TEACHER EVALUATION. A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year. (a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. (b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. 2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations. 3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted. 4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher. B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure. C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place. D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation. E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention. F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher. G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 6 contracts
Samples: Master Agreement, Master Agreement, Master Agreement
TEACHER EVALUATION. A. The administration will be evaluating Board and Association agree that the teacher’s performance within District shall utilize the time Ohio Teacher Evaluation System (OTES) as contained in ORC 3319.11, and 3319.112 for the evaluation of formal responsibilityall teachers in the bargaining unit. The evaluation process and form will be shared with All teachers in the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall bargaining unit are to be evaluated at least two (2) times a once per year, except as noted below in 8.011 exceptions. The first evaluation will All evaluations must be completed prior to December 1st by May 1 of each year and the second prior teacher shall meet with his/her credentialed evaluator to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be receive a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development written report of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher by May 10 of each year. A single performance rubric will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result entirety of the school, home, economic evaluation. The credentialed evaluator will consider evidence gathered during the observation and social environment and that teachers alone cannot be held accountable for all aspects of walkthrough processes to support placement within the academic achievement of the pupil in the classroomrubric. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication This document will be provided available to the teacher at throughout the process. The Association and the Board agree to establish a Joint Evaluation Committee (JEC) for the sole purposes of recommending policies and procedures applicable to the negotiated language for teacher evaluation and school counselor evaluation as contained in this timeContract; and hearing appeals from bargaining unit members regarding SLO’s. PreThe JEC will be comprised of 4-placement information such 7 Association members and an equal number of Administrators as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made assigned by the teacher Superintendent. The JEC will not have the right to negotiate any terms or conditions of employment, with the exception of negotiating the terms of a Memorandum of Understanding (“MOU”) to address changes in regard state law to materials that were not signed the Ohio Teacher Evaluation System and the OTES Framework adopted by the teacherOhio Department of Education effective with the 2020-2021 contract year. A representative The JEC is authorized to negotiate these changes, including the OEA Labor Relations Consultant and the Board’s attorney, and shall complete and present a proposed MOU to the parties for ratification no later than June 15, 2020. The MOU completed and presented by the JEC to the parties shall be a single-issue MOU only, and shall only address the changes in state law to the Ohio Teacher Evaluation System and the OTES framework adopted by the Ohio Department of Education effective with the 2020-2021 contract year. Should the JEC not complete and present a proposed MOU to the parties for ratification by no later than June 15, 2020, then the parties agree that state law and the OTES framework adopted by the Ohio Department of Education shall be the process used to evaluate teachers for the 2020-2021 and 2021-2022 contract years. If the JEC completes and presents a proposed MOU to the parties for ratification by no later than June 15, 2020, each party shall have until June 30, 2020 to hold its ratification vote. In the event either or both parties does not vote to ratify the MOU, then the state law and OTES framework adopted by the Ohio Department of Education shall be the process used to evaluate teacher for the 2020-2021 and 2021-2022 contract years. The JEC will be co-chaired by a member of the Association may accompany and a member of the teacher.
G. Ordinarily, observations Administration. All policy and procedure recommendations of teachers shall not be for less than a full class period or the JEC except for the duration MOU addressing OTES changes for the 2020-2021 and 2021-2022 contract years as set forth above, will be presented as an MOU and ratified by both the membership and the Board. All decisions of a particular teaching lessonthe JEC regarding SLO appeals will be reached by majority vote.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will be evaluating the teacher’s 1. Teacher performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated in light of all evidence pertinent to the discharge of the teacher's professional responsibilities and her/his exercise of professional judgment.
2. All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. Video cameras will not supplement or replace classroom observations by administrators. Teachers will be given a copy of the classroom observation reports prepared by their principals within three (3) working days of the observation. Observation reports will not be required if the evaluation is reduced to writing and a copy is given to the teacher within three (3) working days of the observation. Teachers will have the right to discuss such observation reports and evaluations with their evaluators.
3. First and second year probationary teachers and probationary teachers with an unsatisfactory rating in the previous year, shall be evaluated in writing at least two (2) times a year. The first evaluation will be completed prior to December 1st , and the second prior to written report shall be distributed as described below before the following dates: December 1 and April 15th1. Each evaluation will Except as may be based upon announcedrequired above, unannounced, informal observations, on third and fourth year probationary teachers shall be evaluated at least once per year with the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP)written report distributed before April 1. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development Distribution of the written evaluationevaluation reports shall be: original to the teacher's personnel file, but at least one a copy to the Superintendent, a copy to the teacher, a copy to the building principal, and a copy to the Association President, if the teacher requests in writing that the Association is to receive a copy. To the extent afforded by law, the above timelines and number of them must be planned in consultation with the probationary teacher. The results of formal observations evaluations will be discussed with waived in the teacher in instance of probationary teachers who are absent due to a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development prolonged illness or disability or who were hired after October 1 of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically notedcurrent school year.
4. Teachers involved with Tenure teachers shall be evaluated in writing at least once every three (3) years not later than May 15. The original shall be placed in the instruction of Advanced Placement courses teacher's personnel file, a copy shall be given to the teacher, a copy may be retained by the building principal, and if requested in writing by the teacher, a copy will be evaluatedfurnished to the Association President. This A teacher serving more than one (1) building shall receive a preliminary evaluation by each principal in whose building he/she teaches, and an official summary evaluation, completed by an assigned evaluator, which shall be placed in the first year teacher's personnel file.
5. Any adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof will be made part subject to the grievance procedure hereinafter set forth; provided, however, that nothing contained herein will deprive the Board of any rights granted under the Teacher Tenure Act. All evaluations shall be reduced to writing and a copy given to the teacher within ten (10) working days of the formal evaluation only at last classroom observation to be considered in the request of the teacher.
B. evaluation. A teacher who disagrees with the content or procedure of evaluation may submit a written answer comments concerning her/his evaluation, which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The 6. Any complaints regarding a teacher made to the Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the schoolor an administrator, home, economic and social environment and that teachers alone cannot which will be held accountable for all aspects of the academic achievement of the pupil considered in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality evaluation of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided promptly called to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherher/his attention.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 3 contracts
Samples: Master Agreement, Master Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration 5-1 Observation of the work performance of a Teacher will be evaluating conducted continuously. Formal observation sessions shall be conducted with the teacherfull knowledge of the Teacher. All informal observations of the Teacher’s performance within the time work performance, which are to be made part of formal responsibility. The evaluation process and form his/her file, will be shared with made known to the Association Building Representatives at the beginning of each school yearTeacher as soon as possible.
(a) Probationary teachers 5-2 A Teacher shall be evaluated at least two (2) times given a yearcopy of any evaluation report prepared by his/her evaluators before any conference held to discuss it. The first If the Teacher is dissatisfied with his/her evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announcedconferences, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations he or she may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any request additional conference time prior to the development of the written evaluation, but at least one of them must evaluation being placed in his/her file. No such report shall be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations submitted to the teacher central office, placed in the Teacher’s file or otherwise acted upon without a prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher Teacher. The Teacher shall sign such 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 shall be given an opportunity to discuss respond to and/or rebut this evaluation which, along with the written evaluation and recommendations.
3. Upon receipt evaluation, shall become part of the evaluation the teacher will sign the form indicating his/her receipt file.
5-2.1 Copies of the reportestablished evaluation procedures shall be available to all Teachers.
5-3.1 Those complaints regarding a Teacher made to any member of the administration by any parent, student, or other person which may be used in any manner in evaluating a Teacher shall be promptly investigated. It shall be the responsibility of the administrator to inform the Teacher in question, and to obtain this Teacher’s opinion of the situation, if it appears to be a complaint of such a magnitude that it may eventually be placed in the Teacher’s file. The signature on Teacher shall be given an opportunity to respond to and/or rebut those complaints, which, as a result of the form does not constitute investigation, shall become part of his/her approval unless specifically notedfile.
4. Teachers involved 5-3.2 The Teacher shall acknowledge that he/she has had the opportunity to review such complaint by affixing his/her signature to the copy to be filed, with the instruction of Advanced Placement courses will be evaluated. This evaluation express understanding that such signature in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees no way indicates agreement with the content or procedure of evaluation may contents thereof. The Teacher shall also have the right to submit a written answer which to such material and his/her answer may be reviewed by the Superintendent or his/her designee and shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedurecopy.
C. If an administrator believes a teacher is doing unacceptable work, the reasons 5-3.3 All documents shall be set forth in specific terms. Included will filed, signature notwithstanding, and such action shall be examples of specific ways in which the teacher is to improve and assistance may be given so indicated by the administrator and other staff memberssupervisor. In subsequent conferences it The Association shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil informed if any Employee described in the classroom. Test results of academic progress of students shall not be used as the sole determinant unit in Article I refuses to sign derogatory or evaluation material that is being placed in isolated instances to evaluate the quality of a teacher's service or fitness for retentionhis/her file.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. Probationary teachers will be evaluated each year during the probationary period. At least one evaluation of tenure teachers will take place every three (3) years. Evaluations will be based on the format specified in Section C and will be reported on the form designated by the Administration. The Association will be consulted if changes are made in the form. Within the first month of the school year the administration will be evaluating the teacher’s performance within the time of formal responsibilitysupply written criteria upon which evaluations are based. The evaluation Due process and form procedures will be shared with followed in the Association Building Representatives at the beginning process of each school yearall teacher evaluations.
(a) Probationary teachers shall B. Coaches will be evaluated in writing once during or immediately following their first year in a coaching assignment. Coaches will be evaluated at least once every two (2) times a yearyears thereafter in the same assignment. The first Athletic Department will recommend to the Board an evaluation program based on district goals and objectives as they pertain to Athletic Programs.
C. Each evaluation for probationary and tenured teachers shall be based on, but not limited to, two observations. At least one of the observations shall be at a date and time mutually agreed upon between the teacher and the Administration. Each observation will be completed prior to December 1st preceded by a pre- observation conference between the teacher and Administrator. For probationary teachers, the two observations shall be held at least sixty (60) calendar days apart, unless a shorter interval is mutually agreed upon by the teacher and the second prior Administration. Within five days after the observation, the Administrator will hold a post-observation conference with the teacher to April 15thgive feedback. Each evaluation will A written evaluation, including an overall rating of satisfactory or unsatisfactory performance, shall be based upon announced, unannounced, informal observations, on completed and signed by the performance of other duties and responsibilities Administration and the goals developed teacher no more than ten (10) days following the second post-observation conference. (These timelines may be extended by mutual agreement.) A copy of the evaluation shall be given to the teacher. A teacher may submit his/her own comments if he/she does not agree with the Administrator's evaluation. The evaluation is to be placed in the teacher's personnel file, along with the teacher's comments. It shall be expressly understood that an adverse evaluation shall not be subject to the grievance procedure. Any teacher receiving an unsatisfactory observation or evaluation shall be given the reasons and may be placed on an Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to Plan will state the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable workDistrict’s standards, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve resources available and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy schedule of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentialsfuture observations (i.e., letters of reference from universitiesweekly, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherquarterly).
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will All monitoring or observation of the work performance of a teacher shall be evaluating conducted openly and with full knowledge of the teacher’s performance within the time of formal responsibility. .
B. The evaluation process and form will be shared appropriate administrator shall evaluate all non-tenure teachers in his/her building in accordance with the Association Building Representatives following procedure and requirements:
1. He/she shall have at least two (2) informal conferences with the beginning teacher before the first official report to the Superintendent which shall be submitted by December 1 of each school year.
(a) Probationary 2. He/she shall identify to the teacher any clearly observable inadequacies and offer appropriate assistance to correct such inadequacies.
3. He/she shall submit that final official report to the Superintendent by March 1 of each school year. This report will include his/her recommendation concerning probationary or tenure status for the teacher.
4. These official reports to the Superintendent shall be descriptive in form and based upon requirements and expectations established by the Board.
5. The teacher shall see and sign each of these official reports before they are sent to the Superintendent.
C. A non-tenure teacher shall before being suspended, discharged or failing to have his/her contract renewed have an opportunity to fully discuss the matter with his immediate supervisor and the Superintendent and have a representative of his/her choice present at any such meeting.
D. Observations of tenure and non-tenure teachers shall be evaluated at least two (2) times a yeardone by the appropriate building principal or Superintendent.
1. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluationobservation report shall include, but at least one of them not be limited to a narrative form. Evaluations other than narratives must be planned agreed upon in consultation advance by both parties and a copy given to all members. Beginning with the probationary 2000-2001 school year all evaluations will have a section for “Overall Performance” which states whether a teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the ’s performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsis satisfactory or unsatisfactory.
2. The administrator report shall prepare consist of one (1) original copy and submit a written evaluation two (2) carbon copies-the administration retaining the original and recommendations to second carbon copy and the teacher prior to May 30th of about whom the year they are evaluated. The administrator report concerns, shall hold a conference with retain the teacher to discuss the written evaluation and recommendationsfirst carbon copy.
3. Upon receipt The report shall be discussed in full by the observer and the observed not more than three (3) days after the observation has taken place. Discussion of the evaluation observation shall be done in the appropriate administrator’s office. Each copy of the report shall be signed by the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically notedobserved.
4. Teachers involved with The teacher to be observed shall be notified at the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part time of the observation whether it is a formal evaluation only at the request of the teacheror informal observation.
B. A teacher who disagrees with the content or procedure 5. The time of evaluation may submit a written answer which at least one formal observation shall be attached to agreed upon by the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which principal and the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluationat least one (1) day in advance.
E. The Board and Teacher evaluation shall be based on the Association recognize that the ability of pupils to progress and mature academically is a combined result following criteria:
1. Knowledge of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retentionsubject matter.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward 2. Ability to impart the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teachersubject matter.
G. Ordinarily3. Appropriate and effective classroom control and discipline.
4. Ability to establish rapport and a positive working relationship with students, observations of administrators, other teachers shall not be for less than a full class period or for the duration of a particular teaching lessonand parents.
Appears in 3 contracts
Samples: Master Agreement, Master Agreement, Master Agreement
TEACHER EVALUATION. A. The administration will work performance of all teachers shall be evaluating the teacher’s performance within the time of formal responsibilityevaluated in writing. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary Tenure teachers shall be evaluated at least once every two years. Probationary teachers shall be evaluated not less than three times during the school year; one of which will be the annual year end performance evaluation. The annual year end evaluation will include an assessment of the teacher's progress in meeting the goals set in their individualized development plan, and shall be based upon at least two (2) times classroom observations conducted not less than sixty (60) days apart, unless the teacher and the Employer agree to a yearshorter observation interval.
B. Within thirty (30) days after their initial employment, each probationary teacher shall be provided with an individualized development plan. This individualized development plan shall be prepared by the Employer after consultation with the probationary teacher. The first evaluation will be completed Employer shall update the individualized development plan prior to December 1st and the second prior to April 15th. Each evaluation will start of each probationary year of employment.
C. Evaluations shall be based upon announced, unannounced, informal observations, on conducted by the performance of other duties and responsibilities and the goals developed teacher's immediate supervisor or an administrator working in the Individualized Development Plan (IDP). The announced and unannounced observations should same building or otherwise familiar with the teacher's work, who shall be designated by the Board.
D. Each observation shall be made in person for a minimum of thirty (30) minutes in lengthconsecutive minutes. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal Formal observations will be discussed with not normally occur the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- first or last three (3) yearsweeks of school or on days where special school events or activities are scheduled. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content All monitoring or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the a teacher shall be conducted openlyopenly and with full knowledge of the teacher. The use of eavesdropping, closed circuit television, public address or audio system or systems and similar types of communications will not surveillance devices shall be used for the purpose of evaluationstrictly prohibited.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result A copy of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file written evaluation shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided submitted to the teacher at this time. Pre-placement information the time of such as confidential credentialspersonal interview or within fifteen (15) days thereafter, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by and the teacher in regard shall have the opportunity to materials that were not signed by review the teacherevaluation report. A representative All evaluations shall be based upon valid criteria for evaluating professional growth, and shall include specific ways to improve any deficiencies and standards of the Association may accompany the teacherperformance.
G. Ordinarily, observations F. A copy of teachers shall a probationary teacher's annual year end evaluation will be furnished to the Superintendent. If the report contains a recommendation that the probationary teacher be denied tenure or not be for less than a full class period or continued in employment for the duration of a particular teaching lessonfollowing school year, the teacher shall have an opportunity to discuss the recommendation with the Superintendent.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration district will maintain a process of evaluation for teachers within the bargaining unit. If at any time the district contemplates substantive changes, the district agrees to notify the association of the contemplated changes or modification and agrees to meet with the association representatives for the purpose of providing an opportunity for input by the association prior to adoption or modifications. The Board shall use the same evaluation system throughout the district. It is understood that the frequency of evaluation may vary to meet the educational needs of the district as determined by the Board and the administration. All teachers will be evaluating the teacher’s performance within the time of formal responsibility. The given prior information relative to what evaluation process and form system will be shared with used and teachers will be provided copies of evaluation documentation which are to be placed in the Association Building Representatives at the beginning of each school yearteachers' personnel files.
(a) Probationary B. Formal observations are defined as those observations which are preceded by a pre-observation conference and succeeded by a post-observation conference. It is understood that any reference in this Agreement to "formal observation" does not infringe upon the right of the administration to conduct informal observations as a part of the total evaluation process. All formal observation of teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and with the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development knowledge of the written evaluationteacher being formally observed, but at least one of them must and shall be planned in consultation followed with the probationary teacher. The results of formal observations will be discussed with a conference between the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt observer. Teachers shall be presented a copy of any formal observation reports, and shall discuss with the observer any questions the teacher may have regarding the report. The signature on teacher shall be given a copy of the form does not constitute report, and shall sign the report to signify that he/she has read the report.
C. Alternative evaluations for professional growth, as agreed to by the principal may be arranged. Guidelines for such evaluations will be a collaboration between the teacher and his/her approval unless specifically notedevaluator. The appropriate paperwork, processes, time lines, and documentation shall be developed and maintained as in any other evaluation method.
4. Teachers involved with D. Should the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which observer identify areas where the teacher is to improve and assistance may below the evaluator's levels of expectation, specific written suggestions shall be given issued by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluationobserver.
E. Plans of Improvement" are not subject to the grievance procedure until it becomes disciplinary. The Board and Plan of Improvement will have a time frame for completion. After completion the Association recognize that Plan of Improvement will be removed from the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retentionfiles.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 3 contracts
Samples: Negotiated Agreement, Negotiated Agreement, Negotiated Agreement
TEACHER EVALUATION. A. The administration building principal, appropriate supervisor or special area teacher, or designated supervisor of a teacher, hereafter known as the evaluator, shall be responsible for evaluations of all teachers assigned to his or her building or program. Any evaluator undertaking an evaluation must first successfully complete a pre-qualification program provided or approved by the Illinois State Board of Education (ISBE). At the beginning of the school term, all teachers who have not had an orientation on the District evaluation instrument and procedures shall be instructed in the use of such instrument and procedures by their immediate supervisor. No formal observation will take place until such orientation, if required, has been completed. No change will be evaluating made in the teacher’s performance within evaluation instrument(s), until after negotiations and acceptance by the time CTA. No formal evaluation may be given unless the teacher is first apprised of formal responsibilitythe instrument. The evaluation process and form A conference will be shared with held prior to any formal evaluation at which the Association Building Representatives evaluator will identify areas of expected performance. Failure to perform a scheduled evaluation gives a previously evaluated teacher a “proficient” rating for RIF purposes.
B. Probationary teachers shall be formally evaluated at least one (1) time during each year and the beginning evaluation shall be completed by March 1st of each school year. If there is a second evaluation, the teacher shall be notified of such evaluation at least six (6) weeks in advance. There shall be at least a six (6) week interval between the first and second evaluation. Teachers hired after January 1st, according to the School Code, shall be evaluated by May 15, do not have recall rights, and are not required to be notified of their non-renewal forty-five (45) days prior to the end of the school term.
(a) Probationary C. Tenured teachers shall be evaluated at least every two (2) times years or as frequently as the Superintendent shall deem appropriate for the monitoring and appraisal of performance. Tenured teachers’ evaluations must be completed by March 1 of that year during a reduction in force (RIF) year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed A tenured teacher may request in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior writing to the development of the written building principal to be formally evaluated during a year in which they are not scheduled for a formal evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in After consultation with the tenured teacher, a final decision will be given to the tenured teacher in writing by the building principal. The results final decision of formal observations will be discussed the requested evaluation rests with the building principal. Evaluations are not to be undertaken for any other purpose.
D. The evaluator of a teacher shall observe and evaluate each teacher formally in a timely mannerwriting. The information gathered during observer and evaluator shall be the observations will same person with respect to each separate formal evaluation. A copy of each evaluation shall be used to write placed in the evaluationsteacher's personnel file.
2E. Each formal evaluation shall be preceded by one classroom observation. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes parties acknowledge that, if a teacher is doing unacceptable workassigned to teach more than one (1) subject, the reasons shall be set forth in specific termsobservation should include more than one (1) subject. Included will be examples The date, the time of specific ways in which day, and the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility duration of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher observations shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file document.
F. A conference shall be made available for review of held between the teacher prior to placement in and the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.evaluator within ten
Appears in 3 contracts
Samples: Professional Negotiations Agreement, Professional Negotiations Agreement, Professional Negotiations Agreement
TEACHER EVALUATION. A. The administration will It is recognized by all parties that the primary purpose of teacher evaluation is professional improvement. Such evaluations shall be evaluating provided to teachers under the teacher’s performance within the time of formal responsibility. The evaluation process following terms and form will be shared with the Association Building Representatives at the beginning of each school yearconditions.
(a) A. Probationary Teacher Probationary teachers shall be evaluated each year during the teacher's probationary period according to the following terms and conditions:
1) Any individual development plan provided to any employee under this Section shall be developed by the appropriate administrator in consultation with the teacher. The development of the IDP shall be a collaborative process.
2) The teacher will be provided with an annual year-end performance evaluation.
3) The evaluation shall be based on, but not limited to, at least two (2) times classroom observations held at least 60 (sixty) days apart (unless a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDPshorter interval is mutually agreed upon). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development evaluation shall include an assessment of the written evaluation, but at least one of them must be planned teacher's progress in consultation with meeting the probationary teacher. The results of formal observations will be discussed with goals expressed in the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsIDP.
(b4) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development A copy of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a 's written evaluation and recommendations shall be given to the teacher prior and a conference will be held between the teacher and the evaluating administrator. In addition, the administrator shall offer assistance to help the teacher become more effective. This will be done no later than May 30th 15 of the year they are evaluated. The administrator shall hold a conference with in which the teacher to discuss the written evaluation and recommendationsis conducted.
3. Upon receipt of the 5) The evaluation shall be signed by both parties and the teacher will sign the form indicating his/her receipt of the reportbe given a copy. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall notation regarding any material contained in the evaluation and the same will be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 evaluation.
6) Failure of the grievance procedureBOARD to comply with this Subsection A, 1-5, is conclusive evidence that the teacher's performance for that school year is deemed satisfactory.
C. If an administrator believes a teacher is doing unacceptable work, 7) In the reasons shall be set forth in specific terms. Included will be examples of specific ways in which event that the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences BOARD determines that it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used re-employing a probationary teacher, it will provide that teacher with a notice of non-renewal no later than May 1. For the second, third and fourth year teachers, the notice will include the reasons for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result non-renewal. A copy of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication notice will be provided to the FEDERATION.
B. Tenure Teachers Tenure teachers shall be formally evaluated at least once every three (3) years according to the following terms and conditions:
1) All tenure teachers will develop annual goals in cooperation with their appropriate evaluating administrator.
2) The evaluation shall be based on, but not limited to, at least two (2) classroom observations conducted during the period being evaluated. At least one of the observations will be pre-scheduled. The evaluation shall include an assessment of the teacher’s progress in meeting their goals.
3) A tenure teacher at this timeshall be formally evaluated upon request within the academic school year provided such request is made no later than February 1.
4) The "Core Teaching Standards" (see Appendix E) shall serve as the general criteria by which tenure teachers shall be evaluated.
5) A copy of the teacher’s written evaluation shall be given to the teacher and a conference will be held between the teacher and the evaluating administrator. Pre-placement information such as confidential credentialsIn addition, letters the administrator shall offer assistance to help the teacher become more effective. This will be done no later than May 15 of reference from universities, individuals, or previous employers are exempt from such reviewthe year in which the evaluation is conducted.
6) The evaluation shall be signed by both parties and the teacher will be given a copy. A The teacher may submit a written statement for inclusion notation regarding any material contained in the personnel evaluation and the same will be attached to the file copy of the evaluation.
7) Failure of the BOARD to comply with the Subsection B, 1-6, with respect to an individual teacher in a particular three (3) year period is conclusive evidence that the teacher's performance for that period is satisfactory.
C. Ad Hoc Committee
1) When any teacher does not agree with the formal evaluation of his/her administrator, s/he may then require an evaluation by an Ad Hoc Committee as provided below.
a) S/he may require the appointment of an Ad Hoc Committee consisting of not less than three (3) nor more than five (5) professional persons of his/her choice.
b) The administrator shall set up the Committee within one (1) week after such request has been made.
c) The Committee shall submit its evaluation report to the administrator who shall discuss it with the Committee.
d) If the problem is not resolved by such report and conferences, the administrator shall submit a copy of the Committee's report to the Superintendent along with the evaluation report. In that event final judgment shall be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherSuperintendent.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will be evaluating purpose of teacher evaluation is to improve the teacher’s performance within educational program in the time of formal responsibility. Midland Public Schools.
B. The evaluation process and form will be shared with of the Association Building Representatives at work of all teachers is a responsibility of the beginning of each school yearadministration.
(a) Probationary C. The teaching performance of all teachers shall be evaluated at least two (2) times a yearin writing. The first evaluation will Evaluations shall be completed prior to December 1st and conducted by the second prior to April 15th. Each evaluation will be based upon announcedteacher's immediate supervisor, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed an administrator working in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to same building, the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request coordinator of the teacher's subject area, the superintendent or designee from the staff of the District.
B. A D. The District will provide each teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation form and the criteria to be used in question and/or submit any complaints through Level 4 a given school year within the first six weeks of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific termsschool year. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility The name(s) of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication evaluator(s) will be provided to the teacher prior to observation.
E. Teacher performance shall be evaluated in light of all evidence pertinent to the discharge of the teacher's professional responsibilities and exercise of professional judgment.
F. All monitoring of observation of the teacher performance will be conducted openly and with full knowledge of the teacher. Teachers will be given a copy of any evaluation report prepared and signed by their evaluators and will have the right to discuss such report with their evaluators.
G. Probationary teaching status is defined in the Michigan Teacher Tenure Act as four years for newly hired, non-Michigan tenured teachers and two years for newly hired, Michigan-tenured teachers. During probationary years, teachers will be regularly observed, will work with administrative supervisors to establish annual, individual development plans and will receive an annual written evaluation prepared by the evaluator. Periodic progress checks on individual development plans will be made between probationary teachers and their evaluators during each probationary year.
H. Tenure teachers will be evaluated at this timeleast once every three (3) years after achieving tenure in the District. Pre-placement information such as confidential credentialsEach evaluation must be preceded by observation and a written evaluation will be prepared by the evaluator. A conference between the evaluator and the teacher will be held after each evaluation. Teachers also will be offered the opportunity to have a conference prior to the observation process and written evaluation being prepared, letters if they wish to have one.
I. The teacher's overall performance will be characterized by one of reference from universitiesthree ratings: satisfactory, individualstemporarily acceptable, or previous employers are exempt from such reviewunsatisfactory. A This does not limit the use of other descriptive terms within the written statement for inclusion evaluation.
J. Any complaints regarding a teacher made to the administration by any parent, student, or other person which will be considered in the personnel file may then evaluating said teacher's performance will be made by the teacher in regard promptly called to materials that were not signed by the teacher's attention.
K. Each teacher will have the right, upon request, to review the contents of the teacher's own personnel file. A representative of the Association may may, at the teacher's request, accompany the teacher in such review. The review will be made in the presence of the administrator responsible for the safekeeping of such file. Privileged information, such as confidential credentials and related personal references obtained at the time of initial employment, are specifically exempted from such review. The administrator will remove such credentials and confidential reports from the file prior to the review of the file by the teacher.
G. OrdinarilyL. If it becomes clearly evident that the work rendered by a tenure teacher or probationary teacher is becoming progressively less satisfactory with the passage of time and/or if it is determined at the time of evaluation that such performance is characterized as "temporarily acceptable," the following shall apply:
1. The administrator shall notify the teacher in writing that such condition and/or conditions exist and shall enjoin the teacher to take the specific, observations constructive, stated action(s) deemed necessary to improve the quality of teachers work rendered to the school district. Such notice, with corrective recommendations, shall not be deemed by the teacher to constitute a fair and just warning. The Association will be notified by the District whenever a tenure teacher is warned in the manner prescribed by this section.
2. As of the date of warning, the teacher shall have one calendar year to significantly improve the quality of performance.
3. The District reserves its right, notwithstanding this Article, to dismiss a teacher for less than a full class period just cause as provided under the Michigan Teacher Tenure Act.
M. Any adverse evaluation of teacher performance asserted by the District or for any agent or representative thereof will be subject to the duration grievance procedure herein set forth; provided, however, that nothing contained in Article XI, section M., will deprive the District of a particular teaching lessonany rights which it has under the Michigan Teacher Tenure Act or under other Articles of this Agreement.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will This provision shall not apply to those teachers who are evaluated pursuant to Section 3012-c of the Education Law. Teacher observation and evaluation is designed to:
1. Enable the Administration to give meaningful assistance to faculty members. Any comments relating to teacher weaknesses shall be evaluating the teacher’s performance within the time accompanied by suggestions for improvement of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school yearperformance.
(a) 2. Assist the Administration in deciding whether tenure should be granted. Probationary teachers shall be evaluated at least given a minimum of three (3) fair and objective formal classroom observations by professional educators, the first of which shall be conducted prior to December 1. It shall be the goal of the District to evaluate tenured teachers once per year.
3. Determine whether it is in the best interest of the District to retain faculty members. The observation and evaluation program shall involve:
a. The publishing by the District of a list of competency components which sets forth the District’s performance expectation for teachers.
b. Allowing teachers an appropriate period of time to correct noted deficiencies.
c. The conducting of educational evaluations by certified administrators only.
d. A written report will be made of each classroom observation or evaluation that is to form a part of the teacher’s personnel record. A copy of every such report shall be furnished to the teacher involved promptly after such observation or evaluation. Within ten (10) workdays after the delivery of a copy of such report to the teacher, a conference will be held between the evaluator and the teacher to discuss such report, unless such conference is mutually dispensed with. No such report shall be submitted to central administration, placed in a teacher’s file or otherwise distributed or acted upon without such prior conference, unless both the evaluator and the teacher indicate in writing that such conference has been dispensed with. Written responses by teachers must be submitted within fourteen (14) calendar days after conference; provided that if such conference occurs less than two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime weeks prior to the development end of the written evaluationschool year, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which response by July 15th. All evaluations and observations shall be attached conducted without recourse to mechanical or electronic listening devices without the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance expressed written consent of the teacher shall be conducted openly. The public address being observed or audio system or similar types of communications will not be used evaluated, unless a recording device is a reasonable accommodation for the purpose of evaluationevaluator under the Americans with Disabilities Act.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. Teachers shall be evaluated in accordance with the Xxxxxxx County School District Teacher Evaluation System. The administration will observing and/or monitoring of a teacher for evaluative purposes shall be evaluating conducted openly and with full knowledge of the teacher.
B. Annually, all teachers shall be informed of the evaluation criteria, data sources, methodologies, and procedures associated with the evaluation before the evaluation takes place. Beginning teachers and teachers new to the District shall receive a more in-depth training during the teacher orientation meeting. During the initial orientation, teachers shall receive a printed copy of the assessment instrument, data collection forms, and supporting procedures.
C. A teacher’s evaluation shall be completed by the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school yearimmediate supervisor.
(a) Probationary D. All teachers shall be evaluated at least two (2) times a once per year. Classroom teachers newly hired by the District shall be observed and evaluated at least twice in the first year of teaching.
E. All teachers shall be informally observed using a walkthrough at least once each grading period.
F. Upon request, the teacher shall be provided feedback with any written report generated from a walkthrough.
G. The first evaluation will teacher shall receive prior notice of any formal observation. Upon the teacher’s request, the teacher shall be completed prior to December 1st provided a pre-conference with the evaluator.
H. Following each formal observation, there shall be a post observation conference within three (3) work days following the observation. If this deadline cannot be met, the teacher shall be notified and the second prior to April 15th. Each evaluation will conference shall be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher rescheduled in a timely manner.
I. Teachers shall be provided their Instructional Practice scores in writing no later than the last teacher workday of the year.
J. The teacher shall receive a copy of all written reports to be placed in the teacher’s personnel file. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves teacher shall have the right to evaluate respond in writing to any such reports and to submit additional information to be placed in the teacher’s personnel file.
K. If an evaluation indicates that a tenured teacher more oftenis not performing in a satisfactory manner, the principal must give specific notice in writing, describing the unsatisfactory performance. The evaluation will be based upon announcedFollowing such notice the principal shall conference with the teacher, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development make recommendations for correction of the written evaluationdeficiencies, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with and provide assistance to the teacher in correcting such deficiencies within a timely manner. prescribed period of time.
L. The information gathered during the observations teacher will be used to write given a copy of his/her evaluation no later than 10 days after the evaluations.
2final evaluation is completed. The administrator shall prepare and submit a written evaluation and recommendations to Upon teacher request, the teacher prior to May 30th of the year they are evaluated. The administrator Principal shall hold a conference with the teacher to discuss the written evaluation and recommendationsevaluation.
3. Upon receipt of M. If the teacher has concerns that the evaluation procedures have not been correctly followed, the teacher will sign procedural concerns may be addressed through the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 use of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth procedure outlined in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.Article V.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will be evaluating Board and the teacher’s performance within Association agree that the time primary purpose of formal responsibilityevaluation is the improvement of instruction and is recognized as an administrative function. The evaluation process and form will be shared with Board reserves the Association Building Representatives at the beginning right to delegate this responsibility to such members of each school yearits administrative staff as it deems appropriate from time to time.
(a) Probationary B. The work performance of all teachers shall be evaluated and recorded in writing. However, at least two (2) times a year. The first evaluation will be completed prior to December 1st and one month of the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime school year shall have passed prior to the development of the written evaluation, but first visitation unless extreme circumstances dictate earlier attention. A probationary teacher employed for at least one of them must full school year, shall be planned provided with an individualized development plan developed by administrative personnel in consultation with the probationary teacher. The results of formal observations A probationary teacher will be discussed with 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 in a timely mannerand the administration. The information gathered during annual year-end performance evaluation shall include at least an assessment of the observations will be used to write teacher's progress in meeting the evaluations.
(b) goals of his or her individualized development plan. Tenured teachers will be evaluated on provided with a rotating schedule, but no less than performance evaluation at least once every three- three (3) years. The administration reserves the right to evaluate If a tenured teacher more oftenhas 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 upon announcedon, unannouncedbut not limited to, informal at least two classroom observations and on conducted during the performance 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 other duties and responsibilitiesthe teacher's progress in meeting goals of his or her individualized development plan. The announced and unannounced observations should evaluation cycle of a tenured teacher shall be a minimum completed within one academic year. All teachers will be notified of thirty (30) minutes in length. The observations may occur at any time the week they will be observed prior to the development first visitation. Subsequent observations of work performance will be conducted openly and with full knowledge of the written teacher, but need not be preceded by advance notice to the teacher.
C. Personal observations of actual classroom teaching for purpose of evaluation, but shall be of at least 30 consecutive minutes, but may extend over a period of more than one day. Within 10 school days after completion of them must be planned in consultation the observation, the evaluator will make a written report of the observation and will provide the teacher with a copy of the tenured teacherevaluation report. The results of formal observations teacher will be discussed with the teacher acknowledge in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon writing receipt of the evaluation the teacher will sign the form indicating his/her receipt copy of the report. The signature on Within an additional 5 school days the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses evaluator will be evaluated. This hold an evaluation in the first year will be made part of the formal evaluation only at the request interview of the teacher.
B. D. The Board will not use electronic methods of observing or evaluating a teacher's performance, nor will information on the classroom teaching performance of a teacher be solicited by the Board from students.
E. Any information regarding a teacher furnished to the Administration by a parent, student or other person, which will be used in evaluating the teacher's performance, will be promptly called to the teacher's attention.
F. No later than sixty (60) days prior to the end of the first probationary year a teacher will be notified if work performance is unsatisfactory. This shall be in the form of a letter furnished to the teacher. A teacher who disagrees second copy shall be forwarded to the Association at the teacher's request. If the report contains any information not previously made known to and discussed with the content or procedure of evaluation may first-year teacher, the teacher shall have an opportunity to submit a written answer which shall be attached information to the file copy Superintendent. In the event the first-year teacher is not continued in employment the first-year teacher may follow the grievance procedure through the second step with the decision of the evaluation in question and/or submit any complaints Superintendent being final. The above procedure applies to second-year, third year and fourth year teachers who may not be awarded tenure; however, the teacher may follow the grievance procedure through Level 4 the third step with the decision of the grievance procedureBoard being binding.
C. G. If an administrator believes evaluator finds a teacher is doing unacceptable worklacking, the reasons therefore shall be set forth in specific terms. Included will be examples of specific ways recommendations in areas in which the teacher is to improve and of assistance may to be given by the administrator and other staff members. In subsequent conferences it .
H. Evaluation of teaching performance in study halls shall be the responsibility in addition to those listed in Section B above and shall not constitute a major proportion of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality evaluation of a teacher's service or fitness for retentiontotal performance. Extra Duty evaluations shall be separate and distinct from a teacher's classroom evaluation.
F. All communicationsI. Evaluations of a teacher shall include an evaluation by an educator who is certified in the subject or level of instruction. Times between evaluations shall be at least two weeks unless for good cause or by mutual agreement. Proven errors in evaluations will be corrected and removed from the evaluation. The evaluations shall include a narrative summary on whether the evaluation was a good and satisfactory evaluation or an unacceptable and unsatisfactory evaluation.
J. When a teacher is evaluated by more than one administrator in the school district because of assignment in more than one building, including the Superintendent will review the evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher each administrator prior to placement in the file; any communication of a copy recommendation for continuation or termination of any such communication will be provided employment being made to the teacher at this timeor Board. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard The Superintendent will communicate that recommendation to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 2 contracts
Samples: Professional Agreement, Professional Agreement
TEACHER EVALUATION. A. The administration will be evaluating All classroom monitoring or observation of the teacher’s work performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers a teacher shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st conducted openly and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request full knowledge of the teacher.
B. A Copies of teacher who disagrees with evaluation forms will be included in the content Teacher Handbook manual. This will include all forms to be used during the current school year. Teachers shall be evaluated by appropriate administrators, and not by students, parents or procedure other school employees, or Board members. However, this does not prohibit the evaluating administrators from using relevant and appropriate information from such persons as part of the evaluation may submit process. An evaluation cycle shall be defined as having (1) pre-evaluation conference to review the evaluator's expectations as set forth in the evaluation document, (2) work site observations, (3) post-observations conferences or written reports, (4) a written answer evaluation, and (5) a post-evaluation conference.
C. A probationary teacher will be observed prior to November 1 and March 1 in each school year. A formal written evaluation will be given to each probationary teacher during the first semester and before April 1 in each school year. Probationary teachers hired after the beginning of the school year shall be evaluated twice in their first calendar year of employment. Each tenure bargaining unit member shall be evaluated at least once every three years. Tenure bargaining unit members shall be notified by September 30 in the year they are to be evaluated, and evaluation shall be completed by May 15 of the school year when the evaluation is made. In the event issues of a teacher’s performance arise after September 30 in a school year in which the teacher had not otherwise been scheduled for evaluation, the teacher may nevertheless be evaluated provided he or she is promptly notified that the evaluation process is being implemented.
D. Extracurricular performances by a teacher will be evaluated separately from their teaching function; however, it is understood that misconduct in conjunction with extracurricular work could influence a teacher's general evaluation.
(1) Within thirty (30) days after any formal classroom observation, the teacher shall be given a written statement by the observer regarding the formal observation. The teacher has the right to have a post-observation personal conference upon request. A formal observation shall be defined as a prearranged date and time between both parties, with a minimum duration of 30 minutes observational time.
(2) The performance of all teachers shall be evaluated in writing with a copy submitted to the teacher either prior to or at the post-evaluation conference which shall take place no later than ten (10) school days after the final observation. In the event the teacher feels his evaluation was incomplete or unjust, he may, within ten (10) school days of receipt of said evaluation, submit his objections in writing to be attached to the file copy evaluation report to be placed in his personnel file. Such objections shall be initialed by the building principal as evidence that he was aware of the teacher's objections. Any opinion involving teacher evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances subject to evaluate the quality of a teacher's service or fitness for retentiongrievance.
F. All communicationsAny judgment of incompetence must not be arbitrary or capricious, including evaluations but must be supported by Milan Administrators, commendations, and documented complaints directed toward observation or documentation to support the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be conclusions made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherevaluator.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will be evaluating purpose of teacher evaluation is to improve the teacher’s performance within educational program in the time of formal responsibility. Midland Public Schools.
B. The evaluation process and form will be shared with of the Association Building Representatives at work of all teachers is a responsibility of the beginning of each school yearadministration.
(a) Probationary C. The teaching performance of all teachers shall be evaluated at least two (2) times a yearin writing. The first evaluation will Evaluations shall be completed prior to December 1st and conducted by the second prior to April 15th. Each evaluation will be based upon announcedteacher's immediate supervisor, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed an administrator working in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to same building, the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request coordinator of the teacher's subject area, the superintendent or designee from the staff of the District.
B. A D. The District will provide each teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation form and the criteria to be used in question and/or submit any complaints through Level 4 a given school year within the first six weeks of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific termsschool year. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility The name(s) of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication evaluator(s) will be provided to the teacher prior to observation.
E. Teacher performance shall be evaluated in light of all evidence pertinent to the discharge of the teacher's professional responsibilities and exercise of professional judgment.
F. All monitoring of observation of the teacher performance will be conducted openly and with full knowledge of the teacher. Teachers will be given a copy of any evaluation report prepared and signed by their evaluators and will have the right to discuss such report with their evaluators.
G. Probationary teaching status is defined in the Michigan Teacher Tenure Act as four years for newly hired, non-Michigan tenured teachers and two years for newly hired, Michigan-tenured teachers. During probationary years, teachers will be regularly observed, will work with administrative supervisors to establish annual, individual development plans and will receive an annual written evaluation prepared by the evaluator. Periodic progress checks on individual development plans will be made between probationary teachers and their evaluators during each probationary year.
H. Tenure teachers will be evaluated at this timeleast once every three (3) years after achieving tenure in the District. Pre-placement information such as confidential credentialsEach evaluation must be preceded by observation and a written evaluation will be prepared by the evaluator. A conference between the evaluator and the teacher will be held after each evaluation. Teachers also will be offered the opportunity to have a conference prior to the observation process and written evaluation being prepared, letters if they wish to have one.
I. The teacher's overall performance will be characterized by one of reference from universitiesthree ratings: satisfactory, individualstemporarily acceptable, or previous employers are exempt from such reviewunsatisfactory. A This does not limit the use of other descriptive terms within the written statement for inclusion evaluation.
J. Any complaints regarding a teacher made to the administration by any parent, student, or other person which will be considered in the personnel file may then evaluating said teacher's performance will be made by the teacher in regard promptly called to materials that were not signed by the teacher's attention.
K. Each teacher will have the right, upon request, to review the contents of the teacher's own personnel file. A representative of the Association may may, at the teacher's request, accompany the teacher in such review. The review will be made in the presence of the administrator responsible for the safekeeping of such file. Privileged information, such as confidential credentials and related personal references obtained at the time of initial employment, are specifically exempted from such review. The administrator will remove such credentials and confidential reports from the file prior to the review of the file by the teacher.
G. OrdinarilyL. If it becomes clearly evident that the work rendered by a tenure teacher or probationary teacher is becoming progressively less satisfactory with the passage of time and/or if it is determined at the time of evaluation that such performance is characterized as "temporarily acceptable," the following shall apply:
1. The administrator shall notify the teacher in writing that such condition and/or conditions exist and shall enjoin the teacher to take the specific, observations constructive, stated action(s) deemed necessary to improve the quality of teachers work rendered to the school district. Such notice, with corrective recommendations, shall be deemed by the teacher to constitute a fair and just warning. The Association will be notified by the District whenever a tenure teacher is warned in the manner prescribed by this section.
2. As of the date of warning, the teacher shall have one calendar year to significantly improve the quality of performance.
3. The District reserves its right, notwithstanding this Article, to dismiss a teacher for just cause as provided under the Michigan Teacher Tenure Act.
M. Any adverse evaluation of teacher performance asserted by the District or any agent or representative thereof will be subject to the grievance procedure herein set forth; provided, however, that nothing contained in Article XI, section M., will deprive the District of any rights which it has under the Michigan Teacher Tenure Act or under other Articles of this Agreement.
N. In accordance with its statutory authority pursuant to Section 1250 of the Revised School Code, the District may implement a performance based compensation policy. Decisions made by the District under its performance based compensation policy are not subject to bargaining or the grievance procedure identified herein. To comply with the statue, the District will pay a stipend determined by the Board of Education to each teacher with a “highly effective” rating on their annual evaluation. The stipend will be for less deposited in a 403(b) account set up by the teacher no later than a full class period or July 31 for the duration of a particular teaching lesson“highly effective” rating earned in the previous fiscal year.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration 9.1 All observations will be evaluating conducted openly and with full knowledge of the teacher’s performance within the time of formal responsibility. The evaluation process and form A rated observation will be shared with followed by a conference, and the Association Building Representatives teacher will receive a copy of the rating form at or before the beginning conference. Complete guidelines for the observation and evaluation of teachers can be found on Calvertnet.
9.2 Non-tenured teachers will be observed at least four (4) times each school year.
(a) Probationary 9.3 Non-tenured teachers shall be evaluated will have at least two (2) times formal conferences per year.
9.4 At the time of a year. The first evaluation formal evaluation, a conference will be completed prior to December 1st held and the second prior to April 15th. Each evaluation teacher will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be receive a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development copy of the written evaluation, but at least one of them must .
A. Formal evaluation shall be planned based exclusively on the criteria in consultation with the probationary teacherevaluative instrument. The results summative evaluation will reflect a formal evaluation of formal observations the teacher's performance for the entire observation year and will be include comments reflecting strengths where appropriate, the rationale for an unsatisfactory rating, and specific recommendations for improvement.
B. Once the final evaluative instrument is presented, discussed with the teacher, and signed by both the teacher in a timely manner. The information gathered during the observations and evaluator, no additional changes will be used made to write the evaluationsthis document.
(b) Tenured C. All evaluative criteria and standards must be in place for the teacher evaluation/observation process, and teachers must be advised of all evaluative criteria and standards to be used prior to their summative evaluation conference, unless there are legislative and/or regulatory changes.
D. The FY15 evaluation process, criteria, and standards will be evaluated on a rotating scheduleremain unchanged for FY16, but no less than once every three- (3) years. The administration reserves unless there are legislative and/or regulatory changes.
E. Following an observation or evaluation conference, the teacher shall have the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher meeting to discuss the written evaluation and recommendationsrecommendations for improvement with the principal and/or supervisor. The teacher must request the meeting within fifteen (15) workdays. The teacher will have the right to have Association representation and/or counsel present during this meeting which must be held within fifteen (15) working days of the request.
39.6 Written comments may be made by the rater and/or by the teacher. Upon receipt of Provision will be made for the evaluation teacher's signature to indicate that he/she has seen the rating. The teacher will sign acknowledge that he/she has had the form indicating opportunity to review the observation, evaluation report(s) or related materials by affixing his/her receipt signature or initials to the copy to be filed, with the express understanding that said signature or initials neither indicates agreement nor disagreement with the contents.
A. When any verified complaint regarding an employee is made to a supervisor, principal, or other administrator, such complaint will be promptly referred for investigation at the lowest administrative level and called to the attention of the reportemployee.
B. The employee will be given the opportunity to respond to and/or rebut such complaint, and shall have the right to be represented by the Association and counsel at any meeting or conference between the teacher and supervisor regarding such complaint. A complaint is a negative comment or inquiry regarding behavior of an employee by a person not in the employ of the school system, or not acting in the role of employee if employed by Xxxxxxx County Public Schools. The signature complaint may be oral or written.
9.8 Teachers will have the right, upon written notice on the form does not constitute appropriate form, to review materials in their personnel file. A representative of Xxxxxxx County Public Schools (CCPS) shall be present at the review to insure protection of records. The teacher may be accompanied by an Association representative. At the teacher’s expense, a copy of materials in his/her approval unless specifically notedpersonnel file shall be provided.
49.9 Material derogatory to a teacher's conduct, service, character or personality will be placed in his/her personnel file only if justified and the teacher has had an opportunity to review the material and to attach a response. Teachers involved The teacher will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature or initials to the copy to be filed, with the instruction of Advanced Placement courses will be evaluated. This evaluation in express understanding that such initialing neither indicates agreement nor disagreement with the first year will be made part of contents thereof.
9.10 CCPS may exclude from a review by the formal evaluation only teacher: college placement records, recommendations secured at the request time of employment, and confidential material which the employer may exclude from review pursuant to Maryland law or State Board of Education policy.
9.11 No teacher shall be observed/evaluated while teaching the class of an absent teacher.
B. A teacher 9.12 Classroom observations of teachers who disagrees with the content or procedure are teaching a class outside their area of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance certification may be given by the administrator both formal and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications informal, but will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or primary basis for that teacher’s final evaluation unless the majority of that assignment is outside his/her area of certification.
A. In order to promote continuous self-improvement, teachers will be notified as soon as possible of areas of concern in isolated instances performance and will be offered the opportunity for improvement.
B. If a teacher receives a rating of “ineffective” on the professional practice and/or student growth portion of the overall rating, the teacher’s immediate supervisor(s) shall meet with the teacher to evaluate the quality develop an Intensive Development Plan for improvement and to ensure subsequent counseling and assistance. As part of a teacher's service plan of assistance, a teacher with an Intensive Development Plan or fitness for retention.
F. All communicationsSecond Class status will be assigned a teacher mentor. In developing the Intensive Development Plan, including evaluations by Milan Administratorsthe employee shall have the right to consult with a CEA representative prior to the approval of the Intensive Development Plan, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file timeframe specified by the posted CCPS schedule for plan development. The Intensive Development Plan shall be made available include the following: Goals for review Improvement Aligned to Professional Practice or Student Growth Employer/Employee Activities to Address the Goals for Improvement Implementation Timeline Signatures of the teacher prior and his/her immediate supervisor(s)
C. If a teacher receives a rating of “developing/needs improvement” on the professional practice and/or student growth portion of the overall rating, the teacher’s immediate supervisor(s) shall meet with the teacher to placement in develop a Professional Development Plan for improvement and to ensure subsequent counseling and assistance. The Professional Development Plan shall include the file; a copy following: Goals for Improvement Aligned to Professional Practice or Student Growth Employer/Employee Activities to Address the Goals for Improvement Implementation Timeline Signatures of any such communication the teacher and his/her immediate supervisor(s)
9.14 All non-tenured teachers will be provided to assigned a mentor.
9.15 Any issues, changes, modification, adjustments regarding any part or portion of the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then observation/evaluation process will be made mutually discussed by the teacher in regard to materials that were not signed by the teacher. A representative Association and CCPS.
9.16 Insofar as Student Learning Objectives (SLO) are an essential part of the Association teacher evaluation process, administrators and/or supervisors will provide for teachers three hours of dedicated, uninterrupted worktime on the professional development day, September 23, 2015, and two hours on the professional development day, February 10, 2016, to work on their SLO’s. Administrators and supervisors may accompany the teacherbe available to assist teachers with SLO development as needed.
G. Ordinarily, observations 9.17 No tenured teacher shall be terminated from employment as a result of teachers shall not be for less than an ineffective rating based solely on student growth in a full class period or for the duration of a particular teaching lessongiven year.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will All monitoring or observation of the classroom work of a teacher shall be evaluating conducted in person and with the full knowledge of the teacher’s performance within .
B. Teacher observation shall be by formal observation. In no event, shall an observation be for less than thirty (30) minutes.
C. Each observation may be preceded by not less than one (1) day's notice at the time request of formal responsibilitythe teacher by October 1 of each school year. The evaluation process and form will If the administrator has a change in plans or conflict in his/her schedule, the teacher shall be shared with the Association Building Representatives promptly notified.
D. All teachers, at the beginning of each school year, shall be informed by the Association of the specific criteria by which he/she will be evaluated.
(a) Probationary teachers E. In the event that a teacher is being evaluated for classroom performance in a subject or grade outside his/her certification, notation of this condition shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed included in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will F. Evaluations shall be evaluated on a rotating scheduleby personal observation in the classroom, but no less than once every three- (3) years. The administration reserves conducted by the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsbuilding principal or Superintendent.
2. The administrator G. All evaluations shall prepare be reduced to writing and submit a written evaluation and recommendations copy given to the teacher prior to May 30th within ten (10) days of the year they are evaluatedevaluation. The administrator shall hold a conference with If the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation evaluation, he/she may submit a written answer response which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. question. If an administrator believes a teacher is doing unacceptable work, the reasons therefore shall be set forth in specific terms. Included will be examples terms as shall an identification of the specific ways in which the teacher is to improve and of the assistance may to be given by the administrator Administration.
H. Following each formal evaluation, which shall include a conference with the evaluator, the teacher shall sign and other staff membersbe given a copy of the evaluation report prepared by his/her evaluator. In subsequent conferences it no case, shall the teacher's signature be construed to mean that he/she necessarily agrees with the responsibility contents of the individual evaluation. A teacher may submit a self evaluation and/or submit additional comments to inquire whether adequate improvement has taken placethe written evaluation if he/she so desires. All written evaluations are to be placed in the teacher's personnel file.
D. Monitoring I. Probationary teachers will minimally receive a year ending evaluation. The evaluation will be based upon at least two (2) classroom observations, the first and last of which are at least sixty (60) days apart, unless the teacher and administrator agree to a shorter interval. The first classroom observation will be within thirty (30) instructional days of the beginning of the teacher’s work year or anniversary date where applicable and will be followed within ten (10) instructional days by a post-observation discussion with the teacher. Tenured teachers will be evaluated at least once every three (3) years. Tenured teacher evaluations will be completed by May 1. Any teacher may request an additional observation and evaluation.
J. Probationary teacher evaluations will be completed prior to March 15 or sixty (60) calendar days prior to the probationary teacher’s anniversary date where applicable. Probationary teachers will be notified within this timeline as to whether the teacher will be recommended for tenure, offered additional probationary status or be recommended of non-renewal. In the event a teacher is non-renewed, the Board will advise the teacher of the specific reasons therefore in writing with a copy to the Association.
K. Each teacher's evaluation shall include at the conclusion of the report the statement: "Considering all factors, the work performance of the this teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.is..
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. 18.01 The administration will Board and Association agree that the evaluation process for teachers is essential to successful instructional programs for students. It is further agreed that teacher evaluation is a responsibility of the Board and Administration and shall be evaluating undertaken with the primary intent of improving the instructional skill of the teacher’s performance within . Should the time desired level of formal responsibilitycompetency not be achieved by a teacher, the evaluation record may be
18.02 Teachers shall assist in the development of evaluation criteria. The This criteria shall be provided to all teachers no later than September 30 and shall include an explanation and discussion of the evaluation process process. (Appd. 4/18/13)
18.03 Beginning during the month of September and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary continuing through April, all teachers shall be evaluated at least evaluated. Teachers newly hired by the district (probationary teachers) employed for a full school year (one day over half their contract period) shall be observed a minimum of two (2) times a during the year; other contract teachers shall be formally observed at least once each year. The first evaluation will be completed Teachers are encouraged to seek assistance to improve their instruction through their principal or a supervisor in a special area prior to December 1st formal evaluation. All evaluations shall be made by principals, assistant principals, and appropriate members of the second County Administrative Staff who are certified observers. Non-supervisory personnel shall not provide written documentation or written performance assessment for other employees, with the exception of teachers in regard to the Beginning Teacher and Alternative Certification Programs. Following each formal observation, but prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on a subsequent formal observation the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator evaluator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference meet with the teacher to discuss the written report of the teacher's strengths and weaknesses. (Appd. 4/18/13)
18.04 All formal observations of teachers for purposes of evaluation shall be conducted openly and recommendations.with the full knowledge of the teacher. (Appd. 4/18/13)
318.05 All informal observations used for evaluation purposes shall be made
18.06 Forms for reporting formal and informal observations will include the dates and places of such observations, the evaluator's assessment of the teacher's strengths and weakness, the evaluator's recommendations to the teacher, and the resultant progress of the teacher. Upon (Appd. 4/18/13)
18.07 Although disputes concerning evaluations shall be exempt from the grievance procedure, a teacher may appeal procedural errors believed to have occurred relative to the teacher’s performance evaluation. Examples include the evaluator failing to meet timelines for observation or post conference, observe the number of times mandated or meet other procedural elements denoted in the Sumter County Teacher Evaluation System Handbook. All appeals are to be filed with the school principal within three days from the date the teacher receives his/her evaluation of the professional practice section, and must be accompanied by pertinent documentation. If the teacher is not assigned to a school site, the appeal should be presented to the teacher’s immediate supervisor. (Appd. 4/18/13) Within two days of receipt of the evaluation appeal, the principal will respond in writing to the teacher as to the ruling on the appeal. If the teacher is not satisfied with this ruling, he/she may, within two days, file the appeal and documentation with the Superintendent who will sign appoint an appeals committee; the form indicating his/her committee will be composed of 3-5 district administrators who are knowledgeable in the Sumter County Teacher Evaluation System procedures. The committee will meet within two days of receipt of the reportappeal and consider the basis of the appeal and documentation presented. Within two days of the meeting, the committee will issue its ruling, which shall be final. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part content of the formal evaluation only at the request observations(s) or judgment of the teacher.
B. A observer may not be appealed. However, any teacher who disagrees with shall have the content or procedure of evaluation may right to submit a written answer rebuttal to the evaluation which shall will be attached to the file copy teacher’s evaluation form. When the appropriate student test data is factored in and the final evaluation completed, a teacher will have the right to appeal based only on procedural issues related to this part of the evaluation in question and/or submit any complaints through Level 4 such as a misapplication of student performance data. No appeal of the grievance procedureprofessional practices section may be made.
C. If an administrator believes a 18.08 Each teacher shall have the right, upon request, to inspect, review,
18.09 Evaluation (for hiring, firing, promotion, demotions and certification) of Sumter County School Board Bargaining Unit employees is doing unacceptable workonly accomplished by administrative personnel. However, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is parties to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize this Agreement realize that the ability certification of pupils entry level instructional personnel is of vital concern to progress the total teaching profession and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil hereby agree to work cooperatively in the classroomSumter School District Beginning Teacher and Alternative Certification Programs. Test results of academic progress of students shall not be used as the sole determinant or (Appd. 4/18/13)
18.10 Parental Input in isolated instances Teacher Evaluation – Parents are invited to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the provide school administrators constructive feedback regarding teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this timeperformance when appropriate. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.(Ratified 10/5/98)
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will be evaluating purpose of teacher evaluation is to improve the teacher’s performance within educational program in the time of formal responsibility. Midland Public Schools.
B. The evaluation process and form will be shared with of the Association Building Representatives at work of all teachers is a responsibility of the beginning of each school yearadministration.
(a) Probationary C. The teaching performance of all teachers shall be evaluated at least two (2) times a yearin writing. The first evaluation will Evaluations shall be completed prior to December 1st and conducted by the second prior to April 15th. Each evaluation will be based upon announcedteacher's immediate supervisor, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed an administrator working in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to same building, the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request coordinator of the teacher's subject area, the superintendent or designee from the staff of the District.
B. A D. The District will provide each teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation form and the criteria to be used in question and/or submit any complaints through Level 4 a given school year within the first six weeks of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific termsschool year. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility The name(s) of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication evaluator(s) will be provided to the teacher prior to observation.
E. Teacher performance shall be evaluated in light of all evidence pertinent to the discharge of the teacher's professional responsibilities and exercise of professional judgment.
F. All monitoring of observation of the teacher performance will be conducted openly and with full knowledge of the teacher. Teachers will be given a copy of any evaluation report prepared and signed by their evaluators and will have the right to discuss such report with their evaluators.
G. Probationary teaching status is defined in the Michigan Teacher Tenure Act as four years for newly hired, non-Michigan tenured teachers and two years for newly hired, Michigan-tenured teachers. During probationary years, teachers will be regularly observed, will work with administrative supervisors to establish annual, individual development plans and will receive an annual written evaluation prepared by the evaluator. Periodic progress checks on individual development plans will be made between probationary teachers and their evaluators during each probationary year.
H. Tenure teachers will be evaluated at this timeleast once every three (3) years after achieving tenure in the District. Pre-placement information such as confidential credentialsEach evaluation must be preceded by observation and a written evaluation will be prepared by the evaluator. A conference between the evaluator and the teacher will be held after each evaluation. Teachers also will be offered the opportunity to have a conference prior to the observation process and written evaluation being prepared, letters if they wish to have one.
I. The teacher's overall performance will be characterized by one of reference from universitiesthree ratings: satisfactory, individualstemporarily acceptable, or previous employers are exempt from such reviewunsatisfactory. A This does not limit the use of other descriptive terms within the written statement for inclusion evaluation.
X. Any complaints regarding a teacher made to the administration by any parent, student, or other person which will be considered in the personnel file may then evaluating said teacher's performance will be made by the teacher in regard promptly called to materials that were not signed by the teacher's attention.
K. Each teacher will have the right, upon request, to review the contents of the teacher's own personnel file. A representative of the Association may may, at the teacher's request, accompany the teacher in such review. The review will be made in the presence of the administrator responsible for the safekeeping of such file. Privileged information, such as confidential credentials and related personal references obtained at the time of initial employment, are specifically exempted from such review. The administrator will remove such credentials and confidential reports from the file prior to the review of the file by the teacher.
G. OrdinarilyL. If it becomes clearly evident that the work rendered by a tenure teacher or probationary teacher is becoming progressively less satisfactory with the passage of time and/or if it is determined at the time of evaluation that such performance is characterized as "temporarily acceptable," the following shall apply:
1. The administrator shall notify the teacher in writing that such condition and/or conditions exist and shall enjoin the teacher to take the specific, observations constructive, stated action(s) deemed necessary to improve the quality of teachers work rendered to the school district. Such notice, with corrective recommendations, shall not be deemed by the teacher to constitute a fair and just warning. The Association will be notified by the District whenever a tenure teacher is warned in the manner prescribed by this section.
2. As of the date of warning, the teacher shall have one calendar year to significantly improve the quality of performance.
3. The District reserves its right, notwithstanding this Article, to dismiss a teacher for less than a full class period just cause as provided under the Michigan Teacher Tenure Act.
M. Any adverse evaluation of teacher performance asserted by the District or for any agent or representative thereof will be subject to the duration grievance procedure herein set forth; provided, however, that nothing contained in Article XI, section M., will deprive the District of a particular teaching lessonany rights which it has under the Michigan Teacher Tenure Act or under other Articles of this Agreement.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers Teachers shall be evaluated in accordance with the Volusia System for Empowering Teachers (VSET), Chapter 1012.34 F.S. and other applicable state statutes and regulations. All observations shall be conducted by a trained evaluator. All observation cycles and the deliberate practice plan must be completed at least two weeks before the last student day. The instructional practice (2observation cycles and Deliberate Practice Plans) times a portion of the evaluation score will be provided to teachers prior to the end of the school year. The first evaluation Final Summative Report will be calculated and provided after receipt of the Value Added portion. The Value Added portion, shall be completed within 2 weeks of the arrival of the data from the state, unless technical problems delay the process, and teacher shall be given notice of the final calculation as soon as practical using an appropriate technology. Notice by email using the district’s email system shall be acceptable.
B. The Superintendent and the VTO president shall jointly appoint a VSET steering committee made up of an equal number of teachers, appointed by the VTO president, and administrators, appointed by the superintendent. The committee shall be co-chaired by one representative appointed by the superintendent and one representative appointed by the VTO president. The committee shall be responsible for an annual review of VSET and make any recommendations for modifications of changes to a district level administrator and the VTO president who shall review the recommendations and present a recommendation to the superintendent. The superintendent shall take the recommendation under advisement in forming his/her final recommendation to the board. In the absence of a recommendation from the committee, or should the superintendent disagree with the committee recommendation and decide to take other action, the superintendent will notify VTO of his/her intended action at least two weeks prior to December 1st any action by the School Board, and meet with the second prior VTO president to April 15thdiscuss the matter if requested to do so. Each evaluation will Should the union disagree with the superintendent’s final recommendation, it shall retain all rights under Chapter 120, F.S. and all other applicable state statutes and regulations.
C. As soon as it is completed, all documents related to VSET shall be based upon announcedmaintained on a secured district data management system for which each teacher shall have access to his/her VSET files. When the system is ready to support, unannounced, informal observations, on electronic signatures shall be permitted. With the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development exception of the written evaluationDeliberate Practice Plan, but at least one of them must be planned in consultation such signature does not necessarily indicate agreement with the probationary teachercontent of said documents. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves Teachers shall retain the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator rebuttal which shall hold become a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt part of the evaluation record.
D. While the professional judgment of a supervisor is not grievable, should teacher believe that any portion of the VSET process as described in the VSET handbook has been violated, they shall follow any appeals process in the handbook prior to proceeding to the grievance process under Article 23. The timeline in Article 23 will be considered to begin after the appeals process is completed. Any cycle that does not count to the summative report of the teacher will sign the form indicating his/her receipt shall not be grievable. Any grievance filed on behalf of any employee who receives a summative report rating of needs improvement or unsatisfactory shall begin at step 3 of the reportgrievance process. All such grievances shall be scheduled as quickly as possible. A response shall be provided within five (5) days. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses parties agree that if a technical correction will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of bring the evaluation in question and/or into compliance with the evaluation procedure, then such a correction may be made. If the matter is submitted to arbitration, the parties shall work together to facilitate the process. Notice to go to arbitration shall be made within 5 working days. Subsequent to the ratification and adoption of this agreement, the district and the union shall meet to discuss whether an expedited arbitration process will be utilized, and if so, under what terms. Options considered by the parties will include, but not be limited to: (i) to pre-select a panel of arbitrators and contact them to establish potential calendar of arbitration days to which employees with appeals may be slotted; (ii) to keep the individual hearings to approximately four (4) hours maximum; (iii) the arbitrator being required to submit any complaints through Level 4 a decision within 48 hours; (iv) no written briefs shall be submitted. Under VSET, the Educator Evaluation, the Peer Evaluation, the Growth Plan, Student Achievement and the Summative Teacher Report shall be treated as separate grievance events.
E. Only PAR teachers properly trained shall be permitted to formally evaluate another member of the grievance procedureBargaining Unit.
C. If an administrator believes F. Unscheduled observations for the purpose(s) of formal evaluation shall be conducted with the full knowledge of the one being evaluated.
G. In general, conferences conducted in accordance with VSET are for improvement and review, and are not meetings where the right to representation applies. However, where, under the standards for termination established in state law and this agreement, a teacher is doing unacceptable work, has a reasonable belief that a scheduled evaluation conference could result in the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility teacher’s employment being terminated as a result of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of evaluation being completed, the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for have the purpose of evaluationright to representation.
E. The Board and the Association recognize that the ability H. As required by law, a teacher with tenure who receives a summative rating of pupils to progress and mature academically is unsatisfactory for two consecutive years or a combined result needs improvement for three consecutive years of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students any combination thereof during a 3-year period shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retentionreappointed.
F. All communicationsI. The parties agree that should at any time the Florida law applicable to such procedures be changed by the Florida Legislature or overturned by a court decision with all appeals having been exhausted, including evaluations by Milan Administratorsthen the Superintendent shall reconvene the VSET steering committee, commendationswhich will proceed to consider whether any modifications to the procedures are necessary or advisable, and documented complaints directed toward if so what those modifications should be. The committee and the teacher which are parties will follow the process set out in paragraph 1.B. above. In addition, the parties will meet to be included in the personnel file shall be made available for review of the teacher prior discuss whether any amendment to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherArticle is necessary.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will performance of all teachers shall be evaluating the teacher’s performance within the time of formal responsibilityevaluated in writing. The evaluation process First and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary second year probationary teachers shall be evaluated at least two (2) times a during the school year. The first evaluation will Third and Fourth year probationary teachers shall be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be evaluated a minimum of thirty (30) minutes in lengthonce per year. The observations may occur at anytime prior to the development of the written evaluation, but Tenure teachers shall be evaluated at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- three (3) years. The administration reserves Teachers whose services are being considered for termination under provisions of the right to evaluate Tenure Act shall receive written notification and statement of charges from the Superintendent or his/her designee advising them of their rights under the Tenure Act for a tenured hearing and appeal. A complaint by a teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior relative to the development procedural matters set forth in the “Birmingham Public School Plan for the Evaluation of Personnel”, September 1996, revised, shall be subject to Article V of this Agreement.
B. In addition to the procedures outlined in the “Birmingham Public School Plan for the Evaluation of Personnel”, September 1996, revised, the following guidelines shall be adhered to during the teacher evaluation process:
1. In the event a negative evaluation contains a recommendation for dismissal, the evaluator shall have notified the evaluatee of the written evaluation, but at least one of them must be planned problem(s) as early in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsevaluation period as such problems are identified.
2. The administrator shall prepare and submit Upon the request of a written evaluation and recommendations to teacher, the teacher prior to May 30th Superintendent shall, with the mutual agreement of the year they are evaluatedteacher, appoint two (2) additional administrators to conduct independent evaluations of the teacher's performance. The administrator Such additional evaluations shall hold a conference with the teacher be appended to discuss the written evaluation and recommendationscompleted by the teacher's immediate supervisor.
3. Upon receipt of In the evaluation event that the evaluator identifies problem areas, which may result in dismissal, controlled evaluation, or disciplinary action, the following procedures shall be implemented:
a. The supervisor will assist the teacher will sign in the form indicating his/her receipt development of a written plan to improve performance in the report. The signature on the form does not constitute his/her approval unless specifically notedareas identified.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at b. At the request of the teacher, the supervisor will assist the teacher in acquiring the resources that may be necessary to alleviate the problems. Such resources may include printed materials, other teachers who have overcome similar problems, central office administrators and/or other building administrators with expertise in the problem area, etc.
B. A c. The teacher who disagrees with and the content or procedure of evaluation supervisor shall meet twice monthly to discuss the teacher's progress. Meetings may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedurescheduled more frequently upon mutual agreement.
C. If an administrator believes The evaluation of a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples based upon procedures and guidelines as detailed in the “Birmingham Public School Plan for the Evaluation of specific ways in which the teacher is to improve and assistance may be given by the administrator Personnel Revised September 1996” and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher mutually agreed-to inquire whether adequate improvement has taken placecriteria.
D. Monitoring and For the purposes of evaluation of a teacher‟s performance, all monitoring or observation of the work performance of the a teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for openly with the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review full knowledge of the teacher prior to placement before, during, and after the school day. The use of surveillance devices in the file; a copy of any such communication will teaching environment during instruction shall be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A strictly prohibited unless written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed consent is given by the teacher. A representative This provision applies to surveillance performed by or obtained from third parties in the evaluation process.
E. If the teacher requests release time of peers to assist in the self-evaluation process as described in the “Birmingham Public School Plan for the Evaluation of Personnel”, such reasonable requests will be granted within the budget limitations as determined by the Board.
F. In the event a probationary teacher is recommended not to be continued in employment, the Administration will advise the teacher of the Association may accompany reasons therefore in writing no later than the teacher.
G. Ordinarily, observations third (3rd) Friday in March if the proposed effective date of teachers shall not be for less the dismissal is the end of the school year or at least sixty (60) days prior to the proposed effective date of the dismissal if such date is other than a full class period or for the duration end of the school year. Prior to Board action on the dismissal of a particular teaching lessonprobationary teacher, the affected teacher may appeal such dismissal to a committee composed of the following: one (1) administrator other than the administrator recommending the dismissal appointed by the Superintendent, one (1) teacher appointed by the probationary teacher, and one (1) administrator mutually agreed-to by the probationary teacher and the Superintendent. The committee will review the case and make a recommendation to the Board of Education. Such dismissal may also be later appealed to a committee of the Board of Education.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will It is recognized by all parties that the primary purpose of teacher evaluation is professional improvement. Such evaluations shall be evaluating provided to teachers under the teacher’s performance within the time of formal responsibility. The evaluation process following terms and form will be shared with the Association Building Representatives at the beginning of each school yearconditions.
(a) A. Probationary Teacher Probationary teachers shall be evaluated each year during the teacher's probationary period according to the following terms and conditions:
1) Any individual development plan provided to any employee under this Section shall be developed by the appropriate administrator in consultation with the teacher. The development of the IDP shall be a collaborative process.
2) The teacher will be provided with an annual year-end performance evaluation.
3) The evaluation shall be based on, but not limited to, at least two (2) times classroom observations held at least 60 (sixty) days apart (unless a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDPshorter interval is mutually agreed upon). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development evaluation shall include an assessment of the written evaluation, but at least one of them must be planned teacher's progress in consultation with meeting the probationary teacher. The results of formal observations will be discussed with goals expressed in the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsIDP.
(b4) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development A copy of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a 's written evaluation and recommendations shall be given to the teacher prior and a conference will be held between the teacher and the evaluating administrator. In addition, the administrator shall offer assistance to help the teacher become more effective. This will be done no later than May 30th 15 of the year they are evaluated. The administrator shall hold a conference with in which the teacher to discuss the written evaluation and recommendationsis conducted.
3. Upon receipt of the 5) The evaluation shall be signed by both parties and the teacher will sign the form indicating his/her receipt of the reportbe given a copy. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall notation regarding any material contained in the evaluation and the same will be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 evaluation.
6) Failure of the grievance procedureBOARD to comply with this Subsection A, 1-5, is conclusive evidence that the teacher's performance for that school year is deemed satisfactory.
C. If an administrator believes a teacher is doing unacceptable work, 7) In the reasons shall be set forth in specific terms. Included will be examples of specific ways in which event that the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences BOARD determines that it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used re-employing a probationary teacher, it will provide that teacher with a notice of non-renewal no later than May 1. For the second, third and fourth year teachers, the notice will include the reasons for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result non-renewal. A copy of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication notice will be provided to the FEDERATION.
B. Tenure Teachers Tenure teachers shall be formally evaluated at least once every three (3) years according to the following terms and conditions:
1) All tenure teachers will develop annual goals in cooperation with their appropriate evaluating administrator.
2) The evaluation shall be based on, but not limited to, at least two (2) classroom observations conducted during the period being evaluated. At least one of the observations will be pre-scheduled. The evaluation shall include an assessment of the teacher’s progress in meeting their goals.
3) A tenure teacher at this timeshall be formally evaluated upon request within the academic school year provided such request is made no later than February 1.
4) The "Core Teaching Standards" (see Appendix E) shall serve as the general criteria by which tenure teachers shall be evaluated.
5) A copy of the teachers written evaluation shall be given to the teacher and a conference will be held between the teacher and the evaluating administrator. Pre-placement information such as confidential credentialsIn addition, letters the administrator shall offer assistance to help the teacher become more effective. This will be done no later than May 15 of reference from universities, individuals, or previous employers are exempt from such reviewthe year in which the evaluation is conducted.
6) The evaluation shall be signed by both parties and the teacher will be given a copy. A The teacher may submit a written statement for inclusion notation regarding any material contained in the personnel evaluation and the same will be attached to the file copy of the evaluation.
7) Failure of the BOARD to comply with the Subsection B, 1-6, with respect to an individual teacher in a particular three (3) year period is conclusive evidence that the teacher's performance for that period is satisfactory.
C. Ad Hoc Committee
1) When any teacher does not agree with the formal evaluation of his/her administrator, s/he may then require an evaluation by an Ad Hoc Committee as provided below.
a) S/he may require the appointment of an Ad Hoc Committee consisting of not less than three (3) nor more than five (5) professional persons of his/her choice.
b) The administrator shall set up the Committee within one (1) week after such request has been made.
c) The Committee shall submit its evaluation report to the administrator who shall discuss it with the Committee.
d) If the problem is not resolved by such report and conferences, the administrator shall submit a copy of the Committee's report to the Superintendent along with the evaluation report. In that event final judgment shall be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherSuperintendent.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
TEACHER EVALUATION. The District and Association are developing a teacher evaluation framework that shall be considered a part of this Agreement in compliance with legislative mandates.
A. The administration purpose of evaluating district employees is to improve the performance quality of employees. Such factors as employee’s strengths and needs in job performance, recommendations for improvement, overall performance assessment, opportunity for improved job understanding, and administrator-employee expectations are incorporated within the design of the evaluation process.
B. Monitoring or observation of the work performance including software/computer usage of a Teacher shall be conducted openly and with the full knowledge of the Teacher. The use of eavesdropping, closed circuit television, public address or audio system, and similar surveillance devices shall be strictly prohibited. The Teacher understands that computer/software usage is monitored by the Employer.
C. Evaluations shall be based upon observed performances as well as interaction with staff, parents, and students. Each evaluation will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated based on at least two (2) times a yearclassroom observations of at least 30 minutes each for teachers within the same school year and the criterion to be used shall be the observation forms presently in use and attached in this contract as Appendix D.
D. Any changes in the evaluation form shall be mutually agreeable. The first evaluation form will be completed prior distributed to December 1st and the second prior to April 15thTeachers following any change.
1. Each evaluation There will be based upon announced, unannounced, informal observations, on one form for the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsDistrict.
2. The administrator shall prepare rating system will be: outstanding, competent, needs improvement and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendationsunsatisfactory.
3. Upon receipt of Whenever the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved evaluator marks “needs improvement” or “unsatisfactory” column, a narrative must be written with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the specific reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluationexplaining this xxxx.
E. The Board and No Teacher shall be observed during the Association recognize that the ability of pupils to progress and mature academically is a combined result first or last two weeks of the schoolschool year, homeon the day before a school holiday, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retentionon days where special school events and/or holiday activities are scheduled.
F. All communications, including evaluations Teachers shall be evaluated by Milan Administrators, commendations, Xxxxxxx Community Schools administrators. Evaluations will be shared in written form during an evaluation conference. After each classroom observation a post conference shall occur within five (5) working days to review the observation and documented complaints directed toward make any recommendations that could help the teacher which are to be included in more effective. Upon the personnel file shall be made available for review completion of the teacher prior to placement in two (2) observations, a final evaluation summary of the file; a copy of any such communication observations will be provided to written and reviewed with the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in by no more than five (5) working days following the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherlast observation.
G. OrdinarilyAt least one of the observations for probationary teachers must be prior to the end of the first semester and all evaluations shall be completed in writing prior to April 1. Probationary teachers must be provided with an Individual Development Plan. This Individualized Development Plan must be based on criteria in the evaluation form. If a probationary teacher is not hired at the beginning of the school year, observations of teachers the time lines shall not be amended for less than a full class period or for the duration of a particular teaching lessonevaluation and notice provisions.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. 4.1 The administration will purposes of evaluation shall be evaluating to improve the quality of instruction, provide guidance for the teacher and remediate deficiencies observed and noted by the evaluator. Evaluation is a continuous and ongoing process. While teacher performance in the classroom setting is of primary concern, it is agreed that teachers have other obligations and responsibilities which, if not met in a satisfactory manner, can prove to be deleterious to the teacher’s performance within overall effectiveness. If any of these other obligations and responsibilities come to the time attention of formal responsibilitythe administration, a representative of the administrative staff will discuss the situation with the teacher or teachers involved as per procedures outlined in Article 2.4 of this agreement. Following the discussion if, in the opinion of the administrative representative, it is appropriate to do so, he may write a reprimand and/or suggestions for improvement to the teacher.
4.2 The evaluators shall be a member of the administrative team, but in no case shall a tenured staff member be evaluated by other than a qualified administrator. Each non-tenured staff member will be required to be continuously evaluated during the school year. Each tenured staff member must be formally evaluated at least once every two years. The evaluation process and form selection of half of the tenured staff to be evaluated during the first year will be shared with done by taking the Association Building Representatives at first half of the department’s staff alphabetically and the second half of the alphabetical order in each department will be evaluated the second year. Any tenured staff member by his her own request or the request of the Superintendent can be evaluated in any given year. In those cases where a tenured staff member has received a rating of Unsatisfactory or Needs Improvement, the administration shall follow the guidelines spelled out in the Illinois School Code, Sec. 24A-5.
4.3 Within two weeks after the beginning of each school term, the administration shall acquaint each teacher with the evaluation procedures, standards, and instruments. All non-tenured staff will be involved in an individual goal setting process every year, and all tenured staff will be involved in the process every second year. A tenured person may participate in an individual goal setting process in successive years if deemed necessary or useful by the staff member or the Superintendent. An individual goal setting conference with each staff member will be conducted by each evaluator either jointly or separately. These goal setting conferences should be held as early in the year as possible, preferably by October l. This goal setting conference shall establish mutually agreed upon goals and methods for collecting data relative to the goals. Following the individual goal setting conference there shall be in-class observations. At the request of either the evaluator or the teacher, a conference will be held before and or after each in-class observation for the purpose of increasing the reliability of the information gained. Some type of written feedback shall be provided to the staff member within three school days after each in-class observation. In addition, there will be a conference between the staff member and the evaluator within three school days prior to the writing of the final formal evaluation. The teacher shall receive a copy of the final written evaluation and a copy will be placed in the teacher’s personnel file. At the end of the evaluation period the staff member may write a response to the evaluation given and have it placed in his/her personnelfile.
4.4 Based on in-class observation, the evaluator shall evaluate each staff member in writing using the evaluation instrument currently in use in the school. The evaluation instrument shall be cooperatively and jointly designed by a committee composed of two Board of Education appointees, an appointee of the CHSEA President, and two Department Chairpersons to be selected by the Administrative Cabinet. Both the Administrative Cabinet and the Executive Committee of the CHSEA shall be consulted as regards the evaluation instrument to be used and given the opportunity to make recommendations to the committee.
4.5 Prior to March 15th of each school year, a series of conferences involving the Superintendent, the Principal, and the Assistant Principal(s) shall be held. The purpose of these conferences shall be to evaluate the work of each teacher and to determine recommendations to be made to the Board as regards reemployment. A written summary of the results of these conferences will be provided to each teacher evaluated. The summary will contain recommendations regarding those areas of the teacher’s performance which are perceived as needing improvement as well as any positive comments regarding the teacher’s performance. A copy of the summary shall go to the superintendent and Principal. This section shall not apply to those tenured staff members who have received a rating of “unsatisfactory.”
4.6 Not later than sixty days before the end of the school year the Superintendent shall make recommendations to the Board as regards reemployment of non-tenured teachers for the next succeeding school year.
(a) Probationary teachers shall be evaluated at least two (2) times a year. 4.7 The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher Association agrees that it is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher teachers to inquire whether adequate improvement has taken place.
D. Monitoring adhere to the provisions of this contract and observation that the membership of the work performance Association shall make a sincere effort to enforce adherence to the provisions of the teacher shall be conducted openlycontract by all teachers. The public address Association, also, agrees that in situations wherein a teacher has officially been cited for flagrant or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize repeated contract violations that the ability of pupils to progress Professional Rights and mature academically is a combined result Responsibilities Committee, at the direction of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects Executive Committee of the academic achievement Centralia High School Education Association, write such teacher a letter of concern as requested by the pupil in administration and provide the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; administration a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherletter.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will performance of all teachers shall be evaluating the teacher’s performance within the time of formal responsibilityevaluated in writing. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated at least two three (23) times a during the school year prior to June 1 with the post evaluation conference occurring prior to the last teacher day. One of such evaluations shall occur during the first forty (40) teaching days after the commencement of the school year. For teachers starting after the commencement of the school year, such procedures shall be applied to their personal fiscal year. Tenure teachers shall be evaluated at least once every three years by June 1st of the year they are evaluated. Tenure teachers whose services are being considered for termination under provisions of the Tenure Act shall receive a registered letter of notification and statement of charges from the Superintendent and advised of their rights under the Tenure Act. The first evaluation will Association shall receive a copy of such notification, at the teacher's request. Teachers who are so notified may be completed prior to December 1st and the second prior to April 15thsuspended with pay pending a final determination.
B. Evaluations shall only be conducted by a building principal or assistant principal or other full-time administrator. Each evaluation will observation shall be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed made in the Individualized Development Plan (IDP). The announced and unannounced observations should be person for a minimum of thirty (30) minutes in lengthminutes. The observations may occur at anytime prior to the development All monitoring or observation of a teacher shall be conducted openly.
C. A copy of the written evaluationevaluation shall be submitted to the teacher forty-eight (48) hours prior to a post evaluation conference. The post evaluation conference shall be held within ten (10) days of the evaluation observation (including the 48-hour notice). One copy of the evaluation is to be signed and returned to the administration, but the other to be retained by the teacher. In the event that the teacher feels his evaluation was incomplete or unjust, he may put his objections in writing and have them attached to the evaluation report to be placed in his personnel file. The teacher shall reserve the right to Association representation at least one the post evaluation conference, with prior notification to the principal. Evaluation procedures and forms shall be developed by the Board with the assistance of them must the Association.
D. The Association President may discuss informally with the building principal the classroom performance of probationary and tenure teachers.
E. A copy of a probationary teacher's evaluation shall be planned in consultation furnished to the teacher, and upon written request, to the Association. If the report contains any information not previously made known to and discussed with the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendent. The results of formal observations will be discussed with In the event a probationary teacher is not continued in employment, the Board, if requested by the teacher in a timely mannerwriting, will advise the teacher of the reasons therefore in writing. The information gathered during the observations teacher will be used entitled to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the Superintendent or Assistant Superintendent along with an Association representative, if the teacher to discuss the written evaluation and recommendationsso desires.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. F. If an administrator believes evaluator finds a teacher is doing unacceptable worklacking, the reasons therefore shall be set forth in specific terms. Included will be examples written terms as shall an identification of the specific ways in which the teacher is to improve and of the assistance may to be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken placeadministrator.
D. Monitoring and observation of the work performance of the G. Each teacher shall be conducted openlyhave the right, upon request, to review the contents of his own personnel file. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students teacher shall not be used as the sole determinant or in isolated instances have access to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, recommendation or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacherany correspondence received before their hiring date. A representative of the Association may may, at the teacher's request, accompany the teacher in this review. Each teacher's personnel file shall contain the following minimum items of information:
1. All teaching evaluation reports
2. Copies of annual contract
3. Teacher certificate
4. A transcript of academic records No material may be placed herein without allowing the teacher an opportunity to file a response thereto, and said response shall be attached to the file copy of the material in question. If a teacher is asked to sign material placed in his file, such signature shall be understood to indicate his awareness of the material, but in no instance shall said signature be interpreted to mean agreement with the content of the material.
H. The Association recognizes that abuse of leaves, chronic tardiness or absence, willful deficiencies in professional performance or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. In serious cases, the Board, in recognition of the concept of progressive correction, shall notify the teacher in writing of alleged delinquencies and indicate expected correction. Alleged breaches shall be promptly reported to the offending teacher.
G. OrdinarilyI. No teacher shall be disciplined, observations of teachers shall not be for less than a full class period reprimanded, or for the duration of a particular teaching lessondenied compensation without just cause.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration 9.1 All observations will be evaluating conducted openly and with full knowledge of the teacher’s performance within . A rated observation will be followed by a conference, and the teacher will receive a copy of the rating form at or before the conference. Complete guidelines for the observation and evaluation of teachers can be found on Calvertnet.
9.2 Non-tenured teachers will be observed at least four (4) times each year.
9.3 Non-tenured teachers will have at least three (3) formal conferences per year.
9.4 At the time of a formal responsibility. The evaluation process and form evaluation, a conference will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st held and the second prior to April 15th. Each evaluation teacher will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be receive a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development copy of the written evaluation, but at least one of them must .
9.5 Formal evaluation shall be planned based exclusively on the criteria in consultation with the probationary teacherevaluative instrument. The results summative evaluation will reflect a formal evaluation of formal observations the teacher's performance for the entire observation year and will be discussed with include comments reflecting strengths where appropriate, the rationale for an unsatisfactory rating, and specific recommendations for improvement. Following an observation or evaluation conference, the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves shall have the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher meeting to discuss the written evaluation and recommendationsrecommendations for improvement with the principal and/or supervisor. The teacher must request the meeting within fifteen (15) workdays. The teacher will have the right to have Association representation and/or counsel present during this meeting which must be held within fifteen (15) working days of the request.
39.6 Written comments may be made by the rater and/or by the teacher. Upon receipt of Provision will be made for the evaluation teacher's signature to indicate that he/she has seen the rating. The teacher will sign acknowledge that he/she has had the form indicating opportunity to review the observation, evaluation report(s) or related materials by affixing his/her receipt signature or initials to the copy to be filed, with the express understanding that said signature or initials neither indicates agreement nor disagreement with the contents.
A. When any complaint regarding an employee is made to a supervisor, principal, or other administrator, such complaint will be promptly referred for investigation at the lowest administrative level and called to the attention of the reportemployee.
B. The employee will be given the opportunity to respond to and/or rebut such complaint, and shall have the right to be represented by the Association and counsel at any meeting or conference between the teacher and supervisor regarding such complaint. A complaint is a negative comment or inquiry regarding behavior of an employee by a person not in the employ of the school system, or not acting in the role of employee if employed by Xxxxxxx County Public Schools. The signature complaint may be oral or written.
9.8 Teachers will have the right, upon written notice on the form does not constitute appropriate form, to review materials in their personnel file. A representative of Xxxxxxx County Public Schools (CCPS) shall be present at the review to insure protection of records. The teacher may be accompanied by an Association representative. At the teacher’s expense, a copy of materials in his/her approval unless specifically notedpersonnel file shall be provided.
49.9 Material derogatory to a teacher's conduct, service, character or personality will be placed in his/her personnel file only if justified and the teacher has had an opportunity to review the material and to attach a response. Teachers involved The teacher will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature or initials to the copy to be filed, with the instruction of Advanced Placement courses will be evaluated. This evaluation in express understanding that such initialing neither indicates agreement nor disagreement with the first year will be made part of contents thereof.
9.10 CCPS may exclude from a review by the formal evaluation only teacher: college placement records, recommendations secured at the request time of employment, and confidential material which the employer may exclude from review pursuant to Maryland law or State Board of Education policy.
9.11 No teacher shall be observed/evaluated while teaching the class of an absent teacher.
B. A teacher 9.12 Classroom observations of teachers who disagrees with the content or procedure are teaching a class outside their area of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance certification may be given by the administrator both formal and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications informal, but will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate primary basis for that teacher’s final evaluation unless the quality majority of that assignment is outside his/her area of certification.
9.13 As part of a teacher's service plan of assistance, a tenured teacher with an Intensive Development Plan or fitness for retentionon Second Class status will be assigned a teacher mentor.
F. 9.14 All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication non-tenured teachers will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherassigned a mentor.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will evaluation of the performance of each teacher in the school system is the responsibility of the administration, using the evaluation tool attached herein, as Appendix A. Evaluations shall be evaluating conducted by the building principal, assistant principal or other qualified administrator of the school district. Each teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives , upon employment or at the beginning of each the school year, whichever is later, shall be apprised in specific terms of the teacher's responsibilities. Teachers will be informed of the criteria upon which they will be evaluated.
(a) Probationary teachers B. It shall be evaluated a major administrative responsibility to assist teachers to become oriented to the district and improve instruction through direct observations and evaluation of the teacher's work and providing written evaluation of those observations together with any recommendation the administrator may have for the teacher.
C. Probationary Teacher
1. The following requirements apply to all probationary teachers except probationary teachers who are in their first year of employment and are not employed for the entire school year:
a. By November 15, the teacher will be provided with an individualized development plan (IDP) developed by appropriate administrative personnel in consultation with the individual teacher; and
b. The teacher will be provided with at least an annual year-end performance evaluation each year during the teacher's probationary period. The Administrator may perform an evaluation more often if he/she so desires, or if requested by the teacher; and
(1) The annual year-end performance evaluation shall be based on, but is not limited to, at least two (2) times classroom observations held at least sixty (60) days between the first and last observation, unless a year. The first evaluation will be completed prior to December 1st shorter interval between the two (2) classroom observations is mutually agreed upon by the teacher and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on administration; and
(2) The performance evaluations shall include at least an assessment of the performance of other duties and responsibilities and teacher's progress in meeting the goals developed in the Individualized Development Plan of his or her individualized development plan (IDP). The announced , which will include the checklist and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development narrative portions of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsprofessional performance review.
(b) D. Tenured Teacher
1. Tenured teachers will be evaluated on provided with a rotating schedule, but no less than performance evaluation at least once every three- three (3) years. The administration reserves administrator may perform an evaluation more often if he/she so desires, or if requested by the right to evaluate teacher; and
2. If the teacher has received a tenured less than overall satisfactory performance evaluation, the teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty provided with an individualized development plan (30IDP) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned developed by appropriate administrative personnel in consultation with the tenured individual teacher; and
3. The results performance evaluation required every year shall be based on, but is not limited to, at least two (2) classroom observations conducted during the period covered by the evaluation and, if the teacher has an individualized development plan (IDP), shall include at least an assessment of formal observations the teacher's progress in meeting the goals of his or her individualized development plan (IDP).
E. The professional staff evaluation process will be discussed with administered in the teacher in a timely following manner:
1. The information gathered during the observations Probationary and tenure teachers will be used to write evaluated by the evaluationsadministration through the utilization of the professional staff evaluation process.
2. The administrator Formal observations shall prepare and submit a written evaluation and recommendations to the teacher not occur prior to October 1, nor later than May 30th 15, of the year they are evaluateda school year. The administrator instruments of evaluation used shall hold a conference with the teacher to discuss the written evaluation be included in Appendix B, and recommendationsshall include ratings of “Satisfactory” and “Unsatisfactory”.
3. Upon receipt The building administrator(s) evaluation shall be sent to the administration building and placed in the personnel records by the end of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically notedschool year.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content an evaluation or recommendation made by this evaluation procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 question.
5. The evaluation process shall be continuously reviewed by the administration and members of the grievance procedureteaching staff selected by the association.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms6. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it It shall be the responsibility of the individual Board to train the administrators in the use of the evaluation system. No administrator will be permitted to conduct an evaluation of a teacher to inquire whether adequate improvement has taken placewithout said training.
D. Monitoring 7. In the case of a dismissal of a teacher, it is agreed by the Board and the Association that the only instrument to be used in any proceeding will be that of the Administration (consistent with Section 1.8.C.1.).
F. All formal monitoring or observation of the work performance of the a teacher shall be conducted openlyopenly and with full knowledge of the teacher. The use of eavesdropping, public address address, computer, audio systems and similar surveillance or audio system or similar types of communications will not other electronic devices shall be used for the purpose of evaluationstrictly prohibited.
E. The Board and G. Unless requested by the Association recognize that the ability of pupils to progress and mature academically is a combined result of the schoolteacher or required by law, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test standardized test results of academic progress of students shall not be used in any way as evaluative of the sole determinant quality of a teacher's service or fitness for retention. Any review of the success rate of program or performance objectives as provided in isolated instances the special education code and vocational education code or for other subject areas or disciplines shall not be utilized to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review H. A formal observation of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for not less than a full one class period or for the duration of a particular teaching lessonlearning activity.
I. Within ten (10) workdays of the last formal observation, the administrator shall prepare a draft of a written report and hold a post-observation conference with the teacher to discuss the draft. During the post- observation conference and prior to completion of the final “Professional Appraisal Report” (see Appendix A), the teacher and administrator will meet and discuss (not limited to) the following: unit plans, lesson plans, examples of student work, communication with students, communication with parents, teacher contributions to the school or district, and professional growth. The teacher may supply examples of the above. If the administrator believes a teacher is doing unsatisfactory work, the reasons shall be set forth in specific terms. Identification of the specific ways in which the teacher is to improve and the assistance to be given by the Administration shall be set forth in the report. In subsequent evaluation reports, the Administration shall specifically state if, and/or when such improvement has occurred. Failure to note such improvement shall be interpreted to mean that adequate improvement has taken place.
J. No observation shall unduly interfere with the normal teaching-learning process.
K. Pay for performance shall be tied to teacher evaluation ratings. Each teacher who receives an overall satisfactory rating shall receive a merit pay incentive of $1.00 to be paid on his/her final paycheck in June each year.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration evaluation of the work of all teachers is a responsibility of the administration. In order that each teacher may be aware of his/her strengths and weaknesses, a written teacher evaluation will periodically be evaluating given to each K-12 teacher and each adult education teacher teaching five classes or more (see Appendix AB). The written evaluation will include a statement of strengths and deficiencies, a statement of the teacher’s performance within improvements desired, a statement of how to attain the desired improvements, a statement providing a reasonable period of time of formal responsibilityin which to attain the desired improvements, and what consequences may occur if the desired improvements are not achieved. The evaluation process form is set forth in Appendix H-1 for K-12 teachers and form in H-3 for adult education teachers teaching five classes or more. There shall be no obligation to evaluate adult education teachers teaching less than five classes.
B. K-12 teachers rated unsatisfactory at the end of a school year, but who have not been recommended for termination, shall be retained at their current experience step. In the case of teachers at the maximum step, they shall be retained at their current salary. The decision to restore the teacher to his/her appropriate position on the schedule or to terminate the teacher's services will be shared made prior to the end of the school year following the year of the unsatisfactory evaluation. The Office of Human Resources/Labor Relations shall provide the UTF with a preliminary status report on K-12 teachers recommended for retention at their previous salary step by April 1st of the Association Building Representatives at year in which the beginning evaluations are completed recommending said salary freeze. The preliminary status report shall be as complete as possible and shall be updated as any additions or deletions shall become known by the Office of each Human Resources/Labor Relations. Said status report will further provide information on those teachers who were subject to a salary freeze in the previous year. The UTF will be provided with a finalized status report on those teachers whose salaries are to be frozen for the subsequent school year upon final action being taken by the Board, but no later than June 30. The status reports shall include name, evaluation rating, and recommendation regarding employment status for the subsequent school year.
(a) Probationary teachers C. Each teacher shall be evaluated at least two (2) times a yearhave the right, upon request, to review the contents of his/her own personnel file. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development A representative of the written evaluationUTF may, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with 's request, accompany the teacher in a timely mannersuch review. The information gathered during the observations review will be used to write made in the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development presence of the written evaluation, but administrator responsible for the safekeeping of such file. Privileged information such as confidential credentials and related personal references normally sought at least one the time of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2employment are specifically exempted from such review. The administrator shall prepare remove such credentials and submit a written evaluation and recommendations confidential reports from the file prior to the teacher prior to May 30th review of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of file by the teacher.
B. A teacher who disagrees with the content D. All monitoring or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the a teacher shall be conducted openly. The public address or audio system or similar types openly and with full knowledge of communications will not be used for the purpose of evaluationteacher.
E. The Board and the Association recognize that the ability of pupils procedures to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil followed in the classroomevaluation of teachers shall be as set forth in Appendix I.
F. An adult education teacher’s probationary period is four years in length. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a A Head Start teacher's service probationary period is two years in length, unless extended for an additional year upon notice to the affected teacher. Once the probationary period has been served, employees will be viewed as permanent, or fitness for retentionnon-probationary employees.
F. All communications, including evaluations by Milan Administrators, commendations, G. Head Start program officer(s) and/or other appropriate program or agency officials may become involved in the evaluation of Head Start teachers. Evaluative comments or documents will be incorporated into performance reports and documented complaints directed toward the teacher which are to may be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided employee's final evaluation, pursuant to the teacher at procedures of this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.Article and Appendix I.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will performance of all teachers shall be evaluating observed and evaluated in writing. Only formal observations and evaluations shall be recorded on the teacher’s performance within the time of formal responsibilityobservation and evaluation forms. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be observed at least twice in the first semester and once in the second semester. The first observation shall be made within sixty (60) school days after employment. Tenure teachers shall be observed and evaluated at least two once every three (23) times years (starting fall of 1993). In any non-evaluation year, teacher's performance will be assumed satisfactory unless otherwise documented. Each observation and/or evaluation of the probationary teacher shall be followed by a yearconference between the administrator and the teacher. Each observation and/or evaluation of a tenure teacher shall be followed by a conference between the administrator and the teacher if either party desires the conference. The first writing of annual goals and/or objectives is to be a positive process intended to help the teacher grow instructionally and professionally.
B. Observation and evaluation will shall be completed prior to December 1st conducted by the teacher's building principal or assistant principal(s) or the Central Office Administrators. An outside evaluator may conduct observation and evaluation in special circumstances if all the following conditions are met;
1. The teacher, the Association, and the second prior building principal agree to April 15thuse an outside evaluator, and
2. Each evaluation will be based upon announcedThe teacher, unannouncedthe Association, informal observations, on the performance of other duties and responsibilities and the goals developed in building principal agree upon the Individualized Development Plan (IDP)selection of the outside evaluator, and
3. The announced and unannounced observations should outside evaluator has a current Michigan Teaching Certificate.
C. Each formal observation shall be made in person for a minimum of thirty (30) minutes in lengthconsecutive minutes. The All observations may occur at anytime prior of the performance of teachers shall be conducted openly and with full knowledge of the teacher. An observation of an incident shall be deemed to be within the teacher's full knowledge if it is brought to the development of the written teacher's attention within five (5) days. Public address systems in school shall not be used for observation and/or evaluation, but at least one of them must be planned .
D. The District will institute an Individualized Development Plan as required by tenure law in consultation with the individual teacher. During the four (4) years of a probationary teacher's probationary service an Individualized Development Plan will be in place. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The probationary teacher's evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development shall include an assessment of the written evaluation, but at least one teacher's progress on meeting the goals of them must the Individual Development Plan. Two copies of all evaluations of observations shall be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations submitted to the teacher prior to May 30th within five (5) days of the year they are evaluatedobservation and/or evaluation. One (1) of the observations is to be signed by the teacher and returned to the administration. The administrator shall hold other is to be retained by the teacher. In the event that the teacher feels his/her observation and/or evaluation was incomplete or unjust he/she may put his/her objections in writing and have them attached to the observation or evaluation report. If he/she does so, a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating Superintendent or his/her receipt of the reportdesignee shall be held. The signature on teacher may likewise be entitled to object in writing to any goals or objectives the form does teacher feels have been unjustly established or to any adverse comments related to the failure to achieve goals and objectives of IDP. Upon request, a teacher shall be entitled to a conference with the Superintendent or designee to review any such written objections. In the event that the observation and/or evaluation is not constitute his/her approval unless specifically notedfavorable, and in the event that these are to be placed in the teacher's personnel file, both the observation and/or evaluation and the teacher's objection shall be placed in the file.
4. Teachers involved with E. It is agreed by the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of parties that the evaluation procedures in question and/or submit any complaints through Level 4 of Article XIV, sections A, B, C, and D are subject to the grievance procedure. It is understood that the evaluative judgment of the administrator regarding the evaluation of any teacher is not subject to arbitration.
C. If an administrator believes a teacher is doing unacceptable work, the reasons F. The current criteria for evaluation of professional employees shall be set forth in specific termssubmitted annually to the Association for its comments and suggestions, prior to being used. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize shall appoint an equal number of members to a committee whose goal shall be to annually review and work out any differences that may arise from the ability of pupils to progress evaluation process, i.e. procedure, criteria, forms, goals, and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retentionobjectives.
F. All communicationsG. Each teacher shall have the right, including evaluations by Milan Administratorsupon request, commendationsto review the contents of his/her own personnel file, except confidential materials contained therein such as, but not necessarily limited to, college credentials, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference recommendations from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacheremployers. A representative of the Association may may, at the teacher's request, accompany the teacher in this review. Each teacher's personnel file shall contain the following minimum items of information: - All teacher evaluation reports. - Copies of annual contracts. - Teacher Certificate (copy). - 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 part of said file.
G. Ordinarily, observations H. Discipline of teachers including, but not necessarily limited to, reprimand, suspension with or without pay, demotion, or discharge shall not be subject to the grievance procedure unless previously barred therein.
I. The Administration shall aid the teachers with instructional problems when requested. The Administration may retain outside consultants to assist it in aiding a teacher with instructional problems.
J. When a teacher is asked to sign an observation and/or evaluation, such a signature shall be understood to indicate his/her awareness of the material but in no instance shall said signature be interpreted to mean agreement with the content of the material.
K. Recommendations to the Superintendent for less reappointment shall be made in writing by the building principal on or before April 1st of each year. Annual evaluation shall be given to teachers no later than a full class period or for the duration of a particular teaching lessonMay 1st.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers Teachers shall be evaluated in accordance with the Volusia System for Empowering Teachers (VSET), Chapter 1012.34 F.S. and other applicable state statutes and regulations. All observations shall be conducted by a trained evaluator. All observation cycles and the deliberate practice plan must be completed at least two weeks before the last student day. The instructional practice (2observation cycles and Deliberate Practice Plans) times a portion of the evaluation score will be provided to teachers prior to the end of the school year. The first evaluation Final Summative Report will be calculated and provided after receipt of the Value Added portion. The Value Added portion, shall be completed within 2 weeks of the arrival of the data from the state, unless technical problems delay the process, and teacher shall be given notice of the final calculation as soon as practical using an appropriate technology. Notice by email using the district’s email system shall be acceptable.
B. The Superintendent and the VTO president shall jointly appoint a VSET steering committee made up of an equal number of teachers, appointed by the VTO president, and administrators, appointed by the superintendent. The committee shall be co-chaired by one representative appointed by the superintendent and one representative appointed by the VTO president. The committee shall be responsible for an annual review of VSET and make any recommendations for modifications of changes to a district level administrator and the VTO president who shall review the recommendations and present a recommendation to the superintendent. The superintendent shall take the recommendation under advisement in forming his/her final recommendation to the board. In the absence of a recommendation from the committee, or should the superintendent disagree with the committee recommendation and decide to take other action, the superintendent will notify VTO of his/her intended action at least two weeks prior to December 1st any action by the School Board, and meet with the second prior VTO president to April 15thdiscuss the matter if requested to do so. Each evaluation will Should the union disagree with the superintendent’s final recommendation, it shall retain all rights under Chapter 120, F.S. and all other applicable state statutes and regulations.
C. As soon as it is completed, all documents related to VSET shall be based upon announcedmaintained on a secured district data management system for which each teacher shall have access to his/her VSET files. When the system is ready to support, unannounced, informal observations, on electronic signatures shall be permitted. With the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development exception of the written evaluationDeliberate Practice Plan, but at least one of them must be planned in consultation such signature does not necessarily indicate agreement with the probationary teachercontent of said documents. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves Teachers shall retain the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator rebuttal which shall hold become a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt part of the evaluation record.
D. While the professional judgment of a supervisor is not grievable, should teacher believe that any portion of the VSET process as described in the VSET handbook has been violated, they shall follow any appeals process in the handhook prior to proceeding to the grievance process under Article 23. The timeline in Article 23 will be considered to begin after the appeals process is completed. Any cycle that does not count to the summative report of the teacher will sign the form indicating his/her receipt shall not be grievable. Any grievance filed on behalf of any employee who receives a summative report rating of needs improvement or unsatisfactory shall begin at step 3 of the reportgrievance process. All such grievances shall be scheduled as quickly as possible. A response shall be provided within five (5) days. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses parties agree that if a technical correction will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of bring the evaluation in question and/or into compliance with the evaluation procedure, then such a correction may be made. If the matter is submitted to arbitration, the parties shall work together to facilitate the process. Notice to go to arbitration shall be made within 5 working days. Subsequent to the ratification and adoption of this agreement, the district and the union shall meet to discuss whether an expedited arbitration process will be utilized, and if so, under what terms. Options considered by the parties will include, but not be limited to: (i) to pre-select a panel of arbitrators and contact them to establish potential calendar of arbitration days to which employees with appeals may be slotted; (ii) to keep the individual hearings to approximately four (4) hours maximum; (iii) the arbitrator being required to submit any complaints through Level 4 a decision within 48 hours; (iv) no written briefs shall be submitted. Under VSET, the Educator Evaluation, the Peer Evaluation, the Growth Plan, Student Achievement and the Summative Teacher Report shall be treated as separate grievance events.
E. Only PAR teachers properly trained shall be permitted to formally evaluate another member of the grievance procedureBargaining Unit.
C. If an administrator believes F. Unscheduled observations for the purpose(s) of formal evaluation shall be conducted with the full knowledge of the one being evaluated.
G. In general, conferences conducted in accordance with VSET are for improvement and review, and are not meetings where the right to representation applies. However, where, under the standards for termination established in state law and this agreement, a teacher is doing unacceptable work, has a reasonable belief that a scheduled evaluation conference could result in the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility teacher’s employment being terminated as a result of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of evaluation being completed, the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for have the purpose of evaluationright to representation.
E. The Board and the Association recognize that the ability H. As required by law, a teacher with tenure who receives a summative rating of pupils to progress and mature academically is unsatisfactory for two consecutive years or a combined result needs improvement for three consecutive years of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students any combination thereof during a 3 year period shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retentionreappointed.
F. All communicationsI. The parties agree that should at any time the Florida law applicable to such procedures be changed by the Florida Legislature or overturned by a court decision with all appeals having been exhausted, including evaluations by Milan Administratorsthen the Superintendent shall reconvene the VSET steering committee, commendationswhich will proceed to consider whether any modifications to the procedures are necessary or advisable, and documented complaints directed toward if so what those modifications should be. The committee and the teacher which are parties will follow the process set out in paragraph 1.B. above. In addition, the parties will meet to be included in the personnel file shall be made available for review of the teacher prior discuss whether any amendment to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherArticle is necessary.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration All certified staff in the CEA will be evaluating the teacher’s performance within the time of formal responsibilityevaluated yearly based on relevant classroom/student data pursuant to PA 205. The evaluation process and form For tenured teachers, this will be shared with in addition and not replace the Association Building Representatives at 3 year cycle for evaluations based on formal classroom observations. Tenured teachers found to be ineffective according to the beginning instructional data may be subject to further classroom observations and evaluations on the off years of each school yearthe 3 year cycle.
(a) Probationary B. In addition to the yearly evaluation based on relevant classroom data pursuant to PA 205, non- tenured teachers shall be evaluated at least once each semester or two (2) times a year. The first evaluation will out of three trimesters and tenured teachers shall be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but evaluated at least one of them must be planned once in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- three (3) years. The administration reserves Such evaluation shall be done by the right building principal or by other administrative personnel including formal classroom observations.
C. Since the conduct and attitude of a teacher in and around the building will also have an influence on the final evaluation, teachers shall be evaluated on items not directly related to evaluate a tenured teacher more oftenthe classroom teaching through building observations by the building principal. The principal shall notify the teacher in writing of the delinquencies and indicate a reasonable period for correction. Failure to correct the delinquency will then become a part of the official evaluation form.
D. Teachers shall be evaluated by the building administration with written evaluations signed by the building principal and the teacher. Observations and completion of the district evaluation document (formal evaluation) shall occur for non-tenured staff by January 15 and April 15, respectively. They shall occur for tenured staff by May 15. All classroom observations shall be followed within five (5) working days by written completion of the district’s “Classroom Observation Summary.” Extension of this timeline will only occur with mutual written agreement of teacher and administrator. A teacher may submit his/her own evaluation within two (2) weeks if he/she does not agree with the building administration’s evaluation. Evaluations are to be based upon announced, unannounced, informal observations and on placed in the performance of other duties and responsibilities. The announced and unannounced observations should be teacher’s personnel file.
E. Non-tenured teachers will receive a minimum of thirty two (302) minutes in length. The formal observations may occur at any time prior to the development of the written evaluation, but held at least one of them must sixty (60) days apart (unless the time period is mutually waived). An Individualized Development Plan will be planned developed each year in consultation with the tenured teacher. The results of formal observations final evaluation each year will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th include an assessment of the year they are evaluated. The administrator shall hold a conference with teacher’s progress toward meeting the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating goals in his/her receipt Individualized Development Plan.
F. If a tenured teacher is placed on an Individualized Improvement Plan, the employee will have a maximum of the reportequivalent of one full school year to satisfactorily correct these deficiencies. Failure to correct these deficiencies within this time period may result in a recommendation for termination of the employee.
G. If approved by the building principal/director, a teacher may agree to a goal-oriented evaluation process. Teachers under this plan will develop a set of goals to be pursued. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses goals will be evaluated. This developed in conjunction with their evaluator and an evaluation in the first year of progress will be made part completed by the end of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose year(s) of evaluation.
E. The Board H. Each teacher shall have the right, upon request, to review the written evaluations and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil disciplinary records contained in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the his/her personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may may, at the teacher’s request, accompany the teacherteacher in this review.
G. Ordinarily, observations of teachers I. Evaluation forms shall not be used throughout the Clarkston Community Schools. Any changes in the forms will be developed by the Active Cooperation and Continued Opportunities for less than a full class period or for Resolving Differences (ACCORD) Committee. The evaluation forms will be kept on file in each building and at the duration of a particular teaching lessonadministration building.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will work performance of all teachers shall be evaluating evaluated in writing. Evaluation shall consist of the total process from initial observation through preparation of the written report and the follow-up conference with the teacher’s performance within . An evaluation report may incorporate the time of formal responsibilityfindings from several separate current observations. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated provided with an annual year-end performance evaluation. This evaluation shall be based on at least two (2) times classroom observations held at least sixty (60) days apart, unless a yearshorter period is agreed to by the teacher and the administrator. Each classroom observation will include a pre- observation conference, classroom visits totaling at least thirty (30) minutes, and a post-observation conference which will include a written observation assessment by the administrator. The first observation should occur after October 1 during the first trimester. The annual evaluation process will be completed prior to December 1st and by March 1. Where the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on observation assessment indicates the performance of other duties and responsibilities and the goals developed in probationary teacher is unsatisfactory, the administrator shall conduct at least one additional evaluation of the probationary teacher with observations thirty (30) days apart before the end of the school year. An Individualized Development Plan (IDP)) will be created for all probationary teachers by appropriate administrative personnel in consultation with the individual teacher by the end of the first year of probation and each year of the probationary period thereafter. Tenured teachers may be evaluated every year, but shall be evaluated at least once every three years. The announced final evaluation shall be based on at least two (2) classroom observations held at least sixty (60) days apart, unless a shorter period is agreed to by the teacher and unannounced observations should be the administrator. Each classroom observation will include a minimum of pre-observation conference, classroom visits totaling at least thirty (30) minutes minutes, and a post- observation conference which will include a written observation assessment by the administrator. When an evaluation of a tenured teacher is unsatisfactory, the teacher will be given specific suggestions and assistance toward improvement through an Individual Development Plan (IDP) to be created at that time. When a tenure teacher has been involuntarily transferred and/or assigned outside her/his major or minor field, s/he shall not be evaluated formally in length. The observations may occur at anytime prior to the development of the written evaluation, but that area for at least one of them must be planned in consultation with the probationary teacheryear. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will Evaluations shall be based upon announced, unannounced, informal on observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum balance of thirty (30) minutes in length. The observations may occur at any time prior activities appropriate to the development teaching assignment and shall be completed no later than two weeks before the end of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacherschool year.
B. A teacher who disagrees Evaluations shall be conducted by supervisor(s) familiar with the content or procedure of evaluation may submit a written answer which teacher's work, who shall be attached to designated by the file copy of Board. If a teacher is in more than one building, the evaluation in question and/or submit any complaints through Level 4 of shall be a collaborative result between the grievance procedureadministrators involved.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and All monitoring or observation of the work performance of the a teacher shall be conducted openlyopenly and with full knowledge of the teacher. The use of test results, eavesdropping, closed circuit television, public address or audio system or systems and similar types surveillance devices shall be strictly prohibited.
D. A copy of communications the written evaluation shall be submitted to the teacher within ten school days of the observation and the teacher shall have the opportunity to review the evaluation report. A sheet attached to the report will not be used available for the purpose teacher's response pertaining only to the evaluation. Such response shall be made within five days of the receipt of the evaluation. All evaluations shall be based upon valid criteria for evaluating professional growth. A copy of each written evaluation shall be furnished to the teacher for his/her personal record.
E. The Board final written evaluation report will be furnished to the Superintendent and the Association recognize that teacher. If requested by the ability of pupils teacher, a copy shall also be sent to progress the Association. If the report contains any information not previously made known and mature academically discussed with the teacher, the teacher shall have the opportunity to submit additional information to the Superintendent. In the event a teacher is a combined result not continued in employment, the Board will advise the teacher of the schoolreasons there- fore in writing and provide a hearing, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retentionwhere requested.
F. All communicationsEach teacher shall have the right, including evaluations by Milan Administratorsupon request, commendations, and documented complaints directed toward to review the teacher which are to be included in the contents of his/her own personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may, at the teacher’s request, accompany the teacher in such review. The review will be made in the presence of the administrator responsible for the safekeeping of such a file. Privileged information such as confidential credentials and related personal references normally sought at the time of such employment are specifically exempt from such review. The administrator shall remove such credentials and confidential reports from the file prior to the review of the file by the teacher. However, the teacher’s evaluation reports relative to the teacher since coming to the Linden system and tenure recommendations will be available. There shall be only one official file kept in the Central Office to be used for each individual teacher’s evaluation. This official file shall be regularly updated by the principal to correspond to the principal’s file. No material may accompany be placed therein without the teacher’s knowledge and the teacher shall be allowed an opportunity to file a response thereto, which shall become a part of said file. If the teacher is asked to sign material placed in his/her file, such signature shall be understood to indicate his/her awareness of the material but in no instance shall said signature be interpreted to mean agreement with the content of the material.
G. Evaluation Form
1. Examples of strengths in narrative form 2. Areas needing improvement in narrative form (If suggestions for improvement are made, they will be made in writing and a copy furnished to the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.)
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary all teachers shall be evaluated in writing; a teacher’s performance shall be rated as either “Highly-Effective, Effective, Minimally Effective, Ineffective” for each of the criteria in the evaluation instrument, which are observed during the evaluation period. The terms for written evaluations are defined as provided below:
B. Probationary Teacher
1. If a probationary teacher is employed for at least two one (21) times a full year. :
a. By October 15, the teacher and appropriate administrative personnel will jointly develop an Annual Goal Planning Document.
b. The first evaluation teacher will be completed provided with one (1) year-end performance evaluation prior to December 1st the end of the school year during each year of the teacher's probationary period.
(1) The annual year-end performance evaluation shall be based on, but is not limited to, at least 2 classroom observations held at least 60 days apart, unless a shorter interval between the 2 classroom observations is mutually agreed upon by the teacher and the second prior to April 15th. Each evaluation will be based upon announced, unannouncedadministration; other formal observations, informal observations, on walk-throughs, staff meetings, IEP meetings, parent communication, and interactions with students/parents/staff/administration, etc.
(2) The year-end performance evaluation shall include at least an assessment of the performance of other duties and responsibilities and teacher's progress in meeting the goals developed in the of his or her Annual Goal Planning Document and/or Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum , which will include the Appraisal Report.
(3) Each probationary teacher shall receive notice of thirty (30) minutes in length. The observations may occur at anytime the written recommendation to continue or discontinue his or her services prior to the development April Board meeting. The final written recommendation of a probationary teacher will be furnished to the written School Board at the April Board meeting of each probationary year. A copy of final recommendations shall be furnished to the teacher. If the report contains any information not previously made known to and discussed with the probationary teacher, the teacher shall have an opportunity to submit additional information to the School Board.
C. Tenured Teacher
1. Tenured teachers shall be provided with a performance evaluation annually. By October 15, the teacher and appropriate administrative personnel will jointly develop an Annual Goal Planning Document.
2. If the teacher has received an Ineffective or a Minimally Effective evaluation, but at least one of them must the teacher will be planned provided with an Individualized Development Plan (IDP) developed by appropriate administrative personnel in consultation with the probationary individual teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt The annual year-end performance shall be based on, but not limited to, formal observations, informal observations, walk-throughs, staff meetings, IEP meetings, parent communication, and interactions with students/parents/staff/administration, etc.
D. The Appraisal Report used to evaluate teaching personnel shall be jointly formulated by the Board and the Boyne City Education Association and is attached as an appendix:
1. Evaluation Timeline & Process
2. Annual Goal Planning Document
3. Professional Appraisal Report
E. Evaluations shall be conducted by the teacher’s building principal. However, qualified individuals may be retained to assist the building principal in an evaluation or conduct an evaluation by mutual agreement of the evaluation administration and the teacher will sign the form indicating his/her receipt Association.
F. All monitoring or observation of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved performance of a teacher shall be conducted with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request full knowledge of the teacher.
B. G. A personal meeting will be held within fifteen (15) days after the written performance evaluation is completed to review the evaluation of the teacher, if requested by the teacher who disagrees with the content or procedure of in writing. The evaluation may submit a written answer which shall be executed in triplicate by the evaluator and returned in duplicate signed by the teacher for filing in each of the teacher's personnel files. In the event that the teacher feels that his evaluation was incomplete or unjust, he may put his objections in writing within thirty (30) days of receipt of the evaluation and have them attached to the file copy evaluation report to be placed in his evaluation file. Thereafter the substance of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedureshall be considered conclusive and final.
C. H. If an administrator believes a teacher the evaluation is doing unacceptable workIneffective or Minimally Effective, the reasons therefore shall be set forth in specific terms. Included will be examples terms as a recommendation of specific the ways in which the teacher is to should improve and assistance may be given by the administrator and other staff membershis/her performance. In subsequent conferences it evaluation reports, failure to again note a specific deficiency shall be the responsibility of the individual teacher interpreted to inquire whether mean that adequate improvement has taken placeplace unless the evaluator indicated the opportunity for forming an opinion on the earlier deficiencies did not present itself.
D. Monitoring I. Pay-for-Performance – Probationary and observation of tenured teachers will be eligible for a “pay-for-performance” stipend dependent upon the work performance of “grade” (Highly Effective or Effective) received on the teacher shall be conducted openlyindividual teacher’s annual “Professional Appraisal Report”. The public address or audio system or similar types of communications Stipend to be paid is as follows:
1. Highly Effective = $2.00
2. Effective = $1.00
3. Minimally Ineffective = $0 Pay-for-Performance stipends will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil paid in the classroom. Test results of academic progress of students shall not be used as the sole determinant or final pay period in isolated instances to evaluate the quality of a teacher's service or fitness for retentionJune.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Master Contract
TEACHER EVALUATION. A. The administration All teachers will be evaluating evaluated with the Owosso Public Schools teacher evaluation instrument. A copy of the Owosso Public Schools Teacher Evaluation Instrument will be provided to all new teachers and any teachers requesting a copy. Prior to the initiation of the evaluation process, teachers will be provided with appropriate information about the teacher evaluation model. The principal will meet with each teacher to discuss the evaluation process, procedures, instrument, and performance indicators. All observations will be separated by a minimum of 60 days unless there is a mutual agreement to a shorter interval. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher’s . Each classroom observation must be followed by a written feedback and a discussion session shall generally be held not later than 48 hours (two (2) working days) but not more than five (5) work days following the observation. Teachers may attach a written rebuttal to an evaluation within ten (10) working days of receipt of the evaluation. All probationary teachers will undergo a performance within evaluation in each of the time first four (4) years. No later than sixty (60) days prior to the end of formal responsibilitythe fiscal year (June 30), or the anniversary date of hire each probationary teacher will undergo an annual year-end performance evaluation. The evaluation process must be based on at least three (3) classroom observations and form include an assessment of the probationary teacher’s progress in addressing the activities outlined in his/her annual Individualized Employee Development Plan. All tenured teachers will undergo a performance evaluation once every three (3) years, to be shared with completed by May 15 of the Association Building Representatives at the beginning of each school evaluation year.
(a) Probationary teachers shall . The evaluation must be evaluated based on at least two (2) classroom observations. During the year an evaluation is conducted, teachers should schedule a review of their personnel file located in the administration building.
B. Teacher evaluation criteria specifications which are a part of the Owosso Public Schools teacher evaluation instrument will not be changed without the agreement of the Owosso Education Association. Beginning with the 2001-2002 school year, the OEA and District endorse the Pathwise mentoring/evaluation program based upon the Frameworks for Teaching. There will be a three-year implementation process for probationary teachers starting in the year 2001-2002.
C. Principals will be provided with training and support in the use of the teacher evaluation model prior to its implementation.
D. Teachers shall have the right, upon request, to review the contents of their own personnel file, except confidential college credentials, and may also request a representative of the Association to accompany them to such a review.
E. Any request, under the Freedom of Information Act, to view personnel files will be communicated by the employer to the employee and the Association within 24 hours of the request being filed with the assistant superintendent.
F. The administration will inform any teacher that he/she will have the right to association representation before any meeting that may result in discipline. Upon request, a teacher shall at all times be entitled to have present a yearrepresentative of the Association when he/she is being reprimanded, warned or disciplined. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present.
G. No teacher shall be disciplined, reprimanded, reduced in rank or compensation without just cause. In the matter of contract renewal, Article II of the Tenure Act shall apply to probationary teachers.
H. Teachers will not be disciplined for improper student computer access which is unrelated to the teacher’s negligence.
I. The District reserves the right to take corrective action, and provide documented assistance for a teacher at times outside of the evaluation process. If an Administrator recognizes an ongoing deficiency(s) in a teacher’s performance in a year outside of the evaluation cycle, the teacher and the Association will be notified in writing within three (3) days. The first evaluation area(s) of deficiency must be documented by the Administrator and progressive interventions to correct the deficiency(s) will be completed prior to December 1st followed. Such interventions will include placing the teacher with a mentor (step 1) for a minimum of two semesters and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance identified deficiency(s) independent written evaluations must be conducted by the Administrator and an Administrator of other duties and responsibilities and the goals developed in the Individualized Development Plan Association’s choice on at least four (IDP). The announced and unannounced observations should be 4) occasions each separated by a minimum of thirty (30) minutes in lengthdays. The observations may These independent evaluations will occur concurrently. If, at anytime prior to the development end of the written evaluationmentoring period, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during has not corrected the observations will identified deficiency(s), such teacher may be used to write the evaluations.
(bplaced on an I.D.P. which shall only address area(s) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsdocumented deficiency.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. For purposes of evaluation and to accomplish the intent of the Tenure Act, we agree to the following actions. However, if it should be found that any of these practices are inconsistent with the Tenure Act, the Tenure Act prevails.
A. The administration will be evaluating the teacher’s performance immediate supervisor shall acquaint the teacher with the observation and evaluative procedures and forms within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated at least first two (2) times a weeks of the school year. Formal observation shall begin after the second (2nd) week of the school year for non-tenured teachers and after the fourth (4th) week of the school year for tenured teachers.
B. The first evaluation will teacher’s supervisor(s) shall be responsible for the observations and evaluations of the work performance of that teacher. The observations and evaluations of each teacher must be completed prior to December 1st and signed by both the teacher and the supervisor(s) between the end of the second prior to week of school and April 15th20th of each year.
C. There shall be two (2) formal observations and one formal evaluation of each non-tenure teacher per year. Each evaluation observation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed range in the Individualized Development Plan (IDP). The announced and unannounced observations should be time from a minimum of thirty fifteen (3015) minutes in lengthto a maximum of a full class period. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content All monitoring or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the a teacher shall be conducted openlyopenly and with knowledge of the teacher. Closed circuit television, public address, or audio systems, and similar devices shall be used only by mutual consent of the principal and the individual teacher. There shall be no electronic monitoring, as described above, of the lounges and workrooms.
D. Teachers shall be evaluated in accordance with the evaluation requirements provided in the Michigan Teachers’ Tenure Act. Comprehensive evaluation tools and evaluation process will be jointly developed by the Arenac Eastern School District and the Union. The public address or audio system or similar types tool shall be used to evaluate all teachers, both in terms of communications will providing development and growth for all teachers, and for determination of a teacher’s effectiveness. Consistent with the goal of this Agreement to dramatically improve student achievement, the teacher evaluation tool shall include, but not be used limited to those factors that impact student achievement data and the current use of research-bases practices. The evaluation tool and process shall be jointly developed and implemented for the purpose of 2010-2012 school year. Until an instrument is developed, there will be an agreed upon instrument used to evaluate teachers.
E. A teacher may request an additional observation from a different supervisor(s) prior to signing the final observation form. The supervisor(s) shall jointly formulate the evaluation.
E. F. The Board form and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot process for observation will be held accountable for all aspects of the academic achievement of the pupil in the classroomstandardized. Test results of academic progress of students Each teacher shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; receive a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters his evaluation or observation within ten (10) days of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherits completion.
G. Ordinarily, observations Any failure to comply with the requirements of teachers shall not the Tenure Act pertaining to teacher evaluation constitutes acceptance of the teacher’s performance during the period at issue as satisfactory.
H. Any adverse evaluation may be for less than a full class period or for appealed through the duration of a particular teaching lessonProfessional Grievance Procedure.
I. Evaluation Form: The evaluation form as found in Appendix E.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will be evaluating All classroom monitoring or observation of the teacher’s work performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers a teacher shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st conducted openly and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request full knowledge of the teacher.
B. A Copies of teacher who disagrees with evaluation forms will be included in the content or procedure of evaluation may submit a written answer which Teacher Handbook manual. This will include all forms to be used during the current school year. Teachers shall be attached to evaluated by appropriate administrators, and not by students, parents or other school employees, or Board members. However, this does not prohibit the file copy evaluating administrators from using relevant and appropriate information from such persons as part of the evaluation process. An evaluation cycle shall be defined as having (1) pre-evaluation conference to review the evaluator's expectations as set forth in question and/or submit any complaints through Level 4 of the grievance procedureevaluation document, (2) work site observations, (3) post-observations conferences or written reports, (4) a written evaluation, and (5) a post-evaluation conference.
C. If an administrator believes a A probationary teacher is doing unacceptable work, will be observed prior to November 1 and March 1 in each school year. A formal written evaluation will be given to each probationary teacher during the reasons first semester and before April 1 in each school year. Probationary teachers hired after the beginning of the school year shall be set forth evaluated twice in specific termstheir first calendar year of employment. Included will Each tenure bargaining unit member shall be examples evaluated at least once every three years. Tenure bargaining unit members shall be notified by September 30 in the year they are to be evaluated, and evaluation shall be completed by May 15 of specific ways the school year when the evaluation is made. In the event issues of a teacher’s performance arise after September 30 in a school year in which the teacher had not otherwise been scheduled for evaluation, the teacher may nevertheless be evaluated provided he or she is to improve and assistance may be given by promptly notified that the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken placeevaluation process is being implemented.
D. Monitoring and observation of the Extracurricular performances by a teacher will be evaluated separately from their teaching function; however, it is understood that misconduct in conjunction with extracurricular work performance of could influence a teacher's general evaluation.
(1) Within thirty (30) days after any formal classroom observation, the teacher shall be conducted openlygiven a written statement by the observer regarding the formal observation. The public address or audio system or similar types teacher has the right to have a post-observation personal conference upon request. A formal observation shall be defined as a prearranged date and time between both parties, with a minimum duration of communications will not be used for the purpose of evaluation30 minutes observational time.
E. (2) The Board and the Association recognize that the ability performance of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that all teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement evaluated in the file; writing with a copy of any such communication will be provided submitted to the teacher either prior to or at this time. Prethe post-placement information such as confidential credentialsevaluation conference
F. Any judgment of incompetence must not be arbitrary or capricious, letters of reference from universities, individuals, but must be supported by observation or previous employers are exempt from such review. A written statement for inclusion in documentation to support the personnel file may then be conclusions made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherevaluator.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will be evaluating purpose of teacher evaluation is to improve the teacher’s performance within educational program in the time of formal responsibility. Midland Public Schools.
B. The evaluation process and form will be shared with of the Association Building Representatives at work of all teachers is a responsibility of the beginning of each school yearadministration.
(a) Probationary C. The teaching performance of all teachers shall be evaluated at least two (2) times a yearin writing. The first evaluation will Evaluations shall be completed prior to December 1st and conducted by the second prior to April 15th. Each evaluation will be based upon announcedteacher's immediate supervisor, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed an administrator working in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to same building, the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request coordinator of the teacher's subject area, the superintendent or designee from the staff of the District.
B. A D. The District will provide each teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation form and the criteria to be used in question and/or submit any complaints through Level 4 a given school year within the first six weeks of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific termsschool year. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility The name(s) of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication evaluator(s) will be provided to the teacher prior to observation.
E. Teacher performance shall be evaluated in light of all evidence pertinent to the discharge of the teacher's professional responsibilities and exercise of professional judgment.
F. All monitoring of observation of the teacher performance will be conducted openly and with full knowledge of the teacher. Teachers will be given a copy of any evaluation report prepared and signed by their evaluators and will have the right to discuss such report with their evaluators.
G. Probationary teaching status is defined in the Michigan Teacher Tenure Act as five years for newly hired, non-Michigan tenured teachers and two years for newly hired, Michigan-tenured teachers. During probationary years, teachers will be regularly observed, will work with administrative supervisors to establish annual, individual development plans and will receive an annual written evaluation prepared by the evaluator. Periodic progress checks on individual development plans will be made between probationary teachers and their evaluators during each probationary year.
H. Tenure teachers will be evaluated at this timeleast once every three (3) years after achieving tenure in the District. Pre-placement information such as confidential credentialsEach evaluation must be preceded by observation and a written evaluation will be prepared by the evaluator. A conference between the evaluator and the teacher will be held after each evaluation. Teachers also will be offered the opportunity to have a conference prior to the observation process and written evaluation being prepared, letters if they wish to have one.
I. The teacher's overall performance will be characterized by one of reference from universitiesthree ratings: satisfactory, individualstemporarily acceptable, or previous employers are exempt from such reviewunsatisfactory. A This does not limit the use of other descriptive terms within the written statement for inclusion evaluation.
X. Any complaints regarding a teacher made to the administration by any parent, student, or other person which will be considered in the personnel file may then evaluating said teacher's performance will be made by the teacher in regard promptly called to materials that were not signed by the teacher's attention.
K. Each teacher will have the right, upon request, to review the contents of the teacher's own personnel file. A representative of the Association may may, at the teacher's request, accompany the teacher in such review. The review will be made in the presence of the administrator responsible for the safekeeping of such file. Privileged information, such as confidential credentials and related personal references obtained at the time of initial employment, are specifically exempted from such review. The administrator will remove such credentials and confidential reports from the file prior to the review of the file by the teacher.
G. OrdinarilyL. If it becomes clearly evident that the work rendered by a tenure teacher or probationary teacher is becoming progressively less satisfactory with the passage of time and/or if it is determined at the time of evaluation that such performance is characterized as "temporarily acceptable," the following shall apply:
1. The administrator shall notify the teacher in writing that such condition and/or conditions exist and shall enjoin the teacher to take the specific, observations constructive, stated action(s) deemed necessary to improve the quality of teachers work rendered to the school district. Such notice, with corrective recommendations, shall not be deemed by the teacher to constitute a fair and just warning. The Association will be notified by the District whenever a tenure teacher is warned in the manner prescribed by this section.
2. As of the date of warning, the teacher shall have one calendar year to significantly improve the quality of performance.
3. The District reserves its right, notwithstanding this Article, to dismiss a teacher for less than a full class period just cause as provided under the Michigan Teacher Tenure Act.
M. Any adverse evaluation of teacher performance asserted by the District or for any agent or representative thereof will be subject to the duration grievance procedure herein set forth; provided, however, that nothing contained in Article XI, section M., will deprive the District of a particular teaching lessonany rights which it has under the Michigan Teacher Tenure Act or under other Articles of this Agreement.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration X. Xxxxxxxxxxx and evaluation reports written by the principal or other administrator are filed in the teacher's permanent record folder in the Central Office, after the teacher has been given a copy of the report and has affixed his/her signature to all copies to indicate he/she has reviewed the material in the report. Copies of all observation and evaluation reports are forwarded to the Superintendent.
B. Signing the report in no way indicates agreement with its contents. Teachers shall have the right to prepare comments in regard to observation and evaluation reports, which shall be submitted within fifteen (15) days. Said comments shall be attached to all copies of the report.
X. Xxxxx to the granting of tenure, evaluations and conferences between the teacher and his/her Building Principal or other administrator will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated held at least two three (23) times a year. The first .
D. Upon achieving tenure, an evaluation and a conference between the teacher and his/her Building Principal will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but held at least one once a year. In the absence of formal entries into the permanent record file, a tenured teacher may assume that his/her performance is fully satisfactory and he/she is eligible for any and all benefits dependent upon satisfactory performance.
E. Principals shall make every effort to apprise teachers of any complaints made to them must be planned in consultation with regarding a teacher by any parent, or other adult, which do or may negatively/adversely influence the probationary evaluation of a teacher. The results of formal observations will be discussed Principal shall meet with the teacher to attempt to resolve the matter informally. Any question or criticism by a supervisor, administrator, or Board member of an employee's performance/instructional methodology shall be made in a timely mannerconfidence and not in the presence of students, parents, co-workers, or members of the public. The information gathered during Any complaints made to an administrator by any parent, student, or other person which might adversely affect the observations will teacher's employment shall be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior made known to the development of teacher by the written evaluationadministrator. In each case, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed administrator shall meet with the teacher in to apprise him/her of the full nature of the complaint and an attempt shall be made to resolve the matter.
1. There shall be a timely mannerstandardized evaluation form that sets the criteria for teacher evaluation. The information gathered during the observations will Said form shall be used to write the evaluationsdeveloped by a committee consisting of teachers and administrators.
2. The administrator Every teacher shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating have his/her receipt of observation conference no more than ten (10) work days after the report. The signature on the form does not constitute observation and his/her approval unless specifically notedobservation report no more than five (5) work days after the conference.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will G. Every effort shall be made part by the appropriate Administrator to help the teacher if there is evidence of the formal evaluation only at the request need for such assistance. Evidence of unsatisfactory performance shall be brought to the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve 's attention and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used given time for the purpose of evaluationimprovement.
E. The Board H. Upon request, teachers may review the contents of their permanent record file and the Association recognize that the ability make copies of pupils to progress and mature academically is a combined result any part of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil it in the classroompresence of appropriate Administrator or designee. Test results Teachers seeking to review their file must make a prior appointment with the Superintendent's Office. Nothing of academic progress of students a disciplinary nature shall not be used as the sole determinant or placed in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; folder unless he/she has been provided with a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard appropriate administrator. The teacher, upon request, shall have an opportunity to discuss said materials that were not signed by with the teacher. A representative of the Association may accompany the teacherappropriate administrator.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will work of all teachers shall be evaluating evaluated, in writing, by the teacher’s performance within administrative staff on such forms as may be prescribed by the time of formal responsibilitySuperintendent. The It is realized that probationary teachers should be given prime consideration in the evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary process. Tenure teachers shall be evaluated at least two (2) times once a year.
B. Teachers are to be encouraged in the practice of self-evaluation. A written form shall be supplied by the Teacher Educational Professional Standards (TEPS) Committee upon request by the teacher. It is agreed that this evaluation shall not be considered part of the teacher’s file. Teacher Evaluation (continued)
C. All monitoring or observation of the work of a teacher shall be conducted openly and with full knowledge of the teacher. The first use of eavesdropping, closed circuit television, public address or audio systems and similar surveillance devices shall be strictly prohibited.
D. Each teacher’s completed evaluation will be completed prior to December 1st discussed with him/her by the principal. After this discussion, each teacher will be given a copy of his/her evaluation, signed by the teacher and the second prior principal.
E. A mentor shall be assigned to April 15thevery probationary teacher upon entrance of the teacher into the system. Each The mentor, insofar as possible, shall be a tenure teacher with a minimum of five (5) years of teaching experience and shall be engaged in teaching with the same grade, building or discipline as the probationary teacher. It shall be the duty of the mentor to assist and counsel the probationary teacher in acclimating to the teaching profession and the school system. The mentor shall not be involved in the evaluation of the probationary teacher.
F. No later than sixty (60) calendar days before the end of the school year, a final written evaluation report will be given to the Superintendent for each probationary teacher. A copy of this evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities given to each probationary teacher and the goals developed in Association, if requested by the Individualized Development Plan (IDP)teacher. The announced Failure to do this shall be considered as conclusive evidence that the teacher’s work is satisfactory. If the report contains any information not previously made known to, and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation discussed with the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendent. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore in writing. If the teacher requests, a copy of this evaluation shall be sent to the Association. The results of formal observations will be discussed with the teacher in Board shall provide a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on hearing for this teacher, if requested, and a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development representative of the written evaluation, but at least one of them must Association shall be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used able to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the attend this hearing upon request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which X. Xx derogatory materials shall be attached placed in a teacher’s file without providing the teacher with an opportunity to examine such material and attach appropriate information in his/her own defense. Each teacher shall have the file copy right upon request to review the contents of his own personnel file. Those records marked for confidential examination, originating in agencies outside the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable workschool system, the reasons shall be set forth in specific termsconsidered outside the scope of this Article. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the The teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for have the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils right to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacherhis file. A representative of the Association may Union may, at the teacher’s request, accompany the teacherteacher in this review. The terms of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act will be followed.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration EVALUATION PROCEDURE FOR TEACHERS NOT COVERED BY THE DISTRICT’S ANNUAL PROFESSIONAL PERFORMANCE REVIEW (“APPR”) PLAN
1. There will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, unlimited informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior In agreeing to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable workunlimited observations, the reasons shall be set forth in specific terms. Included will be examples Parties agree that the aim of specific ways in which the teacher observations is to improve teaching performance, that the written observation summary is only one aspect of an Annual Evaluation and assistance may be given by that the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications written summary will not be used for the purposes of harassment, abuse or discrimination toward any teacher. There will be no more than three formal observations each school year. One formal observation for both tenured and non-tenured teachers will be unannounced. The first observation will be conducted no sooner than October 1st of the school year, and the final observation no later than May 15th of the school year. However, if an observation is to be conducted after May 15th, the District will inform the HCTA, in writing, prior to the observation.
2. An observer entering a room will inform the teacher of the purpose of evaluationhis/her visit.
E. 3. Within eight school days of the observation, the observer will provide the teacher with a written summary of his/her observation. The Board summary will include the observer’s suggestions for teacher improvement. The observer will prepare the written summary on the form to be agreed upon by the District and the Association recognize HCTA. Until an agreement is reached with regard to the summary form the summary form that has been in place in each building will remain in effect.
4. Within 10 school days after the ability of pupils observation, a post- observation conference will be held between the observer and the teacher. During the post-observation conference, the written summary will be signed by the teacher and the observer. The written summary will not be placed in the teacher’s personnel file and/or incorporated into his/her Annual Evaluation until the post-observation conference has been held. If the teacher refuses to progress attend the post-observation conference within 10 school days after notice to the teacher is given, the written summary related to the post-observation conference will be placed in the teacher’s personnel file, together with a notation and/or documentation indicating the efforts made by the observer to schedule and mature academically is a combined result hold the conference.
5. Each teacher will be provided with an Annual Evaluation. The Annual Evaluation will be prepared by the Evaluator (“the evaluator”). The Annual Evaluation will be based upon the written observations and at the discretion of the schoolevaluator, home, economic and social environment and other documentation that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be was provided to the teacher at this timewithin a reasonable time of the occurrence which gave rise to the writing. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, Both the teacher and the evaluator will sign or previous employers are exempt from such reviewacknowledge electronically each item attached to the Annual Evaluation. A written statement for inclusion in teacher’s signature will not be taken to mean the personnel file may then teacher’s agreement with the contents thereof.
B. EVALUATION PROCEDURES FOR TEACHERS COVERED BY THE DISTRICT’S APPR PLAN.
1. Informal Observations. There will be made by unlimited informal classroom observations. An observer entering a room must inform the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany purpose of the visit. In agreeing to unlimited informal observations, the Parties agree that the aim of informal observations is to improve teaching performance and that an informal observation will not be used for the purposes of harassment, abuse or discrimination against any teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration chief purpose for evaluation of the teaching staff shall be (a) to maintain qualified, competent staff, and (b) to promote its continuing development. To further these purposes, the supervisory personnel responsible for the evaluation of teachers shall acknowledge the right of teachers to:
1. know how well they are performing the duties and responsibilities of their position,
2. know the areas in which improvement is needed,
3. have candid appraisal of their work,
4. discuss their evaluation reports with their supervisor, and
5. seek and receive supervisory assistance where needed.
B. The number of formal evaluations will vary according to the individual teachers’ tenure status and to factors related to their growth. A teacher’s request for additional lesson evaluations will be evaluating honored within reason. All teachers may be observed as deemed necessary by the administration.
C. Each non-tenured teacher will participate in a minimum of three performance appraisals during each year of his/her probationary period. Two of the three evaluations will occur prior to end of the first semester, the first of which must be by the teacher’s performance within building principal, and the time second by the Superintendent of formal responsibilitySchools. The third evaluation process and form will be shared conducted by the building principal, and will occur during the second semester but before June 1. Three evaluations per year will be considered minimum. If the administration determines that a teacher is not making satisfactory progress, it may require additional formal evaluations at its discretion or at the discretion of the employee. At the end of each year of the probationary period, the building principal will complete a summary evaluation of each non-tenured teacher and a meeting will be held with the Association Building Representatives at following: the beginning teacher, the teacher’s mentor (if applicable), a union representative (if requested by the teacher or the Association), the building principal, and the Superintendent of each Schools. At this meeting the Superintendent will review the summary evaluation and give his/her feedback on the teacher’s overall performance and review recommendations to be followed in the ensuing school year.
(a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation meeting will be completed prior to December 1st informal, and all parties may share in the second prior to April 15thdiscussion of the summary evaluation. Each evaluation During the non-tenured teacher’s final year of probation, he/she will be based considered for appointment to tenure upon announced, unannounced, informal observations, on recommendation of the performance Superintendent and approval by the Board of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP)Education. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime No later than 90 days prior to the development expiration of the written evaluationnon-tenured teacher’s probationary period, but at least one the building principal will issue a formal application for tenure, to be returned to the principal within 10 school days. The Superintendent, building principal, and the teacher (and union representation if desired) will meet no later than 60 days prior to the expiration of them must be planned in consultation with the probationary teacherperiod. At this meeting, the Superintendent will advise the teacher of his/her recommendation regarding tenure. The results application will then be submitted to the Board of Education along with all of the teacher’s formal observations will be discussed with the teacher in a timely mannerevaluations. The information gathered during Board will act on the observations will be used to write Superintendent’s recommendation within 30 days of receiving the application package and evaluations.
(b) Tenured teachers will D. It shall be evaluated on the obligation of the Superintendent of Schools to hold a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a conference with each non-tenured teacher more oftento inform him/her if there are any difficulties which might jeopardize his continuing employment.
1. The evaluation will Any non-tenured teacher whose continuing employment is in jeopardy shall be based upon announced, unannounced, informal observations and on so notified in writing by the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development Clerk of the written evaluation, but at least one Board no later than March 15th. At this time the Superintendent of them must be planned in consultation with Schools should advise him/her of the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used alternatives open to write the evaluationshim/her.
2. If the teacher still indicates a desire to return the following year, notice of the Board’s action to terminate the teacher’s employment shall be given him/her in writing by March 30th. The administrator March 15th and March 30th dates shall prepare and submit a written evaluation and recommendations be effective only to the teacher extent that they shall cover the teacher’s conduct prior to May 30th those dates.
E. All tenured teachers will be reviewed in accordance with Part 100.2 (0) (2) of the year they are evaluatedCommissioner’s Regulations.
F. A summary of the remarks of each observation will be written by the administrator involved as soon as practical.
1. A discussion between the administrator and teacher will be held previous to the written summary. Comments on each observation and a summary will be initialed by the teacher and the administrator. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached response to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included remarks and summary which will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made initialed by the teacher and the administrator. The initialing referred to indicates neither approval nor disapproval of the remarks or responses.
2. Each observation and comments in regard to materials that were not signed by connection with the observation will be filed in the teacher. A representative of the Association may accompany the teacher’s personnel folder.
G. Ordinarily, observations of teachers shall not Evaluations in which there are questions concerning subject matter competency will be for less than a full class period or for reviewed by subsequent formal evaluations by educational personnel knowledgeable in the duration of a particular teaching lessonsubject matter area.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will U.S. Congressional legislation has determined that the teacher evaluation instrument shall be evaluating the teacher’s performance within the time developed by District of formal responsibilityColumbia Public Schools (DCPS). The evaluation process and form will be shared Union shall have the opportunity to consult with the Association Building Representatives at superintendent on such teacher evaluation instrument prior to its implementation.
B. Immediately following the beginning execution of this agreement, the Superintendent and the President of the WTU agree to consult on modifications to the PPEP or on the development of a new teacher evaluation instrument.
C. Copies of the evaluation procedures shall be made available to each school teacher.
D. A teacher shall be given a copy of his/her final evaluation immediately following the annual evaluation conference between the teacher and the rating officer. The copy, which includes the signature of the reviewing officer, shall be given to the teacher as soon as possible after the evaluation year but not later than September 30 of that calendar year.
(a) Probationary teachers E. If a teacher receives a “Needs Improvement” on any performance standard indicator, he/she shall receive a written plan of assistance for areas of improvement along with the support, training and resources necessary for improvement. Support may include, but is not limited to, classroom visitation, mentoring, helping teachers, content specialist, etc. The teacher shall be evaluated at least free to include additional support or resources of his/her choosing. If the teacher receives an overall rating of “Needs Improvement,” he/she shall be held on the same pay step until a rating of “Meets Expectations” is received. Upon receipt of a “Meets Expectation” rating, the teacher shall be placed on the next immediate pay step. If the teacher receives an overall rating of “Needs Improvement” for two (2) times a year. The first evaluation will consecutive years, and there is no significant improvement or reasonable expectation that skillful performance on all standards can be completed prior to December 1st and the second prior to April 15th. Each evaluation will achieved, termination of employment may be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsrecommended.
(b) Tenured teachers will be evaluated on F. If a rotating schedule, but no less than once every three- (3) years. The administration reserves the right teacher decides to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt challenge an alleged violation of the evaluation procedure, he/she has the teacher will sign option to request mediation at Step 2 or to commence a grievance at Step 3. If the form indicating his/her receipt of alleged violation occurs in connection with an evaluation that results in termination, the report. The signature on the form does not constitute his/her approval unless specifically notedhearing at Step 3 shall receive priority over all other pending grievances except those related to termination.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. G. The Board and the Association recognize Union agree that the ability of pupils effective SY 2006-2007, WTU bargaining unit members will no longer be required to progress and mature academically is have seat hours as a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review part of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherevaluation process.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. 1. The following language will apply only to phase I schools for the 2011-2012 school year and shall apply to all schools beginning July 1, 2012.
A. Teachers shall be evaluated in accordance with the Volusia System for Empowering Teachers (VSET), Chapter 1012.34 F.S. and other applicable state statutes and regulations. All observations shall be conducted by a trained evaluator. All observation cycles and the growth plan must be completed at least two weeks before the last student day. The administration Value Added portion shall be completed within 2 weeks of the arrival of the data from the state, unless technical problems delay the process, and teacher shall be given notice of the final calculation as soon as practical using an appropriate technology. Notice by email using the district’s email system shall be acceptable.
B. The Superintendent and the VTO president shall jointly appoint a VSET committee made up of an equal number of teachers, appointed by the VTO president, and administrators, appointed by the superintendent. The committee shall be co-chaired by one representative appointed by the superintendent and one representative appointed by the VTO president. The committee shall be responsible for an annual review of VSET and make any recommendations for modifications of changes to a district level administrator and the VTO president who shall review the recommendations and present a recommendation to the superintendent. The superintendent shall take the recommendation under advisement in forming his/her final recommendation to the board. In the absence of a recommendation from the committee, or should the superintendent disagree with the committee recommendation and decide to take other action, the superintendent will notify VTO of his/her intended action at least two weeks prior to any action by the School Board, and meet with the VTO president to discuss the matter if requested to do so. Should the union disagree with the superintendent’s final recommendation, it shall retain all rights under Chapter 120, F.S. and all other applicable state statutes and regulations.
C. As soon as it is completed, all documents related to VSET shall be maintained on a secured district data management system for which each teacher shall have access to his/her VSET files. When the system is ready to support, electronic signatures shall be permitted. With the exception of the growth plan, such signature does not necessarily indicate agreement with the content of said documents. Teachers shall retain the right to submit a written rebuttal which shall become a part of the evaluation record.
D. While the professional judgment of a supervisor is not grievable, should teacher believe that any portion of the VSET process as described in the VSET handbook has been violated, they shall follow any appeals process in the handhook prior to proceeding to the grievance process under Article 23. The timeline in Article 23 will be evaluating considered to begin after the appeals process is completed. Any cycle that does not count to the the summative report of the teacher shall be not be grievable. Any grievance filed on behalf of any employee who receives a summative report rating of needs improvement or unsatisfactory shall begin at step 3 of the grievance process. All such grievances shall be scheduled as quickly as possible. A response shall be provided within five (5) days. The parties agree that if a technical correction will bring the evaluation in question into compliance with the evaluation procedure, then such a correction may be made. If the matter is submitted to arbitration, the parties shall work together to facilitate the process. Notice to go to arbitration shall be made within 5 working days. Subsequent to the ratification and adoption of this agreement, the district and the union shall meet to discuss whether an expedited arbitration process will be utilized, and if so, under what terms. Options considered by the parties will include, but not be limited to: (i) to pre-select a panel of arbitrators and contact them to establish potential calendar of arbitration days to which employees with appeals may be slotted; (ii) to keep the individual hearings to approximately four (4) hours maximum; (iii) the arbitrator being required to submit a decision within 48 hours; (iv) no written briefs shall be submitted. Under VSET, the Educator Evaluation, the Peer Evaluation, the Growth Plan, Student Achievement and the Summative Teacher Report shall be treated as separate grievance events.
E. Only PAR teachers properly trained shall be permitted to formally evaluate another member of the Bargaining Unit.
F. Unscheduled observations for the purpose(s) of formal evaluation shall be conducted with the full knowledge of the one being evaluated.
G. In general, conferences conducted in accordance with VSET are for improvement and review, and are not meetings where the right to representation applies. However, where, under the standards for termination established in state law and this agreement, a teacher has a reasonable belief that a scheduled evaluation conference could result in the teacher’s performance within employment being terminated as a result of the time evaluation being completed, the teacher shall have the right to representation.
H. As required by law, a teacher with tenure who receives a summative rating of formal responsibilityunsatisfactory for two consecutive years or a needs improvement for three consecutive years of any combination thereof during a 3 year period shall not be reappointed.
2. The evaluation process following language will apply only to phase II schools for the 2011-2012 school year and form will be shared with the Association Building Representatives at the beginning of each school yearshall expire on June 30, 2012.
(a) Probationary teachers A. Teachers shall be evaluated at least two (2) times once a year. The first evaluation will year and the evaluation, with the exception of the student achievement component, shall be completed prior to December 1st and April 30 of the second prior to April 15th. Each evaluation will be based upon announcedschool year, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP)absence of extenuating circumstances. The announced value added component shall be reported as described in 1A above. All evaluations shall be made in accordance with the procedures set forth in the VCTAS Handbook, Chapter 1012.34 F.S. and unannounced observations should other applicable state statutes and regulations.
B. Any modification or change in the Volusia County Teachers Assessment System, not within the managerial prerogative of the Board, shall be mutually developed by the Joint Committee. In the absence of consensus, the Board Committee will submit the issue(s) to the Board to decide the question.
C. Each teacher shall be given a minimum copy of thirty (30) minutes in lengthany form or report on which his signature is required. Forms and reports shall not be forwarded for placement into a teacher's official personnel file without the teacher receiving a signed copy and an opportunity to discuss such report with his evaluator. After such discussion, the teacher shall sign the report, but the teacher's signature does not necessarily indicate agreement with its contents. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in has a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written rebuttal which shall become a part of the evaluation records. Areas of performance evaluations involving the professional judgment of a supervisor are not grievable.
D. No member of the Bargaining Unit shall be required to formally evaluate another member of the Bargaining Unit. Principals or their administrative designee may receive input from appropriately statutorily qualified and recommendations trained department chairpersons. Any bargaining unit member required to participate in the evaluation of another employee shall receive guidance and advice from the building administrator regarding the evaluation process.
E. Unscheduled observations for the purpose(s) of formal evaluation shall be conducted with the full knowledge of the one being evaluated.
X. During any discussions with or questioning of a teacher regarding his professional competence where such discussion or questions might lead to discipline (VCTAS Stage 3), the teacher, upon request, shall be entitled to:
(1) Union representation provided the teacher prior to May 30th is a union member; or (2) other representation as provided by law if not a union member. Except in cases of the year they are evaluated. The administrator emergency, a teacher's request for twenty-four (24) hours notice of such meetings shall hold a conference with the teacher to discuss the written evaluation and recommendationsbe granted.
3. Upon receipt of The parties agree that should at any time the evaluation Florida law applicable to such procedures be changed by the teacher Florida Legislature or overturned by a court decision with all appeals having been exhausted, then the Superintendent shall reconvenve the VSET committee, which will sign proceed to consider whether any modifications to the form indicating his/her receipt of the reportprocedures are necessary or advisable, and if so what those modifications should be. The signature on committee and the form does not constitute his/her approval unless specifically noted.
4parties will follow the process set out in paragraph 1.B. above. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable workIn addition, the reasons shall be set forth in specific terms. Included parties will be examples of specific ways in which the teacher meet to discuss whether any amendment to this Article is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken placenecessary.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. Within three weeks of the first teacher working day, the building principal or immediate supervisor shall orient all teachers under his/her supervision with the evaluation procedures, standards, and instruments and advise all teachers of the person(s) who will evaluate their performance. This orientation may occur in a group presentation or by individual conference. The administration purpose of the orientation is to encourage the mutual understanding of the evaluation system and the identification of goals and objectives for professional growth. No evaluation shall take place until such orientation has been complete. A significant part of the teacher evaluation shall be based upon the evaluator's direct observation of the teacher's performance in the classroom or workstation for a period of at least thirty (30) consecutive minutes. The initial observation shall be preceded by a pre-observation conference between the teacher and the evaluator. Teachers will be evaluating the teacher’s performance within the time notified of formal responsibilityobservations by the evaluator specifying a five (5)-school day time frame within which an observation may be conducted. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated observed at least two one time before the November 15th evaluation date. At least one observation shall occur after November 15th, but prior to the February 10th evaluation date. Career teachers shall be observed a minimum of one time prior to May 1st. A copy of the observation form shall be furnished to the teacher no later than the (23) times three days after the day that the observation is completed. The teacher shall be afforded the right to discuss the contents of the observation form as well as any other written notes taken during the observation period. If notes are taken during the observation, the teacher will receive a copy of such notes with explanations of any symbols and/or notations used, no later than three (3) working days after the day that the observation is completed. The teacher may request that such notes be attached to the observation form. Summative evaluation will take place prior to May 10th. Classroom observations or monitoring shall be conducted openly with the full knowledge of the teacher for the purpose of improving professional performance and as a means of assuring the use of the most competent educational techniques. The use of eavesdropping, closed circuit television, public address or audio systems, and similar devices are not conducive to the intent of the evaluation programs and will not be used unless specifically requested by the teacher. Probationary teachers will be evaluated twice each year. The first evaluation conference will be completed held prior to December 1st and the November 15th. The second evaluation conference will be held prior to April 15thFebruary 10th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured Career teachers will be evaluated on a rotating scheduleonce each year prior to May 1st. At each of the conferences, but no less than once every three- (3) years. The administration reserves information used in making the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations discussed including the observation forms. Goals and on objectives may be developed during the performance of other duties and responsibilitiesevaluation conference to further enhance the teacher's professional performance. The announced and unannounced observations should teacher shall continue to work toward fulfilling the identified goals throughout the remainder of the year. A conference will be a minimum of thirty (30) minutes in length. The observations may occur at any time held with each teacher prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th end of the year they are evaluatedto review success. The administrator teachers and the evaluator shall hold each receive a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file true copy of the evaluation in question and/or submit signed by both parties. The teacher's signature shall not necessarily indicate agreement with any complaints through Level 4 or all parts of the grievance procedure.
C. evaluation, but rather awareness of the content. If the teacher feels his/her written evaluation is incomplete, inaccurate, or unjust, he/she may put his/her objections in writing on the back of the written evaluation or may attach a separate sheet to the evaluation to be placed in his/her personnel file. If an administrator believes overall rating of Not Using or Beginning is noted on the formal summative evaluation, the principal or immediate supervisor and the teacher will work together to devise a written plan for growth. If a rating of Not Using or Beginning is noted in one element of the formal summative evaluation, a teacher is doing unacceptable workwill receive feedback from the principal or immediate supervisor. In addition, the reasons shall be set forth in specific termsteacher and principal will have an opportunity for discussion and may work together to devise a written plan for growth. Included A reasonable time for growth, which will not exceed two (2) months, will be examples of specific ways in which given to the teacher is to improve and assistance may be given by teacher. Whenever the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address supervisor determines that cause(s) or audio system or similar types of communications will not be used statutory grounds exist(s) for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant dismissal or in isolated instances to evaluate the quality non-reemployment of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward he/she shall submit a recommendation in writing to the teacher which are to be included in the personnel file shall be made available for review superintendent of the teacher prior to placement in the file; a copy school district for dismissal or non- reemployment of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of According to the Association may accompany the teacher.
G. OrdinarilyOklahoma state statutes, observations of teachers shall not be for less than a full class period or year one (1) for the duration of a particular teaching lessonadopted TLE model becomes effective in 2013-2014.
Appears in 1 contract
Samples: Procedural Agreement
TEACHER EVALUATION. A. 6.1 The administration will be parties recognize the importance and value of a procedure for assisting and evaluating the teacher’s performance within progress and success of both newly employed and experienced teachers for the time purpose of formal responsibility. improving instruction.
6.2 The parties recognize and agree that, subject to the provisions of this Article VI, teacher evaluation process is a supervisory function.
6.3 Each new teacher to the Winnisquam school system shall be made aware of the school district's evaluation plan, including criteria, goals and form will be shared with objectives of any such plan (including new plans) and the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves have the right to evaluate a tenured teacher more often. The evaluation will be based upon announcedcontribute input and to meet and confer; but in any event, unannounced, informal observations and on the performance Board shall make the final determination of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsmatters under this Section 6.3.
2. 6.4 The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of a teacher will be conducted openly.
6.5 No teacher shall be adversely evaluated for any deficiency arising from a lack of supplies, materials, or books, provided that such were properly requested by the teacher. The evaluator shall take into consideration and note in the narrative any condition or circumstance beyond the control of the teacher, which may have an adverse effect on the teacher's performance.
6.6 Both the observer and the teacher will complete the draft Observation Report Form after each formal observation. The teacher will take responsibility for contacting the observer and scheduling a mutually agreed upon time for a post-observation conference to be held within 5- 7 days after the observation. The teacher and observer will meet to discuss their drafts. After meeting and discussing both drafts, a final observation report will be developed by the administrator and returned to the teacher for a signature within five (5) school days. The teacher will sign and return the final observation report within four (4) school days of receipt. If the teacher is dissatisfied with this evaluation or conference, he/she shall be provided an opportunity to submit in writing, a response to the evaluation, which, shall be attached to the evaluation in the teacher’s personnel file. The teacher shall sign the 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.
6.7 Complaints regarding a teacher made to any member of the administration by any parent, student, or other person, which may be used to evaluate a teacher shall be promptly investigated. Where appropriate, the teacher shall be conducted openlynotified of any such complaints as soon as possible and will be given an opportunity to respond and meet with the person(s) making the complaint. The public address or audio system or similar types of communications teacher shall acknowledge that he/she has had the opportunity to review such complaint by affixing his/her signature to a copy to be filed. Such signature will not in no way indicate agreement with the contents thereof. In any event, if a teacher refuses to sign any report set forth in this Article, then such report may be used for the purpose of evaluationplaced in that respective teacher's files.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students 6.7.1 Unsubstantiated complaints shall not be used as the sole determinant or placed in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included files. Any complaint placed in the personnel a teacher’s file shall be subject to review upon said teacher’s request after a period of one (1) year, and the teacher may request to the Superintendent of Schools that such complaint be removed from his/her file. Such request for review will be confidential to the Superintendent of Schools. The Superintendent shall review and investigate all facts related to such complaint in rendering a decision on the request. If such complaint is not removed,
6.8 Each teacher shall be entitled access to his/her personnel files at a time mutually agreed upon by the teacher and the Superintendent, or his/her designee. Upon request by a teacher to have access to their personnel file, the file will be made available for within four days of such request.
6.9 The teacher may review of the teacher prior to placement their personnel file in the file; a copy Superintendent’s office and make appropriate response to any material contained in his/her personnel files and such response shall be made part of any said teacher's files. Reproductions of such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file material may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherhand or copying machine, if available.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will 16.1 Evaluations of teachers shall be evaluating based upon the teacher’s performance within the time of formal responsibilityMinimum Criteria for TLE Observation and to this Agreement. The evaluation process (revised 9/12)
16.2 All career and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior according to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsTLE specified timelines.
(b) Tenured 16.3 All teachers will be evaluated by administrative personnel who have participated in the required training of the State Department of Education and the TLE observation model. (revised 9/12)
16.4 The process of evaluation shall meet the TLE minimum criteria. (revised 9/12)
16.5 Evaluations of certified personnel covered under this agreement, shall be based on the TLE observation model. (revised 9/12)
16.6 A copy of each formal written evaluation shall be given to the teacher at a rotating scheduleconference held between the teacher and the evaluating administrator. The teacher shall acknowledge receipt of the evaluation by placing his/her signature thereon.
16.7 The teacher may, but within five (5) working days of the evaluation conference, respond to the evaluation in writing and said response will be attached to the evaluation form. (revised 9/12)
16.8 If a plan for improvement requires additional formal written evaluations, a copy shall be given to the teacher and signed as acknowledgment of receipt. This evaluation report of the teacher’s plan for improvement shall be attached to the original evaluation report and placed in the teacher’s personnel file.
16.9 Deleted due to TLE requirements. (revised 8/12)
16.10 Any teacher assigned to more than one (1) school building shall be evaluated according to the guidelines of the TLE observation model. (revised 9/12)
16.11 In the event that any member of the bargaining unit fails to perform their assigned duties to the extent that a recommendation for the teacher’s dismissal or non-reemployment is being considered, the board shall direct the necessary administrator to follow any and all provisions of the “Teacher Due Process Act of 1990.” (O.S. 70-6-101.20 through O.S. 70-6-101.30)
17.1 No interview or meeting between a complaining parent and teacher shall be set by the administration, until the teacher has a reasonable amount of time to be notified and prepared.
17.2 All complaints against a teacher must be substantiated and documented through a complete and thorough investigation before any action is considered on the matter.
17.3 Teachers shall have the right to respond to the complaint before any official action is taken.
17.4 Whenever a disciplinary action is initiated against a teacher which does not invoke a suspension, reduction in rank, pay or removal, then the following procedural requirements shall apply:
A. Issuance of advance notice:
1. The teacher must be given no less than once every three- five (35) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development working days written notice of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsproposed action.
2. The administrator shall prepare and submit a written evaluation and recommendations to adverse notice shall:
a. State the reasons for the proposed action in detail;
b. Inform the teacher prior to May 30th where the material relied upon for the proposed action may be reviewed;
c. Inform the teacher of the year they are evaluated. The administrator shall hold right to reply in writing during the 5-day notice period;
d. State that a conference with final decision on the teacher to discuss the written evaluation and recommendations.
3. Upon proposed action will not be made until after receipt of the evaluation teacher’s reply or after the 5-day notice period, whichever comes first; and
e. Inform the teacher that he/she will sign the form indicating his/her receipt of the report. The signature remain in a normal duty status pending a decision on the form does not constitute his/her approval unless specifically notedproposed action, except as provided in letter “C”.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Negotiated Agreement
TEACHER EVALUATION. A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary all teachers shall be evaluated at least two (2) times in writing; a yearteacher’s performance shall be rated as either satisfactory or not satisfactory for each of the enumerated criteria in the evaluation instrument, which are observed during the evaluation period. The first evaluation will be completed prior to December 1st and the second prior to April 15thterms for written evaluations are defined as provided below:
B. PROBATIONARY TEACHER
1. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be If a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but probationary teacher is employed for at least one of them must (1) full year:
a. By November 15, the teacher will be planned provided with an individualized development plan (IDP) developed by appropriate administrative personnel in consultation with the individual teacher; and
b. The teacher will be provided with one (1) year-end performance evaluation prior to the end of the school year during each year of the teacher's probationary period. The administrative personnel may perform an evaluation more often if they warrant, or if requested by the teacher.
(1) The annual year end performance evaluation shall be based on, but is not limited to, at least 2 classroom observations held at least 60 days apart, unless a shorter interval between the 2 classroom observations is mutually agreed upon by the teacher and the administration.
(2) The performance evaluation shall include at least an assessment of the teacher's progress in meeting the goals of his or her individualized development plan (IDP), which will include the Appraisal Report.
(3) Each probationary teacher shall receive notice of the written recommendation to continue or discontinue his or her services prior to the April Board meeting. The final written recommendation of a probationary teacher will be furnished to the school board at the April board meeting of each probationary year. A copy of final recommendations shall be furnished to the teacher. The results of formal observations will be If the report contains any information not previously made known to and discussed with the probationary teacher, the teacher in a timely manner. The shall have an opportunity to submit additional information gathered during to the observations will be used to write the evaluationsSchool Board.
(b) C. TENURED TEACHER
1. Tenured teachers will shall be evaluated on provided with a rotating schedule, but no less than performance evaluation at least once every three- three (3) years. The administration reserves may perform an evaluation more often if they warrant, or if requested by the right to evaluate teacher; and
2. If the teacher has received a tenured less than overall satisfactory performance evaluation, the teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty provided with an individualized development plan (30IDP) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned developed by appropriate administrative personnel in consultation with the tenured individual teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.; and
3. Upon receipt The performance evaluation required every three (3) years shall be based on, but is not limited to, at least two (2) classroom observations conducted during the period covered by the evaluation and, if the teacher has an individualized development plan, shall include at least an assessment of the evaluation teacher's progress in meeting the teacher will sign the form indicating his/goals of his or her receipt of the report. The signature on the form does not constitute his/her approval unless specifically notedindividualized development plan.
4. Teachers involved with The Appraisal Report used to evaluate teaching personnel shall be jointly formulated by the instruction of Advanced Placement courses will Board and the Boyne City Education Association and is attached as an Appendix.
D. Evaluations shall be evaluatedconducted by the teacher’s building principal. This However, qualified individuals may be retained to assist the building principal in an evaluation in the first year will be made part or conduct an evaluation by mutual agreement of the formal evaluation only at administration and the request Association.
E. All monitoring or observation of the performance of a teacher shall be conducted with full knowledge of the teacher.
B. F. A personal meeting will be held within fifteen (15) days after the written performance evaluation is completed to review the evaluation of the teacher, if requested by the teacher who disagrees with the content or procedure of in writing. The evaluation may submit a written answer which shall be executed in triplicate by the evaluator and returned in duplicate signed by the teacher for filing in each of the teacher's personnel files. In the event that the teacher feels that his evaluation was incomplete or unjust, he may put his objections in writing within thirty (30) days of receipt of the evaluation and have them attached to the file copy evaluation report to be placed in his evaluation file. Thereafter the substance of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedureshall be considered conclusive and final.
C. G. If an administrator believes a teacher the evaluation is doing unacceptable work"NOT SATISFACTORY", the reasons therefore shall be set forth in specific terms. Included will be examples terms as a recommendation of specific the ways in which the teacher is to should improve and assistance may be given by the administrator and other staff membershis/her performance. In subsequent conferences it evaluation reports, failure to again note a specific deficiency shall be the responsibility of the individual teacher interpreted to inquire whether mean that adequate improvement has taken placeplace unless the evaluator indicated the opportunity for forming an opinion on the earlier deficiencies did not present itself.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Master Contract
TEACHER EVALUATION. A. The administration Observation and evaluation reports written by the principal or other administrator are filed in the teacher's permanent record folder in the Central Office, after the teacher has been given a copy of the report and has affixed his/her signature to all copies to indicate he/she has reviewed the material in the report. Copies of all observation and evaluation reports are forwarded to the Superintendent.
B. Signing the report in no way indicates agreement with its contents. Teachers shall have the right to prepare comments in regard to observation and evaluation reports, which shall be submitted within fifteen (15) days. Said comments shall be attached to all copies of the report.
C. Prior to the granting of tenure, evaluations and conferences between the teacher and his/her Building Principal or other administrator will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated held at least two three (23) times a year. The first .
D. Upon achieving tenure, an evaluation and a conference between the teacher and his/her Building Principal will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but held at least one once a year. In the absence of formal entries into the permanent record file, a tenured teacher may assume that his/her performance is fully satisfactory and he/she is eligible for any and all benefits dependent upon satisfactory performance.
E. Principals shall make every effort to apprise teachers of any complaints made to them must be planned in consultation with regarding a teacher by any parent, or other adult, which do or may negatively/adversely influence the probationary evaluation of a teacher. The results of formal observations will be discussed Principal shall meet with the teacher to attempt to resolve the matter informally. Any question or criticism by a supervisor, administrator, or Board member of an employee's performance/instructional methodology shall be made in a timely mannerconfidence and not in the presence of students, parents, co-workers, or members of the public. The information gathered during Any complaints made to an administrator by any parent, student, or other person which might adversely affect the observations will teacher's employment shall be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior made known to the development of teacher by the written evaluationadministrator. In each case, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed administrator shall meet with the teacher in to apprise him/her of the full nature of the complaint and an attempt shall be made to resolve the matter.
1. There shall be a timely mannerstandardized evaluation form that sets the criteria for teacher evaluation. The information gathered during the observations will Said form shall be used to write the evaluationsdeveloped by a committee consisting of teachers and administrators.
2. The administrator Every teacher shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating have his/her receipt of observation conference no more than ten (10) work days after the report. The signature on the form does not constitute observation and his/her approval unless specifically notedobservation report no more than five (5) work days after the conference.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will G. Every effort shall be made part by the appropriate Administrator to help the teacher if there is evidence of the formal evaluation only at the request need for such assistance. Evidence of unsatisfactory performance shall be brought to the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve 's attention and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used given time for the purpose of evaluationimprovement.
E. The Board H. Upon request, teachers may review the contents of their permanent record file and the Association recognize that the ability make copies of pupils to progress and mature academically is a combined result any part of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil it in the classroompresence of appropriate Administrator or designee. Test results Teachers seeking to review their file must make a prior appointment with the Superintendent's Office. Nothing of academic progress of students a disciplinary nature shall not be used as the sole determinant or placed in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; folder unless he/she has been provided with a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard appropriate administrator. The teacher, upon request, shall have an opportunity to discuss said materials that were not signed by with the teacher. A representative of the Association may accompany the teacherappropriate administrator.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will performance of all teachers shall be evaluating observed in their classroom and then evaluated in writing. All evaluations shall be based upon actual observation or materials compiled by the teacher’s performance within the time evaluator and not on hearsay or a compilation of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school yearcomplaints.
(a1) Probationary Tenured teachers shall be evaluated at least once every three (3) years. Each year, those tenured teachers who are scheduled to receive and evaluation will be notified within ten (10) days of the start of school.
(2) Probationary teachers shall receive an annual year-end performance evaluation based on at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced classroom observations should be for a minimum of thirty (30) minutes each held at least sixty (60) days apart. Probationary teachers shall be provided with an individualized development plan (IDP), in length. The observations may occur at anytime writing, prior to their second year of teaching in the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with District developed jointly between the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the mentor (upon request of the teacher) and his/her immediate supervisor and consistent with evaluation criteria.
B. The observation and evaluation process shall be conducted by the teachers' building principal or assistant principal or other full-time administrator assigned by the Superintendent. The Board may utilize outside consultants to improve performance. The use of such consultants shall be with the consent of the teacher and shall be advisory. Further, any observations of this nature shall be in addition to the provisions set forth in Section A of this Article. At least one observation and evaluation shall occur outside the first two weeks of a given semester or the last two weeks of a given semester. No observation or evaluation shall be conducted on the day preceding or following winter break or spring break. No observation or evaluation shall be conducted on a teacher who has been absent due to personal illness for a period in excess of twenty (20) workdays until he/she has been back to work for at least one (1) week.
C. Each observation shall be made in person of approximately thirty consecutive minutes. All monitoring or observation of performance of a teacher shall be conducted openly and with full knowledge of the teacher. At least one classroom observation must be prearranged with 24 hour notice.
D. After written evaluation the principal and the teacher shall have a conference concerning the evaluation. At that time the teacher shall sign the evaluation sheet and may indicate any dissatisfaction therewith in writing within ten (10) work days. At the evaluation conference, a copy of the completed form shall be retained by the teacher. This conference shall not be later than ten (10) working days after the observation.
E. Teacher evaluations shall be documented using the Board approved evaluation instrument developed collaboratively with teachers during the 2007-2008 school year. Bargaining unit members assigned to non- teaching positions - specifically, social workers, counselors, speech and language therapists, and school psychologists – may be evaluated using an evaluation tool more appropriate to their roles, provided the following process is followed for the development of an alternative “special positions” evaluation form:
(1) There shall only be one “non-teaching position” evaluation tool.
(2) The tool shall be developed collaboratively by a team including association members in the non-teaching positions and administrative staff.
(3) The tool shall be reviewed by the professional council who would then recommend it to the Board of Education.
(4) The tool shall be approved by the Board no later than December 1, 2010.
F. If an administrator believes a teacher is doing unacceptable work, an individualized improvement plan will be developed between the teacher and evaluator at a conference within fifteen (15) days of the evaluation conference. This improvement plan shall include:
(1) Criteria for acceptable performance.
(2) Viable resources to be used for improvement.
(3) Goals and strategies for improvement.
(4) Designated timeline for improvement. In subsequent observation reports, failure to note again a specific deficiency shall be interpreted to mean that adequate improvement is taking place.
G. A teacher who disagrees with the content of an evaluation or procedure of evaluation may recommendation may, within the time frame referenced in section D, submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 question. This shall be the sole remedy for raising an objection to the content of an evaluation or recommendation; the content of an evaluation or recommendation is not subject to the grievance procedure.
C. If an administrator believes a H. Any probationary teacher is doing unacceptable work, who receives notice from the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications Board that his services will not be used renewed for the purpose ensuing school year (except lay-off) may within ten (10) work days request a hearing before the Board of evaluation.
E. Education. This hearing shall be in closed session only upon request of the teacher. The Board and teacher may be represented by the Association recognize or legal counsel if he so desires. It is expressly understood that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students these matters shall not be used subject to the grievance procedures.
I. If the procedural aspects of said observation and evaluation process are not complied with, the teacher involved as well as the sole determinant or in isolated instances Association reserves the right to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review begin grievance procedures. The content of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers evaluation shall not be for less than a full class period or for subject to the duration of a particular teaching lessongrievance procedure.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will be evaluating evaluation of the teacher’s performance within of each teacher in the time school system is the responsibility of formal responsibilitythe Administration. The evaluation process and form shall be conducted within the school system and/or in the course of a school activity in which the teacher is representing the District in a contractual capacity. The use of closed circuit surveillance devices or public address systems will not be shared with used in monitoring or observing teacher performance.
B. Evaluations shall be conducted by the Association Building Representatives at Principal, Assistant Principal or other qualified Administrators designated by the beginning Board. Each written review of the teacher's job performance shall be based on two (2) full period of continuous observation. Administrators reserve the right to include in the final evaluation of each school yearteacher a statement, or statements, concerning the overall performance of the teacher that has been observed by the Administrator, both in and out of the formal evaluation sessions. These informal observations shall be a part of the total evaluation process.
(a) C. The performance of all teachers shall be evaluated in writing as follows:
1. Probationary teachers shall be evaluated at least two (2) times per year. A personal meeting will be held to review the job performance of a probationary teacher as soon as possible thereafter or within ten (10) school days after each observation or evaluation. The school district must provide the probationary teacher with an annual Individualized Development Plan (IDP) developed by administrative personnel in consultation with the individual teacher. (See IDP in Appendix D for suggested contents to be reviewed.) Failure of the District to provide an IDP and annual performance evaluation is conclusive evidence that the teacher’s performance for that school year was satisfactory.
2. Tenure teachers shall be evaluated in writing at least once every three (3) years. A personal meeting will be held with each tenure teacher as soon as possible and within ten (10) school days thereafter to review his job performance. Copies of the evaluation will be given to the teacher at that time.
3. Contained in the evaluation will be the written opinions of the observing Administrator in which areas of deficiency will be indicated. If the teacher receives a less than satisfactory performance evaluation, the school district must provide an IDP. Failure of the District to provide an appropriate evaluation within the three-year period is conclusive evidence that the teacher’s performance during that period was satisfactory.
4. Subsequent observations/evaluations shall comment on a teacher's prior areas of deficiency.
5. Formal evaluations shall be completed during the period after the first five (5) working days of the school year and before the last ten (10) working days of the school year. The first evaluation will be completed prior to December 1st and the second shall take place prior to April 15th15 if there is more than one (1) evaluation. Each If there is only one (1) evaluation, it shall take place before May 15.
6. A teacher shall be advised of an upcoming formal evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime least one day prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The D. Teacher evaluation will shall be based upon announced, unannounced, informal observations and on the performance following criteria:
1. Knowledge of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationssubject matter.
2. The administrator shall prepare and submit a written evaluation and recommendations Ability to impart the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendationssubject matter.
3. Upon receipt Appropriate and effective classroom control and discipline, professional dress and professional appearance. Standards for professional dress and professional appearance shall be established by a committee of three teachers chosen by the evaluation the Association, one teacher will sign be from K-6 faculty, 2 from the form indicating his/her receipt 7-12 faculty, and two Board of Education members and the report. The signature on the form does not constitute his/her approval unless specifically notedSuperintendent.
4. Teachers involved Ability to establish rapport and a positive working relationship with students, administrators, other teachers, and parents.
E. Two (2) copies of the instruction of Advanced Placement courses written evaluation will be evaluated. This evaluation developed; one (1) to be signed and returned to the teacher and another to be placed in the first year will be made part of teacher's file. In the formal event that the teacher feels that his evaluation only at the request of the teacher.
B. A teacher who disagrees with the content was incomplete or procedure of evaluation unjust, he/she may submit a written answer which shall be put his/her objections in writing and have them attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retentionreport.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward Teachers will have the teacher which are right to be included in review the contents of their personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacherfiles. A representative of the Association may accompany the teacherteacher in this review if requested.
G. OrdinarilyAdministrators welcome any suggestions for improvement of the evaluative procedures made by teachers. These may be submitted to the Administration once per year in September. Upon receipt of these suggestions, observations a committee will be established by the building principal to review the suggestions and to include them in the evaluative procedure if it is felt to be desirable by the Administration.
H. Any matter concerning teacher evaluation is not to be processed beyond Level III of teachers shall not be for less than a full class period or for the duration of a particular teaching lessongrievance procedure except grieving the evaluation procedure itself.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. 14.1 The administration evaluation of the work of all teachers is a responsibility of the building principal. The building principal may designate an assistant principal, or the Special Education Coordinator, provided the designee has knowledge of the teacher’s subject area. The teacher will be evaluating notified by October 1 of the administrator who will be performing the evaluation. When a teacher works in more than one building, only one administrator may evaluate them. The other administrator(s) may have input. Central Office Administration also has the right to come in and observe and provide written feedback.
14.2 The form(s) to be used for teacher evaluation shall be those attached to this agreement.
14.3 All written observations and evaluations made by the building principal or his/her designee shall be recorded and placed in the teacher’s personnel file.
14.4 Each observation shall be made in person with full knowledge of the teacher being observed. No complaint against a bargaining unit member by any person, including parents or students, will be used in the evaluation unless the member has been previously notified of the complaint. Complaints made prior to the teacher’s last evaluation may not be used in the current evaluation unless they were noted in the previous evaluation.
14.5 An important purpose of the evaluation procedure is to provide constructive assistance to teachers.
14.6 A teacher shall have the right to read all evaluations conducted by his/her supervisor before the evaluation is placed in his/her personnel file. After reading the evaluation and discussing it with his/her building principal or his/her designee, the teacher shall sign the evaluation and receive a copy. If the teacher disagrees with the evaluation, the teacher shall have an opportunity to submit a letter of rebuttal, which shall be permanently attached to the evaluation. If the teacher decides to attach such a letter, it must be given to the building principal within two (2) weeks of the above mentioned discussion.
14.7 Results of student assessments will not be used on evaluations.
14.8 Evaluation reports shall bear the signature of both the building principal or his/her designee and the teacher. The signature of the teacher does not necessarily indicate agreement; it only indicates knowledge that the report will be included in his/her personnel file.
14.9 Any disciplinary action not related to classroom performance, which is documented in the teacher’s personnel file, shall not be used on an evaluation, unless there has been a repeat of the same behavior. If there is a repeat of the same behavior, it may be documented on the evaluation.
14.10 With the teacher’s consent any teacher may be informally observed by other educational professionals.
14.11 The building principal or his/her designee will document any comments concerning aspects of the teacher’s performance within that were not directly observed by the time writer of formal responsibilitythe evaluation. These comments shall not be placed in the evaluation until thoroughly investigated.
14.12 If any deadline in this Article is missed, due to extenuating circumstances other than absences of the teacher or administrator, both parties may agree to extend the deadline. The evaluation process and form deadline will automatically be shared extended due to a teacher or an administrator absence.
14.13 Probationary Teacher Evaluation
A. The building principal or his/her designee shall, in consultation with the Association Building Representatives at the beginning of each school yearprobationary employee, develop an Individualized Development Plan (IDP).
(a) B. The teacher will document progress toward achieving the goals of the IDP in an IDP binder.
C. Probationary teachers shall be evaluated at least once every year by the building principal or his/her designee. The evaluation must be based on at least three observations at least two (2) times of which must be at least 60 days apart.
D. The three observations of probationary teachers shall total at least 90 minutes and be a year. minimum of twenty minutes each.
E. The first evaluation short form will be completed prior used to December 1st document the observations.
F. Within three (3) school days, the administrator and the second prior teacher will meet to April 15th. Each evaluation discuss the observation, and the teacher will receive a copy of the short form.
G. When administration deems a probationary teacher is being considered for non-renewal, the Association president and grievance chair shall be notified.
H. Prior to March 15, the administrator and the probationary teacher will meet to discuss the long form final evaluation, which will be based upon announced, unannounced, informal observations, on the performance three short forms, will address the same criteria and will include an assessment of other duties and responsibilities and the teacher’s progress in meeting the goals developed in of the Individualized Development Plan (IDP).
I. No later than March 15 of each probationary year, the final evaluation for each teacher will be furnished to the Assistant Superintendent for Administrative Services. The announced A copy shall be furnished to the teacher. If the report contains any information not previously made known to and unannounced discussed with the teacher, the teacher shall have the opportunity to present additional information to the Assistant Superintendent for Administrative Services which will then be permanently attached to the evaluation and placed in the files.
14.14 Tenure Teacher Evaluations
A. A tenure teacher shall be evaluated at least once every three years by the building principal or his/her designee by May 1.
B. Beginning with the 1998-99 school year, the evaluation shall be based on, but is not limited to, at least two (2) observations, at least 30 calendar days apart. However, if the building principal or his/her designee notifies the teacher in writing within three days after the first observation that the teacher’s performance was less than satisfactory, the second observation will take place no sooner than 60 calendar days after the first observation.
C. All observations should must be completed by April 25.
D. Each observation for tenured teacher evaluation by the building principal or his/her designee shall consist of a minimum of thirty (30) minutes in length. The consecutive minutes.
E. Additional observations may occur be made at anytime prior to the development discretion of the evaluator. (This in no way limits the Board from evaluating any teacher any number of times during a year.)
F. Within five (5) school days of the second, or final, observation and no later than May 1, the building principal or his/her designee shall provide the teacher with a copy of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference meet with the teacher to discuss the written evaluation and recommendationsevaluation.
3. Upon receipt of the evaluation G. If the teacher will sign has received a less than satisfactory performance evaluation, the form indicating his/her receipt of evaluator shall provide the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved teacher with an Individualized Development Plan (IDP) developed by appropriate administrative personnel in consultation with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the individual teacher.
B. A H. When a tenured teacher who disagrees with is being placed on an IDP, Administration shall notify the content or procedure of evaluation may submit a written answer which shall be attached to Association President and Grievance Chair, so they can have input during the file copy drafting of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable workIDP, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which if the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken placeso requests.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will See Loa proposed by IEA on 7/26/12 at 7:20 p.m.
B. Evaluations shall be evaluating conducted by a teacher's immediate supervisor or an administrator working in the same building or otherwise familiar with the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers 's work, who shall be evaluated at least two (2) times a yeardesignated by the Board. The first evaluation will be completed prior to December 1st and Upon the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development request of the written evaluationteacher, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator further evaluations shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of by the formal evaluation only administrator and by another administrator. Further evaluations at the request of the teacher.
B. A teacher Board shall be conducted by another administrator, designated by the Board who disagrees is familiar with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question grade level and/or submit any complaints through Level 4 of the grievance proceduresubject being taught.
C. If an administrator believes a teacher is doing unacceptable work, the reasons Observations shall be set forth made in specific termsperson for a combined total of at least thirty minutes. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and All monitoring or observation of the work performance of the a teacher shall be conducted openlyopenly and with full knowledge of the teacher. The use of eavesdropping, closed circuit television, public address or audio system or systems, and similar types of communications will not surveillance devices shall be used for the purpose of evaluationstrictly prohibited.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result D. A copy of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file written evaluation shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided submitted to the teacher at the time of each personal interview, which will occur within two (2) weeks of the observation, and the teacher shall have the opportunity to review the evaluation report and affix his/her signature indicating he/she has received such an evaluation report. In the event that the teacher feels his/her evaluation was incomplete or unjust, he/she may put his/her objections in writing and have them attached to the evaluation report, which will be placed in his/her personal file. All evaluations shall be based upon valid criteria for evaluating professional growth. It is agreed that the criteria developed by the staff and administration shall be considered as valid criteria. Information in a teacher's evaluation based on Section C of this time. Pre-placement information such as confidential credentialsarticle shall be gained through direct observation of the evaluator.
E. No later than April 15th of each probationary year, letters of reference from universities, individuals, or previous employers are exempt from such reviewthe final written evaluation report will be furnished to the superintendent covering each probationary teacher. A written statement for inclusion copy shall be furnished to the teacher. The teacher may submit additional information to the superintendent which will be placed in the personnel file may then be made by teacher’s personal file. In the event a probationary teacher is not continued in employment, the Board will advise the teacher in regard to materials that were not signed by writing.
F. Each teacher may upon request review his/her tri -annual TB report and required medical information, all teacher evaluation reports, copies of annual contracts, transcript of academic record, tenure recommendation, and records of extra- curricular activities. In the event any disciplinary reports are placed in a teacher. A representative of 's personnel file, the Association teacher may accompany the teacherreview such reports and attach written comments thereto.
G. Ordinarily, observations of teachers shall not be for less than a full class period or It is understood by the Association and the Board that the evaluation procedure as used for the duration professional staff shall be a positive tool used for the improvement of the competency of educators as they relate to children and their work performance. Evaluation will stress the strong points of a particular teaching lessonstaff as well as identify areas of weakness or needed improvement. In addition to identification of areas of needed improvement, an evaluator should recommend ways for corrective action.
H. Upon the request of the teacher the Association shall have made available to it all materials supporting the observations which led to a negative evaluation and may assist in the corrective action. This information will be given to the Association to be treated in confidence and with professional responsibility.
I. Evaluation in an extra-duty position shall be made upon request of the teacher or the appropriate administrator, subject to the following provisions:
1. Evaluation will be in writing.
2. Evaluation procedures stated in Section B, C, and G of this article shall apply.
3. Procedure used in Section D of this article with criteria modified for extra- curricular positions shall apply.
4. Evaluation will be as per the attached Coaches' Evaluation Procedures and Coaching Evaluation Form.
J. A committee will be formed after the ratification of the successor agreement to the expired 2007-2010 Agreement to assess the current evaluation system in light of the new requirements under Race to the Top legislation. This committee shall consist of three (3) representatives selected by the Association and three (3) representatives selected by the Board. This committee shall determine whether changes to the current evaluation system are needed to satisfy the requirements of the law for assessment of student growth, what those changes should look like and how best to implement the changes. The committee will have the authority to tentatively agree to modify, by addition or deletion, the existing evaluation instrument. If a new instrument is agreed upon, the respective constituents of the parties must approve, through ratification procedures, all changes prior to implementation of the new evaluation tool. Once this has been accomplished, the bargaining teams for the Association and the Board shall reconvene to discuss and bargain over a pay system in compliance with recently passed legislation. If the requirements no longer exist under the law, this letter of agreement shall be null and void. (Note that Supt Xxxxxxxxx has a statement on the MDE website that indicates districts are not expected to have a system for pay tied to assessment of student growth in place for three years.)
Appears in 1 contract
Samples: Professional Employment Agreement
TEACHER EVALUATION. A. The administration will be parties recognize the importance and value of a procedure for assisting and evaluating the progress and success of both newly employed and experienced teachers. Therefore, to this end, the following procedures have been agreed to in an effort to accom- plish these goals.
A. All formal evaluations of teachers shall be in writing. However, all evaluations of teachers, formal or otherwise, shall be governed by Article IX - Personnel Information. No teacher shall be required to sign a blank or incomplete form. All moni- toring or observation of the performance of a teacher shall be conducted openly and with full knowledge of the teacher’s performance within the time of formal responsibility. The use of eavesdropping, public address-audio systems and similar devices for teacher evaluation process and form will shall be shared prohibited.
B. Teachers shall be evaluated in accordance with the Association Building Representatives following:
1. Teachers shall be given appropriate evaluation orientation and training in Professional Evaluation Program for Teachers (PEP-T).
2. The two-year evaluation period cycle for probationary and Temporary Teacher Appointment Agreement (TTAA) teachers shall be appropriately shortened to provide for an appropriate evaluation rating for the specified period of employment.
3. For tenured teachers displaying documented performance deficiencies, the five-year evaluation period cycle may be modified at any time by the beginning principal or supervisor to permit the determination of an appropriate evaluation rating for each school year.
(a) Probationary 4. For salary increment purposes, tenured teachers in active service shall be evaluated at least two (2) times a assumed to have satisfactory ratings for each school year unless specifically rated less than satisfactory during that school year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. C. A teacher who disagrees has been given an unsatisfactory rating may process a grievance in accordance with the content or terms and time limi- tations of Appendix XV, Professional Evaluation Program for Teachers, except as provided for in Article VIII, Section E, para- graphs 2 and 3. A teacher whose unsatisfactory rating has been maintained through the grievance procedure of evaluation may submit a written answer which as described in Article V shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken placeterminated.
D. Monitoring and observation of the work performance of the A teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; given a copy of any such communication will class visit or evaluation report prepared by his/her evaluator at least the day before any conference to discuss it.
E. No teacher shall be provided adversely evaluated without proper cause, but only adverse evaluations used as the basis for any disci- plinary action against a tenured teacher shall be subject to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherGrievance Procedure.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration All teachers will be evaluating evaluated with the Owosso Public Schools teacher evaluation instrument. A copy of the Owosso Public Schools Teacher Evaluation Instrument will be provided to all new teachers and any teachers requesting a copy. Prior to the initiation of the evaluation process, teachers will be provided with appropriate information about the teacher evaluation model. The principal will meet with each teacher to discuss the evaluation process, procedures, instrument, and performance indicators. All observations will be separated by a minimum of 60 days unless there is a mutual agreement to a shorter interval. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher’s . Each classroom observation must be followed by a written feedback and a discussion session shall generally be held not later than 48 hours (two (2) working days) but not more than five (5) work days following the observation. Teachers may attach a written rebuttal to an evaluation within ten (10) working days of receipt of the evaluation. All probationary teachers will undergo a performance within evaluation in each of the time first four (4) years. No later than sixty (60) days prior to the end of formal responsibilitythe fiscal year (June 30), or the anniversary date of hire each probationary teacher will undergo an annual year-end performance evaluation. The evaluation process must be based on at least three (3) classroom observations and form include an assessment of the probationary teacher’s progress in addressing the activities outlined in his/her annual Individualized Employee Development Plan. All tenured teachers will undergo a performance evaluation once every three (3) years, to be shared with completed by May 15 of the Association Building Representatives at the beginning of each school evaluation year.
(a) Probationary teachers shall . The evaluation must be evaluated based on at least two (2) classroom observations. During the year an evaluation is conducted, teachers should schedule a review of their personnel file located in the administration building.
B. Teacher evaluation criteria specifications which are a part of the Owosso Public Schools teacher evaluation instrument will not be changed without the agreement of the Owosso Education Association. Beginning with the 2001-2002 school year, the OEA and District endorse the Pathwise mentoring/evaluation program based upon the Frameworks for Teaching. There will be a three-year implementation process for probationary teachers starting in the year 2001-2002.
C. Principals will be provided with training and support in the use of the teacher evaluation model prior to its implementation.
D. Teachers shall have the right, upon request, to review the contents of their own personnel file, except confidential college credentials, and may also request a representative of the Association to accompany them to such a review.
E. Any request, under the Freedom of Information Act, to view personnel files will be communicated by the employer to the employee and the Association within 24 hours of the request being filed with the superintendent or his/her designee.
F. The administration will inform any teacher that he/she will have the right to association representation before any meeting that may result in discipline. Upon request, a teacher shall at all times be entitled to have present a yearrepresentative of the Association when he/she is being reprimanded, warned or disciplined. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present.
G. No teacher shall be disciplined, reprimanded, reduced in rank or compensation without just cause. In the matter of contract renewal, Article II of the Tenure Act shall apply to probationary teachers.
H. Teachers will not be disciplined for improper student computer access which is unrelated to the teacher’s negligence.
I. The District reserves the right to take corrective action, and provide documented assistance for a teacher at times outside of the evaluation process. If an Administrator recognizes an ongoing deficiency(s) in a teacher’s performance in a year outside of the evaluation cycle, the teacher and the Association will be notified in writing within three (3) days. The first evaluation area(s) of deficiency must be documented by the Administrator and progressive interventions to correct the deficiency(s) will be completed prior to December 1st followed. Such interventions will include placing the teacher with a mentor (step 1) for a minimum of two semesters and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance identified deficiency(s) independent written evaluations must be conducted by the Administrator and an Administrator of other duties and responsibilities and the goals developed in the Individualized Development Plan Association’s choice on at least four (IDP). The announced and unannounced observations should be 4) occasions each separated by a minimum of thirty (30) minutes in lengthdays. The observations These independent evaluations will occur concurrently. If, at the end of the mentoring period, the teacher has not corrected the identified deficiency(s), such teacher may occur at anytime prior be placed on an I.D.P. which shall only address area(s) of the documented deficiency.
J. Any role or relationship a bargaining unit member serves to the development district outside the provisions of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students collective bargaining agreement shall not be used as impact the sole determinant or in isolated instances to evaluate member’s evaluation under the quality terms of a teacher's service or fitness for retentionthis article.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Administrator Agreement
TEACHER EVALUATION. A. The administration will be evaluating purpose of teacher evaluation is to improve the teacher’s performance within educational program in the time of formal responsibility. Midland Public Schools.
B. The evaluation process and form will be shared with of the Association Building Representatives at work of all teachers is a responsibility of the beginning of each school yearadministration.
(a) Probationary C. The teaching performance of all teachers shall be evaluated at least two (2) times a yearin writing. The first evaluation will Evaluations shall be completed prior to December 1st and conducted by the second prior to April 15th. Each evaluation will be based upon announcedteacher's immediate supervisor, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed an administrator working in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to same building, the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request coordinator of the teacher's subject area, the superintendent or designee from the staff of the District.
B. A D. The District will provide each teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation form and the criteria to be used in question and/or submit any complaints through Level 4 a given school year within the first six weeks of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific termsschool year. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility The name(s) of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication evaluator(s) will be provided to the teacher prior to observation.
E. Teacher performance shall be evaluated in light of all evidence pertinent to the discharge of the teacher's professional responsibilities and exercise of professional judgment.
F. All monitoring of observation of the teacher performance will be conducted openly and with full knowledge of the teacher. Teachers will be given a copy of any evaluation report prepared and signed by their evaluators and will have the right to discuss such report with their evaluators.
G. Probationary teaching status is defined in the Michigan Teacher Tenure Act as four years for newly hired, non-Michigan tenured teachers and two years for newly hired, Michigan-tenured teachers. During probationary years, teachers will be regularly observed, will work with administrative supervisors to establish annual, individual development plans and will receive an annual written evaluation prepared by the evaluator. Periodic progress checks on individual development plans will be made between probationary teachers and their evaluators during each probationary year.
H. Tenure teachers will be evaluated at this timeleast once every three (3) years after achieving tenure in the District. Pre-placement information such as confidential credentialsEach evaluation must be preceded by observation and a written evaluation will be prepared by the evaluator. A conference between the evaluator and the teacher will be held after each evaluation. Teachers also will be offered the opportunity to have a conference prior to the observation process and written evaluation being prepared, letters if they wish to have one.
I. The teacher's overall performance will be characterized by one of reference from universitiesthree ratings: satisfactory, individualstemporarily acceptable, or previous employers are exempt from such reviewunsatisfactory. A This does not limit the use of other descriptive terms within the written statement for inclusion evaluation.
J. Any complaints regarding a teacher made to the administration by any parent, student, or other person which will be considered in the personnel file may then evaluating said teacher's performance will be made by the teacher in regard promptly called to materials that were not signed by the teacher's attention.
K. Each teacher will have the right, upon request, to review the contents of the teacher's own personnel file. A representative of the Association may may, at the teacher's request, accompany the teacher in such review. The review will be made in the presence of the administrator responsible for the safekeeping of such file. Privileged information, such as confidential credentials and related personal references obtained at the time of initial employment, are specifically exempted from such review. The administrator will remove such credentials and confidential reports from the file prior to the review of the file by the teacher.
G. OrdinarilyL. If it becomes clearly evident that the work rendered by a tenure teacher or probationary teacher is becoming progressively less satisfactory with the passage of time and/or if it is determined at the time of evaluation that such performance is characterized as "temporarily acceptable," the following shall apply:
1. The administrator shall notify the teacher in writing that such condition and/or conditions exist and shall enjoin the teacher to take the specific, observations constructive, stated action(s) deemed necessary to improve the quality of teachers work rendered to the school district. Such notice, with corrective recommendations, shall not be deemed by the teacher to constitute a fair and just warning. The Association will be notified by the District whenever a tenure teacher is warned in the manner prescribed by this section.
2. As of the date of warning, the teacher shall have one calendar year to significantly improve the quality of performance.
3. The District reserves its right, notwithstanding this Article, to dismiss a teacher for less than a full class period just cause as provided under the Michigan Teacher Tenure Act.
M. Any adverse evaluation of teacher performance asserted by the District or for any agent or representative thereof will be subject to the duration grievance procedure herein set forth; provided, however, that nothing contained in Article XI, section M., will deprive the District of a particular teaching lessonany rights which it has under the Michigan Teacher Tenure Act or under other Articles of this Agreement.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will be Both parties recognize the importance and value of a procedure for assisting and evaluating the teacher’s progress and success of both newly employed and experienced personnel. To this end, the following procedure has been agreed to:
B. All monitoring or observation of the work performance within the time of formal responsibility. The evaluation process and form will a teacher shall be shared conducted openly, with the Association Building Representatives at full knowledge of the beginning of each school yearteacher and in a professional manner.
(a) Probationary C. Tenure teachers shall be evaluated at least every two (2) years; probationary teachers shall be evaluated a minimum of two (2) times a per year. The first evaluation will Tenure teacher evaluations shall be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development by May 1 of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year years they are evaluated. Probationary teachers shall be evaluated, as nearly as possible by November 1 and March 1 of each year. If a serious problem is evident, additional observations and evaluations may be scheduled.
D. All evaluations shall be made in writing, with each being based on observations of not less than a forty (40) minute period. Continuing observations may be included in written evaluations but must be identified as such.
E. The administrator teacher shall hold have an opportunity to make known the objectives, methods, and materials planned for the teaching-learning situation immediately following the observation.
F. Each visitation shall be followed by a personal conference with between the teacher to discuss and his/her evaluator within ten (10) school days for the purpose of clarifying the written evaluation report and recommendations.
3aiding the teacher in developing professional competence. Upon receipt A copy of the evaluation shall be given to the teacher will sign the form indicating at this time. The probationary teacher shall be entitled, upon request, to have his/her receipt mentor at the evaluation conference. Teachers shall be entitled, upon request, to have an Association representative present at the conference.
G. If an evaluator finds a teacher lacking, the reasons shall be articulated in writing, with identification of the reportareas in which the teacher is to improve. The In subsequent evaluation reports, all previous deficiencies shall be discussed and included in the written evaluation.
H. Teachers will be informed that their signature on the form does evaluation only means that they have seen the evaluation results and shall not constitute his/her approval unless specifically noted.
4. Teachers involved be interpreted to mean agreement with the instruction of Advanced Placement courses will be evaluatedcontent. This evaluation in If the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation evaluation, he/she may submit a written answer answer, which shall be attached to the file copy of the evaluation. Further, if the teacher requests it, the administration will arrange for subsequent evaluations to be made by a different administrator.
I. The form to be used for evaluations and the standards of evaluation are attached as Addendum “F”.
J. At the beginning of the year, probationary teachers shall be assigned a mentor to aid in question and/or submit any complaints through Level 4 orientation to the school system and to aid in professional development. The mentor shall not evaluate the teacher, but shall be assigned to assist in the professional growth of the teacher. Such assignment shall be made by the building principal, in consultation with tenured faculty.
K. It is understood and agreed by the parties that the evaluation procedure set forth in this Section is subject to the grievance procedure. It is further understood that the evaluation of the teacher and the criteria used to evaluate the teacher are not subject to the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will All monitoring or observation of the work performance of a teacher shall be evaluating conducted openly and with full knowledge of the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary B. The work performance of all teachers shall be evaluated in writing. Full year probationary teachers shall be evaluated at least two (2) times a during the school year. The first evaluation will two evaluations must be completed prior to December 1st at least sixty (60) days apart and the second prior to shall be completed no later than the first Monday of April 15thof the current year. Each evaluation will Teachers hired at the beginning of the second semester shall receive two evaluations during their first semester of teaching, at least sixty (60) days apart. Tenured teachers shall be based upon announcedevaluated every other year, unannounced, informal observations, on no later than the performance of other duties and responsibilities and the goals developed first Monday in the Individualized Development Plan (IDP)May. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations shall be submitted to the teacher prior to May 30th of and a copy placed in the year they are evaluatedteacher’s personnel file at those times. The administrator shall hold a conference with All teachers being evaluated must sign all evaluations. Signature indicates that the teacher to discuss the written evaluation has received and recommendations.
3reviewed their evaluation. Upon receipt In case of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content an unfavorable evaluation, or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways one in which the teacher is to improve and assistance disagrees, a letter may be given by filed attached to the administrator and other staff members. In subsequent conferences it shall be evaluation explaining the responsibility of the individual teacher to inquire whether adequate improvement has taken placeteacher’s position.
D. Monitoring and observation of the work performance of the C. Each teacher shall be conducted openly. The public address or audio system or similar types have the right, upon request, to review the contents of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the his own personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may be requested to accompany the teacher in such review.
D. Each teacher shall, at all times, be entitled to have present a representative of the Association when he/she is being reprimanded, warned or disciplined for any infraction of discipline or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present.
E. No teacher shall be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance or violation of professional ethics asserted by the Board or any agent or representative thereof, shall be subject to the professional grievance procedure hereinafter set forth.
F. If discharge of a teacher (including denial of tenure on a third year of probation or demotion) is to be considered because of inadequacies observed in the teacher's professional work with students, such action must be documented by just cause.
G. Each probationary teacher must have an Individualized Development Plan (IDP) developed, by the end of the lst semester of the lst year of probation.
1. The IDP shall include goals and activities to achieve the goals as well as available assistance to accomplish them.
2. At least 2 goals shall be included in the IDP; at least one pertaining to classroom management and at least one pertaining to instructional delivery. These goals, and others as deemed appropriate/necessary by the teacher or administrator, shall be recorded in the IDP.
3. Each evaluation of the probationary teacher shall reference the IDP goals.
4. IDP goals may and should be adjusted/changed during the probationary period.
5. It shall be the administrator’s duty to initiate and finalize the IDP for each probationary teacher.
G. Ordinarily6. The IDP shall be reviewed and signed by the building administrator and the probationary teacher with a copy becoming a part of the teacher’s personnel file.
7. Failure to meet IDP goals will constitute “just cause” for non-renewal of a probationary teacher’s employment with the District.
H. For tenure teachers receiving an unsatisfactory evaluation, a Professional Improvement Plan (IPP) shall be developed for the teacher within 10 school days of receiving such an unsatisfactory evaluation.
1. The PIP shall specify the areas needing improvement that led to the unsatisfactory evaluation, goals and activities that the teacher must complete in order to show improvement, and District support to assist with improvement needed.
2. This will be reviewed with the teacher receiving the unsatisfactory evaluation with a signed copy becoming a part of the teacher’s personnel file.
3. After an initial unsatisfactory evaluation and development of a PIP, a tenure teacher will be given 30 days to make improvement as documented in the evaluation process. The PIP will be in effect until the unsatisfactory conditions leading to the PIP are eliminated, but in every case, the PIP will be in effect for a minimum of one year.
4. Failure to make improvements as specified in any PIP will constitute “just cause” for dismissal of a tenure teacher.
1. Two or more observations of teachers shall not be the inadequacies by more than one administrator through the observation process described in Article XII in the Agreement.
2. Clear direction that the teacher must improve and the consequences for less than a full class period or failure to do so.
3. Thirty (30) working days opportunity for the duration of a particular teaching lessonteacher to make improvements.
4. Personalized assistance during the thirty (30) day period from the administrators and school district resources to help the teacher improve.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will performance of all teachers shall be evaluating evaluated in writing. Evaluation shall be conducted in accordance with the teacher’s performance within requirements of the time of formal responsibilityTeacher Tenure Act. The purpose of evaluation process and form will be shared with is to determine the Association Building Representatives at the beginning of each school yearextent to which a bargaining unit member is performing his/her professional duties.
B. All observation or monitoring of the work performance of bargaining unit members shall be conducted openly and with full knowledge of the employee.
C. Coaches shall be evaluated periodically using the following procedures and the attached job descriptions and format (a) Probationary teachers Reference Schedule D).
1. Bargaining unit coaches shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- three (3) yearsyears by the Athletic Director. The administration reserves Athletic Director shall evaluate all coaches even if the right to evaluate Athletic Director is also a tenured teacher more oftenbargaining unit member. The evaluation will Additional evaluations may be based upon announced, unannounced, informal observations and on done at the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development discretion of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsAthletic Director.
2. The administrator Evaluations shall prepare be based on the direct observations and submit a written evaluation and recommendations to the teacher prior to May 30th or knowledge of the year they are evaluatedevaluator. The administrator evaluations shall hold a conference with minimally include the teacher to discuss the written evaluation observation of one (1) full game or event and recommendationsone (1) full practice session.
3. Upon receipt of The coach shall be determined to be either satisfactory or unsatisfactory in the areas to be evaluated. In the event the coach’s evaluation is determined to be unsatisfactory in any given area, the evaluation shall include specific recommendations on how to correct the teacher will sign deficiency, shall establish a specific time frame to enable the form indicating his/her receipt of coach adequate time to correct said deficiency, and shall outline the report. The signature on assistance to be provided by the form does not constitute his/her approval unless specifically notedadministration to help correct the problem.
4. Teachers involved Upon completion of the evaluation, the Athletic Director shall meet and discuss the evaluation with the instruction of Advanced Placement courses will coach. The coach shall be evaluatedrequired to sign the evaluation. This evaluation in the first year will However, said signature shall not be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees interpreted to mean agreement with the content or procedure of evaluation may submit the evaluation. The coach shall have the right to attach a written answer which shall be attached response to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result 5. A satisfactory evaluation does not guarantee renewal of the schoolassignment. However, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file no coach shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference dismissed from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherhis/her assignment without just cause.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will be evaluating the 7.01 All monitoring or observation of a teacher’s work performance within the time of relating to formal responsibility. The evaluation process appraisal shall be conducted openly and form will be shared with the Association Building Representatives full knowledge of the teacher in accordance with the policies adopted by the District. Appraisal Form AF 8-95 shall be provided to each teacher at the beginning of each the school year.
(a) Probationary 7.02 These evaluations or appraisals shall be conducted and reported in accordance with the “Teacher Appraisal Form” number AF 8-95.
7.03 Each appraisal for probationary teachers shall be evaluated based on at least two (2) times classroom or worksite observations, held at least sixty (60) days apart. Post-observation conferences shall take place no later than ten (10) workdays after the time of the administrator’s observations that are the basis of the appraisal. Following the last observation, the administration shall prepare a preliminary draft of the appraisal (on AF 8-95), which will be given to the teacher prior to the post-observation conference. The administrator and teacher shall discuss the preliminary draft of the appraisal at the post-observation conference. A final, written copy of the appraisal will then be given to the teacher; a short conference may be held for this purpose. At the close of the final conference, both the teacher and the evaluator shall sign the final, written copy of the appraisal form indicating that it has been discussed.
7.04 The teacher shall have the right and opportunity to attach a written statement to any appraisal form explaining the teacher’s reaction to the appraisal. Teachers shall be encouraged (but not required) to submit their written statement within ten (10) workdays of receipt of the final appraisal.
7.05 Appraisals shall be conducted by the teacher’s immediate supervisor. In the case where teachers have several supervisors, one shall be designated for all appraisals for the school year. The first evaluation will Should the designated supervisor not be completed available, another supervisor may be designated by the Board. Only certified administrators OR administrators who were issued an administrator’s certificate prior to December 1st the state’s discontinuation of said certificate OR administrators in a planned Educational Leadership Program OR non-certified administrators who have earned both a teaching certificate and a masters degree or higher in school administration shall be permitted to do teacher appraisals.
7.06 Required appraisals shall take place by May 15 for tenured teachers, and by April 1 for probationary teachers. Any probationary or tenured teacher experiencing problems that may result in the overall performance for the year being deemed unsatisfactory shall have his/her appraisal completed and the second prior to written copy received by April 15th1. Each evaluation will be based upon announcedFor probationary teachers with hire dates after the beginning of the school year, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed appraisal in the last year of probation shall be conducted and received ninety (90) calendar days before the end of the last probationary year.
7.07 Normally, if more than one observation is made in a semester, it shall be conducted at a different hour of the day than the previous observation(s).
7.08 Any performance evaluations and/or Individualized Development Plans (IDP) provided for in the Michigan Teachers Tenure Act shall be included in the terms “evaluation” or “appraisal” as used in this Article, and shall be governed by the provisions herein.
7.09 Any Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty ) for probationary teachers (30or for tenured teachers deemed unsatisfactory) minutes in length. The observations may occur at anytime prior developed pursuant to the development Michigan Teachers Tenure Act shall include the following:
A. An Individualized Development Plan (IDP) is a plan developed by the administrator and the teacher listing goals and objectives for the teacher’s professional growth.
B. The teacher and administrator shall meet to consult about the IDP.
C. The IDP shall be based on the Performance Areas found in the Teacher Appraisal Form (AF 8-95), and shall be developed by the teacher and the administrator.
D. The IDP shall be in writing, on the form found in Schedule F-3, with a copy to the teacher and the administrator.
E. In the spring, the administrator will review the teacher’s progress with the teacher, and then fill out the “progress” section of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2IDP. The administrator shall prepare describe the progress made that year in reaching the goals contained in the IDP and submit make suggestions for the following school year.
7.10 During their second and third years in the appraisal process, tenured teachers shall fill out their “Personal Development Goals” for professional growth and self-reflection. In the spring, the “self-reflection” section shall be completed by the teachers, and a discussion shall be held with each teacher and the administrator. The teachers retain this appraisal form for their records; it is not to be placed in their personnel files.
7.11 If, during the appraisal process, a supervisor edits or modifies a teacher’s appraisal in any way whatsoever, all earlier drafts of the appraisal shall be expunged from all District files. Only the final copy of a teacher’s appraisal shall be included in District files.
7.12 Evaluation Process and Procedures shall be developed by the Appraisal Study Committee of teachers and administrators during the 2005-06 school year with a final written evaluation report and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board Association and the Association recognize that the ability Superintendent for tentative agreement by May 1, 2006. (See Appraisal Letter of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.Agreement)
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration parties recognize the importance of a procedure for assisting and evaluating the progress and success of both newly employed and experienced personnel. The parties understand and mutually agree that the framework and assessment tool to be used for teacher evaluation and pay for performance will warrant ongoing review and development during the duration of this contract. Therefore, any changes made by recommendation of the joint committee assigned to review this process shall be evaluating considered as a part of the master agreement. The joint committee shall be composed of three (3) teachers appointed by the association and up to an equal number of administrators/representatives appointed by the superintendent.
B. Evaluations shall be conducted by the teacher’s performance within immediate supervisor or an administrator working in the time of formal responsibility. The evaluation process and form will be shared same building or otherwise familiar with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers teacher’s work, who shall be evaluated at least two (2) times designated by the superintendent. Classroom observation will serve as the major basis for a yearteacher’s evaluation. The first evaluation will It is clearly understood by the parties, that Section 2.6 of this Agreement may be completed prior to December 1st and implemented by the second prior to April 15thAdministration. Each evaluation will observation shall be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed made in the Individualized Development Plan (IDP). The announced and unannounced observations should be person for a minimum of thirty twenty (3020) minutes in lengthconsecutive minutes. The observations may occur at anytime prior to the development All monitoring or observation of the written evaluation, but at least one work of them must a teacher shall be planned in consultation conducted openly and with full knowledge of the probationary teacher. The results It is understood that certain factors in an evaluation that are observable on a day‐to‐day basis (i.e. punctuality, relationships with parents and staff, attendance at required meetings and submission of required forms) may not be observed during formal observations will under “B” above, yet are deemed appropriate by the parties for inclusion in the evaluation. C All evaluations shall be discussed with the teacher in reduced to writing and a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations copy submitted to the teacher prior to May 30th within twenty (20) school days of the year they are evaluatedformal observation. The teacher shall have an opportunity to review the evaluation report, and a personal conference shall be held between the administrator shall hold a conference with and the teacher to discuss the written evaluation and recommendations.
3. Upon within ten (10) school days of the teacher’s receipt of the evaluation the teacher will sign the form indicating written evaluation. At his/her receipt option, the teacher may have a representative of the reportAssociation present at any such meeting. The signature on In the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with event a teacher feels the instruction of Advanced Placement courses evaluation was incomplete or unjust, the objection may be reduced to writing and will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the evaluation report form in his/her file copy within fifteen (15) work/school days of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. conference. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is asked to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it sign material placed in his/her personnel file, such signature shall be the responsibility understood to indicate his/her awareness of the individual teacher material, but in no instance shall said signature be interpreted to inquire whether adequate improvement has taken placemean agreement.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Master Contract
TEACHER EVALUATION. The Administration recognizes its obligation to give all non-tenured teachers reasonable opportunity to develop into useful productive teachers and to give all tenured teachers assistance which will enable them to maintain the highest possible degree of effectiveness. Unit members recognize the right of administrators to specify deficiencies in teaching performances, even when such could result in the termination of employment.
A. The administration primary purposes of evaluations are to improve instruction and to provide the basis for recommendations for the termination of employment.
B. All formal evaluations will be evaluating in writing.
C. All unit members are subject to an Annual Professional Performance Review (APPR) per Section 100.2(o) of the teacherCommissioner’s performance within the time of formal responsibilityRegulations. The evaluation process and form will procedures for APPR shall be shared with mutually negotiated by the Association Building Representatives and the District on or before June 30th, 2008. This deadline may be extended by mutual agreement. Such procedures shall be subject to ratification by both parties.
D. All non-tenured teachers will receive at least two formal evaluations during the beginning first year of probationary appointment and at least one formal evaluation for each remaining year of their probationary appointment. In the first year only, the first formal evaluation will take place during the first semester, but not earlier than the first five weeks. However, this clause is not intended to prevent constructive supervision at any time during the school year.
(a) Probationary teachers E. Requests for additional evaluations will be honored if time permits. Two additional requests shall be evaluated at least two (2) times honored in situations where a year. The first evaluation will be completed prior to December 1st unit member has been informed he/she has deficiencies that could jeopardize future employment.
F. At the conclusion of an observation, the teacher and the second prior to April 15th. Each evaluation evaluator will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated agree on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any mutually convenient time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold for a conference with to review the teacher to discuss the written completed evaluation and recommendations.
3form. Upon receipt completion of the evaluation review, both the evaluator and the teacher will sign the form indicating his/her receipt of evaluation form. This is not to assume that the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved teacher is in agreement with the instruction evaluation; only that he/she has read it. If a teacher disagrees with the evaluation he/she may state the objections in writing and this statement of Advanced Placement courses objection will be evaluatedsigned by the evaluator and the teacher and attached to the evaluation form. This evaluation in form and any comments by the first year will be made teacher relating to the evaluation shall become part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which ’s personnel file. An observation shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.either:
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms1. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.period; or
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. Section A: The parties agree that it is the duty of the administration will be evaluating to evaluate all teachers. The purpose of the teacher’s performance within evaluation is to determine the time of formal responsibility. extent to which a teacher is performing his/her professional duties.
Section B: The evaluation process must be conducted according to the following expressed procedure so as to assure the fairest and form will be shared with maximum benefit to the Association Building Representatives at the beginning of each school yearteachers.
(a) Probationary Section C: The parties agree that teachers shall be evaluated at least two only by appropriate administrators and not by parents, students or other district employees. Any complaint made to the administration by any parents, student, or other person which is considered in evaluating said teacher's performance will be called to his/her attention in writing.
Section D: Within ten (210) times a year. The days after the first evaluation will in any year, each probationary teacher shall be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the provided with an Individualized Development Plan (IDP). The announced IDP shall be given to and unannounced observations should discussed with the probationary teacher at a conference called by the evaluator for that purpose.
Section E: An evaluation cycle shall be defined as including at least the following: work site observation(s) and a minimum final written evaluation. All observation and monitoring of the work performance of teachers shall be conducted openly and with full knowledge of the teacher. Observations and/or visitations do not necessarily require prior notification to the employee. Observations shall include one work station visit of at least thirty (30) minutes in length. In addition, any unsatisfactory performance shall be identified, supported by the evaluator and discussed in a post-observation conference. This discussion will take place in a personal conference. The observations may occur at anytime evaluator shall also provide suggestions for remediation.
Section F: Each probationary teacher shall be evaluated twice each school year of the probationary period. The first evaluation cycle shall be completed prior to the development of the written evaluation, but Winter Break (December - January break). The second evaluation cycle shall be completed prior to Spring Break.
Section G: Each tenured teacher shall be evaluated at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- three (3) years. The administration reserves the right to evaluate a All evaluations of tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which teachers shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedurecompleted by May 20.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers Teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation accordance with the probationary provisions of ORS 342.850. All observations of a teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the 's work performance of the teacher shall be conducted openly. Teachers will have the opportunity to request to discuss the results of such observations with the evaluator. The public address results of the observations made as a part of teacher evaluations shall be in writing and acknowledged by signature of the teacher. The teacher may attach to the evaluation any relevant comments including documentation of any extenuating circumstances that might have affected the evaluation. Probationary teachers receiving an evaluation recommending nonrenewal may, within seven (7) working days of such receipt by the probationary teacher request and have conducted another evaluation prior to March 15. The District shall also notify the Association of the non-renewal recommendation. In years when a contract teacher is not formally evaluated, the supervising administrator will document the appropriate performance review, with written confirmation to the personnel file. Where significant deficiencies are noted in the evaluation process, a teacher may be placed on a program of assistance for improvement (aka Plan of Assistance or audio system POA). The plan, developed by the evaluator(s) in consultation with the teacher shall include: The specific deficiencies and expectations. The assessment techniques by which the District will measure and determine whether the teacher has sufficiently corrected the deficiencies to meet District standards. The specific assistance to be offered by the District. The timeline for improvement. Regular conferences with written progress reports. When a POA is initiated, the District shall provide written notification to the REA President. Failure to notify is considered a technical procedure that shall not cause the overturning of a dismissal, non-extension of contract, nonrenewal of contract or similar types of communications other disciplinary action unless the teacher suffered a substantial and prejudicial impairment in the teacher's ability to comply with school district standards. When a mutually agreed upon peer assistant is identified on a POA, the peer assistant’s observations, conclusions, etc. are to remain confidential between the peer assistant and the employee on the POA. Such information will not be used for in the purpose evaluation process, non-renewal or discipline without the mutual consent of evaluation.
E. The Board the District and the Association recognize that teacher provided with the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retentionassistance.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will work of all teachers shall be evaluating evaluated, in writing, by the teacher’s performance within administrative staff on such forms as may be prescribed by the time of formal responsibilitySuperintendent. The It is realized that probationary teachers should be given prime consideration in the evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary process. Tenure teachers shall be evaluated at least two (2) times once a year.
B. Teachers are to be encouraged in the practice of self-evaluation. A written form shall be supplied by the Teacher Educational Professional Standards (TEPS) Committee upon request by the teacher. It is agreed that this evaluation shall not be considered part of the teacher’s file. Teacher Evaluation (continued)
C. All monitoring or observation of the work of a teacher shall be conducted openly and with full knowledge of the teacher. The first use of eavesdropping, closed circuit television, public address or audio systems and similar surveillance devices shall be strictly prohibited.
D. Each teacher’s completed evaluation will be completed prior to December 1st discussed with him/her by the principal. After this discussion, each teacher will be given a copy of his/her evaluation, signed by the teacher and the second prior principal.
E. A mentor shall be assigned to April 15thevery probationary teacher upon entrance of the teacher into the system. Each The mentor, insofar as possible, shall be a tenure teacher with a minimum of five (5) years of teaching experience and shall be engaged in teaching with the same grade, building or discipline as the probationary teacher. It shall be the duty of the mentor to assist and counsel the probationary teacher in acclimating to the teaching profession and the school system. The mentor shall not be involved in the evaluation of the probationary teacher.
F. No later than sixty (60) calendar days before the end of the school year, a final written evaluation report will be given to the Superintendent for each probationary teacher. A copy of this evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities given to each probationary teacher and the goals developed in Association, if requested by the Individualized Development Plan (IDP)teacher. The announced Failure to do this shall be considered as conclusive evidence that the teacher’s work is satisfactory. If the report contains any information not previously made known to, and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation discussed with the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendent. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore in writing. If the teacher requests, a copy of this evaluation shall be sent to the Association. The results of formal observations will be discussed with the teacher in Board shall provide a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on hearing for this teacher, if requested, and a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development representative of the written evaluation, but at least one of them must Association shall be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used able to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the attend this hearing upon request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which X. Xx derogatory materials shall be attached placed in a teacher’s file without providing the teacher with an opportunity to examine such material and attach appropriate information in his/her own defense. Each teacher shall have the file right upon request to review the contents of his own personnel file. Those records marked for confidential examination, originating in agencies outside the school system, shall be considered outside the scope of this Article. The teacher shall have the right to a copy of the evaluation in question and/or submit any complaints through Level 4 his file. A representative of the grievance procedureUnion may, at the teacher’s request, accompany the teacher in this review. The terms of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act will be followed.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. H. The Board and the Association recognize agree to the following:
1. It is understood that in December 2009, the ability of pupils to progress Michigan State Legislature passed reform measures for public education in Michigan.
2. Included in those reform measures were mandates for 1) annual teacher and mature academically is administrator evaluation based on rigorous, transparent, and fair standards, using student growth as a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil significant factor in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendationsevaluation model and assessment, and documented complaints directed toward the 2) inclusion of evaluation linked to compensation and additional compensation in teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teachercontracts.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will be evaluating 9-1 A teacher evaluation that includes informal observation data in the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared has been established in accordance with the Association Building Representatives at the beginning Illinois School Code and is incorporated as part of each school year.
(a) Probationary teachers shall be evaluated at least two (2) times a yearthis agreement. The first evaluation Evaluations will be completed prior to December 1st and under PERA legislation, available at the second prior to April 15th. Each evaluation will ISBE website.
A. A formal class observation shall be based upon announced, unannounced, informal observations, on the performance defined as one involving a classroom observation of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of not less than thirty (30) minutes in length. The observations may occur at anytime prior to the development and written documentation and feedback of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold visitation followed by a conference with within ten (10) days between the teacher to discuss the written evaluation evaluator and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A The teacher who disagrees shall sign copies of the written documentation and feedback and receive a copy of said documentation and feedback.
C. Once a date for an observation has been set, the principal is expected to make every effort possible to complete the observation as scheduled. In case of an emergency and the observation is postponed, the principal shall meet with the content teacher to reschedule the observation to take place within 10 school days of the original date.
D. Formal lesson observations will not occur within the 10 days preceding the end of the semester.
E. A summative evaluation will be completed based upon both informal and formal observations completed during the one or procedure three year period of evaluation period. If the teacher feels that his/her summative evaluation is incomplete, inaccurate, or unjust, he/she may submit a written answer which put his/her objection in writing. The evaluator shall sign the teacher’s objection, if any, and copy of the said statement shall be given to the teacher and one copy attached to the file copy of the summative evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall report to be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil placed in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention’s official personnel file.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward Non-Tenured teachers will receive their summative evaluation at least 55 days prior to the teacher which are to be included in the personnel file shall be made available for review conclusion of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentialsschool year, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacheron an annual basis.
G. Ordinarily, observations Tenured teachers with a Proficient or Excellent rating will receive their summative evaluation during the last 45 days of the school year. A tenured teacher whose performance is rated as either “Excellent” or “Proficient” is formally evaluated at least once in the course of the 3 school years after receipt of the rating and will be informally observed at least once in the course of the 2 school years after receipt of the rating. Those with a “Needs Improvement” or “Unsatisfactory” rating will be evaluated and receive the summative evaluation each year following a "Needs Improvement" or "Unsatisfactory0” rating. Proficient or Excellent rated teachers shall not be for less than may request evaluation during a full class period or for the duration of a particular teaching lessonregularly unscheduled year.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one work of them must be planned in consultation with all the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and administration. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher. This evaluation is an on-going process.
B. Any written evaluation shall be based upon observations of in-class and other assigned duties relating to the criteria outlined in the mutually agreed upon evaluation tool attached in Appendix E. After review of the written evaluation by the evaluator and the teacher, both parties shall sign a copy of the written evaluation.
C. Evaluation of non-permanent teachers shall be done at least twice a year.
D. Teachers assigned to more than one (1) school shall be evaluated cooperatively by the administrators directly responsible for such teacher's work performance.
E. All permanent teachers must be given a formal written evaluation at least one (1) time every two (2) years prior to April 1 of that year. Unless the principal deems that additional formal written evaluations are needed or places the teacher upon a Professional Assistance Plan, all permanent teachers will complete a Professional Growth Goal Plan each year in which they are not formally evaluated.
F. If a teacher desires an additional formal observation, a date that is mutually agreed upon shall be established. Additionally, if a teacher requests professional assistance, the principal shall provide suggestions for improvement.
G. In the case where there are two (2) administrators in a single building, when a teacher requests a follow- up observation and subsequent appraisal of that observation after being observed once, the administrator who did not complete the first observation will complete the second observation.
H. When the administrative staff identifies a teacher whose deficiencies in performance could lead to the recommendation to the Board of non-renewal of such teacher's contract, the administrator with authority over such teacher shall begin the following procedure:
1. Have a conference with the individual during which he/she advises such individual that he/she has identified certain deficiencies in such individual's performance which, if not corrected, could result in a negative evaluation and possible non-renewal or termination of the teacher's contract.
2. Describe the deficiencies and desired corrections.
3. Offer suggestions for improvement and a reasonable time for showing such improvement.
4. Confirm the substance of the conference in writing within two weeks after the conference, taking care to restate in writing the substance of numbers 1-3 above.
I. Upon request, a teacher shall be given access during working hours to the contents of his/her teacher- personnel file or, if he/she so desires, the teacher shall be conducted openly. The public address or audio system or similar types furnished a reproduction of communications will not be used for the purpose contents of evaluationhis/her file.
E. The Board and the Association recognize that the ability of pupils J. No material derogatory to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service conduct, service, character, or fitness for retentionpersonality shall be placed in the files of a teacher unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he/she has read such material by affixing his/her signature and date on the actual copy to be filed with the understanding that such signature merely signifies that he/she has read the material to be filed. Such signature does not necessarily indicate agreement with its contents.
F. All communicationsK. Any reprimand, including evaluations by Milan Administratorswarning, commendations, and documented complaints directed toward the or discipline of a teacher which are to be included for any infraction of rules or delinquency in the personnel file professional performance shall be made available for review issued in a professional manner. No teacher shall be reprimanded in front of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentialsstudents, letters of reference from universities, individualsother teachers, or previous employers are exempt from such reviewparents. A written statement for inclusion in the personnel file may then teacher shall be made by the teacher in regard entitled to materials that were not signed by the teacher. A have present a representative of the Association may accompany when such action is being taken. When a request for such representation is made, no action shall be taken with respect to the teacherteacher until a representative of the Association is present.
G. Ordinarily, observations L. Progressive discipline must be followed by the administration.
M. The teacher evaluation form is attached as Appendix E. The evaluation forms will be considered for review and revision under each language re-opener of teachers shall not be for less than a full class period or for the duration of a particular teaching lessonentire contract.
Appears in 1 contract
Samples: Master Contract
TEACHER EVALUATION. A. The administration evaluation of the work of all teachers is a responsibility of the administration. In order that each teacher may be aware of his/her strengths and weaknesses, a written teacher evaluation will periodically be evaluating given to each K-12 teacher and each adult education teacher teaching four classes or more (see Appendix AB). The written evaluation will include a statement of strengths and deficiencies, a statement of the teacher’s performance within improvements desired, a statement of how to attain the desired improvements, a statement providing a reasonable period of time of formal responsibilityin which to attain the desired improvements, and what consequences may occur if the desired improvements are not achieved. The evaluation process form is set forth in Appendix H-1 for K-12 teachers and form in H-3 for adult education teachers teaching four classes or more. There shall be no obligation to evaluate adult education teachers teaching less than four classes.
B. K-12 teachers rated unsatisfactory at the end of a school year, but who have not been recommended for termination, shall be retained at their current experience step. In the case of teachers at the maximum step, they shall be retained at their current salary. The decision to restore the teacher to his/her appropriate position on the schedule or to terminate the teacher's services will be shared made prior to the end of the school year following the year of the unsatisfactory evaluation. The Office of Human Resources/Legal Affairs shall provide the UTF with a preliminary status report on K-12 teachers recommended for retention at their previous salary step by April 1st of the Association Building Representatives at year in which the beginning evaluations are completed recommending said salary freeze. The preliminary status report shall be as complete as possible and shall be updated as any additions or deletions shall become known by the Office of each Human Resources/Legal Affairs. Said status report will further provide information on those teachers who were subject to a salary freeze in the previous year. The UTF will be provided with a finalized status report on those teachers whose salaries are to be frozen for the subsequent school year upon final action being taken by the Board, but no later than June 30. The status reports shall include name, evaluation rating, and recommendation regarding employment status for the subsequent school year.
(a) Probationary teachers C. Each teacher shall be evaluated at least two (2) times a yearhave the right, upon request, to review the contents of his/her own personnel file. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development A representative of the written evaluationUTF may, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with 's request, accompany the teacher in a timely mannersuch review. The information gathered during the observations review will be used to write made in the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development presence of the written evaluation, but administrator responsible for the safekeeping of such file. Privileged information such as confidential credentials and related personal references normally sought at least one the time of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2employment are specifically exempted from such review. The administrator shall prepare remove such credentials and submit a written evaluation and recommendations confidential reports from the file prior to the teacher prior to May 30th review of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of file by the teacher.
B. A teacher who disagrees with the content D. All monitoring or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the a teacher shall be conducted openly. The public address or audio system or similar types openly and with full knowledge of communications will not be used for the purpose of evaluationteacher.
E. The Board and the Association recognize that the ability of pupils procedures to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil followed in the classroomevaluation of teachers shall be as set forth in Appendix I.
F. An adult education teacher’s probationary period is four years in length. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a A Head Start teacher's service probationary period is two years in length, unless extended for an additional year upon notice to the affected teacher. Once the probationary period has been served, employees will be viewed as permanent, or fitness for retentionnon-probationary employees.
F. All communications, including evaluations by Milan Administrators, commendations, G. Head Start program officer(s) and/or other appropriate program or agency officials may become involved in the evaluation of Head Start teachers. Evaluative comments or documents will be incorporated into performance reports and documented complaints directed toward the teacher which are to may be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided employee's final evaluation, pursuant to the teacher at procedures of this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.Article and Appendix I.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will 11.1 Understanding that the primary purpose of an evaluation is to improve the quality of instruction, then the work performance of all teachers shall be evaluating evaluated in writing. Probationary teachers shall be evaluated a minimum of two (2) times during each full school year of employment; at least once during the first semester and at least once during the second semester. No formal evaluation shall be made during any teacher’s performance within the time 's first month of formal responsibilityservice. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary Tenure teachers shall be evaluated at least two once every three (23) times a yearyears. The first evaluation will Teacher evaluations are to be completed prior to December 1st no later than April 30 unless an extension is mutually agreed upon by the principal and the second prior to April 15th. Each evaluation will teacher.
11.2 Evaluations shall be based upon announced, unannounced, informal observations, on conducted by the performance of other duties and responsibilities and the goals developed teacher's immediate supervisor or an administrator working in the Individualized Development Plan (IDP). The announced and unannounced observations should same building or otherwise familiar with the teacher's work, who shall be designated by the Board.
11.3 Each observation shall be made in person for a minimum of thirty (30) consecutive minutes in lengthor for an entire instructional period. All monitoring or observation of the work of a teacher shall be conducted openly and with full knowledge of the teacher. The observations may occur at anytime prior to the development use of eavesdropping, closed circuit television, public address or audio systems and similar surveillance devices shall be strictly prohibited.
11.4 A copy of the written evaluation, but at least one of them must evaluation shall be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations submitted to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold at a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt personal interview within ten days of the evaluation visit and the teacher will sign shall have the form indicating his/her receipt of opportunity to review the evaluation report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content an observation or procedure of evaluation recommendation may submit a written answer which shall be attached to the file copy of the evaluation observation in question and/or submit any complaints through Level 4 of the grievance procedurequestion.
C. If an administrator believes 11.5 Within thirty (30) days of initial employment, each probationary bargaining unit member shall be provided with the Individualized Development Plan (Appendix H). The Individualized Development Plan shall be discussed with the probationary employee at a teacher is doing unacceptable workconference called by the evaluator for that purpose.
11.6 An evaluation cycle shall be defined as having: 1) a pre-observation conference; 2) work site observation(s); 3) post observation conference(s); and, 4) a written evaluation.
11.7 To begin the evaluation cycle, the reasons evaluator shall be hold a pre-evaluation conference with the bargaining unit member employee. The purpose of this conference is to review the evaluator's expectations as set forth in specific termsthe IDP, arrange an observation schedule and to provide a tentative time schedule for the entire evaluation cycle.
11.8 Within ten (10) school days of each classroom observation the evaluator will meet with the employee to discuss the observation. Included This discussion will take place in a personal conference. The evaluator will review his/her observation notes with the employee. Any unsatisfactory behavior shall be examples supported by observation. The evaluator and the bargaining unit member will discuss suggestions for remediation.
11.9 No later than ten (10) days after the final classroom observation of specific ways a tenure or probationary employee, the evaluator shall prepare the written evaluation using the evaluation form (Appendix I) of this Agreement. The completed written evaluation form shall be presented to and reviewed with bargaining unit member employee in which a personal conference called by the teacher is to improve and assistance may be evaluator for that purpose. Each rating given by the administrator and other staff membersevaluator on the form shall be supported by the evaluator's observation.
11.10 No later than April 10 of each probationary year, the final written evaluation report will be furnished to the Superintendent covering each probationary teacher. In subsequent conferences it shall be the responsibility event a probationary teacher is not continued in employment, the Board will advise the teacher of the individual teacher to inquire whether adequate improvement has taken placereasons therefore in writing.
D. Monitoring and observation of the work performance of the 11.11 Each teacher shall be conducted openly. The public address or audio system or similar types notified of communications will not be used for and have the purpose right to review and initial any additional materials added to his/her file and upon request to review the contents of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the his/her personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may may, at the teacher's request, accompany the teacher in the review. Should the district receive a Freedom of Information Act (FOIA) request for any teacher's file or a portion thereof, the district will immediately notify the teacher of said request. The district will not respond to the request until the Superintendent and teacher have an opportunity to meet and discuss request. This meeting must occur in a timely manner and, 1) not extend beyond the legal allotted time line (5 days) and, 2) give the district sufficient time to respond.
G. Ordinarily11.12 A teacher shall, observations at all times, be entitled to have present, at his/her request, a representative of teachers the Association as an observer when he is being formally reprimanded for any infraction of discipline or delinquency in professional performance. When a request for such representation is made, no action shall not be for less than a full class period or for taken with respect to the duration teacher until such representative of a particular teaching lessonthe Association is present.
11.13 No teacher shall be disciplined without due process and just cause.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will purpose of evaluation shall be evaluating for the teacher’s performance within the time improvement of formal responsibility. The evaluation process instruction and form will shall be shared with the Association Building Representatives at based on criteria clearly known and articulated prior to the beginning of each school yearthe evaluation.
(a) Probationary teachers B. There will be three types of evaluation reviews for non-probationary teachers:
1. Regular Review
2. Intensive Review
3. Critical review
C. Regular Review Regular review consists of the normal evaluation process. The following language shall be effective for the 2007-2009 Collective Bargaining Agreement only. For teachers who are being evaluated using the clinical observation model, all post observation conferences shall be conducted with the teacher within 10 school days of the evaluation, unless circumstances beyond the control of the parties prohibit the meeting from occurring. In that event, a mutually agreed upon conference time will be scheduled as soon as practicable. Evaluation Cycle for Probationary Teaching Staff - All probationary teaching staff shall have at least two (2) times a year. The first evaluation will be completed prior to December 1st formal observations and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime post-observation conferences conducted prior to the development completion of the written evaluationfirst semester, but with at least one (1) more observation and post-observation conference prior to the end of them must the school year. Evaluation Cycle for Non-Probationary Teaching Staff - All Non-Probationary teachers who are to be planned evaluated using the clinical evaluation model during their school year of evaluation shall have at least one (1) formal observation and post-conference conducted prior to the completion of the first semester, with at least two (2) more observations and post-observation conferences to occur prior to the end of the school year.
D. In the event that a principal or supervising administrator believes that a teacher is experiencing performance problems, the principal/supervising administrator may place the teacher on evaluation out of sequence. Placement on Evaluation out of sequence will normally be communicated to a teacher in consultation with writing by the probationary teacherlast day of the school year, but in no event will a teacher be placed on evaluation out of sequence after the last day of the first semester of the school year on which the review is to take place. The results of formal observations reason for placement on intensive review will be discussed with given to the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationswriting.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. 5.1 The administration classroom teaching performance of regular full-time non-tenured teachers shall be observed a minimum of three times yearly, of which two must be formal observations. The first formal observation will be evaluating conducted by the teacher’s performance within end of the time of formal responsibilityfirst semester. The summative evaluation process and form will be shared with the Association Building Representatives at the beginning completed by March 15 of each school year.
(a) Probationary teachers . For each tenured teacher who received either an “excellent” or “proficient” summative rating in his or her last performance evaluation, a minimum of two observations are required during the two year cycle in which the current evaluation is conducted, one of which must be a formal observation. The summative evaluation shall be evaluated at least completed by March 15 of that school year. For each tenured teacher who received a “needs improvement” or “unsatisfactory” summative rating in his or her last performance evaluation, a minimum of three observations shall be required in the school year immediately following the year in which the “needs improvement” or “unsatisfactory” rating was assigned, of which two (2) times a yearmust be formal observations. The first formal observation will be conducted by the end of the first semester. The summative evaluation will be completed prior to December 1st and by March 15 of that school year.
5.2 On or before the second prior to April 15th. Each first day of student attendance, the district shall provide written notice (either electronic or paper) that a summative evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed completed in the Individualized Development Plan (IDP)that school term to each teacher affected. The announced and unannounced observations should Teachers shall be acquainted by a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development member of the written evaluation, but at least one of them must be planned in consultation administrative staff with the probationary teacherevaluation procedures to be employed. The results If the affected teacher is hired after the start of the school term, the district shall provide notice no later than 30 days after the contract is executed.
5.3 Results of the minimum number of formal classroom observations will provided for in Section 5.1 above shall be discussed in writing, with the teacher in a timely manner. The information gathered during the observations will copy to be used given to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. 5.4 The teacher shall have the right to submit an explanation or other written statement regarding any evaluation for inclusion in his/her personnel file within 10 school days of the summative evaluation conference.
5.5 All observations of a classroom teacher for the purposes of evaluation shall be conducted openly and with full knowledge of the teacher. All such observations shall be accompanied by written feedback.
5.6 This article deals with but a single method of teacher evaluation, i.e., evaluation of classroom teaching performance. The Board of Education recognizes the evaluation instrument as the principal, but not the only, determinant of employment.
5.7 Effect of Leaves on Evaluation Bereavement, jury, military, or any leaves granted under the Family Medical Leave Act shall not be counted against the teacher’s rating on attendance in the teacher’s evaluation.
5.8 Consulting Teacher A teacher who disagrees with assists in the content or procedure remediation plan of evaluation may submit a written answer which teacher rated Unsatisfactory as a “consulting teacher” shall be attached to the file copy compensated for all time outside of the evaluation in question and/or submit any complaints through Level 4 workday up to but not exceeding twelve (12) hours at the rate of .1% of the grievance procedurebase salary.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration will be evaluating In the teacher’s performance within the time interest of formal responsibility. The facilitating and implementing a teacher evaluation process and form will be shared with program, a set of evaluative criteria was developed cooperatively by the Association Building Representatives at and the beginning of each school yearBoard.
1. All evaluations of teachers shall be on the instrument and based on the criteria herein enclosed. (a) Appendix IV)
B. Probationary teachers shall be evaluated at least two (2) times a in writing by the Administration by April 15 of each probationary year. The first evaluation will Tenured teachers shall be evaluated every third year. Evaluations of tenured teachers shall be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development by May 15 of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsevaluation year.
(b) Tenured teachers will C. More frequent evaluations may be evaluated on a rotating schedulerequested by the Board if considered necessary, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will rationale for which shall be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes sent in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations writing to the teacher prior and to May 30th the Association.
D. All evaluation and/or observations of the year they are evaluated. The administrator a teacher shall hold a conference be conducted openly and with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request full knowledge of the teacher. For purposes of evaluation, the use of eavesdropping, e-mail/internet software, closed circuit television, public address or audio systems and similar surveillance devices shall be strictly prohibited.
B. A teacher who disagrees with E. Evaluation observations shall be on a form which is agreed to by the content or procedure Board of evaluation may submit a written answer which Education and the MPEA. The observation forms shall be attached to the file final evaluation form placed in the teacher's personnel file. At least two observations a minimum of sixty days apart shall be made in person by the evaluator for a minimum of 35 consecutive minutes each. Two days notice shall be given prior to the first formal evaluation observation. A copy of the evaluation written observation shall be given to the teacher.
F. Any areas in question and/or submit any complaints through Level 4 the opinion of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable workevaluator, which need to be improved, shall be specifically noted in the observation report. Within 5 school days of the observation, the reasons evaluator shall be set forth in meet with the teacher to review the written observation report which shall list specific terms. Included will be examples of specific ways in which ways, means and steps the teacher is to take to improve and assistance may the noted areas of concern. Follow-up observations shall address (1) difficulties previously noted; (2) suggestions provided and/or offered; (3) the teacher's progress in improving areas of concern.
G. All probationary teachers shall be given provided with an individual development plan (IDP) developed by the administrator evaluator in consultation with the teacher and other staff members. In subsequent conferences it shall be in conformity with the responsibility of the individual teacher to inquire whether adequate improvement has taken placeMichigan Teacher Tenure Act.
D. Monitoring and observation of the work performance of the H. A teacher shall be conducted openly. The public address have the opportunity to discuss his evaluation, shall have fifteen (15) school days to react or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is prepare a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written supplementary statement for inclusion in the personnel file evaluation if he wishes, and shall be given a copy of the evaluation for his own file.
I. If, as a result of teacher evaluation, there is a question as to the continued employment of a probationary teacher, such teacher may then request a hearing before the entire Board of Education. The teacher may request that an Association Representative be made present at the hearing.
A. Teachers are expected to comply with reasonable rules, regulations, and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this Agreement, provided that a teacher in regard may reasonably refuse to materials carry out an order which threatens physical safety or well-being.
B. The Board recognizes that were not signed the Code of Ethics of the Educational Profession is considered by the Association and its membership to define acceptable criteria for professional behavior. The Association shall deal with ethical problems in accordance with the terms of such Code of Ethics of the Education Profession.
C. The Association recognizes that abuses of sick leave or other leaves, chronic absences, intentional neglect of teaching performance or other violations of professional responsibilities by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. Alleged breaches of professional behavior or infractions of rules, regulations or directions shall be promptly reported to the offending teacher and to the Association in writing. The Association will use its best efforts to correct alleged breaches of such behavior by any teacher and, in appropriate cases, may institute proceedings through established Association structure against the offending teacher. .
D. A teacher shall at all times be entitled to have present a representative of the Association may accompany when he is being reprimanded or warned for any infraction of rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacherteacher until such representative of the Association is present.
G. OrdinarilyE. No tenured teacher shall be reprimanded or reduced in rank or compensation, observations or deprived of teachers shall any professional advantage without just cause. Just cause is not be for less than a full class period or required for the duration nonrenewal of a particular teaching lessonprobationary teacher; however, just cause is required for discipline or termination of a probationary teacher. Any such reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance, asserted by the Board or representative thereof, shall be subject to the professional grievance procedure herein set forth. All information forming the basis for such action shall be made available to the teacher and the Association. The basis for a grievance on the content of an evaluation shall be whether the evaluation is arbitrary, capricious, not founded on fact or is a violation of the contract provisions regarding professional behavior or evaluation.
F. No bargaining unit member will be asked or allowed to evaluate other bargaining unit employees. If asked, teachers may provide input on the quality of work of non-bargaining unit members.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will performance of all teachers shall be evaluating evaluated in writing by the teacher’s performance within the time of formal responsibilityAdministration. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated at least two (2) times twice a year. The first evaluation will Tenure teachers may be evaluated at least once a year and must be evaluated every three years. A written report shall be completed prior to December 1st and signed by the superintendent or his/her designee and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results teacher's signature only acknowledges an evaluation has been made on him/her and is not to be construed the teacher is in agreement with the substance of formal observations the evaluation. A copy of the report shall be given to the teacher upon request. A teacher may submit his/her own evaluation if he does not agree with the Administration's evaluation. Both evaluations are to be placed in the teacher's personnel file. A teacher shall confer with the evaluator regarding his/her evaluation within five (5) calendar days. Evaluations will not be considered reprimand or discipline. Teachers whose services are being considered for termination under provision of the Tenure Act shall receive a registered letter of notification and a statement of the charges from the superintendent and advised of their rights under the Tenure Act for a hearing and appeal. However, non- tenure teachers may appear before the Board of Education, but are not entitled to a hearing before the Board of Education. Teachers who are so notified may be suspended with pay pending a final determination by the Board after completing a hearing as provided in the Tenure Act. Tenure teachers who have been evaluated in narrative form at least once while tenure teacher, with overall satisfactory evaluation(s), may request the optional professional development process. There must be mutual agreement between the supervisor and teacher to utilize the following optional process:
1) One to three professional growth goals are mutually determined and agreed upon by the teacher and supervisor no later than September 30 for the current school year. These goals will be discussed with reduced to written form by the teacher and kept on file by the supervisor.
2) The teacher and supervisor will meet to review progress towards the goals at least twice during the school year.
3) There will continue to be informal observations of the teacher in a timely mannerthe classroom followed by an informal conference to provide verbal feedback on performance. The information gathered during supervisor will keep record only of the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal dates of these observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically notedconferences.
4. Teachers involved with the instruction of Advanced Placement courses ) The teacher will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 goals, with progress noted, at the end of the grievance procedure.
C. If an administrator believes a teacher school year to the supervisor. It is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance understood that not all goals may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken placefully achieved.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration All certified staff in the CEA will be evaluating the teacher’s performance within the time of formal responsibilityevaluated yearly based on relevant classroom/student data pursuant to PA 205. The evaluation process and form For tenured teachers, this will be shared with in addition and not replace the Association Building Representatives at 3 year cycle for evaluations based on formal classroom observations. Tenured teachers found to be ineffective according to the beginning instructional data may be subject to further classroom observations and evaluations on the off years of each school yearthe 3 year cycle.
(a) Probationary B. In addition to the yearly evaluation based on relevant classroom data pursuant to PA 205, non-tenured teachers shall be evaluated at least once each semester or two (2) times a year. The first evaluation will out of three trimesters and tenured teachers shall be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but evaluated at least one of them must be planned once in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- three (3) years. The administration reserves Such evaluation shall be done by the right building principal or by other administrative personnel including formal classroom observations.
C. Since the conduct and attitude of a teacher in and around the building will also have an influence on the final evaluation, teachers shall be evaluated on items not directly related to evaluate a tenured teacher more oftenthe classroom teaching through building observations by the building principal. The principal shall notify the teacher in writing of the delinquencies and indicate a reasonable period for correction. Failure to correct the delinquency will then become a part of the official evaluation form.
D. Teachers shall be evaluated by the building administration with written evaluations signed by the building principal and the teacher. Observations and completion of the district evaluation document (formal evaluation) shall occur for non-tenured staff by January 15 and April 15, respectively. They shall occur for tenured staff by May 15. All classroom observations shall be followed within five (5) working days by written completion of the district’s “Classroom Observation Summary.” Extension of this timeline will only occur with mutual written agreement of teacher and administrator. A teacher may submit his/her own evaluation within two (2) weeks if he/she does not agree with the building administration’s evaluation. Evaluations are to be based upon announced, unannounced, informal observations and on placed in the performance of other duties and responsibilities. The announced and unannounced observations should be teacher’s personnel file.
E. Non-tenured teachers will receive a minimum of thirty two (302) minutes in length. The formal observations may occur at any time prior to the development of the written evaluation, but held at least one of them must sixty (60) days apart (unless the time period is mutually waived). An Individualized Development Plan will be planned developed each year in consultation with the tenured teacher. The results of formal observations final evaluation each year will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th include an assessment of the year they are evaluated. The administrator shall hold a conference with teacher’s progress toward meeting the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating goals in his/her receipt Individualized Development Plan.
F. If a tenured teacher is placed on an Individualized Improvement Plan, the employee will have a maximum of the reportequivalent of one full school year to satisfactorily correct these deficiencies. Failure to correct these deficiencies within this time period may result in a recommendation for termination of the employee.
X. Xx approved by the building principal/director, a teacher may agree to a goal-oriented evaluation process. Teachers under this plan will develop a set of goals to be pursued. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses goals will be evaluated. This developed in conjunction with their evaluator and an evaluation in the first year of progress will be made part completed by the end of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose year(s) of evaluation.
E. The Board H. Each teacher shall have the right, upon request, to review the written evaluations and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil disciplinary records contained in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the his/her personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may may, at the teacher’s request, accompany the teacherteacher in this review.
G. Ordinarily, observations of teachers I. Evaluation forms shall not be used throughout the Clarkston Community Schools. Any changes in the forms will be developed by the Active Cooperation and Continued Opportunities for less than a full class period or for Resolving Differences (ACCORD) Committee. The evaluation forms will be kept on file in each building and at the duration of a particular teaching lessonadministration building.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will See Loa proposed by IEA on 7/26/12 at 7:20 p.m.
B. Evaluations shall be evaluating conducted by a teacher's immediate supervisor or an administrator working in the same building or otherwise familiar with the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers 's work, who shall be evaluated at least two (2) times a yeardesignated by the Board. The first evaluation will be completed prior to December 1st and Upon the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development request of the written evaluationteacher, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator further evaluations shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of by the formal evaluation only administrator and by another administrator. Further evaluations at the request of the teacher.
B. A teacher Board shall be conducted by another administrator, designated by the Board who disagrees is familiar with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question grade level and/or submit any complaints through Level 4 of the grievance proceduresubject being taught.
C. If an administrator believes a teacher is doing unacceptable work, the reasons Observations shall be set forth made in specific termsperson for a combined total of at least thirty minutes. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and All monitoring or observation of the work performance of the a teacher shall be conducted openlyopenly and with full knowledge of the teacher. The use of eavesdropping, closed circuit television, public address or audio system or systems, and similar types of communications will not surveillance devices shall be used for the purpose of evaluationstrictly prohibited.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result D. A copy of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file written evaluation shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided submitted to the teacher at the time of each personal interview, which will occur within two (2) weeks of the observation, and the teacher shall have the opportunity to review the evaluation report and affix his/her signature indicating he/she has received such an evaluation report. In the event that the teacher feels his/her evaluation was incomplete or unjust, he/she may put his/her objections in writing and have them attached to the evaluation report, which will be placed in his/her personal file. All evaluations shall be based upon valid criteria for evaluating professional growth. It is agreed that the criteria developed by the staff and administration shall be considered as valid criteria. Information in a teacher's evaluation based on Section C of this time. Pre-placement information such as confidential credentialsarticle shall be gained through direct observation of the evaluator.
E. No later than April 15th of each probationary year, letters of reference from universities, individuals, or previous employers are exempt from such reviewthe final written evaluation report will be furnished to the superintendent covering each probationary teacher. A written statement for inclusion copy shall be furnished to the teacher. The teacher may submit additional information to the superintendent which will be placed in the personnel file may then be made by teacher’s personal file. In the event a probationary teacher is not continued in employment, the Board will advise the teacher in regard to materials that were not signed by writing.
F. Each teacher may upon request review his/her tri-annual TB report and required medical information, all teacher evaluation reports, copies of annual contracts, transcript of academic record, tenure recommendation, and records of extra- curricular activities. In the event any disciplinary reports are placed in a teacher. A representative of 's personnel file, the Association teacher may accompany the teacherreview such reports and attach written comments thereto.
G. Ordinarily, observations of teachers shall not be for less than a full class period or It is understood by the Association and the Board that the evaluation procedure as used for the duration professional staff shall be a positive tool used for the improvement of the competency of educators as they relate to children and their work performance. Evaluation will stress the strong points of a particular teaching lessonstaff as well as identify areas of weakness or needed improvement. In addition to identification of areas of needed improvement, an evaluator should recommend ways for corrective action.
H. Upon the request of the teacher the Association shall have made available to it all materials supporting the observations which led to a negative evaluation and may assist in the corrective action. This information will be given to the Association to be treated in confidence and with professional responsibility.
I. Evaluation in an extra-duty position shall be made upon request of the teacher or the appropriate administrator, subject to the following provisions:
1. Evaluation will be in writing.
2. Evaluation procedures stated in Section B, C, and G of this article shall apply.
3. Procedure used in Section D of this article with criteria modified for extracurricular positions shall apply.
4. Evaluation will be as per the attached Coaches' Evaluation Procedures and Coaching Evaluation Form.
J. A committee will be formed after the ratification of the successor agreement to the expired 2007-2010 Agreement to assess the current evaluation system in light of the new requirements under Race to the Top legislation. This committee shall consist of three (3) representatives selected by the Association and three (3) representatives selected by the Board. This committee shall determine whether changes to the current evaluation system are needed to satisfy the requirements of the law for assessment of student growth, what those changes should look like and how best to implement the changes. The committee will have the authority to tentatively agree to modify, by addition or deletion, the existing evaluation instrument. If a new instrument is agreed upon, the respective constituents of the parties must approve, through ratification procedures, all changes prior to implementation of the new evaluation tool. Once this has been accomplished, the bargaining teams for the Association and the Board shall reconvene to discuss and bargain over a pay system in compliance with recently passed legislation. If the requirements no longer exist under the law, this letter of agreement shall be null and void. (Note that Supt Xxxxxxxxx has a statement on the MDE website that indicates districts are not expected to have a system for pay tied to assessment of student growth in place for three years.)
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will work performance, excluding extra duties, of all teachers shall be evaluating evaluated by the teacher’s performance within the time of formal responsibilitybuilding principal and/or an administrator designated by him. The evaluation process and form will be shared with criteria, instruments printed in the Association Building Representatives Handbook by the principal are made available to all teachers at the beginning of each school year.
(a) Probationary teachers shall . Procedures may include but not be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announcedlimited by, unannouncedpersonal classroom observation, informal observationsreview of lesson plans, on the teacher's records, personal interview, general performance of other duties and responsibilities as a faculty member, and the goals developed in the Individualized Development Plan (IDP)due consideration of a teacher's special abilities, training, or performance. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development primary purpose of the written evaluation, but at least one evaluation shall be constructive and inadequacies of them must a teacher in any area shall be planned followed by recommendations for improvement. Any inadequacies in consultation with the probationary teacher. The results of formal observations will evaluation shall be discussed with the teacher involved within ten (10) days after the observation and recommendations for improvement shall be included in a timely mannerwriting. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of shall have thirty (30) minutes working days to work on improvements before the next formal evaluation.
B. The evaluator shall prepare a written report of each formal classroom evaluation using the form set forth in length. The observations may occur at any time prior to the development of Schedule E. After the written evaluationreport has been prepared, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator evaluator shall hold a conference with the teacher to discuss review said report within ten (10) working days after the written evaluation and recommendations.
3observation. Upon receipt The teacher shall be given a copy of said report at the conference. Should the teacher disagree with the evaluator in any instance, the teacher may submit a contrary report covering any portion of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made and said report shall become a part of the formal total evaluation only record. The completed report shall be signed by the evaluator and the teacher and shall be placed in the personnel file. The teacher's personnel file shall be opened for examination by the teacher at any reasonable time. The teacher may request the request presence of the Association's representative while his file is being examined.
C. Classroom observations for evaluating the teacher at work shall be made for a minimum of thirty (30) consecutive minutes and with the full knowledge of the teacher. No monitoring through the use of any devices shall be made without the full knowledge and consent of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which X. Xx evaluating report shall be attached to prepared as outlined above at least three (3) times during the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a year for each probationary teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.least once (1) every three
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will work performance of all teachers shall be evaluating evaluated in writing. Evaluation shall consist of the total process from initial observation through preparation of the written report and the follow-up conference with the teacher’s performance within . An evaluation report may incorporate the time of formal responsibilityfindings from several separate current observations. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated provided with an annual year-end performance evaluation. This evaluation shall be based on at least two (2) times classroom observations held at least sixty (60) days apart, unless a yearshorter period is agreed to by the teacher and the administrator. Each classroom observation will include a pre-observation conference, classroom visits totaling at least thirty (30) minutes, and a post-observation conference which will include a written observation assessment by the administrator. The first observation should occur after October 1 during the first trimester. The annual evaluation process will be completed prior to December 1st and by March 1. Where the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on observation assessment indicates the performance of other duties and responsibilities and the goals developed in probationary teacher is unsatisfactory, the administrator shall conduct at least one additional evaluation of the probationary teacher with observations thirty (30) days apart before the end of the school year. An Individualized Development Plan (IDP)) will be created for all probationary teachers by appropriate administrative personnel in consultation with the individual teacher by the end of the first year of probation and each year of the probationary period thereafter. Tenured teachers may be evaluated every year, but shall be evaluated at least once every three years. The announced final evaluation shall be based on at least two (2) classroom observations held at least sixty (60) days apart, unless a shorter period is agreed to by the teacher and unannounced observations should be the administrator. Each classroom observation will include a minimum of pre-observation conference, classroom visits totaling at least thirty (30) minutes minutes, and a post-observation conference which will include a written observation assessment by the administrator. When an evaluation of a tenured teacher is unsatisfactory, the teacher will be given specific suggestions and assistance toward improvement through an Individual Development Plan (IDP) to be created at that time. When a tenure teacher has been involuntarily transferred and/or assigned outside her/his major or minor field, s/he shall not be evaluated formally in length. The observations may occur at anytime prior to the development of the written evaluation, but that area for at least one of them must be planned in consultation with the probationary teacheryear. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will Evaluations shall be based upon announced, unannounced, informal on observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum balance of thirty (30) minutes in length. The observations may occur at any time prior activities appropriate to the development teaching assignment and shall be completed no later than two weeks before the end of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacherschool year.
B. A teacher who disagrees Evaluations shall be conducted by supervisor(s) familiar with the content or procedure of evaluation may submit a written answer which teacher's work, who shall be attached to designated by the file copy of Board. If a teacher is in more than one building, the evaluation in question and/or submit any complaints through Level 4 of shall be a collaborative result between the grievance procedureadministrators involved.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and All monitoring or observation of the work performance of the a teacher shall be conducted openlyopenly and with full knowledge of the teacher. The use of test results, eavesdropping, closed circuit television, public address or audio system or systems and similar types surveillance devices shall be strictly prohibited.
D. A copy of communications the written evaluation shall be submitted to the teacher within ten school days of the observation and the teacher shall have the opportunity to review the evaluation report. A sheet attached to the report will not be used available for the purpose teacher's response pertaining only to the evaluation. Such response shall be made within five days of the receipt of the evaluation. All evaluations shall be based upon valid criteria for evaluating professional growth. A copy of each written evaluation shall be furnished to the teacher for his/her personal record.
E. The Board final written evaluation report will be furnished to the Superintendent and the Association recognize that teacher. If requested by the ability of pupils teacher, a copy shall also be sent to progress the Association. If the report contains any information not previously made known and mature academically discussed with the teacher, the teacher shall have the opportunity to submit additional information to the Superintendent. In the event a teacher is a combined result not continued in employment, the Board will advise the teacher of the schoolreasons there- fore in writing and provide a hearing, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retentionwhere requested.
F. All communicationsEach teacher shall have the right, including evaluations by Milan Administratorsupon request, commendations, and documented complaints directed toward to review the teacher which are to be included in the contents of his/her own personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may, at the teacher’s request, accompany the teacher in such review. The review will be made in the presence of the administrator responsible for the safekeeping of such a file. Privileged information such as confidential credentials and related personal references normally sought at the time of such employment are specifically exempt from such review. The administrator shall remove such credentials and confidential reports from the file prior to the review of the file by the teacher. However, the teacher’s evaluation reports relative to the teacher since coming to the Linden system and tenure recommendations will be available. There shall be only one official file kept in the Central Office to be used for each individual teacher’s evaluation. This official file shall be regularly updated by the principal to correspond to the principal’s file. No material may accompany be placed therein without the teacher’s knowledge and the teacher shall be allowed an opportunity to file a response thereto, which shall become a part of said file. If the teacher is asked to sign material placed in his/her file, such signature shall be understood to indicate his/her awareness of the material but in no instance shall said signature be interpreted to mean agreement with the content of the material.
G. Evaluation Form
1. Examples of strengths in narrative form 2. Areas needing improvement in narrative form (If suggestions for improvement are made, they will be made in writing and a copy furnished to the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.)
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will rating scale for each teacher shall be evaluating the teacher’s performance within the time of formal responsibilitya 5 point scale, where 5 - 4.5 is Superior, 4.4 - 3.5 is Highly Effective, 3.4 - 2.5 is Effective, 2.4 - 1.5 is Needs Improvement, and 1.4 and below is Ineffective. The evaluation process shall be as follows: The Xxxxxxxxxxx Board of Education believes that personnel evaluation is a mutual endeavor among all staff members and form will the board to improve the quality of the educational program. The improvement of the district's educational efforts must be shared with a joint responsibility of the Association Building Representatives at school district and the beginning of each school year.
(a) Probationary teachers individual educator. All certified staff members shall be evaluated at least two (2) times a yearusing Xxxxxxx’x Focused Teacher Evaluation Model. The first completed evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included retained in the personnel file of the person being evaluated. The evaluation instrument is a confidential document and shall be protected accordingly. Probationary teachers shall receive formative feedback from the evaluation process at least twice each year. One evaluation shall occur during the fall semester, and another during the spring semester. Every teacher will be evaluated once every year, except for career teachers receiving a “superior” or “highly effective” who may be evaluated once every three years. Evaluations of teachers shall be made available for review by the appropriate certified principal, or other designated certified administrative person. The teacher's signature on the evaluation instrument shall serve only to reflect the teacher's acknowledgment that an evaluation was conducted. A copy of the teacher prior to placement in the file; a copy of any such communication completed evaluation instrument will be provided to the teacher at this timeteacher. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion The completed evaluation shall be retained in the personnel file may then of the person being evaluated. The evaluation instrument is a confidential document and shall be protected accordingly. Except by order of a court of competent jurisdiction, evaluation documents and the responses thereto shall be made available only to the evaluated person, the board of education, the administrative staff making the evaluation, the board and administrative staff of any school to which the evaluated person applies for employment, and such other persons as specified by the teacher in regard writing and shall be subject to materials disclosure at a hearing or trial de novo. If the evaluation discloses any areas in which improvement can be reasonably expected and desired, the principal shall discuss those areas with the teacher and offer suggestions and recommendations as to how the improvement may be achieved. Such recommendations shall be recorded on the evaluation instrument. When the evaluating administrator identifies poor performance or conduct that were the administrator believes may lead to a recommendation for the teacher's dismissal or nonreemployment, the administrator will admonish the teacher in writing and make reasonable effort to assist the teacher in correcting the poor performance or conduct; and establish a reasonable time for improvement, not signed by to exceed two months. If the teacher does not correct the poor performance or conduct cited in the admonition within the time specified, the administrator shall make a recommendation to the superintendent for the dismissal or nonreemployment of the teacher. A representative copy of the Association standard teacher evaluation form used in this district may accompany the teacherbe found elsewhere in this manual (see DNA-R1).
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Negotiated Agreement
TEACHER EVALUATION. A. The administration shall organize a program of evaluation for tenure and probationary teachers, which shall be directed toward helping the teacher, succeed in his/her respective assignment.
B. Prior to the commencement of the formal evaluation process, those administrators who will have responsibility for evaluating Bargaining Unit members shall schedule and hold a conference with the teachers scheduled to be evaluating evaluated for purposes of reviewing the evaluation process and procedures.
C. For a formal, written evaluation of a classroom teacher, at least one classroom observation of 25 minutes or more in duration (unless a shorter period of time is mutually agreed upon) shall take place. During the classroom observation, the evaluator will:
1. Be familiar with the teacher’s performance abilities and background.
2. Have a general understanding of the background and abilities of the pupils in the class to be observed.
3. Attempt to enter the room before the work of the class begins and/or observe a lesson in its entirety.
4. If appropriate, move about the room to get a clearer idea of what work is involved and what is taking place.
5. Make notations during the observation or record them immediately after the observation period.
D. Prior to issuing a formal, final evaluation, a final conference will be held with the teacher to:
1. Receive a copy of the evaluation.
2. Discuss the evaluation on a step-by-step basis.
3. Allow the teacher the opportunity to review the evaluation, and return comments (written) within three school days following the time of formal responsibilityconference.
4. Have the teacher sign and date the evaluation. The teacher’s signature indicates that s/he has read the evaluation.
5. Final conference for probationary teachers should occur by April 10.
6. Final conference for tenured teachers should be completed by May 30.
E. The evaluation process and form will shall be shared with the Association Building Representatives at the beginning of each school yearcompleted prior to May 30.
(a) Probationary F. All monitoring or observation of a teacher shall be conducted openly and with full knowledge of the teacher.
G. It shall be the objective of the administration to provide professional assistance to the teacher in the form of consultation following evaluation.
H. Tenured teachers shall be evaluated at least two (2) times every third year at a yearmutually agreed upon time. The first Any teacher can request an evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationstime.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. The parties agree that this Article in whole is without effect pursuant to PA 100-103 of 2011. Rather than deleting this language from the contract, the parties have agreed to include this clause identifying that portions of this Article have no effect. Should a final decision be issued that any relevant part of PA 100-103 be null and void for any reason, the effected portion of this Article will be given immediate effect.
A. The administration will work performance of all teachers shall be evaluating evaluated in writing. Evaluation shall consist of the total process from initial observation through preparation of the written report and the follow-up conference with the teacher’s performance within . An evaluation report may incorporate the time of formal responsibilityfindings from several separate current observations. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated provided with an annual year-end performance evaluation. This evaluation shall be based on at least two (2) times classroom observations held at least sixty (60) days apart, unless a yearshorter period is agreed to by the teacher and the administrator. Each classroom observation will include a pre-observation conference, classroom visits totaling at least thirty (30) minutes, and a post-observation conference which will include a written observation assessment by the administrator. The first observation should occur after October 1 during the first trimester. The annual evaluation process will be completed prior to December 1st and by March 1. Where the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on observation assessment indicates the performance of other duties and responsibilities and the goals developed in probationary teacher is unsatisfactory, the administrator shall conduct at least one additional evaluation of the probationary teacher with observations thirty (30) days apart before the end of the school year. An Individualized Development Plan (IDP)) will be created for all probationary teachers by appropriate administrative personnel in consultation with the individual teacher by the end of the first year of probation and each year of the probationary period thereafter. Tenured teachers may be evaluated every year, but shall be evaluated at least once every three years. The announced final evaluation shall be based on at least two (2) classroom observations held at least sixty (60) days apart, unless a shorter period is agreed to by the teacher and unannounced observations should be the administrator. Each classroom observation will include a minimum of pre-observation conference, classroom visits totaling at least thirty (30) minutes minutes, and a post-observation conference which will include a written observation assessment by the administrator. When an evaluation of a tenured teacher is unsatisfactory, the teacher will be given specific suggestions and assistance toward improvement through an Individual Development Plan (IDP) to be created at that time. When a tenure teacher has been involuntarily transferred and/or assigned outside her/his major or minor field, s/he shall not be evaluated formally in length. The observations may occur at anytime prior to the development of the written evaluation, but that area for at least one of them must be planned in consultation with the probationary teacheryear. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will Evaluations shall be based upon announced, unannounced, informal on observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum balance of thirty (30) minutes in length. The observations may occur at any time prior activities appropriate to the development teaching assignment and shall be completed no later than two weeks before the end of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacherschool year.
B. A teacher who disagrees Evaluations shall be conducted by supervisor(s) familiar with the content or procedure of evaluation may submit a written answer which teacher's work, who shall be attached to designated by the file copy of Board. If a teacher is in more than one building, the evaluation in question and/or submit any complaints through Level 4 of shall be a collaborative result between the grievance procedureadministrators involved.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and All monitoring or observation of the work performance of the a teacher shall be conducted openlyopenly and with full knowledge of the teacher. The use of test results, eavesdropping, closed circuit television, public address or audio system or systems and similar types surveillance devices shall be strictly prohibited.
D. A copy of communications the written evaluation shall be submitted to the teacher within ten school days of the observation and the teacher shall have the opportunity to review the evaluation report. A sheet attached to the report will not be used available for the purpose teacher's response pertaining only to the evaluation. Such response shall be made within five days of the receipt of the evaluation. All evaluations shall be based upon valid criteria for evaluating professional growth. A copy of each written evaluation shall be furnished to the teacher for his/her personal record.
E. The Board final written evaluation report will be furnished to the Superintendent and the Association recognize that teacher. If requested by the ability of pupils teacher, a copy shall also be sent to progress the Association. If the report contains any information not previously made known and mature academically discussed with the teacher, the teacher shall have the opportunity to submit additional information to the Superintendent. In the event a teacher is a combined result not continued in employment, the Board will advise the teacher of the schoolreasons there- fore in writing and provide a hearing, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retentionwhere requested.
F. All communicationsEach teacher shall have the right, including evaluations by Milan Administratorsupon request, commendations, and documented complaints directed toward to review the teacher which are to be included in the contents of his/her own personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may, at the teacher’s request, accompany the teacher in such review. The review will be made in the presence of the administrator responsible for the safekeeping of such a file. Privileged information such as confidential credentials and related personal references normally sought at the time of such employment are specifically exempt from such review. The administrator shall remove such credentials and confidential reports from the file prior to the review of the file by the teacher. However, the teacher’s evaluation reports relative to the teacher since coming to the Linden system and tenure recommendations will be available. There shall be only one official file kept in the Central Office to be used for each individual teacher’s evaluation. This official file shall be regularly updated by the principal to correspond to the principal’s file. No material may accompany be placed therein without the teacher’s knowledge and the teacher shall be allowed an opportunity to file a response thereto, which shall become a part of said file. If the teacher is asked to sign material placed in his/her file, such signature shall be understood to indicate his/her awareness of the material but in no instance shall said signature be interpreted to mean agreement with the content of the material.
G. Evaluation Form
1. Examples of strengths in narrative form 2. Areas needing improvement in narrative form (If suggestions for improvement are made, they will be made in writing and a copy furnished to the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.)
Appears in 1 contract
Samples: Professional Services
TEACHER EVALUATION. A. 18.01 The administration will Board and Association agree that the evaluation process for teachers is essential to successful instructional programs for students. It is further agreed that teacher evaluation is a responsibility of the Board and Administration and shall be evaluating undertaken with the primary intent of improving the instructional skill of the teacher’s performance within . Should the time desired level of formal responsibility. The competency not be achieved by a teacher, the evaluation record may be used as a basis for a recommendation for termination following all due process and form will be shared with the Association Building Representatives at the beginning of each school yearactions.
18.02 Teachers shall assist in the development of evaluation criteria. This criteria shall be provided to all teachers no later than September 30 and shall include an explanation and discussion of the evaluation process. (a) Probationary Appd. 4/18/13)
18.03 Beginning during the month of September and continuing through April, all teachers shall be evaluated at least evaluated. Teachers newly hired by the district (probationary teachers) employed for a full school year (one day over half their contract period) shall be observed a minimum of two (2) times a during the year; other contract teachers shall be formally observed at least once each year. The first evaluation will be completed Teachers are encouraged to seek assistance to improve their instruction through their principal or a supervisor in a special area prior to December 1st formal evaluation. All evaluations shall be made by principals, assistant principals, and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development appropriate members of the written evaluation, but at least one County Administrative Staff who are certified observers. Non-supervisory
18.04 All formal observations of them must teachers for purposes of evaluation shall be planned in consultation conducted openly and with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request full knowledge of the teacher.
B. A 18.05 All informal observations used for evaluation purposes shall be made available to the teacher who disagrees in writing or electronically. (Appd. 4/18/13)
18.06 Forms for reporting formal and informal observations will include the dates and places of such observations, the evaluator's assessment of the teacher's strengths and weakness, the evaluator's recommendations to the teacher, and the resultant progress of the teacher. (Appd. 4/18/13)
18.07 Although disputes concerning evaluations shall be exempt from the grievance procedure, a teacher may appeal procedural errors believed to have occurred relative to the teacher’s performance evaluation. Examples include the evaluator failing to meet timelines for observation or post conference, observe the number of times mandated or meet other procedural elements denoted in the Sumter County Teacher Evaluation System Handbook. All appeals are to be filed with the school principal within three days from the date the teacher receives his/her evaluation of the professional practice section, and must be accompanied by pertinent documentation. If the teacher is not assigned to a school site, the appeal should be presented to the teacher’s immediate supervisor. (Appd. 4/18/13) Within two days of receipt of the appeal, the principal will respond in writing to the teacher as to the ruling on the appeal. If the teacher is not satisfied with this ruling, he/she may, within two days, file the appeal and documentation with the Superintendent who will appoint an appeals committee; the committee will be composed of 3-5 district administrators who are knowledgeable in the Sumter County Teacher Evaluation System procedures. The committee will meet within two days of receipt of the appeal and consider the basis of the appeal and documentation presented. Within two days of the meeting, the committee will issue its ruling, which shall be final. The content of the observations(s) or procedure judgment of evaluation the observer may not be appealed. However, any teacher shall have the right to submit a written answer rebuttal to the evaluation which shall will be attached to the file copy teacher’s evaluation form. When the appropriate student test data is factored in and the final evaluation completed, a teacher will have the right to appeal based only on procedural issues related to this part of the evaluation in question and/or submit any complaints through Level 4 such as a misapplication of student performance data. No appeal of the grievance procedureprofessional practices section may be made.
C. If an administrator believes a 18.08 Each teacher shall have the right, upon request, to inspect, review,
18.09 Evaluation (for hiring, firing, promotion, demotions and certification) of Sumter County School Board Bargaining Unit employees is doing unacceptable workonly accomplished by administrative personnel. However, the reasons shall be set forth parties to this Agreement realize that the certification of entry level instructional personnel is of vital concern to the total teaching profession and hereby
18.10 Parental Input in specific termsTeacher Evaluation – Parents are invited to provide school administrators constructive feedback regarding teacher performance when appropriate. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.(Ratified 10/5/98)
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications 18.11 Low Performing Teachers – Teachers receiving less than effective evaluations will not be used for receive monetary increase following that evaluation other than the purpose negotiated cost of evaluationliving increase adjustment.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A.
4.1 The administration will purposes of evaluation shall be evaluating to improve the quality of instruction, provide guidance for the teacher and remediate deficiencies observed and noted by the evaluator. Evaluation is a continuous and ongoing process. While teacher performance in the classroom setting is of primary concern, it is agreed that teachers have other obligations and responsibilities which, if not met in a satisfactory manner, can prove to be deleterious to the teacher’s performance within overall effectiveness. If any of these other obligations and responsibilities come to the time attention of formal responsibilitythe administration, a representative of the administrative staff will discuss the situation with the teacher or teachers involved as per procedures outlined in Article 2.4 of this agreement. Following the discussion if, in the opinion of the administrative representative, it is appropriate to do so, he may write a reprimand and/or suggestions for improvement to the teacher.
4.2 The evaluators shall be a member of the administrative team, but in no case shall a tenured staff member be evaluated by other than a qualified administrator. Each non-tenured staff member will be required to be continuously evaluated during the school year. Each tenured staff member must be formally evaluated at least once every two years. The evaluation process and form selection of half of the tenured staff to be evaluated during the first year will be shared with done by taking the Association Building Representatives at first half of the department’s staff alphabetically and the second half of the alphabetical order in each department will be evaluated the second year. Any tenured staff member by his her own request or the request of the Superintendent can be evaluated in any given year. In those cases where a tenured staff member has received a rating of Unsatisfactory or Needs Improvement, the administration shall follow the guidelines spelled out in the Illinois School Code, Sec. 24A-5.
4.3 Within two weeks after the beginning of each school term, the administration shall acquaint each teacher with the evaluation procedures, standards, and instruments. All non-tenured staff will be involved in an individual goal setting process every year, and all tenured staff will be involved in the process every second year. A tenured person may participate in an individual goal setting process in successive years if deemed necessary or useful by the staff member or the Superintendent. An individual goal setting conference with each staff member will be conducted by each evaluator either jointly or separately. These goal setting conferences should be held as early in the year as possible, preferably by October l. This goal setting conference shall establish mutually agreed upon goals and methods for collecting data relative to the goals. Following the individual goal setting conference there shall be in-class observations. At the request of either the evaluator or the teacher, a conference will be held before and or after each in-class observation for the purpose of increasing the reliability of the information gained. Some type of written feedback shall be provided to the staff member within three school days after each in-class observation. In addition, there will be a conference between the staff member and the evaluator within three school days prior to the writing of the final formal evaluation. The teacher shall receive a copy of the final written evaluation and a copy will be placed in the teacher’s personnel file. At the end of the evaluation period the staff member may write a response to the evaluation given and have it placed in his/her personnel file.
4.4 Based on in-class observation, the evaluator shall evaluate each staff member in writing using the evaluation instrument currently in use in the school. The evaluation instrument shall be cooperatively and jointly designed by a committee composed of two Board of Education appointees, an appointee of the CHSEA President, and two Department Chairpersons to be selected by the Administrative Cabinet. Both the Administrative Cabinet and the Executive Committee of the CHSEA shall be consulted as regards the evaluation instrument to be used and given the opportunity to make recommendations to the committee.
4.5 Prior to March 15th of each school year, a series of conferences involving the Superintendent, the Principal, and the Assistant Principal(s) shall be held. The purpose of these conferences shall be to evaluate the work of each teacher and to determine recommendations to be made to the Board as regards reemployment. A written summary of the results of these conferences will be provided to each teacher evaluated. The summary will contain recommendations regarding those areas of the teacher’s performance which are perceived as needing improvement as well as any positive comments regarding the teacher’s performance. A copy of the summary shall go to the superintendent and Principal. This section shall not apply to those tenured staff members who have received a rating of “unsatisfactory.”
4.6 Not later than sixty days before the end of the school year the Superintendent shall make recommendations to the Board as regards reemployment of non-tenured teachers for the next succeeding school year.
(a) Probationary teachers shall be evaluated at least two (2) times a year. 4.7 The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher Association agrees that it is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher teachers to inquire whether adequate improvement has taken place.
D. Monitoring adhere to the provisions of this contract and observation that the membership of the work performance Association shall make a sincere effort to enforce adherence to the provisions of the teacher shall be conducted openlycontract by all teachers. The public address Association, also, agrees that in situations wherein a teacher has officially been cited for flagrant or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize repeated contract violations that the ability of pupils to progress Professional Rights and mature academically is a combined result Responsibilities Committee, at the direction of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects Executive Committee of the academic achievement Centralia High School Education Association, write such teacher a letter of concern as requested by the pupil in administration and provide the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; administration a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacherletter.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration building principal /supervisor or their designee is responsible for written evaluation of the teachers assigned to their building. This responsibility includes:
1. Orienting teachers, who are new to their building, to the evaluation procedure.
2. Discussing with teachers items to be included in their personnel file other than formal evaluations when requested by the teacher.
3. Providing each teacher and the superintendent with a copy of formal evaluation reports.
4. Probationary teachers - Three observations will occur for each formal evaluation period. During the first year each observation will be evaluating the followed by a conference between evaluator and teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to is due by December 1st 1, and the second prior to evaluation is due by April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule25, but no less than once every three- sixty (360) yearsdays apart.
5. The administration reserves the right to evaluate a tenured teacher more often. The evaluation All formal observations will be based upon announcedin writing and a copy given to the teacher within five (5) business days of the observation. Final evaluations for tenured teachers must be completed by April 25th and followed up by a conference between evaluator and teacher. If the evaluation is not completed within this timeline, unannounceda written statement to that affect will be placed in the teacher=s personnel file. If the teacher disagrees with the evaluation, informal observations and on he/she has five (5) business days to provide a written reaction or response to the evaluation. This will be attached to the evaluation.
6. Each formal observation of the teacher=s instructional performance will not be for less than one-half hour, or the duration of other duties and responsibilitiesa particular teaching unit. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The Informal observations may occur at any time prior to the development and for any length of the written evaluation, but time.
7. Tenure teachers will be evaluated at least one once every three years. Non-tenured teachers will be evaluated every year until tenure has been granted.
8. If the evaluator finds teacher deficient in some area of them must be planned an observation or the evaluation report, the evaluator, in consultation with the tenured teacher. The results of formal observations , will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluationsprovide an individual development plan (IDP).
29. The administrator shall prepare and submit a written evaluation and recommendations A teacher found to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt be deficient in some area of the evaluation report may be provided a mentor to be agreed upon by the teacher will sign teacher, the form indicating his/her receipt of proposed mentor, and the report. The signature on the form does not constitute his/her approval unless specifically notedprincipal.
410. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation If an evaluator finds a teacher deficient in the first year will be made part some area of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable workreport, the reasons shall will be set forth in specific termsterms as part of an IDP. Included The evaluator will provide definite, positive assistance to rectify professional difficulties to teachers receiving sub-standard evaluations. The process for the plan development will be examples in place within one week, with a final plan in place within 30 days of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility notification of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of an unsatisfactory evaluation.
E. The Board B. Final decision on the status of probationary and tenure teachers will rest with the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retentionBoard.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will performance of all teachers shall be evaluating evaluated in writing. A teacher's performance shall be rated as either satisfactory or unsatisfactory for each of the teacher’s performance within enumerated criteria in the time of formal responsibilityevaluation instrument, which are observed during the observation periods. The evaluation process criteria shall be reviewed and form will be shared with modified if necessary by the Association Building Representatives at principal and teaching staff of each building during the beginning last five weeks of each school year. The current evaluation instrument will be used until a new instrument is agreed upon.
(a) Probationary teachers B. Written evaluation reports shall be evaluated prepared by the teacher's building principal or another principal or superintendent of this district. Each written evaluation report shall be preceded by a formal classroom observation conducted openly and in view of the teacher or other arrangements agreed upon by the teacher and building representative. The written evaluation report shall be given to the teacher within ten (10) working days of the formal classroom observation. Any anecdotal information compiled during the above required formal classroom observation and not referred to in the written evaluation report shall be destroyed at the end of the evaluation period.
C. By November 15, each probationary teacher will be provided with an Individualized Development Plan (IDP) developed by the building principal in consultation with the individual teacher; and The teacher will be provided with at least an annual year-end performance evaluation by May 1st of each year during the teacher’s probationary period. The annual year-end performance evaluation shall be based on, but is not limited to, at least two (2) times classroom observations held at least sixty (60) days apart, unless a yearshorter interval between the two (2) classroom observations is mutually agreed upon by the teacher and the building principal. The first building principal may perform an evaluation more often if warranted, or if requested by the teacher; and The performance evaluations shall include at least an assessment of the teacher’s progress in meeting the goals of his/her IDP along with the completed appraisal report.
D. Tenured teachers will be completed provided with a performance evaluation at least once every three (3) years prior to December 1st February 1st. The building principal may perform an evaluation more often if warranted, or if requested by the teacher; and If the second prior to April 15th. Each evaluation teacher has received a less than overall satisfactory performance evaluation, the teacher will be based upon announced, unannounced, informal observations, on provided with an IDP developed by the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned building principal in consultation with the probationary individual teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once performance evaluation required every three- three (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will years shall be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluationon, but is not limited to, at least one of them must be planned in consultation with two (2) classroom observations held at least sixty (60) days apart, unless a shorter interval between the tenured teacher. The results of formal two (2) classroom observations will be discussed with is mutually agreed upon between the teacher in a timely mannerand the building principal. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to If the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of has an IDP, the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only shall include at the request least an assessment of the teacher.
B. A teacher who disagrees with ’s progress in meeting the content or procedure of evaluation may submit a written answer which shall be attached to the file copy goals of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedureIDP.
C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place.
D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation.
E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Collective Bargaining Agreement
TEACHER EVALUATION. A. The administration performance of all teachers shall be evaluated in writing. Tenure teachers shall be evaluated at least once every three years. If a tenure teacher receives a less than satisfactory performance evaluation, the teacher will be evaluating provided with an individualized development plan developed by appropriate administrative personnel in consultation with the individual teacher. The performance evaluation shall be based on, but is not limited to, at least two classroom observations conducted during the period covered by the evaluation and, if the teacher has an individualized development plan, shall include at least an assessment of the teacher’s performance within 's progress in meeting the time goals of formal responsibilityhis or her individualized development plan. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year.
(a) Probationary teachers shall be evaluated at least two (2) times a once each semester. Each probationary teacher shall be provided with an individualized development plan by appropriate administrative personnel in consultation with the individual teacher and provided with at least an annual year-end performance evaluation ' each year during the teacher's probationary period. The annual year-end performance evaluation shall be based on, but is not limited to, at least two classroom observations held at least sixty (60) days apart, unless a shorter interval between the two classroom observations is mutually agreed upon by the teacher and the administration, and shall include at least an assessment of the teacher's progress in meeting the goals of his or her individualized development plan. For the first evaluation three years of his or her employment in classroom teaching, a teacher shall be assigned by the school in which he or she teaches to one or more master teachers, or college professors, or retired master teachers, who shall act as a mentor or mentors to the teacher. During the three-year period, the teacher shall satisfactorily complete an intensive professional development induction into teaching based on the individualized development plan which shall consist of at least fifteen days of professional development, the experiencing of effective practices in university- linked professional development schools, and regional seminars conducted by master teachers and other mentors, including classroom management and instructional delivery. The district shall not be required to provide released time to the teacher to satisfy the fifteen-day professional development requirement mandated by law, shall not provided additional compensation to the teacher for these fifteen days of professional development, and shall not reimburse the teacher for any costs incurred in fulfilling this statutory requirement.
B. All monitoring or observation of the performance of a teacher shall be conducted openly. Evaluation will be completed prior conducted by the teacher's building principal or by the Superintendent.
C. A copy of the written evaluation shall be submitted to December 1st the teacher at the time of such personal interview or within ten (10) days thereafter: one to be signed and returned to the second prior administration, the other to April 15thbe retained by the teacher. Each In the event that the teacher feels his/her evaluation was incomplete or unjust, he/she may put his/her objections in writing and have them attached to the evaluation report to be placed in the personnel file. All evaluations will be based upon announced, unannounced, informal observations, on valid criteria for evaluating professional growth as jointly determined by the performance of other duties and responsibilities Board and the goals developed in the Individualized Development Plan (IDP)Association. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher.
B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. If an administrator believes a teacher is doing unacceptable work, the reasons therefore shall be set forth in specific terms. Included will be examples terms as shall an identification of the specific ways in which the teacher is to improve and of assistance may to be given by the administrator and other staff membersmembers.^
D. No later than April 15 in each probationary year the final written evaluation report will be furnished to the superintendent for each probationary teacher. In subsequent conferences it A copy shall be furnished to the responsibility of teacher. If the individual teacher report contains any information not previously made known to inquire whether adequate improvement has taken place.
D. Monitoring and observation of discussed with the work performance of probationary teacher, the teacher shall be conducted openlyhave the opportunity to submit additional information to the superintendent. The public address or audio system or similar types In the event that a probationary teacher is not continued in employment, the Board will advise the teacher of communications will not be used the reasons therefore in writing with a copy to the Association, and provide for the purpose of evaluationa hearing where requested.
E. Absence of a written evaluation of a tenure teacher for any period of time mentioned in this article will result in at least a satisfactory evaluation for that period of time.
F. Each teacher shall have the right upon request to review the contents of his/her own personnel file.
G. The Board and the Association recognize that the ability of pupils to progress and mature academically is a the combined result of the home, school, homeeconomic, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention.
F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher.
G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.
Appears in 1 contract
Samples: Master Agreement
TEACHER EVALUATION. A. The administration will work performance of all teachers shall be evaluating evaluated in writing. Bargaining unit members shall receive a yearly step increase or longevity payment for the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each next school year.
(a) , as appears in Appendix A, unless they receive a work performance evaluation of ineffective. Probationary teachers shall be evaluated at least two (2) times a during the school year. The first evaluation will be completed of the probationary teacher shall take place during the first semester or trimester at least two (2) months after the beginning of the semester or trimester. The second evaluation shall take place during the second semester at least sixty (60) days prior to December 1st and the end of the school year. The second prior to April 15th. Each evaluation will shall be based upon announced, unannounced, informal observations, on at least two observations held at least sixty (60) days apart unless a shorter interval is agreed to by the performance of other duties and responsibilities probationary teacher and the goals developed in the Individualized Development Plan administrator. Each probationary teacher shall be provided with an individual development plan (IDP). Tenured teachers shall be evaluated yearly by the last day of March. The announced yearly evaluation may be based upon observations. A tenured teacher who receives an ineffective evaluation shall be provided with an IDP.
B. Evaluations shall be conducted by a designated administrator (determined by October 1) except for the special education staff who shall be evaluated by the administrator responsible for supervision of these programs. By October 1, the teacher to be evaluated and unannounced observations should the designated administrator will mutually agree on the student achievement data used in the evaluation and the timeframe for the evaluation. The Board may assign other administrators or individuals with expertise to evaluate staff members who are experiencing performance problems or deficiencies. The Board agrees to have a list of duties and responsibilities prepared for traveling teachers.
C. Evaluations for probationary teachers shall include at least one observation. Observations for tenured teacher evaluations shall be by teacher request or at the discretion of the designated administrator. An observation shall be made in person for a minimum of thirty (30) consecutive minutes in length. The observations may occur at anytime prior to the development and shall be conducted openly and with full knowledge of the written evaluation, but at least one teacher. Video-taping for the purpose of them must performance evaluation shall only be planned in consultation conducted with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
(b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations.
2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations.
3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted.
4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request consent of the teacher.
B. A D. At least one (1) formal observation shall be preceded by not less than forty-eight (48) hours notice.
E. All evaluations shall be reduced to writing and a copy given to the teacher who within ten days of the last observation the evaluation is based upon. If the teacher disagrees with the content or procedure of evaluation evaluation, he/she may submit a written answer response which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure.
C. question. If an administrator believes a teacher is doing unacceptable work, the reasons therefore shall be set forth in specific terms. Included will be examples terms as shall an identification of the specific ways in which the teacher is to improve and of the assistance may to be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken placeadministration.
D. Monitoring and observation of F. Following each formal evaluation, which shall include a conference with the work performance of evaluator, the teacher shall sign and be conducted openlygiven a copy of the evaluation report prepared by his evaluator. The public address or audio system or similar types In no case shall the teacher's signature be construed to mean that he/she necessarily agrees with the contents of communications will not the evaluation. A teacher may submit a self-evaluation and/or submit additional comments to the written evaluation if he/she so desires. All written evaluations are to be used for placed in the purpose of evaluationteacher's personnel file.
E. G. No later than March 30 of each probationary year the final written evaluation report will be furnished to the Superintendent covering each probationary teacher. A copy shall be furnished to the teacher. If the report contains any information not previously made known to and discussed with the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendent including additional evaluations made by others at the teacher's request. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore in writing with a copy to the Association.
H. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test When such test results of academic progress of students shall not be used are utilized, factors such as other causal factors such as the sole determinant or in isolated instances to evaluate family environment, the quality validity and reliability of a the instrument, possible cultural biases of the instrument, and other testing problems shall also be considered.
I. Each teacher's service evaluation shall include at the conclusion of the report, the statement: "Considering all factors, the work performance of this teacher is highly effective, effective, minimally effective, or fitness for retentionineffective.
F. All communications" In the case of any evaluations marked "ineffective", including evaluations by Milan Administratorsthe Association President shall be notified. Unless the individual requests otherwise, commendations, and documented complaints directed toward the teacher which are to an Association Representative shall be included in evaluation conferences until the personnel file shall be made available for review teacher is deemed "effective".
J. At any stage of the evaluation process, the teacher prior shall have the right to placement request Association Representation.
K. If discharge of a teacher (including denial of tenure) is to be considered because of inadequacies observed in the file; a copy teacher's professional work with students, such action must minimally be preceded by:
1. Repeated observations of any such communication will be provided to the inadequacies through the observation process.
2. Clear direction that the teacher at this timemust improve and the consequences of failure to do so.
3. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such reviewAdequate opportunity for the teacher to make improvement.
4. A written statement for inclusion in the personnel file may then be made by recommendation regarding what the teacher should consider doing in regard order to materials that were not signed correct inadequacies.
5. The teacher may request an evaluation by the teacher. A representative of the Association may accompany another administrator named by the teacher.
G. Ordinarily, observations L. The Board agrees to follow a policy of teachers shall not be for less than progressive discipline designed to assure that the discipline imposed upon a full class period or teacher is appropriate for the duration conduct for which the teacher is being disciplined. Progressive discipline normally includes a verbal warning, written warning, reprimand, suspension, with discharge as final and last resort. Any disciplinary action taken against a teacher shall be appropriate to the behavior which precipitates said action and shall be issued in person.
M. If the behavior which precipitates the discipline justifies the discipline which is imposed, it is understood there is no obligation to first impose a lesser type of a particular teaching lessondiscipline. For example, any teacher found guilty of criminal acts against any student can be discharged without following the above disciplinary procedure.
Appears in 1 contract
Samples: Collective Bargaining Agreement
