TEACHER OBSERVATION AND EVALUATION. A. 1. Observation and evaluation of the work performance of a teacher shall be conducted openly and in accordance with Board policy.
TEACHER OBSERVATION AND EVALUATION. A. All observations of the teacher will be conducted openly with full knowledge of the teacher.
B. No more than ten workdays after an observation and sufficiently prior (at least 24 hours) to the holding of a conference on this matter, the "observed" teacher shall receive a copy of the evaluator's draft observation/evaluation report and/or notes. The draft and/or notes will cover, in substance, the areas of the final report, but may be subject to modifications as a result of the post-conference or evaluation meeting. If modifications result from either the post-conference or from an employee/evaluator meeting, the evaluator will provide the employee with the final, revised report within five workdays of the associated conference/meeting.
C. Nontenured teachers shall be observed not less than four times each year. The observation of the nontenured teachers shall be done by more than one qualified evaluator certificated in supervision by the Maryland State Department of Education. Administrators and supervisors may complete an observation together, co-sign, and consider that single observation session as two observations. If the observation report is rated ineffective, or if the employee so requests (within ten workdays of the post-observation conference), another separate observation will be performed by a different administrator or supervisor.
D. Nontenured teachers will receive two formal evaluations each year.
E. Tenured teachers shall be observed at reasonable intervals as mandated by state law. The observation of tenured teachers for the purposes of evaluation (versus coaching or mentoring) shall be done by a qualified evaluator certificated in supervision by the Maryland State Department of Education. Administrators and supervisors may complete an observation together, co-sign, and consider that single observation session as two observations. If the observation report is unsatisfactory, or if the employee so requests (within ten workdays of the post-observation conference), another separate observation will be performed by a different administrator or supervisor.
F. Employees with ten or more years of teaching experience in St. Mary’s County and who are not currently on an Employee Improvement Plan may pursue a personal professional development plan at their own expense for one in-service day if approved by their site or instructional supervisor. The plan must address the individual growth needs of the employee and be submitted at least ten workdays p...
TEACHER OBSERVATION AND EVALUATION a. Non-tenured teaching staff members shall be observed and evaluated in conformance with the procedures set forth in N.J.S.A. 18A:27-3 and N.J.A.C. 6A:32-4.5.
b. Tenured teaching staff members shall be evaluated in conformance with the procedures set forth in N.J.A.C. 6A:32-4.4 and shall be observed and evaluated in the performance of their duties at least 1 time during each academic year. Each observation shall be followed by a written evaluation report and a conference. A draft of the report shall be prepared by the supervisor who observed the tenured teaching staff member's performance and shall be submitted to the tenured teaching staff member at least one day prior to the conference. The annual written performance report shall be completed by May 30th of each year. The Professional Improvement Plan shall be completed not later than September 30th of the school year to which it is applicable.
TEACHER OBSERVATION AND EVALUATION. It is recognized that supervision and evaluation are necessary facets of improving classroom instruction. The mutually agreed upon form(s) and procedures shall be used for formal classroom observations and annual evaluation. The primary purpose of the formal observation and evaluation of the teaching staff shall be to maintain a highly qualified and competent staff and to promote continued professional development.
TEACHER OBSERVATION AND EVALUATION. The purpose of teacher observation and evaluation is to raise the level of instructional quality in the District by encouraging professional growth, successful teacher performance, and support of the District "Philosophy and Goals" as outlined in the Board Policy 0330. The Board will consult with the Association before any changes in the policy are presented to the Board for approval.
TEACHER OBSERVATION AND EVALUATION. Amend section E. 2. as follows and remove all occurrences of the word “written” within the entire article:
2. For tenured unit members there shall be a minimum of one announced and one unannounced observation each school year prior to April 15. The announced observation will be scheduled on or after October 1 unless a unit member volunteers to be scheduled prior to this date.
TEACHER OBSERVATION AND EVALUATION. A. All teacher evaluations will follow the model created by the 2011 Evaluation Task Force and adopted by the Board.
B. Teacher evaluations will follow the language of MCL 380.1249, as amended.
C. The Board will provide to teachers a copy of the Teacher Evaluation procedure upon completion and all documents related to the evaluation will be made available on-line.
TEACHER OBSERVATION AND EVALUATION. A. Tenured teaching staff members shall be evaluated consistent with N.J.A.C. 6A:32-4.4.
1. The purpose of the annual evaluation shall be to:
a. Promote professional excellence and improve the skills of teaching staff members;
b. Improve student learning and growth; and
c. Provide a basis for the review of performance of tenured teaching staff members.
2. The annual summary conference between supervisors and teaching staff members shall be held before the written performance report is filed. The conference shall include, but not be limited to:
a. Review of the performance of the teaching staff member based upon the job description;
b. Review of the teaching staff member’s progress toward the objectives of the individual professional development plan developed at the previous annual conference;
c. Review of available indicators of student progress and growth toward the program objectives; and
d. Review of the annual written performance report and the signing of said report within five working days of the review.
3. The annual written performance report shall be prepared by a certified supervisor who has participated in the evaluation of the teaching staff member and shall include, but not be limited to:
a. Performance areas of strength;
b. Performance areas needing improvement based upon the job description;
c. An individual professional development plan developed by the supervisor and the teaching staff member;
d. A summary of indicators of student progress and growth, and a statement of how these indicators related to the effectiveness of the overall program and the performance of the individual teaching staff member; and
e. Provisions for performance data, which have not been included in the report prepared by the supervisor, to be entered into the record by the evaluatee within 10 working days after the signing of the report.
4. These provisions are the minimum requirements for the evaluation of tenured teaching staff members.
B. Nontenured teaching staff members shall be evaluated consistent with N.J.A.C. 6A:32-4.5
1. Each of the three observations required pursuant to N.J.S.A. 18A:27-3.1 shall be conducted for a minimum duration of one class period in a secondary school, and for one complete subject lesson in an elementary school.
2. An annual written evaluation of the nontenured teaching staff member’s total performance as an employee of the district board of education, including, but not limited to:
a. Performance areas of strength;
b. Performance a...
TEACHER OBSERVATION AND EVALUATION. A. The Superintendent is responsible for conducting all formal and informal classroom observations as well as end of year evaluations for all faculty members.
B. Teachers shall be given a two day notice before a formal announced observation by the Superintendent except when a mutual agreement waives this requirement. (Informal observations by the Superintendent may be conducted without prior notification as per the Districts' Annual Professional Performance Review (APPR) document. This formal observation report shall be given to the teacher only after a post-observation conference between the teacher and the Superintendent, and within ten (10) working days of the observation. Untenured Teachers may be observed three (3) or more times per year. All provisions of the Annual Professional Performance Review (APPR) shall be followed.
TEACHER OBSERVATION AND EVALUATION. A. The Association shall be consulted prior to a vote to implement any change in teacher evaluation criteria or procedures and be given an opportunity to address the Board of Education prior to Board approval of new evaluation criteria and/or procedures for certificated personnel.
B. Observance and evaluation of the work performance of a teacher shall be conducted openly and in accordance with Board policy.
C. The teacher shall receive the observation report prepared by his/her evaluator within ten (10) school days of such observation. The teacher shall receive the observation and/or evaluation report at least one (1) day before any conference to discuss same. Said conference shall be held with the evaluator. No such report shall be placed in the teacher’s file, or otherwise acted upon without prior conference with the teacher. No teacher shall be required to sign a blank or incomplete form. Every observation and evaluation form will provide sufficient space for optional response by the teacher.
D. In accordance with state law, non-tenured teachers will be observed and evaluated not less than three (3) times a year, based on a full year’s employment.
E. Tenured teachers shall be evaluated not less than once a year. All observations of tenured teachers, including the observation report, will be completed by May 15th. The final written evaluation, however, will be completed no later than June 7th.
F. A teacher shall have the right to review annually the contents of his/her personnel file and to receive, at the Board’s expense, a hard copy or at the discretion of the Board of Education, an electronic version. A teacher shall be entitled to have a representative of the Association accompany him/her during such review. At least once every year, a teacher shall have the right to indicate those documents and/or other materials in his/her file which he/she believes to be obsolete or otherwise objectionable to retain. Said documents shall be reviewed by the Superintendent or his/her designee and if, in fact, in his/her opinion they are obsolete or otherwise objectionable to retain, they shall be destroyed after the Board has been informed and votes to approve.
G. No material derogatory to a teacher’s conduct, service, character, or personality, including reprimands, shall be placed in his/her personnel file unless the teacher has had an opportunity to review such material. The teacher shall affix his/her signature to the copy to be filed with the express understand...
