Common use of Reports and Conferences Clause in Contracts

Reports and Conferences. D-7.5.1 The evaluator shall discuss progress with each probationary employee and provide a written progress report by January 30. The written progress report will include performance expectations, performance indicators, strategies, and a reasonable timeline for improvement. D-7.5.2 The evaluator shall provide each employee with a summative evaluation draft no later than April 15. The draft should include preliminary ratings for both Professional Practice and Measures of Student Learning. Any probationary teachers who will be non- renewed for any reason, must receive their draft summative evaluation prior to the non-renewal notice. D-7.5.3 The summative evaluation must be finalized in MyPassport by May 1, and ratings must include a Professional Practice, Measures of Student Learning, and Overall Effectiveness Rating. A probationary employee whose performance has been determined to be such as to justify dismissal or non-renewal by the principal may request a review of the decision by the Superintendent or his/her/their designee. The decision of the Superintendent or his/her/their designee shall be final. D-8 NON-PROBATIONARY EMPLOYEES: LEVEL I Level one is designated to encourage risk taking, reduce the stress often attached to the evaluation process, and build a sense of collaboration between the employee and the evaluator. The process should be meaningful and relevant while allowing for a great deal of flexibility and streamlining. The employee, in collaboration with the designated evaluator, is responsible for orchestrating his/her/their own evaluation in accordance with BVSD’s data collection and reporting procedures. By September 15, the evaluator will meet with employees, individually, or in a general meeting, to authorize the evaluation process, timelines, clarify roles, and discuss how the parties involved will work with one another throughout the process. The educator will draft an evaluation plan which will include conducting a self- reflection, setting SMART professional growth goals, identifying his/her/their current and desired state, and any additional information relevant to the goal.

Reports and Conferences. D-7.5.1 The evaluator shall discuss progress with each probationary employee and provide a written progress report by January 30. The written progress report will include performance expectations, performance indicators, strategies, and a reasonable timeline for improvement. D-7.5.2 The evaluator shall provide each employee with a summative evaluation draft no later than April 15. The draft should include preliminary ratings for both Professional Practice and Measures of Student Learning. Any probationary teachers who will be non- non-renewed for any reason, must receive their draft summative evaluation prior to the non-renewal notice. D-7.5.3 The summative evaluation must be finalized in MyPassport COPMS by May 1, and ratings must include a Professional Practice, Measures of Student Learning, and Overall Effectiveness Rating. A probationary employee whose performance has been determined to be such as to justify dismissal or non-renewal by the principal may request a review of the decision by the Superintendent or his/her/their designee. The decision of the Superintendent or his/her/their designee shall be final. D-8 NON-PROBATIONARY EMPLOYEES: LEVEL I Level one is designated to encourage risk taking, reduce the stress often attached to the evaluation process, and build a sense of collaboration between the employee and the evaluator. The process should be meaningful and relevant while allowing for a great deal of flexibility and streamlining. The employee, in collaboration with the designated evaluator, is responsible for orchestrating his/her/their own evaluation in accordance with BVSD’s data collection and reporting procedures. By September 15, the evaluator will meet with employees, individually, or in a general meeting, to authorize the evaluation process, timelines, clarify roles, and discuss how the parties involved will work with one another throughout the process. The educator will draft an evaluation plan which will include conducting a self- reflection, setting SMART professional growth goals, identifying his/her/their current and desired state, and any additional information relevant to the goal. a. The evaluation plan will also include professional learning activities to meet those goals or to enhance professional practice, particularly those to be submitted for tuition reimbursement or movement on the salary schedule. By October 15, the educator and administrator will meet to collaboratively review the self-reflection, finalize the priority growth goals, the overall evaluation plan, and determine Measures of Student Learning. 3.1 Strategies for conducting the evaluation process and collecting data to document progress are flexible. The following options and/or a combination of several might be considered: a. structured approach using the five effectiveness standards b. classroom observations with pre and post conferences c. portfolio approach – possibly utilizing peer, parent and/or student input d. involvement of peers, parents and/or students in a team approach e. self-evaluation coupled with one or more of the above