Common use of Evaluations Clause in Contracts

Evaluations. 1. The unit member shall be evaluated by his/her immediate supervisor as follows: A. Probationary unit members shall be evaluated at least once each school year. B. Permanent unit members shall be evaluated at least once every two (2) school years. C. Permanent unit members, who have been with the district for at least ten (10) years, and have received exemplary evaluations, may be excused from evaluations for every two years and be evaluated on a four-year cycle, based upon the mutual consent of the evaluator and the evaluatee. Teachers who have had satisfactory evaluations and have been in the district for ten (10) years may qualify if they receive an exemplary rating in their next evaluation cycle. At the beginning of each year shared staff will be notified of which site is their evaluator. The evaluator will discuss openly with the member the evaluator's formal written observation report and/or written evaluations of the performance of the member. If any deficiencies are indicated, the evaluator shall hold a conference with the member to make specific recommendations as to the areas of needed improvement in the member's performance and shall endeavor to assist the member in improving performance. Recommendations as to areas of needed improvement will be made in writing including a reasonable time schedule to monitor progress. 2. Each instructional personnel member of the bargaining unit shall, prior to 40 working days after their first annual date of service, present written statements setting forth objectives of, (a) expected student achievement in courses currently being taught; (b) instructional techniques and strategies; (c) the establishment and maintenance of a suitable learning environment within the scope of the member's responsibilities and (d) the employees adherence to District's curricular objectives (California grade level standards). The total minimum number of objectives required shall be four (4). A teacher’s final evaluation will not be lowered because the number of objectives turned in was four (4). There shall not be less than one (1) objective in each of the above specified areas. 3. Each noninstructional personnel member of the bargaining unit shall prior to the 40 working day deadline, present written statements of performance objectives based upon the job responsibilities assigned to that position. Each noninstructional unit member shall be required to write no less than six (6) specific performance objectives. The written statements setting forth objectives shall be submitted by the member for approval by the evaluator. 4. In the event the evaluator does not approve the written statements setting forth objectives, the evaluator shall discuss the written statements of objectives with the member. If the evaluator and the member of the bargaining unit cannot come to an agreement within twenty (20) working days as to what should constitute said objectives, the evaluator and the unit member may present evidence to the Superintendent at a meeting of the parties and their representative. The Superintendent shall render a decision no later than ten (10) work days following said meeting. 5. When requested by the member, modifications or additions to the written statements of objectives can be made, provided said modifications and additions are approved by the evaluator. In the event the evaluator and the member cannot come to an agreement as to what should constitute said modifications or additions, the same process may be utilized as stipulated in the paragraph above. 6. A copy of the written evaluation shall be given to the member no later than thirty (30) calendar days prior to the end of the calendar school year. The unit member shall have the right to have his/her written response to the evaluation become a permanent attachment to the formal evaluation.

Evaluations. 1. 11.1 The unit member performance of all members on term or probationary appointments (except for one-year non-renewable term appointments and sessional appointments) shall be evaluated in written form by histheir Xxxx/her immediate supervisor as follows: A. Probationary unit Director by December of each year. Tenured and continuing members shall will be evaluated at least once each school year. B. Permanent unit members shall be evaluated at least once every two (2) school years. C. Permanent unit members, who have been . Nothing in this Article will preclude annual evaluations at the member’s request or with the district for at least ten (10) years, and have received exemplary evaluations, may be excused from evaluations for every two years and be evaluated on a four-year cycle, based upon the mutual consent of the evaluator and the evaluatee. Teachers who have had satisfactory evaluations and have been in the district for ten (10) years may qualify if they receive an exemplary rating in their next evaluation cycle. At the beginning of each year shared staff will be notified of which site is their evaluator. The evaluator will discuss openly with the member the evaluator's formal written observation report and/or written evaluations of the performance agreement of the member. If any deficiencies are indicatedEvaluations shall address all relevant criteria as outlined in Article 8 and/or, if applicable, the evaluator member’s job description. Evaluations shall hold a conference be based on the Xxxx’x/Director’s assessment of the member’s performance as well as self-evaluation of the member. As part of the evaluation process, members shall provide their Xxxx/Director with an updated curriculum vitae which addresses the member Qualifications by Rank categories outlined in Article 8 and, if applicable, the member’s job description. 11.2 The evaluation of teaching attainment will take into account surveys of student opinion. Each faculty/unit will devise an instrument for use in such surveys. The form and administration of this instrument must be agreed to make specific recommendations as by the Xxxx/Director and the Faculty/Unit, but such agreement shall not be unreasonably withheld. When such surveys are used, only information expressed in summary or statistical form will be forwarded to the areas Xxxx/Director for use in formal evaluation. Transcriptions of needed improvement in the member's performance and shall endeavor to assist the member in improving performance. Recommendations as to areas of needed improvement comments by individual students will be made in writing including a reasonable time schedule available to monitor progress. 2. Each instructional personnel member of the bargaining unit shall, prior to 40 working days after their first annual date of service, present written statements setting forth objectives of, (a) expected student achievement in courses currently being taught; (b) instructional techniques and strategies; (c) the establishment and maintenance of a suitable learning environment within the scope of the member's responsibilities and (d) the employees adherence to District's curricular objectives (California grade level standards). The total minimum number of objectives required instructors who may determine without prejudice whether they shall be four (4)considered in formal evaluation. A teacher’s final evaluation will not Other factors which may be lowered because the number of objectives turned taken into account in was four (4). There evaluating teaching attainment include, but shall not be less than onelimited to, the following: • Evidence of student achievements in which the instructor has played an important supporting role; • Evidence of commitment and service to students; • Development of new courses and revision of existing courses; • The member’s development of instructional materials, teaching aids and techniques; • Efforts to evaluate and improve teaching; • Assessments by graduates of the quality of instruction in light of subsequent professional or graduate school experience; • Observations based upon classroom visitations with the member’s consent; • Assessments by colleagues, with the member’s consent. 11.3 A copy of any evaluation or set of evaluations must have been seen by the Member, who shall sign it as having been read before it is placed in the Member's Personnel File (see Article 19). Any Member who considers that he/she has been unfairly or inadequately evaluated may submit to his/her Xxxx/Director, within one (1) objective in each week of seeing the above specified areas. 3. Each noninstructional personnel member evaluation, a written objection, one (1) copy of the bargaining unit shall prior to the 40 working day deadline, present written statements of performance objectives based upon the job responsibilities assigned to that position. Each noninstructional unit member which shall be required to write no less than six (6) specific performance objectives. The written statements setting forth objectives shall be submitted by the member for approval by the evaluator. 4. In the event the evaluator does not approve the written statements setting forth objectives, the evaluator shall discuss the written statements of objectives with the member. If the evaluator and the member of the bargaining unit cannot come to an agreement within twenty (20) working days as to what should constitute said objectives, the evaluator and the unit member may present evidence to the Superintendent at a meeting of the parties and their representative. The Superintendent shall render a decision no later than ten (10) work days following said meeting. 5. When requested by the member, modifications or additions to the written statements of objectives can be made, provided said modifications and additions are approved by the evaluator. In the event the evaluator and the member cannot come to an agreement as to what should constitute said modifications or additions, the same process may be utilized as stipulated in the paragraph above. 6. A copy of the written evaluation shall be given to the member no later than thirty (30) calendar days prior to the end of the calendar school year. The unit member shall have the right to have his/her written response attached to the evaluation become a permanent attachment to in question and one (1) copy, signed by the formal evaluationXxxx/Director as having been seen, kept by the Member.

Evaluations. 111.1 Evaluations are intended to support Members’ formative development. The unit member performance of all Members on term or probationary appointments (except for one-year non-renewable term appointments) shall be evaluated in written form by histheir Xxxx/her immediate supervisor as follows: A. Probationary unit members Director by December of each year. Sessional faculty shall be evaluated at least once in each school year. B. Permanent unit members shall of the first two (2) academic years of teaching by the Xxxx or designate to determine competency prior to establishing RFR. Where an evaluation has not been conducted, the sessional Member’s teaching will be deemed competent. Sessional Members who hold RFR should be evaluated at least once every four (4) years. Tenured and continuing Members will be evaluated every two (2) school years. Nothing in this Article will preclude annual evaluations at the Member’s request or with the agreement of the Member. Evaluations shall address Teaching, Research, and Service as outlined in Article 8 and/or, in the case of Instructional Associates, Professional Associates, and Administrative Associates, the Member’s job description. Evaluations shall be based on the Xxxx’x/Director’s assessment of the Member’s performance, student feedback information, as well as self-evaluation by the Member. As part of the evaluation process, Members shall provide their Xxxx/Director with an updated curriculum vitae which addresses the Qualifications by Rank categories outlined in Article 8 and, if applicable, the Member’s job description. C. Permanent unit members, who have been 11.2 The University shall conduct in-class student feedback surveys. Each Faculty/Unit will work with the district Centre for at least ten (10) yearsTeaching, Learning, and have received exemplary evaluations, may be excused from evaluations Technology (CTLT) to devise an instrument for every two years and be evaluated on a four-year cycle, based upon the mutual consent use in soliciting student feedback. Transcriptions of the evaluator and the evaluatee. Teachers who have had satisfactory evaluations and have been in the district for ten (10) years may qualify if they receive an exemplary rating in their next evaluation cycle. At the beginning of each year shared staff will be notified of which site is their evaluator. The evaluator will discuss openly with the member the evaluator's formal written observation report and/or written evaluations of the performance of the member. If any deficiencies are indicated, the evaluator shall hold a conference with the member to make specific recommendations as to the areas of needed improvement in the member's performance and shall endeavor to assist the member in improving performance. Recommendations as to areas of needed improvement comments by individual students will be made available to instructors who may determine without prejudice whether they shall be considered in writing including a reasonable time schedule to monitor progress.formal evaluation. Factors which may be taken into account in evaluating teaching attainment include, but shall not be limited to, the following: 2. Each instructional personnel member of the bargaining unit shall, prior to 40 working days after their first annual date of service, present written statements setting forth objectives of, (a) expected Evidence of student achievement achievements in courses currently being taught; which the Member has played an important supporting role; (b) instructional techniques Evidence of commitment and strategies; service to students; (c) the establishment Development of new courses and maintenance revision of a suitable learning environment within the scope of the member's responsibilities and existing courses; (d) The Member’s development of instructional materials, teaching aids and techniques; (e) Efforts to evaluate and improve teaching; (f) Assessments by graduates of the employees adherence quality of instruction in light of subsequent professional or graduate school experience; (g) Observations by the Xxxx/Director or designate based upon classroom visitations at a time mutually agreed upon by the Member and the Xxxx; (h) Assessments by other colleagues, with the Member’s consent. Classroom visitations (see above) are normally performed by the Xxxx/Director. In exceptional circumstances, at the Member’s request, classroom visitation can be performed by a mutually agreed designate. Evaluative tools used during classroom visitations (e.g., a form of relevant items on which Members are to Districtbe evaluated) shall be developed by each Xxxx/Director in consultation with their respective Faculty/Unit and shall be made available to Members on the Faculty website. 11.3 A copy of any evaluation or set of evaluations must have been seen by the Member, who shall sign it as having been read before it is placed in the Member's curricular objectives Personnel File (California grade level standardssee Article 19). The total minimum number of objectives required shall be four (4). A teacher’s final evaluation will not be lowered because the number of objectives turned in was four (4). There shall not be less than one Any Member who considers that they have been unfairly or inadequately evaluated may submit to their Xxxx/Director, within one (1) objective in each week of seeing the above specified areas. 3. Each noninstructional personnel member evaluation, a written objection, one (1) copy of the bargaining unit shall prior to the 40 working day deadline, present written statements of performance objectives based upon the job responsibilities assigned to that position. Each noninstructional unit member which shall be required to write no less than six (6) specific performance objectives. The written statements setting forth objectives shall be submitted by the member for approval by the evaluator. 4. In the event the evaluator does not approve the written statements setting forth objectives, the evaluator shall discuss the written statements of objectives with the member. If the evaluator and the member of the bargaining unit cannot come to an agreement within twenty (20) working days as to what should constitute said objectives, the evaluator and the unit member may present evidence to the Superintendent at a meeting of the parties and their representative. The Superintendent shall render a decision no later than ten (10) work days following said meeting. 5. When requested by the member, modifications or additions to the written statements of objectives can be made, provided said modifications and additions are approved by the evaluator. In the event the evaluator and the member cannot come to an agreement as to what should constitute said modifications or additions, the same process may be utilized as stipulated in the paragraph above. 6. A copy of the written evaluation shall be given to the member no later than thirty (30) calendar days prior to the end of the calendar school year. The unit member shall have the right to have his/her written response attached to the evaluation become a permanent attachment to in question and one (1) copy, signed by the formal evaluationXxxx/Director as having been seen, kept by the Member.

Evaluations. 1. 11.1 The unit member performance of all members on term or probationary appointments (except for one-year non-renewable term appointments and sessional appointments) shall be evaluated in written form by histheir Xxxx/her immediate supervisor as follows: A. Probationary unit Director by December of each year. Tenured and continuing members shall will be evaluated at least once each school year. B. Permanent unit members shall be evaluated at least once every two (2) school years. C. Permanent unit members, who have been . Nothing in this Article will preclude annual evaluations at the member’s request or with the district for at least ten (10) years, and have received exemplary evaluations, may be excused from evaluations for every two years and be evaluated on a four-year cycle, based upon the mutual consent of the evaluator and the evaluatee. Teachers who have had satisfactory evaluations and have been in the district for ten (10) years may qualify if they receive an exemplary rating in their next evaluation cycle. At the beginning of each year shared staff will be notified of which site is their evaluator. The evaluator will discuss openly with the member the evaluator's formal written observation report and/or written evaluations of the performance agreement of the member. If any deficiencies are indicatedEvaluations shall address all relevant criteria as outlined in Article 8 and/or, if applicable, the evaluator member’s job description. Evaluations shall hold a conference be based on the Xxxx’x/Director’s assessment of the member’s performance, statistical summaries of student surveys (as per 11.2), as well as self-evaluation by the member. As part of the evaluation process, members shall provide their Xxxx/Director with an updated curriculum vitae which addresses the member Qualifications by Rank categories outlined in Article 8 and, if applicable, the member’s job description. 11.2 The evaluation of teaching attainment will take into account surveys of student opinion. Each faculty/unit will devise an instrument for use in such surveys. The form and administration of this instrument must be agreed to make specific recommendations as by the Xxxx/Director and the Faculty/Unit, but such agreement shall not be unreasonably withheld. When such surveys are used, only information expressed in summary or statistical form will be forwarded to the areas Xxxx/Director for use in formal evaluation. Transcriptions of needed improvement in the member's performance and shall endeavor to assist the member in improving performance. Recommendations as to areas of needed improvement comments by individual students will be made in writing including a reasonable time schedule available to monitor progress. 2. Each instructional personnel member of the bargaining unit shall, prior to 40 working days after their first annual date of service, present written statements setting forth objectives of, (a) expected student achievement in courses currently being taught; (b) instructional techniques and strategies; (c) the establishment and maintenance of a suitable learning environment within the scope of the member's responsibilities and (d) the employees adherence to District's curricular objectives (California grade level standards). The total minimum number of objectives required instructors who may determine without prejudice whether they shall be four (4)considered in formal evaluation. A teacher’s final evaluation will not Other factors which may be lowered because the number of objectives turned taken into account in was four (4). There evaluating teaching attainment include, but shall not be less than onelimited to, the following:  Evidence of student achievements in which the instructor has played an important supporting role;  Evidence of commitment and service to students;  Development of new courses and revision of existing courses;  The member’s development of instructional materials, teaching aids and techniques;  Efforts to evaluate and improve teaching;  Assessments by graduates of the quality of instruction in light of subsequent professional or graduate school experience;  Observations based upon classroom visitations at a time mutually agreed upon by the member and the evaluator (see note below);  Assessments by colleagues, with the member’s consent. Classroom visitations (see above) are normally performed by the Xxxx/Director. In exceptional circumstances, classroom visitation can be performed by a mutually agreed designate. Evaluative tools used during classroom visitations (e.g., a form of relevant items on which members are to be evaluated) shall be developed by each Xxxx/Director in consultation with their respective Faculty/Unit and shall be made available to members on the Faculty website. 11.3 A copy of any evaluation or set of evaluations must have been seen by the Member, who shall sign it as having been read before it is placed in the Member's Personnel File (see Article 19). Any Member who considers that he/she has been unfairly or inadequately evaluated may submit to his/her Xxxx/Director, within one (1) objective in each week of seeing the above specified areas. 3. Each noninstructional personnel member evaluation, a written objection, one (1) copy of the bargaining unit shall prior to the 40 working day deadline, present written statements of performance objectives based upon the job responsibilities assigned to that position. Each noninstructional unit member which shall be required to write no less than six (6) specific performance objectives. The written statements setting forth objectives shall be submitted by the member for approval by the evaluator. 4. In the event the evaluator does not approve the written statements setting forth objectives, the evaluator shall discuss the written statements of objectives with the member. If the evaluator and the member of the bargaining unit cannot come to an agreement within twenty (20) working days as to what should constitute said objectives, the evaluator and the unit member may present evidence to the Superintendent at a meeting of the parties and their representative. The Superintendent shall render a decision no later than ten (10) work days following said meeting. 5. When requested by the member, modifications or additions to the written statements of objectives can be made, provided said modifications and additions are approved by the evaluator. In the event the evaluator and the member cannot come to an agreement as to what should constitute said modifications or additions, the same process may be utilized as stipulated in the paragraph above. 6. A copy of the written evaluation shall be given to the member no later than thirty (30) calendar days prior to the end of the calendar school year. The unit member shall have the right to have his/her written response attached to the evaluation become a permanent attachment to in question and one (1) copy, signed by the formal evaluationXxxx/Director as having been seen, kept by the Member.

Evaluations. 1. 11.1 The unit member performance of all members on term or probationary appointments (except for one-year non-renewable term appointments and sessional appointments) shall be evaluated in written form by histheir Xxxx/her immediate supervisor as follows: A. Probationary unit Director by December of each year. Tenured and continuing members shall will be evaluated at least once each school year. B. Permanent unit members shall be evaluated at least once every two (2) school years. C. Permanent unit members, who have been . Nothing in this Article will preclude annual evaluations at the member’s request or with the district for at least ten (10) years, and have received exemplary evaluations, may be excused from evaluations for every two years and be evaluated on a four-year cycle, based upon the mutual consent of the evaluator and the evaluatee. Teachers who have had satisfactory evaluations and have been in the district for ten (10) years may qualify if they receive an exemplary rating in their next evaluation cycle. At the beginning of each year shared staff will be notified of which site is their evaluator. The evaluator will discuss openly with the member the evaluator's formal written observation report and/or written evaluations of the performance agreement of the member. If any deficiencies are indicatedEvaluations shall address all relevant criteria as outlined in Article 8 and/or, if applicable, the evaluator member’s job description. Evaluations shall hold a conference be based on the Xxxx’x/Director’s assessment of the member’s performance as well as self-evaluation of the member. As part of the evaluation process, members shall provide their Xxxx/Director with an updated curriculum vitae which addresses the member Qualifications by Rank categories outlined in Article 8 and, if applicable, the member’s job description. 11.2 The evaluation of teaching attainment will take into account surveys of student opinion. Each faculty/unit will devise an instrument for use in such surveys. The form and administration of this instrument must be agreed to make specific recommendations as by the Xxxx/Director and the Faculty/Unit, but such agreement shall not be unreasonably withheld. When such surveys are used, only information expressed in summary or statistical form will be forwarded to the areas Xxxx/Director for use in formal evaluation. Transcriptions of needed improvement in the member's performance and shall endeavor to assist the member in improving performance. Recommendations as to areas of needed improvement comments by individual students will be made in writing including a reasonable time schedule available to monitor progress. 2. Each instructional personnel member of the bargaining unit shall, prior to 40 working days after their first annual date of service, present written statements setting forth objectives of, (a) expected student achievement in courses currently being taught; (b) instructional techniques and strategies; (c) the establishment and maintenance of a suitable learning environment within the scope of the member's responsibilities and (d) the employees adherence to District's curricular objectives (California grade level standards). The total minimum number of objectives required instructors who may determine without prejudice whether they shall be four (4)considered in formal evaluation. A teacher’s final evaluation will not Other factors which may be lowered because the number of objectives turned taken into account in was four (4). There evaluating teaching attainment include, but shall not be less than onelimited to, the following:  Evidence of student achievements in which the instructor has played an important supporting role;  Evidence of commitment and service to students;  Development of new courses and revision of existing courses;  The member’s development of instructional materials, teaching aids and techniques;  Efforts to evaluate and improve teaching;  Assessments by graduates of the quality of instruction in light of subsequent professional or graduate school experience;  Observations based upon classroom visitations with the member’s consent;  Assessments by colleagues, with the member’s consent. 11.3 A copy of any evaluation or set of evaluations must have been seen by the Member, who shall sign it as having been read before it is placed in the Member's Personnel File (see Article 19). Any Member who considers that he/she has been unfairly or inadequately evaluated may submit to his/her Xxxx/Director, within one (1) objective in each week of seeing the above specified areas. 3. Each noninstructional personnel member evaluation, a written objection, one (1) copy of the bargaining unit shall prior to the 40 working day deadline, present written statements of performance objectives based upon the job responsibilities assigned to that position. Each noninstructional unit member which shall be required to write no less than six (6) specific performance objectives. The written statements setting forth objectives shall be submitted by the member for approval by the evaluator. 4. In the event the evaluator does not approve the written statements setting forth objectives, the evaluator shall discuss the written statements of objectives with the member. If the evaluator and the member of the bargaining unit cannot come to an agreement within twenty (20) working days as to what should constitute said objectives, the evaluator and the unit member may present evidence to the Superintendent at a meeting of the parties and their representative. The Superintendent shall render a decision no later than ten (10) work days following said meeting. 5. When requested by the member, modifications or additions to the written statements of objectives can be made, provided said modifications and additions are approved by the evaluator. In the event the evaluator and the member cannot come to an agreement as to what should constitute said modifications or additions, the same process may be utilized as stipulated in the paragraph above. 6. A copy of the written evaluation shall be given to the member no later than thirty (30) calendar days prior to the end of the calendar school year. The unit member shall have the right to have his/her written response attached to the evaluation become a permanent attachment to in question and one (1) copy, signed by the formal evaluationXxxx/Director as having been seen, kept by the Member.

Evaluations. 1. 11.1 The unit member performance of all members on term or probationary appointments (except for one-year non-renewable term appointments and sessional appointments) shall be evaluated in written form by histheir Xxxx/her immediate supervisor as follows: A. Probationary unit Director by December of each year. Tenured and continuing members shall will be evaluated at least once each school year. B. Permanent unit members shall be evaluated at least once every two (2) school years. C. Permanent unit members, who have been . Nothing in this Article will preclude annual evaluations at the member’s request or with the district for at least ten (10) years, and have received exemplary evaluations, may be excused from evaluations for every two years and be evaluated on a four-year cycle, based upon the mutual consent of the evaluator and the evaluatee. Teachers who have had satisfactory evaluations and have been in the district for ten (10) years may qualify if they receive an exemplary rating in their next evaluation cycle. At the beginning of each year shared staff will be notified of which site is their evaluator. The evaluator will discuss openly with the member the evaluator's formal written observation report and/or written evaluations of the performance agreement of the member. If any deficiencies are indicatedEvaluations shall address all relevant criteria as outlined in Article 8 and/or, if applicable, the evaluator member’s job description. Evaluations shall hold a conference be based on the Xxxx’x/Director’s assessment of the member’s performance, statistical summaries of student surveys (as per 11.2), as well as self-evaluation by the member. As part of the evaluation process, members shall provide their Xxxx/Director with an updated curriculum vitae which addresses the member Qualifications by Rank categories outlined in Article 8 and, if applicable, the member’s job description. 11.2 The evaluation of teaching attainment will take into account surveys of student opinion. Each faculty/unit will devise an instrument for use in such surveys. The form and administration of this instrument must be agreed to make specific recommendations as by the Xxxx/Director and the Faculty/Unit, but such agreement shall not be unreasonably withheld. When such surveys are used, only information expressed in summary or statistical form will be forwarded to the areas Xxxx/Director for use in formal evaluation. Transcriptions of needed improvement in the member's performance and shall endeavor to assist the member in improving performance. Recommendations as to areas of needed improvement comments by individual students will be made in writing including a reasonable time schedule available to monitor progress. 2. Each instructional personnel member of the bargaining unit shall, prior to 40 working days after their first annual date of service, present written statements setting forth objectives of, (a) expected student achievement in courses currently being taught; (b) instructional techniques and strategies; (c) the establishment and maintenance of a suitable learning environment within the scope of the member's responsibilities and (d) the employees adherence to District's curricular objectives (California grade level standards). The total minimum number of objectives required instructors who may determine without prejudice whether they shall be four (4)considered in formal evaluation. A teacher’s final evaluation will not Other factors which may be lowered because the number of objectives turned taken into account in was four (4). There evaluating teaching attainment include, but shall not be less than onelimited to, the following: • Evidence of student achievements in which the instructor has played an important supporting role; • Evidence of commitment and service to students; • Development of new courses and revision of existing courses; • The member’s development of instructional materials, teaching aids and techniques; • Efforts to evaluate and improve teaching; • Assessments by graduates of the quality of instruction in light of subsequent professional or graduate school experience; • Observations based upon classroom visitations at a time mutually agreed upon by the member and the evaluator (see note below); • Assessments by colleagues, with the member’s consent. Classroom visitations (see above) are normally performed by the Xxxx/Director. In exceptional circumstances, classroom visitation can be performed by a mutually agreed designate. Evaluative tools used during classroom visitations (e.g., a form of relevant items on which members are to be evaluated) shall be developed by each Xxxx/Director in consultation with their respective Faculty/Unit and shall be made available to members on the Faculty website. 11.3 A copy of any evaluation or set of evaluations must have been seen by the Member, who shall sign it as having been read before it is placed in the Member's Personnel File (see Article 19). Any Member who considers that he/she has been unfairly or inadequately evaluated may submit to his/her Xxxx/Director, within one (1) objective in each week of seeing the above specified areas. 3. Each noninstructional personnel member evaluation, a written objection, one (1) copy of the bargaining unit shall prior to the 40 working day deadline, present written statements of performance objectives based upon the job responsibilities assigned to that position. Each noninstructional unit member which shall be required to write no less than six (6) specific performance objectives. The written statements setting forth objectives shall be submitted by the member for approval by the evaluator. 4. In the event the evaluator does not approve the written statements setting forth objectives, the evaluator shall discuss the written statements of objectives with the member. If the evaluator and the member of the bargaining unit cannot come to an agreement within twenty (20) working days as to what should constitute said objectives, the evaluator and the unit member may present evidence to the Superintendent at a meeting of the parties and their representative. The Superintendent shall render a decision no later than ten (10) work days following said meeting. 5. When requested by the member, modifications or additions to the written statements of objectives can be made, provided said modifications and additions are approved by the evaluator. In the event the evaluator and the member cannot come to an agreement as to what should constitute said modifications or additions, the same process may be utilized as stipulated in the paragraph above. 6. A copy of the written evaluation shall be given to the member no later than thirty (30) calendar days prior to the end of the calendar school year. The unit member shall have the right to have his/her written response attached to the evaluation become a permanent attachment to in question and one (1) copy, signed by the formal evaluationXxxx/Director as having been seen, kept by the Member.

Evaluations. 111.1 It is recognized that a system of periodic evaluation is essential to assist teachers in developing competency and in realizing their potential. The It is further recognized that information gathered through periodic evaluations will enable Board of Trustees decisions, for which a unit member shall member’s competence is relevant, to be evaluated by his/her immediate supervisor as follows:made in a just and equitable manner. A. 11.2 Probationary and temporary unit members shall be evaluated at least once each school year. B. . Permanent unit members shall be evaluated at least once every two other school year. Those unit members receiving a “needs improvement” may be evaluated every year. If a unit member is scheduled to be evaluated during a particular school year, but is granted a leave of absence for eighteen (218) school yearsweeks or longer, such evaluation shall take place during the first year of return to duty. C. Permanent unit members11.3 Unit members to be evaluated during a particular year shall be furnished a copy of the evaluation procedures, who have been with advised of criteria upon which the district for at least ten (10) yearsevaluation is to be based, and have received exemplary evaluations, may be excused from evaluations for every two years and be evaluated on a four-year cycle, based upon the mutual consent notified of the identity of their evaluator and the evaluatee. Teachers who have had satisfactory evaluations and have been in the district for ten (10) years may qualify if they receive an exemplary rating in their next evaluation cycle. At the beginning of each year shared staff will be notified of which site is their evaluator. The evaluator will discuss openly with the member the evaluator's formal written observation report and/or written evaluations no later than October 15 of the performance of year in which the member. If any deficiencies are indicated, evaluation is to take place. 11.4 The unit member being evaluated and the evaluator shall hold meet no later than October 15 to discuss objectives and standards to be achieved during the evaluation period. 11.5 In the event of a conference with disagreement over the objectives, standards and/or evaluation schedule, the unit member and evaluator shall: 11.5.1 Make a good faith effort to make specific recommendations as resolve the difference themselves. 11.5.2 If the disagreement persists, the parties may invite a mutually agreed upon third party to assist in resolving the difference. The third party shall recommend alternatives to the areas of needed improvement in the member's performance and shall endeavor to assist the member in improving performance. Recommendations as to areas of needed improvement will be made in writing including a reasonable time schedule to monitor progress. 2. Each instructional personnel member of the bargaining unit shall, prior to 40 working days after their first annual date of service, present written statements setting forth objectives of, (a) expected student achievement in courses currently being taught; (b) instructional techniques and strategies; (c) the establishment and maintenance of a suitable learning environment within the scope of the member's responsibilities and (d) the employees adherence to District's curricular objectives (California grade level standards). The total minimum number of objectives required shall be four (4). A teacher’s final evaluation will not be lowered because the number of objectives turned in was four (4). There shall not be less than one (1) objective in each of the above specified areas. 3. Each noninstructional personnel member of the bargaining unit shall prior to the 40 working day deadline, present written statements of performance objectives based upon the job responsibilities assigned to that position. Each noninstructional unit member shall be required to write no less than six (6) specific performance objectives. The written statements setting forth objectives shall be submitted by the member for approval by the and evaluator. 4. In the event the evaluator does not approve the written statements setting forth objectives, the evaluator shall discuss the written statements of objectives with the member. 11.5.3 If the evaluator and the member of the bargaining unit cannot come to an agreement within twenty (20) working days as to what should constitute said objectives, the evaluator and either the unit member may present evidence or evaluator rejects the proposed alternatives, each shall have the opportunity to state their position on the matter(s) in dispute and to have a written statement attached to the Superintendent at a meeting of the parties and their representative. The Superintendent shall render a decision no later than ten (10) work days following said meetingevaluation form. 5. When requested by the member, modifications or additions to the written statements of objectives can be made, provided said modifications and additions are approved by the evaluator. In the event the evaluator and the member cannot come to an agreement as to what should constitute said modifications or additions, the same process may be utilized as stipulated in the paragraph above. 6. A copy of the written evaluation shall be given to the member no later than thirty (30) calendar days prior to the end of the calendar school year. 11.5.4 The unit member shall have the right to have identify any constraints which the unit member believes may inhibit his/her written response ability to meet the objectives and standards established. 11.6 During the course of the evaluation become period, circumstances may change which require modification of the original objectives and standards. The unit member may initiate a change of these objectives and standards in a manner prescribed in section 11.4 above. 11.7 The evaluation process shall include the following activities: 11.7.1 Classroom observations shall last at least thirty (30) minutes. One (1) mutually planned observation shall be conducted for each evaluation cycle for all permanent attachment unit members and two (2) for probationary unit members and shall be followed by a conference with written feedback within ten (10) days. Any observation in addition to those specified in this article should be beneficial and of value to both evaluator and the formal evaluationunit member being evaluated. Such observations must not be detrimental to instructional process. 11.7.2 A unit member who receives a negative evaluation shall, upon request, be entitled to additional classroom observations, evaluation conferences, and written evaluations. Such entitlement includes a pre-observation conference. 11.7.3 The immediate supervisor shall meet with first-year probationary employees by February 1, or no later than the midpoint of the unit member’s instructional year. At this meeting, the immediate supervisor shall review the unit member’s performance in the first semester and inform the unit member whether any problems were noted that could result in the unit member being denied permanent status. If any such problems are identified, the immediate supervisor shall provide the unit member, at this meeting, with a written assistance plan (see 11.7.4) designed to allow the unit member to make the improvements necessary to attain permanent status. If problems persist that could result in the unit member being denied permanent status, the unit member shall again be provided with a written assistance plan (see 11.7.4) designed to allow the unit member to make the improvements necessary to attain permanent status. 11.7.4 In the case of negative evaluation(s), or if any problems are noted, the evaluator shall take positive action to develop a written assistance plan which will assist the unit member in correcting any cited deficiencies. The evaluator’s role to assist the unit member shall include, but not be limited to, the following: 11.7.4.1 Specific recommendations for improvement. 11.7.4.2 Direct assistance to implement such recommendations.

Evaluations. 1The District will update and modify its evaluation procedures and related forms, as necessary, in order to provide meaningful evaluation to its certificated employees, in order to ensure employee success, satisfaction, development and accountability, and ensure that evaluation tools are aligned with appropriate and relevant standards. The Teachers will be notified by November 1 of their evaluation dates. A. Each bargaining unit member employee will be evaluated in compliance with the mandatory evaluation provisions contained in the Education Code. In each evaluation, the employee shall be evaluated by assessing his/her immediate supervisor competency as followsit reasonably relates to: A. Probationary 1. The progress of the employee’s pupils toward standards of expected pupil achievement at each grade level in each area of study, and if applicable, the State- adopted academic content standards as measured by State-adopted criterion reference assessments. 2. The instructional techniques and strategies used by the employee. 3. The employee’s adherence to curricular objectives. 4. The employee’s establishment and maintenance of a suitable learning environment, within the scope of the employee’s responsibilities. 5. The employee’s performance of the non-instructional duties listed in Article V, Section A. B. Each bargaining unit members employee shall be evaluated at least once each school year. B. Permanent by the Superintendent, principal, or his/her designee. No bargaining unit members employee may be required to evaluate another bargaining unit employee. Probationary employees shall be evaluated annually; permanent employees shall be evaluated at least once every two (2) school years. C. Permanent unit members, who have been with the district for at least ten Within twenty (1020) years, and have received exemplary evaluations, may be excused from evaluations for every two years and be evaluated on a four-year cycle, based upon the mutual consent of the evaluator and the evaluatee. Teachers who have had satisfactory evaluations and have been in the district for ten (10) years may qualify if they receive an exemplary rating in their next evaluation cycle. At the beginning of each year shared staff will be notified of which site is their evaluator. The evaluator will discuss openly with the member the evaluator's formal written observation report and/or written evaluations of the performance of the member. If any deficiencies are indicatedworkdays after school begins, the evaluator shall hold a conference meet with the member teacher to make specific recommendations as to develop goals and objectives for the areas of needed improvement in the member's performance and shall endeavor to assist the member in improving performance. Recommendations as to areas of needed improvement will be made in writing including a reasonable time schedule to monitor progress. 2. Each instructional personnel member of the bargaining unit shall, prior to 40 working days after their first annual date of service, present written statements setting forth objectives of, (a) expected student achievement in courses currently being taught; (b) instructional techniques and strategies; (c) the establishment and maintenance of a suitable learning environment within the scope of the member's responsibilities and (d) the employees adherence to District's curricular objectives (California grade level standards)teacher for that year. The total minimum number of objectives required shall be four (4). A teacher’s final evaluation will not be lowered because the number of objectives turned in was four (4). There shall not be less than one (1) objective in each of the above specified areas. 3. Each noninstructional personnel member of the bargaining unit shall prior to the 40 working day deadline, present written statements of performance objectives based upon the job responsibilities assigned to that position. Each noninstructional unit member shall be required to write no less than six (6) specific performance objectives. The written statements setting forth goals and objectives shall be submitted by reduced to writing and shall pertain to the member for approval by the evaluator. 4. In the event the evaluator does not approve the written statements setting forth objectives, the evaluator shall discuss the written statements of objectives with the memberfactors stated in Paragraph A above. If the evaluator and teacher do not agree upon the member of the bargaining unit cannot come to an agreement teacher’s goals and objectives within twenty (20) working days as to what should constitute said objectives, the evaluator and the unit member may present evidence to the Superintendent at a meeting of the parties and their representative. The Superintendent shall render a decision no later than ten (10) work days following said meeting. 5. When requested by the member, modifications or additions to the written statements of objectives can be made, provided said modifications and additions are approved by the evaluator. In the event the evaluator and the member cannot come to an agreement as to what should constitute said modifications or additions, the same process may be utilized as stipulated in the paragraph above. 6. A copy of the written evaluation shall be given to the member no later than thirty (30) calendar days prior workdays after school begins, the evaluator shall set the goals and objectives for the year’s evaluation and provide a copy to the end of the calendar school yearteacher. The unit member teacher may comment in writing upon the mandated goals and objectives. The teacher shall have the right to have his/her written response inform the evaluator, in writing, of any perceived constraints which would work against the attainment of District-imposed goals and objectives. D. The evaluator shall observe the employee’s class or other work place at least twice during the school year. So long as two (2) observations occur no later than March 1, other observations may occur later. Each of the two (2) minimum observations shall cover an entire lesson presentation. Lessons presented for announced observations shall use a lesson plan. One observation shall be announced to the evaluation become a permanent attachment employee at least two (2) workdays prior to the formal evaluationobservation; any other observation may be unannounced. Observations beyond the minimum two (2) may be for any length of time. The evaluator shall schedule the first observation to occur prior to December 1. E. Each observation may be followed by a conference between the evaluator and the teacher to discuss the results of the observation. This conference should take place within ten

Evaluations. 1. 11.1 The unit member performance of all members on term or probationary appointments (except for one-year non-renewable term appointments and sessional appointments) shall be evaluated in written form by histheir Xxxx/her immediate supervisor as follows: A. Probationary unit Director by December of each year. Tenured and continuing members shall will be evaluated at least once each school year. B. Permanent unit members shall be evaluated at least once every two (2) school years. C. Permanent unit members, who have been . Nothing in this Article will preclude annual evaluations at the member's request or with the district for at least ten (10) years, and have received exemplary evaluations, may be excused from evaluations for every two years and be evaluated on a four-year cycle, based upon the mutual consent of the evaluator and the evaluatee. Teachers who have had satisfactory evaluations and have been in the district for ten (10) years may qualify if they receive an exemplary rating in their next evaluation cycle. At the beginning of each year shared staff will be notified of which site is their evaluator. The evaluator will discuss openly with the member the evaluator's formal written observation report and/or written evaluations of the performance agreement of the member. If any deficiencies are indicatedEvaluations shall address all relevant criteria as outlined in Article 8 and/or, if applicable, the evaluator member's job description. Evaluations shall hold a conference with be based on the member to make specific recommendations as to the areas Xxxx'x/Director's assessment of needed improvement in the member's performance as well as self evaluations by the member. Members shall provide their Xxxx/Director an updated curriculum vitae as part of the evaluation process. 11.2 Evaluations of teaching attainment may be based on information derived from a variety of sources. These sources may include but shall not be limited to the following: • Evidence of student achievements in which the instructor has played an important supporting role; • Evidence of commitment and service to students; • Exemplary or innovative instructional methods and materials; • Systematic efforts to evaluate and improve teaching; • Assessments by graduates of the quality of instruction in light of subsequent professional or graduate school experience; • Observations based upon classroom visitations with the member's consent; • Student opinion surveys. Evaluation of teaching will normally take into account surveys of student opinion. Each Faculty/Unit will devise an instrument for use in such surveys. The form and administration of this instrument must be agreed to by the Xxxx/Director and the Faculty/Unit, but such agreement shall endeavor not be unreasonably withheld. When such surveys are used, only information expressed in summary or statistical form will be forwarded to assist the member Xxxx/Director for use in improving performanceformal evaluation. Recommendations as to areas Transcriptions of needed improvement comments by individual students will be made available to instructors who may determine without prejudice whether they shall be considered in writing including a reasonable time schedule to monitor progressformal evaluation. 2. Each instructional personnel member 11.3 A copy of any evaluation or set of evaluations must have been seen by the bargaining unit shallMember, prior to 40 working days after their first annual date of service, present written statements setting forth objectives of, who shall sign it as having been read before it is placed in the Member's Personnel File (a) expected student achievement in courses currently being taught; (b) instructional techniques and strategies; (c) the establishment and maintenance of a suitable learning environment within the scope of the member's responsibilities and (d) the employees adherence to District's curricular objectives (California grade level standardssee Article 19). The total minimum number of objectives required shall be four (4). A teacher’s final evaluation will not be lowered because the number of objectives turned in was four (4). There shall not be less than one Any Member who considers that he/she has been unfairly or inadequately evaluated may submit to his/her Xxxx/Director, within one (1) objective in each week of seeing the above specified areas. 3. Each noninstructional personnel member evaluation, a written objection, one (1) copy of the bargaining unit shall prior to the 40 working day deadline, present written statements of performance objectives based upon the job responsibilities assigned to that position. Each noninstructional unit member which shall be required to write no less than six (6) specific performance objectives. The written statements setting forth objectives shall be submitted by the member for approval by the evaluator. 4. In the event the evaluator does not approve the written statements setting forth objectives, the evaluator shall discuss the written statements of objectives with the member. If the evaluator and the member of the bargaining unit cannot come to an agreement within twenty (20) working days as to what should constitute said objectives, the evaluator and the unit member may present evidence to the Superintendent at a meeting of the parties and their representative. The Superintendent shall render a decision no later than ten (10) work days following said meeting. 5. When requested by the member, modifications or additions to the written statements of objectives can be made, provided said modifications and additions are approved by the evaluator. In the event the evaluator and the member cannot come to an agreement as to what should constitute said modifications or additions, the same process may be utilized as stipulated in the paragraph above. 6. A copy of the written evaluation shall be given to the member no later than thirty (30) calendar days prior to the end of the calendar school year. The unit member shall have the right to have his/her written response attached to the evaluation become a permanent attachment to in question and one (1) copy, signed by the formal evaluationXxxx/Director as having been seen, kept by the Member.

Evaluations. 112.1 The purpose of this evaluation procedure is to provide a basis for the individual unit member’s growth, both as an individual and in his/her position within the District. An evaluation of each unit member's work shall be made periodically, not less than twice during the unit member's first year of employment and not less than once each year thereafter. Evaluation reports shall be written on approved forms and shall be signed by the person making the evaluation. The evaluated unit member shall sign the report as evidence of his/her knowledge of its contents. A copy of the report shall be maintained in the confidential personnel file of the unit member and shall be made available to the Governing Board in executive session upon request. 12.2 If the evaluation shows a unit member's work to be below a satisfactory standard, the unit member's supervisor shall take the appropriate steps to assist the unit member in improving. The supervisor will provide a written improvement plan which will be shared and discussed in a conference. Failure of the unit member to show improvement to a satisfactory standard is deemed just cause for terminating employment. 12.3 The unit member shall be evaluated by his/her immediate supervisor as follows: A. Probationary informed that he or she has the right to rebut, in writing, any evaluation. The evaluation shall not be placed in the unit members shall be evaluated at least once each school year. B. Permanent member's personnel file until the unit members shall be evaluated at least once every two (2) school years. C. Permanent unit membersmember presents the written rebuttal, who have been provided the written comments or rebuttal is received with the district for at least ten (10) years, and have received exemplary evaluations, may be excused from evaluations for every two years and be evaluated on a four-year cycle, based upon the mutual consent of the evaluator and the evaluatee. Teachers who have had satisfactory evaluations and have been in the district for ten (10) years may qualify if they receive an exemplary rating in their next evaluation cycle. At the beginning of each year shared staff will be notified of which site is their evaluator. The evaluator will discuss openly with the member the evaluator's formal written observation report and/or written evaluations of the performance of the member. If any deficiencies are indicated, the evaluator shall hold a conference with the member to make specific recommendations as to the areas of needed improvement in the member's performance and shall endeavor to assist the member in improving performance. Recommendations as to areas of needed improvement will be made in writing including a reasonable time schedule to monitor progress. 2. Each instructional personnel member of the bargaining unit shall, prior to 40 working days after their first annual date of service, present written statements setting forth objectives of, (a) expected student achievement in courses currently being taught; (b) instructional techniques and strategies; (c) the establishment and maintenance of a suitable learning environment within the scope of the member's responsibilities and (d) the employees adherence to District's curricular objectives (California grade level standards). The total minimum number of objectives required shall be four (4). A teacher’s final evaluation will not be lowered because the number of objectives turned in was four (4). There shall not be less than one (1) objective in each of the above specified areas. 3. Each noninstructional personnel member of the bargaining unit shall prior to the 40 working day deadline, present written statements of performance objectives based upon the job responsibilities assigned to that position. Each noninstructional unit member shall be required to write no less than six (6) specific performance objectives. The written statements setting forth objectives shall be submitted by the member for approval by the evaluator. 4. In the event the evaluator does not approve the written statements setting forth objectives, the evaluator shall discuss the written statements of objectives with the member. If the evaluator and the member of the bargaining unit cannot come to an agreement within twenty (20) working days as to what should constitute said objectives, the evaluator and the unit member may present evidence to the Superintendent at a meeting of the parties and their representative. The Superintendent shall render a decision no later than ten (10) work days following said meeting. 5. When requested by the member, modifications or additions to the written statements of objectives can be made, provided said modifications and additions are approved by the evaluator. In the event the evaluator and the member cannot come to an agreement as to what should constitute said modifications or additions, the same process may be utilized as stipulated in the paragraph above. 6. A copy of the written evaluation shall be given to the member no later than thirty (30) calendar days prior to the end of the calendar school yeardays. The unit member shall have the right, upon request, to a conference to discuss the written rebuttal or comments. There will be no overall unsatisfactory evaluations given unless there has been prior conferencing with the unit member. 12.4 Probationary unit members shall be evaluated prior to the end of the fourth (4th) month of employment. 12.5 Permanent unit member who receives an unsatisfactory evaluation will be re-evaluated within four (4) months. 12.6 Evaluators shall make specific recommendations for improvement, and the supervisor shall assist the unit members in carrying out these recommendations. 12.7 Unit members have the right to have his/her written response be accompanied by a CSEA representative at any evaluation meeting. 12.8 A new worker shall serve an initial probationary period of seven (7) months. 12.9 Unit members hired into the District at Step 1 shall advance to Step 2 upon successful completion of their probationary period; earned advancement to Step 2 shall be retroactive to the evaluation become a permanent attachment to first day of the formal evaluationunit member’s seventh (7th) month of employment Succeeding steps will be attained as detailed in Article 5, Section 5 of this agreement.