Evaluation of Professional Personnel. The parties to this Agreement recognize the importance and value of a procedure for evaluating the performance of the professional personnel employed by the District. Therefore, to this end, the following procedures have been agreed to in an effort to improve the performance of the professional staff. In looking at an evaluation from a positive standpoint, then, it is apparent that the evaluator is primarily concerned with recognizing the positive aspects of a teacher’s competencies and attitudes and reinforcing them. Conversely, however, when a teacher is performing his assigned duties and responsibilities in a manner not conductive to a good learning situation, it is then necessary for the evaluator to offer suggestions for improvement in a timely manner which will enhance the teacher’s effectiveness. At the beginning of the school year teachers will be furnished with copies of the formal observation tool and of the building principal’s expectations.
A. Formal Observation/Evaluation Frequency: Tenured teachers will be formally observed and evaluated at least once every two (2) years. Non-tenured teachers will be formally observed and evaluated at least twice per school year.
Evaluation of Professional Personnel. Recognizing that evaluations of the employment activities of professional personnel, both probationary and tenured, are important and necessary for the improvement of teaching and for sustaining high-quality teacher performances, the following procedures are agreed to:
A. The parties agree that it is the duty of the administration to evaluate all bargaining unit members. The purpose of the evaluation is to determine the extent to which a bargaining unit member is performing his/her professional duties.
B. Probationary teachers are to be evaluated at least two (2) times each school year, including an annual evaluation based on at least two (2) classroom observations held at least sixty (60) days apart. Within twenty (20) days of the employee’s first work day, each probationary bargaining unit member shall be provided with an Individualized Development Plan (IDP). The Individualized Development Plan shall be discussed and jointly developed with the probationary employee at a conference called by the evaluator for that purpose.
C. An evaluation cycle shall be defined as having: 1) a pre-observation conference; 2) work site observation(s); 3) post-observation conference(s); and 4) a written evaluation.
D. Tenured teachers are to be evaluated at least one (1) time every three years. Tenured teachers written evaluations must be based on at least two (2) classroom observations.
E. Evaluations will include a personal interview (conference), preferably within ten (10) days of a visitation, at which time two (2) copies of the written evaluation shall be submitted to the teacher.
F. Evaluations will be conducted by the Superintendent or his designee or the building Principal, any of whom must be educationally certified and not a member of the bargaining unit.
G. The evaluation shall include, but is not limited to, teaching activities which were observed with recommendations for the improvement of those which are unsatisfactory.
H. Each evaluation shall include the statement, “I have read this evaluation”, and shall be signed by the teacher, one copy to be returned to the administrator.
I. Space will be reserved on the written evaluation for a teacher’s comments pertaining to that evaluation.
J. No teacher shall be disciplined without just cause. Those items specified in Article XIV paragraph B. (Grievance Procedure) shall not constitute discipline.
Evaluation of Professional Personnel. The parties to this Agreement recognize the importance and value of a procedure for evaluating the performance of the professional personnel employed by the District. Therefore, to this end, the following procedures have been agreed to in an effort to improve the performance of the professional staff. In looking at an evaluation from a positive standpoint, then, it is apparent that the evaluator is primarily concerned with recognizing the positive aspects of a teacher’s competencies and attitudes and reinforcing them. Conversely, however, when a teacher is performing his assigned duties and responsibilities in a manner not conducive to a good learning situation, it is then necessary for the evaluator to offer suggestions for improvement in a timely manner which will enhance the teacher’s effectiveness. At the beginning of the school year teachers will be furnished with copies of the formal observation tool and of the building principal’s expectations.
Evaluation of Professional Personnel. 11.1. In order to assure a high quality of teacher performance and to advance the instructional programs of the Erie Schools, a continuous program for teacher evaluation has been established in compliance with Section 24A of the Illinois State Code. The Association will be involved in any revisions and /or updates in the Evaluation Plan which may occur during the term of this agreement.
11.2. The PERA Committee's most recent work can be found in the Information Appendix at the end of this agreement. The ETA and Board both recognize that including the PERA Committee's recent work is done as a matter of mutual consensus as prescribed by statute and does not imply/state that the PERA Committee's work and findings are a point of bargaining needing ratification by the ETA Membership.
