Xxxxxx Performing Teachers. 1. Poorly performing teachers refers to teachers identified though the evaluation process set forth in this policy who demonstrate an inability and/or unwillingness to meet the reasonable expectations of this standards- based evaluation system.
2. Comparable evaluations should be derived from multiple summative ratings. Starting in the 2013/14 school year, a teacher will receive a point total of four (4) for accomplished, three (3) for proficient, two (2) for developing and one (1) for ineffective. In a three-year period of time, a teacher will have a rating of three (3) thru twelve (12). Any teacher with a score of twelve (12) over three years would be in group one, teachers with score of four (4) through (11) would be in group two, and teachers with a score of three (3) would be in group three. Each separate group would be considered “comparable”, with group one being the highest rated. Total scores would always be considered as consisting of the most recent three years’ worth of data.
Xxxxxx Performing Teachers. The Board uses evaluation results for removing poorly performing teachers. The Board adopts procedures for removing poorly-performing teachers based on evaluation results. Such procedures shall be those contained in the Ohio Revised Code.
Xxxxxx Performing Teachers. The Board uses evaluation cycle results for removing poorly performing teachers. A teacher who, after receiving a final holistic rating of Ineffective for a period of no less than two out of the last three evaluation cycles, and who completes a remediation plan during the ensuing year continues to receive a final holistic rating of Ineffective. (ORC 3319.58 & ORC 3319.16)
Xxxxxx Performing Teachers. 1. OTES is a system designed to help and support all teachers.
2. Improvement Plans shall be developed for teachers who receive a rating of “Ineffective” or “Developing” as their performance rating in the preceding school year for the area(s) in which they are deficient. In most cases, a Growth Plan shall be developed for a teacher who receives a rating of “Skilled” or “Accomplished.” An improvement plan may be written for teachers with ratings of “Skilled” or “Accomplished” if they are “ineffective” or “developing” in one or more areas of the rubric.
3. During the first (1st) year a teacher is on an improvement plan, due to his/her performance rating from the previous year, the District evaluator shall be appointed to the teacher. The second (2nd) year a teacher is placed on an improvement plan (within a five (5) year period) due to his/her performance rating, the teacher will have one (1) appointed District evaluator and one (1) District evaluator of his/her choice.
4. A teacher, with four (4) or more years of experience with Buckeye Local Schools, shall be deemed “poorly performing” and the District would have “just cause” to terminate if within a five (5) year consecutive time span, a teacher has been placed on an improvement plan while having a performance rating of “Ineffective” or “Developing” two (2) times and has not improved enough to be rated “Skilled” or “Accomplished.”
5. No teacher shall be terminated due to his/her evaluation when he/she has received a performance rating of “Skilled” or “Accomplished” in his/her most recent annual evaluation.
