Common use of STAFF EVALUATION Clause in Contracts

STAFF EVALUATION. In the Tahlequah School District evaluation is defined as a mutual endeavor among all staff members and the Board of Education to improve the quality of the educational program. The District and the individual educator jointly accept the responsibility for the improvement of efforts to educate the students in our District. All Tahlequah Public Schools staff members are expected to perform at a minimum within the “effective” (2.80) level in their job classification. Evaluation is a system for documenting the criteria and the evidence of achievement by staff members. (July 2012) The Board of Education of Tahlequah Public School District I035, Tahlequah, Oklahoma, hereby adopts the Tulsa Model Teacher and Leader Effectiveness (TLE) Observation and Evaluation System for all certified employees in compliance with 70 S.O.S Section 6- 101.16 (SB2033). The TLE Observation and Evaluation System is an evidence-based process of teacher evaluation, feedback and support anchored in specific domains, dimensions, and indicators reflecting national best practices and current research regarding effective instruction. (July 2012) The performance of all licensed or certified staff will be evaluated using the Tulsa Model Teacher and Leader Effectiveness (TLE) Observation and Evaluation System as submitted through negotiations and approved by the Board of Education. Each evaluation shall be based upon the evaluator's actual observation of the person being evaluated while performing the job function. The teachers and other non-administrative staff will be evaluated by the certified administrative personnel. (July 2012) Beginning with the 2012-13 school year, the district will evaluate teachers in accordance with the Tulsa TLE model and procedures. Every probationary staff member will be evaluated once prior to November 15 and once prior to February 10. Every career teacher will be evaluated at least once every year. All personnel designated by the Board to conduct the personnel evaluations shall be required to participate in training conducted by the State Department of Education prior to conducting such evaluations. (July 2012) Evaluation reports will be completed on the Tulsa Model TLE observation and evaluation forms and shall be followed by a conference between evaluator and staff member. The forms will be signed by both. A push pin is a less formal yet documented approach to remedy an area(s) of ineffectiveness or needing improvement. If the evaluator rates the staff member at a level 1–Ineffective on any indicator on an observation or an evaluation form, then a PDP will be developed. If the evaluator rates the staff member at a level 2– Needs Improvement on any indicator on an observation or an evaluation form, then a PDP may be developed. Beginning with the 2014-15 school year, a TLE Goal Setting Form may be used after any observation or after an evaluation, in lieu of a PDP when the teacher has no more than 2 ratings of 2–Needs Improvement and has no rating of a 1- Ineffective. Staff members rated with more than 2 ratings of 2–Needs Improvement on an evaluation will receive a PDP. The PDP will follow the prescribed components within the Tulsa Model TLE template in narrative format. (July 2012) (July 2013)(July 2014)(Sept 2014) The evaluator and evaluatee have the opportunity to enter narrative relative to any item on the evaluation instrument through the online evaluation software program. (July 2012) The evaluation report, written explanation of items marked items 1 or 2, and the PDP along with a copy of the observation form will be filed in the staff member's personnel file. A copy of the evaluation and observation form will be placed in the Principal's unofficial file. The file is accessible to the staff member, Personnel Director, the Board of Education, the evaluator, the in-district administrative staff to which the staff member applies for transfer, and only those others designated by the teacher. (July 2012) The district shall make every reasonable effort to give all necessary support and assistance to teachers with respect to maintenance of an appropriate learning environment in the classroom. Whenever a pupil requires the attention of counselors, administrators, or other district professionals, the district shall take steps to insure that the student receives such attention. The procedures, criteria, instruments and process of evaluation will be subject to continuous review and appraisal by the Board of Education and the Association. As they are approved by the Board of Education and the Association, copies of all amendments and changes will be provided to staff members by the Board. Any legislative act, State Department ruling, or court decision which makes any part of this policy unlawful will in no way make the rest of this policy invalid. The second paragraph of Board Policy 4579 is incorporated herein by reference. The improvement plan will be prepared by the immediate director, supervisor or administrator of the employee being required to improve. The plan will state the deficiency in question, the manner in which the employee should improve, (a statement by the person in charge as to what they will do to assist with the improvement and a statement by the employee as to what they will do to improve) and a definite and reasonable time for a review conference, not to exceed 30 days. At the review conference, either a satisfactory improvement is signed off by both parties or a second conference period is scheduled, not to exceed 30 days. It will be stated that if satisfactory improvement is not made by the second conference period deadline, the Superintendent will be presented the plan for review. If appropriate, the Superintendent will submit a recommendation to the Board of Education for dismissal or non-renewal. (July 2011)

STAFF EVALUATION. In the Tahlequah School District evaluation is defined as a mutual endeavor among all staff members and the Board of Education to improve the quality of the educational program. The District and the individual educator jointly accept the responsibility for the improvement of efforts to educate the students in our District. All Tahlequah Public Schools staff members are expected to perform at a minimum within the “effective” (2.80) level in their job classification. Evaluation is a system for documenting the criteria and the evidence of achievement by staff members. (July 2012) The Board of Education of Tahlequah Public School District I035, Tahlequah, Oklahoma, hereby adopts the Tulsa Model Teacher and Leader Effectiveness (TLE) Observation and Evaluation System for all certified employees in compliance with 70 S.O.S Section 6- 101.16 (SB2033). The TLE Observation and Evaluation System is an evidence-based process of teacher evaluation, feedback and support anchored in specific domains, dimensions, and indicators reflecting national best practices and current research regarding effective instruction. (July 2012) The performance of all licensed or certified staff will be evaluated using the Tulsa Model Teacher and Leader Effectiveness (TLE) Observation and Evaluation System as submitted through negotiations and approved by the Board of Education. Each evaluation shall be based upon the evaluator's actual observation of the person being evaluated while performing the job function. The teachers and other non-administrative staff will be evaluated by the certified administrative personnel. (July 2012) Beginning with the 2012-13 school year, the district will evaluate teachers in accordance with the Tulsa TLE model and procedures. Every probationary staff member will be evaluated once prior to November 15 and once prior to February 10. Every career teacher will be evaluated at least once every year. All personnel designated by the Board to conduct the personnel evaluations shall be required to participate in training conducted by the State Department of Education prior to conducting such evaluations. (July 2012) A career teacher who received a district evaluation rating of “highly effective” or “ superior” in the previous evaluation may be evaluated once every three years. (July 2018) Evaluation reports will be completed on the Tulsa Model TLE observation and evaluation forms and shall be followed by a conference between evaluator and staff member. The forms will be signed by both. A push pin is a less formal yet documented approach to remedy an area(s) of ineffectiveness or needing improvement. If the evaluator rates the staff member at a level 1–Ineffective on any indicator on an observation or an evaluation form, then a PDP will be developed. If the evaluator rates the staff member at a level 2– Needs Improvement on any indicator on an observation or an evaluation form, then a PDP may be developed. Beginning with the 2014-15 school year, a TLE Goal Setting Form may be used after any observation or after an evaluation, in lieu of a PDP when the teacher has no more than 2 ratings of 2–Needs Improvement and has no rating of a 1- Ineffective. Staff members rated with more than 2 ratings of 2–Needs Improvement on an evaluation will receive a PDP. The PDP will follow the prescribed components within the Tulsa Model TLE template in narrative format. (July 2012) (July 2013)(July 2014)(Sept 2014) The evaluator and evaluatee have the opportunity to enter narrative relative to any item on the evaluation instrument through the online evaluation software program. (July 2012) The evaluation report, written explanation of items marked items 1 or 2, and the PDP along with a copy of the observation form will be filed in the staff member's personnel file. A copy of the evaluation and observation form will be placed in the Principal's unofficial file. The file is accessible to the staff member, Personnel Director, the Board of Education, the evaluator, the in-district administrative staff to which the staff member applies for transfer, and only those others designated by the teacher. (July 2012) The district shall make every reasonable effort to give all necessary support and assistance to teachers with respect to maintenance of an appropriate learning environment in the classroom. Whenever a pupil requires the attention of counselors, administrators, or other district professionals, the district shall take steps to insure that the student receives such attention. The procedures, criteria, instruments and process of evaluation will be subject to continuous review and appraisal by the Board of Education and the Association. As they are approved by the Board of Education and the Association, copies of all amendments and changes will be provided to staff members by the Board. Any legislative act, State Department ruling, or court decision which makes any part of this policy unlawful will in no way make the rest of this policy invalid. The second paragraph of Board Policy 4579 is incorporated herein by reference. The improvement plan will be prepared by the immediate director, supervisor or administrator of the employee being required to improve. The plan will state the deficiency in question, the manner in which the employee should improve, (a statement by the person in charge as to what they will do to assist with the improvement and a statement by the employee as to what they will do to improve) and a definite and reasonable time for a review conference, not to exceed 30 days. At the review conference, either a satisfactory improvement is signed off by both parties or a second conference period is scheduled, not to exceed 30 days. It will be stated that if satisfactory improvement is not made by the second conference period deadline, the Superintendent will be presented the plan for review. If appropriate, the Superintendent will submit a recommendation to the Board of Education for dismissal or non-renewal. (July 2011)

STAFF EVALUATION. In the Tahlequah School District evaluation is defined as a mutual endeavor among all staff members and the Board of Education to improve the quality of the educational program. The District and the individual educator jointly accept the responsibility for the improvement of efforts to educate the students in our District. All Tahlequah Public Schools staff members are expected to perform at a minimum within the “effective” (2.80) level in their job classification. Evaluation is a system for documenting the criteria and the evidence of achievement by staff members. (July 2012) The Board of Education of Tahlequah Public School District I035, Tahlequah, Oklahoma, hereby adopts the Tulsa Model Teacher and Leader Effectiveness (TLE) Observation and Evaluation System for all certified employees in compliance with 70 S.O.S Section 6- 101.16 (SB2033). The TLE Observation and Evaluation System is an evidence-based process of teacher evaluation, feedback and support anchored in specific domains, dimensions, and indicators reflecting national best practices and current research regarding effective instruction. (July 2012) The performance of all licensed or certified staff will be evaluated using the Tulsa Model Teacher and Leader Effectiveness (TLE) Observation and Evaluation System as submitted through negotiations and approved by the Board of Education. Each evaluation shall be based upon the evaluator's actual observation of the person being evaluated while performing the job function. The teachers and other non-administrative staff will be evaluated by the certified administrative personnel. (July 2012) Beginning with the 2012-13 school year, the district will evaluate teachers in accordance with the Tulsa TLE model and procedures. Every probationary staff member will be evaluated once prior to November 15 and once prior to February 10. Every career teacher will be evaluated at least once every year. All personnel designated by the Board to conduct the personnel evaluations shall be required to participate in training conducted by the State Department of Education prior to conducting such evaluations. (July 2012) Evaluation reports will be completed on the Tulsa Model TLE observation and evaluation forms and shall be followed by a conference between evaluator and staff member. The forms will be signed by both. A push pin is a less formal yet documented approach to remedy an area(s) of ineffectiveness or needing improvement. If the evaluator rates the staff member at a level 1–Ineffective on any indicator on an observation or an evaluation form, then a PDP will be developed. If the evaluator rates the staff member at a level 2– –Needs Improvement on any indicator on an observation or an evaluation form, then a PDP may be developed. Beginning with the 2014-15 school year, a TLE Goal Setting Form may be used after any observation or after an evaluation, in lieu of a PDP when the teacher has no more than 2 ratings of 2–Needs Improvement and has no rating of a 1- Ineffective. Staff members rated with more than 2 ratings of 2–– Needs Improvement on an evaluation will receive a PDP. The PDP will follow the prescribed components within the Tulsa Model TLE template in narrative format. (July 2012) (July 2013)(July 2014)(Sept 2014) The evaluator and evaluatee have the opportunity to enter narrative relative to any item on the evaluation instrument through the online evaluation software program. (July 2012) The evaluation report, written explanation of items marked items 1 or 2, and the PDP along with a copy of the observation form will be filed in the staff member's personnel file. A copy of the evaluation and observation form will be placed in the Principal's unofficial file. The file is accessible to the staff member, Personnel Director, the Board of Education, the evaluator, the in-district administrative staff to which the staff member applies for transfer, and only those others designated by the teacher. (July 2012) The district shall make every reasonable effort to give all necessary support and assistance to teachers with respect to maintenance of an appropriate learning environment in the classroom. Whenever a pupil requires the attention of counselors, administrators, or other district professionals, the district shall take steps to insure that the student receives such attention. The procedures, criteria, instruments and process of evaluation will be subject to continuous review and appraisal by the Board of Education and the Association. As they are approved by the Board of Education and the Association, copies of all amendments and changes will be provided to staff members by the Board. Any legislative act, State Department ruling, or court decision which makes any part of this policy unlawful will in no way make the rest of this policy invalid. The second paragraph of Board Policy 4579 is incorporated herein by reference. The improvement plan will be prepared by the immediate director, supervisor or administrator of the employee being required to improve. The plan will state the deficiency in question, the manner in which the employee should improve, (a statement by the person in charge as to what they will do to assist with the improvement and a statement by the employee as to what they will do to improve) and a definite and reasonable time for a review conference, not to exceed 30 days. At the review conference, either a satisfactory improvement is signed off by both parties or a second conference period is scheduled, not to exceed 30 days. It will be stated that if satisfactory improvement is not made by the second conference period deadline, the Superintendent will be presented the plan for review. If appropriate, the Superintendent will submit a recommendation to the Board of Education for dismissal or non-renewal. (July 2011)

STAFF EVALUATION. In the Tahlequah School District evaluation is defined as a mutual endeavor among all staff members and the Board of Education to improve the quality of the educational program. The District and the individual educator jointly accept the responsibility for the improvement of efforts to educate the students in our District. All Tahlequah Public Schools staff members are expected to perform at a minimum within the “effective” (2.80) level in their job classification. Evaluation is a system for documenting the criteria and the evidence of achievement by staff members. (July 2012) The Board of Education of Tahlequah Public School District I035, Tahlequah, Oklahoma, hereby adopts the Tulsa Model Teacher and Leader Effectiveness (TLE) Observation and Evaluation System for all certified employees in compliance with 70 S.O.S Section 6- 101.16 (SB2033). The TLE Observation and Evaluation System is an evidence-based process of teacher evaluation, feedback and support anchored in specific domains, dimensions, and indicators reflecting national best practices and current research regarding effective instruction. (July 2012) The performance of all licensed or certified staff will be evaluated using the Tulsa Model Teacher and Leader Effectiveness (TLE) Observation and Evaluation System as submitted through negotiations and approved by the Board of Education. Each evaluation shall be based upon the evaluator's actual observation of the person being evaluated while performing the job function. The teachers and other non-administrative staff will be evaluated by the certified administrative personnel. (July 2012) Beginning with the 2012-13 school year, the district will evaluate teachers in accordance with the Tulsa TLE model and procedures. Every probationary staff member will be evaluated once prior to November 15 and once prior to February 10. Every career teacher will be evaluated at least once every year. All personnel designated by the Board to conduct the personnel evaluations shall be required to participate in training conducted by the State Department of Education prior to conducting such evaluations. (July 2012) A career teacher who received a district evaluation rating of “highly effective” or “superior” in the previous evaluation may be evaluated once every three years. (July 2018) The evaluator has the discretion to conduct a formal evaluation during any time and the teacher can request a formal evaluation during any time. (July 2019) Evaluation reports will be completed on the Tulsa Model TLE observation and evaluation forms and shall be followed by a conference between evaluator and staff member. The forms will be signed by both. A push pin is a less formal yet documented approach to remedy an area(s) of ineffectiveness or needing improvement. If the evaluator rates the staff member at a level 1–Ineffective on any indicator on an observation or an evaluation form, then a PDP will be developed. If the evaluator rates the staff member at a level 2– Needs Improvement on any indicator on an observation or an evaluation form, then a PDP may be developed. Beginning with the 2014-15 school year, a TLE Goal Setting Form may be used after any observation or after an evaluation, in lieu of a PDP when the teacher has no more than 2 ratings of 2–Needs Improvement and has no rating of a 1- Ineffective. Staff members rated with more than 2 ratings of 2–Needs Improvement on an evaluation will receive a PDP. The PDP will follow the prescribed components within the Tulsa Model TLE template in narrative format. (July 2012) (July 2013)(July 2014)(Sept 2014) The evaluator and evaluatee have the opportunity to enter narrative relative to any item on the evaluation instrument through the online evaluation software program. (July 2012) The evaluation report, written explanation of items marked items 1 or 2, and the PDP along with a copy of the observation form will be filed in the staff member's personnel file. A copy of the evaluation and observation form will be placed in the Principal's unofficial file. The file is accessible to the staff member, Personnel Director, the Board of Education, the evaluator, the in-district administrative staff to which the staff member applies for transfer, and only those others designated by the teacher. (July 2012) The district shall make every reasonable effort to give all necessary support and assistance to teachers with respect to maintenance of an appropriate learning environment in the classroom. Whenever a pupil requires the attention of counselors, administrators, or other district professionals, the district shall take steps to insure that the student receives such attention. The procedures, criteria, instruments and process of evaluation will be subject to continuous review and appraisal by the Board of Education and the Association. As they are approved by the Board of Education and the Association, copies of all amendments and changes will be provided to staff members by the Board. Any legislative act, State Department ruling, or court decision which makes any part of this policy unlawful will in no way make the rest of this policy invalid. The second paragraph of Board Policy 4579 is incorporated herein by reference. The improvement plan will be prepared by the immediate director, supervisor or administrator of the employee being required to improve. The plan will state the deficiency in question, the manner in which the employee should improve, (a statement by the person in charge as to what they will do to assist with the improvement and a statement by the employee as to what they will do to improve) and a definite and reasonable time for a review conference, not to exceed 30 days. At the review conference, either a satisfactory improvement is signed off by both parties or a second conference period is scheduled, not to exceed 30 days. It will be stated that if satisfactory improvement is not made by the second conference period deadline, the Superintendent will be presented the plan for review. If appropriate, the Superintendent will submit a recommendation to the Board of Education for dismissal or non-renewal. (July 2011)