TEACHER EVALUATION PROCEDURES. Any informal observation that would result in ‘needs improvement’ or less must be reduced to writing and submitted to the employee within five (5) working days of observation. In addition, said notice shall include written suggestions(s) for improvement.
TEACHER EVALUATION PROCEDURES. The Board of Education is responsible for a standards-based teacher evaluation policy which conforms to the framework for evaluation of teachers as approved by the State Board of Education and aligns with the “Standards for the Teaching Profession: as set forth in State law. The Board adopts the Ohio Teacher Evaluation System ("OTES") model as approved by the State Board of Education. The Board believes in the importance of ongoing assessment and meaningful feedback as a powerful vehicle to support improved teaching performance and student growth, as well as promotion and retention decisions for teachers. This policy shall be implemented as set forth herein and shall be included in the collective bargaining agreement with the East Xxxx Education Association, and in all extensions and renewals thereof. This policy has been developed in consultation with teachers employed by the Board. The Board authorizes the Superintendent to establish and maintain an ongoing Evaluation Policy Consultation committee, with continuing participation by District teachers for the express purpose of recommending necessary changes to the Board for the appropriate revision of this policy. Formal Observation and Classroom Walkthrough Sequence All instructors who meet the definition of "teacher" under R.C. 3319.111 and this policy shall be evaluated.
TEACHER EVALUATION PROCEDURES. A Definitions: 1 Evaluatee – Licensed staff being evaluated. 2 Evaluation Conference – A meeting between the evaluator and evaluatee to discuss the written summative evaluation upon the evaluator’s completion of the document. This conference must be held to the date established by Kansas law.
TEACHER EVALUATION PROCEDURES. The term “evaluation” is used to describe the philosophy, criteria, and procedures by which professional judgments are made regarding each teacher’s performance.
TEACHER EVALUATION PROCEDURES. One or more goals will be established annually and agreed upon by the teacher and the administrator, within the first quarter of each school year. 7-1.4 A teacher shall be given a copy of any evaluation report prepared by his/her evaluators before or during any conference held to discuss it. If the teacher is dissatisfied with his/her evaluation conferences, s/he may request additional conference time prior to the evaluation being placed in his/her personnel file. No such reports shall be submitted to the superintendent, placed in the teacher’s personnel file, or otherwise acted upon, without a prior conference with the teacher. The teacher shall sign each report. Such signature shall indicate only that the report has been read by the teacher, and it, in no way indicates agreement with the contents thereof. The teacher may provide written rebuttal of comments to the report. 7-2.0 Access to professional employee’s file: 7-3.0 Each teacher shall be entitled to knowledge of and access to School Administrative Unit records and reports of competence, personal character and efficiency, maintained in his/her personnel file with reference to evaluation of his/her performance in such school district. No document to which an individual has not been given access shall be utilized against the individual. 7-3.1 Upon at least one (1) school days’ notice, each teacher shall have the right to review and reproduce material in his/her file to which s/he is entitled. 7-3.3 Reproduction of such material may be made by hand, or on a cost basis by copying machine, if available. The cost of reproduction will be equal to the cost incurred by the school district. 7-3.5
TEACHER EVALUATION PROCEDURES. A. Evaluation conferences shall be held between the Superintendent or other administrators and teachers. In the case of non-tenured teachers, at least three will be held during the first year and two each year thereafter. The first observation of non- tenured teachers by the Superintendent will be scheduled at the mutual convenience of both parties. No pre-observation notice need be given for subsequent observations by the Superintendent. Tenured teachers will receive at least two observations per year by an administrator. At least one observation will be an announced full lesson the other may be an unannounced snapshot of approximately 5 minutes. Non-tenured teachers will receive one of their announced, full length observations, after the second full week of school and prior to the end of the first marking period. Individual teacher evaluations shall not be done by administrative interns without confirming observations by the building principal.
TEACHER EVALUATION PROCEDURES. A. Full-time Track I Teachers (non-tenured) will be formally observed at least two (2) times each year. Track 1 Teachers shall receive their first formal observation by October 30, and the second observation by February 1 of each school year. A summative evaluation with a rating completed by the evaluator will be provided by February 15 to the Teacher and a copy placed into the personnel file by April 30. All formal observations must include a pre-conference meeting and a post-conference meeting. An informal observation will take place prior to each formal observation.
TEACHER EVALUATION PROCEDURES. Subject to the adoption of the New Castle School Board of the recommendation of the SAU #50 Committee on Evaluations which is meeting during the 2012-2013 school year the parties agree that evaluations will be conducted in the manner outlined in the Plan for Effective Teaching and in accordance with NH RSA and Department of Education Policies. 7-1.0 Observation of the work performance of a teacher will be conducted openly. Announced and unannounced observations of the teacher’s work performance, which are to be made part of his/her file, will be made known to the teacher. 7-1.1 During the first three (3) weeks of school, the superintendent, or his/her designee, shall orient all new teachers regarding evaluative procedures and instruments. 7-1.2 Evaluation shall only be conducted by a building principal, assistant principal or other qualified administrator. 7-1.3 One or more goals will be established annually and agreed upon by the teacher and the administrator, within the first quarter of each school year. 7-1.4 Each teacher must be appraised a minimum of two (2) times per year, once prior to January 31, and once prior to the close of school in June. Documentation of the appraisal process should be recorded. 7-1.5 A teacher shall be given a copy of any evaluation report prepared by his/her evaluators before or during any conference held to discuss it. If the teacher is dissatisfied with his/her evaluation conferences, s/he may request additional conference time prior to the evaluation being placed in his/her personnel file. No such reports shall be submitted to the superintendent, placed in the teacher’s personnel file, or otherwise acted upon, without a prior conference with the teacher. The teacher shall sign each report. Such signature shall indicate only that the report has been read by the teacher, and it, in no way indicates agreement with the contents thereof. The teacher may provide written rebuttal of comments to the report. 7-2.0
TEACHER EVALUATION PROCEDURES. The parties agree that evaluations will be conducted in the manner outlined in the SAU 50 Plan for Effective Teaching. Any subsequent recommendations for changes or modifications to the adopted policy will be reviewed by the SAU 50 Committee on Evaluation. A teacher shall be given a copy of any evaluation report prepared by her/his evaluator before or during any conference held to discuss it. If the teacher is dissatisfied with her/his evaluation conference(s), s/he may request additional conference time prior to the evaluation being placed in her/his file. No such report shall be submitted to the superintendent, placed in the teacher’s file, or otherwise acted upon, without a prior conference with the teacher. The teacher shall sign each report. Such signature shall indicate only that the report has been read by the teacher, and in no way indicates agreement with the contents, thereof. The teacher may provide written rebuttal or comments to the report. Those complaints regarding a teacher, made to any member of the administration by any party, student, or other person, which may be used in any manner in evaluating a teacher, shall be promptly investigated by the administrator. It shall be the responsibility of the administrator to inform the teacher in question, and to obtain this teacher’s written opinion of the situation if it appears to be a complaint of such magnitude, as determined by the administrator, that it may eventually be placed in the teacher’s file. The teacher shall be given an opportunity to respond to and/or rebut those complaints, which, as a result of the investigation, shall become part of her/his file. The teacher shall acknowledge that s/he has had the opportunity to review such complaint by affixing her/his signature to the copy to be filed, with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher shall also have the right to submit a written answer to such material and her/his answer shall be reviewed by the superintendent or her/his designee and attached to the file copy. No written answers to complaints, administrative evaluations, or letters may be placed in their own personnel files by teachers after ninety (90) calendar days from the incident. The superintendent shall inform the Association in writing if any professional employee refuses to sign derogatory or evaluation material that is being placed in her/his file. A copy of the superintendent’s communication to t...
