Common use of TEACHER APPRAISAL Clause in Contracts

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 conference will be held within 5 business days following the observation unless an extension is mutually agreed upon. This conference provides an opportunity for the evaluator to gain understanding regarding the instructional methodology observed as well as an opportunity to provide feedback regarding areas of strength and opportunities for growth including suggestions for improvement. 6. Following the post observation conference an observation report will be prepared by the evaluator. Teachers will be given a copy of any appraisal and will discuss such report with the administrator preparing it before it is submitted to the teacher's personnel file. After such review, teachers shall sign the report and designate whether they agree or disagree with the report. If they disagree, within 7 business days of the discussion with the administrator preparing the report, the teachers may attach a letter of explanation to the report for inclusion in the central office file. D. A plan for improvement will be developed to assist teachers with areas that are rated unsatisfactory on the performance appraisal. The plan will be no less than thirty 30 calendar days in duration and no greater than ninety days (90) calendar days in duration. A Federation representative may be present at the meeting to develop the plan at the request of the teacher. At the conclusion of the timeline for the Plan of Improvement, a conference shall be held between the designated administrator and the employee at which time the initial concerns and steps to correct deficiencies will be reviewed. A Federation representative may be present at the request of the teacher. If the review results are satisfactory to the designated administrator, the appraisal is concluded. If the review results are not satisfactory, the designated administrator may initiate appropriate action as follows: 1. Extend the plan's timeline, or 2. Recommend termination of employment. E. Beginning school year 2021-2022, an evaluation committee shall be formed to provide recommendations for establishing criteria process and procedures for evaluation. The committee will have representatives from VTF and the EGTC administration.

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 he fully discussed by teacher and Executive Directorprincipal, 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 principal 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 25.00 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 , in addition 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 conference will be held within 5 business days following the observation unless an extension is mutually agreed upon. This conference provides an opportunity for the evaluator to gain understanding regarding the instructional methodology observed as well as an opportunity to provide feedback regarding areas of strength and opportunities for growth including suggestions for improvement. 6. Following the post observation conference an observation report will be prepared by the evaluator. Teachers will be given a copy of any appraisal and will discuss such report with the administrator preparing it before it is submitted to the teacher's personnel file. After such review, teachers shall sign the report and designate whether they agree or disagree with the report. If they disagree, within 7 business days of the discussion with the administrator preparing the report, the teachers may attach a letter of explanation to the report for inclusion in the central office file. D. A plan for improvement will be developed to assist teachers with areas that are rated unsatisfactory on the performance appraisal. The plan will be no less than thirty 30 calendar days in duration and no greater than ninety days (90) calendar days in duration. A Federation representative may be present at the meeting to develop the plan at the request of the teacher. At the conclusion of the timeline for the Plan of Improvement, a conference shall be held between the designated administrator and the employee at which time the initial concerns and steps to correct deficiencies will be reviewed. A Federation representative may be present at the request of the teacher. If the review results are satisfactory to the designated administrator, the appraisal is concluded. If the review results are not satisfactory, the designated administrator may initiate appropriate action as follows: 1. Extend Probationary teacher appraisals will be conducted every semester during the planteacher's timeline, orprobationary employment. Teachers with an initial full-time credential shall follow the probationary appraisal process until such time as they hold a professional full-time credential. 2. Recommend termination of employmentNon-probationary teachers will be appraised every year to review annual performance. E. Beginning school year 2021-2022, an evaluation committee shall be formed to provide recommendations for establishing criteria process and procedures for evaluation. The committee will have representatives from VTF and the EGTC administration.

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 41.00 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 conference will be held within 5 business days following the observation unless an extension is mutually agreed upon. This conference provides an opportunity for the evaluator to gain understanding regarding the instructional methodology observed as well as an opportunity to provide feedback regarding areas of strength and opportunities for growth including suggestions for improvement. 6. Following the post observation conference an observation report will be prepared by the evaluator. Teachers will be given a copy of any appraisal and will discuss such report with the administrator preparing it before it is submitted to the teacher's personnel file. After such review, teachers shall sign the report and designate whether they agree or disagree with the report. If they disagree, within 7 business days of the discussion with the administrator preparing the report, the teachers may attach a letter of explanation to the report for inclusion in the central office file. D. A plan for improvement will be developed to assist teachers with areas that are rated unsatisfactory on the performance appraisal. The plan will be no less than thirty 30 calendar days in duration and no greater than ninety days (90) calendar days in duration. A Federation representative may be present at the meeting to develop the plan at the request of the teacher. At the conclusion of the timeline for the Plan of Improvement, a conference shall be held between the designated administrator and the employee at which time the initial concerns and steps to correct deficiencies will be reviewed. A Federation representative may be present at the request of the teacher. If the review results are satisfactory to the designated administrator, the appraisal is concluded. If the review results are not satisfactory, the designated administrator may initiate appropriate action as follows: 1. Extend the plan's timeline, or 2. Recommend termination of employment. E. Beginning school year 2021-2022, an evaluation committee shall be formed to provide recommendations for establishing criteria process and procedures for evaluation. The committee will have representatives from VTF and the EGTC administration.