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
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.
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.
