PROFESSIONAL STAFF EVALUATION Sample Clauses
PROFESSIONAL STAFF EVALUATION. The Association recognizes the right, duty and responsibility of administrators to make continuous evaluation of the performance of personnel for the purpose of providing a sound basis for personnel improvement and evaluation of personnel effectiveness. This evaluation should serve to identify personnel strengths and limitations through use of the accepted evaluation form. All observations and evaluations shall be done openly with the personnel being evaluated. Any written evaluation shall, after a review by both parties, be signed by each and a copy of the evaluation given to the person being evaluated. Evaluation should be a continuous process with professional growth being the basic goal. All bargaining unit members must be formally evaluated each year, except as otherwise provided in this Article.
PROFESSIONAL STAFF EVALUATION. 24.1 Members of the bargaining unit to whom R.C. 3319.111 applies shall be evaluated in compliance with the law and with the Ohio Department of Education’s Ohio Teacher Evaluation System (OTES), including the prescribed forms, as may be amended by action of the Board pursuant to this Article. Each year a district committee of administrators and professional staff shall work cooperatively in developing, reviewing, revising, or updating the evaluation process as it applies to members of the bargaining unit. The Superintendent or his/her designee shall be a member and the chair of the committee, which shall also consist of three (3) persons appointed by the Superintendent and three (3) persons appointed by the Association President. This standing committee shall meet no later than November 15th of each school year and otherwise at the call of the chair. Its function shall be to formulate proposals concerning the development, review, revision, or updating of the professional evaluation instrument(s) used for members of the bargaining unit. Once any such proposal is formulated by the committee, it shall be presented to the Superintendent, who shall make a recommendation to the Board to approve, modify, or reject same. Any action by the Superintendent in making such a recommendation and by the Board in acting or not acting thereon shall be final in each of those regards and not grievable or otherwise subject to appeal. The current evaluation process is included at Appendix A for directory purposes in this document and will be distributed to all certificated/licensed staff and administrators to inform all parties of the stages of the evaluation process and any applicable definitions to assist with its implementation. A second attachment, labeled Appendix B, will be developed and distributed to staff who are not evaluated under OTES showing the stages of their evaluation process. Procedures and dates not required by statute shall be directory rather than mandatory in nature.
24.2 Student Growth Measures (SGMs) and Metrics of Student Outcomes Committee The Association and the Board agree to establish a joint committee for the purpose of assessing, reviewing, and making recommendations with regard to Student Growth Measures and Metrics of Student Outcomes. The committee will be comprised of the DEA President or designee, representatives for each school building selected by the DEA President, and up to six (6) administrators appointed by the Superintendent or designe...
PROFESSIONAL STAFF EVALUATION. 1. The performance of all teachers shall be evaluated in writing in accordance with the Ohio Teacher Evaluation System (OTES) model. Such evaluations shall acknowledge areas of reinforcement and refinement.
2. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher.
3. Evaluations shall not be based on unsubstantiated allegations.
4. No teacher shall be evaluated on his/her performance until after observations have been conducted by the evaluator charged with the responsibility of evaluating that teacher.
5. Evaluations of teachers as defined in OTES shall include at least two formal observations of at least 30 minutes and at least two 15-20 minute walkthroughs.
6. All attempts will be made to begin the OTES evaluation cycle on or after September 1, unless mutually agreed upon by both the teacher and the credentialed evaluator.
7. All attempts will be made to complete one (1) full observation cycle during first semester and one (1) full observation during second semester.
8. If a third full observation cycle is warranted, it will take place at a time mutually agreed upon between the teacher and the credentialed evaluator.
9. Each formal observation will include a pre- and post-observation conference. All components of the formal observation will be set at a time mutually agreed upon by both the teacher and credentialed evaluator. All attempts will be made to hold the post- conference without five (5) school days of the observation.
10. All OTES evaluations will be completed by May 1.
11. All evidence, either electronic or hard copy, must be submitted to the credentialed evaluator by May 1.
12. A teacher who received an OTES rating of ineffective or developing in either teacher performance or summative rating will develop a professional improvement plan in collaboration with his or her credentialed evaluator.
13. A copy of the OTES rubric with notations of teacher/evaluator evidence will be provided within five (5) schools days after each post conference.
14. An improvement plan may be initiated at any time by the evaluator based on deficiencies in performance as documented by evidence collected by the evaluator.
15. A teacher who receives a student growth measure rating of least effective or approaching average may have his/her evaluation cycle impacted the next school year.
16. A teacher who wishes to rebut his/her OTES teacher performance rating may do so by placing a letter of r...
PROFESSIONAL STAFF EVALUATION. Teachers, as defined by Revised School Code Section 1249, will be evaluated pursuant to a performance evaluation system consistent with Revised School Code Section 1249 and the Teachers’ Tenure Act. This performance evaluation system will include, as appropriate, the following:
1. a year-end evaluation process that meets statutory standards;
2. The 5D+ Teacher Evaluation shall be the performance evaluation tool unless the District and Association mutually agree to a different evaluation tool that incorporates components required by law, including:
a. locally agreed-on student growth and assessment data or student learning objectives, as defined by Revised School Code Section 1249. The student growth and assessment data or student learning objectives will be locally bargained no later than the first Friday of August;
b. the teacher’s performance; and
c. objective criteria.
3. an individualized development plan (IDP) with performance goals developed by the evaluator in consultation with the teacher, the teacher’s mentor, and/or JEA representative and recommended training designed to improve the teacher’s effectiveness for:
a. all probationary teachers;
b. teachers rated minimally effective or ineffective during the 2023-24 school year;
c. teachers rated needing support or developing; or
d. at the evaluator’s discretion when performance deficiencies are documented and discussed with the teacher.
4. classroom observations of at least 15 minutes each which include, at a minimum, a review of the teacher’s lesson plan, the state curriculum standard used in the lesson, and pupil engagement, with appropriate written feedback within fifteen (15) school days, and a post-observation meeting between the teacher and the school administrator conducting the observation to discuss those items;
5. a mid-year progress report, if required by law, which aligns with the teacher’s individualized development plan, includes specific performance goals developed by the evaluator, and any recommended training identified by the evaluator;
6. a year-end performance evaluation effectiveness rating, of effective, developing, or needing support;
PROFESSIONAL STAFF EVALUATION. 1. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher and no electronic devices shall be used for observation purposes or evaluation purposes without the consent of the teacher.
2. Teachers shall be evaluated in the classroom or work stations for the purpose of child study team members, guidance counselors, nurses, librarians, by persons certified by the New Jersey State Board of Examiners to supervise instruction.
3. A teacher shall have the right, upon request, to review the contents of his/her personnel file and to receive copies, at his/her expense, of any documents contained herein. A teacher shall be entitled to have a representative of the Association accompany him/her during such review. This right of review shall not apply to the employee's initial application for employment and letters of reference from prior employers. The teacher will sign a receipt acknowledging the file review and noting any exceptions to the file content.
4. Except as above, no material derogatory to a teacher's conduct, service, character or personality, shall be placed in his/her personnel file unless the teacher has had an opportunity to review such material. The teacher must acknowledge such review within five (5) work days by affixing his/her signature to the copy to be filed, with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher shall also have the right to submit a written answer to such material and his/her answer shall be reviewed by the superintendent or his/her designee and attached to the file copy.
5. Although the Board agrees to protect the confidentiality of personnel references, academic credentials and other similar documents, it shall not establish any separate personnel file which is not available for the teacher's inspection.
6. Copies of all correspondence to a teacher may be made part of his/her personnel file. Any material made part of the file shall be subject to the provisions of this ARTICLE.
7. Any complaints including hearsay and/or anonymous letters regarding a teacher made to any member of the administration by any parent, student, or other person which are used in any manner in evaluating a teacher shall be promptly investigated and called to the attention of the teacher. The teacher shall be given an opportunity to respond to and/or rebut such complaint, and shall have the right to be represented by...
PROFESSIONAL STAFF EVALUATION. A Statement of Philosophy The purpose of Professional Staff Evaluation for the ▇▇▇▇▇▇▇▇ School District is to improve the quality of teaching performance and, thus, the quality of student learning experiences. Staff evaluation is a never-ending process. Theoretically, evaluation takes place whenever interaction occurs between an evaluator and the evaluatee. Therefore, classroom observations, although necessary and required, are but one technique in an evaluative process. Data used to evaluate individual staff members should be gathered from multiple sources on multiple occasions, but this process must be formalized by a clearly defined set of procedures. In evaluating teacher effectiveness, teacher performance is measured against specific criteria and individually developed goals and objectives, rather than against the performance of other teachers. Self-evaluation is an integral part of this process. In order to be effective the evaluation process requires a cooperative effort between the teacher and the administrator. It must be a process done with people, not to them. Therefore, positive teacher and administrative attitudes toward the evaluation process is critical to its success. The performance of all teachers shall be evaluated in writing. Any formal observation of the teacher shall be done openly by the building principal or assistant principal (or other local administrator) and for the first contractually required formal observation; there shall be notification to the teacher at least the work day prior to such observation. The administrator will inform the teacher of a time frame for each of the subsequent contractually required formal observation(s). Video cameras and tape recorders shall not be used in the evaluation process without the teacher's consent. The Teacher Evaluation Form is primarily designed to be used at a conference between the individual teacher and the administrator. At that conference, this evaluation form will be signed by both the teacher and the administrator. The teacher is asked to evaluate himself/herself using these forms prior to the conference with the administrator. It should be understood, however, that this self-evaluation form will not be part of the teacher's record and will be used only as a basis of discussion at the conference. A copy of the signed evaluation form must be submitted to the Superintendent's office. In addition, the administrator and/or the teacher may choose to submit a narrative statement along ...
PROFESSIONAL STAFF EVALUATION. I. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher and no electronic devices shall be used for observation purposes or evaluation purposes without the consent of the teacher.
PROFESSIONAL STAFF EVALUATION. A. Professional Staff evaluations shall be in keeping with Section 1249 of the Revised School Code, MCL 380.1249.