Common use of Formal Evaluation Clause in Contracts

Formal Evaluation. The formal evaluation shall be submitted to the teacher no later than thirty (30) calendar days preceding the close of the school year. Probationary and temporary teachers shall be formally evaluated two (2) times each year. The first evaluation conference (the mid-term) shall take place before December 9 and the final evaluation conference shall take place prior to February 7. Permanent teachers shall be formally evaluated at least every other year for the first five (5) years with the District; thereafter permanent teachers shall be formally evaluated every other year unless notified in writing that job performance is an overall unsatisfactory in which case they will be evaluated each succeeding year until an overall satisfactory evaluation is achieved. In the case of an overall unsatisfactory evaluation, the employee will be referred to the Peer Assistance and Review (PAR) Program and the evaluator shall take positive action to assist the teacher in improving their performance. The teacher will continue in the PAR Program until they receive a satisfactory end of year formal evaluation and has a recommendation of the PAR Panel. No assessment of “unsatisfactory” shall be introduced on a teacher’s evaluation which has not been first observed and called to their attention in writing. Time shall be allowed, when practical, from the date of the written report when the deficiency is first noted and the date of the next observation. A teacher who receives an evaluation which indicates that their performance is unsatisfactory shall, upon request, be entitled to additional classroom observations, one (1) additional written evaluation and one (1) additional evaluation conference. The teacher shall take affirmative action to correct any cited deficiencies, based upon the evaluator’s specific recommendations for improvement and their assistance in implementing such recommendations. A formal evaluation conference shall be held no later than thirty (30) calendar days before the end of the school year to discuss the content of the final evaluation. Each teacher shall, before being presented with their final evaluation, meet with their primary evaluator to discuss the ways in which objectives in each area enumerated in the evaluation form have or have not been met. Within five (5) days of the formal evaluation conference, the teacher shall sign the report indicating only that they have read the report, understands it and has been given the opportunity of responding to it in writing; the signature does not necessarily indicate the teacher’s agreement with the evaluation. The report will be placed in the teacher’s Personnel File within ten (10) days of the signing. The teacher has the right to respond to the evaluation in a timely manner and to have this response included in the Personnel File. In the case of an overall unsatisfactory evaluation, the evaluator shall take positive action to assist the teacher in correcting any cited deficiencies through a Personal Improvement and Assistance Plan (PIAP) under the PAR Program. The evaluator's role to assist the teacher shall include, but not be limited to, the following:

Formal Evaluation. The formal 1.1.1 Evaluations shall be conducted by the evaluatee’s immediate supervisor or designee. An evaluatee will be notified by October 1 if the evaluator is other than the immediate supervisor. An evaluatee may submit a request for a change of evaluator to the Assistant Superintendent, Human Resources. 1.1.2 All provisional, temporary and probationary contract unit members shall be formally evaluated once every year. This evaluation shall be submitted to completed by February 28. All unit members on categorical contracts shall be evaluated on the teacher no same schedule as probationary employees for the first two (2) years of employment. Starting year three (3), the evaluations will occur on the same schedule as permanent unit members. 1.1.3 All permanent unit members shall be formally evaluated every other year. Permanent unit member evaluations shall be completed not later than thirty (30) calendar days preceding the close of the school year. Probationary and temporary teachers shall be formally evaluated two (2) times each year. The first evaluation conference (the mid-term) shall take place before December 9 and the final evaluation conference shall take place prior to February 7. Permanent teachers shall be formally evaluated at least every other year for the first five (5) years with the District; thereafter permanent teachers shall be formally evaluated every other year unless notified in writing that job performance is an overall unsatisfactory in which case they will be evaluated each succeeding year until an overall satisfactory evaluation is achieved. In the case of an overall unsatisfactory evaluation, the employee will be referred to the Peer Assistance and Review (PAR) Program and the evaluator shall take positive action to assist the teacher in improving their performance. The teacher will continue in the PAR Program until they receive a satisfactory end of year formal evaluation and has a recommendation of the PAR Panel. No assessment of “unsatisfactory” shall be introduced on a teacher’s evaluation which has not been first observed and called to their attention in writing. Time shall be allowed, when practical, from the date of the written report when the deficiency is first noted and the date of the next observation. A teacher who receives an evaluation which indicates that their performance is unsatisfactory shall, upon request, be entitled to additional classroom observations, one (1) additional written evaluation and one (1) additional evaluation conference. The teacher shall take affirmative action to correct any cited deficiencies, based upon the evaluator’s specific recommendations for improvement and their assistance in implementing such recommendations. A formal evaluation conference shall be held no later than thirty (30) calendar days before the end of the school year to discuss and shall be discussed with the content evaluatee at that time. If an evaluatee’s performance does not meet one or more of the final evaluation. Each teacher shallthree standards being evaluated, before being presented with their final evaluation, meet with their primary evaluator to discuss the ways in which objectives in each area enumerated in the evaluation form have or have will take place annually on those specific standards until the performance meets standards. If an evaluatee’s overall performance does not been metmeet standards, the entire evaluation will take place annually until the overall performance meets standards. Within The District may require an evaluatee receiving a does not meets standards evaluation to participate in a program to improve the evaluatee’s performance. Such a program shall take place during release time within the work day. Special Services employees (psychologists, speech and language pathologists, school nurses, and counselors) will continue to utilize the P-12 evaluation form. 1.1.3.1 If the evaluatee and the evaluator agree, the two year evaluation cycle set forth in 1.1.3 may be extended by three (3) additional years, to a five (5) days of year cycle, for permanent unit members who have been employed by the formal evaluation conference, the teacher shall sign the report indicating only that they have read the report, understands it and has been given the opportunity of responding to it in writing; the signature does not necessarily indicate the teacher’s agreement with the evaluation. The report will be placed in the teacher’s Personnel File within District at least ten (10) days years, are Highly Qualified as defined in 20 U.S.C. Section 7801 and whose previous evaluation met standards. The unit member or evaluator may withdraw consent for this evaluation cycle at any time. The determination to extend or withdraw consent by the District shall be at the sole discretion of the signingevaluator. The teacher has During the right to respond non-evaluation years, the unit member will complete the Goal Setting form identified in 1.3.8. 1.3.1 2013-2014 2018-2019 2014-2015 2019-2020 2015-2016 2020-2021 2016-2017 2021-2022 1.1.4 An evaluatee’s formal evaluation will be discussed with him/her at a conference and a written copy of it given to the evaluation unit member at that time. If an evaluator has made reasonable attempts to schedule the conference in a timely manner and the evaluatee is unable to have this response included in the Personnel File. In the case of an overall unsatisfactory evaluation, meet with the evaluator shall take positive action prior to assist the teacher in correcting any cited deficiencies through deadline for the formal evaluation due to absences or other circumstances, a Personal Improvement copy of the evaluation will be mailed by certified mail, return receipt requested, to the last known address, and Assistance Plan (PIAP) under the PAR Programa conference will be held as soon thereafter as reasonably possible. The evaluator's role evaluatee may write a response to assist the teacher evaluation which will be placed in his/her personnel file. 1.1.5 A unit member transferred to a new and different job classification shall includebe evaluated in that new classification in that year, but not be limited toif he/she has no previous experience in that area within the last seven (7) years, even though the following:person was evaluated the previous year. (Classification - teacher, nurse, psychologist, counselor, speech and language pathologist.)

Formal Evaluation. A. Each tenured teacher shall be formally evaluated in writing at least once every three years. However, a tenured teacher who has obtained a “needs improvement” or “unsatisfactory” rating on the previous year’s evaluation shall be evaluated in the next school year after receiving the rating. The formal evaluation process must be completed prior to May 1. This evaluation shall be submitted to the Superintendent or designee and a copy shall be furnished to the teacher. B. Each probationary teacher no later than thirty (30) calendar days preceding the close of the school year. Probationary and temporary teachers shall be formally evaluated two in writing at least once every year that the teacher is not in contractual continued service (2) times each yearnon-tenured). The first formal evaluation conference (the mid-term) shall take place before December 9 and the final evaluation conference shall take place process must be completed prior to February 7March 15. Permanent teachers This evaluation shall be formally evaluated at least every other year for submitted to the first five (5) years with the District; thereafter permanent teachers Superintendent or designee and a copy shall be formally evaluated every other year unless notified in writing that job performance is an overall unsatisfactory in which case they will be evaluated each succeeding year until an overall satisfactory evaluation is achieved. In the case of an overall unsatisfactory evaluation, the employee will be referred furnished to the Peer Assistance and Review (PAR) Program and the evaluator shall take positive action to assist the teacher in improving their performance. The teacher will continue in the PAR Program until they receive a satisfactory end of year teacher. C. Each formal evaluation and has a recommendation of the PAR Panel. No assessment of “unsatisfactory” shall be introduced on a teacher’s evaluation which has not been first observed and called to their attention in writing. Time shall be allowed, when practical, from the date of the written report when the deficiency is first noted and the date of the next observation. A teacher who receives an evaluation which indicates that their performance is unsatisfactory shall, upon request, be entitled to additional classroom observations, one (1) additional written evaluation and one (1) additional evaluation conference. The teacher shall take affirmative action to correct any cited deficiencies, based upon the evaluator’s specific recommendations Illinois Professional Teaching Standards and aligned to the Framework for improvement Teaching Proficiency. Other criteria and guidelines may be used in special situations provided teachers are acquainted with such criteria and guidelines prior to their assistance in implementing such recommendationsuse. Each formal evaluation shall identify the teacher's strengths and weaknesses, if any. The Summative Evaluation Rating shall be determined based upon the identified standards, formative feedback, planning, reflecting conversations, as well as attendance and subject competency. D. A formal summative evaluation conference shall be held no later than thirty (30) calendar days before between the end teacher and the qualified evaluator prior to the deadline for completion of the school year to discuss the content of the final evaluation. Each teacher shall, before being presented with their final evaluation, meet with their primary evaluator to discuss the ways in which objectives in each area enumerated in the evaluation form have or have not been met. Within five (5) days of the formal evaluation conference, the teacher shall sign the report indicating only that they have read the report, understands it and has been given the opportunity of responding to it in writing; the signature does not necessarily indicate the teacher’s agreement with the evaluation. The report will be placed in the teacher’s Personnel File within ten (10) days of the signingprocess. The teacher must acknowledge that he/she has seen such written evaluation by signing a copy thereof at the right conference. The teacher signature is exclusively acknowledgement of receipt and discussion of the evaluation document and does not imply agreement with or acceptance of the evaluation content. If a teacher wishes to respond clarify or provide comment to any part of the evaluation, teachers may do so in writing and place it as an addendum to the evaluation in provided such response is submitted within twenty (20) teacher employment days from the date a timely manner and copy of the evaluation was provided to have this response included the teacher. E. The performance ratings to be used in the Personnel File. In the case of an overall unsatisfactory evaluationteacher evaluation process are as follows: Excellent, the evaluator shall take positive action to assist the teacher in correcting any cited deficiencies through a Personal Proficient, Needs Improvement, Unsatisfactory. F. Summative Evaluation Rating Table Student Growth Rating ↓ Excellent Proficient Needs Improvement and Assistance Plan (PIAP) under the PAR Program. The evaluator's role to assist the teacher shall include, but not be limited to, the following:Unsatisfactory Excellent Excellent Proficient Proficient Needs Improvement Proficient Excellent Proficient Needs Improvement Needs Improvement Needs Improvement Proficient Proficient Needs Improvement Unsatisfactory Unsatisfactory Proficient Needs Improvement Needs Improvement Unsatisfactory

Formal Evaluation. The formal evaluation shall be submitted to the teacher no later than thirty (30) calendar days preceding the close of the school year. Probationary and temporary teachers shall be formally evaluated two (2) times each year. The first evaluation conference (the mid-term) shall take place before December 9 and the final evaluation conference shall take place prior to February 7. Permanent teachers shall be formally evaluated at least every other year for the first five (5) years with the District; thereafter permanent teachers shall be formally evaluated every other year unless notified in writing that job performance is an overall unsatisfactory in which case they will be evaluated each succeeding year until an overall satisfactory evaluation is achieved. In the case of an overall unsatisfactory evaluation, the employee will be referred to the Peer Assistance and Review (PAR) Program and the evaluator shall take positive action to assist the teacher in improving their his or her performance. The teacher will continue in the PAR Program until they receive he/she receives a satisfactory end of year formal evaluation and has a recommendation of the PAR Panel. No assessment of “unsatisfactory” shall be introduced on a teacher’s evaluation which has not been first observed and called to their his/her attention in writing. Time shall be allowed, when practical, from the date of the written report when the deficiency is first noted and the date of the next observation. A teacher who receives an evaluation which indicates that their his/her performance is unsatisfactory shall, upon request, be entitled to additional classroom observations, one (1) additional written evaluation and one (1) additional evaluation conference. The teacher shall take affirmative action to correct any cited deficiencies, based upon the evaluator’s specific recommendations for improvement and their his/her assistance in implementing such recommendations. A formal evaluation conference shall be held no later than thirty (30) calendar days before the end of the school year to discuss the content of the final evaluation. Each teacher shall, before being presented with their his/her final evaluation, meet with their his/her primary evaluator to discuss the ways in which objectives in each area enumerated in the evaluation form have or have not been met. Within five (5) days of the formal evaluation conference, the teacher shall sign the report indicating only that they have he/she has read the report, understands it and has been given the opportunity of responding to it in writing; the signature does not necessarily indicate the teacher’s agreement with the evaluation. The report will be placed in the teacher’s Personnel File within ten (10) days of the signing. The teacher has the right to respond to the evaluation in a timely manner and to have this response included in the Personnel File. In the case of an overall unsatisfactory evaluation, the evaluator shall take positive action to assist the teacher in correcting any cited deficiencies through a Personal Improvement and Assistance Plan (PIAP) under the PAR Program. The evaluator's role to assist the teacher shall include, but not be limited to, the following: