Comparable Evaluations. Since seniority may not be the basis for teacher retention or other employment decisions, except when deciding between teachers who have comparable evaluations, this refers to teachers within the categories of "Ineffective," "Developing," "Skilled," and "
Comparable Evaluations for purposes of this section means “Accomplished” and “Skilled” pursuant to the most recent final summative evaluation rating.
Comparable Evaluations. For the purpose of this Agreement, “comparable” shall mean all teachers rated above “Ineffective” for their Final Summative Rating shall be comparable and equal.
Examples of Comparable Evaluations in a sentence
These roles include “issu[ing] certificates of appointment to watchers at primaries and elections,” “instruct[ing] election officers in their duties,” “investigat[ing] election frauds, irregularities and violations of this act,” and certifying election results to the Secretary of the Commonwealth.
Comparable Evaluations: Based on the average of three (3) years of summative evaluations.
Comparable Evaluations For purposes of determining whether evaluations are “comparable” under this Article, the Board will look only at the teacher performance rubric of any OTES evaluation and disregard the student growth component of the evaluation until at least three (3) years of student growth data are available.
Comparable Evaluations - Meeting the requirements as set forth in O.R.C., seniority may not be the basis for teacher retention or other employment decisions, except when deciding between teachers who have comparable evaluations, this refers to teachers within the categories of "Ineffective," "Developing," "Skilled," and "Accomplished.
Comparable Evaluations * The Board agrees that during the duration of this collective bargaining agreement, July 1, 2013- June 30, 2016, that evaluations rated Developing, Proficient, and Accomplished be considered comparable for seniority purposes.
More Definitions of Comparable Evaluations
Comparable Evaluations means “Accomplished” and “Skilled” are comparable, “Developing” is comparable to “Developing,” and “Ineffective” is comparable to “Ineffective.” This provision is in place for the duration of this contract and will remain in effect unless the state evaluation system changes in Ohio Revised Code.
Comparable Evaluations are defined as certificated/licensed teachers with identical summative evaluation ratings on the most recent evaluation.
Comparable Evaluations since seniority may not be the basis for teacher retention or other employment decisions, except when deciding between teachers who have comparable evaluations, this refers to teachers within the categories of "Ineffective," "Developing," "Proficient," and "Accomplished." Removal of Poorly Performing Teachers Removal of poorly performing teachers will be in accordance with the nonrenewal and termination statutes of the Ohio revised code and/or the relevant provisions of the collective bargaining agreement in effect between the Board and the LEA. Nothing in this pol1cy will be deemed to prevent the Board from exercising its rights to nonrenew, terminate, or suspend a teaching contract as provided by law and the terms of the collective bargaining agreement in effect between it and the LEA. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to nonrenew a teacher evaluated under this policy in accordance with R.C. 331 9.11 notwithstanding the teacher's summative rating. R.C. 3319.02, 3319.11, 3319.111, 3319.112, 3319.22, 3319.222, 3319.226 R.C. 3319.26, 3319.58, 3333.0411 A.C. 3301-35-03(A) 3223 - STANDARDS-BASED SCHOOL COUNSELOR EVALUATION The Board of Education is responsible for a standards-based school counselor evaluation policy which conforms to the framework for the evaluation of school counselors as approved by the State Board of Education and aligns with the "Standards for School Counselors" as set forth in State law. The Board of Education adopts the Ohio School Counselor Evaluation System (OSCES) as approved by the State Board of Education. The Board believes school counselors play a critical role in supporting student learning and success and maintaining a positive school environment. The standards based system of school counselor evaluations is designed to provide meaningful and consistent feedback to support counselor professional growth and inform employment decisions. This policy shall be implemented as set forth herein and shall be included in the collective bargaining agreement with the LEA, and in all extensions and renewals thereof. This policy has been developed in consultation with school counselors. The Board authorizes the Superintendent to establish and maintain an ongoing union, with continuing participation by the union representatives for the express purpose of recom...
Comparable Evaluations since seniority may not be the basis for teacher retention or other employment decisions, except when deciding between teachers who have comparable evaluations, this refers to teachers within the categories of “Ineffective,” “Developing,” “Skilled,” and “Accomplished.” REMOVAL OF POORLY PERFORMING TEACHERS Removal of poorly performing teachers will be in accordance with the nonrenewal and termination statutes of the Ohio Revised Code and/or the relevant provisions of the collective bargaining agreement in effect between the Board and the Jefferson County Joint Vocational School Teachers’ Association. Nothing in this policy will be deemed to prevent the Board from exercising its rights to nonrenew, terminate, or suspend a teaching contract as provided by law and the terms of the collective bargaining agreement in effect between it and the Jefferson County Joint Vocational School Teachers’ Association. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to nonrenew a teacher evaluated under this policy in accordance with R.C. 3319.11 notwithstanding the teacher’s holistic rating.
Comparable Evaluations means certificated/licensed personnel receiving the same summative rating on the OTES evaluation.
Comparable Evaluations since seniority may not be the basis for school counselor retention or other employment decisions, except when deciding between counselors who have comparable evaluations, this refers to counselors within the categories of “Ineffective,” “Developing,” “Skilled,” and “Accomplished.” Removal of Poorly Performing School Counselors Removal of poorly performing school counselors will be in accordance with the nonrenewal and termination statutes of the Ohio Revised Code and /or the relevant provisions of the collective bargaining agreement in effect between the Board and the Switzerland of Ohio Education Association. Nothing in this policy will be deemed to prevent the Board from exercising its rights to non- renew, terminate, or suspend a school counselor contract as provided by law and the terms of the collective bargaining agreement in effect between it and the Switzerland of Ohio Education Association. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment of employees on a limited contract that are evaluated under this policy. The Board reserves the right to non-renew a school counselor evaluated under this policy in accordance with R.C. 3319.11 notwithstanding the school counselor’s final summative rating. R.C. 3319.02, 3319.11, 3319.113, R.C. 3319.16 A.C. 3301-24-05 H.B. 64
Comparable Evaluations. Since seniority may not be the basis for teacher retention or other employment decisions, except when deciding between teachers who have comparable evaluations, the Summative evaluation ratings are Accomplished, Skilled, Developing and Ineffective. STANDARDS BASED TEACHER EVALUATION Teacher evaluations will utilize multiple factors, with the intent of providing meaningful feedback to each teacher and assigning an effectiveness rating based in equal part upon teacher performance and student growth. Each teacher evaluation will result in an effectiveness rating of: • Accomplished; • Skilled; • Developing; or • Ineffective The specific standards and criteria for distinguishing between these ratings/levels of performance shall be the same as those developed by the State Board of Education, which are incorporated herein by reference. The Superintendent shall annually file a report to the Department of Education the number of teachers for whom an evaluation was conducted as well as the number of teachers assigned each rating as set forth above, aggregated by teacher preparation programs from which and the years in which the teachers graduated. Fifty percent (50%) of each evaluation will be based upon teacher performance and fifty percent (50%) on multiple measures of student growth as set forth herein. Any modifications to these percentages must be in accordance with the Ohio Revised Code and in consultation with the Evaluation Committee. Assessment of Teacher Performance