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. 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. 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: 1. The Administrator will notify the bargaining unit member in writing that s/he will be placed on a Performance Improvement Plan and will identify specific areas of weakness to be addressed. 2. The Administrator will meet with the bargaining unit member within ten (10) working days after the written notice to communicate the areas of weakness and advise the bargaining unit member as to why such weaknesses are unacceptable. The Administrator will discuss with the bargaining unit member a variety of suggestions, approaches, strategies, and behaviors that are acceptable educational practices to remediate the problem. The Administrator may also recommend specific activities that the bargaining unit member would participate in to improve the targeted areas. The administrator will identify data sources that will be used to evaluate improvement. 3. At this meeting, a Performance Improvement Plan Form will be completed collaboratively by the bargaining unit member and the Administrator. Copies of this Improvement Plan will be placed in the bargaining unit member’s file and given to the bargaining unit member.

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. An Components: A. Goal Setting – Three-year Cycle: Working collaboratively with the building administrator may move an experienced at the beginning of the three- year professional development cycle, bargaining unit members will set reasonable professional goals with yearly strategies to improve, change, and enrich instructional practice. B. Classroom Observations – Three-Year Cycle: Bargaining unit members at Level Two will have one formal classroom observation during a three-year cycle. The bargaining unit member from Level Two may select to Level One of have this planobservation announced or unannounced. Prior An observation should last for one complete lesson - up to this action being taken, the administrator must communicate 90 minutes unless a different time frame is mutually agreed upon. Unannounced observations will have a post conference. Announced observations are scheduled in writing at least 10 calendar days prior to the conference that there are concerns that could result in advance and will have a change in levelspre and post conference. At the conference where the level will be changed, the administrator will identify and communicate, in writing, areas of concern to help the If both bargaining unit member and evaluator agree, the pre-observation form may be used in setting annual goals to start lieu of the Level One processpre- conference. This communication will be placed in Observations are documented and become part of the bargaining unit member’s personnel file. An experienced A bargaining unit member’s placement on Level One member shall be given a draft copy of the plan will be reviewed as part of the annual summative any formal observation report prepared by his/her supervisor before any conference of Level Oneis held to discuss it. At that time, the placement on Level One may be continued, or If the bargaining unit member is dissatisfied with this observation conference, s/he may be returned to Level Tworequest an additional conference. 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 levelThereafter, and is having difficulty fulfilling requirements of acceptable teaching practices, may be placed on a 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 shall sign the standards of acceptable instruction, effective class management, or other components of teaching (see Guidelines for Certified Staff)final report. 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: 1. The Administrator will notify the bargaining unit member in writing that s/he will be placed on a Performance Improvement Plan and will identify specific areas of weakness to be addressed. 2. The Administrator will meet with the bargaining unit member within ten (10) working days after the written notice to communicate the areas of weakness and advise the bargaining unit member as to why such weaknesses are unacceptable. The Administrator will discuss with the bargaining unit member a variety of suggestions, approaches, strategies, and behaviors that are acceptable educational practices to remediate the problem. The Administrator may also recommend specific activities Such signature shall indicate only that the bargaining unit member would participate in to improve the targeted areas. The administrator will identify data sources that will be used to evaluate improvement. 3. At this meeting, a Performance Improvement Plan Form will be completed collaboratively report has been read and understood by the bargaining unit member and in no way indicates agreement with the Administratorcontents thereof. Copies The bargaining unit member may submit a written response to the report. The report and any response becomes part of this Improvement Plan will be placed in the bargaining unit member’s file personnel file. Those bargaining members whose major responsibility is not teaching, including Media Generalists, Guidance Counselors, and given to School Nurses, may have an interim Summative Conference and an interim Summative Written Report in place of classroom observations. C. Professional Opportunities: During the Three-Year Cycle, emphasis should be placed on job-embedded opportunities that engage the bargaining unit member in self-assessment, reflection, and collegial activities. Job-embedded professional development is learning that occurs as bargaining unit members and administrators engage in their daily work activities and that result in increased skill and knowledge needed to assist students to reach high standards. It is the documented professional learning that occurs in the course of the educator’s work. It often includes educators sharing what they have learned, reflecting on specific work experiences to uncover new understanding, and listening to colleagues share best practices while trying out new programs or planning or implementing a project (Professional Development Master Plan, SAU 67). Each bargaining unit member will incorporate professional development opportunities as approved by Administration in order to implement his or her professional development individual goals and strategies. Appropriate documentation, including the Annual Professional Development Log of hours, will be included in a portfolio that each bargaining unit member will keep. The bargaining unit member’s portfolio will be reviewed during the summative conference.

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. 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. 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: 1. The Administrator will notify the bargaining unit member teacher in writing that s/he will be placed on a Performance Improvement Plan and will identify specific areas of weakness to be addressed. 2. The Administrator will meet with the bargaining unit member teacher within ten (10) working days after the written notice to communicate the areas of weakness and advise the bargaining unit member teacher as to why such weaknesses are unacceptable. The Administrator will discuss with the bargaining unit member teacher a variety of suggestions, approaches, strategies, and behaviors that are acceptable educational practices to remediate the problem. The Administrator may also recommend specific activities that the bargaining unit member teacher would participate in to improve the targeted areas. The administrator will identify data sources that will be used to evaluate improvement. 3. At this meeting, a Performance Improvement Plan Form will be completed collaboratively by the bargaining unit member teacher and the Administrator. Copies of this Improvement Plan will be placed in the bargaining unit memberteacher’s file and given to the bargaining unit memberteacher.

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. An Components: A. Goal Setting – Three-year Cycle: Working collaboratively with the building administrator may move an experienced at the beginning of the three-year professional development cycle, bargaining unit members will set reasonable professional goals with yearly strategies to improve, change, and enrich instructional practice. B. Classroom Observations – Three-Year Cycle: Bargaining unit members at Level Two will have one formal classroom observation during a three-year cycle. The bargaining unit member from Level Two may select to Level One of have this planobservation announced or unannounced. Prior An observation should last for one complete lesson - up to this action being taken, the administrator must communicate 90 minutes unless a different time frame is mutually agreed upon. Unannounced observations will have a post conference. Announced observations are scheduled in writing at least 10 calendar days prior to the conference that there are concerns that could result in advance and will have a change in levelspre and post conference. At the conference where the level will be changed, the administrator will identify and communicate, in writing, areas of concern to help the If both bargaining unit member and evaluator agree, the pre-observation form may be used in setting annual goals to start lieu of the Level One processpre- conference. This communication will be placed in Observations are documented and become part of 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. 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: 1. The Administrator will notify the bargaining unit member in writing that s/he will be placed on a Performance Improvement Plan and will identify specific areas of weakness to be addressed. 2. The Administrator will meet with the bargaining unit member within ten (10) working days after the written notice to communicate the areas of weakness and advise the bargaining unit member as to why such weaknesses are unacceptable. The Administrator will discuss with the bargaining unit member a variety of suggestions, approaches, strategies, and behaviors that are acceptable educational practices to remediate the problem. The Administrator may also recommend specific activities that the bargaining unit member would participate in to improve the targeted areas. The administrator will identify data sources that will be used to evaluate improvement. 3. At this meeting, a Performance Improvement Plan Form will be completed collaboratively by the bargaining unit member and the Administrator. Copies of this Improvement Plan will be placed in the bargaining unit member’s file and given to the bargaining unit member.