Common use of Retention and Promotion Decisions/Removal of Poorly Performing Teachers Clause in Contracts

Retention and Promotion Decisions/Removal of Poorly Performing Teachers. 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 inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/nonrenewal of poorly performing teachers. The removal of poorly performing teachers shall be in accordance with the Ohio Revised Code and any applicable provisions of the Collective Bargaining Agreement with the TTA. Nothing in this policy will be deemed to prevent the Board from exercising its rights to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the collective bargaining agreement in effect between it and the TTA. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to nonrenew a teacher evaluated under this policy in accordance with R.C. 3319.11 notwithstanding the teacher’s summative rating. R.C. 3319.02, 3319.11, 3319.111, 3319.112, 3319.22, 3319.222, 3319.226, 3319.26, 3319.58, 3333.0411 A.C. 3301-35-03(A) Professional school counselors offer students access to high-quality services that support students' academic, career and social/emotional development. The Board evaluates school counselors in accordance with State law and the standards-based statewide counselor evaluation framework adopted by the State Board of Education (SBOE). The framework is aligned with the Ohio Standards for School Counselors. The Board directs the Superintendent/designee to implement this policy in accordance with State law. The policy becomes operative at the expiration of any collective bargaining agreement covering school counselors that is in effect on September 29, 2015. The requirements of this policy prevail over any conflicting provisions of collective bargaining agreements entered into on or after September 29, 2015. Annually, the Board submits to the Ohio Department of Education (ODE) a report regarding implementation of this policy. The name of, or any personally identifiable information about, any counselor reported in compliance with this provision cannot be required. School counselors are assigned an effectiveness rating of Accomplished, Skilled, Developing or Ineffective. Each school counselor is evaluated based on multiple factors including performance on all areas identified by the standards for school counselors and the ability to produce positive student outcomes using metrics in order to determine the holistic final summative rating of effectiveness in accordance with the Ohio Counselor Evaluation Rubric. The choice of metrics for student outcomes will be determined locally and will include information from the school or District's report card when appropriate. Counselors on a limited contract who are under consideration for renewal/nonrenewal shall receive three formal observations in addition to periodic informal observations. Counselors will be provided with a written report of the evaluation results. Observations will only occur when a counselor is engaged in activities which are not confidential in nature. School counselor with a continuing contract who receive an effectiveness rating of Accomplished on the counselor's most recent evaluations maybe evaluated once every three years as long as the counselor receives a score of Skilled or higher on all student outcome metrics. School counselors with a continuing contract who receive an effectiveness rating of Skilled on the counselors’ most recent evaluations may be evaluated once every two years as long as the counselor receives a score of Skilled or higher on all student outcome metrics. The evaluator will conduct at least one observation and one conference with the counselor in any year a formal evaluation will not take place. The Superintendent/designee may elect not to conduct an evaluation in the following circumstances:

Retention and Promotion Decisions/Removal of Poorly Performing Teachers. It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of instruction, enhance student learning learning, and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/nonrenewal non-renewal of poorly performing teachers. The removal of poorly performing teachers shall be in accordance with the Ohio Revised Code and any applicable provisions of the Collective Bargaining Agreement collective bargaining agreement with the TTA. Nothing in this policy will be deemed to prevent the Board from exercising its rights right to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the collective bargaining agreement in effect between it and the TTA. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to nonrenew non-renew a teacher evaluated under this policy in accordance with R.C. 3319.11 O.R.C. 3119.11 notwithstanding the teacher’s final summative rating. Legal R.C. 3319.02, 3319.11, 3319.111, 3319.112, 3319.114, 3319.22, 3319.222, 3319.223, 3319.226, 3319.26, 3319.58, 3333.0411 A.C. 3301-35-03(A) Sub. 216 (2018), H.B. 362 H.B. 64 (2015) Professional school counselors offer students access to high-quality services that support students' academic, career and social/emotional development. The Board evaluates school counselors in accordance with State law and the standards-based statewide counselor evaluation framework adopted by the State Board of Education (SBOE). The framework is aligned with the Ohio Standards for School Counselors. The Board directs the Superintendent/designee to implement this policy in accordance with State law. The policy becomes operative at the expiration of any collective bargaining agreement covering school counselors that is in effect on September 29, 2015. The requirements of this policy prevail over any conflicting provisions of collective bargaining agreements entered into on or after September 29, 2015. Annually, the Board submits to the Ohio Department of Education (ODE) a report regarding implementation of this policy. The name of, or any personally identifiable information about, any counselor reported in compliance with this provision cannot be required. School counselors are assigned an effectiveness rating of Accomplished, Skilled, Developing or Ineffective. Each school counselor is evaluated based on multiple factors including performance on all areas identified by the standards for school counselors and the ability to produce positive student outcomes using metrics in order to determine the holistic final summative rating of effectiveness in accordance with the Ohio Counselor Evaluation Rubric. The choice of metrics for student outcomes will be determined locally and will include information from the school or District's report card when appropriate. Counselors on a limited contract who are under consideration for renewal/nonrenewal shall receive three formal observations in addition to periodic informal observations. Counselors will be provided with a written report of the evaluation results. Observations will only occur when a counselor is engaged in activities which are not confidential in nature. School counselor with a continuing contract who receive an effectiveness rating of Accomplished on the counselor's most recent evaluations maybe evaluated once every three years as long as the counselor receives a score of Skilled or higher on all student outcome metrics. School counselors with a continuing contract who receive an effectiveness rating of Skilled on the counselors’ most recent evaluations may be evaluated once every two years as long as the counselor receives a score of Skilled or higher on all student outcome metrics. The evaluator will conduct at least one observation and one conference with the counselor in any year a formal evaluation will not take place. The Superintendent/designee may elect not to conduct an evaluation in the following circumstances:

Retention and Promotion Decisions/Removal of Poorly Performing Teachers. 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 inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/nonrenewal of poorly performing teachers. The removal of poorly performing teachers shall be in accordance with the Ohio Revised Code and any applicable provisions of the Collective Bargaining Agreement with between the TTABoard and the MEA. Nothing in this policy will be deemed to prevent the Board from exercising its rights to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the collective bargaining agreement in effect between it and the TTAMEA. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to nonrenew a teacher evaluated under this policy in accordance with R.C. 3319.11 notwithstanding the teacher’s summative rating. R.C. 3319.02, 3319.11, 3319.111, 3319.112, 3319.22, 3319.222, 3319.226, 3319.226 R.C. 3319.26, 3319.58, 3333.0411 A.C. 3301-35-03(A) Professional school counselors offer students access to high-quality services that support students' academic, career and social/emotional development. APPENDIX F The Board evaluates school counselors in accordance with State law and the of Education is responsible for a standards-based statewide school counselor evaluation policy which conforms to the framework adopted for the evaluation of school counselors as approved by the State Board of Education (SBOE). The framework is aligned and aligns with the Ohio “Standards for School Counselors. The Board directs the Superintendent/designee to implement this policy ” as set forth in accordance with State law. The policy becomes operative at Board of Education adopts the expiration Ohio School Counselor Evaluation System (OSCES) as approved by the State Board of any collective bargaining agreement covering Education. The Board believes school counselors that is play a critical role in effect on September 29, 2015supporting student learning and success and maintaining a positive school environment. The requirements standards based system of this school counselor evaluations is designed to provide meaningful and consistent feedback to support counselor professional growth and inform employment decisions. This policy prevail over any conflicting provisions shall be implemented as set forth herein. This policy has been developed in consultation with school counselors. The Board authorizes the Superintendent to establish and maintain an ongoing Maplewood Evaluation Committee, with continuing participation by District counselors for the express purpose of collective bargaining agreements entered into on or after September 29, 2015. Annually, recommending necessary changes to the Board submits to for the Ohio Department of Education (ODE) a report regarding implementation of this policy. The name of, or any personally identifiable information about, any counselor reported in compliance with this provision cannot be required. School counselors are assigned an effectiveness rating of Accomplished, Skilled, Developing or Ineffective. Each school counselor is evaluated based on multiple factors including performance on all areas identified by the standards for school counselors and the ability to produce positive student outcomes using metrics in order to determine the holistic final summative rating of effectiveness in accordance with the Ohio Counselor Evaluation Rubric. The choice of metrics for student outcomes will be determined locally and will include information from the school or District's report card when appropriate. Counselors on a limited contract who are under consideration for renewal/nonrenewal shall receive three formal observations in addition to periodic informal observations. Counselors will be provided with a written report appropriate revision of the evaluation results. Observations will only occur when a counselor is engaged in activities which are not confidential in nature. School counselor with a continuing contract who receive an effectiveness rating of Accomplished on the counselor's most recent evaluations maybe evaluated once every three years as long as the counselor receives a score of Skilled or higher on all student outcome metrics. School counselors with a continuing contract who receive an effectiveness rating of Skilled on the counselors’ most recent evaluations may be evaluated once every two years as long as the counselor receives a score of Skilled or higher on all student outcome metrics. The evaluator will conduct at least one observation and one conference with the counselor in any year a formal evaluation will not take place. The Superintendent/designee may elect not to conduct an evaluation in the following circumstances:policy.