Substitute Needed Yes No. 4. If ½ day leave a.m. or p.m. ESTIMATED EXPENSES: Current cost for a substitute # of day(s) x $ =$ Transportation ($.32.5/mile or other) $ Lodging # of day(s) x $ =$ Meals ($30.00 limit) $ Registration $ Parking $ Miscellaneous (Description): $ Total Estimate $ Please describe funding source (e.g. name of grant, scholarship, fund, etc.): Are you a member of the Sponsoring Organization? If you are a member, do you hold any special position? Principal’s recommendation and comments: (For Office Use) Date Received: Approved Not Approved Superintendent *The meeting brochure must be attached. *Professional Meeting Report attached, if approved, to be completed upon return from conference/workshop *Must be received by the Superintendent 7 days in advance of trip *Would you be willing to share your experience at a faculty meeting or present during a school in- service? APPENDIX E NEW TRANSFER OF SICK LEAVE FORM NAME OF EMPLOYEE: SCHOOL: POSITION: I , [employee name] hereby transfer to , [named transfer to] who is a member of the bargaining unit the total amount of sick leave days. This transfer is to be effective immediately and I certify that I have at least days available in my leave account. SIGNED DATE Ohio Teacher Evaluation System Assessment of Teacher Performance Teacher Performance Evaluation Rubric The Teacher Performance Evaluation Rubric is intended to be scored holistically. This means that evaluators will assess which level provides the best overall description of the teacher. The scoring process is expected to occur upon completion of each thirty (30) minute observation and post-conference. The evaluator is to consider evidence gathered during the pre-observation conference, the observation, the post-observation conference, and classroom walkthroughs (if applicable). When completing the performance rubric, please note that evaluators are not expected to gather evidence on all indicators for each observation cycle. Likewise, teachers should not be required to submit additional pieces of evidence to address all indicators. The professionalism section of the rubric may use evidence collected during the pre-observation and post-observation conferences as well as information from the Professional Growth and/or Improvement Plan (if applicable). INSTRUCTIONAL PLANNING Ineffective Developing Skilled Accomplished
