Retention and Promotion Decisions. The Board adopts the procedures that are identified and explained within the collective bargaining agreement to be used by district administrators in making retention and promotion decisions: Seniority shall not be a basis for making retention decisions, except when deciding between teachers who have comparable evaluations. Comparable evaluations are identified and explained in the Collective Bargaining Agreement.
Retention and Promotion Decisions a. The Board adopts the following procedures to be used by district administrators in using the evaluation results to make retention and promotion decisions: See Article 13 Master Agreement
b. Seniority shall not be a basis for making retention decisions, except when making a decision between teachers who have comparable evaluations.
Retention and Promotion Decisions. If a professional staff member fails to perform his/her assigned responsibilities in a satisfactory manner, dismissal or non-renewal procedures may be invoked. In such instances, all relevant evaluation documents may be used in the proceedings. Promotion decisions do not typically apply to teachers covered by this policy, as they are not currently employed in any discernible hierarchy. If promotions are made, for instance in regard to determining department or grade level heads or chairpersons, such decisions will involve consideration of the eligible teachers’ evaluations. Nothing in this policy prevents the Board from exercising its rights to non-renew, terminate, or suspend a teaching contract as otherwise provided by law, Board policy, or the terms of this Agreement. Seniority shall not be the basis for making retention and promotion decisions, except when choosing between teachers who have comparable evaluations within the affected teaching field. Comparable evaluations shall be defined as follows:
Retention and Promotion Decisions. If a professional staff member fails to perform his/her assigned responsibilities in a satisfactory manner, dismissal or non-renewal procedures may be invoked. In such instances, all relevant evaluation documents may be used in the proceedings. Promotion decisions do not typically apply to teachers covered by this policy, as they are not currently employed in any discernible hierarchy. If promotions are made, for instance in regard to determining department or grade level heads or chairpersons, such decisions will involve consideration of the eligible teachers’ evaluations. Nothing in this policy prevents the Board from exercising its rights to non-renew, terminate, or suspend a teaching contract as otherwise provided by law, Board policy, or the terms of this Agreement. Seniority shall not be the basis for making retention and promotion decisions, except when choosing between teachers who have comparable evaluations within the affected teaching field. Comparable evaluations shall be defined as follows:
1. All teachers with a total score of 75-100 on their most recent evaluation will be deemed comparable to each other.
2. All teachers with a total score of 74 and below will be deemed comparable to each other.
Retention and Promotion Decisions. It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to assist the Superintendent on employment decisions.
Retention and Promotion Decisions. The Board uses evaluation results for the retention and promotion decisions. The Board adopts procedures for use by district administrators in making retention and promotion decisions based on evaluation results. Seniority shall not be a basis for making retention decisions, except when making a decision between teachers who have comparable evaluations.
Retention and Promotion Decisions. The Board adopts the following procedures to be used by district administrators in making retention and promotion decisions: Evaluations hall be considered when making retention (i.e. reduction in force) and promotion (i.e. granting of a continuing contract) decisions. Seniority shall not be a basis for making retention decisions, except when making a decision between teachers who have comparable evaluations. For purposes of this Agreement comparable evaluations shall mean all those teachers with a rating of accomplished, proficient and developing are placed in one group and all those teachers with a rating of ineffective are placed into a separate group.
Retention and Promotion Decisions. The Board shall utilize the Reduction in Force procedure set forth in Article V.C. process for retaining or not retaining a teacher.
Retention and Promotion Decisions. The board shall require at least three formal observations of each teacher who is under consideration for nonrenewal and with whom the board has entered into a limited contract or an extended limited contract under section 3319.11 of the Revised Code. Seniority shall not be a basis for making retention decisions, except when making a decision between teachers who have comparable evaluations. Due to the lack of funding and unknown resources related to state funding issues, the board will attempt to provide ample professional development as funds are available.
Retention and Promotion Decisions. The Board adopts the following procedures to be used by district administrators in making retention and promotion decisions:
i. The most recent three (3) school years' evaluations for affected teachers shall be considered (to the extent the teacher has been employed by the district during that time). Seniority shall not be a basis for making retention decisions, except when making a decision between teachers who have comparable evaluations.
