Procedures and Timelines. 1. Details of grievance proceedings shall be kept confidential, unless otherwise required by legal process.
Procedures and Timelines. Level 1: The building principal (immediate supervisor) or his/her designee. The grievant will first discuss his/her grievance with the principal or immediate supervisor. If the grievant desires, he/she may request to be represented by the Association's designee. Level 2: The Superintendent or his/her designee.
Procedures and Timelines. Step One - Verbal Complaint The aggrieved employee shall begin the grievance procedure by informally discussing the complaint with the Principal within seven (7) work days after the occurrence of the event upon which the grievance is based. The Principal shall respond to such verbal complaint within seven (7) work days of the oral discussion. All grievances not settled orally shall be reduced to writing.
Procedures and Timelines. Procedures and timelines for implementing the Performance Review Process are outlined below. July/August Supervisor and employee review the applicability of the current job description. Supervisor and employee cooperatively determine quality and developmental standards. Documentation is made available to the Division Director as necessary. September/May Supervisor and employee participate in "coaching” sessions during which the employee's performance is reviewed in relation to organizational values and the job description. If necessary, a plan for improvement is developed and agreed upon. Standards may be modified as part of this plan. The plan serves as a guide for discussion at the next scheduled review. A mid-year review should be held to review progress and any modifications as necessary and appropriate. The Performance Review Process Form (Appendix A) or facsimile, is used to document the results of coaching sessions and should include evidence of accomplishments and strengths, as well as areas needing improvement, plans for improvement and any modifications to the standards. June The final review and coaching session represents an opportunity to sum up accomplishments and shortcomings and provides the basis for adjustments to job responsibilities, performance standards, and plans for performance improvements in the following year.
Procedures and Timelines
