Personnel Action Requirements. The evaluation procedure contained in this agreement shall not be used in any decision concerning the assignment, reassignment, contract status, non-renewal, termination, reduction or recall of any counselor prior to May 1, 2018.
Personnel Action Requirements. A. The evaluation procedure contained in this agreement shall not be used in any decision concerning the retention, promotion, removal, reduction or recall of any teacher until three years of data have been collected and two (2) evaluation cycles have been completed. Value-added and other student growth measure data derived from assessments taken in one school year shall be combined with performance ratings that are assigned in the next school year to assign a summative evaluation rating.
Personnel Action Requirements. 1. The evaluation procedure contained in this Agreement may be used in accordance with the non-renewal procedure set forth in Article X (B).
Personnel Action Requirements. The evaluation procedure contained in this Agreement shall not be used in any decision concerning the retention, promotion, or removal of any teacher until two years of data have been collected and two evaluation cycles have been completed.
Personnel Action Requirements. A. The SGM data used in the evaluation procedure contained in this Agreement shall not be used in any decision concerning the retention, promotion, removal, reduction or recall of any teacher until the end of the 2016-2017 school year.
Personnel Action Requirements. 1. The District will consider the evaluation results in all decisions regarding the retention and promotion of school counselors, or the removal of poorly performing school counselors.
Personnel Action Requirements. 1. The consideration of the student growth portion of the teacher evaluation must consist of a minimum of three consecutive years of SGM data for employment decisions. The SGM data must be gathered using a similar tool.
Personnel Action Requirements. The Board and TLTA acknowledge the requirements that pursuant to Ohio Revised Code Sections 3319.111, 3319.112 and 3319.58 when read together seem to require a rolling three-year set of evaluations consisting of both a student growth measure and a teacher performance assessment component. The Board and TLTA also acknowledge that since the requirement only began for the 2013-14 school year, a rolling three-year set of evaluations consisting of both a student growth measure and a teacher performance assessment component will not be available until the 2016-17 school year. Since Ohio Revised Code Section 3319.111 (F) states, “[t]he board shall include in its evaluation policy procedures for using the evaluation results for retention and promotion decisions and for removal of poorly performing teachers,” the parties believe there is the ability to negotiate the procedure for the use of student growth measures and teacher performance assessment components during the three-year implementation stage. Accordingly, the Board and TLTA establish as the procedure until the 2016-17 school year: Using student growth measures (SGM) in the evaluation procedure contained in this agreement shall not be used in any decision concerning the retention, promotion, OR removal of any bargaining unit member until three years of SGM data have been collected and three evaluation cycles have been completed. Until that time, the Board will use the teacher performance rating section of the evaluation instrument to make all retention, promotion, OR removal decisions concerning a bargaining unit member. Value-added and other student growth measure data derived from assessments taken in one school year shall be combined with performance ratings that are assigned in the next school year to achieve a summative evaluation rating to be issued to the Ohio Department of Education. The TLTA on behalf of its members waives the right to utilize the provisions of Ohio Revised Code Section 3319.58 (F), and any other provisions of the law, or this labor contract, which are contrary to this section. Both parties agree that should the Ohio Department of Education adopt a position contrary to the adoption of the procedure herein, then the procedure will be amended to be consistent with the decision of the Department of Education.
Personnel Action Requirements. A. The whole OTES instrument shall be used in decisions regarding retention, promotion, removal of any teacher.
Personnel Action Requirements. A. The first year of collected data for the evaluation procedure shall be derived from value- added and other student growth measure scores from assessments taken in the school year following the effective date of this agreement. The first evaluation cycle shall be completed by first day of May of the second school year following the effective date of this agreement. An evaluation cycle shall not be completed until all teachers have been provided a written report of the results of the evaluation.
