Evaluation Procedure, Article I MASTER CONTRACT

ARTICLE I


Evaluation Procedure

A. The responsibility for determining the efficiency and effectiveness of the employee is one of the primary obligations of management, within its larger public duties to insure the optimum efficiency of the educational enterprise.

B. The administrator(s) or their designee(s) shall perform the evaluation(s).

C. All probationary employees, which shall include beginning and new employees, shall have a minimum of two (2) formatives and one (1) summative evaluation each year. Non-probationary employees in the traditional path shall receive a minimum of one (1) formative evaluation each year and at least one (1) summative evaluation every fourth year. Non-probationary employees in the professional and leadership paths shall receive formative and summative evaluations as deemed practical and necessary by the administrator(s) or their designee(s).

D. The evaluator or the evaluator's designated representative, either during preschool orientation or within three weeks after the employee's duties officially commence, shall acquaint employees with this Article and the formal evaluation procedures to be used.

E. Employees who serve more than one administrative center will be evaluated by each center's administrator for whatever portion of the employee's assignment is at that center.

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.