Unsatisfactory Evaluations. If an employee is rated “unsatisfactory” in any Standard, the evaluator will provide the following in writing to the employee for each “unsatisfactory” Standard:
Unsatisfactory Evaluations. (a) If an Employee's performance is judged unsatisfactory, the Division/Department/Unit Chair and/or Xxxx, as appropriate shall provide written reasons.
Unsatisfactory Evaluations. A permanent employee who receives an evaluation with an overall rating of unsatisfactory will be expected to improve his/her performance to such an extent that a reevaluation within sixty days will reflect an overall rating of above unsatisfactory. Failure to make such an improvement in performance will constitute sufficient grounds for disciplinary action.
Unsatisfactory Evaluations. In the event an employee's work performance leads to an unsatisfactory evaluation that may ultimately lead to dismissal, the employee shall be evaluated using Appendix D. The evaluation report shall be presented in post-conferences to the employee by his/her immediate supervisor within five (5) days following its completion. Such reports shall be written in narrative form and shall include:
Unsatisfactory Evaluations. In the event that the School District determines that the performance of the Assistant to the Superintendent has been unsatisfactory in any respect, a written assessment shall set forth the instances of unsatisfactory performance and the manner in which such performance should be improved. A copy of the written assessment shall be provided to the Assistant to the Superintendent once finalized. The Assistant to the Superintendent shall be permitted to respond, in writing, to the finalized assessment within thirty (30) days of receipt and such response shall be attached to and made a permanent appendix to the assessment.
Unsatisfactory Evaluations. 11.3.1 When any unit member has received an unsatisfactory evaluation, the District shall annually evaluate the unit member until that employee achieves a positive evaluation or is separated from the District.
Unsatisfactory Evaluations. Every teacher whose work is judged unsatisfactory based on district evaluation criteria shall be notified in writing of stated specific areas of deficiencies along with suggested specific and reasonable program for improvement on or before February 1st and ending no later than May 1st. The purpose of the probationary period is to give the teacher opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the teacher of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approval. During the probationary period the principal shall meet with the teacher at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the teacher. The principal may authorize one additional certificated employee to evaluate the probationer and to aid the teacher in improving his or her areas of deficiency, such additional certificated employee shall be immune from any civil liability that might be incurred or imposed with regard to the good faith performance of such evaluation. The probationer may be removed from probation if he or she has demonstrated improvement to the satisfaction of the principal in those areas specifically detailed in his or her initial notice of deficiency and subsequently detailed in his or her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probationer and shall constitute grounds for a finding of probable cause under RCW 28A.405.300 or 28A.405.210. The establishment of a probationary period shall not be deemed to adversely affect the contracts of a teacher within the meaning of RCW 28A.405.300.
Unsatisfactory Evaluations. The City may withhold a step increase if the employee has been placed on a work plan that has not been completed at their regular anniversary date. Effective with satisfactory completion of the work plan, within six (6) months the City will reinstate the step increase back to the employee's anniversary date. If the employee does not satisfactorilycomplete the work plan, the City will not grant the increase. Final decisions shall be at the sole discretion of the City; however, the employee may request review of a final decision by the human resources manager and/or the city manager.
Unsatisfactory Evaluations. In the event the ESP receives an overall rating of “needs improvement”, the Supervisor will immediately notify the Assistant Superintendent of Human Resources, who will notify the ESP President(s) to determine a plan of action.
