CERTIFICATED EMPLOYEE EVALUATION PROCEDURE. For evaluation process please see the TPEP Evaluation Contract document. This document will replace all language in the contract for evaluation and has been agreed upon by the District and the Association.
CERTIFICATED EMPLOYEE EVALUATION PROCEDURE. (TPEP employees) Definitions Criteria shall mean one of the eight (8) state defined categories to be scored. Component shall mean the sub-section of each criterion. Evaluator shall mean a certificated administrator who has been trained in observation, evaluation and the use of the specific instructional framework and rubrics contained in this agreement and any relevant state or federal requirements. All evaluators shall demonstrate competence in observing teachers with inter-rater agreement. The evaluator shall assist the teacher by providing support and resources. Artifacts shall mean any products generated, developed or used by a certificated teacher. Artifacts should not be created specifically for the evaluation system. Additionally, tools or forms used in the evaluation process may be considered as artifacts. Evidence shall mean examples or observable practices and collaborative conversations of the teacher’s ability and skill in relation to the instructional framework rubric. Evidence collection is a sampling of data to inform the decision about level of performance and will be collected by the evaluator. Teachers may, but shall not be required to provide additional evidence. It should be gathered from the normal course of employment and may include evidence both verbal and physical. Input from students, parents or any other source shall not be used as evidence unless it is supplied and/or approved by the teacher. Not Satisfactory shall mean: Level 1: Unsatisfactory - Receiving a summative score of 1 is not considered satisfactory performance for all teachers. Level 2: Basic - If the classroom teacher is on a continuing contract with more than five years of teaching experience and if a summative score of 2 has been received two years in a row or two years within a consecutive three-year period, the teacher is not considered performing at a satisfactory level. Student Growth Data shall mean relevant multiple measures that can include classroom-based, school-based, school district-based, and state-based tools. Assessments used to demonstrate growth will be selected by the classroom teacher and mutually agreed upon by the evaluator. Assessments used to demonstrate growth must be appropriate, relevant, and may include both formative and summative measures. Student achievement shall be measured between at least two points in time within the current school year.
CERTIFICATED EMPLOYEE EVALUATION PROCEDURE
