As a result, these walk-throughs, the information gleened from them, the written feedback forms are subject to response from our members. If you would like to formally amend the material collected in a walkthrough, respond to the data, challenge observations, you may do so. Guidance for this can be found in the Master Contract. Grievance and Contract Maintenance Co-Chairs, Tom McLaughlin and Dave Bergman, are also willing to assist our members by answering questions.
The timelines are process are outlined in Article I of the Master Contract:
F. All
evaluations described in C and E above will include the following provisions:
1. The
evaluation(s) of the employee will include a personal conference between the
employee and the evaluator within twenty (20) working days of completing
classroom visitations. The employee will
be given a brief written or oral summary of each classroom visitation within
five days of the visitation or a mutually agreed upon time.
2. The
employee shall have the right to submit a written response to any written
evaluation he/she may disagree with and file copies with the principal and/or
superintendent within five (5) working days of the evaluation conference. The written response will be attached to the
file copy of the evaluation.
3. The
employee will be given the opportunity to sign and receive a copy of any
written information, comments, or evaluations to be placed in the employee's
file. Such signatures shall indicate the
employee's awareness of the content but will not necessarily mean agreement
with the information, comments, or evaluations.
G. Any
comments which may later be placed in the employee's file in addition to those
described in F above must be communicated to the employee in writing within ten
(10) working days of the occurrence giving rise to the comments. The employee shall have the right to submit a
written response to such comments within five (5) working days of receiving
them. The written response will be
included with the comments if placed in the permanent file.
H. The
evaluation procedure herein is but a single method of employee evaluation, and
nothing in these procedures is to be construed as precluding evaluation of
employees by other appropriate means.
I. Due
Process Any non-probationary
employee who receives two or more "DOES NOT MEET DISTRICT STANDARDS"
on his/her summative evaluation may grieve the elements of the evaluation which
have not met district standards at the time the summative evaluation causes
adverse action on employment status or level of compensation.
