Formal Evaluation Sample Clauses

Formal Evaluation. Any formal observation of at least one (1) full period by the ad- 7 ministrator of record, inclusive of all processes identified in section 11.3.4.2 of this Ar- 8 ticle.

Formal Evaluation. ‌ On a regular basis (see Section 11.3 below), each supervisor is responsible to conduct formal performance evaluations with each subordinate employee summarizing past discussions and setting performance goals.

Formal Evaluation. The formal evaluation shall be submitted to the teacher no later than thirty (30) calendar days preceding the close of the school year. Probationary and temporary teachers shall be formally evaluated two (2) times each year. The first evaluation conference (the mid-term) shall take place before December 9 and the final evaluation conference shall take place prior to February 7. Permanent teachers shall be formally evaluated at least every other year for the first five (5) years with the District; thereafter permanent teachers shall be formally evaluated every other year unless notified in writing that job performance is an overall unsatisfactory in which case they will be evaluated each succeeding year until an overall satisfactory evaluation is achieved. In the case of an overall unsatisfactory evaluation, the employee will be referred to the Peer Assistance and Review (PAR) Program and the evaluator shall take positive action to assist the teacher in improving their performance. The teacher will continue in the PAR Program until they receive a satisfactory end of year formal evaluation and has a recommendation of the PAR Panel. No assessment of “unsatisfactory” shall be introduced on a teacher’s evaluation which has not been first observed and called to their attention in writing. Time shall be allowed, when practical, from the date of the written report when the deficiency is first noted and the date of the next observation. A teacher who receives an evaluation which indicates that their performance is unsatisfactory shall, upon request, be entitled to additional classroom observations, one (1) additional written evaluation and one (1) additional evaluation conference. The teacher shall take affirmative action to correct any cited deficiencies, based upon the evaluator’s specific recommendations for improvement and their assistance in implementing such recommendations. A formal evaluation conference shall be held no later than thirty (30) calendar days before the end of the school year to discuss the content of the final evaluation. Each teacher shall, before being presented with their final evaluation, meet with their primary evaluator to discuss the ways in which objectives in each area enumerated in the evaluation form have or have not been met. Within five (5) days of the formal evaluation conference, the teacher shall sign the report indicating only that they have read the report, understands it and has been given the opportunity of responding to i...

Formal Evaluation. The candidate shall be evaluated in the following areas and in the following manner appropriate to his/her category of employment.

Formal Evaluation. A process for improving the education of pupils through teacher professional growth and as criteria for teacher contract renewal. Evaluation is an ongoing process encompassing the entire educational experience. The formal evaluation in compliance with the state-adopted Tulsa Model framework must include each of the following steps: a. Pre-observation conference (upon request of evaluating administrator or teacher) b. First individual classroom observation c. First observation conference (within 5 school days of first observation) d. Second individual classroom observation. e. Second observation conference (within 5 school days of second observation) f. Written formal evaluation g. Evaluation conference (may be combined with second observation conference)

Formal Evaluation. Every formal evaluation of an employee shall be followed with a conference. Employees may attach their comments to the evaluation report, or to any adverse material in their personnel files. The employee may have CSEA representation at any conference.

Formal Evaluation. The teaching performance of all full-time and part-time staff members shall be formally evaluated as outlined in the current Teacher Evaluation Plan, which is a tool that focuses on the continuous reflection and goal setting process of staff members. Administrators work collaboratively with staff members to strengthen their proficiency within all areas of Professional Competencies. During the month of May, a committee consisting of representatives of the Administration and the Association shall meet to determine if revisions to the Teacher Evaluation Plan are needed to be made for the following school year. The Teacher Evaluation Plan is available in the staff section on the District’s website. By September 30th, evaluators will review the Teacher Evaluation Plan with all staff members.

Formal Evaluation. In the event that a Principal believes that a specific area needs to be addressed beyond the process outlined in the Supervision, Professional Growth and Assessment section, then they will commence a formal process by sending a memo to the teacher requesting a Step 1 meeting and indicating that the formal evaluation process pursuant to C.30 Teaching Performance: Supervision and Evaluation has begun. a. STEP 1 i. At the meeting, the Principal will identify and clarify the area(s) of concern with the teacher. The teacher will provide their views in response to the Principal. ii. If any area of concern remains, then the Principal and teacher will discuss, informally, joint strategies to address the area(s) of concern. b. STEP 2 i. If the concern is not remedied at Step 1 or if the problem recurs, then the Principal will meet again with the teacher to discuss the situation. ii. Following the meeting, the Principal will provide the teacher with a descriptive memo outlining the areas of concern, and the evaluation and observation processes (including a time frame) that will be used in analyzing and evaluating the teaching situation. Further, the memo will outline the expected standards of performance or objectives to be met by the teacher and possible means of achieving them. iii. The supervisory and evaluative process referred to in this step shall include a formal written report. If the formal report is “less than satisfactory” a copy will be forwarded to the Superintendent’s office. Further, any written response by the teacher to the written report will also be forwarded to the Superintendent’s office. c. STEP 3 i. If the teacher is evaluated as less than satisfactory in a report pursuant to Step 2 above, then the Principal, a representative of the Superintendent’s office, the teacher, and a representative of the B.T.A., will meet to discuss the situation. Following the meeting the Principal will identify in a descriptive memo the areas of concern, the expected standards of performance or objectives to be met and applicable time frames. ii. Possible means of addressing the concern within the established time frame will be discussed and the teacher, in consultation with the Principal and other appropriate district resource people mutually agreed upon, will develop a plan of remedial action. iii. In pursuing this plan of remedial action, the teacher will have access to existing staff support resources and consultative services. Further, the teacher may be given...

Formal Evaluation. The formal evaluation of each Counseling Faculty Member will be conducted in a conference, at which time the Counseling Faculty Member and the evaluator meet to review the self evaluation, feedback provided by the Counselor Evaluation Form, the Student Rating Questionnaire, and other information as agreed upon in the preceding Planning Conference. The formal Evaluation Conference should be scheduled during the normal academic year, however, the Counseling Faculty Member and the evaluator may agree to schedule the conference in the summer. The Counseling Faculty Self-Assessment Form (Please see forms in Appendix A.) should be completed and given to the appropriate evaluator at least five working days before the Formal Evaluation Conference.