Comparable Evaluations. When evaluations are comparable, seniority in the District shall prevail, with the contract of the least senior limited contract teacher in the affected teaching field the first to be suspended.
Comparable Evaluations. For the duration of this contract, all Bargaining Unit Members who receive a rating of developing, skilled or accomplished will be considered to have “comparable” evaluations.
Comparable Evaluations. 1. All teachers within the District shall be deemed to have comparable evaluations except those with a designation of “ineffective”.
2. No reduction in force shall be accomplished through the nonrenewal or termination of the contract of any bargaining unit member.
3. Student Growth Measures will not be used for personnel decisions.
Comparable Evaluations. Greater seniority of the teacher which is defined as the length of continuous and uninterrupted service by the teacher in the Bay Village City School District. (Seniority is figured from the initial date of hiring.) Length of continuous service will not be interrupted or affected by authorized leaves of absence or layoff of not more than two (2) years due to a reduction in force.
Comparable Evaluations. Suspension of Bargaining Unit Members, and recall of eligible Bargaining Unit Members whose contracts have been suspended pursuant to a RIF, will not be based upon seniority, except in circumstances when choosing between OTES Bargaining Unit Members with “comparable evaluations” or non-OTES Bargaining Unit Members. The application of the term “comparable” as applied to teacher evaluations shall be based on the following:
1. Commencing with the 2014-2015 school year, teachers whose final summative rating is the same shall be considered “comparable”. Accomplished teachers shall be comparable to other Accomplished teachers only; Skilled/Developing teachers shall be comparable to Skilled/Developing teachers and Ineffective teachers are comparable to Ineffective teachers only.
Comparable Evaluations. For purposes of determining whether evaluations are “comparable” under this Article, the Board will look only at the teacher performance rubric of any OTES evaluation and disregard the student growth component of the evaluation until at least three (3) years of student growth data are available. It is further agreed that comparable evaluations shall be defined as follows and RIFs will be conducted in the following order:
(1) Bargaining unit members without a previous year’s evaluation rating, unless notice to the Association President per Section B(1) of this Article is served after May 10;
(2) Ineffective OTES rating and non-OTES rating of Unsatisfactory
(3) Developing OTES rating and non-OTES rating of Basic
(4) Skilled or Accomplished* OTES ratings and non-OTES ratings of Proficient or Distinguished, *The Board may elect, by adoption of a resolution, to evaluate each teacher who received a rating of Accomplished on the teacher’s most recent evaluation once every two years. In that case, the member’s most recent rating of Accomplished shall be used when determining comparability.
Comparable Evaluations. Since seniority may not be the basis for teacher retention or other employment decisions, except when deciding between teachers who have comparable evaluations, this refers to teachers within the categories of “Ineffective,” “Developing/Skilled,” and “Accomplished.”
Comparable Evaluations. 1. Comparable evaluations shall be defined as:
a. Accomplished and Skilled are one category for compatibility purposes.
b. Developing is comparable to Developing and Ineffective is comparable to Ineffective.
2. A numerical rating to each category (Accomplished – 4; Skilled – 3; Developing – 2; Ineffective – 1). In years when Accomplished or Skilled are not evaluated, the same number will be assigned (e.g., either a “4” or “3” to match the rating from the last evaluation). A three (3) year average will be calculated and rounded up/down to the nearest whole number to determine into which category the teacher is assigned.
3. A change in teacher assignment as to grade level or subject area shall require an additional one (1) year of evaluation data before determining if such a teacher’s final summative rating is comparable. (In a RIF situation)
4. In determining the position(s) to be reduced, eliminated, or not filled, the following sequence will be used.
a. Position(s) vacated as a result of voluntary resignation, retirement, or death will not be filled.
b. If additional reduction is necessary, full-time or part-time employee(s) shall be laid off within areas of certification, license, or entry-level requirements, in the following sequence:
i. Any bargaining unit member who is rated Ineffective.
ii. Any bargaining unit member who is rated Developing.
iii. Any bargaining unit member who is rated Accomplished or Skilled.
c. Within each of the items (i), (ii), (iii), the evaluations shall be considered comparable as defined such that reductions shall be made in such a manner that the persons in those areas have the least seniority will be the first to be the suspended. Limited contract shall be suspended before continuing contracts.
d. During the implementation of RIF, no reassignment, transfer, or reclassification shall occur that will cause a more senior employee to be laid off before a less senior employee.
e. Layoff shall occur by suspension of contract.
f. An employee to be laid off due to RIF shall be given thirty (30) days advance written notification prior to the end of the semester or the end of the school year of the RIF. The Association shall be sent a copy of said notification at the same time. The notice shall state the reason for RIF, the effective date of contract suspension, and the date of the employer’s action to implement the RIF.
Comparable Evaluations. All evaluations above “ineffective” on the teacher performance standards of the evaluation shall be deemed comparable.
Comparable Evaluations. For the purposes of Reduction in Force, comparable evaluations shall be based solely on the professional component of the member’s state evaluation system and shall be defined as follows:
A. All Accomplished rated teachers will be deemed comparable.
B. All Skilled rated teachers will be deemed comparable.
C. All Developing rated teachers will be deemed comparable.
D. All Ineffective rated teachers will be deemed comparable.
