Common use of Summative Conference Clause in Contracts

Summative Conference. Prior to the Administrator preparing the three-year written summative report, a summative conference between the Administrator and the bargaining unit member will take place. The summative conference is a review of previously collected/shared information. Data from formal classroom observations, walk-throughs, the professional portfolio, and the 3- Year professional development goal process will serve as the basis for this review. During the conference, the bargaining unit member will have an opportunity to explain how the information and/or material reflect on his/her performance and respond to any questions the administrator may have. If needed, each bargaining unit member will have the opportunity to provide additional information that s/he wishes to be considered after the conference concludes. Prior to the last scheduled day of the school year, the Administrator completes the process by writing the Summative Evaluation (using the format for a three-year evaluation provided in this appendix) and submitting it to the bargaining unit member. The narrative should be based on the evidence collected by both the bargaining unit member and the Administrator and the discussion(s) about these artifacts. The bargaining unit member will be given an opportunity to submit a written response to the Summative Report. The Summative Report, and any response, becomes part of the bargaining unit member’s personnel file. If the bargaining unit member is dissatisfied with this summative report, s/he may request an additional conference. Thereafter, the bargaining unit member shall sign the report. Such signature shall indicate only that the report has been read and understood by the bargaining unit member and does not necessarily indicate agreement with the contents thereof. DIFFERENTIATED TEACHER EVALUATION PLAN Changes in Assignment of Levels An administrator may move an experienced bargaining unit member from Level Two to Level One of this plan. Prior to this action being taken, the administrator must communicate in writing at least 10 calendar days prior to the conference that there are concerns that could result in a change in levels. At the conference where the level will be changed, the administrator will identify and communicate, in writing, areas of concern to help the bargaining unit member in setting annual goals to start the Level One process. This communication will be placed in the bargaining unit member’s personnel file. An experienced bargaining unit member’s placement on Level One of the plan will be reviewed as part of the annual summative conference of Level One. At that time, the placement on Level One may be continued, or the bargaining unit member may be returned to Level Two. This decision will be communicated as part of the written annual summative report. An experienced bargaining unit member who has been placed on Level One and completed at least one calendar year at that level, and is having difficulty fulfilling requirements of acceptable teaching practices, may be placed on a Performance Improvement Plan. DIFFERENTIATED TEACHER EVALUATION PLAN Performance Improvement Plan A Performance Improvement Plan is intended for those bargaining unit members who are not adequately fulfilling or are having difficulty fulfilling the requirements of acceptable teaching practices. The intent of this program is to assist the bargaining unit member in meeting the standards of acceptable instruction, effective class management, or other components of teaching (see Guidelines for Certified Staff). When a bargaining unit member is placed on this level, the Administrator will notify the bargaining unit member of the problem and provide recommendations for improvement using the following format:

Summative Conference. Prior to the Administrator preparing the three-year written summative report, a summative conference between the Administrator and the bargaining unit member will take place. The summative conference is a review of previously collected/shared information. Data from formal classroom observations, walk-throughs, the professional portfolio, and the 3- Year professional development goal annual goals process will serve as the basis for this review. During the conference, the bargaining unit member will have an opportunity to explain how the information and/or material reflect on his/her performance and respond to any questions the administrator may have. If needed, each Each bargaining unit member will have the opportunity to provide additional information that s/he wishes to be considered after the conference concludes. Prior to the last scheduled day of the school year, the Administrator completes the process by writing the Summative Evaluation (using the format for a three-year evaluation an Annual Evaluation for Level One provided in this appendix) and submitting it to the bargaining unit member. The narrative should be based on the evidence collected by both the bargaining unit member and the Administrator and the discussion(s) about these artifacts. The bargaining unit member will be given an opportunity to submit a written response to the Summative Report. The Summative Report, and any response, becomes part of the bargaining unit member’s personnel file. If the bargaining unit member is dissatisfied with this summative report, s/he may request an additional conference. Thereafter, the bargaining unit member shall sign the report. Such signature shall indicate only that the report has been read and understood by the bargaining unit member and does not necessarily indicate agreement with the contents thereof. Components: DIFFERENTIATED TEACHER EVALUATION PLAN Changes in Assignment of Levels An administrator may move an experienced bargaining unit member from Level Two to Level One of this plan. Prior to this action being taken, the administrator must communicate in writing at least 10 calendar days prior to the conference that there are concerns that could result in a change in levels. At the conference where the level will be changed, the administrator will identify and communicate, in writing, areas of concern to help the bargaining unit member in setting annual goals to start the Level One process. This communication will be placed in the bargaining unit member’s personnel file. An experienced bargaining unit member’s placement on Level One of the plan will be reviewed as part of the annual summative conference of Level One. At that time, the placement on Level One may be continued, or the bargaining unit member may be returned to Level Two. This decision will be communicated as part of the written annual summative report. An experienced bargaining unit member who has been placed on Level One and completed at least one calendar year at that level, and is having difficulty fulfilling requirements of acceptable teaching practices, may be placed on a Performance Improvement Plan. DIFFERENTIATED TEACHER EVALUATION PLAN Performance Improvement Plan A Performance Improvement Plan is intended for those bargaining unit members who are not adequately fulfilling or are having difficulty fulfilling the requirements of acceptable teaching practices. The intent of this program is to assist the bargaining unit member in meeting the standards of acceptable instruction, effective class management, or other components of teaching (see Guidelines for Certified Staff). When a bargaining unit member is placed on this level, the Administrator will notify the bargaining unit member of the problem and provide recommendations for improvement using the following format:

Summative Conference. Prior to the Administrator preparing the three-year written summative report, a summative conference between the Administrator and the bargaining unit member will take place. The summative conference is a review of previously collected/shared information. Data from formal classroom observations, walk-throughs, the professional portfolio, and the 3- Year professional development goal annual goals process will serve as the basis for this review. During the conference, the bargaining unit member will have an opportunity to explain how the information and/or material reflect on his/her performance and respond to any questions the administrator may have. If needed, each Each bargaining unit member will have the opportunity to provide additional information that s/he wishes to be considered after the conference concludes. Prior to the last scheduled day of the school year, the Administrator completes the process by writing the Summative Evaluation (using the format for a three-year evaluation an Annual Evaluation for Level One provided in this appendix) and submitting it to the bargaining unit member. The narrative should be based on the evidence collected by both the bargaining unit member and the Administrator and the discussion(s) about these artifacts. The bargaining unit member will be given an opportunity to submit a written response to the Summative Report. The Summative Report, and any response, becomes part of the bargaining unit member’s personnel file. If the bargaining unit member is dissatisfied with this summative report, s/he may request an additional conference. Thereafter, the bargaining unit member shall sign the report. Such signature shall indicate only that the report has been read and understood by the bargaining unit member and does not necessarily indicate agreement with the contents thereof. DIFFERENTIATED TEACHER EVALUATION PLAN Changes in Assignment of Levels An administrator may move an experienced bargaining unit member from Level Two to Level One of this plan. Prior to this action being taken, the administrator must communicate in writing at least 10 calendar days prior to the conference that there are concerns that could result in a change in levels. At the conference where the level will be changed, the administrator will identify and communicate, in writing, areas of concern to help the bargaining unit member in setting annual goals to start the Level One process. This communication will be placed in the bargaining unit member’s personnel file. An experienced bargaining unit member’s placement on Level One of the plan will be reviewed as part of the annual summative conference of Level One. At that time, the placement on Level One may be continued, or the bargaining unit member may be returned to Level Two. This decision will be communicated as part of the written annual summative report. An experienced bargaining unit member who has been placed on Level One and completed at least one calendar year at that level, and is having difficulty fulfilling requirements of acceptable teaching practices, may be placed on a Performance Improvement Plan. DIFFERENTIATED TEACHER EVALUATION PLAN Performance Improvement Plan A Performance Improvement Plan is intended for those bargaining unit members who are not adequately fulfilling or are having difficulty fulfilling the requirements of acceptable teaching practices. The intent of this program is to assist the bargaining unit member in meeting the standards of acceptable instruction, effective class management, or other components of teaching (see Guidelines for Certified Staff). When a bargaining unit member is placed on this level, the Administrator will notify the bargaining unit member of the problem and provide recommendations for improvement using the following formatComponents:

Summative Conference. Prior to the Administrator preparing the three-year written summative report, a summative conference between the Administrator and the bargaining unit member teacher will take place. The summative conference is a review of previously collected/shared information. Data from formal classroom observations, walk-throughs, the professional portfolio, and the 3- Year professional development goal process will serve as the basis for this review. During the conference, the bargaining unit member teacher will have an opportunity to explain how the information and/or material reflect reflects on his/her performance and respond to any questions the administrator may have. If needed, each bargaining unit member teacher will have the opportunity to provide additional information that s/he wishes to be considered after the conference concludes. Prior to the last scheduled day of the school year, the Administrator completes the process by writing the Summative Evaluation (using the format for a three-year evaluation provided in this appendix) and submitting it to the bargaining unit memberteacher. The narrative should be based on the evidence collected by both the bargaining unit member teacher and the Administrator and the discussion(s) about these artifacts. The bargaining unit member teacher will be given an opportunity to submit a written response to the Summative Report. The Summative Report, and any response, becomes part of the bargaining unit memberteacher’s personnel file. If the bargaining unit member employee is dissatisfied with this summative report, s/he may request an additional conference. Thereafter, the bargaining unit member employee shall sign the report. Such signature shall indicate only that the report has been read and understood by the bargaining unit member employee and does not necessarily indicate agreement with the contents thereof. DIFFERENTIATED TEACHER EVALUATION PLAN Changes in Assignment of Levels An administrator may move an experienced bargaining unit member teacher from Level Two to Level One of this plan. Prior to this action being taken, the administrator must communicate in writing at least 10 calendar days prior to the conference that there are concerns that could result in a change in levels. At the conference where the level will be changed, the administrator will identify and communicate, in writing, areas of concern to help the bargaining unit member teacher in setting annual goals to start the Level One process. This communication will be placed in the bargaining unit memberteacher’s personnel file. An experienced bargaining unit memberteacher’s placement on Level One of the plan will be reviewed as part of the annual summative conference of Level One. At that time, the placement on Level One may be continued, or the bargaining unit member teacher may be returned to Level Two. This decision will be communicated as part of the written annual summative report. An experienced bargaining unit member teacher who has been placed on Level One and completed at least one calendar year at that level, and is having difficulty fulfilling requirements of acceptable teaching practices, may be placed on a Performance Improvement Plan. DIFFERENTIATED TEACHER EVALUATION PLAN Performance Improvement Plan A Performance Improvement Plan is intended for those bargaining unit members teachers who are not adequately fulfilling or are having difficulty fulfilling the requirements of acceptable teaching practices. The intent of this program is to assist the bargaining unit member teacher in meeting the standards of acceptable instruction, effective class management, or other components of teaching (see Guidelines for Certified Staff). When a bargaining unit member teacher is placed on this level, the Administrator will notify the bargaining unit member teacher of the problem and provide recommendations for improvement using the following format: