TEACHER APPRAISAL. The parties agree that the Teacher Appraisal Plan (TAP) is incorporated herein by reference and is a part of this Agreement in its entirety.
TEACHER APPRAISAL. (1) (a) Teacher appraisal is essential to ongoing teacher professional development, performance planning and review in the context of the individual, the department or the school as a whole.
TEACHER APPRAISAL. U.S.D. No. 108 will follow state statute with regards to teacher appraisal. State statute is as follows:
TEACHER APPRAISAL. A. The objectives of teacher appraisals are the maintenance of instructional standards, the professional growth of teachers, and delivery of the best educational programs for students, and should be considered by a teacher and principal, or designee, as a positive process that is entered into in a spirit of cooperation.
TEACHER APPRAISAL. A. The School District 54 Teacher Appraisal Plan will be negotiated and agreed upon in accordance with the School Code of Illinois and the Illinois Educational Labor Relations Act.
TEACHER APPRAISAL. The Board and the Association have jointly developed a Professional Appraisal System, which recognizes the importance of a procedure for assisting and appraising the progress and success of all teachers in the District. The purpose of the System includes the improvement of the quality of instruction and performance of teachers and the gathering of data and information, which assists in the evaluation of teachers. It is the intent of the Board and the Association that the Professional Appraisal System’s procedures for teacher observation (formal and informal) shall be incorporated herein as if they were fully set forth in this Agreement. However, neither the standards and criteria for performance nor the evaluative ratings of teachers are deemed incorporated into this Agreement and may not be the subject of any grievance or arbitration under Article XI of this Agreement. The Board and the Association expect that future changes in the Professional Appraisal System, and its procedures and forms, will be on-going and developed in a collaborative manner by the Board, the Administration, and the Association. Nothing enumerated in the above Professional Appraisal System shall be construed to limit the authority of any administrator to appraise any teacher under their supervision. At the start of each school term (i.e. the first day students are required to be in attendance), or in the case of teachers hired after the commencement of the school term, within the first thirty (30) days of employment, the building administrator or their designee shall give each teacher a copy (electronic or otherwise) of the Teacher Appraisal System and any other copies of relevant documents pertaining to the evaluation process (electronic or otherwise). Except in cases of emergencies, formal observations will not take place until the copies of relevant documents have been released.
TEACHER APPRAISAL. This Article shall remain in full force for members of the RLEA bargaining unit who are not subject to the Ohio Teacher Evaluation System (“OTES”) or the Ohio School Counselor Evaluation System (“OSCES”). Bargaining unit members subject to OTES or OSCES shall refer to the Memorandum of Understanding attached to this agreement. The Board and Administration shall determine the Teacher Appraisal Policy in accordance with, but not limited to, the following terms:
TEACHER APPRAISAL. Article 8 Teacher Appraisal A. Teacher Evaluation Plan The parties agree that the teacher evaluation procedures will be set forth in the District's ''Teacher Evaluation Plan" which will be established and maintained in accordance with the Illinois School Code as amended by the "Performance Evaluation Reform Act of 2010" (PERA). Both, the “Licensed Professional Evaluation Plan Handbook” and “The Framework for Teaching Evaluation Instrument” may be found on the Intranet under Human Resources. Joint Evaluation Committee A Joint Evaluation Committee will be maintained. The Joint Evaluation Committee will be composed of equal representation selected by the district and its teachers or exclusive bargaining representative of teachers. Meetings will be held periodically or upon request of either party. The Licensed Professional Evaluation Plan Handbook may be amended as necessary by the Joint Evaluation Committee.
TEACHER APPRAISAL. Article 8 Teacher Appraisal
TEACHER APPRAISAL. The District’s evaluation forms are to be given and explained to the teaching staff. The building principal is charged with this responsibility of discussing the evaluation objectives and procedures with the teachers during the inservice workshop. Evaluations will not take place until this has been done. The building principal evaluates teachers, library and guidance personnel under their supervision. The evaluator will evaluate the employee by using the observations recorded. Evaluator will use the tools designed to meet the objectives approved by USD 289. Purpose of Evaluation – it is understood and agreed upon that the Board and the WEA believe teacher evaluation is an important tool. The purposes for effective evaluation are: to enhance and improve instructional effectiveness that promotes student learning; to promote a positive environment for professional growth and development; to provide supervision that is adaptable to teaching needs and teaching assignments; to provide an objective assessment of overall performance based on the district’s evaluation tool; and to support state law, Board of education personnel policies, and the Master Collective Bargaining Agreement. Certified teaching staff will be evaluated according to, K.S.A. 72-2409, Additional evaluation conferences shall be scheduled as needed in order to provide the teacher maximum assistance in strengthening and improving performance. Evaluations shall be of two types, formal and informal.
