Common use of Final Appeal Report & Superintendent’s Final Ruling Clause in Contracts

Final Appeal Report & Superintendent’s Final Ruling. The teacher will be notified in writing within seven calendar days of the DPPRT’s recommendation on the teacher’s appeal. The DPPRT will forward a copy of the recommendation to the teacher, Superintendent, Assistant Superintendent of Human Resources, and, if the teacher chooses, to the President of CCEA. In order to recommend the overturning of a rating, the DPPRT must unanimously find that the rating of ineffective or partially effective was inaccurate. The DPPRT may submit a majority/minority opinion to the Superintendent if unanimity is not reached. Based on the information contained in the Final Appeal Report, the Superintendent may decide one of the following: 1. The teacher has provided evidence/artifacts such that revising the performance standard(s) and/or elements(s) in dispute to proficient or better is appropriate. The Superintendent will revise the teacher’s Final Effectiveness Rating to effective; or 2. If the Superintendent finds that a rating of ineffective or partially effective was not accurate but there is not sufficient information to assign a rating of effective, the Teacher shall receive a “no score” and shall not lose his or her non-probationary status. However, if in the following academic school year that teacher receives a final Performance Evaluation Rating of ineffective or partially effective, this rating shall have the consequence of a second consecutive ineffective rating and the Teacher shall be subject to loss of non-probationary status; or 3. The Superintendent determines the evaluator did not follow established procedure per policy 4170 and that failure to adhere to those requirements had a material impact on the Final Effectiveness Rating that was assigned to the teacher therefore a change in the Final Effectiveness rating to Effective is warranted; or 4. The Superintendent determines the data relied upon was inaccurately attributed to the teacher therefore a change in the Final Effectiveness Rating to effective is warranted, or 5. The Superintendent determines that a rating of ineffective or partially effective was accurate so that the rating of ineffective or partially effective will remain and the teacher will lose non-probationary status. The Final appeal report will contain: a. The DPPRT’s recommendation from section (F)(1) above; and b. The rationale for why the evidence presented did not support a revision from ineffective to effective; and c. A statement that the outcome of this appeal process shall not serve the purpose of determining employment and/or termination. 6. The teacher must sign and return the final written appeal report within five (5) calendar days to the DPPRT chairperson after receiving the document. The teacher’s signature will indicate that a copy was received but will not necessarily indicate the teacher’s agreement with the contents of the report in whole or in part. 7. If the teacher wishes to respond to the final appeal report the teacher will do so in writing within 10 calendar days of receipt of the report. The teacher will provide a copy of the response to the chairperson of the DPPRT, the president of the Cherry Creek Education Association if desired, and to Office of Human Resources where it will be attached to the Final Appeal Report and placed in the teacher’s personnel file. 8. The Final Appeal Report, the Superintendent’s decision, along with all pertinent documents and any response will be placed in the teacher’s personnel file maintained by the Office of Human Resources. Revised: May 24, 2017 Adopted: June 12, 2017 Effective: July 1, 2017

Final Appeal Report & Superintendent’s Final Ruling. The teacher will be notified in writing within seven calendar days of the DPPRT’s recommendation on the teacher’s appeal. The DPPRT will forward a copy of the recommendation to the teacher, Superintendent, Assistant Superintendent of Human Resources, and, if the teacher chooses, to the President of CCEA. In order to recommend the overturning of a rating, the DPPRT must unanimously find that the rating of ineffective or partially effective was inaccurate. The DPPRT may submit a majority/minority opinion to the Superintendent if unanimity is not reached. Based on the information contained in the Final Appeal Report, the Superintendent may decide one of the following: 1. The teacher has provided evidence/artifacts such that revising the performance standard(s) and/or elements(s) in dispute to proficient or better is appropriate. The Superintendent will revise the teacher’s Final Effectiveness Rating to effective; oreffective;or 2. If the Superintendent finds that a rating of ineffective or partially effective was not accurate but there is not sufficient information to assign a rating of effective, the Teacher shall receive a “no score” and shall not lose his or her non-probationary status. However, if in the following academic school year that teacher receives a final Performance Evaluation Rating of ineffective or partially effective, this rating shall have the consequence of a second consecutive ineffective rating and the Teacher shall be subject to loss of non-probationary status; or 3. The Superintendent determines the evaluator did not follow established procedure per policy 4170 and that failure to adhere to those requirements had a material impact on impacton the Final Effectiveness Rating that was assigned to the teacher therefore a change in the Final Effectiveness rating to Effective is warranted; or 4. The Superintendent determines the data relied upon was inaccurately attributed to the teacher therefore a change in the Final Effectiveness Rating to effective is warranted, ; or 5. The Superintendent determines that a rating of ineffective or partially effective was effectivewas accurate so that the rating of ineffective or partially effective will remain and the teacher will lose non-probationary status. The Final appeal report will contain: a. The DPPRT’s recommendation from section (F)(1) above; and b. The rationale for why the evidence presented did not support a revision from revisionfrom ineffective to effective; and c. A statement that the outcome of this appeal process shall not serve the purpose of determining employment and/or termination. 6. The teacher must sign and return the final written appeal report within five (5) calendar 5)calendar days to the DPPRT chairperson after receiving the document. The teacher’s signature will indicate that a copy was received but will not necessarily indicate the teacher’s agreement with the contents of the report in whole or in part. 7. If the teacher wishes to respond to the final appeal report the teacher will do so in writing within 10 calendar days of receipt of the report. The teacher will provide a copy of the response to the chairperson of the DPPRT, the president of the Cherry Creek Education Association if desired, and to Office of Human Resources where it will be attached to the Final Appeal Report and placed in the teacher’s personnel filepersonnelfile. 8. The Final Appeal Report, the Superintendent’s decision, along with all pertinent documents and any response will be placed in the teacher’s personnel file maintained filemaintained by the Office of Human Resources. Revised: May 2411, 2017 2020 Adopted: June 12July 20, 2017 2020 Effective: July 1, 20172020

Final Appeal Report & Superintendent’s Final Ruling. The teacher will be notified in writing within seven calendar days of the DPPRT’s recommendation on the teacher’s appeal. The DPPRT will forward a copy of the recommendation to the teacher, Superintendent, Assistant Superintendent of Chief Human ResourcesResources Officer, and, if the teacher chooses, to the President of CCEA. In order to recommend the overturning of a rating, the DPPRT must unanimously find that the rating of ineffective or partially effective was inaccurate. The DPPRT may submit a majority/minority opinion to the Superintendent if unanimity is not reached. Based on the information contained in the Final Appeal Report, the Superintendent may decide one of the following: 1. The teacher has provided evidence/artifacts such that revising the performance standard(s) and/or elements(s) in dispute to proficient or better is appropriate. The Superintendent will revise the teacher’s Final Effectiveness Rating to effective; oreffective;or 2. If the Superintendent finds that a rating of ineffective or partially effective was not accurate but there is not sufficient information to assign a rating of effective, the Teacher shall receive a “no score” and shall not lose his or her non-probationary status. However, if in the following academic school year that teacher receives a final Performance Evaluation Rating of ineffective or partially effective, this rating shall have the consequence of a second consecutive ineffective rating and the Teacher shall be subject to loss of non-probationary status; or 3. The Superintendent determines the evaluator did not follow established procedure per policy 4170 and that failure to adhere to those requirements had a material impact on impacton the Final Effectiveness Rating that was assigned to the teacher therefore a change in the Final Effectiveness rating to Effective is warranted; or 4. The Superintendent determines the data relied upon was inaccurately attributed to the teacher therefore a change in the Final Effectiveness Rating to effective is warranted, ; or 5. The Superintendent determines that a rating of ineffective or partially effective was effectivewas accurate so that the rating of ineffective or partially effective will remain and the teacher will lose non-probationary status. The Final appeal report will contain: a. The DPPRT’s recommendation from section (F)(1) above; and b. The rationale for why the evidence presented did not support a revision from revisionfrom ineffective to effective; and c. A statement that the outcome of this appeal process shall not serve the purpose of determining employment and/or termination. 6. The teacher must sign and return the final written appeal report within five (5) calendar days to the DPPRT chairperson after receiving the document. The teacher’s signature will indicate that a copy was received but will not necessarily indicate the teacher’s agreement with the contents of the report in whole or in part. 7. If the teacher wishes to respond to the final appeal report the teacher will do so in writing within 10 calendar days of receipt of the report. The teacher will provide a copy of the response to the chairperson of the DPPRT, the president of the Cherry Creek Education Association if desired, and to Office of Human Resources where it will be attached to the Final Appeal Report and placed in the teacher’s personnel filepersonnelfile. 8. The Final Appeal Report, the Superintendent’s decision, along with all pertinent documents and any response will be placed in the teacher’s personnel file maintained filemaintained by the Office of Human Resources. Revised: May 2411, 2017 2020 Adopted: June 12July 20, 2017 2020 Effective: July 1, 20172020

Final Appeal Report & Superintendent’s Final Ruling. The teacher will be notified in writing within seven calendar days of the DPPRT’s recommendation on the teacher’s appeal. The DPPRT will forward a copy of the recommendation to the teacher, Superintendent, Assistant Superintendent of Chief Human ResourcesResources Officer, and, if the teacher chooses, to the President of CCEA. In order to recommend the overturning of a rating, the DPPRT must unanimously find that the rating of ineffective or partially effective was inaccurate. The DPPRT may submit a majority/minority opinion to the Superintendent if unanimity is not reached. Based on the information contained in the Final Appeal Report, the Superintendent may decide one of the following: 1. The teacher has provided evidence/artifacts such that revising the performance standard(s) and/or elements(s) in dispute to proficient or better is appropriate. The Superintendent will revise the teacher’s Final Effectiveness Rating to effective; oreffective;or 2. If the Superintendent finds that a rating of ineffective or partially effective was not accurate but there is not sufficient information to assign a rating of effective, the Teacher shall receive a “no score” and shall not lose his or her non-probationary status. However, if in the following academic school year that teacher receives a final Performance Evaluation Rating of ineffective or partially effective, this rating shall have the consequence of a second consecutive ineffective rating and the Teacher shall be subject to loss of non-probationary status; or 3. The Superintendent determines the evaluator did not follow established procedure per policy 4170 and that failure to adhere to those requirements had a material impact on the Final Effectiveness Rating that was assigned to the teacher therefore a change in the Final Effectiveness rating to Effective is warranted; or 4. The Superintendent determines the data relied upon was inaccurately attributed to the teacher therefore a change in the Final Effectiveness Rating to effective is warranted, ; or 5. The Superintendent determines that a rating of ineffective or partially effective was effectivewas accurate so that the rating of ineffective or partially effective will remain and the teacher will lose non-probationary status. The Final appeal report will contain: a. The DPPRT’s recommendation from section (F)(1) above; and b. The rationale for why the evidence presented did not support a revision from revisionfrom ineffective to effective; and c. A statement that the outcome of this appeal process shall not serve the purpose of determining employment and/or termination. 6. The teacher must sign and return the final written appeal report within five (5) calendar 5)calendar days to the DPPRT chairperson after receiving the document. The teacher’s signature will indicate that a copy was received but will not necessarily indicate the teacher’s agreement with the contents of the report in whole or in part. 7. If the teacher wishes to respond to the final appeal report the teacher will do so in writing within 10 calendar days of receipt of the report. The teacher will provide a copy of the response to the chairperson of the DPPRT, the president of the Cherry Creek Education Association if desired, and to Office of Human Resources where it will be attached to the Final Appeal Report and placed in the teacher’s personnel filepersonnelfile. 8. The Final Appeal Report, the Superintendent’s decision, along with all pertinent documents and any response will be placed in the teacher’s personnel file maintained by the Office of Human Resources. Revised: May 2411, 2017 2020 Adopted: June 12July 20, 2017 2020 Effective: July 1, 20172020

Final Appeal Report & Superintendent’s Final Ruling. The teacher will be notified in writing within seven calendar days of the DPPRT’s recommendation on the teacher’s appeal. The DPPRT will forward a copy of the recommendation to the teacher, Superintendent, Assistant Superintendent of Chief Human ResourcesResources Officer, and, if the teacher chooses, to the President of CCEA. In order to recommend the overturning of a rating, the DPPRT must unanimously find that the rating of ineffective or partially effective was inaccurate. The DPPRT may submit a majority/minority opinion to the Superintendent if unanimity is not reached. Based on the information contained in the Final Appeal Report, the Superintendent may decide one of the following: 1. The teacher has provided evidence/artifacts such that revising the performance standard(s) and/or elements(s) in dispute to proficient or better is appropriate. The Superintendent will revise the teacher’s Final Effectiveness Rating to effective; oreffective;or 2. If the Superintendent finds that a rating of ineffective or partially effective was not accurate but there is not sufficient information to assign a rating of effective, the Teacher shall receive a “no score” and shall not lose his or her non-probationary status. However, if in the following academic school year that teacher receives a final Performance Evaluation Rating of ineffective or partially effective, this rating shall have the consequence of a second consecutive ineffective rating and the Teacher shall be subject to loss of non-probationary status; or 3. The Superintendent determines the evaluator did not follow established procedure per policy 4170 and that failure to adhere to those requirements had a material impact on the Final Effectiveness Rating that was assigned to the teacher therefore a change in the Final Effectiveness rating to Effective is warranted; or 4. The Superintendent determines the data relied upon was inaccurately attributed to the teacher therefore a change in the Final Effectiveness Rating to effective is warranted, ; or 5. The Superintendent determines that a rating of ineffective or partially effective was effectivewas accurate so that the rating of ineffective or partially effective will remain and the teacher will lose non-probationary status. The Final appeal report will contain: a. The DPPRT’s recommendation from section (F)(1) above; and b. The rationale for why the evidence presented did not support a revision from revisionfrom ineffective to effective; and c. A statement that the outcome of this appeal process shall not serve the purpose of determining employment and/or termination. 6. The teacher must sign and return the final written appeal report within five (5) calendar days to the DPPRT chairperson after receiving the document. The teacher’s signature will indicate that a copy was received but will not necessarily indicate the teacher’s agreement with the contents of the report in whole or in part. 7. If the teacher wishes to respond to the final appeal report the teacher will do so in writing within 10 calendar days of receipt of the report. The teacher will provide a copy of the response to the chairperson of the DPPRT, the president of the Cherry Creek Education Association if desired, and to Office of Human Resources where it will be attached to the Final Appeal Report and placed in the teacher’s personnel filepersonnelfile. 8. The Final Appeal Report, the Superintendent’s decision, along with all pertinent documents and any response will be placed in the teacher’s personnel file maintained by the Office of Human Resources. Revised: May 2411, 2017 2020 Adopted: June 12July 20, 2017 2020 Effective: July 1, 20172020