Common use of Evaluation Procedure Clause in Contracts

Evaluation Procedure. During the evaluation period, each unit member shall annually receive at least one (1) observation and/or observation of employee work product by the unit member’s immediate supervisor for which the unit member receives written feedback. Evaluations shall be completed on an appropriate evaluation form agreed to by the District and the Association and signed by both the unit member and the unit member’s immediate supervisor. Signature by the unit member shall indicate receipt only, and not agreement with the content of the evaluation. The evaluation shall consider the unit member’s performance over the entire evaluation period and shall not contain any material that the unit member has not been made aware of by prior notification and/or through discussion with immediate supervisor. The unit member’s immediate supervisor shall schedule a conference with the unit member to discuss and review the evaluation. This conference shall take place in a private setting and be kept confidential. All evaluation conferences shall be completed by February 28 of each school year. Upon completion of the evaluation conference, the unit member shall receive a copy of the evaluation and the evaluation shall be delivered to the Human Resources Department for placement in the unit member’s personnel file. Unit members shall have the right to attach a written response to the evaluation, and the written response shall be placed in the unit member’s personnel files with the evaluation. Unit members may seek a written appeal of one or more content areas of the unit member’s evaluation with the Human Resources Department. The Human Resources Department, upon receipt of the written request for appeal, shall schedule a meeting, within ten (10) working days, between the unit member and the unit member’s immediate supervisor. During this meeting, the Human Resources Department shall listen to both parties and determine if there is reasonable justification to warrant the disputed content areas within the evaluation. Unit members that receive an unsatisfactory rating in one or more categories on an approved evaluation form, shall be given a written improvement plan that states, at a minimum, the area(s) where specific improvements are needed, suggestions for improvement, resources to be utilized to assist the unit member’s improvement and the means by which the improvement will be measured. The immediate supervisor of a unit member is the Management Supervisor that has had the unit member under their supervision for a least sixty (60) days.

Evaluation Procedure. During On or before October 30th of each year, the evaluator and the unit member will meet and determine the elements to be included in the mutually agreed upon goals: 13.1.1 The professional goals may be modified by mutual agreement between the evaluator and the unit member. 13.1.2 Every probationary unit member will be evaluated, in writing, by the designated administrator at least once each school year, no later than March 15th. Probationary special education unit members will be evaluated jointly by the designated site administrator and the Director of Student Services/Special Education. 13.1.3 Every permanent unit member with ten (10) or fewer years in the Millbrae Elementary School District will be evaluated, using the appropriate form (Appendix Q) at least once every two (2) years, no later than thirty (30) days prior to the end of the school year. Unit members with more than ten (10) years in the Millbrae Elementary School District, who maintain satisfactory performance, will be evaluated using the appropriate form (Appendix Q) at least once every five (5) years, no later than thirty (30) days prior to the end of the school year. The designated site administrator will evaluate permanent special education teachers. The Superintendent or designee may request the Director of Student Services/Special Education to jointly evaluate the permanent special education unit member along with the designated site administrator. Itinerant teachers shall be assigned a home site for evaluation period, purposes and be evaluated by the site administrator. 13.1.4 The evaluation of each unit member shall annually receive at least will be based, in part, upon classroom observation(s). The type of activity or instruction being observed will govern the length of the observation(s). The classroom observation form [Appendix H] will be discussed with each unit member following an observation. More than one (1) observation and/or observation is necessary if unsatisfactory ratings are to be recorded in the completed evaluation form that becomes a part of employee work product by the unit member’s immediate supervisor for which the unit member receives written feedbackpermanent personnel record. Evaluations shall be completed on an appropriate evaluation form agreed to Subsequent evaluations will reflect any progress made by the District and the Association and signed by both the unit member and the evaluator in working on indicated areas needing improvement. No more than one formal observation in any five (5) days working period unless mutually agreed upon. 13.1.5 The evaluator will base his/her evaluation of a unit member’s immediate supervisormember on information resulting from direct observation. Signature The evaluator will evaluate and assess unit member competency as it reasonably relates to: 13.1.5.1 The progress of pupils toward the standards of expected student achievement at each grade level in each area of study; 13.1.5.2 The instructional techniques and strategies used by the unit member shall indicate receipt only, and not agreement with the content of the evaluation. The evaluation shall consider the unit member’s performance over the entire evaluation period and shall not contain any material that the unit member has not been made aware of by prior notification and/or through discussion with immediate supervisor. ; 13.1.5.3 The unit member’s immediate supervisor shall schedule adherence to curricular objectives; 13.1.5.4 The establishment and maintenance of a conference with suitable learning environment within the unit member to discuss and review the evaluation. This conference shall take place in a private setting and be kept confidential. All evaluation conferences shall be completed by February 28 of each school year. Upon completion of the evaluation conference, the unit member shall receive a copy of the evaluation and the evaluation shall be delivered to the Human Resources Department for placement in the unit member’s personnel file. Unit members shall have the right to attach a written response to the evaluation, and the written response shall be placed in the unit member’s personnel files with the evaluation. Unit members may seek a written appeal of one or more content areas scope of the unit member’s evaluation with the Human Resources Department. The Human Resources Department, upon receipt of the written request for appeal, shall schedule a meeting, within ten (10) working days, between the unit member and the unit member’s immediate supervisor. During this meeting, the Human Resources Department shall listen to both parties and determine if there is reasonable justification to warrant the disputed content areas within the evaluation. Unit members that receive an unsatisfactory rating in one or more categories on an approved evaluation form, shall be given a written improvement plan that states, at a minimum, the area(s) where specific improvements are needed, suggestions for improvement, resources to be utilized to assist the unit member’s improvement and the means by which the improvement will be measured. The immediate supervisor of a unit member is the Management Supervisor that has had the unit member under their supervision for a least sixty (60) days.responsibilities;

Evaluation Procedure. Employees will be evaluated by their building administrator or immediate supervisor on an annual or biennial basis. During the evaluation periodfirst four years of employment, each unit member shall annually receive at least one (1) observation and/or observation Employees will be evaluated on an annual basis. After the fourth full year of employee work product by the unit member’s immediate supervisor for which the unit member receives written feedback. Evaluations employment, employees shall be completed evaluated on an appropriate a biennial basis, at a minimum. Should there be concerns with the performance of any employee, the administration may initiate the evaluation form agreed to by process. A probationary employee who was employed on or before September 15 of the District and school year shall receive a mid-year review during the Association and signed by both month of December or January of the unit member and probationary year. Certified staff members who work directly with the unit member’s immediate supervisoremployee shall provide feedback for the review; however, the building administrator(s) remains the primary evaluator. Signature by Information regarding the unit member shall indicate receipt onlyevaluation process, the evaluation tool that will be used, and not agreement who will be participating in the evaluation process shall be shared with the content employee no later than October 1st. Teachers partnering in the evaluation process shall work directly with the instructional assistant during the course of the evaluationyear. For the evaluation of instructional assistants, certified staff will provide input during the evaluation process, partnering with the administrator to provide meaningful feedback to the instructional assistant. Information regarding the responsibilities for evaluation of instructional assistants will be provided to the certified staff no later than October 1st. Certified staff members partnering in the evaluation process shall be listed on the evaluation form, however, the building administrator(s) remains the primary evaluator and will sign the written evaluation document accordingly. Written evaluations will be provided on the appropriate document for each job classification and will be completed prior to May 15th. The evaluation shall consider the unit member’s performance over the entire evaluation period and shall not contain any material that the unit member has not been made aware of by prior notification and/or through discussion with immediate supervisor. The unit member’s immediate supervisor shall schedule a conference will be discussed with the unit member to discuss and review the evaluation. This conference shall take place in a private setting and be kept confidential. All evaluation conferences shall be completed by February 28 of each school year. Upon completion of the evaluation conference, the unit member shall receive a copy of the evaluation and the evaluation shall be delivered to the Human Resources Department for placement in the unit member’s personnel file. Unit members shall have the right to attach a written response to the evaluationEmployee, and the written response report will become a part of the Employee's personnel file. The final evaluation conference shall not be the first time that an Employee learns about any areas of concern that could yield a rating of “needs improvement” or “unsatisfactory.” If a primary evaluator believes that the Employee is performing below an acceptable level, a meeting shall be placed in held to discuss the unit member’s personnel files concerns and steps for improvement. After this meeting has occurred, if a primary evaluator believes the Employee continues to perform below an acceptable level the concerns shall be identified through the evaluation document, along with the reason(s) and any suggestions a supervisor may have for improvement or remediation. For an Employee who receives an “unsatisfactory” rating on his/her evaluation. Unit members may seek a written appeal of one or more content areas of , the unit member’s evaluation with the Human Resources Department. The Human Resources Department, upon receipt of the written request for appeal, administrator shall schedule a meeting, within ten (10) working days, between the unit member and the unit member’s immediate supervisor. During this meeting, the Human Resources Department shall listen follow-up meeting to both parties and determine if there is reasonable justification to warrant the disputed content areas discuss progress toward improvement within the evaluation. Unit members that receive an unsatisfactory rating in one or more categories on an approved evaluation form, shall be given a written improvement plan that states, at a minimum, first trimester of the area(s) where specific improvements are needed, suggestions for improvement, resources to be utilized to assist the unit member’s improvement and the means by which the improvement will be measured. The immediate supervisor of a unit member is the Management Supervisor that has had the unit member under their supervision for a least sixty (60) daysnext school year.

Evaluation Procedure. During Unit members to be evaluated during a particular year will be advised of the criteria (teaching and objective standards) upon which the evaluation is to be based and notified of the identity of their evaluator within the first twenty (20) teacher working days of the year in which the evaluation is to take place. The unit member being evaluated and the evaluator will meet within the first thirty (30) teacher working days to discuss: a) the objectives and standards to be achieved during the evaluation period; b) the manner in which observations and conferences will occur; and c) the final evaluation due date. Evaluation Elements. Within the systematic evaluation of an employee’s work performance, each unit member shall annually receive ‘observations’ are considered ‘formative’ and conducted in order to initiate a discussion of development or improvement. ‘Summative Evaluation’ occurs at least one (1) observation the end of the evaluation process and is a ‘summative’ report on the teacher’s progress toward targets identified and/or observation of employee work product by clarified during the formative observations. The primary evaluator, who will be responsible for the summative evaluation, will be the supervising principal or assistant principal who has been trained to evaluate the unit member’s immediate supervisor for which . In the case of a unit member receives written feedbackassigned to more than one school, there will be one evaluation done by one principal. Evaluations shall The evaluator will be completed on an appropriate determined by mutual agreement between the involved principals; a principal who does not evaluate will have input into the process. Department chairpersons or other unit members will not participate in or have input in the evaluation form agreed to by the District and the Association and signed by both the unit of any fellow member and the unit member’s immediate supervisor. Signature by the unit member shall indicate receipt only, and not agreement with the content of the evaluationbargaining unit. The evaluation shall consider the Evaluation Schedule. Probationary and temporary unit member’s performance over the entire evaluation period and shall not contain any material that the unit member has not been made aware of by prior notification and/or through discussion with immediate supervisor. The unit member’s immediate supervisor shall schedule a conference with the unit member to discuss and review the evaluation. This conference shall take place members will be evaluated in a private setting and be kept confidential. All evaluation conferences shall be completed by February 28 of writing at least once each school year. Upon completion of the evaluation conference, the Permanent unit member shall receive a copy of the evaluation and the evaluation shall members will be delivered to the Human Resources Department for placement in the unit member’s personnel file. evaluated at least every other school year except as follows: Unit members shall with permanent status who have the right to attach a written response to the evaluation, and the written response shall be placed in the unit member’s personnel files with the evaluation. Unit members may seek a written appeal of one or more content areas of the unit member’s evaluation with the Human Resources Department. The Human Resources Department, upon receipt of the written request for appeal, shall schedule a meeting, within been employed at least ten (10) working daysyears with the school District, between and whose previous evaluation rated the unit member and the unit member’s immediate supervisor. During this meetingemployee as meeting standards, the Human Resources Department shall listen to both parties and determine if there is reasonable justification to warrant the disputed content areas within the evaluation. Unit members that receive an unsatisfactory rating in one or more categories on an approved evaluation form, shall be given a written improvement plan that states, at a minimum, the area(s) where specific improvements are needed, suggestions for improvement, resources to be utilized to assist the unit member’s improvement and the means by which the improvement will be measuredevaluated every five (5) years by mutual consent. The immediate supervisor of Either the evaluator or the teacher may withdraw agreement and consent at any time. Administration reserves the right to observe a unit member is the Management Supervisor that has had the at any time. A unit member under their supervision may be evaluated upon a change in position. A unit member may be evaluated upon a change in location. Temporary and probationary unit members with three (3) or more years in the District may be evaluated every other year. In the case of a scheduled evaluation, observations will begin no later than December 1st. Scheduled evaluations for a least sixty (60) days.permanent unit members will be every other year except as detailed above. Evaluation Process. The evaluation process will include the following activities:

Evaluation Procedure. During Evaluations will be predicated on the criteria categories in 7.2, and their relative importance, professional assignments communicated in writing to the faculty member, and written Faculty Development Plans. Such plans will have annual goals and specific objectives. The Xxxx and faculty member will prepare the plan which will be included in the individual's personnel file. In determining progress during an evaluation period, each unit member shall annually receive at least the Xxxx and faculty members will use student instructional effectiveness surveys as one (1) observation and/or observation important index of employee work product teaching effectiveness. Student surveys will be conducted in two courses taught by the unit member’s immediate supervisor faculty member during each academic year. All faculty may elect to have more than two courses surveyed. Non-tenured faculty may be required to have all courses surveyed. The courses selected for which the unit student survey should be in their primary area of teaching assignment. If the ratings in those two courses are less than satisfactory, the College reserves the right to survey all courses. The Xxxx or a designee shall assist with administration of student surveys. The Xxxx will provide the faculty member receives written feedbackwith a summary of the results within thirty (30) working days following the conclusion of the surveyed course. Evaluations shall The summaries of the student surveys and comments will be completed on an appropriate evaluation form given to the faculty member and a copy will be placed in the personnel file. Without faculty permission, student surveys and summaries and faculty evaluations will be available only to academic supervisory personnel and their staff. The faculty member may request third party verification of the accuracy of the student surveys’ summaries. The third party will be agreed to upon by the District and the Association and signed by both the unit faculty member and the unit member’s immediate supervisorXxxx. Signature by Student surveys will be maintained for one semester following the unit member shall indicate receipt onlysemester in which the surveys were administered, for purposes of such validation. To support the evaluation process, evidence may also be collected from class visitations, monitoring on-line courses with notification, course outlines, tests, quizzes, writing assignments, review sheets, and not agreement with the content of the evaluationother relevant sources. The evaluation shall consider will not be based on student surveys only. When an online or interactive distance learning course is evaluated, the unit member’s quality of teaching and its impact on instructional outcomes will be emphasized apart from any technology variables that may affect instruction. At the end of each evaluation period, Xxxxx will confer with each faculty member to assess progress and/or complete a formal evaluation. Evaluation forms will include three rating categories for performance over - satisfactory, needs improvement and unsatisfactory. Only an overall satisfactory performance designation is eligible for any negotiated annual increase to base salary. Faculty members will provide reasonable documentation and materials which assist in assessing progress made in support of the entire evaluation period goals and shall not contain any material that objectives stated in the unit member has not been made aware of by prior notification and/or through discussion with immediate supervisorprofessional development plan. The unit member’s immediate supervisor shall schedule Xxxx will provide each faculty member a conference copy of strengths identified and/or improvements required in the individual's performance with recommendations to assist improvement and to reach specific outcomes. Conclusions resulting in changes in the objectives and activities of the professional development plan will be attached to the original plan. In the case of identified areas of concern, a plan for implementation of recommendations with specific outcomes will be created by the Xxxx in consultation with the unit member faculty member. Such a plan will be signed and attached to discuss the original faculty development plan and review the evaluation. This conference shall take place in a private setting No determination of less than “satisfactory” can be assigned without prior written notice of administrative concerns and be kept confidentialreasonable time to address such concerns. All evaluation conferences shall be completed by February 28 of each school year. Upon completion of A faculty member may submit written comments on the evaluation conference, the unit member shall receive a prior to subsequent administrative review. A copy of the evaluation and the evaluation shall comments will be delivered to the Human Resources Department for placement placed in the unit faculty member’s personnel file. Unit All evaluations of probationary tenure-track faculty members will include a discussion of progress toward the awarding of tenure. Faculty members who serve as departmental chairs will not conduct formal evaluations. Department chairs will serve in a consultative role which may include review of materials and making recommendations, which may include, but not be limited to, evaluations with respect to departmental citizenship or service. Through a process developed by the Xxxx, departmental faculty may recommend individuals to the Xxxx to serve as department chairs. Evaluations shall have not be subject to grievance or hearing procedures except for compliance with the procedures specifically enumerated in this Article. However, if an evaluation results in the denial of a salary increase, the faculty member may request a conference with the final evaluators for reconsideration, which decision shall be final. The faculty member has the right to attach have a written response to SCEA representative participate in this meeting. Quality of performance and conduct regarding employment as required by the evaluationterms of this Agreement, Board policies and rules, and applicable laws shall form the written response shall be placed in the unit member’s personnel files with the evaluation. Unit members may seek a written appeal sole basis for evaluation of one or more content areas of the unit member’s evaluation with the Human Resources Department. The Human Resources Department, upon receipt of the written request for appeal, shall schedule a meeting, within ten (10) working days, between the unit member and the unit member’s immediate supervisor. During this meeting, the Human Resources Department shall listen to both parties and determine if there is reasonable justification to warrant the disputed content areas within the evaluation. Unit members that receive an unsatisfactory rating in one or more categories on an approved evaluation form, shall be given a written improvement plan that states, at a minimum, the area(s) where specific improvements are needed, suggestions for improvement, resources to be utilized to assist the unit member’s improvement and the means by which the improvement will be measured. The immediate supervisor of a unit member is the Management Supervisor that has had the unit member under their supervision for a least sixty (60) daysfaculty members.

Evaluation Procedure. During Evaluations will be predicated on the criteria categories in 7.2, and their relative importance, professional assignments communicated in writing to the faculty member, and written Faculty Development Plans. Such plans will have annual goals and specific objectives. The Xxxx and faculty member will prepare the plan which will be included in the individual's personnel file. In determining progress during an evaluation period, each unit member shall annually receive at least the Xxxx and faculty members will use student instructional effectiveness surveys as one (1) observation and/or observation important index of employee work product teaching effectiveness. Student surveys will be conducted in two courses taught by the unit member’s immediate supervisor faculty member during each academic year. All faculty may elect to have more than two courses surveyed. Non-tenured faculty may be required to have all courses surveyed. The courses selected for which the unit student survey should be in their primary area of teaching assignment. If the ratings in those two courses are less than satisfactory, the College reserves the right to survey all courses. The Xxxx or a designee shall assist with administration of student surveys. The Xxxx will provide the faculty member receives written feedbackwith a summary of the results within thirty (30) working days following the conclusion of the surveyed course. Evaluations shall The summaries of the student surveys and comments will be completed on an appropriate evaluation form given to the faculty member and a copy will be placed in the personnel file. Without faculty permission, student surveys and summaries and faculty evaluations will be available only to academic supervisory personnel and their staff. The faculty member may request third party verification of the accuracy of the student surveys’ summaries. The third party will be agreed to upon by the District and the Association and signed by both the unit faculty member and the unit member’s immediate supervisorXxxx. Signature by Student surveys will be maintained for one semester following the unit member shall indicate receipt onlysemester in which the surveys were administered, for purposes of such validation. To support the evaluation process, evidence may also be collected from class visitations, monitoring on-line courses with notification, course outlines, tests, quizzes, writing assignments, review sheets, and not agreement with the content of the evaluationother relevant sources. The evaluation shall consider will not be based on student surveys only. When an online or interactive distance learning course is evaluated, the unit member’s quality of teaching and its impact on instructional outcomes will be emphasized apart from any technology variables that may affect instruction. At the end of each evaluation period, Deans will confer with each faculty member to assess progress and/or complete a formal evaluation. Evaluation forms will include three rating categories for performance over - satisfactory, needs improvement and unsatisfactory. Only an overall satisfactory performance designation is eligible for any negotiated annual increase to base salary. Faculty members will provide reasonable documentation and materials which assist in assessing progress made in support of the entire evaluation period goals and shall not contain any material that objectives stated in the unit member has not been made aware of by prior notification and/or through discussion with immediate supervisorprofessional development plan. The unit member’s immediate supervisor shall schedule Xxxx will provide each faculty member a conference copy of strengths identified and/or improvements required in the individual's performance with recommendations to assist improvement and to reach specific outcomes. Conclusions resulting in changes in the objectives and activities of the professional development plan will be attached to the original plan. In the case of identified areas of concern, a plan for implementation of recommendations with specific outcomes will be created by the Xxxx in consultation with the unit member faculty member. Such a plan will be signed and attached to discuss the original faculty development plan and review the evaluation. This conference shall take place in a private setting No determination of less than “satisfactory” can be assigned without prior written notice of administrative concerns and be kept confidentialreasonable time to address such concerns. All evaluation conferences shall be completed by February 28 of each school year. Upon completion of A faculty member may submit written comments on the evaluation conference, the unit member shall receive a prior to subsequent administrative review. A copy of the evaluation and the evaluation shall comments will be delivered to the Human Resources Department for placement placed in the unit faculty member’s personnel file. Unit All evaluations of probationary tenure-track faculty members will include a discussion of progress toward the awarding of tenure. Faculty members who serve as departmental chairs will not conduct formal evaluations. Department chairs will serve in a consultative role which may include review of materials and making recommendations, which may include, but not be limited to, evaluations with respect to departmental citizenship or service. Through a process developed by the Xxxx, departmental faculty may recommend individuals to the Xxxx to serve as department chairs. Evaluations shall have not be subject to grievance or hearing procedures except for compliance with the procedures specifically enumerated in this Article. However, if an evaluation results in the denial of a salary increase, the faculty member may request a conference with the final evaluators for reconsideration, which decision shall be final. The faculty member has the right to attach have a written response to SCEA representative participate in this meeting. Quality of performance and conduct regarding employment as required by the evaluationterms of this Agreement, Board policies and rules, and applicable laws shall form the written response shall be placed in the unit member’s personnel files with the evaluation. Unit members may seek a written appeal sole basis for evaluation of one or more content areas of the unit member’s evaluation with the Human Resources Department. The Human Resources Department, upon receipt of the written request for appeal, shall schedule a meeting, within ten (10) working days, between the unit member and the unit member’s immediate supervisor. During this meeting, the Human Resources Department shall listen to both parties and determine if there is reasonable justification to warrant the disputed content areas within the evaluation. Unit members that receive an unsatisfactory rating in one or more categories on an approved evaluation form, shall be given a written improvement plan that states, at a minimum, the area(s) where specific improvements are needed, suggestions for improvement, resources to be utilized to assist the unit member’s improvement and the means by which the improvement will be measured. The immediate supervisor of a unit member is the Management Supervisor that has had the unit member under their supervision for a least sixty (60) daysfaculty members.

Evaluation Procedure. During All newly hired employees shall serve a six (6) month probationary period and shall receive an evaluation typically during the third (3rd) month of the probationary period. Employees who promote in accordance with Article 13, or reassigned in accordance with Article 12, during the term of this Agreement shall serve a four (4) month probationary period and shall receive an evaluation typically during the fourth (4th) month of that probationary period. All regular permanent employees shall typically be evaluated at least once a year. It is the District’s prerogative to evaluate an employee at any time in the event the employee has either exhibited below standard work performance or exceptional work performance. Only an administrator in the employee's chain of command, on the official evaluation form(s) (Appendix E) mutually agreed upon by CSEA and the District, shall complete the performance evaluation reports. A permanent employee’s supervisor shall have been their supervisor for at least four (4) months prior to evaluation. If this is not the case, the evaluation period, each unit member shall annually receive timeline will be postponed until the permanent employee has served under their current supervisor for at least one four (14) observation and/or observation of employee work product by months. Once the unit member’s performance evaluation report has been completed, the immediate supervisor for which and the unit member receives written feedbackemployee shall meet to discuss the report. Evaluations shall be completed on an appropriate At the meeting, the employee may present a self- evaluation at the employee’s discretion, based upon the evaluation form agreed at Appendix E, to by be included in the District evaluation report. A copy of the report will be provided the employee, and the Association employee will sign the report to indicate that it has been presented and signed by both discussed. Evaluation reports shall include, if necessary, specific recommendations for improvements and suggestions of ways to assist the unit member and employee in implementing any recommendations made in the unit member’s immediate supervisorreport. Signature by Evaluation reports shall also include a performance improvement plan if an employee receives an overall rating below “meets expectations” or the unit member shall indicate receipt only, and not agreement with the content equivalent. A performance improvement plan may also be given for areas of significant concern that arise outside of the evaluation, after consultation with CSEA. The evaluation shall consider In the unit member’s performance over the entire evaluation period and shall not contain any material that the unit member has not been made aware of by prior notification and/or through discussion with immediate supervisor. The unit member’s immediate supervisor shall schedule a conference with the unit member to discuss and review the evaluation. This conference shall take place in a private setting and be kept confidential. All evaluation conferences shall be completed by February 28 of each school year. Upon completion of the evaluation conference, the unit member shall receive a copy of the evaluation and the evaluation shall be delivered to the Human Resources Department for placement in the unit member’s personnel file. Unit members shall have the right to attach a written response to the evaluation, and the written response shall be placed in the unit member’s personnel files with the evaluation. Unit members may seek a written appeal of one or more content areas of the unit member’s evaluation with the Human Resources Department. The Human Resources Department, upon receipt of the written request for appeal, shall schedule a meeting, within ten (10) working days, between the unit member and the unit member’s immediate supervisor. During this meeting, the Human Resources Department shall listen to both parties and determine if there is reasonable justification to warrant the disputed content areas within the evaluation. Unit members that receive an unsatisfactory rating in one or more categories on an approved evaluation form, shall be given a written improvement plan that states, at a minimum, the area(s) where specific improvements are needed, suggestions for improvement, resources to be utilized to assist the unit member’s improvement and the means by which the improvement will be measured. The immediate supervisor event of a unit member is dispute, an employee may take the Management Supervisor that has had the unit member under their supervision for a least sixty (60) days.following steps:

Evaluation Procedure. During Evaluations will be predicated on the criteria categories in 7.2, and their relative importance, professional assignments communicated in writing to the faculty, and development plans. Such plans will have annual goals and specific objectives. The Xxxx and faculty member will prepare the plan which will be included in the individual's personnel file. In determining progress during an evaluation period, each unit member shall annually receive at least the Xxxx and faculty members will use student instructional effectiveness surveys as one (1) observation and/or observation important index of employee work product teaching effectiveness. Student surveys will be conducted in two courses taught by the unit member’s immediate supervisor faculty member during each academic year. All faculty may elect to have more than two courses surveyed. Non-tenured faculty may be required to have all courses surveyed. The courses selected for which the unit student survey should be in their primary area of teaching assignment. If the ratings in those two courses are less than satisfactory, the administration reserves the right to survey all courses. The Xxxx or a designee shall assist with administration of student surveys. The Xxxx will provide the faculty member receives written feedbackwith a summary of the results within thirty (30) working days following the conclusion of the surveyed course. Evaluations shall The summaries of the student surveys and comments will be completed on an appropriate evaluation form given to the faculty member and a copy will be placed in the personnel file. Without faculty permission, student surveys and summaries and faculty evaluations will be available only to academic supervisory personnel and their staff. The faculty member may request third party verification of the accuracy of the student surveys’ summaries. The third party will be agreed to upon by the District and the Association and signed by both the unit faculty member and the unit member’s immediate supervisorXxxx. Signature by Student surveys will be maintained for one semester following the unit member shall indicate receipt onlysemester in which the surveys were administered, for purposes of such validation. To support the evaluation process, evidence may be collected from class visitations, monitoring on-line courses with notification, course outlines, tests, quizzes, writing assignments, review sheets, and not agreement with the content of the evaluationother relevant sources. The Xxxx’x evaluation shall consider will not be based on student surveys only. When a distance learning class is evaluated, the unit member’s performance over quality of teaching and its impact on instructional outcomes will be emphasized apart from any technology variables that may affect instruction. At the entire end of each evaluation period and shall not contain as provided in Section 6.3, Deans will confer with each faculty member to assess progress and/or complete a formal evaluation. Evaluation forms for each college will include three rating categories for performance - satisfactory, needs improvement and unsatisfactory. Only an overall satisfactory performance designation by the college is eligible for any material that negotiated annual increase to base salary, if any. Faculty members will provide reasonable documentation and materials which assist in assessing progress made in support of the unit member has not been made aware of by prior notification and/or through discussion with immediate supervisorgoals and objectives stated in the professional development plan. The unit member’s immediate supervisor shall schedule Xxxx will provide each faculty member a conference copy of strengths identified and/or improvements required in the individual's performance with recommendations to assist improvement and to reach specific outcomes. Conclusions resulting in changes in the objectives and activities of the professional development plan will be attached to the original plan. In the case of identified areas of concern, a plan for implementation of recommendations with specific outcomes will be created by the Xxxx in consultation with the unit member faculty member. Such a plan will be signed and attached to discuss the original plan and review the evaluation. This conference shall take place in No determination of needs improvement or unsatisfactory performance can be assigned without prior written notice of administrative concerns and a private setting and be kept confidentialreasonable time allowed for improvement. All evaluation conferences shall be completed by February 28 of each school year. Upon completion of A faculty member may submit written comments on the evaluation conference, the unit member shall receive a prior to subsequent administrative review. A copy of the evaluation and the evaluation shall comments will be delivered to the Human Resources Department for placement placed in the unit faculty member’s personnel file. Unit All evaluations of probationary tenure-track faculty members will include a discussion of progress toward the awarding of tenure. Faculty members who serve as departmental chairs will not conduct formal evaluations. Department chairs will serve in a consultative role which may include review of materials and making recommendations, which may include, but not be limited to, evaluations with respect to departmental citizenship or service. Departmental faculty may recommend individuals to the Xxxx to serve as department chairs. Evaluations shall have not be subject to grievance or hearing procedures except for compliance with the procedures specifically enumerated in this article. However, if an evaluation results in the denial of a salary increase, the faculty member may request a conference with the final evaluators for reconsideration, which decision shall be final. The faculty member has the right to attach have a written response to the evaluation, and the written response shall be placed SCEA representative participate in the unit member’s personnel files with the evaluation. Unit members may seek a written appeal of one or more content areas of the unit member’s evaluation with the Human Resources Department. The Human Resources Department, upon receipt of the written request for appeal, shall schedule a meeting, within ten (10) working days, between the unit member and the unit member’s immediate supervisor. During this meeting, the Human Resources Department shall listen to both parties and determine if there is reasonable justification to warrant the disputed content areas within the evaluation. Unit members that receive an unsatisfactory rating in one or more categories on an approved evaluation form, shall be given a written improvement plan that states, at a minimum, the area(s) where specific improvements are needed, suggestions for improvement, resources to be utilized to assist the unit member’s improvement and the means by which the improvement will be measured. The immediate supervisor of a unit member is the Management Supervisor that has had the unit member under their supervision for a least sixty (60) days.

Evaluation Procedure. During All employees newly employed by the school district shall be evaluated within the first ninety (90) calendar days from the commencement of their employment. All employees, including new employees, shall be evaluated annually, such evaluations to be completed no later than May 1 of the year in which the evaluation periodtakes place. If an employee resigns during the school year, each unit member shall annually receive at least one (1) observation and/or observation of employee work product by the unit member’s immediate supervisor for which the unit member receives written feedback. Evaluations a final evaluation shall be completed prior to his or her resignation date. If the supervisor or supervisor's designee contemplates recommending that an employee be placed on probation, an appropriate evaluation form agreed shall be made on or before February 1. Prior to by the District required formal evaluation, the teacher being evaluated and the Association evaluator shall meet to mutually understand the intent of the evaluation and signed by both goals and objectives that will be evaluated during the unit member and the unit member’s immediate supervisorestablished observation periods. Signature by the unit member A minimum of one observation for a total observation time of thirty (30) minutes shall indicate receipt only, and not agreement be required in connection with the content evaluation of new employees. The employee shall sign the school district's copy of the evaluation report to indicate that he or she has received a copy of the report. The signature of the employee does not, however, necessarily indicate that the employee agrees with the contents of the evaluation report. If the employee chooses, he/she may attach a rebuttal to the evaluation. The Each evaluation shall consider be promptly inserted in the unit member’s performance over the entire evaluation period and employee's file. Evaluation reports other than those required shall not contain any material that be filed in the unit member has not been made aware of by prior notification and/or through discussion with immediate supervisoremployee's file unless the supervisor or the employee elects to the contrary. The unit member’s immediate If the supervisor shall schedule a conference with the unit member elects to discuss and review the evaluation. This conference shall take place in a private setting and be kept confidential. All evaluation conferences shall be completed by February 28 of each school year. Upon completion of include the evaluation conferencein the personnel file, the unit member employee shall receive a copy of the evaluation. If either party includes the evaluation in the personnel file, it shall be within a reasonable time, not exceeding fourteen (14) days. Following the completion of each required evaluation report, a meeting shall be held between the supervisor or supervisor's designee and the evaluation shall be delivered employee to discuss the Human Resources Department for placement in report. In the unit member’s personnel file. Unit members shall have the right to attach a written response to the evaluation, and the written response shall be placed in the unit member’s personnel files with the evaluation. Unit members may seek a written appeal of one or more content areas of the unit member’s evaluation with the Human Resources Department. The Human Resources Department, upon receipt of the written request for appeal, shall schedule a meeting, within ten (10) working days, between the unit member and the unit member’s immediate supervisor. During this meeting, the Human Resources Department shall listen to both parties and determine if there is reasonable justification to warrant the disputed content areas within the evaluation. Unit members event that receive an unsatisfactory rating any deficiency in one or more categories on an areas is noted in any evaluation report, the supervisor or supervisor designee and the employee may attempt to develop a mutually agreeable written plan to improve the employee's effectiveness in the deficient areas. In connection with the development of such plan, consideration should be given to utilizing the services of available supervisory resource persons to observe the employee's performance and make recommendations for improvement. If the supervisor or supervisor's designee and employee are unable to agree upon a mutually acceptable plan, the supervisor or supervisor's designee shall prepare and deliver such improvement plan to the employee. CLASSROOM TEACHER EVALUATION FORM REFER TO APPENDIX A XXXXXXX EVALUATION TOOL (Page 20) REFER TO APPENDIX B PREVIOUS EVALUATION TOOL (Page 22) EVALUATION TOO and CRITERIA - TEACHERS Beginning in the 2012-13 school year the Green Mountain School District in agreement with all classroom teachers will be engaged in a full pilot implementation of the teacher evaluation materials that are provided by the Xxxxxxx Learning Center. The Xxxxxxx Model has been approved by OSPI for use for Washington State School Districts as the primary evaluation tool. It is intended by the district that following a successful pilot implementation of the Xxxxxxx evaluation materials that the materials will be officially adopted as the approved evaluation form, shall be given a written improvement plan that states, at a minimum, tool. The final approval of the area(s) where specific improvements are needed, suggestions for improvement, resources to be utilized to assist the unit member’s improvement and the means by which the improvement evaluation materials will be measured. The immediate supervisor confirmed by mutual agreement of a unit member is administration and teacher representatives by the Management Supervisor that has had the unit member under their supervision for a least sixty (60) daysend of June 2013.