Unsatisfactory Evaluation. If the overall rating is “unsatisfactory,” the evaluation team shall forward the evaluation report to the appropriate Vice President for administrative review.
Unsatisfactory Evaluation. 12.3.1 When an evaluation indicates that performance or conduct is unsatisfactory, the employee shall have a reasonable period of time, where appropriate, as determined by the immediate manager, to correct the unsatisfactory performance or conduct. Where appropriate, specific recommendations for improvement and provisions for assisting the employee in meeting these recommendations shall be given to the employee. A subsequent re- evaluation shall be given at the end of the reasonable period of time.
Unsatisfactory Evaluation. The Committee shall recommend that no contract be offered for the following two academic years.
Unsatisfactory Evaluation. An employee whose performance is evaluated as Unsatisfactory shall not receive a scheduled pay increase during the period that such evaluation is in effect. If an employee’s evaluation improves to Meets Expectations or Needs Improvement during a period of no more than 40 days after the effective date of a pay increase, the employee shall be provided the pay increase on a prospective basis from the date of such evaluation.
Unsatisfactory Evaluation. If an employee receives a less than satisfactory evaluation, a Plan of Assistance shall be developed within ten (10) work days by the employee and the supervisor. Such Plan shall set forth the specific reasons the employee’s work is unsatisfactory, an identification of the specific ways in which the employee is to improve, the assistance to be given by the Employer towards improvement and specific target dates for improvement. The employee may have a representative of the Association present during any consultations regarding the Plan of Assistance.
Unsatisfactory Evaluation. Before a Bargaining Unit Member is rated unsatisfactory in their job performance, the supervisor shall meet with the individual at least one (1) month prior to such rating being submitted in order to put the Bargaining Unit Member on notice that their job performance is not satisfactory and to discuss means of improvement.
Unsatisfactory Evaluation. 1. If, after the evaluation conducted pursuant to Article 10.1.1 of this Agreement, the performance of the employee is judged to have area(s) that are unsatisfactory, the supervisor will provide the employee written suggestions for improvement. A Performance Improvement Plan (PIP) may be mutually developed only with the approval of the appropriate SA and will be implemented immediately upon completion. The PIP will be in effect for a period of not less than one (1) quarter.
Unsatisfactory Evaluation. If a unit member is rated “unsatisfactory” on a Formal Evaluation Summary, the evaluator shall hold a conference with the unit member prior to the issuance of the Formal Evaluation Summary. The unit member shall be notified of the right to have an Association representative present at the meeting. Dismissal and/or suspension of permanent unit members shall follow the standards and procedures contained in Education Code Sections 44932 through 44945. A unit member with permanent status must participate in the Peer Assistance and Review Program if he or she receives a Summary Rating of “unsatisfactory” on the Formal Evaluation Summary.
Unsatisfactory Evaluation. If student evaluations, oral or written complaints, classroom visits, or evaluation of the performance of other services, identify recurring and serious problems, an Amelioration Committee shall be formed by the end of the first week of the semester following that of the original evaluation. This committee shall consist of the Division Chairperson/immediate supervisor; one of the peers who served on the original evaluation committee; a district representative (who may be the evaluatee’s immediate supervisor if he/she is not a member of the unit) designated by the Superintendent/President; and an independent facilitator from outside the college, who will chair the committee. In the event that the evaluatee’s immediate supervisor is not a member of the unit, the Senate Committee on Committees and the immediate supervisor shall choose a tenured peer from within the evaluatee’s department/division to serve on the Amelioration Committee and to chair the Committee when it conducts the follow up evaluation described in paragraph five below. The District and the Association shall mutually agree upon the choice of the facilitator. The facilitator must be knowledgeable about educational and instructional issues, skilled in interpersonal communication and conflict resolution, and also skilled in guiding the development of a specific action plan including steps to ameliorate the identified problems. A plan for improvement, including specific indices for measuring progress, shall be developed jointly by the Amelioration Committee and the evaluatee by the end of the sixth week of the semester in which the Committee was formed and will be positively directed at assisting the evaluatee in amelioration of the identified problems. This plan shall be appended to the previous Committee Report, and a copy shall be given to the evaluatee. A complete evaluation following the appropriate procedures described in Section 14.3.2 for tenured faculty shall be conducted in the semester following the establishment of the Amelioration Committee. However the components of this evaluation (which may include reviews of previous Evaluation Final Reports) shall be specified by the Amelioration Committee, which shall henceforth function as the Evaluation Committee. However, the Division Chairperson/immediate supervisor shall now act as the Committee Chairperson, and the facilitator shall participate in order to continue to help the evaluatee to successfully resolve the issues identified in his...
Unsatisfactory Evaluation. An employee receiving an unsatisfactory evaluation shall be given a specific goal(s)/plan(s) remediation package. The employee subject to a remediation plan shall have the right to consult with his/her Union representative. Said employee shall be re-evaluated after eight (8) weeks to determine if he/she has been successfully remediated. This remediation period will include a meeting half way through the eight (8) weeks to see if employee is advancing as planned, and then again at the end of the eight (8) weeks to see if this remediation plan was completed.
