The Evaluation Process eVal is the electronic evaluation tool that will be used in the evaluation process.
The Evaluation Process. A. State regulations on evaluation will be followed in this article. Bargaining unit members’ performance will be measured by whether bargaining unit members meet the Standards and Indicators of Effective Teaching Practice Rubric adopted by the Massachusetts Board of Education, which are incorporated herein.
B. This evaluation process is a goal-oriented activity whereby the bargaining unit member and the evaluator jointly define goals for the bargaining unit member over the year and work together to achieve the goals. This process may include peer coaching if the bargaining unit member and evaluator agree. Goals may be modified if mutually agreed upon by both parties. The Evaluator retains final authority over the content of the Educator’s Plan.
1. Every educator has an Educator Plan that includes, but is not limited to, one goal related to the improvement of practice; one goal for the improvement of student learning. The Plan also outlines the actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress.
2. If a bargaining unit member and an evaluator cannot arrive at mutually agreed upon goals, a third party acceptable to both will be used to resolve the issue. The third party may be a peer coach if that is acceptable to the bargaining unit member and the evaluator.
3. If a mutually acceptable third party cannot be found at the building level, then either the director of instruction or the director of student services may set the goals for the bargaining unit member and evaluator.
C. Options for evaluation will follow five pathways: Developing Educator Plan, One Year Self-Directed Growth Plan, Two Year Self Directed Growth Plan, Directed Growth Plan, Improvement Plan. Guidelines for the Evaluation process will be reviewed, and disseminated annually by a joint committee of the Association and the Administration.
D. All written classroom and summative evaluations must be based on first-hand data collected by the administrator/evaluator related to goals and/or professional Standards and Indicators of Effective Teaching Practice or on evidence that is related to the goals and standards provided by the Educator.
E. Evaluations concerning teaching should be separate from evaluations concerning co-curricular and/or coaching activities.
F. All summative evaluations should be summarized as Exemplary, Proficient, Needs Improvement or Unsatisfactory.
G. Evaluators shall observe the work performance of a bargaining uni...
The Evaluation Process. A. Highly Effective IHE1 and Effective IE') bargaining unit members determined bv ratings from previous academic year composite score
B. Developing (TB and Ineffective <U bargaining unit members determined bv ratings from previous academic year composite score
The Evaluation Process. The process of evaluating a teacher’s Professional Practice shall consist of the following:
The Evaluation Process. A STATEMENT OF PURPOSE
1. Performance evaluation is becoming a feature of employment of all staff in the Watertown Public Schools.
2. The evaluation process provides the opportunity for staff members to meet with supervisors on an annual basis to review work performance and to set goals for the upcoming year.
3. It is understood that the evaluation process is fundamentally positive in nature, and shall not be used as a means of discipline, and shall not be used arbitrarily, capriciously or punitively.
4. The growth and development of the employee is the primary focus.
5. When deficiencies are noted in the evaluation, the Watertown Public Schools and the employee will work together in order to facilitate improved performance.
1. The evaluation of the work of employees covered by this Agreement shall be conducted openly and with the full knowledge of the employee. The employee will be given a copy of all evaluations prepared by supervisors and will be given the opportunity to discuss such evaluations with his/her evaluator.
The Evaluation Process. A. Highly Effective (HE) and Effective (E) bargaining unit members determined by ratings from previous academic year composite score Each HE/E bargaining unit member will participate in one announced observation annually. The announced observation will be a minimum of 45 minutes or a complete lesson if less than 45 minutes. A pre- conference is optional and will occur should either party request. A post-conference following the announced observation is required for all observed unit members. Following the post-conference, unit members will form and submit a Professional Learning Plan (PLP) in a timely manner. Announced observations should be completed by the end of the first academic semester. Observers the unit member within five workdays following the post-conference. The announced observation process should be completed within ten (10) workdays but shall not exceed fifteen (15) workdays. Each HE/E bargaining unit member will participate in a minimum of one unannounced observation of at least 20 minutes. Observers will provide collected evidence to the unit member within five (5) workdays following the unannounced observation. A post-conference following the unannounced observation is optional and will occur if either party requests. Up to 2 more unannounced observations of at least twenty (20) minutes may occur if collected evidence suggests a rating less than effective.
The Evaluation Process. The Provider agrees to submit the Provider Contracts for review and evaluation which shall substantially follow this process:
The Evaluation Process. A. Tenured faculty must be evaluated at least once every two school years. The evaluation will include one formal observation and one informal observation. By agreement between the teacher and the Qualified Evaluator, additional formal or informal observations may be conducted.
B. Non-tenured faculty are to be evaluated once every year. The evaluation will include at least four observations, two of which must be formal observations.
C. As required by the School Code, all evaluations must be conducted by a Qualified Evaluator. This includes professional district employees who are required to hold a supervisory or administrative certificate and are qualified under the School Code. Tenured faculty of the Association who become qualified under the School Code will also be considered Qualified Evaluators.
D. The Qualified Evaluator conducting the evaluation will be the teacher's direct supervisor. If a tenured teacher has already been evaluated in a previous year by his/her direct supervisor, then that teacher may select another Qualified Evaluator subject to approval by the Superintendent. If an alternative evaluator is requested and the teacher’s selection is not approved by the Superintendent, the Superintendent or his designee will identify a list of three alternate qualified evaluators, one of which the teacher may select.
X. Xxxxx to October 15th of the evaluation year, the teacher and the Qualified Evaluator conducting the evaluation will jointly schedule and hold an initial meeting to discuss the evaluation goals and timetable. Summative Evaluations will be completed by March 1st for non-tenured faculty and May 1st for tenured faculty.
1. At least three days advance notification of all formal observations will be given. A pre-observation conference will be held. Before another observation is made, and within 5 working days of the original observation, a post-observation conference will be held between the observer and the teacher.
2. The post-observation conference will include specification of the teacher's strengths and/or constructive criticism, with supporting reasons for the comments made. When an evaluator knows of a deficiency or concern, he/she shall notify the teacher in a timely fashion and initiate an informal discussion giving the teacher the opportunity to address the concern or deficiency.
The Evaluation Process. In evaluating you for the purposes of the present legal matter, I will depend upon a number of sources of information. I may administer to you one or more psychological tests, for example the Minnesota Multiphasic Personality Inventory (MMPI), a standard paper and pencil test measuring certain aspects of your personality. I will also perform one or more clinical interviews with you. Additionally, and depending upon the nature of the evaluation, I may also review pertinent hospital records, police reports, witness/victim statements and any other relevant information provided by yourself or your attorney. I will also be speaking with your attorney and such others as hospital staff members, police officers, health professionals familiar with you, members of your family, and others familiar with the present legal proceeding. You will be asked to sign a Release of Information form, which will provide your approval of such discussions. Be aware that this is a general release form and allows
The Evaluation Process. A. Annual Review of Professional Improvement Plan By October 30th of every school year, supervisors are to assist in developing and/or reviewing all faculty members new and/or current Professional Improvement Plan (PIP) of the Annual Written Performance Report.
B. Supervisory Schedule During the month of September, Principals, Administrators and Supervisors will assist in the development of a timetable of observations to be conducted from October 1st to March 30th. The purpose of this timetable is to assist appropriate administrative and supervisory faculty in planning an effective system of observation and evaluation. Priorities must be established to ensure that all teachers are observed in accordance with N. J. Administrative Code Title 6 Authority: N.J.S.A. 18A. and provided with opportunities to apply suggestions in cases of multiple visits
C. Observations
1. Non-tenured faculty members (full time teaching for less than four (4) years and one (1) day of service at Calais) will be observed and evaluated by a supervisor or administrator at least three (3) times per year in accordance with N. J. Administrative Code Title 6, Authority: N.J.S.A. 18A.
2. Tenured faculty members (full time teaching at Calais for four (4) years and one (1) day of service at Calais) will be observed and evaluated by a supervisor or administrator at least once per year in accordance with N. J. Administrative Code Title 6, Authority: N.J.S.A. 18A.
3. Pre-Observation Review: Prior to observation, all supervisors or administrators are to review with the tenured and non-tenured faculty all indicators that will be used in their observation.
4. Post-Observation/Evaluation Conference by all supervisors or administrators will take place two (2) weeks after each observation for all tenured and non-tenured faculty.
D. Professional Improvement Plan (PIP) Faculty members (tenured/non-tenured who hold instructional licenses or educational services licenses (guidance counselors, nurses, school psychologists, etc.) will, on an annual basis, develop a Professional Improvement Plan in conjunction with their immediate supervisor or administrator. The contents of the PIP must cite all professional development (PD) experience in order for that experience to count towards the 100 hours of continuing education required every five (5) years as mandated by the New Jersey State Board of Education, May 6, 1998. (Adopted code subchapter 13 – required professional development for teachers, effective Septe...
