PSTA Contract - Article 12 - Procedures for Evaluation
12.1 Guidelines for Distribution. The Assistant Superintendent, Human Resources will forward evaluation guidelines to all school sites and/or departments within the first twenty-five (25) school days of a school year. Also within the first twenty-five (25) school days of the school year, site administration will meet with certificated personnel scheduled to be formally evaluated in order to assign the evaluator and to review the evaluation process and documents.
12.2 Frequency. Every probationary employee shall be evaluated at least once each school year and every permanent certificated employee shall be evaluated at least once every other year. With respect to permanent certificated employees, only employees that have received an evaluation that is not satisfactory shall be formally evaluated more than every other year. Nothing in this article shall be construed to limit in any way the right of the District to conduct classroom observations or perform other evaluation activities including but not limited to evaluation other than formal evaluation. The evaluation forms and timelines are set forth in Appendix G.
12.3 Five Year Cycle. Permanent certificated employees who have been with the District at least ten (10) years and whose recent evaluation ratings have met or exceeded satisfactory may be evaluated at least every five (5) years, provided the employee and his/her primary evaluator consent. The certificated employee or the evaluator may withdraw consent at any time and return to the at least every other year cycle. A conference shall be scheduled prior to the return to the two-year cycle. Certificated employees who are teaching in the current core academic areas defined in the ESEA shall also be required to meet the definition of “highly qualified” as stated by the Act.
12.4 Self Assessment. Permanent unit members who meet the standards will have the option of an alternative evaluation model every two (2) years. The evaluator and evaluatee will meet to develop the model. If an agreement is not reached, the evaluation will proceed using the California Standards for the Teaching Profession.
12.5 Final Conference. Evaluator and evaluatee, before the end of the unit member's assigned work year, will have held at least one personal conference to evaluate the evaluatee's total program and accomplishment of his/her program objectives.
12.6 Final Report. Before the end of the unit member's assigned work year evaluator and evaluatee submit the final evaluation.
12.7 Request for Second Evaluator or Evaluation. Any permanent certificated employee scheduled to be evaluated may ask for and receive an evaluation by a different administrator who will not consult with any other evaluators. Under this situation the District may, but need not, conduct both evaluations. In any event, the request for evaluation by a different administrator must be submitted within ninety (90) school days of the beginning of the unit member’s assigned work year. The administrator assigned to perform the requested evaluation may be either another administrator at the same school site or any other administrator assigned to the same school level as the employee being evaluated. The final evaluation document will be completed by the Assistant Superintendent, Human Resources or his/her Human Resources designee. The primary evaluator will conduct the Final Evaluation Conference and generate the Final Evaluation Conference Summary.
12.8 Notice Not to Reemploy. The Assistant Superintendent, Human Resources will give initial notice to any person of the District's intent not to reemploy in accordance with applicable law. This must be a written communication, with statement of charges that will be given when required by, and in conformity with, applicable provisions of the Education Code.
12.9 Nonemployment Notice. The Assistant Superintendent, Human Resources will provide to the employee written final notice of nonemployment in accordance with applicable law.