TEACHER EVALUATION AND PROGRESS. A. A probationary teacher employed for at least one full school year, shall be provided with an individualized development plan developed by administrative personnel in consultation with the probationary teacher. A probationary teacher will be evaluated at least once each full school year during the probationary period, which shall be an annual year-end performance evaluation. The annual year-end performance evaluation shall be based on, but not limited to, at least two classroom observations held at least sixty days apart, unless a shorter interval between the two classroom observations is mutually agreed upon by the teacher and the administration. The annual year-end performance evaluation shall include at least an assessment of the teacher's progress in meeting the goals of his or her individualized development plan. Any Individual Development Plan must be consistent with evaluation criteria.
B. Tenured teachers will be provided with a performance evaluation at least once every three (3) years. If a tenured teacher has received a less than satisfactory performance evaluation, the teacher shall be provided with an individualized development plan developed by administrative personnel in consultation with the individual teacher. The performance evaluation will be based on, but not limited to, at least two classroom observations, at least sixty days apart, conducted during the period covered by the evaluation. If the tenured teacher has been provided an individualized development plan, the evaluation shall include at least an assessment of the teacher's progress in meeting goals of his or her individualized plan.
C. A tenured teacher shall not be reprimanded, disciplined, or discharged without just cause. Any matters subject to the terms and procedures of the Michigan Teacher Tenure Act shall not be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitration.
D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Asso...
TEACHER EVALUATION AND PROGRESS. A. Teachers may be observed at any time. When written evaluations are made the teacher will receive a copy. (Subsection [1])
B. The Administration will make teachers aware of any possible problem developing.
C. If it becomes clearly evident that the services rendered by a tenure teacher is becoming progressively less satisfactory with the passage of time and/or if it is determined at the time of evaluation that such teacher's service is unsatisfactory, the administrator shall notify the teacher, in writing that such condition(s) exist and shall direct the teacher to take the specific, constructive, stated action deemed necessary to improve the quality of service rendered to the school district. Such notice with corrective recommendations shall be deemed by the teacher to constitute a just and fair warning.
TEACHER EVALUATION AND PROGRESS. The parties recognize the importance and value of developing a procedure for assisting and evaluating the progress and success of both newly-employed and experienced personnel.
TEACHER EVALUATION AND PROGRESS. A. The Teacher and administrator shall meet in person to discuss the contents of the formal observation and final evaluation. In the event that a teacher feels his/her evaluation was incomplete or unjust, the teacher may put any objections in writing within fifteen (15) working days of receipt of the observation or evaluation and these objections shall be attached to the evaluation report to be placed in the teacher's personnel file.
B. Each teacher shall have the right upon request to review the contents of his/her personnel file concerning his/her work at the Lake Xxxxxx Community Schools. A representative of the Association may be requested to accompany the teacher in such review. If the teacher is asked to sign material to be placed in his/her personnel file, such signature shall not be interpreted to mean agreement with the content of the material. Nothing contained in the teacher's file shall be used against a teacher without the prior knowledge of the teacher.
TEACHER EVALUATION AND PROGRESS. A. Probationary teachers shall be evaluated at least two (2) times during the school year. The first evaluation will be completed not later than December 1, and the second not later than March 1 of each year. These evaluations shall take place for a minimum of thirty (30) minutes as a partial basis for evaluation. Informal observations may be made by the Administration at any time.
B. Tenure teachers may be observed at any time. When written evaluations are made the teacher will receive a copy. Tenure teachers may, once a year, request a formal observation and written evaluation.
C. The Administration will make teachers aware of any possible problem developing. All monitoring or observation of the performance of a teacher shall be conducted openly and with full knowledge of the teacher.
D. A personal conference between the teacher and the evaluator shall take place within ten (10) days of the classroom observation. Two (2) copies of the written evaluation shall be submitted to the teacher at the time of the conference, one (1) copy to be signed by the teacher and returned to the Administration, and the other copy to be retained by the teacher. In the event that the teacher feels that his evaluation is incomplete or unjust, he/she may put his/her objections in writing and have them attached to the evaluation report to be placed in his/her personnel file.
E. If it becomes clearly evident that the services rendered by a tenure teacher is becoming progressively less satisfactory with the passage of time and/or if it is determined at the time of evaluation that such teacher's service is unsatisfactory, the administrator shall notify the teacher, in writing that such condition(s) exist and shall direct the teacher to take the specific, constructive, stated action deemed necessary to improve the quality of service rendered to the school district. Such notice with corrective recommendations shall be deemed by the teacher to constitute a just and fair warning.
TEACHER EVALUATION AND PROGRESS. The parties recognize the importance to the educational program and curriculum of a procedure for assisting in evaluating the progress and professional abilities of both newly employed and experienced personnel. Evaluation should be directed toward maintaining and improving the quality of instruction and curriculum provided to district students and to help the teacher succeed in respective assignments in furtherance of that goal. The following procedure has been developed to accomplish our stated purposes. Probationary teachers will be evaluated annually. Tenure teachers will be evaluated at least once every three years. Evaluations shall be conducted by the building principal or assistant principal. Teachers in multiple buildings will be evaluated by one of their building administrators. Evaluations may be conducted by another administrator with the consent of the District and the Association. Each teacher will receive at least two observations during the evaluation process. These observations will be scheduled with the mutual consent of the administrator and the teacher. Each of the scheduled observations shall be for not less than thirty (30) minutes. In the course of the regular evaluation process, all monitoring or observation of the work of a teacher shall be conducted openly and with full knowledge of the teacher. The use of eavesdropping, closed circuit television, public address or audio systems shall be strictly prohibited during the evaluation process. At the request of either the teacher or the administrator, prior to each observation, the administrator responsible for conducting the observation shall hold a pre-observation conference with the teacher to be evaluated. This pre-observation conference shall take place not more than ten (10) work days before the scheduled visitation, unless otherwise mutually agreed. After each observation there will be a post-observation conference to review what was recorded during the observation. The observation forms shall be dated and signed by the teacher at the time of the observation conference. The teacher’s signature shall be interpreted to mean knowledge of rather than agreement with the contents. The teacher will also have on opportunity to present other information that will assist the administrator in determining whether the evaluation standards are being met. At this time the administrator should indicate areas for which they feel they need more information prior to completing the evaluation docume...
TEACHER EVALUATION AND PROGRESS. A. TEACHER EVALUATION:
TEACHER EVALUATION AND PROGRESS. A. Mentor - In accordance with Public Act 335 of 1993, Section 1426, for the first three (3) years of employment in classroom teaching, a teacher shall be assigned one or more master teachers, or college professors or retired master teachers, who shall act as a mentor or mentors to the teacher. The building principal shall make the assignment(s). The Mentor Teacher assignment shall be subject to review by the Mentor Teacher and the Mentee after each semester. Either the Mentor Teacher or the Mentee may terminate the relationship at that time. Participation as Mentor Teacher is voluntary. The building principal shall publish a listing of mentors and mentees annually. The Mentor Teacher shall not be involved in evaluating the Mentee. A Mentor Teacher shall receive $100 per trimester for being a Mentor Teacher. The Mentee shall be paid $50 per day if the fifteen (15) professional development days required by P.A. 335 are not within the parameters of the regular workday and work year. The probationary teacher‟s mentor will be involved in meetings regarding the IDP. New teachers need to report conflicts with building administrator to their mentor/Association Representative. Mentor/Association Representative will use conflict resolution to resolve issues.
B. The non-renewal of a probationary teacher shall not be subject to arbitration. The grievance procedure shall not apply to those areas covered by the Tenure Act, including but not limited to the discharge and/or demotion of a tenure teacher.
C. It is expressly understood that the evaluation of the teacher and the criteria used to evaluate the teacher are not subject to the grievance and arbitration procedure.
D. In the event the teacher feels an evaluation is unjust, he/she may put his/her objections in writing and have them attached to the evaluation report to be placed in his/her personnel file.
TEACHER EVALUATION AND PROGRESS. The Board of Education through the powers derived from the School Code and other relevant statutes, is responsible for the employment and discharge of all personnel. To carry out this responsibility, with involvement of teachers, it delegates to the Superintendent the function of establishing and implementing a rigorous, transparent, and fair performance evaluation system.
A. Each teacher shall have the right, upon request, to review the contents of his own personnel file. A representative of the Association may, at the teacher’s request, accompany the teacher in this review. An administrator has the right to be present during the teacher’s review of his/her file. No material may be placed in a teacher’s file without the knowledge of the teacher and an opportunity for the teacher to respond to any material and include the response in the file. Each teacher’s personnel file shall contain the following minimum items of information: - TB report and required medical information - All teacher evaluation reports - Teacher certificate - A transcript of academic records - Tenure recommendation No material may be placed therein without allowing the teacher an opportunity to file a response thereto, and said response shall become a part of said file. The Administration has the right to be present and delete college credentials and personal recommendations from the folder.
TEACHER EVALUATION AND PROGRESS. The parties recognize the importance and value of procedure for assisting and evaluating the progress and success of both newly employed and experienced personnel. Therefore, to this end, the following procedure has been agreed to in an effort to accomplish the goals.
A. In compliance with the teacher tenure act, each probationary employee employed at least a full school year will be given individualized development plan (IDP). The IDP will be developed by appropriate administrative staff in consultation with the probationary teacher. Probationary teachers shall be observed for the purposes of evaluation at least two (2) times during the school year. These formal observations shall occur at least ninety (90) days apart. Tenure and non-tenured teachers shall be evaluated every year with student academic growth to be part of the evaluation process. Observation notes will be provided to the teacher within five (5) days. If a teacher has concerns with the observation notes he/she will request a meeting within five (5) days of receipt of the observation notes with the administrator. A personal interview shall be held within ten (10) days of the observation if there are any concerns by the administrator. The written evaluation will be submitted within fifteen
