Evaluation of Probationary Teachers. All probationary teachers shall develop an Individual Development Plan (IDP) which shall be part of the evaluation process, along with the standard form (see attachment). A final conference and report shall be completed by the end of the year or after one year if hired during the school year, except when there is a recommended change in the probationary teacher’s status (e.g., either for tenure or termination) in which the final report shall be done no later than April 30, or 60 days prior to the bargaining unit member’s anniversary date. A copy of the evaluation shall be furnished to the bargaining unit member.
1. If the report contains any information not previously made known to and discussed with the probationary bargaining unit member, the bargaining unit member shall have the opportunity to submit additional information to the Superintendent.
2. In the event a bargaining unit member is not retained in employment, the Board will advise the bargaining unit member of the reasons therefore, in writing, with a copy to the Association.
Evaluation of Probationary Teachers. ^
1. Each probationary teacher shall be given at least four (4) classroom observations per school year, using forms or other means to fully apprise the teacher how well he/she is doing.
a. Written observations will be returned to probationary teachers within six
Evaluation of Probationary Teachers. A. All probationary teachers will complete two formal evaluations each school year.
B. A pre-conference between the teacher and the administrator will be held to explain the evaluation process, to review annual goals, to define District wide criteria to be observed, and to set an agreed upon time for visitation. (see Appendix “B” for criteria)
C. The observations will be a minimum of a classroom period with at least two classroom visitations during the school year. The first semester evaluation will be prior to December 1 and the second prior to May 1.
D. A post-conference between the administrator and the teacher will be held within ten days after each formal visitation. The purpose of such conference will be to discuss strengths and weaknesses, design strategies for improvement and, if necessary, set a time for additional observations.
E. A written summative appraisal document will be shared by the administrator during the post-observation conference. The summative evaluation document will:
1. Be specific as to the strengths and weakness in the performance of the individual being appraised.
2. Identify when the observation was made and will include all informal observations previously discussed with the teacher.
3. Contain written strategies for improvement, where necessary, which shall be specific as to what improvements are needed in the performance of the teacher. The improvement strategies should include, without limitation: (i) objectives to be met; (ii) processes to assist improvement; (iii) reasonable timeline; (iv) arrangements for monitoring progress; and (v) provisions to determine whether objectives were achieved.
F. At the post-observation conference both the administrator and the teacher will receive a copy of the signed evaluation form. One evaluation document will be received prior to the end of December and the final document by May 1. The signatures on the report shall not be construed to indicate agreement with the information contained therein.
G. The teacher will have the opportunity to respond in writing to the evaluation document and comments may be attached within ten working days of receiving the document.
H. Written notice of non renewal will be given to the probationary teacher by the Board by June 1 in accordance with the requirements of Section 00-00-000, C.R.S.
Evaluation of Probationary Teachers. Classroom observation of probationary teachers shall be conducted openly and with the full knowledge of the teacher. Observations shall consist of at least two visits to the classroom of a minimum of one day’s complete lesson in a subject area per visit, grades pre- school through six and at least thirty (30) consecutive minutes at the middle school and senior high. An additional observation will be conducted at the request of the teacher. Probationary Teacher Evaluations shall include, in addition to events and conditions present in and during the classroom observation, information that reflects a teacher’s overall professional profile, and may include factors and/or conditions not recorded or recognized during a classroom observation.
Evaluation of Probationary Teachers. All probationary teachers shall be evaluated every year.
Evaluation of Probationary Teachers. Each probationary teacher shall be evaluated each year until he/she obtains permanent status and formally observed by an administrator at least three (3) times each school year. Following each formal observation, the administrator shall meet with the teacher and provide written feedback within ten
Evaluation of Probationary Teachers. A. The elements of the APPR Plan that require negotiation pursuant to Education Law §3012-d, Subpart 30-2 and Subpart 30-3 of the rules of the Board of Regents, and/or Section 100.2(o) of the Regulations of the Commissioner of Education have been agreed to by the parties and any changes to those specific elements must be collectively bargained. It is expressly understood and agreed that the terms and conditions of the APPR Plan that are non-negotiable pursuant to Education Law §3012-d, Subpart 30-2 and Subpart 30-3 of the Rules of the Board of Regents, and/or Section 100.2(o) shall remain non-negotiable notwithstanding attachment and/or incorporation into the CBA and nothing herein shall be construed to convert any such non-negotiable matter into a negotiable mandatory subject of bargaining.
B. In order to properly train and certify all District Administrators, Directors and Curriculum Coordinators (needed to perform evaluations) under the new provisions of Education Law 3012-d, the parties agree as follows:
i. The Directors and Curriculum coordinators (needed to perform evaluations) shall attend and complete the Evaluator Academy training. The district agrees to bear all costs associated with the training.
ii. For such training, the Directors and Curriculum coordinators (needed to perform evaluations) shall be compensated at the curriculum writing rate as per the CBA.
iii. Directors and Curriculum coordinators (needed to perform evaluations) shall receive a three (3) year Board of Education appointment for such positions. These appointments will remain in effect during the term of appointments, as long as the individual maintains at least an effective rating in their respective position, and said individual remains employed
iv. Teachers rated “Ineffective” for two consecutive school years may be charged with incompetence and considered for termination through the expedited hearing process.
