11. EVALUATION PROCEDURE

11.1 Philosophy

11.1.1 It is the philosophy of this Agreement that evaluation is a developmental process. All evaluations shall be directed to identifying strengths as well as weaknesses. Evaluations shall be the responsibility of the Administration except as specified for teachers in 11.1.2 below. Nothing in this provision shall deny the Administrator from receiving input from appropriate non-managerial personnel.

11.1.2 In cases where a teacher is directly responsible for the supervision of a paraprofessional, then that teacher (rater) shall make the evaluation for recommendation to the principal (reviewer). In all other cases for school-based ESP employees, the rater shall be the current immediate administrative supervisor (assistant principal or principal) and the reviewer shall be the principal. Principals may serve as both rater and reviewer when they serve also as the immediate administrative supervisor of the ESP employee.

For non-school-based ESP employees, the rater shall be the current immediate administrative supervisor and the reviewer shall be that administrator's directing supervisor. An assistant superintendent, the Deputy Superintendent, or the Superintendent may serve as both rater and reviewer when they serve also as the immediate supervisor of the ESP employee.

11.2 Frequency

11.2.1 Each ESP employee shall be assessed on their overall work performance once a year in March. Evaluations shall also occur for ESP employees in the Career Observation process (see Section 13.1.2).

11.2.2 Copies of this March evaluation shall be given to the ESP employee, and the evaluator(s). The original shall be sent to the Division of Human Resources by April 1 of each year. This deadline date may be adjusted by agreement between the Assistant Superintendent for Division of Human Resources or designee and the Association for any Modified School Calendar school if the two parties agree that a particular school calendar necessitates such an adjustment.

11.3 Forms and Procedure

11.3.1 ESP employees shall be evaluated according to the currently approved evaluation form for clericals and paraprofessionals. This shall be the only form used for all evaluations. Prior to the written assessment, each individual shall be informed of the criteria and the procedure to be used.

11.3.2 The rater is responsible for reporting accurately and objectively his/her observations and/or knowledge. The performance rating shall be reviewed with the rated employee in a confidential manner. The rater shall discuss with the employee his/her strengths, weaknesses, and if necessary the specific manner in which the employee could be expected to improve his/her job performance.

11.3.3 The reviewer is responsible for checking the report for consistency, fairness, accuracy, correctness of rating procedure, and meeting with the ESP employee if deemed appropriate by the reviewer, the rater, and/or the ESP. The reviewer may add to the report any specific information he/she may have about performance of the rated employee. The written evaluation will then be given to the individual ESP for signature.

11.3.4 The employee shall have the right to submit an addendum to the written evaluation.

11.3.5 All evaluations and related documents shall be handled in a private manner.

11.3.6 At their request, ESP employees may have a witness present at any meeting concerning their annual evaluation. The scheduling of this type of meeting shall be at the discretion of the administrator as long as a full working day's notice of the date and time of the meeting has been given.

11.4 Complaints

11.4.1 Whenever a complaint is registered against an ESP without first going to the ESP involved, it shall be Board policy to notify the ESP immediately of the complaint. The following information shall be provided to the ESP:

a. Name of complainant;

b. Description of allegation;

c. Remedy requested, if any.

11.4.2 The administrator may offer the aggrieved his/her assistance in arranging a conference at a date and time acceptable to all parties.

11.4.3 If the conference does not resolve the problem, the administrator or his/her representatives may then become the third party to the conference.