Poorly Performing Teachers. The Board uses evaluation results for removing poorly performing teachers. The Board adopts procedures for removing poorly performing teachers based on evaluation results.
Poorly Performing Teachers. 1. Poorly performing teachers refers to teachers identified though the evaluation process set forth in these policies who demonstrate an inability and/or unwillingness to meet the reasonable expectations of this standards based evaluation system. For purposes of further defining Poorly Performing Teacher:
1) A teacher who is assigned an evaluation rating of Ineffective for three (3) consecutive years.
Poorly Performing Teachers. A teacher who receives an evaluation rating of ineffective for a period of no less than two (2) out of the last three (3) years under OTES 2.0.
Poorly Performing Teachers. Poorly performing teachers may be removed, upon recommendation of the Superintendent, either through non-renewal or termination, when the following has been demonstrated:
Poorly Performing Teachers. A. A Poorly Performing Teacher shall be defined as a teacher who continues to receive an overall summative rating of ineffective after receiving an ineffective rating for a period of no less than two (2) out of the last three (3) years and who takes the written examinations required pursuant to Section 3319.58 of the Ohio Revised Code and who completes an improvement plan during the subsequent school year.
B. Teachers who received an “ineffective” rating on their final summative evaluation for two (2) of the three (3) most recent school years must take written examinations of content knowledge selected by the Ohio Department of Education. The District is responsible for the cost of such examinations.
Poorly Performing Teachers. Refers to teachers identified through the Evaluation Procedure who demonstrate an inability and/or unwillingness to meet the reasonable expectations of OTES.
Poorly Performing Teachers. 1. Poorly performing teachers refers to teachers identified though the evaluation process set forth in this policy who demonstrate an inability and/or unwillingness to meet the reasonable expectations of this standards-based evaluation system.
2. Comparable evaluations should be derived from multiple summative ratings. Starting in the 2013/14 school year, a teacher will receive a point total of four (4) for accomplished, three (3) for proficient, two (2) for developing and one (1) for ineffective. In a three-year period of time, a teacher will have a rating of three (3) thru twelve (12). Any teacher with a score of twelve (12) over three years would be in group one, teachers with a score of four (4) through (11) would be in group two, and teachers with a score of three (3) would be in group three. Each separate group would be considered “comparable”, with group one being the highest rated. Total scores would always be considered as consisting of the most recent three years’ worth of data.
Poorly Performing Teachers. 1. OTES is a system designed to help and support all teachers.
2. Improvement Plans shall be developed for teachers who receive a rating of “Ineffective” or “Developing” as their performance rating in the preceding school year for the area(s) in which they are deficient. In most cases, a Growth Plan shall be developed for a teacher who receives a rating of “Skilled” or “Accomplished.” An improvement plan may be written for teachers with ratings of “Skilled” or “Accomplished” if they are “ineffective” or “developing” in one or more areas of the rubric.
3. During the first (1st) year a teacher is on an improvement plan, due to his/her performance rating from the previous year, the District evaluator shall be appointed to the teacher. The second (2nd) year a teacher is placed on an improvement plan (within a five (5) year period) due to his/her performance rating, the teacher will have one (1) appointed District evaluator and one (1) District evaluator of his/her choice.
4. A teacher, with four (4) or more years of experience with Buckeye Local Schools, shall be deemed “poorly performing” and the District would have “just cause” to terminate if within a five (5) year consecutive time span, a teacher has been placed on an improvement plan while having a performance rating of “Ineffective” or “Developing” two (2) times and has not improved enough to be rated “Skilled” or “Accomplished.”
5. No teacher shall be terminated due to his/her evaluation when he/she has received a performance rating of “Skilled” or “Accomplished” in his/her most recent annual evaluation.
