Common use of TEACHER EVALUATIONS Clause in Contracts

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 with the teacher before the first observation 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. In situations where a teacher is unavailable for two (2) documented classroom observations, due to situations such as long-term illness, late year hire, etc., one (1) documented classroom observation is acceptable. At least one of the documented observations will be a minimum of 30 continuous minutes. A residency teacher will have two (2) observations and both will be at least 30 continuous minutes. The formal written evaluation will be reviewed during a post evaluation conference to communicate results, discuss any concerns, commend the employee for a job well done, and to obtain signatures. At the beginning of each contract year, employees will be given a copy of the evaluation and other evaluation tools to be used that year. Employees will sign that the documents have been received.

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 Coco-Chair chair the Committeecommittee. The Committee committee will meet at the call of the Coco-Chairschairs. 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 observation 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. In situations where Teachers on the professional/advanced professional rung of the career ladder will have at least one (1) of their two (2) formal observations be a minimum of 30 continuous minutes. Teachers on the residency rung of the career ladder will have a minimum of two (2) formal observations and both will be a minimum of 30 continuous minutes. The formal observation(s) shall be scheduled with the teacher at least three (3) days in advance. If either party needs to reschedule, the new time will be agreed upon by both parties. If a teacher is unavailable for two (2) documented classroom observations, due to situations unforeseen circumstances such as long-term illness, late year hire, etc., one (1) documented classroom observation is acceptable. At least one of the documented observations will be a minimum of 30 continuous minutes. A residency teacher will have two (2) observations and both will be at least 30 continuous minutes. The formal written evaluation will be reviewed during a post post-evaluation conference to communicate results, discuss any concerns, commend the employee for a job well doneshare commendations, and to obtain signatures. If a teacher disagrees with one or more of the ratings in their evaluation, they will set up an appeal meeting with their (evaluating) administrator. At that meeting, the teacher would present written evidence to their administrator for each of the areas they were requesting a change. If the administrator does not agree with the written evidence, then the teacher can appeal to the appropriate director. The director will assign another administrator from a different building, but at the same level (elementary, middle school, or high school) to do a second review of the same written evidence with all identifying information removed. This decision will be final. At the beginning of each contract year, employees will be given a copy of the evaluation and other evaluation tools to be used that year. Employees will sign that the documents have been received.

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 Coco-Chair chair the Committeecommittee. The Committee committee will meet at the call of the Coco-Chairschairs. 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 observation 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. In situations where Teachers on the professional/advanced professional rung of the career ladder will have at least one (1) of their two (2) formal observations be a minimum of 30 continuous minutes. Teachers on the residency rung of the career ladder will have a minimum of two (2) formal observations and both will be a minimum of 30 continuous minutes. It is considered best practice to have formal observations planned with the teacher in advance. If a teacher is unavailable for two (2) documented classroom observations, due to situations unforeseen circumstances such as long-term illness, late year hire, etc., one (1) documented classroom observation is acceptable. At least one of the documented observations will be a minimum of 30 continuous minutes. A residency teacher will have two (2) observations and both will be at least 30 continuous minutes. The formal written evaluation will be reviewed during a post post-evaluation conference to communicate results, discuss any concerns, commend the employee for a job well doneshare commendations, and to obtain signatures. If a teacher disagrees with one or more of the ratings in their evaluation, they will set up an appeal meeting with their (evaluating) administrator. At that meeting, the teacher would present written evidence to their administrator for each of the areas they were requesting a change. If the administrator does not agree with the written evidence, then the teacher can appeal to the appropriate director. The director will assign another administrator from a different building, but at the same level (elementary, middle school, or high school) to do a second review of the same written evidence with all identifying information removed. This decision will be final. At the beginning of each contract year, employees will be given a copy of the evaluation and other evaluation tools to be used that year. Employees will sign that the documents have been received.

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 Directora director covering elementary programs, the Secondary Director a director covering secondary programs, 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 Coco-Chair chair the Committeecommittee. The Committee committee will meet at the call of the Coco-Chairschairs. 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 observation 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. In situations where Teachers on the professional/advanced professional rung of the career ladder will have at least one (1) of their two (2) formal observations be a minimum of 30 continuous minutes. Teachers on the residency rung of the career ladder will have a minimum of two (2) formal observations and both will be a minimum of 30 continuous minutes. The formal observation(s) shall be scheduled with the teacher at least three (3) days in advance. If either party needs to reschedule, the new time will be agreed upon by both parties. If a teacher is unavailable for two (2) documented classroom observations, due to situations unforeseen circumstances such as long-term illness, late year hire, etc., one (1) documented classroom observation is acceptable. At least one of the documented observations will be a minimum of 30 continuous minutes. A residency teacher will have two (2) observations and both will be at least 30 continuous minutes. The formal written evaluation will be reviewed during a post post-evaluation conference to communicate results, discuss any concerns, commend the employee for a job well doneshare commendations, and to obtain signatures. If a teacher disagrees with one or more of the ratings in their evaluation, they will set up an appeal meeting with their (evaluating) administrator. At that meeting, the teacher would present written evidence to their administrator for each of the areas they were requesting a change. If the administrator does not agree with the written evidence, then the teacher can appeal to the appropriate director. The director will assign another administrator from a different building, but at the same level (elementary, middle school, or high school) to do a second review of the same written evidence with all identifying information removed. This decision will be final. At the beginning of each contract year, employees will be given a copy of the evaluation and other evaluation tools to be used that year. Employees will sign that the documents have been received.