Section 19.10. 1. 47 The Employer shall establish and maintain an "extra pool" consisting of all substitute bus 48 drivers placed on a substitute list by most recent date officially released to drive for Evergreen 49 Public Schools first, then application date, and then alphabetical order by last name; if last 1 name is identical, then by first name. The most senior substitute bus driver shall have the first 2 opportunity for assignments projected to last longer than ten (10) working days. Work 3 assignments shall be based on a rotating roster, except, an employee scheduled to work and 4 whose work is cancelled, will remain at the top of the list.
Section 19.10. 43 District shall notify students who wish to not ride the bus back to school from an event or activity must 44 have a signed and dated note from a parent. The parent/guardian must give the note to the bus driver or 45 a coach in person in order for the student to ride home with the parent or guardian.
Section 19.10. The District and the Union agree that the primary purpose of evaluations is the 44 improvement of performance. Two essential elements of the evaluation process are fairness and 45 objectivity, which are to be used as guiding principles by the supervisor. Material used in the 46 employee's evaluation is to be of a factual nature and based upon actual observations and 47 documentation whenever possible, during the evaluation period. If there is any negative information 48 which is going to be used in the evaluation process, a copy must have been given to the employee 1 within five (5) working days of the receipt of the information by the District. Evaluations may 2 incorporate compliments and suggestions for improvements. A successful evaluation process is 3 dependent upon open and honest communications throughout the year between the employee and the 6 The employee will be evaluated by the Transportation Director, or designee, by May 30th annually.
Section 19.10. Trustee Not Responsible...............................................................96
Section 19.10. 33 The District and the Union agree that the primary purpose of evaluations is the improvement of 34 performance. Two (2) essential elements of the evaluation process are fairness and objectivity, which are 35 to be used as guiding principles by the supervisor. Material used in the employee's evaluation is to be of a 36 factual nature and based upon actual observations and documentation whenever possible, during the 37 evaluation period. The evaluator will share with the employee the reasons for any ratings of 38 “Unacceptable” or “Needs Improvement” and provide suggestions for how the employee can improve 39 their performance. A successful evaluation process is dependent upon open and honest communications 40 throughout the year between the employee and the supervisor. Evaluations shall not be used to discipline 41 employees, but may include areas of concern rising from discipline. Employees may be required to sign 42 the evaluation to signify receipt, not agreement with the evaluation.
