PRINCIPAL EVALUATION. The Charter Board shall conduct a performance evaluation of the Principal of the School at least annually, in accordance with C.R.S. §22-9-106, unless waived, in which case a replacement plan and rationale shall be submitted and approved in accordance with Section 4.5 of this Contract.
PRINCIPAL EVALUATION. A. All administrators shall be observed and evaluated in writing and will receive said written evaluation in accordance with the following procedures, however, the parties intend and acknowledge that all observations and evaluations shall be consistent with the applicable provisions of N.J.A.C. 6A:10.
PRINCIPAL EVALUATION. The Association will distribute principal evaluation forms to its members which may be completed by all teachers. All evaluations shall include recommendations for improvement. All completed forms signed and unsigned will be forwarded to the Association President. The Association President will distribute copies of each completed form to the Building Principal and a copy shall be retained for the Association. These completed forms will be forwarded by the second Friday in December to the Building Principal and the Association President. Conferences between the teacher and Building Principal may be held. If requested, the teacher may have association representation. M A S T E R A G R E E M E N T Between the Xxxxx-Xxxxxxx Board of Education and the The Logan Education Association/OEA/NEA Adopted May 31, 2018 Xx. Xxxxx Xxxxxxxx, President Xxxxx-Xxxxxxx Board of Education Xxxxxx Xxxxx, President Logan Education Association Xxxxxxx Xxxxxx O.E.A. Labor Relations Consultant Xxxxx-Xxxxxxx School District APPENDIX A District Evaluation Manual – Page 1 Ohio Teacher Evaluation System (OTES) Manual Information and Guidelines Purpose: The purpose of the Xxxxx-Xxxxxxx School District Evaluation Manual is to provide teachers and evaluators with a user-friendly resource so they know exactly what needs to be completed and are prepared for the evaluation process. Evaluation Guidelines: If you are: • Rated “Ineffective”, on a Probationary contract, in your first two years of employment, or on a limited contract and being considered for non- renewal, you will complete an evaluation that consists of three (3) pre- observation conferences, three (3) formal observations, and three (3) post-observation conferences.
PRINCIPAL EVALUATION. All administrators shall be observed and evaluated in writing and will receive said written evaluation in accordance with the following procedures, however, the parties intend and acknowledge that all observations and evaluations shall be consistent with the applicable provisions of N.J.A.C. 6A:10. Non-tenured Principals shall be observed and evaluated at least three (3) times per year. The first said observation/evaluation report shall be completed between October 1 and November 30; the second between December 1 and January 31; and the third between February 1 and April 1. From these observations/evaluation reports, a final evaluation shall be completed. In the case of non-renewal, the Principal shall receive the evaluation no later than April 30. In all other cases, the Principal shall receive said final evaluation no later than June 30. Tenured administrators shall receive at least one observation/evaluation report. Tenured administrators shall also receive a Final Summative Evaluation no later than June 30.
PRINCIPAL EVALUATION. The School District will provide supervisory and annual evaluative services for the Principal of the Charter School in accordance with the Performance Evaluation Reform Act – Public Act 096-0861.
PRINCIPAL EVALUATION. The evaluation of principals and assistant principals shall emphasize a growth mindset, and therefore will follow the Association of Washington School Principals (AWSP) Leadership Framework, plus relevant RCWs and WACs, and must include the following:
PRINCIPAL EVALUATION. The Association will distribute principal evaluation forms to its members which may be completed by all teachers. All evaluations shall include recommendations for improvement. All completed forms signed and unsigned will be forwarded to the Association President. The Association President will distribute copies of each completed form to the Building Principal and a copy shall be retained for the Association. These completed forms will be forwarded by the second Friday in December to the Building Principal and the Association President. Conferences between the teacher and Building Principal may be held. If requested, the teacher may have association representation. Xxxxx-Xxxxxxx School District Evaluation Information Overview pages 3-5 Student Learning Objectives (SLO’s) Procedures and Guidelines page 6 SLO Growth Rating Chart page 7 Evaluator’s Record for Teacher Evaluation pages 8-9 Teacher Performance Evaluation Rubric pages 10-15 Teacher Self-Assessment Summary Tool page 16 Teacher Professional Growth Plan page 17 Teacher Standards Pre-Observation Form pages 18-19 Post Conference Sample Questions page 20 Improvement Plan pages 21-23 Final Summative Rating of Teacher Effectiveness Form page 24 Evaluation Committee page 25 Xxxxx-Xxxxxxx Local School District Information and Guidelines School Year PURPOSE: The purpose of the Xxxxx-Xxxxxxx School District Evaluation Manual is to provide teachers and evaluators with a user-friendly resource so they know exactly what needs to be completed and are prepared for the evaluation process. EVALUATION Guidelines If you are: ● Rated “Ineffective” or on a Probationary contract, you will complete a full-cycle evaluation plus one additional observation.
