Common use of TEACHER OBSERVATION AND EVALUATION Clause in Contracts

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 prior to the scheduled in-service day. G. At the request of the Board, employees occasionally accept assignments that are not within their certification area due to the Board’s difficulty in filling positions within critical shortage areas. During the first two years of such assignments (if the assignment extends beyond a year), these personnel shall not be penalized on their evaluations or in any other form for lack of expertise in the assigned area. During this two-year period, the employee shall not be assigned extra duties (i.e., bus duty, lunch duty, homeroom, etc.) unless the employee so requests in writing and the Board shall provide additional support to assist the employee in gaining knowledge in the assigned area. H. If student grades and/or test scores are used for any purpose in employee evaluation, only data from attributed students shall be used. Attributed students shall be jointly determined by the employee and the appropriate administrator at the outset of each given school year. I. In a given year, no employee shall be terminated from employment as a result of an ineffective rating based solely on student growth. J. The Board and the Association agree to develop a joint study committee to develop an appropriate performance assessment tool for unit employees whose assignments do not fit into any existing performance assessment system (PAS). The committee will be comprised of Board and Association appointees. X. Employer recording/videotaping of an employee will not be conducted without the employee’s permission and will not be used for evaluative purposes. L. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year. M. Letters of discipline such as letters of warning and/or reprimand shall not be included as artifacts in the PAS. No electronic PAS shall be used to replace the site or official personnel file as a place to store records of progressive discipline.

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 ineffectiveunsatisfactory, 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 prior to the scheduled in-service day. G. At the request of the Board, employees occasionally accept assignments that are not within their certification area due to the Board’s difficulty in filling positions within critical shortage areas. During the first two years of such assignments (if the assignment extends beyond a year), these personnel shall not be penalized on their evaluations or in any other form for lack of expertise in the assigned area. During this two-year period, the employee shall not be assigned extra duties (i.e., bus duty, lunch duty, homeroom, etc.) unless before or after the employee so requests in writing student day and the Board shall provide additional support to assist the employee in gaining knowledge in the assigned area. H. If student grades and/or test scores are used for any purpose in employee evaluation, only data from attributed students shall be used. Attributed students shall be jointly determined by the employee and the appropriate administrator at the outset of each given school year. I. In a given year, no employee shall be terminated from employment as a result of an ineffective rating based solely on student growth. J. The Board and the Association agree to develop a joint study committee to develop an appropriate performance assessment tool for unit employees whose assignments do not fit into any the existing TPAS (teacher), IRTPAS (instructional resource teacher), CPAS (counselor), or LPAS (leadership) performance assessment system (PAS)tools. The committee will be comprised of Board and Association appointees. X. Employer recording/videotaping of an employee will not be conducted without the employee’s permission and will not be used for evaluative purposes. L. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year. M. Letters of discipline such as letters of warning and/or reprimand shall not be included as artifacts in the PAS. No electronic PAS shall be used to replace the site or official personnel file as a place to store records of progressive discipline.

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 prior to the scheduled in-service day. G. At the request of the Board, employees occasionally accept assignments that are not within their certification area due to the Board’s difficulty in filling positions within critical shortage areas. During the first two years of such assignments (if the assignment extends beyond a year), these personnel shall not be penalized on their evaluations or in any other form for lack of expertise in the assigned area. During this two-year period, the employee shall not be assigned extra duties (i.e., bus duty, lunch duty, homeroom, etc.) unless the employee so requests in writing and the Board shall provide additional support to assist the employee in gaining knowledge in the assigned area. H. If student grades and/or test scores are used for any purpose in employee evaluation, only data from attributed students shall be used. Attributed students shall be jointly determined by the employee and the appropriate administrator at the outset of each given school year. I. In a given year, no employee shall be terminated from employment as a result of an ineffective rating based solely on student growth. J. The Board and the Association agree to develop a joint study committee to develop an appropriate performance assessment tool for unit employees whose assignments do not fit into any existing performance assessment system (PAS). The committee will be comprised of Board and Association appointees. X. K. Employer recording/videotaping of an employee will not be conducted without the employee’s permission and will not be used for evaluative purposes. L. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year. M. Letters of discipline such as letters of warning and/or reprimand shall not be included as artifacts in the PAS. No electronic PAS shall be used to replace the site or official personnel file as a place to store records of progressive discipline.

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-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 prior to the scheduled in-service day. G. At the request of the Board, employees occasionally accept assignments that are not within their certification area due to the Board’s difficulty in filling positions within critical shortage areas. During the first two years of such assignments (if the assignment extends beyond a year), these personnel shall not be penalized on their evaluations or in any other form for lack of expertise in the assigned area. During this two-year period, the employee shall not be assigned extra duties (i.e., bus duty, lunch duty, homeroom, etc.) unless before or after the employee so requests in writing student day and the Board shall provide additional support to assist the employee in gaining knowledge in the assigned area. H. If student grades and/or test scores are used for any purpose in employee evaluation, only data from attributed students shall be used. Attributed students shall be jointly determined by the employee and the appropriate administrator at the outset of each given school year. I. In a given year, no employee shall be terminated from employment as a result of an ineffective rating based solely on student growth. J. The Board and the Association agree to develop a joint study committee to develop an appropriate performance assessment tool for unit employees whose assignments do not fit into any the existing TPAS (teacher), IRTPAS (instructional resource teacher), CPAS (counselor), or LPAS (leadership) performance assessment system (PAS)tools. The committee will be comprised of Board and Association appointees. X. K. Employer recording/videotaping of an employee will not be conducted without the employee’s permission and will not be used for evaluative purposes. L. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year. M. Letters of discipline such as letters of warning and/or reprimand shall not be included as artifacts in the Performance Assessment System (PAS). No electronic PAS shall be used to replace the site or official personnel file as a place to store records of progressive discipline.

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-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 prior to the scheduled in-service day. G. At the request of the Board, employees occasionally accept assignments that are not within their certification area due to the Board’s difficulty in filling positions within critical shortage areas. During the first two years of such assignments (if the assignment extends beyond a year), these personnel shall not be penalized on their evaluations or in any other form for lack of expertise in the assigned area. During this two-year period, the employee shall not be assigned extra duties (i.e., bus duty, lunch duty, homeroom, etc.) unless before or after the employee so requests in writing student day and the Board shall provide additional support to assist the employee in gaining knowledge in the assigned area. H. If student grades and/or test scores are used for any purpose in employee evaluation, only data from attributed students shall be used. Attributed students shall be jointly determined by the employee and the appropriate administrator at the outset of each given school year. I. In a given year, no employee shall be terminated from employment as a result of an ineffective rating based solely on student growth. J. The Board and the Association agree to develop a joint study committee to develop an appropriate performance assessment tool for unit employees whose assignments do not fit into any the existing TPAS (teacher), IRTPAS (instructional resource teacher), CPAS (counselor), or LPAS (leadership) performance assessment system (PAS)tools. The committee will be comprised of Board and Association appointees. X. Employer recording/videotaping of an employee will not be conducted without the employee’s permission and will not be used for evaluative purposes. L. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year. M. Letters of discipline such as letters of warning and/or reprimand shall not be included as artifacts in the Performance Assessment System (PAS). No electronic PAS shall be used to replace the site or official personnel file as a place to store records of progressive discipline.