PROFESSIONAL STAFF EVALUATION Sample Clauses

PROFESSIONAL STAFF EVALUATION. The Association recognizes the right, duty and responsibility of administrators to make continuous evaluation of the performance of personnel for the purpose of providing a sound basis for personnel improvement and evaluation of personnel effectiveness. This evaluation should serve to identify personnel strengths and limitations through use of the accepted evaluation form. All observations and evaluations shall be done openly with the personnel being evaluated. Any written evaluation shall, after a review by both parties, be signed by each and a copy of the evaluation given to the person being evaluated. Evaluation should be a continuous process with professional growth being the basic goal. All bargaining unit members must be formally evaluated each year, except as otherwise provided in this Article.
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PROFESSIONAL STAFF EVALUATION. 24.1 Members of the bargaining unit to whom R.C. 3319.111 applies shall be evaluated in compliance with the law and with the Ohio Department of Education’s Ohio Teacher Evaluation System (OTES), including the prescribed forms, as may be amended by action of the Board pursuant to this Article. Each year a district committee of administrators and professional staff shall work cooperatively in developing, reviewing, revising, or updating the evaluation process as it applies to members of the bargaining unit. The Superintendent or his/her designee shall be a member and the chair of the committee, which shall also consist of three (3) persons appointed by the Superintendent and three (3) persons appointed by the Association President. This standing committee shall meet no later than November 15th of each school year and otherwise at the call of the chair. Its function shall be to formulate proposals concerning the development, review, revision, or updating of the professional evaluation instrument(s) used for members of the bargaining unit. Once any such proposal is formulated by the committee, it shall be presented to the Superintendent, who shall make a recommendation to the Board to approve, modify, or reject same. Any action by the Superintendent in making such a recommendation and by the Board in acting or not acting thereon shall be final in each of those regards and not grievable or otherwise subject to appeal. The current evaluation process is included at Appendix A for directory purposes in this document and will be distributed to all certificated/licensed staff and administrators to inform all parties of the stages of the evaluation process and any applicable definitions to assist with its implementation. A second attachment, labeled Appendix B, will be developed and distributed to staff who are not evaluated under OTES showing the stages of their evaluation process. Procedures and dates not required by statute shall be directory rather than mandatory in nature.
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PROFESSIONAL STAFF EVALUATION. 1. The performance of all teachers shall be evaluated in writing in accordance with the Ohio Teacher Evaluation System (OTES) model. Such evaluations shall acknowledge areas of reinforcement and refinement.
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PROFESSIONAL STAFF EVALUATION. I. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher and no electronic devices shall be used for observation purposes or evaluation purposes without the consent of the teacher.
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PROFESSIONAL STAFF EVALUATION. A Statement of Philosophy The purpose of Professional Staff Evaluation for the Xxxxxxxx School District is to improve the quality of teaching performance and, thus, the quality of student learning experiences. Staff evaluation is a never-ending process. Theoretically, evaluation takes place whenever interaction occurs between an evaluator and the evaluatee. Therefore, classroom observations, although necessary and required, are but one technique in an evaluative process. Data used to evaluate individual staff members should be gathered from multiple sources on multiple occasions, but this process must be formalized by a clearly defined set of procedures. In evaluating teacher effectiveness, teacher performance is measured against specific criteria and individually developed goals and objectives, rather than against the performance of other teachers. Self-evaluation is an integral part of this process. In order to be effective the evaluation process requires a cooperative effort between the teacher and the administrator. It must be a process done with people, not to them. Therefore, positive teacher and administrative attitudes toward the evaluation process is critical to its success. STAFF EVALUATION PROCEDURES The performance of all teachers shall be evaluated in writing. Any formal observation of the teacher shall be done openly by the building principal or assistant principal (or other local administrator) and for the first contractually required formal observation; there shall be notification to the teacher at least the work day prior to such observation. The administrator will inform the teacher of a time frame for each of the subsequent contractually required formal observation(s). Video cameras and tape recorders shall not be used in the evaluation process without the teacher's consent. The Teacher Evaluation Form is primarily designed to be used at a conference between the individual teacher and the administrator. At that conference, this evaluation form will be signed by both the teacher and the administrator. The teacher is asked to evaluate himself/herself using these forms prior to the conference with the administrator. It should be understood, however, that this self-evaluation form will not be part of the teacher's record and will be used only as a basis of discussion at the conference. A copy of the signed evaluation form must be submitted to the Superintendent's office. In addition, the administrator and/or the teacher may choose to submit ...
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PROFESSIONAL STAFF EVALUATION. A. Professional Staff evaluations shall be in keeping with Section 1249 of the Revised School Code, MCL 380.1249.
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Related to PROFESSIONAL STAFF EVALUATION

  • Professional Standards The Contractor agrees to maintain the professional standards applicable to its profession and to Contractors doing business in the United States Virgin Islands.

  • TECHNICAL EVALUATION (a) Detailed technical evaluation shall be carried out by Purchase Committee pursuant to conditions in the tender document to determine the substantial responsiveness of each tender. For this clause, the substantially responsive bid is one that conforms to all the eligibility and terms and condition of the tender without any material deviation. The Institute’s determination of bid’s responsiveness is to be based on the contents of the bid itself without recourse to extrinsic evidence. The Institute shall evaluate the technical bids also to determine whether they are complete, whether required sureties have been furnished, whether the documents have been properly signed and whether the bids are in order.

  • Program Evaluation The School District and the College will develop a plan for the evaluation of the Dual Credit program to be completed each year. The evaluation will include, but is not limited to, disaggregated attendance and retention rates, GPA of high-school-credit-only courses and college courses, satisfactory progress in college courses, state assessment results, SAT/ACT, as applicable, TSIA readiness by grade level, and adequate progress toward the college-readiness of the students in the program. The School District commits to collecting longitudinal data as specified by the College, and making data and performance outcomes available to the College upon request. HB 1638 and SACSCOC require the collection of data points to be longitudinally captured by the School District, in collaboration with the College, will include, at minimum: student enrollment, GPA, retention, persistence, completion, transfer and scholarships. School District will provide parent contact and demographic information to the College upon request for targeted marketing of degree completion or workforce development information to parents of Students. School District agrees to obtain valid FERPA releases drafted to support the supply of such data if deemed required by counsel to either School District or the College. The College conducts and reports regular and ongoing evaluations of the Dual Credit program effectiveness and uses the results for continuous improvement.

  • JOB EVALUATION The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • Professional Services Bodily injury" or "property damage" arising out of the rendering of or failure to render profes- sional services;

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