Ineffective. The above represents the standards created by the State Board of Education which will be used and are incorporated herein by reference.
Ineffective. The specific standards and criteria for distinguishing between these ratings/levels of performance shall be the same as those developed by the State Board of Education, which are incorporated herein by reference.
Ineffective. An ineffective rating shall be given when a classified employee’s performance does not meet job requirements, responsibilities, expectations, and skills:
8.4.4.1 The employee’s level of performance is not acceptable and warrants immediate corrective action, including potential demotion or termination if improvement is not accomplished within a specified period of time. Revised: 04/15 Revised: 04/16 Revised: 04/17
Ineffective. There is little or no evidence that the administrator or professional meets district performance standards as defined by performance areas, criteria and indicators, site/district goals, job descriptions, professional goals and evaluator expectations. Entire Article Rewritten and Adopted Effective: 07/14 Revised: 04/15 Revised: 04/17
Ineffective. The specific standards and criteria for distinguishing between these ratings/levels of performance shall be the same as those developed by the State Board of Education, which are incorporated herein by reference. The Superintendent shall annually cause to be filed a report to the Ohio Department of Education of the number of teachers for whom an evaluation was conducted as well as the number of teachers assigned each rating as set forth above, aggregated by teacher preparation programs from which and the years in which the teachers graduated. Fifty percent (50%) of each evaluation will be based upon teacher performance and fifty percent (50%) on multiple measures of student growth as set forth herein.
Ineffective. Effectiveness ratings are based on a combination of two categories: 1) evaluator’s walkthrough and formal observations of teacher performance; and, 2) data obtained from multiple evaluation factors of student performance measures.
Ineffective. The specific standards and criteria for distinguishing between these ratings/levels of performance shall be the same as those developed by the State Board of Education, which are incorporated herein by reference. The Superintendent shall annually cause to be filed a report to the Ohio Department of Education of the number of teachers for whom an evaluation was conducted as well as the number of teachers assigned each rating as set forth above, aggregated by teacher preparation programs from which and the years in which the teachers graduated.
Ineffective. This performance category is used when an individual does not meet one or more of the fundamental requirements of the position. Possible indicators of unsatisfactory performance are: quality of work depicts serious shortcomings or the quantity produced is below what is acceptable, and the results are inadequate; due dates are often missed; lack of understanding of job after review with supervisor; insufficient attempt or lack of ability to improve, and little initiative in work and accomplishment; working relationships with others are poor to the point of being seriously detrimental to the work.
Ineffective. The specific standards and criteria for distinguishing between these ratings/levels of performance shall be the same as those developed by the State Board of Education, which are incorporated herein by reference. The Superintendent shall annually cause to be filed a report to the Ohio Department of Education (ODE) the number of teachers for whom an evaluation was conducted as well as the number of teachers assigned each rating as set forth above, aggregated by teacher preparation programs from which and the years in which the teachers graduated. The Board will utilize the ODE’s guidelines for reporting this information. The Board may elect not to evaluate a teacher who was on leave from the School District for fifty percent (50%) or more of the school year and/or submitted notice of retirement that was accepted by the Board no later than December 1st of the year the teacher was scheduled to be evaluated. Fifty percent (50%) of each evaluation will be based upon teacher performance and fifty percent (50%) on multiple measures of student growth as set forth herein.
Ineffective. Base Salary is the salary of a teacher which continues from year to year absent a change in employment status.
