Following the probationary periods a performance appraisal form shall be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated completed at least once every a year for each permanent unit member for a period of three (3) years; after the 3rd year, an evaluation shall be completed at least every other year. If By signing the performance appraisal form, the supervisor certifies that he/she has discussed any weakness or problems noted therein with the unit member. Step increases are based on satisfactory evaluation. 9.4 When there has been a significant change in job performances, the supervisor may undertake an interim evaluation. Any interim evaluation shall specify the areas to be improved, provide, where applicable, specific recommendations for improvement, and a time frame for accomplishment of established goals. 9.5 By signing the performance appraisal, the unit member does not signify that he/she has agreed or disagreed with the report. 9.6 Classified unit members shall be evaluated by the appropriate supervisor unless otherwise designated by the department head or administrator. 9.7 Evaluations shall be made in a conference between the unit member and his/her appropriate supervisor at which time they will discuss ways and means of improving greater efficiency and productivity. Together, they will analyze the unit member's strong points and areas in which improvement may be made. An attempt will be made to bring shortcomings to the attention of employees within a reasonable time after their occurrence. 9.8 A copy of the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with given to the administrator’s improvement planemployee at the conference. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit The employee shall be conducted in person and with the full will indicate his/her knowledge of the bargaining unit employee. If evaluation by signing the form. 9.9 The evaluation will be forwarded to the office of the Assistant Superintendent for Human Resources on the appropriate form. 9.10 Any employee who is dissatisfied with the performance evaluation he/she has received from the assigned administrator may request a bargaining unit review of the rating by the Assistant Superintendent, or designee, after it has been discussed with the original evaluator. 9.11 After the review, if the employee is not evaluated as provided in this Section, then his/her performance shall be deemed continues to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees dissatisfied with the evaluation, he/she may submit prepare a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit the-employee’s 's personnel file. E. In 9.12 Any derogatory materials placed in a unit member's personnel file and/or used in the event a bargaining evaluation process shall first be given to the unit employee is not continued member along with the opportunity to attach comments thereto. All unit members shall be afforded the opportunity to review their personnel files in employment, accordance with the employer will advise the bargaining unit employee pertinent section of the specific reasons therefore in writingEducation Code and to obtain copies thereof at cost. F. Bargaining 9.13 Evaluations cover specified periods ranging from three months to two years depending on the unit employee member being evaluated. However, it is intended that misconduct would be brought to the attention of the unit member soon after it is discovered by the District. 9.14 The parties agree to hold an advisory meeting on the operation and substance of the evaluation forms will article within thirty days of the signing of this Agreement. The parties shall be developed in consultation represented at the meeting with the Association prior understanding that any agreements reached shall be advisory only to implementationthe District and the Union.

Evaluation. A. The evaluation It is the responsibility of a bargaining unit employee the Board to evaluate the performance of paraprofessionals. Evaluations will be conducted by an administratorthe paraprofessional's administrator in collaboration with the supervising teacher(s). The administrator may seek written input from overall evaluation will be based on the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesparaprofessional's total activities. B. For all bargaining unit employees, evaluations shall consist The paraprofessional will be appraised of the specific evaluative procedures and criteria prior to conducting any formal and informal observation of bargaining unit employee work. Each bargaining unit employee evaluation. C. Paraprofessionals with less than one (1) year's seniority will be evaluated at least once every three (3) yearsduring their probationary period and before the end of the first year. ▇. If the evaluation shows unacceptable work, follow-up evaluations ▇▇▇▇▇▇ paraprofessionals will be conducted in accordance with the administrator’s improvement plan. Observations evaluated at least once per year, practitioner and mastery level employees shall be for periods evaluated at least once every third year. The levels of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee novice, practitioner and mastery shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactorythe evaluation instrument. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given E. The paraprofessional will receive a copy of the completed evaluation(s) and will sign the evaluation report prepared to indicate they have seen it. The evaluation conference, by mutual agreement, may be scheduled outside the evaluator. In no case shall the bargaining unit employee’s signature be construed regular workday. F. Prior to mean that he/she necessarily agrees with the contents placement of the evaluationformal evaluation in the employee's personnel file, the paraprofessional may include comments on the evaluation within five (5) working days. A bargaining unit employee may submit additional These written comments to shall be incorporated into the written evaluation if he/she so desires. All written evaluations are to be and placed in the bargaining unit employeeparaprofessional’s personnel filefile with the paraprofessional, the evaluators and a signature by the collaborating teacher, if participating. No changes may be made thereafter unless initialed by the parties. E. In the event G. If a bargaining unit employee paraprofessional is not continued in employmentplaced on an improvement plan, the employer paraprofessional must show progress towards meeting the established goals. If the goals are not met, the paraprofessional may be subject to corrective discipline up to and including dismissal. H. The evaluation of paraprofessionals and the criteria used are not subject to the grievance and arbitration procedures. It is understood, however, that any discipline of non- probationary paraprofessional due to an adverse evaluation is subject to the grievance procedure. I. A joint paraprofessional/administrator committee will advise develop and recommend to the bargaining unit employee Superintendent a form to be used in evaluations. The committee will make periodic review of the specific reasons therefore in writingevaluation form and provide the Superintendent with suggested changes. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. 7.1 The District, represented by an appropriate administrator, retains responsibility for the evaluation and assessment of performance of each faculty member. Such responsibility shall be exercised in a manner consistent with the following procedural guidelines. 7.2 The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from process shall follow the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesadministrative regulations (Appendices M, N, and O). B. For all bargaining unit employees7.3 District and Association approval shall be required before changes to the evaluation process, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) yearsas outlined in the Administrative Regulations, and/or changes to evaluation forms are made. If the District and Association deem it necessary, a joint District Administration and Faculty Association Evaluation Committee composed of three members from each group shall consult and attempt to agree upon procedures, objectives, standards, forms and assessment methods to be used for tenured, probationary and hourly faculty. 7.4 Techniques of evaluation shows unacceptable workmay include observation, followpeer review, self-up evaluations will appraisal, and student appraisal, except that peer review must be conducted in accordance with used as a component of tenured, probationary and hourly faculty evaluation. Peer review is defined as input to the administrator’s improvement plan. Observations evaluation process by an academic member of the faculty. 7.5 Each evaluator shall be for periods encouraged to make formal recognition of time that accurately samples areas of exemplary performance on the bargaining unit employee’s work. All formal observations part of the work of each bargaining unit employee faculty member being evaluated in the written evaluation. Should the evaluator note specific deficiencies in the evaluation, reasonable assistance shall be conducted provided the faculty member being evaluated in person and with developing a plan to correct the full knowledge deficiencies. 7.6 Upon completion of the bargaining unit employee. If a bargaining unit employee written evaluation and prior to the time such evaluation is not evaluated as provided placed in this Sectionthe file of the faculty member being evaluated, then his/her performance the faculty member shall be deemed provided an opportunity to be at least satisfactorymeet with each evaluator and discuss the evaluation. C. For all bargaining unit employees, all evaluations 7.6.1 The faculty member being evaluated shall be reduced to writing and provided a copy given of the written evaluation prior to the bargaining unit employee within meeting. 7.6.2 Each evaluator and the faculty member being evaluated shall sign the final evaluation as an indication that the meeting took place. 7.6.3 The faculty member being evaluated shall be provided up to ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit to prepare a written response which to the evaluation. Such response shall be attached to the personnel file copy of the evaluation. 7.6.4 A report of student evaluation in questionshall be available to department chairs and appropriate academic administrators as an input to the overall evaluation process. If an administrator believes a bargaining unit employee is doing unacceptable workNo later than the second week of the semester following the semester the student evaluation takes place, the reasons therefore student evaluation report shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments returned to the written faculty member. Student evaluation if he/she so desires. All written evaluations are to reports shall not be placed in the bargaining unit employee’s faculty member's personnel filefile unless requested by the faculty member. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee 7.7 The subjective decisions of the specific reasons therefore in writingevaluators shall not be subject to Article 12, Grievance Procedures. F. Bargaining unit employee 7.8 Evaluation forms (Committee/Department Chair Evaluation Report of Certificated Personnel and Certificated Personnel Evaluation Report) shall be found in Appendix S. 7.9 The procedure for evaluation forms will shall be developed found in consultation with the Association prior Appendices M, N, and O and in Administrative Regulations pertaining to implementationHuman Resources.

Evaluation. A. In conjunction with the Superintendent, the Board shall conduct a regular annual evaluation of Assistant Superintendent’s performance by no later than June 30th each year for the preceding full school year. The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person private session limited to the Board, the Assistant Superintendent and with Superintendent. The Assistant Superintendent shall be evaluated based upon objective performance standards, which may include the full knowledge following: student achievement on Pennsylvania System of School Assessment (“PSSA”) tests and Keystone Exams; student growth as measured by Pennsylvania Value-Added Assessment System; student attrition and graduation rates; financial management of the bargaining unit employeeSchool District; overall job performance; successful completion or implementation of the Assistant Superintendent’s professional goals jointly established by the Board, the Superintendent, and the Assistant Superintendent; and other additional criteria regarding District operations that may jointly be agreed upon by the Assistant Superintendent, the Superintendent, and the Board. If a bargaining unit employee is not evaluated as provided The Board, the Superintendent, and Assistant Superintendent shall agree in this Section, then his/her writing by no later than June 30th of each school year which objective performance standards will be used for his evaluation for the next school year. The following provisions shall apply to the Assistant Superintendent’s annual evaluation process: a. The mutually agreed-upon objective performance standards for the assessment of the Assistant Superintendent’s performance for each school year shall be deemed publicly posted on the District’s official website as required by law; b. The Board and Superintendent of Schools reserve the right to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to exercise maximum flexibility in determining the bargaining unit employee within ten (10) days mechanics of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the Assistant Superintendent evaluation, he/she so long as the evaluation model satisfies the requirements of the law and the terms of this Agreement; c. Evaluation procedures may submit a written response which shall be attached to developed and contained in forms prepared by the file Board in accordance with Board policies, District procedures, the Public School Code and State Board of Education regulations; d. A copy of the written evaluation shall be delivered to the Assistant Superintendent by the President of the Board of School Directors or designee; e. The Assistant Superintendent shall have the right to respond in question. If writing to the evaluation and request an administrator believes opportunity to appear before the Board and Superintendent in a bargaining unit employee is doing unacceptable workclosed executive session; f. The written evaluation and any response shall be held in strict confidence between the Board, the reasons therefore Superintendent and the Assistant Superintendent and in no manner shall be set forth in specific termspermitted to be disseminated to the general public by any member of the Board or by any District employee; and g. After the completion of the Assistant Superintendent’s evaluation for a particular school year, the Board shall post on the District’s official website the date on which the evaluation was completed and whether the Assistant Superintendent satisfied the agreed- upon objective performance standards as required by law. In addition to an evaluation of the performance of Assistant Superintendent, the purpose of such evaluation shall be: a. To establish goals and objectives for the improvement of the administration of the educational responsibilities of the District, as shall identification it relates to the Assistant Superintendent’s job duties, and the Superintendent will furnish a list of those goals and objectives to Assistant Superintendent. b. To strengthen the specific ways in working relationship between District and Assistant Superintendent, to enhance Assistant Superintendent’s effectiveness, and to clarify for the benefit of Assistant Superintendent the expectations which the bargaining unit employee is to improve, Superintendent has for the future performance of Assistant Superintendent; and, c. To discuss and of establish personal goals for Assistant Superintendent for the assistance to be given by the Employer towards that improvementensuing school year. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation of a bargaining unit employee Unit members will be conducted formally evaluated by a Management Team member assigned by the Superintendent or his/her designee. The intent of this article is to establish an administratoremployee evaluation process that is logical and consistent with the Adult Education Teacher. The process will encourage the application of best practices by both management and employees in a fair, transparent, and professional manner. Self-reflection, self-appraisal, continuing professional development and ongoing professional dialogue are integral to this process. 1. All unit members shall be rated as “Meets District Standards” or “Does Not Meet District Standards”. 2. Probationary and Temporary unit employees shall be formally evaluated at least twice a year per the schedule adopted by the District. Temporary employees who have met District standards for three years shall be formally evaluated once every four years. Those not meeting district standards will require additional evaluation, an improvement plan, and continued supervision the following year. 3. Permanent employees who have met district standards shall be formally evaluated once every four years. Those not meeting district standards will require additional evaluation, an improvement plan, and continued supervision the following year. 4. An employee may be formally evaluated more frequently than every four years if the administrator determines that there has been a significant change in the employee’s performance that reduces his/her professional effectiveness. This determination will be based on objective evidence, which may come from classroom observations, ongoing supervision, and/or professional interactions. The evidence will indicate a change in the employee’s current performance objectively compared to previous performance as documented in previous evaluations. The administrator will meet with this employee no later than the end of February to discuss performance, and provide an opportunity for improvement. During this meeting, the administrator will inform the employee of the possibility of off cycle evaluation. The administrator may seek written input from recommend that the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist employee contact PAPR for support in areas of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) yearsconcern. If the administrator determines there is a need for a formal evaluation shows unacceptable workin the following school year, follow-up evaluations the administrator will meet with the employee and give the employee written notification prior to the end of the school year. The employee has the right to have a representative from the collective bargaining unit at this meeting. 5. By the first of October, the Leadership Team member charged with evaluating personnel will notify those unit employees who are scheduled for evaluation during that school year. The administrator will share with the employee the Petaluma Adult School Evaluation documents. 6. The evaluation process will typically, but not always involve two formal observations. During observations, the administrator will take notes written in objective language based on the overall instruction and classroom learning environment. As part of the classroom visitation and evaluation process, a unit member may request that a specific class be observed. 7. Based on CA Education Code an administrator may also make unscheduled and informal visits to classrooms for observation purposes. Each formal observation will be conducted in accordance documented on the Petaluma Adult School Certificated Observation Form and the comments on that form will be discussed during the post-observation conference. 8. The administrator will complete a final written summative evaluation, which includes specific performance criteria ratings as well as a narrative report, both based on evidence from the evaluation process. The evidence cited will be consistent with the administrator’s improvement planAdult Education Teacher Competencies. Observations shall The overall summative evaluation rating (Meets District Standards, Does Not Meet District Standards) will be for periods consistent and logical based on the totality of time that accurately samples evidence included in the bargaining unit employee’s workobservations, ongoing supervision and/or professional interactions. All formal observations of Recommendations and/or commendations will be included in the work of each bargaining unit employee shall narrative report. Negative comments will not be conducted included in person the summative evaluation statement unless such matters have been discussed and documented with the full knowledge of unit member during the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactorycurrent year. C. For all bargaining unit employees, all evaluations shall 9. The member will be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference presented with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by at least thirty (30) days before the evaluatorend of the school year. In no case shall The signature of the bargaining unit employee’s signature be construed to mean person being evaluated does not indicate that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if , but that he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel filehas been presented with a copy and that a conference was held. E. In 10. The unit member may make such written comments as appropriate to attach to the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writingevaluation. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations All Certified Employees members shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administratorDistrict’s improvement plan. Observations adopted evaluation procedures and applicable Oregon Revised Statutes. B. Evaluation reports shall be for periods of time that accurately samples maintained in the bargaining unit employee’s work. All formal observations personnel files of the work of each bargaining unit employee District. An evaluation report shall be conducted placed in person the Certified Employee’s member’s personnel file only after the Certified Employee member has been given an opportunity to review and with sign the full knowledge of the bargaining unit employeereport. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee Certified Employee member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of an evaluation, the evaluationCertified Employee member may appeal to the superintendent or his/her designee. C. No award based upon findings that the evaluation procedure was violated may overturn the Board’s nonrenewal decision if such would result in giving a Certified Employee member “contract” status under ORS Chapter 342. However, if a third year probationary Certified Employee member is to be recommended for “non-renewal” due to a performance deficiency, the district will provide evidence that support strategies have been provided prior to Board action. The Board decision on non-renewal will be final. D. The District shall notify the Association when a Certified Employee member is placed on a Pprogram of Aassistance for Iimprovement, as defined in ORS 342.850, unless the Certified Employee member specifically indicates that the Association should not be notified. Failure to notify is considered a technical procedure, which shall not cause the overturning of a dismissal, non-extension of contract, non-renewal of contract or a disciplinary action unless the Certified Employee member suffered a substantial and prejudicial impairment in the Certified Employee’s member's ability to comply with school district standards. A bargaining unit employee may submit additional comments to Pprogram of Aassistance for Iimprovement shall be in writing and shall, with reasonable specificity, include the written evaluation if he/she so desires. All written evaluations are following: a. The nature of the deficiencies. b. Expectations for improved performance. c. Assistance to be placed in provided. d. Assessment techniques anticipated and, e. Timelines for completion and progress conferences. At the bargaining unit employeetime a Pprogram of Aassistance for Iimprovement is initiated, a conference shall be held between the evaluator and the Certified Employee member and the Certified Employee’s personnel filemember's Association approved representative, if desired by the Certified Employee member. The Certified Employee member can request clarification of any element of the Pprogram of Aassistance for Iimprovement at this time. E. In accordance with Oregon law, if peer assistance is utilized, it shall be voluntary. No witness or document related to the event peer assistance or the record of peer assistance shall be admissible in any proceeding before the Fair Dismissal Appeals Board, or in a bargaining unit employee is not continued in employmentprobationary Certified Employee member nonrenewal hearing before the School Board under ORS 342.835, without the employer will advise the bargaining unit employee mutual consent of the specific reasons therefore in writingDistrict and the Certified Employee member provided with peer assistance. F. Bargaining unit employee evaluation forms Surveys are encouraged as a means of providing feedback to Certified Employees members for continued professional development. No anonymous or student surveys or rankings will be developed used in consultation with summative Certified Employee member evaluations unless mutually agreed upon by the Association prior to implementationCertified Employee member and evaluator.

Evaluation. A. The evaluation (a) All monitoring or observation of a bargaining unit employee work performance will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person openly and with the full knowledge of the bargaining unit employeeteacher or nurse. If The use of public address, audio systems and similar devices for these purposes are prohibited. (b) Teachers and nurses will be given a bargaining unit employee is not evaluated as provided in this Section, then personal copy of all evaluation reports prepared by their superiors and will have the right to discuss such report with their superiors. A teacher or nurse may have an observation conducted by a person other than his/her performance immediate supervisor upon a timely request. Such person conducting the second observation shall be the supervisor of the teacher’s immediate supervisor unless the teacher and his/her immediate supervisor agree on another person. At the teacher’s or nurse’s request, the report of any such observation may be attached to his/her evaluation. In addition to the right just stated to have an alternative evaluator in certain circumstances, a teacher or nurse may also choose to have an additional (second) evaluator when he or she has been rated as needing significant improvement or when he or she has been placed on probation. The teacher or nurse may choose who the second evaluator will be, subject to approval of the Superintendent, which approval shall not be unreasonably withheld. Such a second evaluator will participate in a minimum of two co-observations and two co-conferences along with the first evaluator. The second evaluator will complete a separate end-of-year evaluation. This right to a second evaluator may be exercised one time only by the teacher or nurse. Prior to the formal declaration by the Principal/K-12 Director that a teacher needs significant improvement, a central office administrator of the teacher's choosing (who may be the Assistant Superintendent, the Director of Curriculum, Instruction and Staff Development, or the Director of Student Services, but shall not be the Superintendent of Schools) shall review observation and evaluation reports, the teacher's personnel file, and shall collect additional relevant data, if needed, which shall always include at least one classroom observation, to determine whether the teacher needs significant improvement. (c) Teachers and nurses will have the right, upon request, to review the contents of their personnel file. Upon request of the teacher, an Association representative shall be permitted to be present at such review. (d) No material derogatory to a teacher’s or nurse’s conduct, service, character or personality will be placed in his/her personnel file unless the teacher or nurse has had an opportunity to review the material. The teacher or nurse will acknowledge that he/she had had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher or nurse will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy. (e) The Association recognizes the authority and responsibility of the principal for disciplining or reprimanding a teacher for delinquency of professional performance. (f) All evaluations of teachers and nurses shall be conducted in accordance with the procedure set forth in the document entitled “Unit A Staff Evaluation Instrument and Procedures” as most recently revised on July 1, 2000. The Unit A Staff Evaluation Instrument and Procedures, as modified, shall be deemed to be at least satisfactoryfully incorporated by reference into this collective bargaining agreement. C. For all bargaining unit employees, all evaluations (g) Nothing in the Unit A Staff Evaluation Instrument and Procedures shall be reduced construed or implemented so as to writing impose any obligation upon any teacher or nurse that exceeds any limitation that may be set forth elsewhere in this collective bargaining agreement. Whenever there may be a conflict between the Unit A Staff Evaluation Instrument and a copy given Procedures and any other portion of this collective bargaining agreement, such other portion shall govern. (h) Any complaints and/or grievances with regard to the bargaining unit employee application of the Unit A Staff Evaluation Instrument And Procedures may only be processed through Step 4 of the contractual grievance and arbitration procedure (the Committee level) unless the complaint and/or grievance alleges either that one or more criteria for evaluation other than those set forth in the evaluation instrument were considered in the written evaluation or that not all of the said criteria (as appropriately modified for members of Unit A who are not classroom teachers) were considered in the written evaluation. In either such case, the Association must submit the grievance initially to Step 3 of the contractual grievance procedure within ten five (105) week days of receiving the evaluation. Where time limits are expressed in ARTICLE 21, for Steps 3-5, they shall be condensed in each instance to five (5) week days except legal holidays. Within five (5) week days after the Association’s notice of its intention to proceed to arbitration, the parties shall attempt to agree upon an Arbitrator. If agreement cannot be reached, either party may request the American Arbitration Association to appoint an Arbitrator. Such appointment shall be made by the AAA within two (2) week days after the request. Any Arbitrator so agreed upon or appointed must be able to hear the case within twenty (20) days of being selected. Further, the Arbitrator must render his/her decision within five (5) days after the hearing with or without a written opinion. A written opinion must be issued within 30 days of the hearing. Both parties must be available and willing to try the case within twenty (20) days of the evaluation conference Arbitrator’s appointment. In the event the Committee is unable or unwilling to try the case within twenty (20) days of the Arbitrator’s appointment, the Arbitrator shall have the authority to grant a remedy in any such case that is consistent with applicable legal principles for remedying contract violations. In the event that the Association is unable or unwilling to try the case within twenty (20) days of the Arbitrator’s appointment, the authority of the Arbitrator shall be limited to the reevaluation of the teacher for the applicable time period. (i) The Superintendent shall not decide to non-reappoint any teacher without Professional Teacher Status unless he/she has first read all of the evaluations and other material upon which such decision would be based and unless the teacher has been given prior notification of his/her intent and an advance opportunity to discuss the matter with the administratorSuperintendent or/his her designee prior to the final decision being made. (j) As an alternative to the procedure set forth in Article 29 for dismissal of teachers with professional teacher status, the Superintendent may, in his/her discretion, follow the procedure set forth in this section when dismissing a teacher with professional teacher status for failure to meet the district's professional performance standards. 1) Following two consecutive evaluation cycles in which the bargaining unit member's performance has been rated as unsatisfactory by the supervisor, the Superintendent may place the bargaining unit member on probation. 2) An evaluation report must be prepared within 50 school days following the placement of the bargaining unit member on probation. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee member's performance is doing unacceptable work, the reasons therefore shall be set forth in specific terms, no longer rated as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluatorunsatisfactory, the bargaining unit employee member shall sign be returned to the normal evaluation cycle during the next school year. If the evaluation report rates the bargaining unit member's performance as needing significant improvement, a meeting will be held with the Superintendent at which time the evaluation report shall be reviewed and the bargaining unit member shall be given issued a written warning that if, following a further evaluation which shall be prepared within 60 to 90 school days after the first evaluation report, the bargaining unit member's performance still is unsatisfactory the Principal and Superintendent will dismiss the bargaining unit member effective upon the close of the school year. A bargaining unit member with professional teacher status so dismissed shall be deemed to have failed to meet teacher performance standards developed pursuant to sec. 38 of Chapter 71. 3) When an action plan is developed pursuant to a Form C being completed and the evaluatee being rated as needing significant improvement, it will be provided to the evaluatee by the end of September in the ensuing school year. Unless the evaluated teacher objects, a copy of the evaluation report prepared by which rates the evaluatorevaluatee as needing significant improvement will be provided to the WTA, as will the resulting action plan. In no case The WTA shall have the bargaining unit employee’s signature be construed right to mean that he/she necessarily agrees discuss such evaluation and action plans with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel filedepartment head and/or supervisor and/or director and/or Principal and Superintendent at a meeting. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation Each employee shall be appraised of a their responsibilities. They shall be informed of the criteria upon which they will be evaluated and who is responsible for the evaluation. Classified evaluations shall be completed by administrative or non-bargaining unit supervisory staff of the District with relevant input from other staff. B. During the probationary period (as defined in Article 3 Section D) probationary employees shall demonstrate ability to perform the duties of the position for which they were hired. At the expiration of the probationary period, if in the opinion of the employee’s supervisor the employee is not performing the duties of the position satisfactorily, that employee will be conducted by an administratordismissed. The administrator may seek written input from District shall have the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesright to discharge any employee at any time during the probationary period and this right shall not be subject to the grievance procedure. B. For all bargaining unit employees, evaluations C. All regular employees shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated receive a written evaluation from their supervisor at least once every three (3) two years. If The evaluation will be completed by May 15th of the school year in which it is prepared except in cases of unsatisfactory performance under Section E when the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance completed no later than the employee’s last work day of the fiscal year. D. The evaluation will be discussed with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples employee, signed by the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Sectionsupervisor, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days employee. The employee’s signature only reflects receipt of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit not agreement with the contents. The employee shall have the right to have a written response which shall be rebuttal attached to the file copy evaluation and placed in the personnel file. The observations, findings and conclusions of the evaluation evaluator are not subject to grievance. E. In accordance with best practices, efforts shall be made to resolve unsatisfactory performance at the lowest level possible first. Examples include, speaking with an employee first, placing an employee on focused goals, and letters of expectation. This section shall not be the basis for a grievance. F. If in question. If an administrator believes a bargaining unit employee is doing unacceptable workthe opinion of the employee’s supervisor, the reasons therefore shall services of a regular employee are unsatisfactory, the employee will be set forth in specific terms, as shall identification of so notified and the specific ways in which the bargaining unit employee is to improve, and of the assistance to following procedures will be given by the Employer towards that improvement.implemented: D. Following each formal evaluation of bargaining unit employee, which shall include 1. The District will: Grants Pass School District No. ▇ ▇▇▇▇-▇▇▇▇ Classified Agreement a. Conduct a conference with the evaluatoremployee, the bargaining unit Association's representative if the employee shall sign so requests, and be given a copy the supervisor; b. Inform the employee orally and in writing of the evaluation report prepared deficiencies; c. Detail the expectations of the supervisor; d. Detail the assistance that will be provided by the evaluatorDistrict; e. Inform the employee that the necessary improvements must be made within a specified number of working days, or that a recommendation will be made for dismissal. In If the deficiency is related to performance standards, the specified number of days shall be no case shall less than 30 working days. If the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments deficiency is related to the written evaluation if heWorkplace Expectations (i.e., Attendance/she so desires. All written evaluations are to Punctuality, Personal Appearance, Following Policy/Directives, or Safety Practices), then the specified number of days may be placed in the bargaining unit employee’s personnel fileless than 30 working days. E. In 2. On the event a bargaining unit date specified to the employee at the initial meeting, the employee will again be notified orally and in writing as to his/her progress. If the improvement is not continued satisfactory, a recommendation may be made for dismissal and the reasons therefore furnished to the employee in employmentwriting. If satisfactory improvement has been made, the employer employee will advise the bargaining unit employee of the specific reasons therefore be so advised in writing. F. Bargaining unit 3. If dismissal of the employee is recommended or effected by the supervisor, the procedures applicable in ORS 332.544 and 243.650 may be pursued. The procedures described in paragraph 3 are not subject to the Article 18 grievance procedure. G. No regular employee shall receive an overall “unsatisfactory” on their status recommendation without implementing the procedures outlined in Subsection E of this Article. H. Disputes over evaluation forms will procedures can be developed in consultation with resolved through the Association prior to implementationArticle 18, Grievance Procedure.

Evaluation. A. The evaluation of a bargaining unit employee will Teacher Evaluations 1. Administrators shall assist teachers in fulfilling and improving their instructional program and whenever difficulties or deficiencies are identified, shall recommend appropriate remedial assistance. 2. Teachers shall be conducted evaluated by an administratorthe principal, supervisor or the Superintendent. 3. The administrator may seek written input from Evaluation should be continuous and ongoing throughout the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesevaluation period providing a process whereby a supervisor and employee informally evaluate past performance, guide future performance and expectations. If there are gaps, tenured teachers must be advised of such no later than February 15th. B. For all bargaining unit employees4. Non-tenured employees shall be evaluated at least twice yearly. The first evaluation shall be received by December 15, evaluations and the second evaluation by May 1. 5. Tenured teachers shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three two (32) years. If years and the evaluation shows unacceptable work, followshall be received by May 15 I the year of the evaluation. 6. A pre-up evaluations observation conference will be conducted in accordance scheduled by the administrator with a teacher to discuss the administrator’s improvement plan. Observations shall be for periods of time that accurately samples lesson, date and time, evaluation instrument, and the bargaining unit employee’s work. All formal observations focus of the work of each bargaining unit employee evaluation. The evaluation is to be scheduled at least five (5) school days after the pre-observation conference. 7. Each observation shall be conducted in person the classroom by the evaluator with an on the job site attendance by the evaluator for no less than thirty (30) consecutive minutes for each observation. 8. The evaluation shall include an overall rating of Excellent, Satisfactory, or Unsatisfactory. 9. When a teacher receives an unsatisfactory rating in any area of his/her evaluation, the evaluator shall advise the teacher in writing as to the specific nature of such deficiency and with the full knowledge of ways in which the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then teacher may improve his/her performance in such area. 10. Each observation shall be deemed followed by a post observation conference between the “qualified” evaluator and the teacher being evaluated. The parties shall analyze the observation which shall be specific as to be at least satisfactoryteacher’s strengths and weaknesses with supporting reasons for the comments made. The teacher shall have the right to attach any explanation to the observation as part of that observation. C. For all bargaining unit employees, all evaluations 11. Space for teacher comments shall be reduced to writing and a copy given to noted on the bargaining unit employee within ten (10) days of the evaluation conference with the administratorwritten evaluation. 12. If the bargaining unit employee teacher disagrees with the evaluation, he/she may submit request a written response which reevaluation. If the teacher disagrees with the re-evaluation or the re-evaluation is denied, the teacher may request and shall be attached to granted a meeting with the file copy Superintendent or designee within ten (10) school days of the teacher’s request. 13. The evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as signed by the evaluator and the teacher. The teacher’s signature shall identification signify receipt of the specific ways in which the bargaining unit employee is to improve, and of the assistance to evaluation. The teacher shall be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference provided with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by at the evaluatorconference held to discuss the evaluation. 14. In no case Should a teacher receive an overall rating of unsatisfactory, the teacher shall be placed on remediation, subject to the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents provisions of Section 24-A-5 of the evaluationIllinois School Code. The district will forward to the Association a list of all teachers who would qualify as a consulting teacher to the teacher under remediation. 15. A bargaining unit employee may submit additional comments to teacher under remediation is permitted Association presence at meetings concerning the written remediation plan, and at each evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel fileconference. E. In the event 16. The Board agrees to provide a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing.consulting teacher for a teacher that has been placed on remediation. CALUMET PUBLIC SCHOOL DISTRICT 132 NAME SCHOOL ASSIGNMENT DATE KEY: E=EXCELLENT S=SATISFACTORY U=UNSATISFACTORY F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.I. PERSONAL QUALITIES E S U

Evaluation. A. The evaluation parties agree that parents, students, or other District employees will not be used to evaluate employees. No test scores or test results of a bargaining unit employee any kind will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesused to evaluate employees. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work27.1. All formal observations monitoring and evaluation of the work of each bargaining unit employee Bargaining Unit Member shall be conducted in person and with the full knowledge of the bargaining unit employeeBargaining Unit Member. If Evaluation shall be understood to be a bargaining unit employee continual process which takes place formally and informally in regard to the overall performance of the Bargaining Unit Member. Any informal observation which may be deemed by the Employer to be of a sub–standard performance level shall be brought to the attention of the Employee within five (5) Employee working days. Any observation which is not evaluated documented and brought to the attention of the Employee within the five (5) working day limit shall not be used as provided in this Section, then a basis for the formal evaluation. 27.2. Formal evaluations shall be conducted on probationary Employees a minimum of once during the probationary period. The Bargaining Unit Member will be given through his/her performance job description basic criteria upon which he/she will be evaluated. Bargaining Unit Members who are not probationary Employees shall be deemed to formally evaluated a minimum of one (1) time per school year. All formal evaluations shall be at least satisfactoryby the Bargaining Unit Member’s immediate supervisor. C. For all bargaining unit employees, all 27.3. All evaluations shall be reduced to writing and a copy given to the bargaining unit employee Bargaining Unit Member within ten (10) days of the date the evaluation conference with the administratoris completed. If the bargaining unit employee Bargaining Unit Member disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator a supervisor believes a bargaining unit employee Bargaining Unit Member is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall an identification of the specific ways in which the bargaining unit employee Bargaining Unit Member is to improve, and of the assistance to be given by the Employer towards that improvement. D. 27.4. Following each formal evaluation of bargaining unit employeeevaluation, which shall include a conference with the evaluator, the bargaining unit employee Bargaining Unit Member shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employeeBargaining Unit Member’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee Bargaining Unit Member may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employeeBargaining Unit Member’s personnel file. At the completion of the probationary period, an evaluation of the Bargaining Unit Member’s work shall be completed, following the procedures of this provision. E. 27.5. In the event a bargaining unit employee Bargaining Unit Member is not continued in employment, the employer Employer will advise the bargaining unit employee Bargaining Unit Member of the specific reasons therefore in writingwriting with a copy to the Association. F. Bargaining 27.6. The evaluation document shall be in a narrative form based on the duties identified in the Employee’s job description and as assigned by the Employee’s supervisor. If no evaluation is completed in a given year, the bargaining unit employee evaluation forms will member’s performance shall be developed in consultation with the Association prior to implementationdeemed satisfactory for that year.

Evaluation. A. During the term of this Agreement, the Board shall annually conduct a written Superintendent/President performance evaluation on or before June 30 each year. It shall be the Superintendent/President’s responsibility to advise the Board in writing no later than March 1 each year of the timeline for completing the evaluation in order to ensure that the process is timely scheduled. a. Each such evaluation shall be in a written format, following a protocol selected by the Board. The Board, in its discretion, may meet in closed session with or without the Superintendent/President at any time during the year for purposes of evaluating the Superintendent/President or formulating the evaluation process. The evaluation of a bargaining unit employee will be conducted by include an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations assessment of the work Superintendent/President’s performance in respect to fulfillment of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance job duties in relation to, without limitation, Board policies, goals, and directives, as well as fulfillment of the duties prescribed in the Superintendent/ President’s job description, and the annually established goals and objectives for the Superintendent/President. The evaluation shall be deemed address the functioning of the Superintendent/President with regard to be at least satisfactoryeducational programs, personnel, finance and operations, facilities and all non-instructional programs, community relations, Board- Superintendent/President relations, and professional and staff leadership. In addition to evaluating the Superintendent/President’s past performance, the Board, in consultation with the Superintendent/President, shall annually establish written goals and objectives for the Superintendent/President for the ensuing period. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days b. As part of the evaluation conference process, the Board shall meet in closed session with the administrator. If Superintendent/President to discuss the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents results of the evaluation. A bargaining unit employee may submit additional comments written evaluation shall be provided to the Superintendent/President and shall be signed by the Board President and the Superintendent/President. The Board may require that the Superintendent/President submit a written evaluation if he/she so desires. All written evaluations are plan specifying the actions to be placed in taken to meet the bargaining unit employee’s personnel fileestablished goals and objectives, and to address any areas of concern identified by the Board during the evaluation. E. In c. At the event completion of a bargaining unit employee is not continued in employment, satisfactory annual evaluation the employer will advise Board may extend the bargaining unit employee term of the specific reasons therefore in writingSuperintendent/President’s contract. F. Bargaining unit employee evaluation forms will be developed d. A failure to timely or properly evaluate the Superintendent/President shall not extend the term of this Agreement nor constitute a violation of this Agreement. A failure to evaluate the Superintendent/President shall not preclude the Board from giving notice of termination in consultation accordance with the Association prior to implementationprovisions of this Agreement.

Evaluation. A. The Faculty Evaluation 1. Each member shall participate in evaluation of annually, with those annual evaluations culminating in an Intensive Evaluation on a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesregularly scheduled basis. B. For all bargaining unit employees, evaluations shall consist 2. Both forms of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples based on the bargaining unit employeemember’s work. All formal observations of the work of each bargaining unit employee job description and workload agreement, and shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed filed in the bargaining unit employeemember’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee 3. The purpose of the specific reasons therefore Annual Evaluation is: a. To identify staff strengths and weaknesses; b. To provide a basis for and assistance in writingaccomplishing professional growth; c. To assist the College in continuously improving programs; and d. To provide a basis for recommendation regarding salary step advancement, retention, and non-retention. F. Bargaining unit employee evaluation forms 4. The Intensive Evaluation of all faculty will be conducted according to the processes developed in consultation with ▇▇▇▇▇ and the Association prior appropriate Vice President. Evaluation criteria for the various faculty roles (classroom teacher, tutor, counselor, librarian, etc.) will be based on the specific job description of the faculty member. Intensive evaluations may utilize any or all of the following: student questionnaires, the faculty member’s professional growth plan, a review of course materials, input from a peer observation, a self-assessment, input from department chair or coordinator, a review by the appropriate ▇▇▇▇, and such other evaluation instruments as appropriate. a. Intensive Evaluation Cycles for full-time faculty: i. Probationary full-time faculty members will be intensively evaluated during each year of their probationary status. ii. Regular full-time faculty members will be intensively evaluated once every five years. iii. Fixed-term and grant/contract faculty members may be intensively evaluated where and/or when appropriate. b. Adjunct faculty members will be intensively evaluated on a scheduled basis. The adjunct faculty member shall be provided with a signed copy of the evaluation. c. All faculty to implementationbe evaluated shall be notified by the appropriate ▇▇▇▇ of a date for completion of their evaluation (generally within the academic year for full-time faculty and within the academic term for adjunct faculty.) d. Faculty members must submit the evaluation materials they are responsible for by dates specified by the ▇▇▇▇, or the two parties can specify, in writing, a mutually agreeable date beyond the initial time frame. Failure to submit materials by the agreed upon date will be evidence of unsatisfactory performance in response to administrative requirements. e. The evaluation will be completed by management by the date initially identified, or the two parties can specify, in writing, a mutually-agreeable completion date beyond the initial time frame. Until the intensive evaluation is completed, the presumption shall be that the faculty member’s performance is satisfactory. Adjunct faculty whose evaluations are not completed within the identified time frame are not guaranteed nor precluded from employment in subsequent terms. f. At the conclusion of the evaluation process, the member shall be provided with a signed copy of the Intensive Evaluation. g. In the event an evaluation is not signed, the appropriate ▇▇▇▇ will make a notation and file the evaluation in the personnel file. 5. The faculty member shall have the right to attach a written response to any of his/her evaluations B. Professional Evaluation 1. Professional members shall be evaluated annually for the first three (3) years of employment. Evaluations will be conducted at least every third year following the initial three (3) years of employment. 2. Purpose/Process The purpose of the Professional Employee Performance Evaluation is to demonstrate Rogue’s commitment to organizational excellence and align performance with the College Mission. This process is designed to assist with improvement of individual performance, thereby increasing institutional effectiveness. The process is intended to be formative and is designed to provide constructive, open communication between management, administrative, and professional employees and their supervisors. The performance evaluation recognizes achievements, establishes training needs, including suggested areas for improvement, and encourages professional development. To promote these beliefs and concepts across the institution, the College has adopted a performance assessment system. Typically employees will be evaluated annually the first three years of employment, and every third year following. Evaluation forms and other pertinent information can be accessed on the RCC Human Resources website.

Evaluation. A. The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from During the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For 2012/2013 school year, all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee teachers will be evaluated at least once every three (3) yearsunder the new evaluation system which will be limited to teacher performance. If Starting in the 2013/14 school year, both performance and a value added component will be included in the summative evaluation. A. Not later than July 1, 2013, the Evaluation Committee of the Madison Plains Board of Education and the Education Association shall adopt a standards-based teacher evaluation policy that conforms with the evaluation shows unacceptable workof teachers developed under Section 3319.112 of the ORC. 1. All evaluation procedures, follow-up evaluations will be conducted in accordance with including the administrator’s improvement plan. Observations development of a student assessment system, shall be for periods included in the Collective Bargaining Agreement through a Memorandum of time that accurately samples Understanding when they are completed. Said procedures shall be implemented through a no-fault pilot program during the bargaining unit employee’s work2012-2013 school year. The Evaluation Committee shall review and make changes to the procedures as deemed necessary to meet the evaluation philosophy of the District. 2. All formal observations staff involved in the pilot program and thereafter shall be trained in the evaluation processes, procedures and tools. 3. All evaluators shall be administrators of the work of each bargaining unit employee Madison Plains School District and shall be conducted in person trained and with licensed as evaluators by the full knowledge State of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactoryOhio. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation4. A bargaining unit employee member, the administration or the Board may submit request additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel fileconducted by any qualified administrator. E. 5. At the end of the pilot program, the Evaluation Committee shall decide, based on the results of the program, to roll out the Evaluation Procedure district wide. 6. The Board and the RTTT/OTES Transformation Committee shall produce the final evaluation model. 7. In the event a of legislative action by the Ohio General Assembly that impacts in any way on this topic, the parties of the Master Agreement agree to reconvene bargaining unit to make the appropriate adjustments required. 8. Prior to making any changes to the employee is not continued in employmentevaluation process and/or to the employee evaluation instrument, the employer will advise shall make written notification to the bargaining unit employee association of its intent to make any and all recommended changes. 9. In addition to the employer’s written notification to the association president of any and all recommended changes of the employee evaluation provision, the employer also shall include specific reasons therefore in writingwritten rationale for making the recommended changes to the procedure and/or to the employee evaluation instrument. All final changes shall be made by the formal collective bargaining process. F. Bargaining unit employee 10. The obligation for in-term bargaining for changes in the evaluation forms process shall be triggered by employer changes to the Board adopted Evaluation Policy affecting the terms and conditions of employment not addressed. 11. In term bargaining process for changes in the evaluation process shall be limited to thirty (30) calendar days commencing with the first meeting. 12. Should in term bargaining fail to produce agreement on the issue(s), the issue(s) are submitted to mediation through the services of the Federal Mediation and Conciliation Service (FMCS) to assist the parties in negotiations. If a party calls for FMCS involvement, the party shall join in a joint request. 13. When it appears that no progress can be accomplished by FCMS or any mutually agreed to extensions, the matter will be developed submitted to final and binding arbitration. The arbitrator shall be selected from, and according to, voluntary rules and regulations of the American Arbitration Association. 14. The arbitrator shall make a written decision limited to the matters unresolved between the parties and shall not be in consultation conflict with other provisions of the Association prior to implementationNegotiated Agreement. The decision of the arbitrator shall be final and binding. The cost of the arbitrator shall be shared equally between parties.

Evaluation. A. The evaluation of a bargaining unit employee will be conducted by an administratorCommittee shall evaluate the Superintendent's employment performance and her working relationship with the School Committee. The administrator may seek written input from evaluation instrument shall be based upon performance criteria mutually agreed upon by the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiespmiies. B. For all bargaining unit employeesThe following procedures are to be used by the Committee in evaluating the Superintendent. 1) The Superintendent's evaluation will cover her performance during the period from May 1 to the following April 30 of each year of her employment. 2) The Committee will present the Superintendent with the proposed goals and objectives by which it wishes to measure her performance in writing, evaluations shall consist not later than July 1 of formal each evaluation year. 3) The Superintendent will respond in writing not later than August 1 of each evaluation year, and informal observation not later than September 1 of bargaining unit employee work. Each bargaining unit employee each evaluation year, the parties will meet to reach mutual agreement on goals, objectives, and the means of measurement which will be evaluated at least once every three (3used. 4) years. If The Superintendent will submit a written report on her goals to the Committee not later than April 1 of each evaluation shows unacceptable workyear, follow-up and each individual member will submit her individual evaluations to the Chairperson not later than April 15 of each evaluation year. 5) The Chairperson will be conducted in accordance present the Superintendent with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations a written compilation of the work of each bargaining unit employee shall be conducted in person individual evaluations, and with the full knowledge of committes will meet to discuss the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed evaluations prior to be at least satisfactoryApril 30. C. For all bargaining unit employees, all evaluations shall be reduced Failure by either party to writing and a copy given adhere to the bargaining unit employee within ten (10) days timeline set forth above will not invalidate the evaluation process unless such a failure substantially impairs the validity of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the final evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal In the event that a final evaluation is not completed prior to the Annual Town Elections, and a change occurs in the composition of bargaining unit employeethe School Committee, any former school committee members who desire to do so will be invited to submit an individual evaluation to the Chairman for consideration as part of the compilation for the last evaluation year during which they served on the Committee. E. The Superintendent shall include a conference be provided with the evaluator, the bargaining unit employee shall sign and be given a copy of the written evaluation report prepared signed by the evaluatorduly authorized person on behalf of the School Committee at least twenty-one (21) days prior to any executive session of the School Committee scheduled to take any personnel action with respect to the Superintendent. In no case Said copy shall be deemed provided if delivered to the bargaining unit employee’s signature Superintendent's office in Lunenburg. F. The evaluation shall not be construed to mean that he/she necessarily agrees considered final until after the School Committee has reviewed the document with the contents of Superintendent; considered input from the Superintendent; and revised the evaluation, if warranted. A bargaining unit employee may submit additional comments The Superintendent shall have the right to meet with the Committee in person to present her input. Said review shall take place, and any such input to the Committee shall be received from the Superintendent within fourteen (14) days from the date on which the Superintendent receives her copy of the written evaluation if he/she so desiresas hereinbefore provided. All Both such review and such input may take place at the same School Committee meeting. G. Any of the foregoing procedures may be waived or modified by mutual written evaluations are to consent of the Committee and the Superintendent. In any case, the procedures will be placed construed in harmony with applicable law and may be modified as required based upon changes in the bargaining unit employee’s personnel file. E. In law or changes in authoritative interpretations of the event a bargaining unit employee is not continued in employmentlaw (e.g., by the committees, the employer will advise Attorney General or the bargaining unit employee Secretary of the specific reasons therefore in writingState). F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. The excellence of the institution depends on the quality of its faculty members. Faculty evaluation is considered a method of addressing the performance of faculty. When performed conscientiously, evaluation can enhance faculty performance and promote excellence by providing positive reinforcement, constructive advice, and specific recommendations for improvement. Faculty are expected to fulfill duties and responsibilities as described in this contract. Evaluation provides an opportunity for professional growth, recognition and improvement. A. The Regular (Permanent) and Contract (Probationary) Monthly Rate Faculty Members B. Temporary Faculty Members Paid on the Preparation Salary Schedule All temporary faculty members (substitute and limited) paid on the Preparation Salary Schedule shall be evaluated as indicated in this Article with the exception that the Department Chair shall replace the evaluation of a bargaining unit employee will committee. C. Hourly Rate 1. An evaluation shall be performed by the Department Chair or his/her designee. ▇. ▇▇ the event that the evaluee is rated as "Unsatisfactory", an additional evaluation shall be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesa peer committee in accordance with Section H.7. B. For all bargaining unit employees3. Sections 1. and 2. above must be completed to comply with Article 16, evaluations Section C.5. ▇. ▇▇▇▇▇▇▇▇▇▇ Instructor, Instructor Special Assignment, Campus Nurse, Other Faculty 1. All faculty members assigned as Consulting Instructor, Instructor Special Assignment, or Campus Nurse, and other faculty assigned exclusively in specially funded or categorical programs external to a department (counselors in EOPS, DSPS, Matriculation, GAIN, and Pass Plus shall not be considered external to a department) shall be evaluated in accordance with this Article with the exception that the evaluation committee shall consist of formal an administrator appointed by the College President, one faculty member from a related discipline jointly appointed by the AFT and informal observation the administration, and one faculty member from a related discipline selected by the evaluee. For a probationary evaluee, the committee shall include a nonvoting faculty member appointed by the Academic Senate. However, for such faculty members who are hourly rate or temporary monthly rate, the evaluation shall be performed according to Article 19.C or 19.B respectively, with the supervisor of bargaining unit employee workthe program replacing the Department Chair in the evaluation. 2. Each bargaining unit employee will Counselors in EOPS, DSPS, Matriculation, GAIN and Pass Plus shall be evaluated at least once every three (3) years. If by the evaluation shows unacceptable workprocess in D.1 above, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations addition of the work Chair of each bargaining unit employee the Counseling Department as the committee chair. E. Department Chairs, Athletic Directors, Directors of Child Development Centers All faculty members assigned as Department Chair, Athletic Director, or Director of Child Development Center shall also be evaluated in these positions. Such evaluations shall be conducted in person and with by the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then College President or his/her designee using the performance shall be deemed to be at least satisfactoryreport form for Department Chair and Director of Child Development Center. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The Section 9.01 EVALUATION PROCEDURES-EDUCATIONAL SUPPORT ASSOCIATE Rationale for Personnel Evaluation: Under provisions for RCW 28A.405.100. evaluations will serve as a basis for the development of a written report, a copy of which shall be provided to the employee, and for the development of a suggested and reasonable program for improvement in instances where an individual’s performance is judged unsatisfactory Annual Performance Analysis: Certificated classroom teachers and educational support associates (ESA) holding non-administrative positions are collectively referred to as “employees” herein. Every employee, other than employees who are provisional status, whose work is judged unsatisfactory based upon the evaluation procedures and criteria herein shall be placed in a probationary status after October 15 and shall be given sixty (60) school days to demonstrate improvement in their deficiency. Responsibility for Evaluation: Within each school, the principal or designee shall be responsible for the evaluation of a bargaining unit employees who are assigned to that school. An employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(sassigned to more than one (1) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations school shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) yearsby the principal or designee by the Superintendent. If the evaluator is other than the building principal, the employee shall be notified in writing by October 1 who the evaluator shall be. Evaluation of ESA employees may be assigned to a specific administrator or evaluator with the ESA evaluation shows unacceptable workto reflect input from building administrators. The administrative organizational plan of the District shall be used to determine line of responsibility for evaluation for any employee who is not regularly assigned to any school. Any principal or other supervisor may designate other certificated staff members to assist in the observation and evaluation process. An employee may request in writing to the Assistant Superintendent, follow-up evaluations will Human Resources an alternate evaluator. The Assistant Superintendent, Human Resources may then designate another individual to perform an observation. Evaluation Criteria: Each employee shall be conducted evaluated in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples criteria appropriate to the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response position which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be criteria are set forth in specific termsArticle 9, as Section 9.02 or 9.03. Required Evaluations: All employees, including new employees, shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluatorevaluated annually. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written Such evaluations are to be completed no later thanJune 1.. If the supervisor contemplates recommending that an employee be placed in on probation an evaluation shall be completed prior to any such recommendation. Such evaluation shall take the bargaining unit employee’s personnel file. E. In form of a letter informing the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit evaluator’s recommendation to the Superintendent that the employee evaluation forms will be developed in consultation placed on probation and the supporting information that is provided with the Association recommendation. If the employee is transferred after forty-five (45) days from a position to another position not under the administrator’s jurisdiction, an evaluation shall be made at the time of transfer. If an employee resigns during the school year, upon request of the employee, a final evaluation shall be completed prior to implementation.the resignation date, provided that prior sufficient notice of resignation is given. Individual Staff Initiated Analysis: An employee, upon their own volition, may request an analysis of specific teaching skills to bring about an improvement of instruction in connection with particular skills and performance. Since the purpose of the employee initiated program is to strengthen performance, the employee is encouraged to confer with and seek observations by whomever they feel can assist in achieving this goal. The employee, in a pre-conference prior to the observation may specify those skills they wish to have observed. The employee may select from any or all categories of analysis. Following the observation(s) the evaluator shall have a post-conference with the employee. Evaluation Procedures

Evaluation. A. The evaluation County shall establish and maintain a plan for evaluating the performance of employees in the classified service. Evaluations shall be considered in approving transfers, promotions, salary increases, demotions, discharges, reinstatements, re-employment and other personnel actions. Evaluations shall be made periodically by the employee's immediate supervisor on approved forms and approved by the appointing authority. One copy of each report shall be maintained in the departmental personnel file as a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) yearspermanent record. If the evaluation shows unacceptable workan employee's work to be “Below Standard”, follow-up evaluations will the supervisor shall take appropriate steps to assist the employee in improving. Failure by the employee to show satisfactory improvement may be conducted deemed just cause for discharge. Evaluation of employees (except those serving their probation period as a Deputy Sheriff) may be appealed in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. following procedures: a) If a bargaining unit an employee is not evaluated as provided in this Sectionsatisfied with any aspect of an evaluation, then he/she may within ten (10) working days of being served with the evaluation appeal the evaluation or any portion b) If after meeting with the Division Captain, or if the appeal related to an issue the Captain was not empowered to change, an employee is not satisfied with any aspect of an evaluation, he/she shall have a right to a hearing before his/her performance shall be deemed appointing authority, or their designee, either an Assistant Sheriff or Undersheriff. Any employee requesting such a hearing must request a hearing within ten (10) working days of being notified of the outcome of the appeal to be at least satisfactorythe Division Captain. C. For all bargaining unit employeesc) In the event the employee remains unsatisfied after a hearing before the appointing authority, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee he/she may within ten (10) days after the decision of the appointing authority request in writing to the Director of Personnel that the evaluation appeal be heard by a review board provided that the appeal is based on an aspect(s) of the evaluation conference with which the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which review board is empowered to change. d) The review board shall be attached to convened by the file copy Director of Personnel and shall consist of the evaluation Director of Personnel or her/his designee in question. If an administrator believes a bargaining unit employee is doing unacceptable workthe Personnel Department, the reasons therefore appointing authority or his/her designee, who shall not be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improverater, and of the assistance to be given a third member appointed by the Employer towards that improvementemployee. D. Following each formal e) The review board shall conduct an informal hearing and shall decide all questions by a majority vote. The review board shall have the power to raise rating factors and/or overall evaluation of bargaining unit employeeratings from "Unsatisfactory" to "Below Standards", which shall include a conference with the evaluatorto "Meets Standards", the bargaining unit employee shall sign or "Unsatisfactory" to "Meets Standards", and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents strike narrative portions of the evaluation. A bargaining unit employee may submit additional comments The review board shall not have the power to otherwise alter the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel fileevaluation. E. f) In a hearing before either the event a bargaining unit employee is not continued in employmentappointing authority or the review board, the employer will advise employee shall have the bargaining unit employee of right to attend on release time, call witnesses on release time, and have the specific reasons therefore in writingrater present. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from Board shall evaluate the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated Chancellor in writing at least once every three (3) years. If the evaluation shows unacceptable workeach year, follow-up evaluations will be conducted in accordance with the administrator’s improvement planexception that, during the 2024-25 school year, the Chancellor shall receive an interim evaluation in January of 2025 and a final evaluation by June 30, 2025, for the time period from March 1, 2024, to June 30, 2025. Observations Nothing in this Agreement shall preclude the Board from evaluating the Chancellor more than once each year. Such performance evaluations may take place at the request of the Chancellor or the Board. The evaluation shall be for periods of time that accurately samples based upon mutually agreed upon goals and objectives, the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person Chancellor's job description, and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given any other criteria agreeable to the bargaining unit employee within ten (10) days parties. As part of the evaluation conference process, the Chancellor will provide the Board with an annual report regarding the administratorstate of the District. If This report will include reports regarding each of the bargaining unit employee disagrees with District's colleges and centers. The Board's evaluation of the evaluation, he/she may submit a written response which Chancellor shall be attached to the file copy completed no later than June 30 each year. The Board shall conduct its evaluation of the evaluation Chancellor in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification closed session meetings of the specific ways in which the bargaining unit employee is to improve, Board. The Board President shall then meet with and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given provide a copy of the evaluation report prepared by to the evaluatorChancellor during a closed session Board meeting. In no case Each year following completion of the evaluation process, the parties shall mutually establish goals for the bargaining unit employee’s signature succeeding year, which shall serve as the basis for determining Chancellor's entitlement to a merit-based salary increase. At the conclusion of each year's final annual evaluation (including the initial interim evaluation scheduled for January 2025), the Board shall determine in writing on the Chancellor's evaluation form whether or not the evaluation is "satisfactory" or "unsatisfactory." If the Board determines that the Chancellor's evaluation is "satisfactory" or better, the Chancellor shall be construed entitled to: (1) the COLA increase as set forth in section 3; (2) a merit based salary adjustment as set forth in section 3; and (3) a 403b Contribution as set forth in section 10. If the Board determines that the Chancellor's evaluation is "unsatisfactory," the Chancellor's base salary shall remain unchanged. If the Board fails to mean evaluate the Chancellor in a timely fashion, the Chancellor shall remind the Board of these time line requirements and the Board shall thereafter promptly evaluate the Chancellor. The Board shall publicly report whether the Chancellor's evaluation is "satisfactory" or "unsatisfactory," so that he/she necessarily agrees the public is informed regarding whether or not the Chancellor has received a salary adjustment. If the Board determines that the Chancellor's evaluation is unsatisfactory, the Chancellor, in collaboration with the contents Board, will prepare an action plan, if necessary, which will address areas identified as needing clarification, emphasis or improvement. The action plan will be included as an addendum to the evaluation report. If a jointly prepared action plan cannot be agreed upon, the Board in its sole discretion shall issue the action plan. The Chancellor and the Board shall sign the evaluation report and action plan. The Chancellor shall have ten (10) days from receipt of any evaluation to respond in writing to the evaluation. A bargaining unit employee may submit additional comments Evaluations and action plans relating to the Chancellor and any written evaluation if he/she so desires. All written evaluations are to comments in response shall be placed in the bargaining unit employee’s Chancellor's personnel file. E. In . The evaluation procedures and requirements set forth in this Agreement shall be the event exclusive means by which the Chancellor is evaluated and are intended to supersede any other provisions concerning evaluation that might exist in applicable law or by virtue of any District rules, regulations, policies or other agreements. The Chancellor shall provide timely written reminders to the Board of all evaluation timeline requirements to assist with implementation of timely evaluations. A failure to properly or timely evaluate the Chancellor shall not preclude the Board from giving notice of termination in accordance with section 18 of this Agreement nor shall it constitute a bargaining unit employee is not continued in employment, default by the employer will advise District. Any failure on the bargaining unit employee part of the specific reasons therefore Board to meet the evaluation requirements or deadlines in writingthis Agreement shall not relieve the Chancellor of his duty to satisfactorily perform his duties or constitute a default by the District. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The Evaluations for non-probationary employees shall take place by May 1 each year using the evaluation of a bargaining unit employee will be conducted form mutually agreed upon by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesAssociation and the District. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If At any time the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations quality of the work of each bargaining unit an employee is deemed unsatisfactory, such employee shall receive a written communication from the immediate supervisor. The Association shall be conducted in person and with furnished a copy of any written warning, reprimand, suspension, or dismissal at the full knowledge request of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit Any time an employee within ten receives either an unsatisfactory annual evaluation (10section A) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit or a written response which shall be attached to communication that the file copy of the evaluation in question. If an administrator believes a bargaining unit employee employee’s work is doing unacceptable workunsatisfactory (section B), the reasons therefore shall be set forth in specific terms, as shall identification of supervisor will provide the specific ways in which employee with a written improvement plan. It will describe the bargaining unit actions the employee is must take to improve, and with time lines for achievement of the assistance actions. It will also describe the steps the district and the immediate supervisor will take to assist the employee in the improvement. The plan will include adequate time to provide needed training of the employee. The plan must be given by reasonable and achievable within the Employer towards that improvementtime frames indicated. It will include regularly scheduled meetings between the employee and the supervisor to discuss the employee’s progress. Employees will not be expected to undertake improvement activities on their own time or at their own expense. Except in the case of probationary employees, the improvement plan will last a minimum of sixty (60) workdays. D. Following each formal evaluation At the conclusion of bargaining unit the improvement plan, the immediate supervisor will provide the employee with a written summary of the employee, which shall ’s progress under the plan. It will include a conference with summary statement in which one of the evaluatorfollowing conclusions is provided: 1. The employee has successfully completed the plan of improvement and is considered satisfactory; 2. The employee has made progress under the plan and will be retained subject to a new or continued plan of improvement; 3. With the prior approval of Human Resources and GRAEOP, the bargaining unit employee shall sign will be transferred to an available GRAEOP position at the appropriate rate of pay for the position (provided the employee has the necessary qualifications) or; 4. The employee has not made progress under the improvement plan and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel fileis recommended for termination. E. In the event an employee receives an unsatisfactory evaluation; they will have the right to a bargaining unit employee is not continued in employment, waiting period of 48 hours before signing the employer will advise unsatisfactory evaluation for the bargaining unit employee purpose of the specific reasons therefore in writingconsulting with an Association representative. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The a. Contract Faculty Evaluation i. Commencing with his/her first contract, a contract faculty member shall be subject to formal evaluation of a bargaining unit employee will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement planthis Article, to a maximum of two (2) separate evaluations per academic year. ii. Observations shall Contract faculty evaluations will include all elements of a probationary regular faculty evaluation, excluding regular faculty service requirements, and will be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and consistent with the full knowledge role of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactorycontract faculty member. C. For all bargaining unit employees, all iii. Where a contract faculty member receives two (2) consecutive unsatisfactory evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten in two (102) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluationdifferent semesters, he/she may submit shall be terminated at the end of his/her existing contract. b. Regular Faculty Evaluation i. Probationary Regular Faculty (1) All evaluations during the probationary period shall be as follows: (a) A minimum of once per year, but (b) No more than twice per year with a minimum of sixty (60) days between and (c) The Responsible Administrator will give the faculty member a written response evaluation report, after consultation with the current Selection Committee. The evaluation report shall explicitly state whether the faculty member is satisfactory or unsatisfactory. If the faculty member is found to be unsatisfactory for regular employment, then the evaluation report shall specify the deficiencies and shall make positive suggestions for each. The standards will be determined by the College. (2) The methods used to collect information will be provided to the faculty member in writing before the evaluation process begins, and will include the following: (a) Written faculty member peer evaluation; (b) Written student evaluations (where applicable); (c) Written self-evaluation by the probationary faculty member; (d) Other methods agreed to by the Selection Committee and by the Responsible Administrator, in which case the probationary faculty member will be informed of such other methods in writing before the evaluation process begins; and (e) Written Responsible Administrator evaluation. (3) The peer evaluator will be appointed by the Responsible Administrator or designate (i.e., Chair/Coordinator of the DDP or Chair of the Selection Committee), who will choose without bias from a list of available faculty after consultation with the probationary faculty member and the Chair/Coordinator of the DDP. The peer evaluator shall be attached to a post-probationary regular faculty member. Where possible, the file copy peer evaluator shall be from the DDP and shall not be a member of the evaluation in questionSelection Committee. In selecting evaluators, course expertise and DDP needs must be considered. If the probationary faculty member raises in writing an administrator believes a bargaining unit employee is doing unacceptable work, allegation of bias or conflict of interest on the reasons therefore shall be set forth in specific terms, as shall identification part of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the peer evaluator, the bargaining unit employee shall existence of a reasonable apprehension of bias or conflict of interest will be determined by the Responsible Administrator. If a reasonable apprehension of bias or conflict of interest is found to exist, another peer evaluator will be appointed. (4) The probationary faculty member will be allowed to read and review the Evaluation Report. The faculty member will have five (5) working days in order to respond in writing to any errors or omissions. The Evaluation Report will then be discussed with the faculty member who will sign and be given a copy of indicating that the evaluation report prepared by the evaluatorhas been seen. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees The faculty member can register agreement or disagreement with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel filereport at this time. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. An evaluation of an Occasional Teacher may be made at the discretion of the Principal or Supervisory Officer. Only Supervisory Officers, Principals and shall evaluate an Occasional Teacher. The evaluation form shall be the form as posted in Appendix B of this Collective Agreement. Where this evaluation involves observation of the Occasional Teacher’s classroom teaching, the Occasional Teacher shall be given at least one day prior notice. Any evaluation of the Occasional Teacher shall be made in writing and signed by the evaluator with a bargaining unit employee copy to the Occasional Teacher. The Occasional Teacher will be conducted by given an administratoropportunity to read the evaluation to sign it and to make any written comments the Occasional Teacher so desires. The administrator may seek written input from Occasional Teacher’s signature will indicate only that the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employeesOccasional Teacher has read the evaluation. A copy of the signed evaluation form shall be kept at the Board Office. If, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If for any reason the Occasional Teacher fails to sign the evaluation shows unacceptable workform, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations this shall be for periods of time that accurately samples noted on the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation form. An evaluation which states that the Occasional Teacher’s classroom teaching is unsatisfactory shall outline the The Principal shall meet with the Occasional Teacher to outline the areas for improvement and provide recommendations for such improvement (See “Occasional Teacher Evaluation Form” in questionAppendix An Occasional Teacher shall have access during normal business hours to that Occasional Teacher’s personnel file upon prior written request and in the presence of a supervisory officer or other designated by the Director. The Occasional Teacher shall also have access to that Occasional Teacher’s personal data file. The Occasional Teacher may copy, without cost, any material contained in the files. The Occasional Teacher may be accompanied by one other person who shall have access to such information at the request of the Occasional Teacher. If the Occasional Teacher disputes the accuracy or completeness of any such informationother than an administrator believes evaluation referred to in Article the Board shall, within thirty (30) calendar days where possible from receipt of a bargaining unit employee is doing unacceptable workwritten request by the Occasional Teacher stating the alleged inaccuracy, either confirm, amend or delete the reasons therefore shall be set forth in specific termsinformation. Where the Board amends such information under Article the Board shall, as shall identification at the request of the specific ways in which the bargaining unit employee is Occasional Teacher, attempt to improve, and of the assistance to be given by the Employer towards that improvementnotify all persons who received a report based on inaccurate information. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The If an employee requests a job evaluation and it is determined that: the position should be reclassified upwards, the action taken will be the same as a ‘job regrade”. the position should be reclassified downwards, the action will be to immediately reduce the salary of the employee to the maximum of the proper grade. the effective date of changes in salary that are a result of a bargaining unit job evaluation requested by an employee shall be ninety days following the date of that employee’s request for a job evaluation or the day following Board approval whichever comes an employee shall return the completed job evaluation form to the Human Resources Division within ten working days or withdraw, in writing, the request for a job evaluation. Job Evaluation Management If an employee has his/her job evaluated because of a management request and it is determined that: (a) the position should be reclassified upwards, the action taken will be conducted the same as a ‘job regrade”. the position should be reclassified downwards, the action taken will be immediately “grandfather” the salary of the employee. the Union be advised of the proposed recommendation. A Labour Management Co-operation Committee shall be established with no more than four representatives of the Union to consider matters of mutual interest. In the event that the Board establishes a employee committee review non-teaching employee pension plans, a representative of the Union shall be appointed to the committee. conditions which employees covered by an administratorthis Agreement now enjoy, receive or possess as employees of the Board shall continue be enjoyed possessed as far as they are consistent with this Agreement, but may be modified by agreement between the Board and the Union. The administrator may seek written input Union agrees with the Board that the Union will not engage in union activities during working hours or hold meetings at any time on the premises of the Board without the prior permission of the Board except as agreed to elsewhere in this Agreement. Whenever the duties and responsibilities of an employee’s classification are changed, the employee and the Union shall be advised of the change and the reasons for it, so that he/she will understand the change. AU Letters of Understanding between the Board and the Union shell form pert of this Collective Agreement. All work shall be performed according to the provisions of the Occupational Health and Safety Act of Ontario, as amended from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations time time. A safety committee shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted established in accordance with the administratorabove Act in co-operation with and participation of the Union. Nothing in the above shall prevent the Union bringing matters relating to health and safety directly to the appropriate Department Heads or from exercising option available to them under the Occupational Health and Safety Act of Ontario, as amended time to time. Permanent and probationary employees shall have the privilege of participating in the Blue Cross Private Hospital Coverage or equivalent and shall pay all premiums in connection therewith. Effective January the Board shall pay one hundred percent of the premium cost. If approved by the underwriters and if there is no increase in premium to the Board, an employee who retires from the Board prior age may retain membership in the Extended Health Care, Semi-Private and Dental Group Benefit to which an employee belongs at the time of retirement until attaining the age of years. The retired employee must pay the premium cost, in advance on an annual, semi-annual or quarterly basis, at the employee’s improvement choice, to maintain the employee’s participation and coverage under the group contracts. The Pension Schemes at present in force shall be continued. Education Act, as amended from time to time, of the single or the family premium, as the case may be, of a Blue Cross Extended Health Care Plan or equivalent with a deductible including the following provisions: per person per two year period. Effective July hearing aids up to a maximum of five hundred dollars per person per year period. The Board shall provide a Health Plan for employees. Effective June permanent and probationary employees may opt for a major restorative and orthodontic benefit plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the bargaining unit employee is to improve, and of the assistance to be given by the Employer towards that improvement. D. Following each formal evaluation of bargaining unit employee, which The dental care plan shall include the following provision: A basic plan reimbursement at a conference level of one hundred percent with the evaluator, the bargaining unit employee shall sign and be given a copy maximum of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel fileper person annually. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The Parties agree that the main aims of evaluation are to ensure that workload duties are being performed satisfactorily and to improve the quality of teaching or research by assisting the Employee to develop her skills. There shall be three types of evaluation conducted by the Employer, informal evaluations, formal evaluations, and student evaluations. Reasonable methods shall be used in conducting evaluations in the context of this Article. For every appointment there shall be an informal evaluation based on criteria relevant to the Unit in which the appointment is held and relevant to the nature of the duties required by the appointment. of this Article shall not be used as a bargaining unit employee will in reaching decisions on hiring except provided for in Informai Evaluation The informal evaluation cannot take place earlier than the of the appointment and shall be conducted by an administratorthe Employee’s immediate Supervisor. An Employee in a supervisory position shall pass on the responsibility of conducting the evaluations to her immediate Supervisor. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations results of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employee. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days of the informal evaluation conference with the administrator. If the bargaining unit employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work, the reasons therefore shall be set forth out in specific terms, as writing and shall identification conclude in one of the specific ways in which following findings: a) the bargaining unit employee performance is to improveexcellent, that all the requirements are met and the quality of the assistance to performance exceeds expectations; the performance is satisfactory, that is, all the requirements are met and the quality of the performance meets expectations; the performance is satisfactory, but one or more minor deficiencies exist and should be given by corrected; or the Employer towards that improvement. D. Following each performance is seriously deficient and a formal evaluation of bargaining unit employee, which is therefore requested. The Employee shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of the informal evaluation report prepared by and have an opportunity to discuss the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she necessarily agrees results with the contents person conducting the evaluation before the evaluation is placed in the Employee’s Personal File. Any written comments the Employee may wish to make about the evaluation shall be attached to the copy of the evaluation. A bargaining unit employee may submit additional evaluation that is placed in the Employee’s Personal File, provided the Employee delivers a copy of the comments to the appropriate Unit authority and requests that her written comments be attached to the copy of the informal evaluation, Formal Evaluation A formal evaluation can take place only if he/she so desiresit is requested pursuant to The formal evaluation will take place before the end of the Employee’s contract, it being understood that where possible enough time should elapse between the informal and the formal evaluation to permit the Employee to address the concerns expressed in the informal evaluation. All written evaluations are Such an evaluation shall be conducted by the Department Chair of the Unit where the Employee is employed, it being understood that where the Department Chair is also the Supervisor, the formal evaluation shall be conducted by the ▇▇▇▇ of the faculty where the Employee is employed, or her delegate. Prior to the formal evaluation of any Employee, the Employer shall consult with the Employee concerning the time and criteria to be placed in the bargaining unit employee’s personnel file. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee used. The formal evaluation shall conclude with one of the specific reasons therefore in writing.following findings: F. Bargaining unit employee evaluation forms will a) the performance is excellent, that is, all the requirements are met and the quality of the performance exceeds expectations; the performance is satisfactory, that is, all the requirements are met and the quality of the performance meets expectations; the performance is satisfactory, but one or more minor deficiencies exist and should be developed in consultation with corrected; the Association performance is seriously deficient, and the deficiencies must be corrected prior to implementation.the next informal evaluation but no discipline is recommended; or

Evaluation. A. Evaluations of faculty are conducted during periods of active employment according to the following processes.-These processes may be altered if mutually agreed to by the Faculty Association and the College President and the Vice President Academic. Each evaluation process will involve the distribution and collection of an approved student questionnaire that is scored by an approved third party. The student questionnaire must include the standardized college questions. No student evaluation results (either student evaluation scores or copies of students' written comments) shall be forwarded to the until after the final grades for the being evaluated have been submitted to Student Services. Full-time instructors are on probation for the first two years of their appointment. Full-time instructors completing probationary requirements shall be evaluated twice per year in different semesters. Evaluations shall occur four times over the two years. A full-time probationary instructor who, for any reason during a given semester, receives no teaching assignment may be evaluated during a later semester. The evaluation procedures are as follows: a) The ▇▇▇▇ is responsible for setting up the evaluation team for each full-time probationary instructor in division. An evaluation team shall be selected as follows: The ▇▇▇▇. whose are to: Coordinate the evaluation Consult with the faculty member being evaluated as to in which course the classroom visitation will occur Notify the instructor of a bargaining unit employee will the timelines of the evaluation, including the date of the classroom visit; at least three days notice must be conducted by an administratorgiven Visit the classroom of the to observe teaching skills, interaction with students, and presentation of subject matter. The administrator Vice President Academic may seek written input conduct the classroom assessment in place of the ▇▇▇▇, in which case the Vice President Academic also becomes part of the evaluation team. Provide information to the evaluation committee regarding the professional performance and activities. Convene the evaluation team to formulate the evaluation report Prepare the evaluation report based on the recommendations of the team Meet with the for the purpose of discussing the evaluation re the team members have read and signed the report Present the report to the Vice President Academic for signature Medicine Hat College Contract Board Association, July to June I Article continued A full-time regular instructor chosen by the whose responsibilities are to: Provide assistance to the in selecting additional questions for the student questionnaire. Attend evaluation meetings as requested by the ▇▇▇▇ Participate as a member of the evaluation team in determining the outcomes of the evaluation and preparing the recommendations and commendations for the evaluation report A full-time regular instructor from a different division, selected by the ▇▇▇▇, whose responsibilities are to: Administer the student questionnaire, from a class time which is different, if possible, from the class visited by the ▇▇▇▇ or Vice President Academic Deliver the completed student questionnaire to the administrative assistant who then forwards the envelope of student questionnaires to the approved third party for tabulation Receive the returned sealed envelope from the approved third party (via the administrative assistant) Type the comments contained on the student evaluation forms Attend evaluation meetings complete an evaluation summary as requested by the ▇▇▇▇ Participate as a member of the evaluation team in determining the outcomes of the evaluation and preparing the recommendations and commendations for the evaluation report The evaluation report shall include commendations and recommendations. The evaluation report must clearly describe the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilities. B. For all bargaining unit employeesabilities and professional activities of the including suggestions for improvement, evaluations shall consist of formal and informal observation of bargaining unit employee workif necessary. Each bargaining unit employee will be evaluated at least once every three (3) years. If member of the evaluation shows unacceptable workteam shall review the evaluation report and, follow-up evaluations will if it is found to be conducted in accordance with acceptable, shall sign the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work. All formal observations of the work of each bargaining unit employee shall be conducted in person and with the full knowledge of the bargaining unit employeereport. If a bargaining unit employee is not evaluated as provided in this Section, then his/her performance shall be deemed to be at least satisfactory. C. For all bargaining unit employees, all evaluations shall be reduced to writing and a copy given to the bargaining unit employee within ten (10) days member of the evaluation conference team does not agree with the administrator. If the bargaining unit employee disagrees with the evaluationreport, he/she may submit sign a written response dissenting opinion which shall will be attached to the file copy of evaluation report. After the evaluation in question. If an administrator believes a bargaining unit employee is doing unacceptable work▇▇▇▇ has met with the and reviewed the report, the reasons therefore shall be set forth in specific terms, as shall identification of requested to sign the specific ways in which the bargaining unit employee is report to improve, and of the assistance to be given by the Employer towards acknowledge that improvement. D. Following each formal evaluation of bargaining unit employee, which shall include a conference with the evaluator, the bargaining unit employee shall sign and be given a copy of it has been reviewed. The signature only indicates that the evaluation report prepared has been reviewed by the evaluator. In no case shall the bargaining unit employee’s signature be construed to mean that he/she and does not necessarily agrees indicate agreement with the contents of the evaluation. A bargaining unit employee may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employee’s personnel fileopinions offered. E. In the event a bargaining unit employee is not continued in employment, the employer will advise the bargaining unit employee of the specific reasons therefore in writing. F. Bargaining unit employee evaluation forms will be developed in consultation with the Association prior to implementation.

Evaluation. A. The evaluation parties agree that parents, students, or other District employees will not be used to evaluate employees. No test scores or test results of a bargaining unit employee any kind will be conducted by an administrator. The administrator may seek written input from the instructional leader(s) when evaluating bargaining unit employees having instructional responsibilitiesused to evaluate employees. B. For all bargaining unit employees, evaluations shall consist of formal and informal observation of bargaining unit employee work. Each bargaining unit employee will be evaluated at least once every three (3) years. If the evaluation shows unacceptable work, follow-up evaluations will be conducted in accordance with the administrator’s improvement plan. Observations shall be for periods of time that accurately samples the bargaining unit employee’s work24.1. All formal observations monitoring and evaluation of the work of each bargaining unit employee Bargaining Unit Member shall be conducted in person and with the full knowledge of the bargaining unit employeeBargaining Unit Member. If Evaluation shall be understood to be a bargaining unit employee continual process which takes place formally and informally in regard to the overall performance of the Bargaining Unit Member. Any informal observation which may be deemed by the Employer to be of a sub–standard performance level shall be brought to the attention of the Employee within five (5) Employee working days. Any observation which is not evaluated documented and brought to the attention of the Employee within the five (5) working day limit shall not be used as provided in this Section, then a basis for the formal evaluation. 24.2. Formal evaluations shall be conducted on probationary Employees a minimum of once during the probationary period. The Bargaining Unit Member will be given through his/her performance job description basic criteria upon which he/she will be evaluated. Bargaining Unit Members who are not probationary Employees shall be deemed to formally evaluated a minimum of one (1) time per school year. All formal evaluations shall be at least satisfactoryby the Bargaining Unit Member’s immediate supervisor. C. For all bargaining unit employees, all 24.3. All evaluations shall be reduced to writing and a copy given to the bargaining unit employee Bargaining Unit Member within ten (10) days of the date the evaluation conference with the administratoris completed. If the bargaining unit employee Bargaining Unit Member disagrees with the evaluation, he/she may submit a written response response, which shall be attached to the file copy of the evaluation in question. If an administrator a supervisor believes a bargaining unit employee Bargaining Unit Member is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall an identification of the specific ways in which the bargaining unit employee Bargaining Unit Member is to improve, and of the assistance to be given by the Employer towards that improvement. D. 24.4. Following each formal evaluation of bargaining unit employeeevaluation, which shall include a conference with the evaluator, the bargaining unit employee Bargaining Unit Member shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the bargaining unit employeeBargaining Unit Member’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation. A bargaining unit employee Bargaining Unit Member may submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be placed in the bargaining unit employeeBargaining Unit Member’s personnel file. At the completion of the probationary period, an evaluation of the Bargaining Unit Member’s work shall be completed, following the procedures of this provision. E. 24.5. In the event a bargaining unit employee Bargaining Unit Member is not continued in employment, the employer Employer will advise the bargaining unit employee Bargaining Unit Member of the specific reasons therefore in writingwriting with a copy to the Association. F. Bargaining 24.6. The evaluation document shall be in a narrative form based on the duties identified in the Employee’s job description and as assigned by the Employee’s supervisor. If no evaluation is completed in a given year, the bargaining unit employee evaluation forms will member’s performance shall be developed in consultation with the Association prior to implementationdeemed satisfactory for that year.