The parties agree that the primary objective of Employee evaluation is to improve the quality of instruction. The parties recognize the importance and value of a procedure for assisting and evaluating the progress and success of all Employees based on a formative evaluation process that includes constructive dialog between the Employee and the evaluator and that complies with state law. To that effect the parties have begun implementing a new Professional Appraisal Plan (“Evaluation Plan”) through the work of an Evaluation Committee. The parties further recognize the importance of maintaining the integrity of the process set forth in that Evaluation Plan. All evaluations shall be conducted in accordance with the processes and timelines set forth in the Evaluation Plan and evidence must be included for each domain component of the instructional framework set forth in the Evaluation Plan.
All Employees and the Association recognize the right, duty, and responsibility of the Employer to make periodic evaluations of the performance of Employees. The building principal or designated supervisor shall be responsible for the evaluation of all Employees assigned to his building or instructional area. The parties agree that the collection of evidence is a collaborative process between the Evaluator and Employee and that both are responsible for the collection and discussion of such evidence.
As soon as practicable after the beginning of the school term and prior to an evaluation, each Employee shall be advised of the Employee evaluation procedure, standards expected, and evaluation instruments set forth in the Evaluation Plan; and each Employee shall be advised as to whom shall observe and evaluate his performance. A newly?employed Employee or an Employee reassigned after the start of the school term shall be advised of the above prior to any evaluation.
Observation of duties and responsibilities of any Employee shall be conducted with the full knowledge of the Employee.
Any observation, formal or informal, which is to be used as a part of the evaluation of an Employee’s performance of his assigned duties, shall be in accordance with the following:
(a) Such observation shall be compiled in writing by the person making the observation, and a copy of the written compilation shall be given to the Employee.
(b) When a conference is held between the Employee and the person making the observation, the written compilation shall be given to the Employee prior to the conference scheduled under this Section. Except by mutual agreement of the parties to the conference, no conference shall be held on days when school is not in session.
(c) If the Employee feels that the written compilation of the observation is incomplete, inaccurate, or unjust, the Employee may put his objections in writing and have them attached to the written compilation following the conference specified in subparagraph (b). Both parties to the conference shall sign the Employee’s written comments.
8.3 Formal Written Evaluation
The following procedure shall be used in preparing a formal written evaluation of an Employee’s performance.
The frequency of such formal written evaluations shall be as follows:
(a) An Employee who has tenure with the Employer shall be evaluated a minimum of one (1) time each two (2) school terms.
(b) A part-time Employee employed to work less than a normal scheduled workday or normal scheduled workweek who has been employed by the Employer for a minimum of three (3) consecutive school terms shall be evaluated a minimum of one (1) time each two (2) school terms. Prior to completing three (3) consecutive school terms, such Employee shall be evaluated a minimum of two (2) times during each school term; provided, however, during the first school term in which such Employee is employed, a minimum of one (1) evaluation under this Section is necessary if such Employee commences employment after January 1 of such school term.
(c) A full-time probationary Employee employed to work a normal scheduled workday and normal scheduled workweek for the entire school term shall be evaluated a minimum of two (2) times during each probationary school term; provided, however, during the first school term in which such Employee is employed, a minimum of one (1) evaluation under this Section is necessary if such Employee commences employment after January 1 of such school term.
Each such evaluation shall be preceded by at least one (1) classroom or instructional observation that is in compliance with state law.
A conference shall be held between the Employee and the person making such evaluation following the instructional observation.
(a) A copy of the written evaluation will be given to the Employee prior to the conference scheduled under this Section.
(b) At the conference the contents of the evaluation, including the performance rating, shall be reviewed and an attempt made to reach mutual agreement on the written evaluation and performance rating.
(c) The written evaluation shall be signed by both parties to the evaluation and a copy thereof shall be placed in the Employee’s personnel file, a copy shall be retained by the Employee, and a copy retained by the person making such evaluation.
If mutual agreement is not reached on the evaluation, the Employee may use either or both of the following provisions:
(a) Attach written objections to the evaluation.
(b) Request in writing that the written evaluation be reviewed jointly by the Superintendent of Schools and the President of the Association. The review request shall include the specific reason(s) for the review and a copy of the written evaluation being reviewed. The Superintendent and the Association President will conduct a review of the evaluation within thirty (30) days after the written review request is received by the Superintendent and may require the Employee and the evaluator to meet with them to discuss the evaluation. The Employee and the evaluator will be advised in writing regarding the outcome of the review.
8.4 Professional Improvement
Members of the Employer’s administrative staff shall assist the Employee in an attempt to improve the quality of performance and to eliminate the difficulties noted in the written evaluation.
8.5 Helping Employee
The building principal or designated supervisor shall assign a helping Employee to each full?time probationary Employee. The helping Employee, insofar as possible, shall be a tenure Employee with a minimum of three (3) years related experience and shall be engaged in the same work within the same grade, building, or subject area as the probationary Employee.
The helping Employee shall assist the probationary employee in acclimating to the profession and the School District. The helping Employee shall not be involved in the evaluation of such probationary Employee.
The building principal, designated supervisor, or their designee shall assist part?time Employees in acclimating to the profession and the School District.
8.6 Evaluation of a Probationary Employee
The building principal or designated supervisor shall complete a written evaluation report and make recommendations to the Superintendent for each full?time probationary Employee. A copy of such report shall be furnished to the Employee. The report shall not contain information which has not previously been made known to and discussed with the probationary Employee.
8.7 Reason for Recommendation
If a building principal or designated supervisor of a full?time probationary or tenure Employee recommends that such Employee not be continued in employment, he or the Employer shall provide such Employee with a written statement specifying the reason for the recommendation. An Employee may prepare a written response to such written statement and have it attached to the statement.
8.8 Evaluation of Part-Time Employees
The required number of evaluations set forth in paragraph 8.3.1(b) for part?time employees shall be completed not later than twenty (20) days before the close of the school term in which the evaluations are required.
8.9 Pay for Consulting Employee
An Employee assigned by the Employer to serve as a consulting Employee under the provisions of the Evaluation Plan, which is separate and apart from this Agreement, shall receive additional compensation at the teacher’s per diem rate for time spent outside the normal regular workday for the purpose of participating in the one-year remediation plan set forth in such Plan.