The performance of all employees shall be evaluated according to procedures developed by the Employer or its agents. Such procedures shall be limited by the provisions of Section A. Upon the observation of significant deficiencies in work performance, the provisions of Section B or C, whichever is applicable, shall be followed in addition to those in Section A. Any evaluation used as a basis for adverse action shall be conducted according to Section B or C in addition to Section A.

Section A - General Evaluation Procedure

1. All monitoring or observation of work performance of an employee shall be conducted openly and with full knowledge of the employee.
2. All evaluations shall be in writing. If evaluation forms not requiring narrative style are used they shall be jointly designed by the Parties.
3. Observation by the evaluator shall be required prior to the evaluation of an employee's classroom work performance.
4. Evaluations shall acknowledge the strengths of employees, as well as deficiencies, and shall note all data used to support the conclusions made by the evaluator. The evaluator shall make a fair and objective effort to determine whether deficiencies have been corrected.
5. Employees shall be evaluated only by appropriate administrators with rating authority in compliance with state law and regulation.
6. The evaluator shall take into consideration and note in writing any circumstances that may adversely affect an employee's performance.
7. Student test scores may be used to evaluate achievement and progress of students and the district's instructional program; however, these scores shall not be used in any way to evaluate the work performance of employees unless they agree voluntarily.
8. A conference shall be held between the evaluator and the employee after the written evaluation is received by the employee.
9. The employee shall be notified in advance of the time and date of one (1) observation for evaluative purposes.
10. Evaluations must be completed by no later than April 15 and submitted to the employees by no later than May 1 except for those employees who have been identified as having significant deficiencies in which case the provisions in Section B of this article will apply.
11. The performance of all itinerant/traveling employees shall be evaluated by each principal.
12. An Advisory Committee, including employees nominated by the Association shall be established annually for the purpose of reviewing and recommending modifications, if any, to the evaluation plan.
13. Tenured employees will be evaluated at least every three years. Non tenured employees will be evaluated yearly. Employees on deficiency may be evaluated within the year of the deficiency.

Section B - When significant deficiencies in work performance have been observed:

1. They shall be noted in writing and discussed with the employee in a conference.
2. The evaluator shall observe the employee's work performance a minimum of four (4) 30 minute periods within a twelve week period (60 worked days) beginning with notification. For the employee not assigned to a classroom, the evaluator must observe the work performance of the employee for four (4) 30 minute periods when the employee is fulfilling the employee's job responsibilities.
3. Each observation shall be followed by an evaluator/evaluatee conference within the first five (5) days the employee is at work following the observation.
4. The evaluator shall identify professional staff services and/or materials which the employee may use to help correct the identified deficiencies. There shall be identified at least one (1) professional staff person who will not evaluate the employee.
5. The evaluator shall summarize the observations and conferences in writing and provide a copy to the employee.

Section C - Exception

When a significant deficiency in work performance is recurring but does not lend itself to 30 minute observations, the evaluator shall note the deficiency in writing and hold a conference with the employee to discuss the deficiency, identify professional staff services and/or materials and to establish a specific timeline of no more than forty five (45) worked days for correcting the deficiency. Periodic conferences shall take place within the specified time to assess progress towards correcting the deficiency. At the end of the specified timeline, the evaluator shall write a summary of the conferences and provide a copy to the employee.

Section D - KTIP interns will be provided release time to observe other employees if recommended by their KTIP committee.