Common use of Final Summative Evaluation Conference Clause in Contracts

Final Summative Evaluation Conference. a. Prior to May 15th the evaluator and teacher shall meet to discuss the teacher’s final summative score. The final summative score, including the student growth score, must be determined by an analysis of evidence. This analysis will take a holistic assessment of the teacher’s performance over the course of the year. b. The classroom teacher has the right to provide additional evidence for each criterion to be scored. Evidence must be submitted to the evaluator by May 1st, unless the evaluator and teacher mutually agree to a later date. c. If the evaluator judges the teacher be below Proficient the evaluator must articulate multiple points of evidence that deemed the score less than Proficient. d. When a final summative score is below Proficient and the teacher believes certain teacher evaluator evidence was not considered and/or the criteria were not objectively scored the teacher and shall mutually agree on one of the following: 1) An additional formal observation by June 1st. 2) An alternative evaluator scoring the evidence. The alternative evaluator will be mutually agreed upon by the Association and the District. 3) Assignment of a new evaluator for the ensuing school year. 4) An additional observation by a different evaluator. e. Nothing prohibits an evaluator from evaluating any or all teachers as Distinguished based on the evidence within a school year. f. All evidence, measures and observations used in developing the final summative evaluation score must be a product of the school year in which the evaluation is conducted. g. Upon completion of an evaluation by the principal or other evaluator, the employee shall be provided with a copy of the summative evaluation report within three (3) days. h. The teacher will sign two (2) copies of the Final Summative Evaluation Report. The signature of the teacher does not, however, necessarily imply that the teacher agrees with its contents. The teacher shall have the right to attach any comments to the evaluation report. This may be done at the time the employee receives a copy of the report and prior to the report being forwarded to the District Personnel Office; or the comments may be forwarded to the Personnel Office within seven (7) school days following the evaluation conference.

Final Summative Evaluation Conference. a. Prior to May 15th 1. No later than ten (10) school days before the end of the school year the evaluator and teacher shall meet to discuss the teacher’s final summative score. The final summative score, including the student growth score, must be determined by an analysis of evidence. This analysis will take a holistic assessment of the teacher’s performance over the course of the year. b. . The classroom teacher has the right to provide additional evidence for each criterion to be scored. Evidence must be submitted to the evaluator by May 1st, unless the evaluator and teacher mutually agree to a later date. c. If the evaluator judges the teacher be below Proficient the evaluator must articulate multiple points of evidence that deemed the score less than Proficient. d. When a final summative score is below Proficient and the teacher believes certain teacher evaluator evidence was not considered and/or the criteria were not objectively scored the teacher and shall mutually agree on one of the following: 1) An additional formal observation by June 1st. 2) An alternative evaluator scoring the evidence. The alternative evaluator will be mutually agreed upon by the Association and the District. 3) Assignment of a new evaluator for the ensuing school year. 4) An additional observation by a different evaluator. e. Nothing prohibits an evaluator from evaluating any or all teachers as Distinguished based on the evidence within a school year. f. All evidence, measures and observations used in developing the final summative evaluation score must be a product of the school year in which the evaluation is conducted. g. Upon completion of an evaluation by 3. If the principal or other evaluator, evaluator judges the employee shall teacher to be provided with a copy of the summative evaluation report within below three (3) daysProficient, the evaluator must show a preponderance of evidence. h. 4. If an evaluator believes a teacher's overall summative rating is less than proficient (basic or unsatisfactory), the final summative evaluation conference shall take place on or before May 10th. 5. If a teacher believes there has been a lack of consideration of certain teacher evidence, procedures outlined in this section were not followed, and/or the criteria were not objectively scored, resulting in criterion scores of less than Proficient (Unsatisfactory or Basic), the following process will apply: On or before May 15, and after meeting with their evaluator in an attempt to resolve any of the above issues, the teacher may meet with the evaluator, the Executive Director of Human Resources and the MEA President for the purpose of reviewing the issue(s) and determining a course of action, which may include: a. Re-scoring of evidence; b. Analyze additional evidence; or c. Any other mutually agreed to applicable option. The additional opportunities above will not be available for teachers being recommended for non-renewal beyond May 15th. 6. The teacher will sign two (2) copies of the Final Summative Evaluation Report, Appendix F. Each teacher shall sign the observation and evaluation forms to indicate receipt. The signature of the teacher does not, however, necessarily not imply that the teacher employee agrees with its contents. The teacher shall have the right to attach any comments to the evaluation report. This may be done at the time the employee receives a copy of the report and prior to the report being forwarded to the District Personnel Office; or the comments may be forwarded to the Personnel Office within seven (7) school days following the evaluation conference.

Final Summative Evaluation Conference. a. Prior to No later than May 15th the evaluator and teacher shall meet to discuss the teacher’s final summative score. The final summative score, including the student growth score, must be determined supported by an analysis of evidence. This analysis will take a holistic assessment of the teacher’s performance over the course of the year. b. The classroom teacher has the right to provide additional evidence for each criterion to be scored. Evidence must be submitted to the evaluator by May 1st, unless the evaluator and teacher mutually agree to a later date. c. If the evaluator judges the teacher be below Proficient the evaluator must articulate multiple points of evidence that deemed the score less than Proficient. d. When a final summative score is below Proficient and the teacher believes certain teacher evaluator evidence was not considered and/or the criteria were not objectively scored the teacher and shall mutually agree on one of the following: 1) An additional formal observation by June 1st. 2) An alternative evaluator scoring the evidence. The alternative evaluator will be mutually agreed upon by the Association and the District. 3) Assignment of a new evaluator for the ensuing school year. 4) An additional observation by a different evaluator. e. Nothing prohibits an evaluator from evaluating any or all teachers as Distinguished based on the evidence within a school year. f. All evidence, measures and observations used in developing the final summative evaluation score must be a product of the school year in which the evaluation is conducted. g. Upon completion of an evaluation by d. If the principal or other evaluatorevaluator judges the teacher to be below Proficient, the employee evaluator must have documented evidence drawn from more than one occasion of when the teacher showed deficiencies in his/her professional performance. In consideration of the final summative evaluation, no teacher shall be provided with a copy of the summative evaluation report within three (3) daysjudged to be below Proficient in any criterion without prior notice to allow for improvement. h. e. The teacher will sign two (2) copies of the Final Summative Evaluation Report. Each teacher shall sign the observation and evaluation forms to indicate receipt. The signature of the teacher does not, however, necessarily imply that the teacher employee agrees with its contents. The teacher shall have the right to may attach any written comments to the evaluation report. This may be done at the time the employee receives a copy of the report observations and prior to the final annual evaluation report being forwarded as well. The Focused Evaluation Option (FE0) focuses on improvement of teaching skills, content knowledge, techniques, and abilities. If a non-provisional teacher has scored at Proficient or higher the previous year, s/he will be evaluated using the FEO. The teacher can stay on the FEO for up to three (3) years before returning to the District Personnel Office; Comprehensive Evaluation. The teacher or the comments may be forwarded evaluator can initiate a move from the Focused Evaluation to the Personnel Office within seven Comprehensive Evaluation for the current school year in writing on or before five (75) school days following the evaluation first formal observation, but no later than December 15th. A. The professional growth activity shall be proposed by the teacher at the first pre-observation conference, but must be approved by the evaluator. B. A primary role of the evaluator is to assist the teacher in developing the professional growth activity and then to assist in its implementation.

Final Summative Evaluation Conference. a. Prior to May 15th the evaluator and teacher shall meet to discuss the teacher’s final summative score. The final summative score, including the student growth score, must be determined by an analysis of evidence. This analysis will take a holistic assessment of the teacher’s performance over the course of the year. b. The classroom teacher has the right to provide additional evidence for each criterion to be scored. Evidence must be submitted to the evaluator by May 1st, unless the evaluator and teacher mutually agree to a later date. c. If the evaluator judges the teacher be below Proficient the evaluator must articulate multiple points of evidence that deemed the score less than Proficient. d. When a final summative score is below Proficient and the teacher believes certain teacher evaluator evidence was not considered and/or the criteria were not objectively scored the teacher and evaluator shall have the opportunity to mutually agree on one of the following: 1) a. An additional formal observation by June 1st. 2) b. An alternative evaluator scoring the evidence. The alternative evaluator will be mutually agreed upon by the Association and the District. 3) c. Assignment of a new evaluator for the ensuing school year. 4) d. An additional observation by a different evaluator. e. Nothing prohibits an evaluator from evaluating any or all teachers as Distinguished based on the evidence within a school year. f. All evidence, measures and observations used in developing the final summative evaluation score must be a product of the school year in which the evaluation is conducted. g. Upon completion of an evaluation by the principal or other evaluator, the employee shall be provided with a copy of the summative evaluation report within three (3) days. h. The teacher will sign two (2) copies of the Final Summative Evaluation Report. The signature of the teacher does not, however, necessarily imply that the teacher agrees with its contents. The teacher shall have the right to attach any comments to the evaluation report. This may be done at the time the employee receives a copy of the report and prior to the report being forwarded to the District Personnel Office; or the comments may be forwarded to the Personnel Office within seven (7) school days following the evaluation conference.

Final Summative Evaluation Conference. a. Prior to May 15th 1) No later than June 1st the evaluator and teacher shall meet to discuss the teacher’s final summative score. The final summative score, including the student growth score, must be determined by an analysis of evidence. This analysis will take a holistic assessment of the teacher’s performance over the course of the year. b. 2) The classroom teacher has the right to provide additional evidence for each criterion to be scored. Evidence must be submitted to the evaluator by May 1stbefore the summative conference, unless the evaluator and teacher mutually agree to a later date. c. 3) If the evaluator judges the teacher to be below Proficient the evaluator must articulate multiple three points of evidence data within the criterion that deemed the score less than Proficient. d. 4) When a final summative score is below Proficient not satisfactory and the teacher believes certain teacher evaluator evidence was not considered and/or the criteria were not objectively scored the teacher and administrator shall mutually agree on one of the following: 1) a. An additional formal observation by June 1stwithin five (5) working days. 2) b. An alternative evaluator scoring the evidence. The alternative evaluator will be mutually agreed upon by the Association and the District. 3) c. Assignment of a new evaluator for the ensuing school year. 4) d. An additional observation by a different evaluator. e. 5) Nothing prohibits an evaluator from evaluating any or all teachers as Distinguished based on the evidence within a school year. f. . All evidence, measures and observations used in developing the final summative evaluation score must be a product of the school year in which the evaluation is conducted. g. 6) Upon completion of an evaluation by the principal or other evaluator, the employee shall be provided with a copy of the summative evaluation report within three (3) working days. h. 7) The teacher will sign two (2) copies of the Final Summative Evaluation Report. The signature of the teacher does not, however, necessarily imply that the teacher agrees with its contents. The teacher shall have the right to attach any comments to the evaluation report. This may be done at the time the employee receives a copy of the report and prior to the report being forwarded to the District Personnel Office; or the comments may be forwarded to the Personnel Office within seven (7) school working days following the evaluation conference.

Final Summative Evaluation Conference. a. 1. Prior to May 15th the evaluator and teacher shall meet to discuss the teacher’s final summative score. The final summative score, including the student growth score, must be determined by an analysis of evidence. This analysis will take a holistic assessment of the teacher’s performance over the course of the year. b. 2. The classroom teacher has the right to provide additional evidence for each criterion to be scored. Evidence must be submitted to the evaluator by May 1st, unless the evaluator and teacher mutually agree to a later date. c. 3. If the evaluator judges the teacher be below Proficient the evaluator must articulate multiple points of evidence that deemed the score less than Proficient. d. 4. When a final summative score is below Proficient and the teacher believes certain teacher evaluator evidence was not considered and/or the criteria were not objectively scored the teacher and shall mutually agree on one of the following: 1) a. An additional formal observation by June 1st. 2) b. An alternative evaluator scoring the evidence. The alternative evaluator will be mutually agreed upon by the Association and the District. 3) c. Assignment of a new evaluator for the ensuing school year. 4) d. An additional observation by a different evaluator. e. 5. Nothing prohibits an evaluator from evaluating any or all teachers as Distinguished based on the evidence within a school year. f. 6. All evidence, measures and observations used in developing the final summative evaluation score must be a product of the school year in which the evaluation is conducted. g. 7. Upon completion of an evaluation by the principal or other evaluator, the employee shall be provided with a copy of the summative evaluation report within three (3) days. h. 8. The teacher will sign two (2) copies of the Final Summative Evaluation Report. The signature of the teacher does not, however, necessarily imply that the teacher agrees with its contents. The teacher shall have the right to attach any comments to the evaluation report. This may be done at the time the employee receives a copy of the report and prior to the report being forwarded to the District Personnel Office; or the comments may be forwarded to the Personnel Office within seven (7) school days following the evaluation conference.

Final Summative Evaluation Conference. a. Prior to No later than May 15th the evaluator and teacher shall meet to discuss the teacher’s final summative score. The final summative score, including the student growth score, must be determined supported by an analysis of evidence. This analysis will take a holistic assessment of the teacher’s performance over the course of the year. b. The classroom teacher has the right to provide additional evidence for each criterion to be scored. Evidence must be submitted to the evaluator by May 1st, unless the evaluator and teacher mutually agree to a later date. c. If the evaluator judges the teacher be below Proficient the evaluator must articulate multiple points of evidence that deemed the score less than Proficient. d. When a final summative score is below Proficient and the teacher believes certain teacher evaluator evidence was not considered and/or the criteria were not objectively scored the teacher and shall mutually agree on one of the following: 1) An additional formal observation by June 1st. 2) An alternative evaluator scoring the evidence. The alternative evaluator will be mutually agreed upon by the Association and the District. 3) Assignment of a new evaluator for the ensuing school year. 4) An additional observation by a different evaluator. e. Nothing prohibits an evaluator from evaluating any or all teachers as Distinguished based on the evidence within a school year. f. All evidence, measures and observations used in developing the final summative evaluation score must be a product of the school year in which the evaluation is conducted. g. Upon completion of an evaluation by d. If the principal or other evaluatorevaluator judges the teacher to be below Proficient, the employee evaluator must have documented evidence drawn from more than one occasion of when the teacher showed deficiencies in his/her professional performance. In consideration of the final summative evaluation, no teacher shall be provided with a copy of the summative evaluation report within three (3) daysjudged to be below Proficient in any criterion without prior notice to allow for improvement. h. e. The teacher will sign two (2) copies of the Final Summative Evaluation Report. Each teacher shall sign the observation and evaluation forms to indicate receipt. The signature of the teacher does not, however, necessarily imply that the teacher employee agrees with its contents. The teacher shall have the right to may attach any written comments to the evaluation report. This may be done at the time the employee receives a copy of the report observations and prior to the final annual evaluation report being forwarded as well. The Focused Evaluation Option (FEO) focuses on improvement of teaching skills, content knowledge, techniques, and abilities. If a non-provisional teacher has scored at Proficient or higher the previous year, s/he will be evaluated using the FEO. The teacher can stay on the FEO for up to five (5) years before returning to the District Personnel Office; Comprehensive Evaluation. The teacher or the comments may be forwarded evaluator can initiate a move from the Focused Evaluation to the Personnel Office within seven Comprehensive Evaluation for the current school year in writing on or before five (75) school days following the first formal observation, but no later than December 15th. A. The professional growth activity shall be proposed by the teacher at the first pre- observation conference but must be approved by the evaluator. B. A primary role of the evaluator is to assist the teacher in developing the professional growth activity and then to assist in its implementation. C. The professional growth activity needs to be tied to one (1) of the eight (8) state evaluation conferencecriteria. If the employee chooses criterion 1, 2, 4, 5, or 7, they must also be evaluated using the student growth components of criterion 3 or 6. Student Growth Components should predominantly originate at the classroom level and be initiated by the classroom teacher. Student growth components will be collaboratively determined at the first pre-observation meeting, but no later than October 30th. D. A summative score is determined by using the most recent Comprehensive Summative Evaluation score. This score becomes the Focused Evaluation Summative Evaluation score for any of the subsequent years following the Comprehensive Summative Evaluation in which a teacher is placed on a Focused Evaluation. Should a teacher provide evidence of exemplary practice on the chosen focused criterion, a 4-Distinguished score may be awarded by the evaluator. E. A group of teachers may choose to focus on the same evaluation criteria and share professional growth activities. No individual shall be required to work on a shared goal. F. Observations and conferences for the focused evaluation shall follow the guidelines set forth in the Comprehensive Evaluation process, Section 11.13.E, above.

Final Summative Evaluation Conference. a. Prior to May 15th 1. No later than ten (10) school days before the end of the school year the evaluator and teacher shall meet to discuss the teacher’s final summative score. The final summative score, including the student growth score, must be determined by an analysis of evidence. This analysis will take a holistic assessment of the teacher’s performance over the course of the year. b. . The classroom teacher has the right to provide additional evidence for each criterion to be scored. Evidence must be submitted to the evaluator by May 1st, unless the evaluator and teacher mutually agree to a later date. c. If the evaluator judges the teacher be below Proficient the evaluator must articulate multiple points of evidence that deemed the score less than Proficient. d. When a final summative score is below Proficient and the teacher believes certain teacher evaluator evidence was not considered and/or the criteria were not objectively scored the teacher and shall mutually agree on one of the following: 1) An additional formal observation by June 1st. 2) An alternative evaluator scoring the evidence. The alternative evaluator will be mutually agreed upon by the Association and the District. 3) Assignment of a new evaluator for the ensuing school year. 4) An additional observation by a different evaluator. e. Nothing prohibits an evaluator from evaluating any or all teachers as Distinguished based on the evidence within a school year. f. All evidence, measures and observations used in developing the final summative evaluation score must be a product of the school year in which the evaluation is conducted. g. Upon completion of an evaluation by 3. If the principal or other evaluator, evaluator judges the employee shall teacher to be provided with a copy of the summative evaluation report within below three (3) daysProficient, the evaluator must show a preponderance of evidence. h. 4. If an evaluator believes a teacher's overall summative rating is less than proficient (basic or unsatisfactory), the final summative evaluation conference shall take place on or before May 10th. 5. If a teacher believes there has been a lack of consideration of certain teacher evidence, procedures outlined in this section were not followed, and/or the criteria were not objectively scored, resulting in criterion scores of less than Proficient (Unsatisfactory or Basic), the following process will apply: On or before May 15, and after meeting with their evaluator in an attempt to resolve any of the above issues, the teacher may meet with the evaluator, the Executive Director of Human Resources and the MEA President for the purpose of reviewing the issue(s) and determining a course of action, which may include: a. Re-scoring of evidence; b. Analyze additional evidence; or c. Any other mutually agreed to applicable option. The additional opportunities above will not be available for teachers being recommended for non- renewal beyond May 15th. 6. The teacher will sign two (2) copies of the Final Summative Evaluation Report, Appendix F. Each teacher shall sign the observation and evaluation forms to indicate receipt. The signature of the teacher does not, however, necessarily not imply that the teacher employee agrees with its contents. The teacher shall have the right to attach any comments to the evaluation report. This may be done at the time the employee receives a copy of the report and prior to the report being forwarded to the District Personnel Office; or the comments may be forwarded to the Personnel Office within seven (7) school days following the evaluation conference.