Certified Staff Evaluation. The Board and the HEA shall meet during the term of this Agreement to discuss changes to the evaluation plan and instrument required by Public Acts 96-0861, 97-008 and 97-0007. The parties recognize that the Performance Evaluation Reform Act (PERA) requires a committee, consisting of equally numbered representation from the Board and HEA be formed to determine how the district will incorporate the use of student data and indicators of student growth as a significant factor in rating teacher performance in evaluation plans. The parties will work together to discuss formation of such a committee and to implement the changes as required by law. Changes to the evaluation plan may be prospective unless otherwise required by any new or existing state laws/mandates.
1) The purpose of evaluation shall be to improve the instructional skills of certified staff member with the goal of maximizing learning by students in the classroom. Accordingly, the evaluative process defined below shall include both the identification of teaching deficiencies and constructive suggestions needed for improvement.
1) By October 15th, the Superintendent (or designee) and/or the building principal shall inform the teaching staff of the procedures of evaluation, including who may evaluate the certified staff member’s performance. Each certified staff member shall be acquainted with the process and instrument to be used. The building principal/designee will complete the orientation. All certified staff members will be given a copy of the Xxxxxxx CSD 158 Teacher Evaluation Plan. No formal evaluation may be conducted until this has been completed. Specialists shall be evaluated using the Educational Specialist Evaluation Form. They shall also use the Performance Indicators for their specific specialty to choose their goals.
Certified Staff Evaluation. The following evaluation language shall apply only to those certificated staff being evaluated using the OSPI- approved, CEL's SD+ framework.
Section 1 Evaluation System Preamble An evaluation system for teachers has the following elements, goals, and objectives:
1. The evaluation procedures set forth herein shall be to improve the educational program by improving the quality of instruction.
2. The evaluation process shall provide support for professional growth.
3. Within the selected instructional framework teachers will be allowed to exercise their professional judgment and will be evaluated on their practice, skills, and knowledge. The parties agree that the following evaluation system is to be implemented in a manner consistent with good faith and mutual respect and, as defined in RCW 28A.405.110 (1). Additionally, the parties agree that the evaluation process is one which will be implemented with collaboration between the evaluator and the bargaining unit member, as described in WAC 392-191- 025: “To identify in consultation with classroom teachers and certificated support personnel observed, particular areas in which their professional performance is distinguished, proficient, basic, or unsatisfactory." Purpose - The following evaluation process has the following elements, goals, and objectives: "An evaluation system must be meaningful, helpful, and objective; (2) an evaluation system must encourage improvements in teaching skills, techniques, and abilities by identifying areas needing improvement; (3) an evaluation system must provide a mechanism to make meaningful distinctions among teachers and to acknowledge, recognize, and encourage superior teaching performance; and an evaluation system must encourage respect in the evaluation process by the persons conducting the evaluations and the persons subject to the evaluations through recognizing the importance of objective standards and minimizing subjectivity."
Section 2 Definitions and Notes
Certified Staff Evaluation. The Board and the Association agree that the purposes of teacher evaluation are:
1. To serve as a tool to advance the professional learning and practice of teachers individually and collectively in a school district.
2. To inform instruction.
3. To assist teachers and administrators in identifying and developing educational best practices in order to provide the greatest opportunity for student learning and growth. The Board and the Association further agree that the District’s evaluation program will include the following:
1. A uniform instrument for rating bargaining unit members.
2. A philosophy of evaluation whereby the evaluator will assist the bargaining unit member in improving his/her instructional and professional performance.
3. The evaluation procedure established in this agreement conforms to the framework for the evaluation of teachers developed pursuant to section 3319.112 of the Ohio Revised Code. Each completed evaluation will result in the assignment of a teacher effectiveness rating. The teacher effectiveness rating shall be derived from a summative evaluation where fifty (50) percent of the overall evaluation is based on student growth measures and fifty (50) percent of the overall evaluation is based on a teacher’s performance rating as provided for in this agreement.
Certified Staff Evaluation. The purpose of teacher evaluations is to use fair, objective, and reasonable practices to:
1. Advance the professional learning and practice of teachers individually and collectively in the school District.
2. Inform instruction.
3. Assist teachers and administrators in identifying, implementing, and supporting best educational best practices that will provide the greatest opportunity for student learning and growth. The Board and the Association further agree that the District’s evaluation program will include the following:
1. A uniform instrument for rating bargaining unit members.
2. A philosophy of evaluation whereby the evaluator will assist the bargaining unit member in improving his/her instructional and professional performance.
Certified Staff Evaluation. Upon implementation of the Performance Evaluation Reform Act (PERA), the provision for certified staff evaluation will be in accordance with statute. Any conflicts within this provision and SB 7 will be superseded by Ed Reform.
Certified Staff Evaluation. Evaluations will be held in compliance with the current Performance Evaluation Reform Act (PERA) guidelines. The purpose of the evaluation is to improve the quality of instruction
Certified Staff Evaluation. 24 ARTICLE VII 26 GRIEVANCE PROCEDURE 26 ARTICLE VIII 28 TERM OF AGREEMENT 28
Certified Staff Evaluation. A. No later than Oct. 1 of each school year or within thirty (30) workdays of employment, an appropriate SEDOM supervisor shall acquaint each CSM under his/her supervision with evaluation procedures. At this time, the CSM scheduled for evaluation within the current school year shall be given a copy of the evaluation tool to be used. No formal evaluation shall take place until such orientation has been completed. The supervisor can utilize the standard evaluation format or can make use of a goal setting format described in the certified staff evaluation plan developed with staff involvement and adopted by the SEDOM Board.
B. The CSM evaluation process can involve both formal and informal observations. All observations shall be conducted with the full knowledge of the CSM.
C. CSM evaluation shall be an on-going process through the year. All formal observations shall be reduced to writing on appropriate instruments. The Supervisor will endeavor to bring matters of concern based on informal observations to the CSM on an on-going basis. Absent unusual circumstances, in the case of a formal observation that does not result in a summative evaluation, a copy of the written formal observation shall be provided to the CSM within fifteen (15) workdays following the formal observation. The CSM and the SEDOM supervisor shall schedule a conference to begin not more than ten (10) workdays thereafter.
D. The Administration shall involve the CSM in the on-going development of the evaluation procedure, instrument, and standards.
E. Absent unusual circumstances, a copy of the summative evaluation shall be provided to the CSM within fifteen (15) workdays following a formal evaluation that results in a summative evaluation. The CSM and the SEDOM supervisor shall schedule a conference to begin not more than ten (10) workdays thereafter.
F. At the conclusion of a conference regarding a summative evaluation, a copy of the summative evaluation will be signed and dated by the CSM and SEDOM supervisor. The CSM's signature denotes only the CSM's receipt of a copy of the evaluation. The CSM has ten (10) school days from the conclusion of the conference to respond in writing to the evaluation. A signed copy of the summative evaluation and CSM response, if submitted, shall be sent to the Executive Director and placed in the CSM's personnel file.
G. As part of the evaluation, the SEDOM supervisors will actively seek input from building principals, SEDOM program administrators and distric...
Certified Staff Evaluation. It is the firm agreement and understanding of the JTO and the Board of Education that teacher evaluation is integral to the learning process. The parties do hereby agree that the formal evaluation procedures will remain in effect until amended, modified or changed by mutual agreement of the parties, or as changed by law or relevant court decision. ○ PERA Committee: ■ The parties to the Agreement shall establish a PERA Committee, which shall consist of equal representation appointed by the Superintendent and the JTO President. ■ The PERA Committee shall develop changes in procedures to be used for the evaluation of licensed staff members covered by the Agreement. The Committee will ensure that the guidelines and requirements of applicable state and/or federal law are in place and adhered to within the evaluation process in District 12. ■ The mutually agreed upon recommended procedures (to be enacted in the following school year) shall be submitted for adoption by the parties before May 1st. ■ Either party to this Agreement may request that this PERA Committee meet for the purpose of reviewing and/or revising evaluation procedures. The PERA Committee will be reestablished for this purpose. ■ If no Agreement exists on these procedures, the Evaluation procedures will revert to the State of Illinois model. ■ All documents (including Timelines for Tenured & Non-Tenured Teachers, templates, etc.) will be posted to the “Certified Staff Evaluation Folder” under the “Staff Access” section of the Johnsburg District 12 website no later than the first day of school of each year.
Certified Staff Evaluation. It is the intent of School District 89 to provide our teachers with a quality evaluation process that complies with state requirements, develops teacher quality, promotes continuous professional learning and fosters a collaborative, trusting relationship with administration. It is District 89’s mission to prepare students for a successful future through continuous improvement of learning, satisfaction and resource utilization. One way to ensure continued improvement, high student achievements/growth and Learning for Life is through an effective teacher evaluation process. The parties to this Agreement value the collaborative work of the District’s Evaluation Committee and intend for the Committee to continue its work unless mutually agreed otherwise. The District 89 Certified Staff Evaluation Plan contains all criteria, forms and procedures for the evaluation process. The parties acknowledge that the substantive portions of the District Evaluation Plan are ultimately a management right of the Board of Education. The procedural aspects of the plan are a mandatory subject of bargaining with the Association. Notwithstanding the parties’ respective rights, the parties agree that the Evaluation Committee will seek to resolve any disputes regarding either substantive or procedural aspects of the Plan prior to the parties exercising their respective rights. The Evaluation Committee is defined as a minimum of the Association President or at least one
