Common use of Monitoring Procedure Clause in Contracts

Monitoring Procedure. 1. The evaluator shall monitor such activities of the employee as the evaluator deems necessary to evaluate the employee's progress toward meeting the established CSTP Standards. 2. Each employee being evaluated shall be observed by the evaluator at least once during the evaluation period. a. The employee being evaluated shall receive advance notice of the date and time of the evaluator's first observation. The observation shall be for a period of at least thirty (30) minutes. b. For any subsequent observations, the evaluator shall not be required to give the employee being evaluated any advance notice. c. The evaluator shall hold an observation conference with the employee after each formal observation of that employee. A "formal observation" refers to an observation about which a formal observation report is filled out and filed. The conference shall be held and the report provided to the employee within a reasonable time after the observation. 3. If, at any time during the evaluation period, the evaluator determines that the employee needs to show improvement to meet the stated standards or other areas of evaluation, he/she shall within a reasonable time notify the employee. a. The evaluator shall also provide the employee at that time with the following in writing: 1. Areas where improvement is needed; 2. Specific suggestions for improvement; 3. Techniques and standards that will be utilized in assessing improvement; 4. The time schedule to be utilized for monitoring progress; and 5. A list of any resources which the evaluator decides to be made available to the evaluatee to assist with improvement. b. Unless a change in grade or subject area is necessary because it is in the best interest of the students, or if a class is closed or reorganized during the time a unit member is working under a remediation plan, his or her assignment will not be changed. 4. The evaluation shall be reduced to writing, and a copy of it shall be given to the employee being evaluated not less than thirty (30) calendar days before the end of the employee's school year. 5. The evaluation report shall relate to the CSTP Standards determined in accordance with Section F above, and the other areas defined in Section E.1. a. e. above. It shall summarize the data collected during the evaluation period and shall also include the evaluator's judgment of the effectiveness of the employee's performance along with the necessary recommendations. When the employee is presently performing satisfactorily in a previously identified area of deficiency, such satisfactory performance shall be noted in the evaluation. 6. Any evaluation including a “not met” rating shall be predicated upon information which has been brought to the attention of the employee in accordance with Section G.3. above. To the extent practicable, such information shall be provided the employee in a timely manner so as to provide him/her with a reasonable period of time to remediate the problem. Any assertion that an employee has not adhered to CSTP Standards shall be limited to instances where it was ascertained at the initial conference that the employee had the current CSTP Standards. Any rating of an employee’s performance as “not met” in any area shall not be arbitrary or capricious. 7. The evaluation report shall be discussed in a conference between the evaluator and the employee prior to the close of school. An Association representative may also be present at the conference if requested by the employee, and another administrator may be present at the meeting if requested by the evaluator. 8. The employee shall sign the evaluation report at the evaluation conference. The signature does not necessarily indicate that the employee endorses or agrees with the contents of the report. Within fifteen (15) days after the evaluation conference, the employee may submit a written response to the evaluation's statement, which shall be attached to the evaluation and placed in the employee's personnel file. 9. If an employee receives an evaluation pursuant to Section G.4., noting unsatisfactory performance in the area of teaching methods or instruction, the District may require that he/she participate in a formalized improvement program. This requirement shall be imposed only after remediation has been initially attempted in accordance with Section G.3. If such a requirement is imposed, the following conditions shall control: a. The composition of the program shall be developed by the evaluator in consultation with the employee, with the evaluator giving good faith consideration to suggestions proposed by the employee; b. In the event that it is determined that released time is necessary, it shall be without loss of pay to the employee; c. If the program includes peer participation, one peer shall not participate in the evaluation of the other; and d. This program shall not be punitive nor shall it be administered in an arbitrary or capricious manner. Within a reasonable time after the conclusion of the required improvement program, the employee shall be re-evaluated in accordance with Section G.3.a., b. and 4. This does not limit the District's right to monitor the employee's performance during the remediation process.

Monitoring Procedure. 1. The evaluator shall monitor such activities of the employee as the evaluator deems necessary to evaluate the employee's progress toward meeting the established CSTP Standards. 2. Each employee being evaluated shall be observed by the evaluator at least once during the evaluation period. a. The employee being evaluated shall receive advance notice of the date and time of the evaluator's first observation. The observation shall be for a period of at least thirty (30) minutes. b. For any subsequent observations, the evaluator shall not be required to give the employee being evaluated any advance notice. c. The evaluator shall hold an observation conference with the employee after each formal observation of that employee. A "formal observation" refers to an observation about which a formal observation report is filled out and filed. The conference shall be held and the report provided to the employee within a reasonable time after the observation. 3. If, at any time during the evaluation period, the evaluator determines that the employee needs to show improvement to meet the stated standards or other areas of evaluation, he/she shall within a reasonable time notify the employee. a. The evaluator shall also provide the employee at that time with the following in writing: 1. Areas where improvement is needed; 2. Specific suggestions for improvement; 3. Techniques and standards that will be utilized in assessing improvement; 4. The time schedule to be utilized for monitoring progress; and 5. A list of any resources which the evaluator decides to be made available to the evaluatee to assist with improvement. b. Unless a change in grade or subject area is necessary because it is in the best interest of the students, or if a class is closed or reorganized during the time a unit member is working under a remediation plan, his or her assignment will not be changed. 4. The evaluation shall be reduced to writing, and a copy of it shall be given to the employee being evaluated not less than thirty (30) calendar days before the end of the employee's school year. 5. The evaluation report shall relate to the CSTP Standards determined in accordance with Section F above, and the other areas defined in Section Section E.1. a. e. a.-e. above. It shall summarize the data collected during the evaluation period and shall also include the evaluator's judgment of the effectiveness of the employee's performance along with the necessary recommendations. When the employee is presently performing satisfactorily in a previously identified area of deficiency, such satisfactory performance shall be noted in the evaluation. 6. Any evaluation including a “not met” rating shall be predicated upon information which has been brought to the attention of the employee in accordance with Section G.3. above. To the extent practicable, such information shall be provided the employee in a timely manner so as to provide him/her with a reasonable period of time to remediate the problem. Any assertion that an employee has not adhered to CSTP Standards shall be limited to instances where it was ascertained at the initial conference that the employee had the current CSTP Standards. Any rating of an employee’s performance as “not met” in any area shall not be arbitrary or capricious. 7. The evaluation report shall be discussed in a conference between the evaluator and the employee prior to the close of school. An Association representative may also be present at the conference if requested by the employee, and another administrator may be present at the meeting if requested by the evaluator. 8. The employee shall sign the evaluation report at the evaluation conference. The signature does not necessarily indicate that the employee endorses or agrees with the contents of the report. Within fifteen (15) days after the evaluation conference, the employee may submit a written response to the evaluation's statement, which shall be attached to the evaluation and placed in the employee's personnel file. 9. If an employee receives an evaluation pursuant to Section G.4., noting unsatisfactory performance in the area of teaching methods or instruction, the District may require that he/she participate in a formalized improvement program. This requirement shall be imposed only after remediation has been initially attempted in accordance with Section G.3. If such a requirement is imposed, the following conditions shall control: a. The composition of the program shall be developed by the evaluator in consultation with the employee, with the evaluator giving good faith consideration to suggestions proposed by the employee; b. In the event that it is determined that released time is necessary, it shall be without loss of pay to the employee; c. If the program includes peer participation, one peer shall not participate in the evaluation of the other; and d. This program shall not be punitive nor shall it be administered in an arbitrary or capricious manner. Within a reasonable time after the conclusion of the required improvement program, the employee shall be re-evaluated in accordance with Section G.3.a., b. and 4. This does not limit the District's right to monitor the employee's performance during the remediation process.