Common use of INSTRUCTIONAL PERFORMANCE APPRAISAL Clause in Contracts

INSTRUCTIONAL PERFORMANCE APPRAISAL. All instructional personnel will be evaluated using the Instructional Performance Appraisal Instrument. The Instructional Performance Appraisal will have four (4) levels of accomplishment: Highly Effective; Effective, Needs Improvement/Developing, and Unsatisfactory in each of the following competency areas: 1. Planning 4. Professional Responsibilities 2. Classroom Management 5. Deliberate practice 3. Direct Instruction 6. Student Growth and Achievement The following includes the rating scale definitions and instructions for each rating area: Highly Effective Indicates performance that consistently meets an extremely high-quality standard. This service exceeds the typical standard of normal level service and is held in high regard by supervision and colleagues. Specific comments and examples of high-quality work must be included in the assessment. Effective Indicates performance that consistently meets a high-quality standard. This professional level service that meets the district expectations and is consistent with the experience level of the employee. Needs Improvement/Developing Indicates performance that requires additional attention to ensure an acceptable level of proficiency. Further, this performance is not consistently characteristic of the requirements for the position and experience of the employee. If this category is used, there must be written support regarding how performance is to be improved. The rating of Developing may be used for instructional personnel in the first three years of employment who need improvement. Unsatisfactory Indicates performance that does not meet the minimum requirements of the position and the level of performance commensurate with the experience of the employee. If this category is used, there must be written support regarding how performance is to be improved. The rating of Unsatisfactory indicates performance that is not acceptable for continued employment provided that level of service continues. An employee receiving this rating should be notified that future performance assessments will be conducted according to the Department of Education Professional Practices Services Section NEAT procedures. Continued performance at this level should result in notice of termination when the rights of due process and just cause are evident. School districts should remain particularly sensitive to the appeal rights of employees identified in 1012.34, F.S.

INSTRUCTIONAL PERFORMANCE APPRAISAL. All instructional personnel will be evaluated using the Instructional Performance Appraisal Instrument. The Instructional Performance Appraisal will have four (4) levels of accomplishment: Highly Effective; Effective, Needs Improvement/Developing, and Unsatisfactory in each of the following competency areas: 1. Planning 4and Preparation 6. Professional ResponsibilitiesCollaboration 2. Classroom Management 57. Deliberate practice Professional Learning 3. Direct Instruction 6Assessment / Evaluation 8. Professional Responsibility 4. Student Instructional Engagement 9. Student Growth and Achievement Achievement 5. Technology The following includes the rating scale definitions and instructions for each rating area: Highly Effective Indicates performance that consistently meets an extremely high-high quality standard. This service exceeds the typical standard of normal level service and is held in high regard by supervision and colleagues. Specific comments and examples of high-high quality work must be included in the assessment. Effective Indicates performance that consistently meets a high-high quality standard. This professional level service that meets the district expectations and is consistent with the experience level of the employee. Needs Improvement/Developing Indicates performance that requires additional attention to ensure an acceptable level of proficiency. Further, this performance is not consistently characteristic of the requirements for the position and experience of the employee. If this category is used, there must be written support regarding how performance is to be improved. The rating of Developing may be used for instructional personnel in the first three years of employment who need improvement. Unsatisfactory Indicates performance that does not meet the minimum requirements of the position and the level of performance commensurate with the experience of the employee. If this category is used, there must be written support regarding how performance is to be improved. The rating of Unsatisfactory “Unsatisfactory” indicates performance that is not acceptable for continued employment provided that level of service continues. An employee receiving this rating should be notified that future performance assessments will be conducted according to the Department of Education Professional Practices Services Section NEAT procedures. Continued performance at this level should result in notice of termination when the rights of due process and just cause are evident. School districts should remain particularly sensitive to the appeal rights of employees identified in 1012.34, F.S.