Common use of Evaluation Procedures Clause in Contracts

Evaluation Procedures. 1. The purpose of the evaluation program is to promote the development and maintenance of excellence in the quality of instruction. 2. All formal reports on the work of a teacher shall be in writing and no informal reports shall be placed on a teacher‘s district personnel file. 3. A teacher evaluation report may be prepared on a teacher‘s general performance in the school and the learning situation in the teacher‘s class at any time, provided there is a reasonable interval between assessment reports. 4. Prior to commencing observations, the evaluator shall give reasonable notice and meet with the teacher to discuss and explain the district evaluation criteria, process and schedule. 5. Reports shall be based primarily on the teacher‘s assignment in his/her area of prime expertise and shall differentiate between the teacher‘s assignment and his/her professional training and experience. 6. Each written report shall be based on at least three comprehensive classroom visits which reflect the teacher‘s assignment. The classroom visits for the purpose of preparing the teacher evaluation report can occur at any time during the school year, recognizing that visits in September and June should occur only in limited situations. A first less than satisfactory report will not be filed after May 31 of a school year. 7. The formal evaluation report shall be prepared only by an Administrative Officer where the teacher is employed, the District Superintendent, Associate Superintendent, and/or Directors of Instruction and shall be prepared and written based on independently collected data. 8. The evaluation process shall include: a. A series of formal observations each followed by an observation conference. b. A post evaluation conference for discussion and review of the draft report. c. The right of the teacher to submit to the evaluator a written commentary on the final report which shall be filed with all copies of the report. d. The final report shall be filed in the teacher‘s personnel file at the school district office. No other copies of the report shall be filed except as provided in the School Act and Regulations. 9. Where appropriate and in the case of a less than satisfactory report, a plan for improving instruction shall be developed with the teacher. Such a plan shall be made available to the teacher. The implementation of such a plan shall be the joint responsibility of the teacher and the Board. A reasonable period of time shall elapse before a subsequent evaluationis initiated. 10. The content of a less than satisfactory report is subject to the grievance procedure. 11. Teacher-Teaching-On-Call Reference After five (5) days of teaching in a school a teacher-teaching-on-call may request a letter of reference from an administrative officer of that school.

Evaluation Procedures. 1a. The evaluation period shall be May 1st to April 30th of each year. b. Management may require employees, or employees may volunteer, to provide an annual report of activity and achievement to be used as a source of information for evaluations. The purpose If management makes such a requirement, they must do so in advance of the period for which they want the reporting. Employees shall be given a minimum of two weeks’ notice for providing the requested reports. Final reports for an evaluation program is to promote the development and maintenance of excellence year must be submitted by April 15th for consideration in the quality of instructionevaluation process. 2. All formal reports on the work of a teacher shall be in writing and no informal reports shall be placed on a teacher‘s district personnel file. 3. A teacher evaluation report may be prepared on a teacher‘s general performance in the school and the learning situation in the teacher‘s class at any time, provided there is a reasonable interval between assessment reports. 4. Prior to commencing observations, the evaluator shall give reasonable notice and meet with the teacher to discuss and explain the district evaluation criteria, process and schedule. 5. Reports shall be based primarily on the teacher‘s assignment in his/her area of prime expertise and shall differentiate between the teacher‘s assignment and his/her professional training and experience. 6. Each written report shall be based on at least three comprehensive classroom visits which reflect the teacher‘s assignment. The classroom visits for c. For the purpose of preparing documenting and appraising the teacher employee’s performance during the period, as well as for providing suggestions for improvement, each supervisor of UCPEA staff, including supervisors in UCPEA positions, shall prepare a written evaluation report can occur with criteria appropriate to that department or work unit. While an evaluation may be done at any time during the school evaluation year, recognizing that visits in September one must be prepared and June should occur only in limited situations. A first less than satisfactory report will not be filed after presented to each employee between April 15th and May 31 1st of a school each year. d. A cover sheet indicating appropriate demographic information and overall rating of performance that reflects the details of the evaluation shall accompany each evaluation. Ratings should be categorized as follows: • Outstanding • Very Good • Good • In Need of Improvement • Unsatisfactory e. The written evaluation and cover sheet shall normally be discussed with the employee within seven (7) calendar days of the time they are prepared. The formal employee shall normally sign the evaluation report within seven (7) calendar days from receipt for the sole purpose of indicating that he/she has read it. Failure to sign may be considered cause for disciplinary action. f. An employee shall have the right to append to his/her evaluation a written statement presenting his/her concerns as they relate to the evaluation. This will be attached to the evaluation, become a permanent part of the record, and will be the final documentation associated with the performance evaluation. g. In addition to the employee’s signature, others shall include the immediate supervisor and the first supervisor outside the bargaining unit, provided they are not the same person. The employee shall be prepared only by an Administrative Officer where given a copy of the teacher is employedfinal signed document, the District Superintendent, Associate Superintendent, and/or Directors of Instruction and a copy shall be prepared and written based on independently collected datasent to HR by May 15th. 8. The evaluation process shall include: a. A series of formal observations each followed by an observation conference. b. A post evaluation conference for discussion and review of the draft report. c. The right of the teacher to submit to the evaluator a written commentary on the final report which shall be filed with all copies of the report. d. The final report shall be filed in the teacher‘s personnel file at the school district office. No other copies of the report shall be filed except as provided in the School Act and Regulations. 9. Where appropriate and in the case of a less than satisfactory report, a plan for improving instruction shall be developed with the teacher. Such a plan shall be made available to the teacher. The implementation of such a plan shall be the joint responsibility of the teacher and the Board. A reasonable period of time shall elapse before a subsequent evaluationis initiated. 10. The content of a less than satisfactory report is subject to the grievance procedure. 11. Teacher-Teaching-On-Call Reference After five (5) days of teaching in a school a teacher-teaching-on-call may request a letter of reference from an administrative officer of that school.

Evaluation Procedures. 1. The purpose of the evaluation program is to promote the development and maintenance of excellence in the quality of instruction. 2. All formal reports on the work of a teacher shall be in writing and no informal reports shall be placed on a teacher‘s teacher’s district personnel file. 3. A teacher evaluation report may be prepared on a teacher‘s teacher’s general performance in the school and the learning situation in the teacher‘s teacher’s class at any time, provided there is a reasonable interval between assessment reports. 4. Prior to commencing observations, the evaluator shall give reasonable notice and meet with the teacher to discuss and explain the district evaluation criteria, process and schedule. 5. Reports shall be based primarily on the teacher‘s teacher’s assignment in his/her their area of prime expertise and shall differentiate between the teacher‘s teacher’s assignment and his/her their professional training and experience. 6. Each written report shall be based on at least three comprehensive classroom visits which reflect the teacher‘s teacher’s assignment. The classroom visits for the purpose of preparing the teacher evaluation report can occur at any time during the school year, recognizing that visits in September and June should occur only in limited situations. A first less than satisfactory report will not be filed after May 31 of a school year. 7. The formal evaluation report shall be prepared only by an Administrative Officer where the teacher is employed, the District Superintendent, Associate Superintendent, and/or Directors of Instruction and shall be prepared and written based on independently collected data. 8. The evaluation process shall include: a. A series of formal observations each followed by an observation conference. b. A post evaluation conference for discussion and review of the draft report. c. The right of the teacher to submit to the evaluator a written commentary on the final report which shall be filed with all copies of the report. d. The final report shall be filed in the teacher‘s teacher’s personnel file at the school district office. No other copies of the report shall be filed except as provided in the School Act and Regulations. 9. Where appropriate and in the case of a less than satisfactory report, a plan for improving instruction shall be developed with the teacher. Such a plan shall be made available to the teacher. The implementation of such a plan shall be the joint responsibility of the teacher and the Board. A reasonable period of time shall elapse before a subsequent evaluationis evaluation is initiated. 10. The content of a less than satisfactory report is subject to the grievance procedure. 11. Teacher-Teaching-On-Call Reference After five (5) days of teaching in a school a teacher-teaching-on-call may request a letter of reference from an administrative officer of that school.

Evaluation Procedures. 1. The purpose of the evaluation program is to promote the development and maintenance of excellence in the quality of instruction. 2. All formal reports on the work of a teacher shall be in writing and no informal reports shall be placed on a teacher‘s teacher’s district personnel file. 3. A teacher evaluation report may be prepared on a teacher‘s teacher’s general performance in the school and the learning situation in the teacher‘s teacher’s class at any time, provided there is a reasonable interval between assessment reports. 4. Prior to commencing observations, the evaluator shall give reasonable notice and meet with the teacher to discuss and explain the district evaluation criteria, process and schedule. 5. Reports shall be based primarily on the teacher‘s teacher’s assignment in his/her area of prime expertise and shall differentiate between the teacher‘s teacher’s assignment and his/her professional training and experience. 6. Each written report shall be based on at least three comprehensive classroom visits which reflect the teacher‘s teacher’s assignment. The classroom visits for the purpose of preparing the teacher evaluation report can occur at any time during the school year, recognizing that visits in September and June should occur only in limited situations. A first less than satisfactory report will not be filed after May 31 of a school year. 7. The formal evaluation report shall be prepared only by an Administrative Officer where the teacher is employed, the District Superintendent, Associate Assistant Superintendent, and/or Directors of Instruction and shall be prepared and written based on independently collected data. 8. The evaluation process shall include: a. A series of formal observations each followed by an observation conference. b. A post evaluation conference for discussion and review of the draft report. c. The right of the teacher to submit to the evaluator a written commentary on the final report which shall be filed with all copies of the report. d. The final report shall be filed in the teacher‘s teacher’s personnel file at the school district office. No other copies of the report shall be filed except as provided in the School Act and Regulations. 9. Where appropriate and in the case of a less than satisfactory report, a plan for improving instruction shall be developed with the teacher. Such a plan shall be made available to the teacher. The implementation of such a plan shall be the joint responsibility of the teacher and the Board. A reasonable period of time shall elapse before a subsequent evaluationis initiated. 10. The content of a less than satisfactory report is subject to the grievance procedure. 11. Teacher-Teaching-On-Call Reference After five (5) days of teaching in a school a teacher-teaching-on-call may request a letter of reference from an administrative officer of that school.

Evaluation Procedures. 1. The purpose of the evaluation program is to promote the development and maintenance of excellence in the quality of instruction. 2. All formal reports on the work of a teacher shall be in writing and no informal reports shall be placed on a teacher‘s district personnel file. 3. A teacher evaluation report may be prepared on a teacher‘s general performance in the school and the learning situation in the teacher‘s class at any time, provided there is a reasonable interval between assessment reports. 4. Prior to commencing observations, the evaluator shall give reasonable notice and meet with the teacher to discuss and explain the district evaluation criteria, process and schedule. 5. Reports shall be based primarily on the teacher‘s assignment in his/her area of prime expertise and shall differentiate between the teacher‘s assignment and his/her professional training and experience. 6. Each written report shall be based on at least three comprehensive classroom visits which reflect the teacher‘s assignment. The classroom visits for the purpose of preparing the teacher evaluation report can occur at any time during the school year, recognizing that visits in September and June should occur only in limited situations. A first less than satisfactory report will not be filed after May 31 of a school year. 7. The formal evaluation report shall be prepared only by an Administrative Officer where the teacher is employed, the District Superintendent, Associate Assistant Superintendent, and/or Directors of Instruction and shall be prepared and written based on independently collected data. 8. The evaluation process shall include: a. A series of formal observations each followed by an observation conference. b. A post evaluation conference for discussion and review of the draft report. c. The right of the teacher to submit to the evaluator a written commentary on the final report which shall be filed with all copies of the report. d. The final report shall be filed in the teacher‘s personnel file at the school district office. No other copies of the report shall be filed except as provided in the School Act and Regulations. 9. Where appropriate and in the case of a less than satisfactory report, a plan for improving instruction shall be developed with the teacher. Such a plan shall be made available to the teacher. The implementation of such a plan shall be the joint responsibility of the teacher and the Board. A reasonable period of time shall elapse before a subsequent evaluationis initiated. 10. The content of a less than satisfactory report is subject to the grievance procedure. 11. Teacher-Teaching-On-Call Reference After five (5) days of teaching in a school a teacher-teaching-on-call may request a letter of reference from an administrative officer of that school.

Evaluation Procedures. 1. The purpose of the evaluation program is to promote the development and maintenance of excellence in the quality of instruction. 2. All formal reports on the work of a teacher shall be in writing and no informal reports shall be placed on a teacher‘s district personnel file. 3. A teacher evaluation report may be maybe prepared on a teacher‘s general performance in the school and the learning situation in the teacher‘s class at any time, provided there is a reasonable interval between assessment reports. 4. Prior to commencing observations, the evaluator shall give reasonable notice and meet with the teacher to discuss and explain the district evaluation criteria, process and schedule. 5. Reports shall be based primarily on the teacher‘s assignment in his/her area of prime expertise and shall differentiate between the teacher‘s assignment and his/her professional herprofessional training and experience. 6. Each written report shall be based on at least three comprehensive classroom visits which reflect the teacher‘s assignment. The classroom visits for the purpose of preparing the teacher evaluation report can occur at any time during the school year, recognizing that visits in September and June should occur only in limited situations. A first less than satisfactory report will not be filed after May 31 of a school yearschoolyear. 7. The formal evaluation report shall be prepared only by an Administrative Officer where Officerwhere the teacher is employed, the District Superintendent, Associate Assistant Superintendent, and/or Directors of Instruction and shall be prepared and written based on independently collected data. 8. The evaluation process shall include: a. A series of formal observations each followed by an observation conferenceobservationconference. b. A post evaluation conference for discussion and review of the draft report. c. The right of the teacher to submit to the evaluator a written commentary on the final report which shall be filed with all copies of the report. d. The final report shall be filed in the teacher‘s personnel file at the school district office. No other copies of the report shall be filed except as provided in the School Act and Regulations. 9. Where appropriate and in the case of a less than satisfactory report, a plan for improving instruction shall be developed with the teacher. Such a plan shall be made available to the teacher. The implementation of such a plan shall be the joint responsibility of the teacher and the Board. A reasonable period of time shall elapse before a subsequent evaluationis initiated. 10. The content of a less than satisfactory report is subject to the grievance proceduregrievanceprocedure. 11. Teacher-Teaching-On-Call Reference After five (5) days of teaching in a school a teacher-teaching-on-call may request a letter of reference from an administrative officer of that school.

Evaluation Procedures. 1. A. The primary purpose of employee evaluation shall be the assessment of present performance levels and to bring about the improvement of performance when appropriate. B. The preparations of the evaluation program instrument is to promote the development and maintenance responsibility of excellence in the quality designated administrator. Whenever a supervisory change is made, affected employees will be notified. A chart reflecting the chain of instructioncommand will be posted at each site. The content of the chart is a non- grievable item. 2C. All evaluations shall be conducted openly and with the full knowledge of the employee concerned. All formal reports on Employees will be evaluated at least once a year or at any time deemed necessary by the work of a teacher shall administrator. The evaluation will be in writing and no informal reports shall be presented and discussed at a conference with the employee’s administrator. The employee shall sign the evaluation indicating acknowledgment that the evaluation has been read and understood. Such a signature does not indicate agreement with the content. The employee shall be provided the opportunity to submit a written response to the evaluation, which shall be made a permanent part of the evaluation. D. A non-probationary employee who receives any “needs improvement” or “unsatisfactory” ratings shall be informed in writing in keeping with District guidelines by the supervising administrator of the reasons for the rating(s). The supervising administrator will also provide recommendations for improvement, assistance, and a timetable for expected improvement, with the consequence being delineated should improvements occur at the end of the time period. At the end of the specified remediation time period, the supervising administrator and the Director of Human Resources will provide and share with the employee a written summary of the employee’s status, which may include a recommendation for termination. This summary will be placed on a teacher‘s district in the employee’s personnel file. 3E. Formal written, signed, and dated complaints received by the supervisor from students, parents, and other employees will be brought to the attention of the employee against whom the complaint has been made at the time the complaint was received, without waiting for the evaluation date. A teacher evaluation report The complaint may be prepared on a teacher‘s general performance in identified at the school and discretion of the learning situation in the teacher‘s class at any time, provided there is a reasonable interval between assessment reportssupervising administrator. 4. Prior to commencing observations, the evaluator shall give reasonable notice and meet with the teacher to discuss and explain the district evaluation criteria, process and schedule. 5. Reports shall be based primarily on the teacher‘s assignment in his/her area of prime expertise and shall differentiate between the teacher‘s assignment and his/her professional training and experience. 6. Each written report shall be based on at least three comprehensive classroom visits which reflect the teacher‘s assignment. The classroom visits for the purpose of preparing the teacher evaluation report can occur at any time during the school year, recognizing that visits in September and June should occur only in limited situations. A first less than satisfactory report will not be filed after May 31 of a school year. 7. The formal evaluation report shall be prepared only by an Administrative Officer where the teacher is employed, the District Superintendent, Associate Superintendent, and/or Directors of Instruction and shall be prepared and written based on independently collected data. 8. The evaluation process shall include: a. A series of formal observations each followed by an observation conference. b. A post evaluation conference for discussion and review of the draft report. c. The right of the teacher to submit to the evaluator a written commentary on the final report which shall be filed with all copies of the report. d. The final report shall be filed in the teacher‘s personnel file at the school district office. No other copies of the report shall be filed except as provided in the School Act and Regulations. 9. Where appropriate and in the case of a less than satisfactory report, a plan for improving instruction shall be developed with the teacher. Such a plan shall be made available to the teacher. The implementation of such a plan shall be the joint responsibility of the teacher and the Board. A reasonable period of time shall elapse before a subsequent evaluationis initiated. 10. F. The content of a less than satisfactory report any evaluation is not grievable. Procedural errors are subject to the grievance procedure. 11. Teacher-Teaching-On-Call Reference After five (5) days of teaching in a school a teacher-teaching-on-call may request a letter of reference from an administrative officer of that school.

Evaluation Procedures. 1. A. The primary purpose of employee evaluation shall be the assessment of present performance levels and to bring about the improvement of performance when appropriate. B. The preparation of the evaluation program instrument is to promote the development and maintenance responsibility of excellence in the quality designated administrator. Whenever a supervisory change is made, affected employees will be notified. A chart reflecting the chain of instructioncommand will be posted at each site. The content of this chart is a non-grievable item. 2C. All evaluations shall be conducted openly and with the full knowledge of the employee concerned. All formal reports on Employees will be evaluated at least once a year or at any time deemed necessary by the work of a teacher shall administrator. The evaluation will be in writing and no informal reports shall be presented and discussed at a conference with the employee's administrator. The employee shall sign the evaluation indicating acknowledgment that the evaluation has been read and understood. Such signature does not indicate agreement with the content. The employee shall be provided the opportunity to submit a written response to the evaluation, which shall be made a permanent part of the evaluation. D. A non-probationary employee who receives any "needs improvement" or "unsatisfactory" ratings shall be informed in writing in keeping with District guidelines by the supervising administrator of the reasons for the rating(s). The supervising administrator will also provide recommendations for improvement, assistance, and a timetable for expected improvement, with the consequences being delineated should improvements not occur at the end of the time period. At the end of the specified remediation time period, the supervising administrator and the Director of Human Resources will provide and share with the employee a written summary of the employee's current status, which may include a recommendation for termination. This summary will be placed on a teacher‘s district in the employee's personnel file. 3X. Xxxxxx written, signed, and dated complaints received by the supervisor from students, parents, and other employees will be brought to the attention of the employee against whom the complaint has been made at the time the complaint is received, without waiting for the evaluation date. A teacher evaluation report The complainant may be prepared on a teacher‘s general performance in identified at the school and discretion of the learning situation in the teacher‘s class at any time, provided there is a reasonable interval between assessment reportssupervising administrator. 4. Prior to commencing observations, the evaluator shall give reasonable notice and meet with the teacher to discuss and explain the district evaluation criteria, process and schedule. 5. Reports shall be based primarily on the teacher‘s assignment in his/her area of prime expertise and shall differentiate between the teacher‘s assignment and his/her professional training and experience. 6. Each written report shall be based on at least three comprehensive classroom visits which reflect the teacher‘s assignment. The classroom visits for the purpose of preparing the teacher evaluation report can occur at any time during the school year, recognizing that visits in September and June should occur only in limited situations. A first less than satisfactory report will not be filed after May 31 of a school year. 7. The formal evaluation report shall be prepared only by an Administrative Officer where the teacher is employed, the District Superintendent, Associate Superintendent, and/or Directors of Instruction and shall be prepared and written based on independently collected data. 8. The evaluation process shall include: a. A series of formal observations each followed by an observation conference. b. A post evaluation conference for discussion and review of the draft report. c. The right of the teacher to submit to the evaluator a written commentary on the final report which shall be filed with all copies of the report. d. The final report shall be filed in the teacher‘s personnel file at the school district office. No other copies of the report shall be filed except as provided in the School Act and Regulations. 9. Where appropriate and in the case of a less than satisfactory report, a plan for improving instruction shall be developed with the teacher. Such a plan shall be made available to the teacher. The implementation of such a plan shall be the joint responsibility of the teacher and the Board. A reasonable period of time shall elapse before a subsequent evaluationis initiated. 10. F. The content of a less than satisfactory report any evaluation is not grievable. Procedural errors are subject to the grievance procedure. 11. Teacher-Teaching-On-Call Reference After five (5) days of teaching in a school a teacher-teaching-on-call may request a letter of reference from an administrative officer of that school.

Evaluation Procedures. 1. The purpose of the evaluation program is to promote the development and maintenance of excellence in the quality of instructionA. There will be no evaluations without observations, or videotaping, or written concerns. 2. All formal reports on the work of a teacher B. Evaluations shall be in writing and no informal utilize the information gathered from observation/videotaping and written concerns of the evaluatee’s job expectancies as defined in the written job description and written Board policies. A copy of these written concerns must be given to the teacher within five (5) school days of the time of occurrence and must be on file in the official personnel file kept in the Board office. No other written materials may be considered for purposes of evaluation, provided however that documents of a positive nature included in the personnel file may be referred to in the evaluation document with the approval of the teacher. C. Evaluation reports (Appendix K) will be discussed with the evaluatee by the evaluator. The evaluatee’s signature will not indicate agreement or disagreement, but only that the evaluatee has received a copy of the evaluation. The evaluatee shall receive a copy of the evaluation report at least twenty-four (24) hours prior to the meeting with the evaluator, unless mutually agreed to. D. The refusal of a teacher to sign an evaluation, observation or notation of concern shall not prevent said item from being included in the teacher’s personnel file. The teacher’s signature does not necessarily indicate agreement with the evaluation, observation or notation of concern, nor does it waive the teacher’s right to contest the evaluation, observation or notation of concern. E. The evaluatee will be placed on provided a teacher‘s district copy of the evaluation report by April 10th. A copy of the report will be sent to the Superintendent by April 15th. If the report recommends non-renewal of the contract it shall state the reason(s). The evaluatee will be entitled to a conference with the Superintendent prior to the Superintendent’s recommendation to the Board. F. Evaluatees may attach a written response to the evaluation and have it included in their personnel file. 3. A G. When an evaluation shows that a teacher evaluation report may be prepared on a teacher‘s general has performance in the school and the learning situation in the teacher‘s class at any time, provided there is a reasonable interval between assessment reports. 4. Prior to commencing observationsdeficiencies, the evaluator shall give reasonable notice and meet with the teacher to discuss and explain the district evaluation criteria, process and schedule. 5. Reports shall be based primarily on the teacher‘s assignment in building principal or his/her area of prime expertise and designee shall differentiate between specify in writing recommendations regarding any improvements needed. In addition, the teacher‘s assignment and building principal or his/her professional training designee shall provide specific assistance designed to rectify any deficiencies and experiencethe means by which the teacher may obtain assistance in making such improvements. The principal or his/her designee shall monitor the teacher’s progress on a regular basis, provide feedback to the evaluatee on a regular basis and provide the teacher a reasonable time within which to correct any performance deficiencies. 6. Each written report shall be based on at least three comprehensive classroom visits which reflect H. On those occasions where teachers commence or resume employment with the teacher‘s assignment. The classroom visits for District after the purpose start of preparing the teacher evaluation report can occur at any time during the school year, recognizing that visits in September and June should occur only in limited situationsthose portions of the evaluation program which commence after the teacher’s commencement of service must be completed. A first less than satisfactory report will not be filed after May 31 This provision applies, as well, to teachers who, during the course of a the school year, are away from duty on an approved leave. 7. The formal evaluation report shall be prepared only by an Administrative Officer where I. It is the teacher is employed, the District Superintendent, Associate Superintendent, and/or Directors of Instruction and shall be prepared and written based on independently collected data. 8. The evaluation process shall include: a. A series of formal observations each followed by an observation conference. b. A post evaluation conference for discussion and review of the draft report. c. The right of the teacher to submit to the evaluator a written commentary on the final report which shall be filed with all copies of the report. d. The final report shall be filed in the teacher‘s personnel file at the school district office. No other copies of the report shall be filed except as provided in the School Act and Regulations. 9. Where appropriate and in the case of a less than satisfactory report, a plan for improving instruction shall be developed with the teacher. Such a plan shall be made available to the teacher. The implementation of such a plan shall be the joint responsibility of the teacher evaluatee to make a good faith attempt to make improvement of performance deficiencies identified under Sections 9.017 (E) or 9.018 (G) of the evaluation procedure by the evaluator and so achieve satisfactory teaching performance following completion of the Board. A reasonable period of time shall elapse before a subsequent evaluationis initiatedArticle IX evaluation process. 10. The content of a less than satisfactory report is subject to the grievance procedure. 11. Teacher-Teaching-On-Call Reference After five (5) days of teaching in a school a teacher-teaching-on-call may request a letter of reference from an administrative officer of that school.

Evaluation Procedures. ‌ 1. The purpose of the evaluation program is to promote the development and maintenance of excellence in the quality of instruction. 2. All formal reports on the work of a teacher shall be in writing and no informal reports shall be placed on a teacher‘s teacher’s district personnel file. 3. A teacher evaluation report may be prepared on a teacher‘s teacher’s general performance in the school and the learning situation in the teacher‘s teacher’s class at any time, provided there is a reasonable interval between assessment reports. 4. Prior to commencing observations, the evaluator shall give reasonable notice and meet with the teacher to discuss and explain the district evaluation criteria, process and schedule. 5. Reports shall be based primarily on the teacher‘s teacher’s assignment in his/her area of prime expertise and shall differentiate between the teacher‘s teacher’s assignment and his/her professional training and experience. 6. Each written report shall be based on at least three comprehensive classroom visits which reflect the teacher‘s teacher’s assignment. The classroom visits for the purpose of preparing the teacher evaluation report can occur at any time during the school year, recognizing that visits in September and June should occur only in limited situations. A first less than satisfactory report will not be filed after May 31 of a school year. 7. The formal evaluation report shall be prepared only by an Administrative Officer where the teacher is employed, the District Superintendent, Associate Superintendent, and/or Directors of Instruction and shall be prepared and written based on independently collected data. 8. The evaluation process shall include: a. A series of formal observations each followed by an observation conference. b. A post evaluation conference for discussion and review of the draft report. c. The right of the teacher to submit to the evaluator a written commentary on the final report which shall be filed with all copies of the report. d. The final report shall be filed in the teacher‘s teacher’s personnel file at the school district office. No other copies of the report shall be filed except as provided in the School Act and Regulations. 9. Where appropriate and in the case of a less than satisfactory report, a plan for improving instruction shall be developed with the teacher. Such a plan shall be made available to the teacher. The implementation of such a plan shall be the joint responsibility of the teacher and the Board. A reasonable period of time shall elapse before a subsequent evaluationis initiated. 10. The content of a less than satisfactory report is subject to the grievance procedure. 11. Teacher-Teaching-On-Call Reference After five (5) days of teaching in a school a teacher-teaching-on-call may request a letter of reference from an administrative officer of that school.