Evaluations - Teachers Sample Clauses

Evaluations - Teachers. 1. Evaluations of certified teaching staff shall be done by administrators who are ISBE qualified. Prior to the adoption of a new or significantly altered instrument regularly employed in the evaluation of teachers, the Union shall bargain with the administration concerning said alterations subject to paragraph IV.A.11 below.* 2. By September 15 of each school year, the building principals shall have conducted a meeting with all teachers on the evaluation program. This meeting shall include information on the philosophy of evaluation, an in-depth review of the summative evaluation instrument, and the procedure to be utilized if an improvement in performance is indicated by the evaluation conference. In addition, a teacher may request a personal conference to further clarify and establish mutual understanding of the evaluation process before the initial formal evaluation is implemented. 3. Unless mutually agreed upon, informal and formal observations will not be conducted during the first five (5) school days of receiving a new group of students. No observation shall take place on the day immediately following or preceding a recognized school holiday or on the school days of or immediately following parent-teacher conferences. 4. If the evaluator is unable to attend a scheduled formal observation, the evaluator will give reasonable notice regarding the cancellation and will contact the teacher within twenty four (24) hours after the cancellation to set another mutually agreed upon date. Every effort will be made to maintain the original date and time of the formal observation/evaluation. In the event of a cancelled and rescheduled formal observation/evaluation, the teacher will not have to fill out a second pre- observation form if the lesson originally scheduled is still relevant. If a new lesson is needed for the rescheduled formal observation/evaluation, a new verbal pre-observation conference will be scheduled. The evaluator will collaborate with the teacher regarding the date of the new pre- observation conference and the rescheduled observation/evaluation. 5. All conferences pertaining to a teacher’s evaluation should take place in a proper confidential setting, which is mutually acceptable to the evaluator and the teacher. 6. Teachers may provide evidence for any components observed or not observed, and such evidence will be discussed by the teacher and evaluator and considered for the informal/formal observation(s) and summative evaluation. 7. Summa...
Sample 1
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Evaluations - Teachers a. Every probationary teacher shall receive formative feedback from the evaluation process once per school year. Probationary teachers will have a minimum of one observation per nine weeks and one cumulative formative evaluation the 4th nine weeks. b. Every teacher will be evaluated once every year, except for career teachers receiving a “superior” or “highly effective” who may be evaluated once every three years. The parties acknowledge that the Xxxxxxx Teacher Evaluation System (TLE) will be utilized by the school district as the exclusive (TLE). The procedures outlined in the Xxxxxxx (TLE) shall take precedent or any negotiated teacher evaluation procedure if there is a conflict.
Sample 1
Evaluations - Teachers. 1. Each non-tenure teacher shall be observed and evaluated in accordance with the provisions of N.J.S.A. 18A:27-3.1 (L. 1975, c. 132) and its implementing administrative regulations as they may be amended from time to time. 2. The classroom observations shall be performed by persons certified as supervisors, directors, vice principals, or principal by the State of New Jersey Department of Education and their names shall be given to employees at the beginning of the school year. 3. The result of each classroom observation shall be in writing and a copy of same given to the teacher involved within at least ten
Sample 1
Evaluations - Teachers. (continued) 6. The observation report shall not be submitted to the Central Office or be placed in the teacher’s file until after a conference has been scheduled and held with the teacher to discuss it, provided that if a conference is postponed by the teacher on more than one occasion without good cause, the observation report may nonetheless be placed in the teacher’s personnel file. 7. The final evaluation of a teaching staff member shall be concluded before severance and no document or materials of any evaluative nature shall be placed in the teacher’s personnel file after severance of the employment relationship.
Sample 1
Evaluations - Teachers. 1. Each non-tenure teacher shall be observed and evaluated in accordance with the provisions of N.J.S.A. 18A:27-3.1 (L. 1975, c. 132) and its implementing administrative regulations as they may be amended from time to time. 2. The classroom observations shall be performed by persons certified as supervisors by the State of New Jersey Department of Education and their names shall be given to employees at the beginning of the school year. 3. The result of each classroom observation shall be in writing and a copy of same given to the teacher involved within at least ten (10) work days of the observation and at least one (1) day before the required conference to discuss it. 4. The teacher involved shall have the right to make a written rebuttal of any such report provided the rebuttal is submitted within fifteen (15) work days of receipt by the teacher of the report. 5. The teacher involved shall sign report. The signature shall indicate only an awareness of the report and does not indicate agreement with its content. 6. The observation report shall not be submitted to the Central Office or be placed in the teacher’s file until after a conference has been scheduled and held with the teacher to discuss it, provided that if a conference is postponed by the teacher on more than one occasion without good cause, the observation report may nonetheless be placed in the teacher’s personnel file. 7. The final evaluation of a teaching staff member shall be concluded before severance and no document or materials of any evaluative nature shall be placed in the teacher’s personnel file after severance of the employment relationship.
Sample 1
Evaluations - Teachers. 1. Each non-tenure teacher shall be observed and evaluated in accordance with the provisions of N.J.S.A. 18A:27-3.1 (L. 1975, c. 132) and its implementing administrative regulations as they may be amended from time to time. 2. The classroom observations shall be performed by persons certified as supervisors by the State of New Jersey Department of Education and their names shall be given to employees at the beginning of the school year. 3. The result of each classroom observation shall be reduced to writing and a copy of same shall be given to the teacher involved within at least five (5) work days of the observation and at least one (1) day before the required conference to discuss it. 4. The teacher involved shall have the right to make a written rebuttal of any such report provided the rebuttal is submitted within fifteen (15) work days of receipt by the teacher of the report. 5. The teacher involved shall affix his signature to the report. The signature shall indicate only an awareness of the report and does not indicate agreement with its content.
Sample 1
Evaluations - Teachers 
Sample 1
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Related to Evaluations - Teachers

  • Teachers Xxxxxx Xxxxxx (lead), Xxxxx Xxxxx, Xxxxxx Xxxxxx, Xxxxxxx Xxxxxxx KNEA rep: Xxxxx Xxxxx board: Xxxxxx Xxxxxxx, Xxxxx Xxxxxx, alternate: Xxxx Xxxxxxxxx Supt: Xxxxx Xxxxxxxxx

  • Evaluations A. District management shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

  • Evaluation Criteria 5.2.1. The responses will be evaluated based on the following: (edit evaluation criteria below as appropriate for your project)

  • Evaluation Conference The final evaluation conference shall occur not later than the end of the fall term. The purpose of the final evaluation conference is to discuss with the probationary employee the results of the evaluation and announce the team’s recommendation. The evaluation team shall determine what additional evaluation activity shall occur during the spring term. If the team recommends that the District not employ the professor for the following year, no evaluation activities in the spring are necessary.

  • TEACHER EVALUATION A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year. (a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. (b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. 2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations. 3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted. 4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher. B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure. C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place. D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation. E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention. F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher. G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.

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