Conditions of Evaluation. In evaluating a teacher, due consideration shall be given to class size, ability level of students and physical distractions as they would affect teaching performance. All evaluations of the teacher's activities shall be conducted openly and with the teacher's full knowledge and awareness.
Conditions of Evaluation. Except as provided in this article, evaluation and evaluation processes shall be a matter of School District Policy and shall not be a part of this collective bargaining agreement. Direct observation or investigation must substantiate all ratings and remarks on an evaluation instrument.
Conditions of Evaluation. All observations of the employee's activities for the purposes of evaluation shall be conducted openly and with the employee's full knowledge and awareness.
Conditions of Evaluation. All monitoring and observation of the teachers' activities shall be conducted openly. 5.4
Conditions of Evaluation. Observation 50% or greater
Conditions of Evaluation. Observation less than 50%
1. Purpose
a. To assess a member's work performance.
b. To help the member to achieve greater effectiveness in performance of the work assignment.
c. To constitute the basis for personnel decisions including continuing contract status, limited contract renewal, or contract non-renewal or termination.
d. To constitute a basis for promotion and reassignment.
2. Procedures of Evaluation Observation/evaluation shall be conducted in accordance with the provisions of this contract.
Conditions of Evaluation. In evaluating a faculty member, all evaluation of the faculty member’s activities shall be conducted openly and with the faculty member’s full knowledge and awareness. Advance notice of intent for formal evaluation shall be given to the faculty member. Informal evaluation is continuous and may lead to formal evaluation. Formal evaluations are written, documented and placed in the faculty member’s personnel file. Informal evaluations are not placed in the faculty member’s personnel file.
Conditions of Evaluation. All formal observations, documented walk-throughs and student growth measures (SGM) data will be consolidated into the evaluation (see ACTES). A copy of any such referenced documents shall be provided to the teacher upon request in accordance with Section E and F above and Section J below.
1. Teachers will not be formally observed for the purpose of written evaluations on the day before or after a vacation, on a day after an absence due to illness or leave, on days of in-service (early release days are not to be considered in-service days), or on the last day of a marking period.
2. A teacher may request a documented walk-through at any time.
3. A teacher shall be evaluated pursuant to Ohio Revised Code 3319.111, 3319.112 and Board Policy. The ACTES Handbook will define the details of the evaluation process. Any changes to the ACTES Handbook must be approved by the Superintendent and the ACTA President or an appointed designee.
4. No misleading, inaccurate, or undocumented information may become part of a teacher’s performance evaluation report, whether in written or electronic form.
5. First-year teachers in the Ashland City School District or teachers employed under a limited contract during the year that limited contract is expiring will be evaluated by an Ashland City Schools Administrator.
Conditions of Evaluation. The supervisor of record will observe the employee during the evaluation cycle. All observations of the employee’s activities for the purposes of evaluation shall be conducted openly and with the employee’s full knowledge and awareness.
Conditions of Evaluation. Teachers shall be formally evaluated each year by their building administrator or his/her designee as follows:
1. Non-probationary teachers shall be evaluated once each year.
2. Probationary teachers shall have a mid-year and a summative appraisal.
3. Formal evaluations on probationary teachers shall be based upon formal, informal and documented drop-in observations. Non-probationary teachers will have a formal observation once every three (3) years except in cases covered by Article 6. For the other two (2) consecutive years, the non-probationary teacher will be evaluated on their completion of professional responsibilities and a professional growth plan.
4. A private reflective conference between the building administrator and the teacher will be held before the evaluation is placed in the teacher’s personnel file. The conference will be conducted five (5) working days prior to placement in personnel file.
5. Teacher evaluation procedures and philosophy will be reviewed as necessary by an appropriate joint committee. (See Article 37).
