Common use of Formal Performance Evaluation Clause in Contracts

Formal Performance Evaluation. Employees shall be formally evaluated in writing. Evaluations shall be conducted by qualified administrators, as designated by the Superintendent. A. Tenured employees shall complete an evaluation cycle at least once in the course of every two (2) years in accordance with Section 24A of the School Code. B. Non-tenured employees shall be evaluated annually as required under Section 24A of the C. A copy of the evaluation instrument will be made available to employees within ten (10) working days of the start of each school year. The Administration shall be available for questions regarding the evaluation instrument. D. Observation(s) shall be made before the formal evaluation is written. No observation that is part of a formal evaluation process shall be conducted without the knowledge of the employee. Employees shall receive written feedback on any observations which contribute to the overall employee evaluation within ten (10) school days of the observation. A formal observation shall be preceded by a conference between the evaluator and the employee. A formal observation shall consist of a classroom visit of no less than forty-five (45) minutes or the length of a class period. E. A conference between the evaluator and the employee shall be held no later than ten (10) school days after the summative evaluation has been completed. F. Employees shall be provided a copy of the completed written summative evaluation at the time of the evaluation conference unless the employee shall agree to an alternate time. The evaluator and the employee shall date and sign the written evaluation. Employees may file written objections according to the procedure delineated in 3.6D of this Agreement. G. A joint Board/Union Committee will be formed to ensure compliance with Section 24A of the School Code. Changes to the evaluation procedure/instrument will be subject to mutual agreement between the Board and the Union. This committee will also begin discussion about changes to the evaluation instrument and procedures required by the Performance Evaluation Reform Act (PERA) and the administrative rules for Part 50 propagated by the Board of Education of the State of Illinois. These discussions will not be construed as beginning the one hundred and eighty (180) day negotiations window as outlined in the legislation but will serve as time for the group to research, develop ideas, pilot any necessary constructs, and obtain stakeholder feedback prior to the district’s PERA implementation date. Formal changes will not occur prior to approval by the parties, nor shall they occur prior to the school’s required PERA implementation date unless by mutual agreement between the parties. H. Any employee who receives an overall evaluation rating of Needs Improvement shall be placed on a Professional Development Plan. The purpose of the Professional Development Plan is to increase the employee’s proficiency in the area(s) identified in the summative evaluation as in need of improvement. I. Any employee who receives an overall evaluation rating of Unsatisfactory shall be placed upon remediation status in accordance with School Code.

Formal Performance Evaluation. Employees shall be formally evaluated in writing. Evaluations shall be conducted by qualified administrators, as designated by the Superintendent. A. Tenured employees shall complete an evaluation cycle at least once in the course of every two (2) years in accordance with Section 24A of the School Code. However, a tenured employee who received a Proficient or Excellent on his/her most recent summative evaluation shall complete an evaluation cycle at least once in the course of every three (3) years in accordance with Section 24A of the School Code. B. Non-tenured employees shall be evaluated annually as required under Section 24A of the C. A copy of the evaluation instrument will be made available to employees within ten (10) working days of the start of each school year. The Administration shall be available for questions regarding the evaluation instrument. D. Observation(s) shall be made before the formal evaluation is written. No observation that is part of a formal evaluation process shall be conducted without the knowledge of the employee. Employees shall receive written feedback on any observations which contribute to the overall employee evaluation within ten (10) school days of the observation. A formal observation shall be preceded by a conference between the evaluator and the employee. A formal observation shall consist of a classroom visit of no less than forty-five (45) minutes or the length of a class period. E. A conference between the evaluator and the employee shall be held no later than ten (10) school days after the summative evaluation has been completed. F. Employees shall be provided a copy of the completed written summative evaluation at the time of the evaluation conference unless the employee shall agree to an alternate time. The evaluator and the employee shall date and sign the written evaluation. Employees may file written objections according to the procedure delineated in 3.6D of this Agreement. G. A joint Board/Union Committee will be formed to ensure compliance with Section 24A of the School Code. Changes to the evaluation procedure/instrument will be subject to mutual agreement between the Board and the Union. This committee will also begin discussion about changes to the evaluation instrument and procedures required by the Performance Evaluation Reform Act (PERA) and the administrative rules for Part 50 propagated by the Board of Education of the State of Illinois. These discussions will not be construed as beginning the one hundred and eighty (180) day negotiations window as outlined in the legislation but will serve as time for the group to research, develop ideas, pilot any necessary constructs, and obtain stakeholder feedback prior to the district’s PERA implementation date. Formal changes will not occur prior to approval by the parties, nor shall they occur prior to the school’s required PERA implementation date unless by mutual agreement between the parties. H. Any employee who receives an overall evaluation rating of Needs Improvement shall be placed on a Professional Development Plan. The purpose of the Professional Development Plan is to increase the employee’s proficiency in the area(s) identified in the summative evaluation as in need of improvement. I. Any employee who receives an overall evaluation rating of Unsatisfactory shall be placed upon remediation status in accordance with School Code.