TEACHER EVALUATIONS. 1. Evaluation of teachers and the Career Placement Coordinator shall be an ongoing and continuous process consisting of Year 1, Year 2, and Year 3. Years 2 and 3 processes will be utilized with nurses and social workers. It is recognized by the Board and the Association that, in addition to the classroom performance of the teacher, which includes knowledge of subject matter, appropriate and effective classroom control and discipline, and the ability to establish rapport and a positive working relationship with students, other factors contribute to the effectiveness of the teacher's total achievement in his/her assignment. Test results may be discussed verbally with the teacher(s). No written reference to test results will be used in teacher evaluation. Any recognized deficiency in teacher performance will be brought to the attention of the teacher in a reasonable period of time and shall be substantiated. All monitoring and observation of the performance of an employee shall be conducted openly and with full knowledge of the teacher. Classroom visitation by evaluators for the purpose of evaluating shall not unduly interfere with the normal teacher-learning process.
TEACHER EVALUATIONS. 19.1 The following provisions apply to teacher evaluation per Diocesan Policy 4117.0.
TEACHER EVALUATIONS. A. Each teacher shall have the right, upon request, to review the contents of his/her personal file folder.
TEACHER EVALUATIONS. The School Board and the Association recognize that evaluation of the staff is a vital function of the District. A Teacher Evaluation Review Committee consisting of six teachers, including two elementary, two middle school, and two high school teachers appointed by the Twin Falls Education Association; an elementary administrator, a middle school administrator, and an high school administrator appointed by the Twin Falls School District Administration; and three district office administrators to include the Elementary Director, the Secondary Director and the Director of Support Services. The appointment of the members of the committee will be made on or before October 1st of each year. An administrator from the district and a member appointed by the Association will co-chair the committee. The committee will meet at the call of the co-chairs. The Professional Practice portion of the evaluation will be conducted by a member of the building administrative team. The building administrator will meet individually with the teacher before the end of first quarter to discuss goals and the evaluation tool. The evaluation shall include a minimum of two (2) documented observations annually, with at least one (1) observation being completed by January 1 of each year. Teachers on the professional/advanced professional rung of the career ladder will have at least one
TEACHER EVALUATIONS. A. Teachers will be evaluated using the guidelines established in the Certificated Evaluation and Professional Growth Program, in effect as of July 1, 2013, or as amended [See Area 2 Section 1]. New teachers will receive a copy of the District Teacher Evaluation Handbook.
TEACHER EVALUATIONS. Non-OTES teachers shall be evaluated in accordance with the following procedures.
TEACHER EVALUATIONS. 26.01 Only supervisory officers and elementary principals shall evaluate a teacher's competence. No member of the Union shall be required to evaluate a teacher's competence.
TEACHER EVALUATIONS. A. Each Association member, upon employment or at the beginning of the school year, whichever is later, shall be apprised of his/her job description. Association members will be informed of the procedure to be used in evaluations.
TEACHER EVALUATIONS. A. The Board and the Association agree to comply with all state statutes and regulations governing the evaluation of tenured and non-tenured teachers.
TEACHER EVALUATIONS. A. The Employer and the Association agree that the effective performance of all school personnel is essential to the success of the school program, and such success is enhanced by procedures for assisting and evaluating teacher performance. In this regard, the development of an effective on-going program of evaluation is essential for professional growth.
