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.
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.
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.
PROFESSIONAL STAFF EVALUATION. A Statement of Philosophy The purpose of Professional Staff Evaluation for the Xxxxxxxx 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. STAFF EVALUATION PROCEDURES 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 ...
PROFESSIONAL STAFF EVALUATION. A. Professional Staff evaluations shall be in keeping with Section 1249 of the Revised School Code, MCL 380.1249.
