Final Rating. Each employee shall be given a copy of his/her performance assessment within 26 ten (10) calendar days after completion; but not later than April 1. Additional performance 27 assessments completed after April 1 will be given to each employee within ten (10) calendar days 28 after completion.
Final Rating. To obtain the final rating, each category’s sub-scores are combined on the Evaluation Matrix. The vertical axis of the Evaluation Matrix represents student growth measures and the horizontal axis on the table represents teacher performance. After final ratings for teachers have been determined, Western Reserve will use the Ohio eTPES (electronic Teacher and Principal Evaluation System) to report their teacher and principal final summative ratings to the state. Western Reserve must report the number of teachers and principals for whom an evaluation was conducted and the number of teachers and principals assigned each rating to the ODE. eTPES will calculate the 50% Student Growth Measures from manually entered data and downloaded data (Value-Added). It will then calculate the Final Summative Rating (using the Teacher Performance 50% and the Student Growth Measures 50%) for each educator.
Final Rating a. At the end of each appraisal period, an employee shall receive a summary rating of outstanding, superior, fully successful, marginal, or unacceptable. For an employee to obtain a summary rating of fully successful, the employee must achieve a rating of at least “meets fully successful” on all elements.
Final Rating. Lower Bound Upper Bound Excellent 3.3 4.0 Proficient 2.3 3.2 Needs Improvement* 1.8 2.2 Unsatisfactory* 1.0 1.7 * A tenured teacher whose recent evalution rating is “Needs Improvement” will be formally evaluated the following year and will be placed on a Professional Development Plan (PDP). A tenured teacher whose recent evaluation rating is “Unsatisfactory” will be placed on a formal Remediation Plan. Type of Teacher Observation Minimums Summative All teachers Goal Setting/ Student Growth Targets • Initial Mtg by 9/30 • Goal Setting sheet by 9/30 • Growth Target sheet by 9/30 • Growth Review by 2/28 • Goal Review by 4/15 NA Non-Tenured Teachers Years 1-4 3 Observations/2 formal • Informal by 10/31 • First formal by 12/15 • Second formal by 2/15 *There must be a minimum of 10 school days between formal observations Due 3/1 Tenured(Non-summative Yr) 1 Observation/0 Formal • Informal by 10/31 No summative Tenured (Summative Yr) 2 Observations/1 Formal • Informal by 10/31 • Formal by 4/15 Due 5/1 Tenured(Past evaluation=Needs Improvement) 3 Observations/2 formal • Informal by 10/31 • First formal by 12/15 • Second formal by 2/15 • PDP Included Due 3/1 Tenured (Past evaluation=Unsatisfactory) 3 Observations/3 formal • Remediation Plan • Three formals in 90 days 90 day timeline 1. New teacher orientation in August A. District Meeting • Explain Teacher Performance Evaluation Process
Final Rating. The final rating of each faculty member shall be determined by the Chair. The final rating shall be Excellent, Satisfactory with Commendation, Commendable, Satisfactory, Satisfactory with Reservation, or Unsatisfactory Needs Improvement. The professional judgment of Only an evaluation with an unsatisfactory rating by the evaluator is not subject to the grievance procedure.
Final Rating. Following the summative evaluation, the Administrator will compile a final rating for the Teacher that will combine the observation (55%), the achievement of students (35%), and the engagement of students (10%). A final rating will only identify a Teacher’s performance as “meeting expectations” or “not meeting expectations.” If a Teacher does not attain a rating that demonstrates adequate proficiency, the Teacher and the Administrator will continue working together for the rest of the year and during the following year to achieve proficiency. If the Administrator is dissatisfied with progress and competency, the Administrator has the discretion to employ the tools and actions currently in contract, policy, and/or procedure to manage the situation. This may include administrative mode. The results of HCM’s process with Peer Coaches is clearly defined in the MOUs in the Master Agreement. The results of summative evaluations in this process of TDE will not impact the awarding of the bonus through HCM, unless the Teacher is placed officially on administrative mode. If a Teacher is placed on administrative mode, the Teacher will not qualify for the bonus or experiential increment until the placement is lifted. Effective: May 15, 2015 XXXXXXX EDUCATION ASSOCIATION XXXXXXX PUBLIC SCHOOLS Memorandum of Understanding TDE: Process for Appeal
