Common use of TEACHER EVALUATIONS Clause in Contracts

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. B. At the beginning of each school year, each employee to be evaluated will be furnished with a copy of the evaluation form to be used by the administrator and teacher to establish evaluation criteria as agreed upon by the Employer and the Association. (Attached as Appendix B) C. The professional performance of tenured teachers shall be evaluated at least once every three years. The professional performance of non-tenured teachers shall be evaluated at least once every school year. Each evaluation shall consist of two observations at least sixty days apart and shall not occur in the month of September nor shall they occur during or prior to school events like holidays, homecoming, Applefest. (This list is illustrative and is not meant to be limiting or inclusive.) D. Observations shall be conducted by the building principal or other qualified administrator. The total observation time for the school year shall be not less than sixty (60) minutes in at least thirty (30) minute blocks with the division of this time to be agreed upon by the employee and the administrator. If the parties cannot agree on an appropriate evaluation schedule, the administrator will note this fact on the observation form and will conduct the observation at reasonable times. All observations shall be conducted openly and with full knowledge of the teacher. All non-tenured teachers will have an agreed upon IDP at least two weeks prior to any observation. E. Within ten (10) days after the observation, the employee and the administrator will discuss the observation and reduce it to writing. The employee shall sign the observation report upon receipt of the same. If an employee disagrees with the observation report, the employee may submit a written response which shall be attached to the observation report. F. If there is concern about continued employment of an employee, said teacher shall be notified in writing after the final observation and prior to the formal evaluation of said concerns. G. Formal evaluations shall be written by the building principal sixty-five (65) days prior to the end of the school fiscal year. Formal evaluations will reflect the content of the observations and other pertinent information consistent with the evaluation instrument. Upon receipt of the evaluation, the employee will sign the evaluation for submission to the superintendent. H. Prior to sixty-five (65) days before the close of each school fiscal year, each building principal shall submit to the superintendent a list of names of all teachers whom he/she recommends and does not recommend to be rehired for the coming school year. Said recommendations shall include in each case of non-renewal a list of the reasons for said recommendation. Each employee who is not recommended for rehire shall receive a copy of the reasons from the building principal.

TEACHER EVALUATIONS. A. The Employer Board and the Association both recognize that the purposes of teacher evaluations are to maintain a high quality of instruction in the Xxxxxxx Public Schools and to assist the teachers in improving their classroom effectiveness through positive reinforcement and constructive criticism. B. The parties agree that the effective teacher evaluation procedure shall provide opportunities for the evaluator to record the performance of all school personnel is essential to the success teacher in formal classroom visitations. In addition, the parties agree that informal observation may be a part of a total evaluation that records the performance 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 growthteacher. B. At the beginning of each school year, each employee to be evaluated C. All probationary teachers will be furnished with a copy of the evaluation form to be used by the administrator formally evaluated at least three (3) times each year and teacher to establish evaluation criteria as agreed upon by the Employer and the Association. (Attached as Appendix B) C. The professional performance of tenured tenure teachers shall may be evaluated at least once every three yearsthe discretion of the administration. 1. The professional performance Probationary teachers' evaluations will be separated by a reasonable period of non-tenured teachers shall time sufficient to allow the teacher to effect any written suggestions for improvement and to provide the evaluator with an opportunity to observe improvement. More evaluations can be evaluated made if found to be necessary by the administration. Formal evaluations must be separated by at least once every school year. Each evaluation shall consist of two observations at least sixty days apart and shall not occur in the month of September nor shall they occur during or prior to school events like holidays, homecoming, Applefest. (This list is illustrative and is not meant to be limiting or inclusive.) D. Observations shall be conducted by the building principal or other qualified administrator. The total observation time for the school year shall be not less than sixty (60) minutes in at least thirty (30) minute blocks with the division of this time to be agreed upon by the employee and the administrator. If the parties cannot agree on an appropriate evaluation schedule, the administrator will note this fact on the observation form and will conduct the observation at reasonable times. All observations shall be conducted openly and with full knowledge of the teacher. All non-tenured teachers will have an agreed upon IDP at least two weeks prior to any observation. E. Within ten (10) school days. 2. Each teacher who will be formally evaluated during a given school year shall have the evaluation, including the evaluation conference, completed by May 15. 3. First probationary teacher evaluations shall be completed within three (3) months of the commencement of employment. D. Evaluations will be a culmination of observations with at least one 30 minute observations, or more formal observation. 1. A post evaluation conference will be held within ten (10) school days after the a formal classroom observation, unless the employee and the administrator will discuss the observation and reduce it to writingteacher is notified of extenuating circumstances or by mutually agreed postponement. 2. The employee shall sign the observation report upon receipt A written evaluation of the sameteacher's performance will be presented at this conference. 3. If an employee disagrees requested by the teacher, a representative of the Association may be present at this conference. Said conference must not interfere with the observation report, the employee may submit a written response which shall be attached to the observation reportschool time or activity. F. If there is concern about continued employment of an employee, said 4. Each teacher shall be notified in writing after the final observation and not less than one (1) hour prior to the each formal evaluation of said concernsclassroom visitation. G. Formal evaluations 5. Each teacher shall be written sign each evaluation upon the completion of the post evaluation conference to indicate that the evaluation has been reviewed by the teacher and evaluator. Signing does not necessarily indicate agreement. E. Tenure Teacher Evaluations: Tenure teachers will experience consistent walk through observations by the building principal sixty-five (65) days prior or district administrative staff. The purpose of these visits are to provide the Administrator with the opportunity to observe informally and to coach the teacher to enhance professional growth. Formal evaluation of tenured teachers will occur if the administrator deems it warranted. This formal evaluation will be a culmination of observations with at least one formal observation of 30 minutes or more. This does not prohibit disciplinary action for inappropriate behavior. The evaluation form will consist of a typewritten sheet or sheets of paper with written comments by the Administrator evaluating the teacher. 1. The form will require the principals to make written suggestions for improvement. 2. The teacher will have an opportunity to respond in writing to the end of the school fiscal year. Formal evaluations will reflect the content of the observations and other pertinent information consistent with the evaluation instrument. Upon receipt of the evaluation, the employee will sign the evaluation for submission to the superintendent. H. Prior to sixty-five (65) days before the close of each school fiscal year, each building principal shall submit to the superintendent a list of names of all teachers whom he/she recommends and does not recommend to 3. The teacher will be rehired for the coming school year. Said recommendations shall include in each case of non-renewal a list of the reasons for said recommendation. Each employee who is not recommended for rehire shall receive given a copy of this evaluation. F. Informal observations shall consist of periods of time sufficient enough to make a valid and accurate evaluation, but will not involve the reasons from the building principalsame period of time as a formal observation.

TEACHER EVALUATIONS. A. The Employer 6.01 Teachers in a probationary status shall have at least two (2) formal evaluations during their first probationary school year of employment (i.e. one prior to December 15th and a second prior to April 15th). Thereafter (i.e. during their second and subsequent probationary school years of employment), probationary teachers shall have at least one (1) formal evaluation on an annual year-end basis. Teachers on tenure shall have at least one (1) formal evaluation every three (3) years. All such formal evaluations (whether probationary or tenure) shall be completed not later than May 15th (unless the evaluator, the teacher and the Association agree that the effective performance of all school personnel is essential otherwise agree). 6.02 The following procedures shall be observed with respect to the success formal evaluations conducted in accordance with paragraph 6.01 (above). a. The primary evaluator shall be the immediate supervisor. One or more school administrators may be used to complete or enhance the evaluation at the discretion of the school programSuperintendent. Furthermore, a teacher may request that another administrator conduct one or more classroom observations and/or participate in the evaluation process. b. Prior to initiating the formal evaluation the evaluator shall hold a pre- evaluation conference with the teacher to discuss and such success is enhanced by procedures for assisting review the teacher performance evaluation form (Schedule E) and evaluating teacher performance. In this regardevaluation procedures. c. For probationary teachers, the following shall apply: (1) A written individualized development of an effective on-going program of evaluation is essential for professional growth. B. At plan (“IDP”) shall be developed by the beginning of each school year, each employee to be evaluated will be furnished administrator in consultation with the teacher; and a copy of the evaluation form to be used by the administrator and teacher to establish evaluation criteria as agreed upon by the Employer and the Association. (Attached as Appendix B) C. The professional performance of tenured teachers IDP shall be evaluated given to the teacher by October 15th of each year (unless a later date is mutually agreed upon). The IDP shall, to the extent reasonably possible and appropriate, be based on the factors or criteria appearing in the evaluation form. (2) There shall be at least once every three yearstwo (2) classroom observations, of at least forty- five (45) minutes each, for each of the required formal evaluations. The professional performance of nonannual year-tenured teachers end evaluation shall be evaluated based on, but is not limited to, at least once every school year. Each evaluation shall consist of two (2) classroom observations held at least sixty days apart and shall not occur in the month of September nor shall they occur during or prior to school events like holidays, homecoming, Applefest. (This list is illustrative and is not meant to be limiting or inclusive.) D. Observations shall be conducted by the building principal or other qualified administrator. The total observation time for the school year shall be not less than sixty (60) minutes in calendar days apart (unless the administrator and the teacher agree to a shorter period). (3) The annual year-end evaluation shall at least thirty include an assessment of the teacher's progress in meeting the goals of his/her IDP. d. For tenured teachers, the following shall apply: (301) minute blocks There shall be at least two (2) classroom observations, of at least forty- five (45) minutes each, for the required formal evaluations. The two (2) classroom observations, or at least any two (2) of them if there are more, shall be at least sixty (60) calendar days apart (unless the administrator and the teacher agree to a shorter period). (2) If the teacher has received a less than satisfactory evaluation (as stated on the evaluation form), a written individualized development plan (“IDP”) shall be developed for the teacher by the administrator in consultation with the division teacher; and a copy of this time the IDP shall be given to the teacher. The IDP shall, to the extent reasonably possible and appropriate, be based on the factors or criteria appearing in the evaluation form and shall include specific District or administrative assistance to be agreed upon by provided to the employee and teacher in support of the administrator. IDP. (3) If the parties cannot agree teacher has an IDP, the formal evaluation shall include an assessment of the teacher’s progress in meeting the goals of his/her IDP. e. A formal evaluation shall be based only on observations and events that have occurred since the last formal evaluation and/or on matters addressed in a current IDP (if any). This shall not, however, prohibit the District from referring to and relying upon earlier evaluations with respect to any ongoing or continuing concerns. f. When, pursuant to this Article, an appropriate evaluation scheduleIDP is to be developed by an administrator in consultation with a teacher, the administrator will note this fact on shall meet with the teacher to discuss the proposed IDP and to afford the teacher an opportunity for input into its development. g. For each classroom observation conducted as part of a formal evaluation, the teacher shall be given a copy of the observation form and report within five (5) school days after the observation. The evaluator will then conduct a post-observation conference with the observation at reasonable times. All observations shall be conducted openly and with full knowledge of the teacher. All non-tenured teachers will have an agreed upon IDP at least two weeks prior to any observation. E. Within teacher within ten (10) school days after each such observation. These time lines may be extended by mutual agreement. h. Prior to finalizing the observationformal evaluations required by this Article, the employee and the administrator will discuss the observation and reduce it to writing. The employee evaluator shall sign the observation report upon receipt of the same. If an employee disagrees with the observation report, the employee may submit prepare a written response which shall be attached to the observation report. F. If there is concern about continued employment of an employee, said teacher shall be notified in writing after the final observation and prior to the formal evaluation of said concerns. G. Formal evaluations shall be written by the building principal sixty-five (65) days prior to the end of the school fiscal year. Formal evaluations will reflect the content of the observations and other pertinent information consistent with the evaluation instrument. Upon receipt of the draft evaluation, the employee will sign the evaluation for submission to the superintendent. H. Prior to sixty-five (65) days before the close of each school fiscal year, each building principal shall submit to the superintendent a list of names of all teachers whom he/she recommends and does not recommend to be rehired for the coming school year. Said recommendations shall include in each case of non-renewal a list of the reasons for said recommendation. Each employee who is not recommended for rehire shall receive give a copy of the reasons from same to the building principalteacher, and shall allow for teacher input into the evaluation before conducting the evaluation conference. Discussion between the teacher and evaluator may result in modifications to the draft evaluation. If any such changes are made as a result of such discussions, the draft evaluation will be revised as needed. The teacher shall then be given a copy of the revised draft evaluation prior to the final evaluation conference. i. In an effort to help the teacher develop professionally, specific written suggestions for improvement shall be made part of the formal evaluation report in all areas where “does not meet expectations” is indicated. j. The evaluator shall hold a final evaluation conference with the teacher being evaluated for the purpose of discussing the evaluation and presenting written methods of improving areas of weakness demonstrated by the teacher. The teacher shall be given a written copy of the final evaluation report. k. The teacher being evaluated shall have the right to attach to the evaluation form, a written explanation or objection to be retained with the written evaluation. l. The teacher may request a conference with the Superintendent of Schools to discuss his/her evaluation in the presence of the evaluator(s). 6.03 Formal teacher evaluations shall be done pursuant to the Teacher Evaluation Form which is attached hereto as Schedule E and which is incorporated in and made a part of this Agreement. 6.04 Before acting on the proposed non-renewal of a probationary teacher, the District shall notify the teacher and the Association of the proposed non-renewal and shall afford the teacher a reasonable opportunity to resign (in lieu of non-renewal).

TEACHER EVALUATIONS. The District shall notify the certificated employees in writing of its intent to formally observe said certificated employee in order that the evaluation will be conducted openly and with the full knowledge of the certificated employee. 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 growthcertificated employee’s evaluator shall be his/her immediate supervisor. B. At Certificated employee shall not be required to participate in the beginning evaluation(s) and/or observations of other teachers. C. Evaluation and assessment of the performance of each certificated employee shall be made on a continuing basis. Each employee will be observed at least twice each school year for probationary personnel, and at least once every other year for persons with permanent status in order to generate the summary evaluation. When a permanent employee of the district has 1.) been with the district for 10 years, 2.) the summary evaluations earned during that time indicate a satisfactory rating, that individual shall be evaluated every five years following the timeline as shown below. Any extension of these guidelines will be made only by the express written approval of the Superintendent of the contracted employee being evaluated. D. The evaluation steps will occur on or before the following dates: October 1: Evaluator notifies in writing that a formal evaluation will take place during the school year, each . October 20: Completion of pre-observation conference. E. A pre-observation conference to discuss matters germane to the evaluation of the certificated employee to shall be evaluated will be furnished with a conducted. A copy of the evaluation form to be used by the administrator and teacher to establish certificated evaluation criteria as agreed upon by the Employer and the Association. (Attached as Appendix B) C. The professional performance of tenured teachers shall be evaluated provided to the certificated employee by October 20. The evaluator should observe the work of the certificated employee for at least once every three years. The professional performance of non-tenured teachers shall be evaluated at least once every school year. Each evaluation shall consist of two observations at least sixty days apart and shall not occur in the month of September nor shall they occur during or prior to school events like holidays, homecoming, Applefest. (This list is illustrative and is not meant to be limiting or inclusive.) D. Observations shall be conducted by the building principal or other qualified administrator. The total observation time for the school year shall be not less than sixty (60) minutes in at least one thirty (30) minute blocks with period. The certificated employee shall be evaluated on how well he/she is fulfilling the division of this time to be agreed upon assigned duties and responsibilities as specified by the certificated evaluation criteria. The certificated employee and the administrator. If the parties cannot agree on an appropriate evaluation schedule, the administrator will note this fact on the observation form and will conduct the observation at reasonable times. All observations shall be conducted openly and with full knowledge given a copy of the teacher. All non-tenured teachers will have an agreed upon IDP at least two weeks prior to any observation. E. Within written evaluation report within ten (10) working days after date of observation. The certificated employee must be given at least 30 working days before the next formal observation, the employee and the administrator will discuss the observation and reduce it to writingunless otherwise agreed upon. The certificated employee shall sign have the observation report upon receipt right to initiate a written reaction or response to the evaluation within ten 1. Specific recommendations for improvement; 2. Direct assistance to implement such recommendations 3. Provisions of additional resources to be utilized to assist with improvement; 4. Criteria for determining improvement; 5. Time schedule to monitor progress; 6. Observations; 7. Conferences and/or visitations to other sites. For the purpose of this Article, the certificated employee shall be entitled to have a representative of his/her choice present at any of the sameevaluation meetings. If an employee disagrees with the observation reportAt such time, the employee evaluator may submit also include a written response which representative at such meetings. It is understood that the representatives are observers only and not participants. Evaluation shall be attached not make reference to the observation reporta teacher’s race, color, creed, domicile, sexual orientation, marital status, age, political performance, physical handicap, or professional association membership status. F. If there 1. Materials in personnel files of employees, which may serve as a basis for affecting the status of their employment, are to be made available for the inspection of the person involved. 2. Such material is concern about continued employment of an employeenot to include rating, said teacher shall be notified in writing after the final observation and reports, or records which: a. Were obtained prior to the formal evaluation employment of said concernsthe person involved, b. Were prepared by identifiable examination committee members, or c. Were obtained in connection with a promotional examination. G. Formal evaluations 3. Every employee shall be written by have the building principal sixty-five (65) days prior right to inspect such materials upon request, provided that the request is made at a time when such person is not actually required to render services to the end employing District. 4. Information of a derogatory nature, except material mentioned in the school fiscal year. Formal evaluations will reflect the content second paragraph of the observations this section, shall not be entered or filed unless and other pertinent information consistent with the evaluation instrument. Upon receipt of the evaluation, until the employee will sign is given notice and given 10 working days to respond in writing and an opportunity to review and comment thereon. An employee shall have the evaluation for submission right to the superintendententer, and have attached to any such derogatory statement, his own comments thereon. H. Prior to sixty-five (65) days before the close of each school fiscal year, each building principal shall submit to the superintendent a list of names of all teachers whom he/she recommends and does not recommend to be rehired for the coming school year. Said recommendations shall include in each case of non-renewal a list of the reasons for said recommendation. Each employee who is not recommended for rehire shall receive a copy of the reasons from the building principal.

TEACHER EVALUATIONS. A. The Employer 6.01 Teachers in a probationary status shall have at least two (2) formal evaluations during their first probationary school year of employment (i.e. one prior to December 15th and a second prior to April 15th). Thereafter (i.e. during their second and subsequent probationary school years of employment), probationary teachers shall have at least one (1) formal evaluation on an annual year-end basis. Teachers on tenure shall have at least one (1) formal evaluation every three (3) years. All such formal evaluations (whether probationary or tenure) shall be completed not later than May 15th (unless the evaluator, the teacher and the Association agree that the effective performance of all school personnel is essential otherwise agree). 6.02 The following procedures shall be observed with respect to the success formal evaluations conducted in accordance with paragraph 6.01 (above). a. The primary evaluator shall be the immediate supervisor. One or more school administrators may be used to complete or enhance the evaluation at the discretion of the school programSuperintendent. Furthermore, a teacher may request that another administrator conduct one or more classroom observations and/or participate in the evaluation process. b. Prior to initiating the formal evaluation the evaluator shall hold a pre-evaluation conference with the teacher to discuss and such success is enhanced by procedures for assisting review the teacher performance evaluation form (Schedule E) and evaluating teacher performance. In this regardevaluation procedures. c. For probationary teachers, the following shall apply: (1) A written individualized development of an effective on-going program of evaluation is essential for professional growth. B. At plan (“IDP”) shall be developed by the beginning of each school year, each employee to be evaluated will be furnished administrator in consultation with the teacher; and a copy of the evaluation form to be used by the administrator and teacher to establish evaluation criteria as agreed upon by the Employer and the Association. (Attached as Appendix B) C. The professional performance of tenured teachers IDP shall be evaluated given to the teacher by October 15th of each year (unless a later date is mutually agreed upon). The IDP shall, to the extent reasonably possible and appropriate, be based on the factors or criteria appearing in the evaluation form. (2) There shall be at least once every three yearstwo (2) classroom observations, of at least forty- five (45) minutes each, for each of the required formal evaluations. The professional performance of nonannual year-tenured teachers end evaluation shall be evaluated based on, but is not limited to, at least once every school year. Each evaluation shall consist of two (2) classroom observations held at least sixty days apart and shall not occur in the month of September nor shall they occur during or prior to school events like holidays, homecoming, Applefest. (This list is illustrative and is not meant to be limiting or inclusive.) D. Observations shall be conducted by the building principal or other qualified administrator. The total observation time for the school year shall be not less than sixty (60) minutes in calendar days apart (unless the administrator and the teacher agree to a shorter period). (3) The annual year-end evaluation shall at least thirty include an assessment of the teacher's progress in meeting the goals of his/her IDP. d. For tenured teachers, the following shall apply: (301) minute blocks There shall be at least two (2) classroom observations, of at least forty- five (45) minutes each, for the required formal evaluations. The two (2) classroom observations, or at least any two (2) of them if there are more, shall be at least sixty (60) calendar days apart (unless the administrator and the teacher agree to a shorter period). (2) If the teacher has received a less than satisfactory evaluation (as stated on the evaluation form), a written individualized development plan (“IDP”) shall be developed for the teacher by the administrator in consultation with the division teacher; and a copy of this time the IDP shall be given to the teacher. The IDP shall, to the extent reasonably possible and appropriate, be based on the factors or criteria appearing in the evaluation form and shall include specific District or administrative assistance to be agreed upon by provided to the employee and teacher in support of the administrator. IDP. (3) If the parties cannot agree teacher has an IDP, the formal evaluation shall include an assessment of the teacher’s progress in meeting the goals of his/her IDP. e. A formal evaluation shall be based only on observations and events that have occurred since the last formal evaluation and/or on matters addressed in a current IDP (if any). This shall not, however, prohibit the District from referring to and relying upon earlier evaluations with respect to any ongoing or continuing concerns. f. When, pursuant to this Article, an appropriate evaluation scheduleIDP is to be developed by an administrator in consultation with a teacher, the administrator will note this fact on shall meet with the teacher to discuss the proposed IDP and to afford the teacher an opportunity for input into its development. g. For each classroom observation conducted as part of a formal evaluation, the teacher shall be given a copy of the observation form and report within five (5) school days after the observation. The evaluator will then conduct a post-observation conference with the observation at reasonable times. All observations shall be conducted openly and with full knowledge of the teacher. All non-tenured teachers will have an agreed upon IDP at least two weeks prior to any observation. E. Within teacher within ten (10) school days after each such observation. These time lines may be extended by mutual agreement. h. Prior to finalizing the observationformal evaluations required by this Article, the employee and the administrator will discuss the observation and reduce it to writing. The employee evaluator shall sign the observation report upon receipt of the same. If an employee disagrees with the observation report, the employee may submit prepare a written response which shall be attached to the observation report. F. If there is concern about continued employment of an employee, said teacher shall be notified in writing after the final observation and prior to the formal evaluation of said concerns. G. Formal evaluations shall be written by the building principal sixty-five (65) days prior to the end of the school fiscal year. Formal evaluations will reflect the content of the observations and other pertinent information consistent with the evaluation instrument. Upon receipt of the draft evaluation, the employee will sign the evaluation for submission to the superintendent. H. Prior to sixty-five (65) days before the close of each school fiscal year, each building principal shall submit to the superintendent a list of names of all teachers whom he/she recommends and does not recommend to be rehired for the coming school year. Said recommendations shall include in each case of non-renewal a list of the reasons for said recommendation. Each employee who is not recommended for rehire shall receive give a copy of the reasons from same to the building principalteacher, and shall allow for teacher input into the evaluation before conducting the evaluation conference. Discussion between the teacher and evaluator may result in modifications to the draft evaluation. If any such changes are made as a result of such discussions, the draft evaluation will be revised as needed. The teacher shall then be given a copy of the revised draft evaluation prior to the final evaluation conference. i. In an effort to help the teacher develop professionally, specific written suggestions for improvement shall be made part of the formal evaluation report in all areas where “does not meet expectations” is indicated. j. The evaluator shall hold a final evaluation conference with the teacher being evaluated for the purpose of discussing the evaluation and presenting written methods of improving areas of weakness demonstrated by the teacher. The teacher shall be given a written copy of the final evaluation report. k. The teacher being evaluated shall have the right to attach to the evaluation form, a written explanation or objection to be retained with the written evaluation. l. The teacher may request a conference with the Superintendent of Schools to discuss his/her evaluation in the presence of the evaluator(s). 6.03 Formal teacher evaluations shall be done pursuant to the Teacher Evaluation Form which is attached hereto as Schedule E and which is incorporated in and made a part of this Agreement. 6.04 Before acting on the proposed non-renewal of a probationary teacher, the District shall notify the teacher and the Association of the proposed non-renewal and shall afford the teacher a reasonable opportunity to resign (in lieu of non-renewal).

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. B. At the beginning of each school year, each employee to be evaluated will be furnished with a copy of the evaluation form to be used by the administrator and teacher to establish evaluation criteria as agreed upon by the Employer and the Association. (Attached as Appendix B) C. The professional performance of tenured teachers shall be evaluated at least once every three years. The professional performance of non-tenured nontenured teachers shall be evaluated at least once every school year. Each evaluation shall consist of two observations at least sixty days apart and shall not occur in the month of September nor shall they occur during or prior to school events like holidays, homecoming, Applefest. (This list is illustrative and is not meant to be limiting or inclusive.) D. Observations shall be conducted by the building principal or other qualified administrator. The total observation time for the school year shall be not less than sixty (60) minutes in at least thirty (30) minute blocks with the division of this time to be agreed upon by the employee and the administrator. If the parties cannot agree on an appropriate evaluation schedule, the administrator will note this fact on the observation form and will conduct the observation at reasonable times. All observations shall be conducted openly and with full knowledge of the teacher. All non-tenured nontenured teachers will have an agreed upon IDP at least two weeks prior to any observation. E. Within ten (10) days after the observation, the employee and the administrator will discuss the observation and reduce it to writing. The employee shall sign the observation report upon receipt of the same. If an employee disagrees with the observation report, the employee may submit a written response which shall be attached to the observation report. F. If there is concern about continued employment of an employee, said teacher shall be notified in writing after the final observation and prior to the formal evaluation of said concerns. G. Formal evaluations shall be written by the building principal sixty-five (65) days prior to the end of the school fiscal year. Formal evaluations will reflect the content of the observations and other pertinent information consistent with the evaluation instrument. Upon receipt of the evaluation, the employee will sign the evaluation for submission to the superintendent. H. Prior to sixty-five (65) days before the close of each school fiscal year, each building principal shall submit to the superintendent a list of names of all teachers whom he/she recommends and does not recommend to be rehired for the coming school year. Said recommendations shall include in each case of non-renewal a list of the reasons for said recommendation. Each employee who is not recommended for rehire shall receive a copy of the reasons from the building principal.