Staff Evaluations Sample Clauses

Staff Evaluations. For staff employees, evaluation criteria and procedures will be established by the Employer in consultation with employees in the appropriate area and the Joint Professional Development Committee. Evaluation procedures and criteria will
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Staff Evaluations. The Association will be involved in any changes in teacher evaluation instruments or processes.
Staff Evaluations. The revised staff evaluation process for the 2020-2021 SY by October 15, 2020, is attached hereto as Appendix K, and hereby incorporated into this Memorandum Agreement.
Staff Evaluations. 18.06 If the employee fails to improve her work performance and it is deemed necessary to censure the employee in a manner indicating that dismissal may follow if an employee fails to bring her work up to a required standard by a given date, the Employer shall present the censure in written form to the employee.
Staff Evaluations. 5.1 Evaluation Method A committee consisting of 2 classroom teachers and 2 administrators and/or Board members shall develop the evaluation instrument. This committee shall make recommendations to the AEA and the Board. The final selection of the instrument shall be made by the Board and shall be included as Appendix C of the Agreement. Evaluation of teacher performance shall be done by a certified administrator and must be based on his/her own observation(s).
Staff Evaluations. A. Certified Staff The District shall comply with the Performance Evaluation Reform Act (PERA) of the Illinois School Code. All tenured teachers shall be evaluated at least once every three years and all non-tenured teachers shall be evaluated at least once every year, using the four rating levels outlined in PERA, as outlined in Appendix E. Teachers assigned to teach classes for which they are not certified shall not be evaluated for content knowledge in those classes. Tenured teachers who receive a “needs improvement” or “unsatisfactory” evaluation rating shall be placed on a professional development plan or remediation plan, as applicable, in accordance with the School Code. Nothing in this paragraph shall prevent a teacher on a professional development plan or remediation plan from being subject to a reduction in force. Substantive evaluation content and ratings are not subject to the grievance procedure.
Staff Evaluations. Evaluating your staff is important to ensure consistent and quality performance and most importantly, customer service. You can establish 6-month formal evaluation periods to recap their performance. We have also found that informal evaluations conducted when you see a performance or compliance problem, is highly effective in maintaining a company standard. It is a lot more useful when you point out a problem immediately rather than wait when the staff member may not recall the issue. Please refer to Section 4.2.5 and 4.2.6 for sample Manager and Massage Therapist Evaluation Reports.
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Staff Evaluations. The parties agree that the Rhode Island Department of Education model will be the sole tool for evaluating teachers. Unless mutually agreed otherwise, the administrator whose supervisory assignment, experience, and certification best align will evaluate each teacher. Balancing the evaluation load may also be a factor in assignment when multiple administrators align. From time to time and with teacher agreement, multiple evaluators may share an evaluation in order to align practice. The District Evaluation Committee will review any questions or disagreements regarding evaluations, including assignments.
Staff Evaluations. The parties agree that the Rhode Island Department of Education model will be the sole tool for evaluating teachers. Unless mutually agreed otherwise, the administrator whose supervisory assignment, experience, and certification best align will evaluate each teacher. Balancing the evaluation load may also be a factor in assignment when multiple administrators align. From time to time and with teacher agreement, multiple evaluators may share an evaluation in order to align practice. The District Evaluation Committee will review any questions or disagreements regarding evaluations, including assignments. The parties recognize the need to allow for an appeal process for any evaluation. The appeal process must be completed by June 1. To that end the parties agreed to mutually create a valid appeal process.

Related to Staff Evaluations

  • TEACHER EVALUATIONS 1. Evaluation of teachers and the Career Placement Coordinator shall be an ongoing and continuous process consisting of Year 1, Year 2, and Year 3. Years 2 and 3 processes will be utilized with nurses and social workers. It is recognized by the Board and the Association that, in addition to the classroom performance of the teacher, which includes knowledge of subject matter, appropriate and effective classroom control and discipline, and the ability to establish rapport and a positive working relationship with students, other factors contribute to the effectiveness of the teacher's total achievement in his/her assignment. Test results may be discussed verbally with the teacher(s). No written reference to test results will be used in teacher evaluation. Any recognized deficiency in teacher performance will be brought to the attention of the teacher in a reasonable period of time and shall be substantiated. All monitoring and observation of the performance of an employee shall be conducted openly and with full knowledge of the teacher. Classroom visitation by evaluators for the purpose of evaluating shall not unduly interfere with the normal teacher-learning process.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • Self-Evaluation Each regular faculty member shall provide a self-evaluation. It shall address, among other items, the faculty member's fulfillment of professional responsibilities as referenced in Section 18.2.3 and an assessment of his or her own performance. The faculty member will share the self-evaluation with the Faculty Evaluation Committee and the first-level manager or designee. The self-evaluation will become part of the evaluation report.

  • Formal Evaluations The employer shall undertake formal evaluations of an employee’s performance of the various duties and responsibilities of a position only if one or more of the following conditions is present: • employee request • mutual agreement of hiring unit and employee • recommendation arising from informal evaluation • decision of Chair, Xxxx, Director or designate resulting from the processing of a complaint in accordance with Article 8.

  • EMPLOYEE EVALUATIONS 3. Any matter for which there is recourse under State or Federal statutes.

  • Student Evaluations Student evaluations shall be completed by the end of the 12th week of the Fall semester.

  • TEACHER EVALUATION A. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher.

  • 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.

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