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Educator Evaluation Survey

Section 1 – Description of Evaluation Process of District Certified Staff

    District Policy 4116, Evaluation, states that the Board of Education believes that effective evaluation of teaching staff is essential to the achievement of the educational goals of this District, including student achievement of the Core Curriculum Content Standards. The purpose of this evaluation shall be to promote professional excellence and improve the skills of teaching staff members, improve pupil learning and growth, and provide a basis for the review of staff performance.

    The Board encourages a positive working environment in which the professional growth that results from staff participation in the evaluation process is considered of major importance. Therefore, the administration shall develop evaluation instruments flexible enough to identify the needs, strengths, and improvement objectives of each staff member.

    The superintendent shall develop, in consultation with teaching staff members, job descriptions for each teaching staff member position and evaluation criteria for said positions based directly upon the job description. The job description shall be concise, stating major responsibilities as briefly s possible. All job descriptions shall be presented to the Board for approval.

    All teaching staff members shall be evaluated against criteria that evolve logically from the instructional priorities and program objectives as specified in the job description for his/her position and from the District goals and objectives.

    Criteria must include, but need not be limited to, consideration of pupil progress, instructional skills, subject knowledge, professional conduct and growth, human relations skills, and classroom management skills. These criteria shall also apply to requirements for continuing education and shall be incorporated into each teacher’s Professional Development Plan (PDP).

    Tenured teaching staff members shall be observed and evaluated at least once each year by property certified persons. Non-tenured teaching staff members shall be observed and evaluated at least three times each year by property certified District Staff.

    The evaluation procedures shall provide continuous, constructive, cooperative interaction and communication between the teaching staff member and his/her supervisor/evaluator, thus ensuring a valid basis for performance review. All procedures for the evaluation of teaching staff members shall be in compliance with law, regulation, where appropriate, negotiated agreements.

    District Regulation 4116, Evaluation – Certified Staff, states that the purpose of evaluation is to encourage effective teaching and to stimulate the teacher’s professional growth. Evaluation is the primary function used to:

    1. improve student learning and District educational program;
    2. identify and recognize effective performance;
    3. define areas needing improvement;
    4. make recommendations to assist teachers to improve instruction and develop their maximum potential;
    5. assess progress towards the State-required 100 hours of professional development; and
    6. form the basis of decisions regarding the employment status of the individual.

    Methods of Data Collection

    Data collection methods for evaluation may include, but not be limited to:

    1. formal evaluations and documented information observation(s) according to District procedures and observations;
    2. teacher input regarding performance as it relates to performance indicators;
    3. previous job performance reports, when applicable;
    4. review of information bearing on job performance; and
    5. District forms developed for use during the evaluation process.

    Non-Tenured Teacher Evaluation

    Evaluation shall be an ongoing process that shall be conducted according to law, Board policy, administrative regulations, negotiated agreements, and individual contracts.

    1. All non-tenured teachers shall be observed at least three times a year by a certified administrator/supervisor in accordance with applicable statute, code, and case law.
    2. All observations shall be conducted by an administrator/supervisor in accordance with District guidelines.
    3. All observations shall be followed by a conference which must: a. occur within a reasonable time; and b. include a written report presented to, and discussed with, the teacher and signed by the teacher and evaluator with copies to each for their records.
    4. The administrator shall prepare a written Annual Summative Report (ASR), hold a summary conference within a reasonable time, and issue a summary report which shall be signed and copies given to the administrator/supervisor and teacher.
    5. A conference shall be held between the administrator/supervisor and the non-tenured teacher before filing summary reports to review:

      1. the teacher’s performance based on the job description and/or the Board’s evaluative criteria and District guidelines;
      2. the teacher’s progress in achieving his/her professional improvement plan;
      3. available student progress and growth indicators toward program objectives;
      4. progress towards the 100 hours of required professional development;
      5. the teacher’s current Professional Development Plan (PIP);
      6. the summary report itself which shall be signed within five (5) working days of the review conference; and

    6. professional development plans for the upcoming year that provides specific guidance on activities.

    Tenured Teaching Staff Evaluation

    Evaluation shall be an on-going process that shall be conducted according to law, Board policy, administrative regulations, negotiated agreements, and individual contracts.

    1. All tenured teachers shall be formally observed at least once a year by a certified administrator/supervisor in accordance with applicable statute, code, and case law.
    2. Additional observations may be conducted when the administrator requires it or when the teacher requests it.
    3. The administrator/supervisor shall prepare a written summary report for all professional staff, based on the Board’s evaluative criteria, teacher self-evaluation, and administrative observations, within the framework of the adopted job description and District guidelines.
    4. A conference shall be held between the administrator/supervisor and the tenured teacher before filing the summary evaluation to review:

      1. the teacher’s performance based on the job description and/or the Board’s evaluative criteria and District guidelines;
      2. the teacher’s progress in achieving his/her professional improvement plan;
      3. available student progress and growth indicators toward program objectives;
      4. progress towards the 100 hours of required professional development;
      5. current Professional Learning Plan (PLP);
      6. the summary report (which shall be signed within five (5) working days); and
      7. a plan for the upcoming year that provides specific guidance on activities.
    5. Observations/evaluations reports shall be prepared and filed within a reasonable time period, but no longer than 15 school days after the conference.
    6. The summary evaluation and conference shall be completed by May 31.


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