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. (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.
(b) The structure of the appraisal process will be determined by its purposes that is whether it is formative or summative.
(2) The following are the minimum requirements of any teacher appraisal process.
(a) Formative Appraisal - Formative Appraisal has as its purpose the enhancement of teacher skills:
(i) the appraisal shall be carried out by the Schools appraisal committee and/or such other persons as are agreed between the employer and the teacher,
(ii) the appraisal shall be based on criteria which are agreed to by the teacher involved,
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 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.
B. Every year, the Teacher Appraisal Committee will review the existing teacher appraisal procedure and make recommendations to the Superintendent or designee for the following school year. A majority of the committee will be classroom educators.
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.
1. All evaluators will be trained under the EGTC’s evaluation system. The evaluator shall be knowledgeable in the field of study being evaluated to the greatest extent possible.
B. The appraisal process will be fully discussed by teacher and Executive Director, or designee, to ensure awareness of procedures to be followed and desired outcomes.
1. The procedures shall be published and available for review by all teachers, and a copy will be given to each teacher prior to any scheduled appraisal.
2. As needed, the Executive Director and the Federation shall study and make recommendations regarding the amendment of the appraisal to include:
a. A process for receiving appropriate input from teachers and Federation representatives for refining and improving the appraisal system.
b. A process that will assist teachers in identifying areas of strength and weakness and will suggest possibilities for greater effectiveness.
c. A mentor or senior teacher will be assigned to new teachers to help them through the appraisal process as well as learning who, what, where, and how to do their job more effectively. Mentors will be paid through the VTC In-Service Education Funds, as long as such funds are available, as managed by the VTC and balanced with all other expenditures in the In-Service Education Funds. All mentorship training will be paid out at a rate of $38.00 per hour. This pay will be in addition to the mentor or senior teacher’s hourly rate when mentorship training occurs during the regularly scheduled work day.
C. All advisors, contract and traditional teachers will establish goals and objectives annually. Teacher appraisals will be conducted annually.
1. The teacher will establish goals and objectives in collaboration with the evaluator at the start of the academic year or within sixty (60) days of their start date.
2. There will be a minimum of one formal classroom observation per year.
3. A pre-observation notification will identify areas of focus during the observation as well as provide context regarding the scope and sequence of the instruction to be observed.
4. The observation will last a minimum of 30 minutes.
5. A post observation con...
TEACHER APPRAISAL. Teacher Appraisal
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:
A. The Association recognizes the responsibility of the administration to make periodic observations and evaluations of the performance of the teachers.
B. All observations and evaluations shall be written on Board forms.
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. (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.
(b) The structure of the appraisal process will be determined by its purpose, that is whether it is formative or summative.
(2) The following are the minimum requirements of any teacher appraisal process.
TEACHER APPRAISAL. The Ministry of Education’s Technical Requirements Manual shall be used for Teacher ma Appraisals As) of experienced Teachers. The Ministry New Teacher Induction Program Manual for Performance Appraisal for New Teachers shall be used in the evaluation of all new teachers as defined Only supervisory officers, principals and vice-principals shall perform a Teacher Performance Appraisal. Teachers the Bargaining Unit will not be asked to perform a Teacher Performance Appraisal. When a teacher receives a performance appraisal, which was rated unsatisfactory or development needed, the Board, shall contact the Unit President prior to meeting with the teacher. The Bargaining Unit President designate will accompany a teacher to a meeting in the teacher will receive a report an unsatisfactory or needed rating, and meetings to review subsequent performance appraisals.
